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

1. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> A tester suggests changing workflow routing so underwriting support position changes always go directly to the regional manager, regardless of employee context. This would reduce pending HR operations items before the next cycle.
Why is this approach less appropriate?
Response:

A) It prevents HR operations from creating employee records for underwriting support employees.
B) It is less appropriate because workflow routing should always be completed by HR operations in SIT.
C) It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
D) It is less appropriate because regional managers cannot approve any Employee Central workflow tasks.

2. A consultant is validating position maintenance in a public cloud SAP SuccessFactors Employee Central and Position Management environment before a reorganization freeze ends. In the web-based UI, managers can create new positions, but some newly created positions remain in a draft-like state and cannot be used in downstream planning activities even though the save action completes without error.
Older positions created earlier in the project are available as expected. The customer confirms that the affected positions are all created under a newly introduced position category. The business wants a fix that keeps the category structure intact and avoids asking users to recreate positions manually across multiple departments.
What should the consultant investigate first?
Response:

A) Export the affected positions, change their identifiers externally, and reload them under a different category structure.
B) Review the configuration dependency tied to the new position category and correct the setting that controls whether saved positions become usable for downstream planning.
C) Ask managers to keep using the older position categories until the new category can be removed from the design.
D) Grant managers broader access to planning activities so the newly created positions become selectable despite their current state.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee standard-hours corrections before a monthly payroll control check. The import completes, but a subset of rows posts with warnings and leaves the target records unchanged. The affected employees already have approved future workflow requests for leave-related status changes in the same effective period.
Other employees in the same file update correctly in the web-based environment. The customer wants the current standard-hours correction preserved without deleting the approved future requests, because those requests are already part of the approved staffing plan. They also do not want a recurring manual exception process for employees with future approved changes.
What is the best next step?
Response:

A) Exclude employees with approved future workflow requests from all future standard-hours imports and require HR administrators to maintain those cases manually.
B) Retry the warning rows under a broader administrative role so the import can override the approved future state for this monthly cycle.
C) Delete the approved future leave-related workflow requests, then rerun the warning rows so the standard-hours correction can load without conflict.
D) Adjust the import handling for employees with overlapping approved future changes so the standard-hours correction fits into the effective-dated timeline without replacing later records.

4. A consultant is validating a manager-led organizational change process in a public cloud SAP SuccessFactors Employee Central tenant before a controlled regional launch. In the web-based UI, managers can select company and legal entity, but for one newly activated structure the available employee class values are broader than expected and include classes intended for a different operational branch. Other structures display the correct narrowed list.
The transaction still saves, but testers are choosing incorrect combinations because the filtered scope is too wide. HR leadership wants the issue corrected before training because downstream approvals and reporting depend on controlled employee class selection. The customer does not want broader visibility across structures or a separate process for this new rollout group.
What is the best next step?
Response:

A) Create duplicate employee class records for the new structure so the intended values appear separately from the other branch.
B) Ask managers to continue with the current list and rely on training instructions to choose the correct employee class during processing.
C) Review the organizational associations for company, legal entity, and employee class in the new structure, then correct the relationship controlling filtered employee class availability.
D) Broaden employee class visibility for all nearby structures so the same larger list appears consistently during organizational changes.

5. A consultant is supporting a scheduled administrative load of future-dated employee assignment corrections in a public cloud SAP SuccessFactors Employee Central tenant. The import finishes with mixed results: many rows post successfully, but a subset is skipped because the target employees already have approved changes for an overlapping future period.
Current data remains intact, and no broad system error is shown in the web-based environment. The customer wants the current administrative correction preserved without deleting the already approved future records, because those future changes were part of a signed regional planning cycle. The monthly load must remain reusable without creating a permanent manual exception path for the affected employees.
What is the best next step?
Response:

A) Adjust the import handling for employees with overlapping future-dated changes so the current correction fits the approved timeline without replacing later records.
B) Delete the overlapping approved future records, then rerun the skipped rows so the current administrative correction can be loaded without conflict.
C) Retry the skipped rows with broader administrative access so the import can override the future-dated conflict during this monthly cycle.
D) Exclude the affected employees from all future imports and require HR administrators to maintain those cases directly in the web-based UI.

Solutions: