SAP C_THR81

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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 tenant, a consultant is validating a scheduled import of future-dated probation-group corrections before a monthly governance review. The file processes correctly for most employees, but several rows complete with warnings and leave the target records unchanged. All warning rows belong to employees who already have approved future workflow requests for temporary work-status changes in the same effective period.
The customer wants the probation-group corrections preserved without deleting the approved future requests, because those requests have already been validated as part of the operating plan. They also do not want a recurring manual exception process for employees who have future approved actions. The consultant must restore a repeatable administrative load while respecting lifecycle control in the web-based environment.
What is the best next step?
Response:

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

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a job information transaction for internal transfers. During testing in the web-based UI, the transfer event saves for some employees but fails for others with a validation message that the selected event reason is not valid for the target employee situation.
The customer recently refined event reason usage to separate promotions, lateral moves, and temporary assignments. HR administrators can still open and edit the affected employee records, and no access errors appear. The project team needs a correction that preserves the intended transaction controls and avoids collapsing multiple business cases into one generic transfer reason before training begins.
What should the consultant do first to resolve the issue correctly?
Response:

A) Review the event reason configuration and its permitted transaction context, then correct the mapping or assignment for the transfer scenarios that are failing.
B) Grant broader edit permissions to HR administrators for job information so the blocked transactions can bypass the validation.
C) Reimport the affected employee records so the system refreshes their current job information before retesting the transfer action.
D) Replace the specialized transfer event reasons with one broad event reason so all transfer transactions can be saved consistently.

3. A consultant is validating position maintenance in a public cloud SAP SuccessFactors Employee Central and Position Management environment before a reorganization freeze ends. In the web-based UI, managers can create new positions, but some newly created positions remain in a draft-like state and cannot be used in downstream planning activities even though the save action completes without error.
Older positions created earlier in the project are available as expected. The customer confirms that the affected positions are all created under a newly introduced position category. The business wants a fix that keeps the category structure intact and avoids asking users to recreate positions manually across multiple departments.
What should the consultant investigate first?
Response:

A) Review the configuration dependency tied to the new position category and correct the setting that controls whether saved positions become usable for downstream planning.
B) Ask managers to keep using the older position categories until the new category can be removed from the design.
C) Export the affected positions, change their identifiers externally, and reload them under a different category structure.
D) Grant managers broader access to planning activities so the newly created positions become selectable despite their current state.

4. A consultant is preparing a new implementation test cycle in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud tenant, newly created employee records are not inheriting the expected default values for a required organizational field during hiring. Existing employees display the field correctly, and the field is available in the web-based UI.
The customer wants the consultant to restore consistent defaulting for new hires without adding manual entry steps, because regional teams will use the same process and data quality must remain standardized. The issue began after the project team introduced additional configuration for organizational setup last week.
Which action is the best next step?
Response:

A) Remove the field from the hiring process so new records can be created without interruption and restore it later.
B) Ask hiring teams to populate the field manually during hiring until more configuration can be reviewed after go-live.
C) Export all current employee records, adjust the missing values externally, and reimport them after the next hiring cycle.
D) Review the recent setup changes affecting the organizational defaulting logic and correct the configuration dependency that supplies the field during hire creation.

5. A consultant is supporting a scheduled import of future-dated position attribute corrections in a public cloud SAP SuccessFactors Employee Central and Position Management tenant before a monthly planning review. The file runs successfully for most rows, but a subset completes with warnings and leaves the affected positions unchanged. Those positions already have approved future-dated workflow requests for different attribute changes in the same effective period.
The customer wants the current administrative correction preserved without deleting the approved requests, because the future requests were already validated by the planning team. The monthly load must remain reusable and should not create a permanent manual exception process for positions with pending future changes.
What is the best next step?
Response:

A) Adjust the import handling for positions with overlapping future-dated workflow changes so the administrative correction fits the approved lifecycle timeline without replacing later records.
B) Exclude the affected positions from future imports and require HR administrators to maintain those records directly in the web-based UI each month.
C) Delete the approved future workflow requests for the affected positions, then rerun the warning rows so the administrative correction can load without conflict.
D) Retry the warning rows with broader administrative permissions so the import can override the existing future-dated workflow state during this cycle.

Solutions: