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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. <strong>CHALLENGE 1 &#x2014; Foundation Data Sequence for Field Workforce Setup</strong> The import logs do not show a single rejected file, yet position assignments behave differently depending on which regional values are referenced. The project lead wants to avoid a broad reload unless the second-order cause is clear.
What should the consultant determine first?
Response:

A) Whether HR specialists can edit the employee records directly from the employee profile screen.
B) Whether affected position records reference foundation values that were inactive, missing, or created after the import sequence.
C) Whether all regional managers have the same permission role before reviewing imported positions.
D) Whether workflow approvers can manually reroute affected position changes during the next validation cycle.

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

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

4. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position-based backfill process before a hiring readiness review. In the web-based UI, HR specialists mark several positions as ready for backfill and save successfully. The readiness status is visible on the position records, but for one newly introduced staffing segment the linked employee-side vacancy indicators do not update during validation.
Existing staffing segments behave correctly. The customer wants to keep position-driven vacancy administration as the operating model and does not want HR users to maintain employee-facing vacancy indicators manually after each position change. The affected positions all belong to a new segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader staffing process.
What should the consultant investigate first?
Response:

A) Review the dependency between the new staffing segment and downstream vacancy-indicator propagation, then correct the configuration or binding controlling the linked update.
B) Ask HR specialists to update the employee-facing vacancy indicators manually for the new staffing segment until the review is complete.
C) Give staffing users broader edit access to employee-side vacancy fields so they can correct missing indicators directly during validation.
D) Recreate the affected positions under an older staffing segment so the current downstream update behavior matches earlier records.

5. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Campus Review</strong> An academic position change routes to the expected operations manager, but a comparable facilities position change remains with HR administration. The same operations manager can approve other employee updates in the assigned campus area.
What should be validated before changing workflow routing?
Response:

A) Whether the workflow notification text tells users that facilities requests may remain with HR administration.
B) Whether the facilities employee context, position assignment, and campus responsibility support reviewer determination for the affected change.
C) Whether every operations manager should be added to all position-change workflows during rollout planning.
D) Whether HR administration can approve all position changes centrally until the next planning meeting is complete.

Solutions: