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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-end corrections before a monthly HR control check. The file processes successfully for most employees, but several rows complete with warnings and leave the affected records unchanged. All warning rows belong to employees who already have approved future workflow requests for employment-status adjustments in the same effective period.
The customer wants the probation-end corrections preserved without deleting the already approved future requests, because those requests are part of an approved workforce plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

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

2. <strong>CHALLENGE 2 &#x2014; Mobile Repair Position Context for Field Coverage</strong> A mobile repair assignment can be saved, but manager-facing review later displays inconsistent district context. The field operations director asks whether the team can proceed if HR services verifies repair assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Narrow the validation set and verify representative mobile repair assignments in the system before relying on offline confirmation.
B) Stop all plant and mobile repair testing until every position record across all municipal districts is rebuilt.
C) Proceed with offline HR verification because it preserves the UAT schedule and the assignment record saves successfully.
D) Open all mobile repair positions to district managers temporarily so they can confirm assignments faster during validation.

3. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> During template validation, HR analysts can create employee records for clinic locations, but rehabilitation-center records show different required-field behavior. Recent configuration notes show that some location-related values were refreshed after employee and position validation began.
Which action best supports a controlled readiness decision?
Response:

A) Compare affected records against active location and department values, then correct only records with confirmed dependent-data impact.
B) Continue testing because the records save successfully and required-field behavior can be reviewed after rollout.
C) Give HR analysts broader edit access so they can manually complete the missing fields during validation.
D) Pause all validation and rebuild every location, department, employee, and position record from the beginning.

4. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> A standard claims position change routes to the expected regional claims manager, but a comparable underwriting support position change remains with HR operations. The same regional manager can approve other employee updates in the assigned claims region.
What should be validated before changing workflow routing?
Response:

A) Whether the underwriting employee context, position assignment, and regional responsibility support reviewer determination for the affected change.
B) Whether HR operations can approve all position changes centrally until policy renewal staffing scenarios are added.
C) Whether every regional claims manager should be added to all position-change workflows during SIT.
D) Whether the workflow notification text tells users that underwriting requests may remain with HR operations.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

A) Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.
B) Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.
C) Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.
D) Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.

Solutions: