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

1. <strong>CHALLENGE 1 &#x2014; Engineering Department References for Transfer Records</strong> During hypercare, most transfer-related employee updates process successfully, but selected engineering-center employees show an unexpected plant association in manager-facing review. Engineering department values were adjusted during final cutover preparation.
Which action best supports a controlled stabilization path?
Response:

A) Compare affected records against active plant and engineering department values, then correct only records with confirmed dependency impact.
B) Continue active transfer processing because the employee updates saved and the plant association can be reviewed later.
C) Reprocess all transfer-related employee and position records because any final cutover department adjustment invalidates the live dataset.
D) Give plant managers access to all engineering employee records so they can review and correct the plant association manually.

2. 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.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-home-department process in the web-based UI before a pilot launch. The transaction opens and saves successfully for all tested employees, but for one newly enabled employee population the expected post-save update to the employee&#x2019;s standard work location does not occur. The same process updates the location correctly for established populations.
HR operations wants one consistent return process across the tenant and does not want to maintain the location manually after each case. The issue started after the new population was added during the latest configuration cycle. The consultant must correct the behavior without splitting the process into population-specific variants.
What should the consultant investigate first?
Response:

A) Ask HR operations to update the standard work location manually for the new population until the pilot is complete.
B) Reclassify affected employees temporarily into an older population so the existing return process can be reused without further setup changes.
C) Give managers direct edit access to the standard work location field so they can complete the missing update during the return transaction.
D) Review the post-save derivation or action configuration for the new population, then correct the dependency controlling the standard work location update.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-primary-role process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee segment the expected post-save update to the employee&#x2019;s regular shift indicator does not occur. The same action updates that indicator correctly for existing segments.
HR operations wants to keep one standardized return process across the tenant and does not want to maintain the shift indicator manually after each approved request. The issue began after the new segment was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process into segment-specific variants.
What should the consultant investigate first?
Response:

A) Ask HR operations to update the regular shift indicator manually for the new segment until the pilot period is complete.
B) Review the post-save derivation or action configuration for the new segment, then correct the dependency controlling the regular shift indicator update.
C) Reclassify affected employees temporarily into an older segment so the existing return process can be reused without further setup changes.
D) Give managers direct edit access to the regular shift indicator so they can complete the missing update during the same transaction.

5. A consultant is validating a position-based readiness process before a planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a ready-for-action state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy branch the linked employee-side planning indicator does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch introduced during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A) Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.
B) Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.
C) Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.
D) Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.

Solutions: