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

1. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of future-dated probation-group corrections before a monthly governance review. The file processes correctly for most employees, but several rows complete with warnings and leave the target records unchanged. All warning rows belong to employees who already have approved future workflow requests for temporary work-status changes in the same effective period.
The customer wants the probation-group corrections preserved without deleting the approved future requests, because those requests have already been validated as part of the operating plan. They also do not want a recurring manual exception process for employees who have future approved actions. The consultant must restore a repeatable administrative load while respecting lifecycle control in the web-based environment.
What is the best next step?
Response:

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

2. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A) Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.
B) Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
C) Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
D) Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.

3. A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee’s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A) Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.
B) Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.
C) Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
D) Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.

4. A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A) Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.
B) Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
C) Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.
D) Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.

5. <strong>CHALLENGE 3 &#x2014; District Manager Access for Store Cluster Boundaries</strong> A district manager can access employees in one assigned store cluster but cannot view a warehouse position that belongs to their seasonal staffing responsibility. Another unassigned store position appears in their review list.
What should the consultant validate first?
Response:

A) Whether HR operations can review the warehouse position instead of the district manager during final testing.
B) Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.
C) Whether the district manager should be given access to all records until the warehouse position list is corrected.
D) Whether the employee import template should be reloaded before any access testing continues.

Solutions: