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

1. <strong>CHALLENGE 1 &#x2014; Store Reference Timing for Employee Import Results</strong> During cutover rehearsal, most employee imports complete successfully, but selected warehouse shift-lead records show an unexpected district association in manager-facing review. Store-level reference values were corrected after the initial employee import.
Which action best supports a controlled correction path?
Response:

A) Re-import all employee and position records because any post-import store correction invalidates the rehearsal dataset.
B) Continue final manager testing because the import completed successfully and the district association can be reviewed later.
C) Compare affected records against active store and district values, then correct or re-import only records with confirmed dependency impact.
D) Give district managers access to all warehouse employee records so they can review and correct the district association manually.

2. 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) Delete the approved future workflow requests for the affected positions, then rerun the warning rows so the administrative correction can load without conflict.
C) 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.
D) Retry the warning rows with broader administrative permissions so the import can override the existing future-dated workflow state during this cycle.

3. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> The remediation team has two access options: maintain strict legal entity boundaries and leave several valid review cases blocked, or grant broad access and complete all cases quickly.
Which option best supports the remediation objective?
Response:

A) Grant broad visibility because complete case execution is more important than legal entity boundary evidence.
B) Maintain strict boundaries without adjustment because blocked access always confirms secure configuration.
C) Adjust roles and target populations to support assigned compliance responsibilities, then retest blocked and out-of-scope records.
D) Move access validation to a later cycle and let corporate HR complete all compliance-facing cases.

4. <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 HR administration can approve all position changes centrally until the next planning meeting is complete.
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 the workflow notification text tells users that facilities requests may remain with HR administration.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of organizational assignments before a payroll preparation cycle. The import completes, but several rows are marked as skipped rather than failed. The skipped records all belong to employees whose future organizational changes were already approved earlier in the month.
HR operations wants the current correction loaded now, but the customer does not want approved future changes removed or replaced. The web-based environment is stable, and the same file updates other employees correctly. The consultant must restore repeatable monthly processing without flattening the employee timeline or forcing manual edits for the affected population.
What is the best next action?
Response:

A) Load the skipped rows with today&#x2019;s date only, then rebuild the future organizational changes after payroll preparation is complete.
B) Adjust the import handling for the skipped employees so the current correction fits the existing future-dated sequence without overwriting approved later records.
C) Delete the approved future changes for the affected employees, then rerun the same file so the skipped rows can load normally.
D) Split the skipped rows into a separate file and route them to HR administrators for manual web-based maintenance each month.

Solutions: