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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 manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A) Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.
B) Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.
C) Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.
D) Create duplicate cost center records for the new structure so the intended values appear separately in the list.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a scheduled load of future position-holder changes before a controlled staffing review. The import file processes successfully for most rows, but several rows finish with no update because the affected positions are still marked as inactive for the future effective period in the web-based environment.
Current-period records for those same positions remain valid. The customer wants the future staffing changes loaded this week, but they do not want the consultant to activate positions earlier than planned or bypass lifecycle controls. The monthly administrative load must remain reusable for later cycles without separate manual fixes.
What is the best next step?
Response:

A) Remove the inactive positions from all future import files and ask HR administrators to enter holder changes manually when the period begins.
B) Retry the failed rows with broader administrative permissions so the import can override the inactive future state for this cycle.
C) Change all affected positions to active immediately so the future holder load can post in the current cycle without further checks.
D) Adjust the future position lifecycle setup or effective handling for the affected records, then rerun only the rows once the future period supports valid holder updates.

3. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A) Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.
B) Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.
C) Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.
D) Restrict HR shared-services access further until department managers complete all location-specific validation.

4. 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) Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.
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) Review the transaction configuration and derivation setup for the new employee group, then correct the dependency that should populate the field after save.

5. A consultant is validating a manager-led organizational reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly activated operating structure the department list includes valid-looking departments from a neighboring structure. The process remains usable, but testers are choosing incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed department set. The customer wants the issue fixed without broadening department visibility across unrelated structures and without creating a separate reassignment design for the new rollout group. Reporting integrity and approval routing depend on correct department selection.
What is the best next step?
Response:

A) Broaden department visibility for all nearby structures so the same larger list appears consistently during reassignment processing.
B) Review the organizational associations for company, legal entity, and department in the new structure, then correct the relationship controlling filtered department availability.
C) Create duplicate department records for the new structure so the intended values appear separately from the neighboring structure.
D) Ask managers to continue using the current list and rely on training guidance to choose the correct department during reassignment.

Solutions: