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

1. A consultant is testing a workflow for manager-submitted temporary reporting adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added service population, requests that include both a temporary end date and a position-linked supervisory impact go to a fallback queue instead of the intended governance review step.
Existing populations with the same combination still route through governance review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader process or shifting submission to HR administrators.
What is the best corrective action?
Response:

A) Create a separate workflow for the new service population so the governance review step is always included for those requests.
B) Review the routing condition or rule precedence for the new service population, then correct the logic for requests combining temporary end date with position-linked supervisory impact.
C) Ask managers in the new population to stop submitting temporary supervisory changes until the workflow design can be simplified later.
D) Add the governance reviewers to the fallback queue so affected requests still receive oversight before completion.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-primary-role 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 segment the expected post-save update to the employee’s regular shift indicator does not occur. The same action updates that indicator correctly for existing segments.
HR operations wants to keep one standardized return process across the tenant and does not want to maintain the shift indicator manually after each approved request. The issue began after the new segment was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process into segment-specific variants.
What should the consultant investigate first?
Response:

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

3. <strong>CHALLENGE 1 &#x2014; Resort Reference Alignment for Banquet Records</strong> During template remediation, most employee records can be created successfully, but selected banquet coordinator records show a department association that does not match the expected resort context. Several conference service values were updated after the initial template build.
Which action best supports a controlled remediation decision?
Response:

A) Rework all resort, department, employee, and position records because any post-build conference service update invalidates the template.
B) Compare affected records against active resort, department, and conference service values, then correct only records with confirmed dependency impact.
C) Continue seasonal validation because the employee records save successfully and the associations can be reviewed after simulations begin.
D) Give resort operations managers access to all banquet records so they can manually review and correct department associations.

4. A consultant is supporting a scheduled import of future-dated position attribute corrections in a public cloud SAP SuccessFactors Employee Central and Position Management tenant before a monthly planning review. The file runs successfully for most rows, but a subset completes with warnings and leaves the affected positions unchanged. Those positions already have approved future-dated workflow requests for different attribute changes in the same effective period.
The customer wants the current administrative correction preserved without deleting the approved requests, because the future requests were already validated by the planning team. The monthly load must remain reusable and should not create a permanent manual exception process for positions with pending future changes.
What is the best next step?
Response:

A) Adjust the import handling for positions with overlapping future-dated workflow changes so the administrative correction fits the approved lifecycle timeline without replacing later records.
B) Exclude the affected positions from future imports and require HR administrators to maintain those records directly in the web-based UI each month.
C) Retry the warning rows with broader administrative permissions so the import can override the existing future-dated workflow state during this cycle.
D) Delete the approved future workflow requests for the affected positions, then rerun the warning rows so the administrative correction can load without conflict.

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

Solutions: