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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 position hold process in SAP SuccessFactors Employee Central and Position Management before a quarterly planning freeze. In the public cloud web-based environment, HR specialists can place selected positions on hold and save successfully. The hold status is visible on the position record, but for a subset of those positions the expected restriction on downstream replacement planning does not apply, and planners can still mark them for upcoming action.
Older on-hold positions behave correctly. The customer confirms the affected records belong to a newly introduced position family used for rotational assignments and wants to keep that family because planning and reporting depend on it. The consultant must correct the issue without requiring planners to monitor held positions manually.
What is the best first action?
Response:

A) Review the dependency between the new position family and hold-state enforcement, then correct the configuration controlling replacement-planning restrictions after save.
B) Ask planners to maintain a manual exclusion list of held rotational-assignment positions during the quarterly planning freeze.
C) Recreate the affected positions under an older family so the existing hold behavior applies immediately.
D) Give planners broader permissions so they can decide case by case whether held positions should still be used in replacement planning.

2. 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) Give managers direct edit access to the derived field so they can update it themselves during each change transaction.
B) Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.
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.

3. A consultant is loading position updates into a public cloud SAP SuccessFactors Employee Central tenant before a scheduled workforce planning review. The import completes with mixed results: some records update, but many fail because parent position references are invalid. The customer wants the upload corrected quickly, yet they also want to avoid breaking existing reporting relationships or manually editing large volumes in the web UI.
A review shows that the failed records are mostly new child positions whose parent positions were included in the same file but appear later in the sequence. The consultant must choose a fix that restores consistency with the least operational risk.
Which action is the best next step?
Response:

A) Remove the parent position column from the file so all records load, then rebuild the hierarchy manually after the planning review.
B) Retry the same file with administrator access because import failures involving hierarchy fields are often permission-related.
C) Disable hierarchy validation for the import cycle so the system accepts all position updates in one pass.
D) Split the load so parent positions are created or updated first, then load dependent child positions after the hierarchy references are valid.

4. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> During SIT, most claims employee records can be created successfully, but selected underwriting support records show a service-line association that does not match the expected regional context. Several underwriting support values were revised after the initial configuration cycle.
Which action best supports a controlled readiness decision?
Response:

A) Rework all region, service-line, employee, and position records because any post-configuration underwriting value revision invalidates SIT.
B) Give regional claims managers access to all underwriting support records so they can manually review and correct service-line associations.
C) Compare affected records against active region, service-line, and underwriting support values, then correct only records with confirmed dependency impact.
D) Continue end-to-end validation because the employee records save successfully and associations can be reviewed after staffing scenarios are added.

5. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> During template validation, HR analysts can create employee records for clinic locations, but rehabilitation-center records show different required-field behavior. Recent configuration notes show that some location-related values were refreshed after employee and position validation began.
Which action best supports a controlled readiness decision?
Response:

A) Pause all validation and rebuild every location, department, employee, and position record from the beginning.
B) Continue testing because the records save successfully and required-field behavior can be reviewed after rollout.
C) Compare affected records against active location and department values, then correct only records with confirmed dependent-data impact.
D) Give HR analysts broader edit access so they can manually complete the missing fields during validation.

Solutions: