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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 sharing process in SAP SuccessFactors Employee Central and Position Management before a staffing review. In the public cloud web-based environment, HR specialists can mark selected positions as shared and save successfully. The shared indicator is visible on the position record, but for a subset of those positions the expected restriction on direct incumbent assignment does not activate, and follow-on planning still treats them as single-holder positions.
Older shared positions behave correctly. The customer confirms the affected records belong to a newly introduced position reason group used for cross-functional coverage and wants to keep that design because reporting depends on it. The consultant must restore proper behavior without requiring planners to manually identify which shared positions should be handled differently.
What should the consultant investigate first?
Response:

A) Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.
B) Ask planners to keep a manual list of shared positions in the new reason group and avoid treating them as single-holder roles during staffing review.
C) Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.
D) Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.

2. A consultant is supporting a scheduled import of future-dated employee work-schedule corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for job-information updates in the same effective period.
The customer wants the work-schedule corrections preserved without deleting the approved future job-information requests, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

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

3. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is supporting an administrative load of position status updates before a planning checkpoint. The import file is accepted, but a subset of rows completes with warnings and leaves the affected positions unchanged. The warning pattern appears only for positions that already have pending workflow-driven updates not yet finalized.
Other rows in the same file update successfully. The customer wants the consultant to preserve the controlled approval process for pending position changes and avoid forcing users to cancel those requests just to finish the import. The solution must support future recurring loads without manual cleanup after each cycle.
What is the best next action?
Response:

A) Remove the affected positions from future import files permanently and require web-based maintenance whenever workflow requests are active.
B) Adjust the import approach for positions with pending workflow-driven updates so the administrative load respects the existing in-process state instead of bypassing it.
C) Load the warning rows under a higher-access administrative role so the import can override the pending workflow state during the checkpoint cycle.
D) Cancel the pending workflow requests for the affected positions, then rerun the import so the unchanged rows can be updated immediately.

4. 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) 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.
B) Remove the inactive positions from all future import files and ask HR administrators to enter holder changes manually when the period begins.
C) Change all affected positions to active immediately so the future holder load can post in the current cycle without further checks.
D) Retry the failed rows with broader administrative permissions so the import can override the inactive future state for this cycle.

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

Solutions: