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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 manager-driven temporary schedule adjustment process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee category the expected post-save update to the employee’s work schedule class does not occur. The same action updates the schedule class correctly for established categories.
HR operations wants to keep a single standardized adjustment process across the tenant and does not want to correct the schedule class manually after each approved request. The issue began after the new category was introduced during the latest configuration cycle. The consultant must correct the behavior without creating category-specific process variants.
What should the consultant investigate first?
Response:

A) Review the post-save derivation or transaction configuration for the new category, then correct the dependency controlling the work schedule class update.
B) Give managers direct edit access to the work schedule class so they can complete the missing update during the same transaction.
C) Ask HR operations to update the work schedule class manually for the new category until the pilot period is complete.
D) Reclassify affected employees temporarily into an older category so the existing adjustment behavior can be reused without further changes.

2. 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) Delete the approved future temporary work-status workflow requests, then rerun the warning rows so the probation-group corrections can load without conflict.
B) Exclude employees with approved future workflow requests from all future probation-group imports and require HR administrators to maintain those cases manually.
C) Retry the warning rows with a broader administrative role so the import can override the approved future state during this monthly cycle.
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.

3. A consultant is validating a position hold process in SAP SuccessFactors Employee Central and Position Management before a quarterly planning freeze. In the public cloud web-based environment, HR specialists can place selected positions on hold and save successfully. The hold status is visible on the position record, but for a subset of those positions the expected restriction on downstream replacement planning does not apply, and planners can still mark them for upcoming action.
Older on-hold positions behave correctly. The customer confirms the affected records belong to a newly introduced position family used for rotational assignments and wants to keep that family because planning and reporting depend on it. The consultant must correct the issue without requiring planners to monitor held positions manually.
What is the best first action?
Response:

A) Give planners broader permissions so they can decide case by case whether held positions should still be used in replacement planning.
B) Review the dependency between the new position family and hold-state enforcement, then correct the configuration controlling replacement-planning restrictions after save.
C) Ask planners to maintain a manual exclusion list of held rotational-assignment positions during the quarterly planning freeze.
D) Recreate the affected positions under an older family so the existing hold behavior applies immediately.

4. A consultant is testing a workflow for manager-submitted temporary department changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests save and enter workflow for all tested groups, but for one newly added business population the request is routed to a fallback review queue whenever the change includes both a temporary end date and a position-linked cost impact.
The same combination routes to a specialized review step for existing populations. The customer wants to preserve the shared workflow framework and avoid creating separate business-population workflows because maintenance effort must remain low after go-live. The issue appeared after the new population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A) Create a separate workflow for the new business population so those requests always use the specialized review step.
B) Review the routing condition or rule precedence for the new business population, then correct the logic for requests combining temporary end date with position-linked cost impact.
C) Ask managers in the new population to route these requests through HR administrators until the workflow model can be simplified later.
D) Add the specialized reviewers to the fallback review queue so affected requests can still be handled without changing the current workflow logic.

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

Solutions: