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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 controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before audit preparation begins. HR operations users can search for employees, open records, and enter changes for all approved populations. For one sensitive executive population, however, the import preview used for batch correction includes the records, but final processing leaves those rows unchanged with an access-related message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this executive population only for the monthly correction process, without granting broad administrator access or weakening the stricter control boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A) Ask HR administrators to process the executive population separately every month while operations users continue with the rest of the population.
B) Temporarily move the executive population into the general operations scope during each monthly cycle and restore the restriction afterward.
C) Copy the HR administrator permissions to the operations team during month-end so the executive rows can process without further adjustment.
D) Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that executive population.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a job information transaction for internal transfers. During testing in the web-based UI, the transfer event saves for some employees but fails for others with a validation message that the selected event reason is not valid for the target employee situation.
The customer recently refined event reason usage to separate promotions, lateral moves, and temporary assignments. HR administrators can still open and edit the affected employee records, and no access errors appear. The project team needs a correction that preserves the intended transaction controls and avoids collapsing multiple business cases into one generic transfer reason before training begins.
What should the consultant do first to resolve the issue correctly?
Response:

A) Review the event reason configuration and its permitted transaction context, then correct the mapping or assignment for the transfer scenarios that are failing.
B) Replace the specialized transfer event reasons with one broad event reason so all transfer transactions can be saved consistently.
C) Grant broader edit permissions to HR administrators for job information so the blocked transactions can bypass the validation.
D) Reimport the affected employee records so the system refreshes their current job information before retesting the transfer action.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reactivation process before a controlled staffing restart. In the web-based UI, HR specialists can change selected positions from inactive to active and save successfully. The active status is visible on the position record, but for a subset of reactivated positions the expected availability for downstream nomination activity does not return, and planners still cannot use them in the next preparation step.
Older reactivated positions behave correctly. The customer confirms the affected records belong to a newly introduced position class used for temporary expansion roles and wants to keep that class because planning reports depend on it. The consultant must restore correct lifecycle behavior without requiring planners to track usable positions manually.
What is the best first action?
Response:

A) Recreate the affected positions under an older position class so the existing reactivation behavior applies immediately.
B) Review the dependency between the new position class and reactivation-state handling, then correct the configuration controlling downstream availability after save.
C) Give planners broader permissions so the reactivated positions can be selected even if their current downstream state is incomplete.
D) Ask planners to maintain a manual list of reactivated temporary expansion positions that should be treated as usable during preparation.

4. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> A tester finds that the affected underwriting support records were created before revised service-line values were consistently reflected in related position references. Similar claims records created later show the expected regional context.
Which validation sequence is most appropriate?
Response:

A) Expand regional manager permissions first so all affected records can be reviewed without dependency checks.
B) Validate the affected employee records, confirm related position references, and then decide whether targeted correction is sufficient.
C) Change workflow routing first because the affected records are visible to managers during review.
D) Mark the claims records as the master pattern and copy their values into every underwriting support record.

5. A consultant is validating a manager-led data change process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select the employee&#x2019;s company and location, but for one newly activated regional structure the legal entity list is incomplete and excludes the entity that should be available for the intended organizational combination. The same process works correctly in other structures.
HR leadership confirms the missing legal entity was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden legal-entity availability across unrelated structures or use temporary placeholder values during transactions. The consultant must identify the best corrective action without redesigning the process.
What is the best next step?
Response:

A) Review the organizational associations for company, location, and legal entity in the new regional structure, then correct the relationship controlling filtered legal-entity availability.
B) Ask managers to choose a temporary legal entity and let HR operations correct the final value after the transaction is completed.
C) Broaden legal-entity visibility for all nearby regional structures so managers can always find the missing value during the process.
D) Create duplicate legal-entity records for the new regional structure so the intended value appears separately in the filtered list.

Solutions: