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

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

A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before a compliance review cycle. HR operations users can search records, open the correction page, and prepare updates for all approved populations. For one sensitive regional population, the preview step works and the changed values are visible, but the final process completes without committing those rows and returns an access-scope message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this population only for the defined monthly correction process, without broad administrator rights and without weakening the stricter regional governance boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

• A. Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that regional population.
• B. Temporarily move the sensitive regional population into the general operations scope during each monthly cycle and restore the current restriction afterward.
• C. Ask HR administrators to process the sensitive regional population separately every month while operations users continue with the rest of the workforce.
• D. Copy the administrator permissions to the operations team during the monthly cycle so the final processing step can complete for the restricted rows.

A consultant is supporting a scheduled administrative load of future-dated employee assignment corrections in a public cloud SAP SuccessFactors Employee Central tenant. The import finishes with mixed results: many rows post successfully, but a subset is skipped because the target employees already have approved changes for an overlapping future period.
Current data remains intact, and no broad system error is shown in the web-based environment. The customer wants the current administrative correction preserved without deleting the already approved future records, because those future changes were part of a signed regional planning cycle. The monthly load must remain reusable without creating a permanent manual exception path for the affected employees.
What is the best next step?
Response:

• A. Retry the skipped rows with broader administrative access so the import can override the future-dated conflict during this monthly cycle.
• B. Delete the overlapping approved future records, then rerun the skipped rows so the current administrative correction can be loaded without conflict.
• C. Exclude the affected employees from all future imports and require HR administrators to maintain those cases directly in the web-based UI.
• D. Adjust the import handling for employees with overlapping future-dated changes so the current correction fits the approved timeline without replacing later records.

In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

• A. Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.
• B. Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.
• C. Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.
• D. Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.

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. Grant managers direct edit access to the related employment information field so they can complete the missing update in the same transaction cycle.
• C. Reclassify employees in the new category into an older category during temporary moves so the existing update behavior can be reused.
• D. Ask HR operations to maintain the related employment information field manually for temporary moves in the new category until after pilot completion.