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

1. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A) Compliance reviewers receive notification emails for some successful branch employee changes.
B) The team can manually list which insurance requests remain pending with corporate HR.
C) Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
D) Corporate HR can approve every pending request before the remediation summary is submitted.

2. A consultant is testing a workflow for manager-submitted temporary reporting-line adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added operational population, requests that include both a temporary end date and a position-linked approval impact bypass the intended intermediate review and go straight to the final approver.
Existing populations with the same combination still route through the intermediate review step. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.
B) Add the intermediate reviewers directly to the final approval stage so affected requests still receive additional oversight before completion.
C) Create a separate workflow for the new operational population so the intermediate review is always included for those requests.
D) Ask managers in the new population to stop using temporary reporting-line adjustments until the workflow design can be reviewed later.

3. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> Temporary claims surge positions are available during assignment, but some assigned surge-team employees show regional context that does not match the shared surge staffing model. Standard claims position assignments behave as expected.
Which validation action best distinguishes surge-team position behavior from a general employee creation concern?
Response:

A) Test representative surge-team position assignments and manager-facing review results against the intended region and service-line context.
B) Remove regional context from surge-team positions so assignment can be completed without regional validation.
C) Convert affected surge-team positions into standard claims positions so they follow the working claims assignment pattern.
D) Ask HR operations to complete all surge-team assignments centrally until policy renewal staffing scenarios begin.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a monthly administrative import of employee job dat a. The import completes, but a subset of rows is rejected because the updates refer to records that already have future-dated changes scheduled for the same employees.
The customer needs the current month&#x2019;s administrative corrections loaded before payroll validation, but they do not want to overwrite the future-approved changes or flatten the timeline of planned updates. The failed rows are concentrated in one business area that recently completed workforce planning. The consultant must choose an action that preserves date-based data integrity while keeping the recurring import process usable.
What is the best next step?
Response:

A) Load all rejected corrections using today&#x2019;s date only, then recreate the future changes manually after payroll validation is finished.
B) Delete the future-dated records for the affected employees so the monthly correction import can be applied cleanly to the current rows.
C) Review the rejected rows against the existing future-dated timeline and adjust the import handling so the current correction fits without overwriting the approved future changes.
D) Exclude the affected employees from the monthly import permanently and maintain them only through direct web-based edits.

5. <strong>CHALLENGE 1 &#x2014; Resort Reference Alignment for Banquet Records</strong> During template remediation, most employee records can be created successfully, but selected banquet coordinator records show a department association that does not match the expected resort context. Several conference service values were updated after the initial template build.
Which action best supports a controlled remediation decision?
Response:

A) Continue seasonal validation because the employee records save successfully and the associations can be reviewed after simulations begin.
B) Compare affected records against active resort, department, and conference service values, then correct only records with confirmed dependency impact.
C) Give resort operations managers access to all banquet records so they can manually review and correct department associations.
D) Rework all resort, department, employee, and position records because any post-build conference service update invalidates the template.

Solutions: