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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 job-profile corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance 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 manager changes in the same effective period.
The customer wants the job-profile corrections preserved without deleting the approved future manager changes, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

A) Adjust the import handling for employees with overlapping approved future changes so the job-profile correction fits into the effective-dated timeline without replacing later records.
B) Exclude employees with approved future workflow requests from all future job-profile imports and require HR administrators to maintain those cases manually.
C) Delete the approved future manager-change workflow requests, then rerun the warning rows so the job-profile correction can load without conflict.
D) Retry the warning rows under a broader administrative role so the import can override the approved future state during this monthly cycle.

2. <strong>CHALLENGE 1 &#x2014; Foundation Data Sequence for Field Workforce Setup</strong> The import logs do not show a single rejected file, yet position assignments behave differently depending on which regional values are referenced. The project lead wants to avoid a broad reload unless the second-order cause is clear.
What should the consultant determine first?
Response:

A) Whether HR specialists can edit the employee records directly from the employee profile screen.
B) Whether affected position records reference foundation values that were inactive, missing, or created after the import sequence.
C) Whether workflow approvers can manually reroute affected position changes during the next validation cycle.
D) Whether all regional managers have the same permission role before reviewing imported positions.

3. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> The implementation lead notices that some rehabilitation-center employee records behave differently from comparable clinic records even though both use the same core employee template. The location values were refreshed shortly before the validation cycle.
What should the consultant determine first?
Response:

A) Whether the affected employee records reference location and department values that were active and aligned when validation began.
B) Whether the workflow notification for rehabilitation-center employees uses the correct message text.
C) Whether HR shared services can complete all rehabilitation-center records without manager participation.
D) Whether department managers should be removed from validation until the template is finalized.

4. <strong>CHALLENGE 3 &#x2014; Role-Based Access Boundaries for HR Operations</strong> Support tickets increase because some HR specialists cannot view records they believe they need for validation. A project coordinator suggests temporarily assigning a broader HR role to all regional HR users until testing is complete.
What is the best configuration decision?
Response:

A) Use broad temporary access because the environment is still preproduction and validation speed is the immediate priority.
B) Adjust target populations and role assignments based on the intended regional responsibilities, then retest with representative HR users.
C) Remove regional restrictions from employee records and rely on workflow approvals to control inappropriate changes.
D) Defer permission validation until after position and workflow testing are fully complete.

5. <strong>CHALLENGE 2 &#x2014; Facilities Position Context for Building Teams</strong> A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar&#x2019;s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

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

Solutions: