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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; Business Unit References for Insurance Employee Records</strong> During template remediation, most branch employee updates validate correctly, but selected insurance claims supervisor records show a business unit relationship that does not match the expected legal entity context. Insurance division business unit values were adjusted after the initial foundation data load.
Which action best supports a controlled remediation decision?
Response:

A) Reload all foundation, employee, and position records because any post-load business unit adjustment invalidates the full remediation population.
B) Give compliance managers access to all insurance employee records so they can manually review and correct legal entity context.
C) Continue regulated workforce review because the employee records can be updated and the context can be reviewed later.
D) Compare affected records against active legal entity and business unit values, then correct only records with confirmed dependency impact.

3. A consultant is validating a newly enabled internal transfer process in SAP SuccessFactors Employee Central before a controlled rollout. In the public cloud web-based UI, managers can start the transfer and complete the first steps, but for one new country combination the employment details section keeps one required field editable until validation, then turns it read-only before submission. Other country combinations keep the field editable throughout the process.
The customer confirms the field must remain editable because the final value drives downstream approval routing and reporting. They do not want a country-specific transfer variant or a manual correction step after submission. The issue appeared after recent country-specific setup adjustments were introduced for the rollout.
What should the consultant investigate first?
Response:

A) Review the country-specific transfer setup controlling editability across the action sequence, then correct the dependency that changes the field to read-only before submission.
B) Grant managers broader employee-maintenance permissions so the field remains editable during the final stage of transfer processing.
C) Reload sample employee records from the affected countries so the transfer process rebuilds the field behavior automatically.
D) Ask managers to complete the transfer and let HR operations correct the field afterward for the affected country combination.

4. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A) Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.
B) Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
C) Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.
D) Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.

5. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reclassification process in the web-based UI before a quarterly workforce planning cycle. HR specialists can update a position&#x2019;s category and save successfully, but for a subset of records the vacancy planning indicator remains locked in the prior state after save.
The same process works for older positions in the tenant. The customer confirms that the affected positions were created under a newly introduced lifecycle status sequence and must remain in that sequence because reporting depends on it. The consultant must restore correct downstream position behavior without asking HR specialists to maintain planning indicators manually for each reclassified position.
What is the best first action?
Response:

A) Give workforce planners broader edit access so they can override the locked indicator directly during planning preparation.
B) Review the dependency between the new lifecycle status sequence and position reclassification behavior, then correct the configuration controlling how the planning indicator is updated after save.
C) Ask HR specialists to update the vacancy planning indicator manually after each position reclassification until the quarter closes.
D) Recreate the affected positions under the older status sequence so the existing reclassification behavior applies again.

Solutions: