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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions:

1. <strong>CHALLENGE 1 &#x2014; Terminal Reference Alignment for Maintenance Records</strong> During design validation, most employee records can be created successfully, but selected maintenance planner records show a work-area association that does not match the expected terminal context. Several work-area values were corrected after initial terminal setup.
Which action best supports a controlled design decision?
Response:

A) Compare affected records against active terminal and work-area values, then correct only records with confirmed dependency impact.
B) Rework all terminal, work-area, employee, and position records because any post-setup work-area correction invalidates the design cycle.
C) Give terminal managers access to all maintenance records so they can manually review and correct work-area associations.
D) Continue configuration testing because the employee records save successfully and associations can be reviewed after testing starts.

2. <strong>CHALLENGE 1 &#x2014; District Reference Alignment for Repair Lead Records</strong> Plant technicians and mobile repair leads use the same employee creation process, yet only some repair records show unexpected district context during review. HR services wants to avoid broad configuration rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether affected records reference district or field service zone values that were updated after the early configuration cycle.
B) Whether HR services can manually override facility association during emergency roster planning.
C) Whether district managers can approve mobile repair position changes without reviewing employee context.
D) Whether all workflow notifications for mobile repair changes use the same message template.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reclassification process in the web-based UI before a quarterly workforce planning cycle. HR specialists can update a position&#x2019;s category and save successfully, but for a subset of records the vacancy planning indicator remains locked in the prior state after save.
The same process works for older positions in the tenant. The customer confirms that the affected positions were created under a newly introduced lifecycle status sequence and must remain in that sequence because reporting depends on it. The consultant must restore correct downstream position behavior without asking HR specialists to maintain planning indicators manually for each reclassified position.
What is the best first action?
Response:

A) Recreate the affected positions under the older status sequence so the existing reclassification behavior applies again.
B) Review the dependency between the new lifecycle status sequence and position reclassification behavior, then correct the configuration controlling how the planning indicator is updated after save.
C) Ask HR specialists to update the vacancy planning indicator manually after each position reclassification until the quarter closes.
D) Give workforce planners broader edit access so they can override the locked indicator directly during planning preparation.

4. A consultant is supporting a scheduled import of employee supervisor corrections in a public cloud SAP SuccessFactors Employee Central tenant before month-end validation. The file runs successfully for most employees, but several rows complete with warnings and no update. The affected employees all have pending workflow requests for future-dated organizational moves.
Current records are stable, and the same file updates other populations correctly in the web-based environment. The customer wants the supervisor corrections loaded without cancelling the pending workflow items or creating a permanent exception process for HR operations. The consultant must choose a repeatable solution that preserves approval discipline and timeline integrity.
What is the best next step?
Response:

A) Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.
B) Exclude the affected employees from future supervisor imports and require HR operations to update them directly in the web-based UI each month.
C) Adjust the import handling for employees with pending future-dated organizational moves so the supervisor correction coexists with the in-process timeline.
D) Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.

5. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> Claims employees and underwriting support employees use the same employee creation process, yet only some underwriting records show unexpected regional context during review. HR operations wants to avoid broad reference rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether all workflow notifications for underwriting support changes use the same message template.
B) Whether regional claims managers can approve underwriting position changes without reviewing employee context.
C) Whether affected records reference region or underwriting support values that were revised after the initial configuration cycle.
D) Whether HR operations can manually override service-line association during policy renewal staffing validation.

Solutions: