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

1. <strong>CHALLENGE 4 &#x2014; Transfer Workflow Routing for Plant Review</strong> After a targeted correction to engineering position context, one transfer routes to the expected plant reviewer. Another comparable engineering transfer still remains with corporate HR.
Which next step best avoids a partial-fix trap?
Response:

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

2. A consultant is validating a position-based review preparation process before a talent planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

A) Recreate the affected positions under an older organizational branch so the downstream update behavior matches earlier records.
B) Review the dependency between the new organizational branch and downstream review-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
C) Ask HR specialists to update the employee review-eligibility marker manually for the new branch until the planning checkpoint is completed.
D) Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating manager self-service before a customer demo. Managers can open employee profiles and submit workflow requests for job information changes, but they cannot see the position data block that was added for the pilot. The block is visible for HR administrators in the same web-based environment.
A quick review shows that the position-related fields are configured and already used in the tenant. The customer asks for a fix that preserves current data access restrictions because position details include planning-sensitive information. The consultant has limited time and must avoid broadening access beyond what managers need for their own reporting lines.
What is the best action to restore the missing manager view while keeping governance intact?
Response:

A) Review role-based permission target population and position-related permissions for the manager role, then adjust only the manager scope required for supported reporting lines.
B) Reimport the position data so the system refreshes the employee profile and rebuilds the missing block.
C) Grant managers the same role permissions used by HR administrators for position data so the block becomes visible immediately.
D) Disable the position block for HR administrators and rebuild it with a new configuration that is shared across all roles.

4. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> During SIT, most claims employee records can be created successfully, but selected underwriting support records show a service-line association that does not match the expected regional context. Several underwriting support values were revised after the initial configuration cycle.
Which action best supports a controlled readiness decision?
Response:

A) Compare affected records against active region, service-line, and underwriting support values, then correct only records with confirmed dependency impact.
B) Rework all region, service-line, employee, and position records because any post-configuration underwriting value revision invalidates SIT.
C) Continue end-to-end validation because the employee records save successfully and associations can be reviewed after staffing scenarios are added.
D) Give regional claims managers access to all underwriting support records so they can manually review and correct service-line associations.

5. A consultant is supporting a scheduled import of future-dated employee holiday-calendar corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end payroll review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for employment-detail changes in the same effective period.
The customer wants the holiday-calendar corrections preserved without deleting the already approved future requests, because those requests are part of an approved operating 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) Retry the warning rows with broader administrative privileges so the import can override the approved future state for this cycle.
B) Adjust the import handling for employees with overlapping approved future changes so the holiday-calendar correction fits into the effective-dated timeline without replacing later records.
C) Delete the approved future employment-detail workflow requests, then rerun the warning rows so the holiday-calendar corrections can load without conflict.
D) Exclude employees with approved future workflow requests from all future holiday-calendar imports and require HR administrators to maintain those cases manually.

Solutions: