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

1. <strong>CHALLENGE 2 &#x2014; Facilities Position Context for Building Teams</strong> A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar&#x2019;s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Narrow the validation set and verify representative facilities assignments in the system before relying on offline confirmation.
B) Proceed with offline HR verification because it preserves the planning schedule and the assignment record saves successfully.
C) Open all facilities positions to operations managers temporarily so they can confirm assignments faster during validation.
D) Stop all academic and facilities testing until every position record across the university is rebuilt.

2. A consultant is testing a manager-driven change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the transaction completes successfully, but for a newly introduced employee group one derived field on the employee record remains unchanged after save.
The same transaction updates that field correctly for all previously existing employee groups. The customer wants to keep one standardized transaction design across the tenant and does not want managers or HR specialists to correct the field manually after each change. The issue started immediately after the new employee group was added for a phased rollout.
What should the consultant do first?
Response:

A) Review the transaction configuration and derivation setup for the new employee group, then correct the dependency that should populate the field after save.
B) Give managers direct edit access to the derived field so they can update it themselves during each change transaction.
C) Ask HR specialists to maintain the derived field manually for the new employee group until the rollout phase is complete.
D) Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.

3. <strong>CHALLENGE 2 &#x2014; Shared Banquet Position Context for Event Staffing</strong> Banquet positions are available during assignment, but some assigned banquet coordinators show resort context that does not match the shared event staffing model. Housekeeping assignments behave as expected.
Which validation action best distinguishes banquet position behavior from a general employee creation concern?
Response:

A) Ask HR coordination to complete all banquet assignments centrally until seasonal validation starts.
B) Test representative banquet position assignments and manager-facing review results against the intended department and resort context.
C) Convert affected banquet positions into housekeeping positions so they follow the working housekeeping assignment pattern.
D) Remove resort context from banquet positions so assignment can be completed without resort-based validation.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee standard-hours corrections before a monthly payroll control check. The import completes, but a subset of rows posts with warnings and leaves the target records unchanged. The affected employees already have approved future workflow requests for leave-related status changes in the same effective period.
Other employees in the same file update correctly in the web-based environment. The customer wants the current standard-hours correction preserved without deleting the approved future requests, because those requests are already part of the approved staffing plan. They also do not want a recurring manual exception process for employees with future approved changes.
What is the best next step?
Response:

A) Delete the approved future leave-related workflow requests, then rerun the warning rows so the standard-hours correction can load without conflict.
B) Adjust the import handling for employees with overlapping approved future changes so the standard-hours correction fits into the effective-dated timeline without replacing later records.
C) Exclude employees with approved future workflow requests from all future standard-hours imports and require HR administrators to maintain those cases manually.
D) Retry the warning rows under a broader administrative role so the import can override the approved future state for this monthly cycle.

5. A consultant is validating a manager-driven internal movement process in a public cloud SAP SuccessFactors Employee Central Core tenant before a pilot launch. In the web-based UI, the transaction saves for all tested employees, but for one newly introduced employee category the expected post-save update to a related employment information field does not occur when the movement reason is marked as temporary.
Permanent movement reasons work correctly for the same category, and older employee categories behave as expected for both cases. The customer wants to keep a single standardized movement process across the tenant and does not want HR operations to repair the related field manually after each temporary movement.
What should the consultant investigate first?
Response:

A) Review the transaction configuration or derivation dependency for temporary movement reasons in the newly introduced employee category, then correct the post-save update logic.
B) Ask HR operations to maintain the related employment information field manually for temporary moves in the new category until after pilot completion.
C) Grant managers direct edit access to the related employment information field so they can complete the missing update in the same transaction cycle.
D) Reclassify employees in the new category into an older category during temporary moves so the existing update behavior can be reused.

Solutions: