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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions:

1. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Terminal Review</strong> A dockside position change routes to the expected terminal operations manager, but a comparable maintenance position change remains with HR data administration. The same terminal manager can approve other employee updates in the assigned dockside area.
What should be validated before changing workflow routing?
Response:

A) Whether the maintenance employee context, position assignment, and terminal responsibility support reviewer determination for the affected change.
B) Whether the workflow notification text tells users that maintenance requests may remain with HR data administration.
C) Whether HR data administration can approve all position changes centrally until configuration testing begins.
D) Whether every terminal manager should be added to all position-change workflows during design validation.

2. A consultant is validating a position-blocking process before a quarterly planning review in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists can mark selected positions as blocked and save successfully. The blocked status is visible on the position record, but for a subset of those positions the expected restriction on downstream staffing preparation does not activate, and planners can still include them in preparation lists.
Older blocked positions behave correctly. The customer confirms the affected records belong to a newly introduced position usage type created for temporary project coverage and wants to keep that usage type because reporting depends on it. The consultant must restore expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A) Give planners broader permissions so they can decide case by case whether blocked positions should remain selectable during preparation.
B) Review the dependency between the new position usage type and blocked-state enforcement, then correct the configuration controlling downstream staffing restrictions after save.
C) Recreate the affected positions under an older usage type so the existing blocked-position behavior applies immediately.
D) Ask planners to maintain a manual list of blocked project-coverage positions and remove them from preparation lists before each planning cycle.

3. A consultant is testing a controlled data correction process in a web-based SAP SuccessFactors Employee Central tenant before month-end operations. HR operations users can launch an employee data correction for all approved populations, but for one restricted regional group the final review screen opens with all changed values visible while the confirm action is unavailable.
HR administrators can complete the same correction for that group without issue. The customer wants the operations team to handle the process for the restricted region only within the approved monthly cycle and does not want administrator-level access copied broadly. The consultant must restore the controlled execution path without weakening the region&#x2019;s stricter governance boundary.
What is the best corrective action?
Response:

A) Temporarily move the restricted region into the general operations population during month-end processing and restore it afterward.
B) Copy the administrator permission set to the operations role for the restricted region so the confirm action becomes available immediately.
C) Ask HR administrators to complete the restricted-region confirmations each month while operations users handle the rest of the population.
D) Review the operations role permissions and target population settings for the final execution step, then adjust only the authorized confirm scope required for that restricted regional group.

4. A consultant is supporting a scheduled administrative update to position attributes in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. The import file is accepted, but a subset of rows fails because the records reference position codes that already exist with different effective timing than expected by the update plan.
The customer needs the changes loaded before a workforce review, but they do not want the consultant to overwrite valid historical information or remove existing timeline control from the position records. The failed rows are all related to changes that should begin next period rather than immediately. The consultant must choose a correction that preserves data history and future processing accuracy.
Which action should the consultant take first?
Response:

A) Delete the current position records for the failed rows so the import can recreate them cleanly with the new values.
B) Review the effective timing used in the import data and align the failed position updates with the correct future-dated record handling before reprocessing the affected rows.
C) Remove future-dated timing information from the file and load all changes as immediate updates to ensure the workforce review uses current values.
D) Split the file by region and rerun it under a higher-access administrative account so the existing position codes can be updated more forcefully.

5. A consultant is supporting a scheduled administrative load of future-dated employee assignment corrections in a public cloud SAP SuccessFactors Employee Central tenant. The import finishes with mixed results: many rows post successfully, but a subset is skipped because the target employees already have approved changes for an overlapping future period.
Current data remains intact, and no broad system error is shown in the web-based environment. The customer wants the current administrative correction preserved without deleting the already approved future records, because those future changes were part of a signed regional planning cycle. The monthly load must remain reusable without creating a permanent manual exception path for the affected employees.
What is the best next step?
Response:

A) Exclude the affected employees from all future imports and require HR administrators to maintain those cases directly in the web-based UI.
B) Adjust the import handling for employees with overlapping future-dated changes so the current correction fits the approved timeline without replacing later records.
C) Retry the skipped rows with broader administrative access so the import can override the future-dated conflict during this monthly cycle.
D) Delete the overlapping approved future records, then rerun the skipped rows so the current administrative correction can be loaded without conflict.

Solutions: