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

2. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> A tester finds that the affected underwriting support records were created before revised service-line values were consistently reflected in related position references. Similar claims records created later show the expected regional context.
Which validation sequence is most appropriate?
Response:

A) Change workflow routing first because the affected records are visible to managers during review.
B) Expand regional manager permissions first so all affected records can be reviewed without dependency checks.
C) Validate the affected employee records, confirm related position references, and then decide whether targeted correction is sufficient.
D) Mark the claims records as the master pattern and copy their values into every underwriting support record.

3. <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) Adjust target populations and role assignments based on the intended regional responsibilities, then retest with representative HR users.
B) Use broad temporary access because the environment is still preproduction and validation speed is the immediate priority.
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.

4. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary reporting changes. In the web-based environment, requests from all regions save and enter workflow correctly, but for one newly added business population the request bypasses the escalation review step whenever the transaction contains both a temporary end date and a sensitive reporting relationship.
Similar requests for other populations include the escalation review as designed. The customer wants to preserve the shared workflow framework and avoid creating separate population-specific workflows because post-go-live maintenance must stay low. The issue appeared after the business population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A) Create a separate workflow for the new business population so the escalation review step is always included for those requests.
B) Review the routing rule or condition precedence for the newly added business population, then correct the logic for requests combining temporary end date and sensitive reporting relationship.
C) Ask managers in that population to submit sensitive temporary reporting changes through HR administrators until a broader redesign is available.
D) Add the escalation reviewer directly to the final approval step so all affected requests still receive additional oversight.

5. <strong>CHALLENGE 3 &#x2014; Operations Manager Access for Campus Boundaries</strong> An operations manager can access employees in one assigned academic department but cannot view a facilities position that belongs to their campus responsibility. Another unassigned student services position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the employee creation import should be reloaded before any access testing continues.
B) Whether HR administration can review the facilities position instead of the operations manager during rollout planning.
C) Whether the permission role, target population, and campus responsibility assignment align for both assigned and unassigned records.
D) Whether the operations manager should be given access to all records until the facilities position list is corrected.

Solutions: