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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 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) Delete the approved future reassignment workflow requests, then rerun the warning rows so the supervisor adjustment can be loaded without conflict.
B) 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.
C) Retry the warning rows with broader administrative permissions so the import can override the approved future state during this monthly cycle.
D) Exclude all employees with approved future workflow requests from future supervisor imports and require HR administrators to maintain those cases manually.

2. A consultant is validating a position hold process in SAP SuccessFactors Employee Central and Position Management before a quarterly planning freeze. In the public cloud web-based environment, HR specialists can place selected positions on hold and save successfully. The hold status is visible on the position record, but for a subset of those positions the expected restriction on downstream replacement planning does not apply, and planners can still mark them for upcoming action.
Older on-hold positions behave correctly. The customer confirms the affected records belong to a newly introduced position family used for rotational assignments and wants to keep that family because planning and reporting depend on it. The consultant must correct the issue without requiring planners to monitor held positions manually.
What is the best first action?
Response:

A) Review the dependency between the new position family and hold-state enforcement, then correct the configuration controlling replacement-planning restrictions after save.
B) Ask planners to maintain a manual exclusion list of held rotational-assignment positions during the quarterly planning freeze.
C) Recreate the affected positions under an older family so the existing hold behavior applies immediately.
D) Give planners broader permissions so they can decide case by case whether held positions should still be used in replacement planning.

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

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

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee standard-hours corrections before a monthly payroll control check. The import completes, but a subset of rows posts with warnings and leaves the target records unchanged. The affected employees already have approved future workflow requests for leave-related status changes in the same effective period.
Other employees in the same file update correctly in the web-based environment. The customer wants the current standard-hours correction preserved without deleting the approved future requests, because those requests are already part of the approved staffing plan. They also do not want a recurring manual exception process for employees with future approved changes.
What is the best next step?
Response:

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

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a recurring month-end correction process for protected worker records. In the web-based UI, HR operations users can search the records, open the correction page, and edit the values for all approved populations. For one protected mobility population, the preview page shows the proposed changes correctly, but the final submission button is missing even though the same users can complete the process for all other groups.
HR administrators can submit corrections for that population successfully. The customer wants the operations team to manage this mobility population only for the approved month-end process and does not want administrator-level access copied broadly. The solution must preserve the stricter control boundary and remain repeatable.
What is the best corrective action?
Response:

A) Review the operations role permissions and target-population scope for the final submission step, then adjust only the approved execution scope required for that mobility population.
B) Copy the HR administrator permissions to the operations team during each month-end cycle so the missing submission button appears for the mobility population.
C) Ask HR administrators to continue processing the mobility population each month while operations users handle the rest of the workforce.
D) Temporarily move the mobility population into the general operations scope during each cycle and restore the restriction afterward.

Solutions: