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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 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) Remove the affected positions from future import files permanently and require web-based maintenance whenever workflow requests are active.
B) Load the warning rows under a higher-access administrative role so the import can override the pending workflow state during the checkpoint cycle.
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.

2. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> After a targeted correction to underwriting position context, one position change routes to the expected regional manager. Another comparable underwriting position change still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

A) Retest representative position-change transactions across affected underwriting contexts and compare reviewer outcomes.
B) Close workflow validation because at least one corrected underwriting change reached the expected reviewer.
C) Apply the same position-context correction to every underwriting record and assume routing will align after refresh.
D) Remove HR operations visibility from pending workflow requests so regional review becomes the only visible path.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where vacant positions should be ready for controlled staffing actions after approval. In the web-based UI, a position moves to approved status successfully, but it still appears unavailable for the next staffing step in the follow-up validation.
Other approved positions created earlier are available as expected. The customer does not want users to bypass the position-driven operating model by creating staffing actions outside the approved position flow. The issue affects only positions created from a newer configuration set introduced during the last testing cycle.
What should the consultant investigate first?
Response:

A) Give staffing users broader search access so newly approved positions appear regardless of process status.
B) Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.
C) Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.
D) Recreate all positions from the newer configuration set using the same method as the earlier working positions.

4. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> The implementation lead notices that some rehabilitation-center employee records behave differently from comparable clinic records even though both use the same core employee template. The location values were refreshed shortly before the validation cycle.
What should the consultant determine first?
Response:

A) Whether HR shared services can complete all rehabilitation-center records without manager participation.
B) Whether department managers should be removed from validation until the template is finalized.
C) Whether the affected employee records reference location and department values that were active and aligned when validation began.
D) Whether the workflow notification for rehabilitation-center employees uses the correct message text.

5. <strong>CHALLENGE 1 &#x2014; Foundation Data Sequence for Field Workforce Setup</strong> During validation, several position records can be selected during employee assignment, but the regional context shown later in review does not match the expected operating area. The team confirms that some corporate data values were created after the initial position import.
Which action best supports a controlled correction before the next manager test cycle?
Response:

A) Expand HR specialist permissions temporarily so that users can correct affected employee and position records during testing.
B) Reload all employee and position records so that every imported object is rebuilt using the newest corporate data values.
C) Continue manager validation and document the behavior as a known limitation until the next rollout wave.
D) Validate the active foundation data referenced by affected records, then selectively correct or reload only dependent records with confirmed mismatches.

Solutions: