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

1. A consultant is supporting a scheduled public cloud SAP SuccessFactors Employee Central import of manager assignment corrections before a month-end approval review. The import completes, but a subset of rows posts with warnings because the affected employees are currently part of in-flight workflow transactions for job changes. The warning rows remain unchanged after processing.
Other records in the same file update normally. The customer wants the monthly correction process to remain repeatable and does not want approved or pending workflow items cancelled just to make the administrative load succeed. The consultant must choose a fix that respects controlled change processing and avoids recurring manual cleanup for the operations team.
What is the best next step?
Response:

A) Exclude employees with active workflow items from all future imports and require direct web-based maintenance for those cases.
B) Adjust the administrative import handling for records with active workflow-driven changes so the update process respects the current lifecycle state instead of competing with it.
C) Cancel the in-flight workflow items for the affected employees, then rerun the import after the current file finishes.
D) Retry the warning rows using a higher-access role so the import can override the pending workflow state for this cycle.

2. <strong>CHALLENGE 3 &#x2014; Plant Manager Access for Workforce Boundaries</strong> Plant managers request temporary access to all engineering and production positions so they can help close open hypercare cases. The HR governance lead wants plant-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Keep current access unchanged and classify all blocked hypercare cases as evidence that the plant model is secure.
B) Restrict plant managers from all engineering positions until production transfer processing is fully stabilized.
C) Grant cross-plant access temporarily and rely on post-hypercare review to identify any inappropriate record visibility.
D) Validate assigned-scope access and target populations with representative plant managers before considering any limited exception.

3. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> During SIT, most claims employee records can be created successfully, but selected underwriting support records show a service-line association that does not match the expected regional context. Several underwriting support values were revised after the initial configuration cycle.
Which action best supports a controlled readiness decision?
Response:

A) Rework all region, service-line, employee, and position records because any post-configuration underwriting value revision invalidates SIT.
B) Give regional claims managers access to all underwriting support records so they can manually review and correct service-line associations.
C) Continue end-to-end validation because the employee records save successfully and associations can be reviewed after staffing scenarios are added.
D) Compare affected records against active region, service-line, and underwriting support values, then correct only records with confirmed dependency impact.

4. <strong>CHALLENGE 4 &#x2014; Employee Change Workflow for Department Review</strong> After a targeted update to responsibility assignments, one employee change request routes correctly to the department reviewer. A second request for a similar department still remains with HR shared services.
Which next step best avoids a partial-fix trap?
Response:

A) Close workflow validation because at least one corrected request reached the expected department reviewer.
B) Apply the same responsibility update to every department and assume the remaining request will route correctly after refresh.
C) Retest representative employee changes across affected departments and compare routing results against the expected reviewer model.
D) Remove HR shared-services visibility from all pending workflow requests so that department review becomes mandatory.

5. <strong>CHALLENGE 1 &#x2014; Store Reference Timing for Employee Import Results</strong> The team notices that imported store employees and warehouse shift leads use the same employee import process, yet only some warehouse records show incorrect district context after review. The project lead wants to avoid a broad re-import unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether HR operations can manually override the district association during final manager testing.
B) Whether all workflow notifications for warehouse employees use the same message template.
C) Whether district managers can approve warehouse manager changes without reviewing employee context.
D) Whether affected records reference store or district values that were corrected after the initial import sequence.

Solutions: