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

1. A consultant is validating a newly enabled cross-border transfer setup in SAP SuccessFactors Employee Central before a pilot rollout. In the public cloud web-based UI, managers can start the transfer and enter most required information. However, for one new country pair the assignment details section opens with the expected fields, but one required field group stays hidden after the page refresh even though it was visible at the start of testing.
Other country combinations keep that section visible throughout the action. The customer confirms that the group must remain visible because later approval routing depends on those values. They do not want a separate transfer variant or a manual correction step after submission. The issue started after recent country-specific setup adjustments were introduced into the tenant.
What should the consultant investigate first?
Response:

A) Ask managers to finish the transfer without that field group and let HR operations fill it in after approval for the affected country pair.
B) Grant managers broader employee-maintenance permissions so the hidden group is treated as editable for all transfer scenarios.
C) Reload sample employee records from the affected countries so the transfer action rebuilds the screen behavior automatically.
D) Review the country-specific transfer setup controlling section visibility, then correct the dependency that hides the required field group after refresh for the new country pair.

2. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position updates before a department restructuring review. Managers can edit positions in the web-based UI and save without error, but a subset of updated positions does not become available for the next planning activity.
Earlier positions in the same tenant move forward as expected. The customer confirms that all affected records belong to a new position type introduced last week to support the restructuring. The business wants to keep the new position type because reporting depends on it, and it does not want users recreating affected positions manually across multiple departments.
What should the consultant investigate first?
Response:

A) Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.
B) Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.
C) Export the affected positions, assign them new identifiers, and reload them under a different position type.
D) Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.

3. A consultant is supporting a scheduled administrative update to position attributes in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. The import file is accepted, but a subset of rows fails because the records reference position codes that already exist with different effective timing than expected by the update plan.
The customer needs the changes loaded before a workforce review, but they do not want the consultant to overwrite valid historical information or remove existing timeline control from the position records. The failed rows are all related to changes that should begin next period rather than immediately. The consultant must choose a correction that preserves data history and future processing accuracy.
Which action should the consultant take first?
Response:

A) Split the file by region and rerun it under a higher-access administrative account so the existing position codes can be updated more forcefully.
B) Delete the current position records for the failed rows so the import can recreate them cleanly with the new values.
C) Remove future-dated timing information from the file and load all changes as immediate updates to ensure the workforce review uses current values.
D) Review the effective timing used in the import data and align the failed position updates with the correct future-dated record handling before reprocessing the affected rows.

4. A consultant is supporting a scheduled import of future-dated employee location corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end validation cycle. The file runs successfully for most employees, but a subset of rows completes with warnings and leaves the affected records unchanged. Those employees already have approved future workflow requests for department moves in the same effective period.
The customer wants the location correction preserved without deleting the approved department moves because those requests were already validated by regional HR. They also do not want a permanent manual exception process for employees who have future approved changes. The consultant must keep the administrative load reusable and governance-aligned.
What is the best next step?
Response:

A) Adjust the import handling for employees with overlapping future approved changes so the location correction fits into the effective-dated timeline without replacing later records.
B) Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.
C) Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.
D) Exclude all employees with approved future workflow requests from future location imports and require HR administrators to update them manually in the web-based UI.

5. A consultant is testing a workflow for manager-submitted temporary reporting-line adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added operational population, requests that include both a temporary end date and a position-linked approval impact bypass the intended intermediate review and go straight to the final approver.
Existing populations with the same combination still route through the intermediate review step. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A) Create a separate workflow for the new operational population so the intermediate review is always included for those requests.
B) Ask managers in the new population to stop using temporary reporting-line adjustments until the workflow design can be reviewed later.
C) Add the intermediate reviewers directly to the final approval stage so affected requests still receive additional oversight before completion.
D) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.

Solutions: