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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 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) Exclude employees with approved future workflow requests from all future holiday-calendar imports and require HR administrators to maintain those cases manually.
B) Retry the warning rows with broader administrative privileges so the import can override the approved future state for this cycle.
C) Delete the approved future employment-detail workflow requests, then rerun the warning rows so the holiday-calendar corrections can load without conflict.
D) 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.

2. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> A surge-team assignment can be saved, but manager-facing review later displays inconsistent regional context. The operations sponsor asks whether the team can proceed if HR operations verifies surge assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Stop all standard claims and surge-team testing until every position record across all regions is rebuilt.
B) Narrow the validation set and verify representative surge-team assignments in the system before relying on offline confirmation.
C) Proceed with offline HR verification because it preserves the SIT schedule and the assignment record saves successfully.
D) Open all surge-team positions to regional managers temporarily so they can confirm assignments faster during validation.

3. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> A project coordinator proposes a temporary role that lets HR shared services view all employee and position records across the network. The coordinator argues that this will prevent delays before the next validation group joins testing.
Why is this option less appropriate?
Response:

A) It reduces the ability to confirm whether location-based target populations and role assignments support the intended operating model.
B) It requires all department managers to approve records before HR shared services can view them.
C) It forces the team to reload location and department values before permission roles can be tested.
D) It prevents HR shared services from completing employee data changes in the preproduction tenant.

4. <strong>CHALLENGE 1 &#x2014; Campus Reference Alignment for Employee Creation</strong> Academic employees and facilities supervisors use the same employee creation process, yet only some facilities records show unexpected campus context during review. HR administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether HR administration can manually override service unit association during the planning meeting.
B) Whether affected records reference campus or service unit values that were corrected after initial department setup.
C) Whether operations managers can approve facilities position changes without reviewing employee context.
D) Whether all workflow notifications for facilities changes use the same message template.

5. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A) The team can manually list which underwriting requests are still pending with HR operations.
B) Representative position-change tests show that routing follows regional responsibility when employee and position context align.
C) HR operations can approve every pending request before the readiness summary is submitted.
D) Regional managers receive notification emails for some successful claims position changes.

Solutions: