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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-led organizational move process before a regional deployment. In the web-based UI, managers can select company and business unit, but for one newly activated operating structure the pay group list appears incomplete and omits the pay group that should be valid for the intended organizational combination. Other structures show the correct filtered pay group options.
HR leadership confirms the missing pay group was included during the latest corporate data maintenance cycle and must remain available only for approved combinations. The customer does not want to broaden pay-group availability across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the business process design.
What is the best next step?
Response:
A) Review the organizational associations for company, business unit, and pay group in the new structure, then correct the relationship controlling filtered pay-group availability.
B) Create duplicate pay-group records for the new structure so the intended value appears separately in the filtered list.
C) Ask managers to choose a temporary pay group and let HR operations correct the final value after the transaction is completed.
D) Broaden pay-group visibility for all nearby structures so managers can always find the missing value during the move process.
2. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a rehire process in the web-based UI before a phased regional rollout. For one regional population, the rehire transaction opens and employee search works, but after the company selection is made, the expected set of business units is incomplete.
Other regions display valid options correctly. HR administrators confirm the missing business units were introduced in a recent organizational maintenance cycle and should remain available only within approved corporate structures. The customer wants the issue corrected without exposing unrelated business units to the region or asking users to complete the rehire with temporary placeholder assignments.
What is the best next step?
Response:
A) Review the corporate data relationships for the affected business units and correct the organizational associations controlling their availability in the rehire process.
B) Ask HR administrators to complete the rehire with a generic business unit and correct the final assignment later through direct maintenance.
C) Grant rehire users visibility to all business units in the tenant so the incomplete list is no longer region-dependent.
D) Create duplicate business unit records for the region so the rehire process can continue without changing current associations.
3. A consultant is validating a position-based readiness process before a succession planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to an approved-for-readiness state and save successfully. The new state is visible on the position records, but for positions in one newly introduced regional segment the linked employee-side planning eligibility flag does not update during follow-up validation.
Other regional segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side correction after each position update. The affected records all belong to a segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:
A) Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.
B) Recreate the affected positions under an older regional segment so the downstream update behavior matches earlier records.
C) Ask HR specialists to update the employee planning eligibility flag manually for the new regional segment until the checkpoint is completed.
D) Review the dependency between the new regional segment and downstream planning-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
4. A consultant is supporting a scheduled public cloud SAP SuccessFactors Employee Central import of manager assignment corrections before a month-end approval review. The import completes, but a subset of rows posts with warnings because the affected employees are currently part of in-flight workflow transactions for job changes. The warning rows remain unchanged after processing.
Other records in the same file update normally. The customer wants the monthly correction process to remain repeatable and does not want approved or pending workflow items cancelled just to make the administrative load succeed. The consultant must choose a fix that respects controlled change processing and avoids recurring manual cleanup for the operations team.
What is the best next step?
Response:
A) Exclude employees with active workflow items from all future imports and require direct web-based maintenance for those cases.
B) Adjust the administrative import handling for records with active workflow-driven changes so the update process respects the current lifecycle state instead of competing with it.
C) Cancel the in-flight workflow items for the affected employees, then rerun the import after the current file finishes.
D) Retry the warning rows using a higher-access role so the import can override the pending workflow state for this cycle.
5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a monthly administrative import of employee job dat a. The import completes, but a subset of rows is rejected because the updates refer to records that already have future-dated changes scheduled for the same employees.
The customer needs the current month’s administrative corrections loaded before payroll validation, but they do not want to overwrite the future-approved changes or flatten the timeline of planned updates. The failed rows are concentrated in one business area that recently completed workforce planning. The consultant must choose an action that preserves date-based data integrity while keeping the recurring import process usable.
What is the best next step?
Response:
A) Delete the future-dated records for the affected employees so the monthly correction import can be applied cleanly to the current rows.
B) Review the rejected rows against the existing future-dated timeline and adjust the import handling so the current correction fits without overwriting the approved future changes.
C) Load all rejected corrections using today’s date only, then recreate the future changes manually after payroll validation is finished.
D) Exclude the affected employees from the monthly import permanently and maintain them only through direct web-based edits.
Solutions:
| Question # 1 Answer: A | Question # 2 Answer: A | Question # 3 Answer: D | Question # 4 Answer: B | Question # 5 Answer: B |
