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

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the business unit list is narrower than expected and omits the business unit that should be valid for the selected combination. Other structures display the correct filtered business unit options.
HR leadership confirms the missing business unit was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden business-unit visibility across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the standard process design.
What is the best next step?
Response:

A) Ask managers to choose a temporary business unit and let HR operations correct the final value after the transaction is completed.
B) Create duplicate business-unit records for the new structure so the intended value appears separately in the selection list.
C) Broaden business-unit visibility for all related structures so managers can always find the missing value during organizational moves.
D) Review the organizational associations for company, department, and business unit in the new structure, then correct the relationship controlling filtered business-unit availability.

3. <strong>CHALLENGE 2 &#x2014; Department Position Control for Manager Updates</strong> Position-update transactions are inconsistent only when the department context differs from the manager responsibility assignment prepared earlier. One update works, while another comparable update remains pending with HR shared services.
What is the most appropriate validation checkpoint?
Response:

A) Confirm that the position record, department context, and assigned manager responsibility align for the affected transaction.
B) Confirm that all managers can see the same list of position updates across the full network.
C) Confirm that the position update form contains all mandatory fields before submission.
D) Confirm that HR shared services users can approve the position update if the department manager does not receive it.

4. A consultant is supporting a scheduled import of future-dated employee supervisor adjustments in a public cloud SAP SuccessFactors Employee Central tenant before a monthly validation cycle. The file processes correctly for most rows, but a subset completes with warnings and leaves the affected employees unchanged. Those employees already have approved future workflow requests for organizational reassignment in the same effective period.
The customer wants the supervisor adjustment preserved without deleting the approved reassignment requests, because those requests were already validated by regional HR. They also do not want a permanent manual exception path for employees who have approved future changes. The consultant must keep the administrative load repeatable and governance-aligned.
What is the best next step?
Response:

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

5. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> A project coordinator proposes a temporary role that lets HR shared services view all employee and position records across the network. The coordinator argues that this will prevent delays before the next validation group joins testing.
Why is this option less appropriate?
Response:

A) It requires all department managers to approve records before HR shared services can view them.
B) It prevents HR shared services from completing employee data changes in the preproduction tenant.
C) It forces the team to reload location and department values before permission roles can be tested.
D) It reduces the ability to confirm whether location-based target populations and role assignments support the intended operating model.

Solutions: