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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions:

1. A consultant is supporting a scheduled public cloud SAP SuccessFactors Employee Central import of manager assignment corrections before a month-end approval review. The import completes, but a subset of rows posts with warnings because the affected employees are currently part of in-flight workflow transactions for job changes. The warning rows remain unchanged after processing.
Other records in the same file update normally. The customer wants the monthly correction process to remain repeatable and does not want approved or pending workflow items cancelled just to make the administrative load succeed. The consultant must choose a fix that respects controlled change processing and avoids recurring manual cleanup for the operations team.
What is the best next step?
Response:

A) Adjust the administrative import handling for records with active workflow-driven changes so the update process respects the current lifecycle state instead of competing with it.
B) Retry the warning rows using a higher-access role so the import can override the pending workflow state for this cycle.
C) Exclude employees with active workflow items from all future imports and require direct web-based maintenance for those cases.
D) Cancel the in-flight workflow items for the affected employees, then rerun the import after the current file finishes.

2. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a controlled process where approved vacant positions should become available for staffing preparation. In the web-based environment, position approval completes successfully and the status appears updated, but a subset of approved positions still does not appear in the next staffing-related step.
Positions created earlier in the project behave correctly. The affected records were all loaded during a recent hierarchy expansion and share the same new parent structure. The customer wants the consultant to preserve the position-driven operating model and avoid recreating large numbers of positions before the next test cycle.
What is the best action to take first?
Response:

A) Allow staffing users to create requests without selecting positions until the expanded hierarchy can be rebuilt after testing.
B) Recreate the newly expanded hierarchy with simplified parent structures so future positions inherit a cleaner setup automatically.
C) Give staffing users broader search visibility so the approved positions appear even if the downstream readiness state is not fully aligned.
D) Review the dependency between approved position status and downstream staffing availability for the newly expanded hierarchy, then correct the configuration or binding that is not resolving for those positions.

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Campus Review</strong> After a targeted correction to facilities position context, one position change routes to the expected operations manager. Another comparable facilities change still remains with HR administration.
Which next step best avoids a partial-fix trap?
Response:

A) Close workflow validation because at least one corrected facilities change reached the expected reviewer.
B) Remove HR administration visibility from pending workflow requests so campus review becomes the only visible path.
C) Retest representative position-change transactions across affected facilities contexts and compare reviewer outcomes.
D) Apply the same position-context correction to every facilities record and assume routing will align after refresh.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the business unit list is narrower than expected and omits the business unit that should be valid for the selected combination. Other structures display the correct filtered business unit options.
HR leadership confirms the missing business unit was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden business-unit visibility across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the standard process design.
What is the best next step?
Response:

A) Create duplicate business-unit records for the new structure so the intended value appears separately in the selection list.
B) Broaden business-unit visibility for all related structures so managers can always find the missing value during organizational moves.
C) Ask managers to choose a temporary business unit and let HR operations correct the final value after the transaction is completed.
D) Review the organizational associations for company, department, and business unit in the new structure, then correct the relationship controlling filtered business-unit availability.

5. <strong>CHALLENGE 4 &#x2014; Transfer Workflow Routing for Plant Review</strong> A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A) Whether every plant manager should be added to all transfer workflows during the hypercare period.
B) Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.
C) Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.
D) Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.

Solutions: