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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 manager reassignment requests. In the web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added operational population, requests that include both a temporary end date and a position-linked reporting change are routed to the standard manager-approval path instead of the intended risk-review step.
Existing populations with the same combination still route through the risk-review step. The customer wants to preserve the shared workflow model because creating separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing issue without changing the business process design.
What is the best corrective action?
Response:

A) Add the risk reviewers directly into the standard manager-approval path so the affected requests still receive additional oversight.
B) Create a separate workflow for the new operational population so those requests always include the risk-review step.
C) Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date with position-linked reporting change.
D) Ask managers in the new population to send those requests through HR administrators until the workflow model is revisited later.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for manager-requested temporary job changes. In the web-based environment, requests for one business population save and enter workflow, but when the transaction includes both a temporary job classification and a future effective date, the request is routed to a generic regional queue instead of the specialized reviewer group used for time-sensitive cases.
Other populations route correctly. The customer wants to preserve the current shared workflow framework and avoid maintaining separate end-to-end workflows for each population. The issue began after the affected business population was introduced during the most recent configuration cycle.
What is the best corrective action?
Response:

A) Review the rule or routing condition for combined temporary-classification and future-date scenarios, then correct the logic for the newly added business population.
B) Create a separate workflow for the affected business population so future-dated temporary changes always use the specialized reviewer group.
C) Ask managers in the affected population to stop submitting future-dated temporary changes until the workflow design is simplified.
D) Add the specialized reviewer group to the generic regional queue so any affected request can still be acted on quickly.

3. A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before audit preparation begins. HR operations users can search for employees, open records, and enter changes for all approved populations. For one sensitive executive population, however, the import preview used for batch correction includes the records, but final processing leaves those rows unchanged with an access-related message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this executive population only for the monthly correction process, without granting broad administrator access or weakening the stricter control boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A) Ask HR administrators to process the executive population separately every month while operations users continue with the rest of the population.
B) Copy the HR administrator permissions to the operations team during month-end so the executive rows can process without further adjustment.
C) Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that executive population.
D) Temporarily move the executive population into the general operations scope during each monthly cycle and restore the restriction afterward.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is supporting an administrative load of position status updates before a planning checkpoint. The import file is accepted, but a subset of rows completes with warnings and leaves the affected positions unchanged. The warning pattern appears only for positions that already have pending workflow-driven updates not yet finalized.
Other rows in the same file update successfully. The customer wants the consultant to preserve the controlled approval process for pending position changes and avoid forcing users to cancel those requests just to finish the import. The solution must support future recurring loads without manual cleanup after each cycle.
What is the best next action?
Response:

A) Load the warning rows under a higher-access administrative role so the import can override the pending workflow state during the checkpoint cycle.
B) Remove the affected positions from future import files permanently and require web-based maintenance whenever workflow requests are active.
C) Adjust the import approach for positions with pending workflow-driven updates so the administrative load respects the existing in-process state instead of bypassing it.
D) Cancel the pending workflow requests for the affected positions, then rerun the import so the unchanged rows can be updated immediately.

5. 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) Delete the approved future leave-related workflow requests, then rerun the warning rows so the standard-hours correction can load without conflict.
C) Exclude employees with approved future workflow requests from all future standard-hours imports and require HR administrators to maintain those cases manually.
D) Retry the warning rows under a broader administrative role so the import can override the approved future state for this monthly cycle.

Solutions: