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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 Core tenant, a consultant is validating a rehire process in the web-based UI before a phased regional rollout. For one regional population, the rehire transaction opens and employee search works, but after the company selection is made, the expected set of business units is incomplete.
Other regions display valid options correctly. HR administrators confirm the missing business units were introduced in a recent organizational maintenance cycle and should remain available only within approved corporate structures. The customer wants the issue corrected without exposing unrelated business units to the region or asking users to complete the rehire with temporary placeholder assignments.
What is the best next step?
Response:

A) Grant rehire users visibility to all business units in the tenant so the incomplete list is no longer region-dependent.
B) Ask HR administrators to complete the rehire with a generic business unit and correct the final assignment later through direct maintenance.
C) Review the corporate data relationships for the affected business units and correct the organizational associations controlling their availability in the rehire process.
D) Create duplicate business unit records for the region so the rehire process can continue without changing current associations.

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

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

4. A consultant is supporting a scheduled import of future-dated employee job-profile corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for manager changes in the same effective period.
The customer wants the job-profile corrections preserved without deleting the approved future manager changes, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

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

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

A) Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.
B) Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.
C) Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.
D) Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.

Solutions: