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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 tenant, a consultant is testing a manager-driven workflow for temporary assignment changes in the web-based UI. The transaction saves and starts workflow correctly, but requests for one employee group are routed directly to final approval instead of passing through the intended intermediate review step.
The issue began after the customer introduced a new employee classification used only for temporary assignment populations. Existing populations still follow the full approval path. The customer wants the consultant to restore the correct approval sequence without creating separate end-to-end workflows for each classification, because process maintenance must remain simple after go-live.
What is the best corrective action?
Response:

A) Review the rule or condition that inserts the intermediate review step, then correct the classification-based logic for the new employee group.
B) Ask managers to route temporary assignment changes through HR administrators until the classification design is revisited later.
C) Create a separate workflow for the new employee classification so the intermediate review step can be hardcoded for that group.
D) Add the intermediate approver to the final approval step so all assignment changes receive review before completion.

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

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

3. <strong>CHALLENGE 2 &#x2014; Warehouse Position Context for Shift Lead Assignments</strong> Warehouse shift-lead positions are available during employee assignment, but some assigned employees show a district context that does not match the warehouse staffing model. Store associate assignments behave as expected.
Which validation action best distinguishes position-context behavior from a general employee import concern?
Response:

A) Convert the affected warehouse positions into store positions so they follow the working store associate pattern.
B) Ask HR operations to complete all warehouse assignments centrally until final manager testing is complete.
C) Remove district context from warehouse positions so that assignment can be completed without district validation.
D) Test representative warehouse position assignments and manager-facing review results against the intended warehouse location and district context.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional rollout. In the web-based UI, managers can select company and division, but for one newly activated operating structure the location list is broader than expected and includes valid-looking locations from a neighboring structure. The action still saves, but testers are choosing incorrect combinations because the filtered scope is too wide.
Other operating structures display the correct narrowed list. HR leadership wants the issue corrected before training because downstream workflow routing and reporting depend on controlled location selection. The customer does not want to broaden location visibility across unrelated structures or create a separate move process for the new rollout group.
What is the best next step?
Response:

A) Ask managers to continue using the current list and rely on training guidance to select the intended location during processing.
B) Create duplicate location records for the new structure so the intended values appear separately from the neighboring structure.
C) Broaden location visibility for all nearby structures so the same larger list appears consistently during organizational moves.
D) Review the organizational associations for company, division, and location in the new structure, then correct the relationship controlling filtered location availability.

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

Solutions: