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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 location corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end validation cycle. The file runs successfully for most employees, but a subset of rows completes with warnings and leaves the affected records unchanged. Those employees already have approved future workflow requests for department moves in the same effective period.
The customer wants the location correction preserved without deleting the approved department moves because those requests were already validated by regional HR. They also do not want a permanent manual exception process for employees who have future approved changes. The consultant must keep the administrative load reusable and governance-aligned.
What is the best next step?
Response:

A) Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.
B) Exclude all employees with approved future workflow requests from future location imports and require HR administrators to update them manually in the web-based UI.
C) Adjust the import handling for employees with overlapping future approved changes so the location correction fits into the effective-dated timeline without replacing later records.
D) Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a job information transaction for internal transfers. During testing in the web-based UI, the transfer event saves for some employees but fails for others with a validation message that the selected event reason is not valid for the target employee situation.
The customer recently refined event reason usage to separate promotions, lateral moves, and temporary assignments. HR administrators can still open and edit the affected employee records, and no access errors appear. The project team needs a correction that preserves the intended transaction controls and avoids collapsing multiple business cases into one generic transfer reason before training begins.
What should the consultant do first to resolve the issue correctly?
Response:

A) Replace the specialized transfer event reasons with one broad event reason so all transfer transactions can be saved consistently.
B) Review the event reason configuration and its permitted transaction context, then correct the mapping or assignment for the transfer scenarios that are failing.
C) Grant broader edit permissions to HR administrators for job information so the blocked transactions can bypass the validation.
D) Reimport the affected employee records so the system refreshes their current job information before retesting the transfer action.

3. A consultant is preparing a new-country onboarding test in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based UI, the hire transaction opens correctly, but when recruiters move to the personal information step, one required data section appears read-only for the new country only.
Existing countries in the same tenant can complete the same step normally. The customer confirms the section must stay editable during hiring because downstream workflow and record creation depend on it. The issue started after the rollout team introduced country-specific setup for the new region. The consultant must correct the problem without removing the section from the hire flow or creating a separate manual onboarding process.
What should the consultant investigate first?
Response:

A) Ask recruiters to complete the hire without the section and let HR administrators update it after workflow approval.
B) Grant recruiters broader employee maintenance permissions so they can override the read-only behavior during hiring.
C) Export a sample of existing records from the new country and reload them so the hire template can refresh its section controls.
D) Review the new country-specific setup controlling field behavior in the hire process, then correct the configuration making that section read-only.

4. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a manager-led department transfer process before regional user training. In the web-based UI, managers can select company and location, but for one newly activated operating structure the division list includes valid-looking divisions from an adjacent structure.
The transaction remains usable, but testers repeatedly select incorrect combinations because the intended filtered list is too broad. Other operating structures behave correctly. The customer wants the consultant to fix the issue without broadening organizational visibility across unrelated structures or introducing a special transfer process for that region. Financial reporting and approval routing depend on correct division selection.
What should the consultant investigate first?
Response:

A) Create duplicate division records for the new operating structure so the intended values appear separately from the adjacent structure.
B) Review the organizational associations for company, location, and division in the new operating structure, then correct the relationship controlling filtered division availability.
C) Ask managers to keep using the current list and rely on process documentation to choose the correct division during transfer entry.
D) Broaden division visibility for all nearby structures so the same larger list appears consistently in every transfer scenario.

5. A consultant is validating a newly enabled internal transfer process in SAP SuccessFactors Employee Central before a controlled rollout. In the public cloud web-based UI, managers can start the transfer and complete the first steps, but for one new country combination the employment details section keeps one required field editable until validation, then turns it read-only before submission. Other country combinations keep the field editable throughout the process.
The customer confirms the field must remain editable because the final value drives downstream approval routing and reporting. They do not want a country-specific transfer variant or a manual correction step after submission. The issue appeared after recent country-specific setup adjustments were introduced for the rollout.
What should the consultant investigate first?
Response:

A) Grant managers broader employee-maintenance permissions so the field remains editable during the final stage of transfer processing.
B) Reload sample employee records from the affected countries so the transfer process rebuilds the field behavior automatically.
C) Ask managers to complete the transfer and let HR operations correct the field afterward for the affected country combination.
D) Review the country-specific transfer setup controlling editability across the action sequence, then correct the dependency that changes the field to read-only before submission.

Solutions: