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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 tenant, a consultant is validating a manager-driven temporary schedule adjustment process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee category the expected post-save update to the employee’s work schedule class does not occur. The same action updates the schedule class correctly for established categories.
HR operations wants to keep a single standardized adjustment process across the tenant and does not want to correct the schedule class manually after each approved request. The issue began after the new category was introduced during the latest configuration cycle. The consultant must correct the behavior without creating category-specific process variants.
What should the consultant investigate first?
Response:

A) Give managers direct edit access to the work schedule class so they can complete the missing update during the same transaction.
B) Review the post-save derivation or transaction configuration for the new category, then correct the dependency controlling the work schedule class update.
C) Ask HR operations to update the work schedule class manually for the new category until the pilot period is complete.
D) Reclassify affected employees temporarily into an older category so the existing adjustment behavior can be reused without further changes.

2. A consultant is validating a position-based transfer process in SAP SuccessFactors Employee Central and Position Management before a regional restructure simulation. In the public cloud web-based environment, HR specialists update a position’s parent assignment and save successfully. The new hierarchy is visible on the position record, but incumbent employees connected to those positions do not reflect the expected reporting-line change during follow-up validation.
Earlier positions updated before the last hierarchy expansion behave correctly. The customer wants to keep position-driven maintenance as the primary operating model and does not want HR to perform separate employee-side corrections after each structural change. The affected records all came from the most recent hierarchy expansion.
What is the best first action?
Response:

A) Give managers broader edit access to incumbent employee records so they can repair reporting lines directly when position changes are saved.
B) Recreate the affected positions outside the new hierarchy expansion so they inherit the older working structure.
C) Review the dependency between updated position hierarchy relationships and downstream incumbent alignment, then correct the binding or propagation logic for the recently expanded structure.
D) Ask HR specialists to correct the incumbent reporting line manually after each parent-position update until the restructure is complete.

3. A consultant is validating a position freeze process in SAP SuccessFactors Employee Central and Position Management before quarter-end planning. In the public cloud web-based environment, HR specialists can update a position to a frozen status and save successfully. The frozen status is visible on the position record, but for a subset of positions the expected restriction on downstream editing does not take effect, and users can still change selected planning-related attributes afterward.
Older positions using a previous configuration path behave correctly. The customer wants the freeze logic corrected without introducing manual monitoring by HR operations, because the same process will be reused during future planning cycles. The affected records were all created under a newly introduced position subtype.
What should the consultant investigate first?
Response:

A) Give planners broader training guidance on which frozen positions should not be edited, even if the fields remain open.
B) Recreate the affected positions under the older subtype so the freeze behavior matches earlier records.
C) Review the dependency between the new position subtype and freeze-state enforcement, then correct the configuration controlling edit restrictions after freeze.
D) Ask HR operations to review frozen positions manually and reverse any planning changes made after the freeze status is applied.

4. A consultant is supporting a scheduled import of future-dated employee job-profile corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for manager changes in the same effective period.
The customer wants the job-profile corrections preserved without deleting the approved future manager changes, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

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

5. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating an internal move process in the web-based UI before user training. Managers can select the employee’s company and business unit, but for one newly activated organizational structure the location list is not empty and not fully missing. Instead, it includes locations that belong to an adjacent structure, causing valid-looking but incorrect choices during testing.
Other organizational structures display the expected filtered location values. The customer wants the process corrected without broadening location availability across unrelated structures, because downstream data quality and reporting depend on controlled location selection. They also do not want a separate move process for the new structure.
What should the consultant investigate first?
Response:

A) Broaden location visibility for all related structures so users see the same combined location list during internal moves.
B) Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.
C) Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.
D) Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.

Solutions: