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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 Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary location changes. In the web-based environment, requests from all regions save and enter workflow, but for one newly added region the request goes to a generic reviewer whenever the transaction includes both a temporary end date and a position-linked employee. Similar requests for other regions route to the specialized reviewer as designed.
The customer wants to keep the shared workflow framework because separate regional workflows would increase maintenance. The issue began after the new region was added during the latest configuration cycle, and the consultant must correct the routing without changing the business process design.
Which action best addresses the root cause?
Response:

A) Ask managers in the new region to submit these requests through HR administrators until routing is reviewed later.
B) Review the rule precedence or routing condition for the new region, then correct the logic for requests that combine a temporary end date with a position-linked employee.
C) Add the specialized reviewer to the generic reviewer queue so routed requests can still be handled quickly.
D) Create a dedicated workflow for the new region so its temporary location changes always reach the specialized reviewer.

2. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where a position status change should update downstream employee planning readiness before a workforce review. In the web-based UI, HR specialists change several positions to a reserved state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy segment the linked employee planning readiness flag does not update during validation.
Other hierarchy segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A) Review the dependency between the new hierarchy segment and downstream readiness propagation, then correct the configuration or binding controlling the linked employee update.
B) Ask HR specialists to update the employee planning readiness flag manually for the new hierarchy segment until validation is complete.
C) Recreate the affected positions under an older hierarchy segment so the downstream update behavior matches earlier records.
D) Give planners broader edit access to the employee planning readiness field so they can correct the missing updates directly after each position save.

3. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> A regional manager can access employees in one assigned claims region but cannot view a surge-team position that belongs to their temporary coverage responsibility. Another unassigned underwriting support position appears in their review list.
What should the consultant validate first?
Response:

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

4. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position-based backfill process before a hiring readiness review. In the web-based UI, HR specialists mark several positions as ready for backfill and save successfully. The readiness status is visible on the position records, but for one newly introduced staffing segment the linked employee-side vacancy indicators do not update during validation.
Existing staffing segments behave correctly. The customer wants to keep position-driven vacancy administration as the operating model and does not want HR users to maintain employee-facing vacancy indicators manually after each position change. The affected positions all belong to a new segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader staffing process.
What should the consultant investigate first?
Response:

A) Recreate the affected positions under an older staffing segment so the current downstream update behavior matches earlier records.
B) Review the dependency between the new staffing segment and downstream vacancy-indicator propagation, then correct the configuration or binding controlling the linked update.
C) Give staffing users broader edit access to employee-side vacancy fields so they can correct missing indicators directly during validation.
D) Ask HR specialists to update the employee-facing vacancy indicators manually for the new staffing segment until the review is complete.

5. A consultant is supporting a scheduled import of future-dated employee location corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end validation cycle. The file runs successfully for most employees, but a subset of rows completes with warnings and leaves the affected records unchanged. Those employees already have approved future workflow requests for department moves in the same effective period.
The customer wants the location correction preserved without deleting the approved department moves because those requests were already validated by regional HR. They also do not want a permanent manual exception process for employees who have future approved changes. The consultant must keep the administrative load reusable and governance-aligned.
What is the best next step?
Response:

A) Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.
B) Adjust the import handling for employees with overlapping future approved changes so the location correction fits into the effective-dated timeline without replacing later records.
C) Exclude all employees with approved future workflow requests from future location imports and require HR administrators to update them manually in the web-based UI.
D) Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.

Solutions: