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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 employee supervisor corrections in a public cloud SAP SuccessFactors Employee Central tenant before month-end validation. The file runs successfully for most employees, but several rows complete with warnings and no update. The affected employees all have pending workflow requests for future-dated organizational moves.
Current records are stable, and the same file updates other populations correctly in the web-based environment. The customer wants the supervisor corrections loaded without cancelling the pending workflow items or creating a permanent exception process for HR operations. The consultant must choose a repeatable solution that preserves approval discipline and timeline integrity.
What is the best next step?
Response:

A) Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.
B) Adjust the import handling for employees with pending future-dated organizational moves so the supervisor correction coexists with the in-process timeline.
C) Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.
D) Exclude the affected employees from future supervisor imports and require HR operations to update them directly in the web-based UI each month.

2. <strong>CHALLENGE 1 &#x2014; Engineering Department References for Transfer Records</strong> Production transfers and engineering-center transfers use the same employee update process, yet only some engineering-center records show incorrect plant context after review. Corporate HR wants to avoid broad reprocessing unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether corporate HR analysts can manually override plant association during the weekly planning cycle.
B) Whether plant managers can approve engineering transfers without reviewing employee position context.
C) Whether all workflow notifications for engineering transfers use the same message template.
D) Whether affected records reference plant or engineering department values adjusted during final cutover preparation.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position-based hiring before a customer workshop. Recruiters can select open positions in the web-based process, but the employee records created from those hires do not consistently reflect the intended position-linked organizational values.
Some hires inherit the expected structure, while others require manual correction after completion. The customer wants position-based hiring to remain the primary operating model and does not want a workaround that shifts responsibility back to HR data maintenance. The issue is limited to positions created during a recent expansion of the position hierarchy.
What is the best corrective action?
Response:

A) Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.
B) Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.
C) Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.
D) Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.

4. <strong>CHALLENGE 4 &#x2014; Transfer Workflow Routing for Plant Review</strong> A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A) Whether every plant manager should be added to all transfer workflows during the hypercare period.
B) Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.
C) Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.
D) Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.

5. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new global assignment hire variant in the web-based UI before a controlled pilot. Recruiters can launch the hire process and enter personal data, but when they reach the employment segment, one required field group is visible yet collapses after save and does not retain the entered values for one newly enabled country only.
Other countries in the same tenant retain the values correctly. The customer confirms the field group must remain part of the standard hire design because later approvals depend on it. They do not want a country-specific manual workaround or a separate hiring process. The issue appeared after the latest country setup and localization-related configuration activities were introduced.
What is the best first action?
Response:

A) Ask recruiters to complete the hire without the field group and let HR administrators re-enter the missing values after approval.
B) Review the country-specific configuration controlling the persistence and behavior of that employment field group, then correct the setup dependency for the newly enabled country.
C) Export recent hires from the new country and reload them so the field group behavior refreshes before the pilot begins.
D) Grant recruiters broader maintenance permissions so the entered values are treated as direct updates instead of hire-step values.

Solutions: