[Oct 19, 2025] New Real 1z0-1046-25 Exam Dumps Questions
Pass Your 1z0-1046-25 Exam Easily with Accurate Oracle Global Human Resources Cloud 2025 Implementation Professional PDF Questions
NEW QUESTION # 11
When initiating the Change Manager transaction for employees, the first-level approval is assigned to the HR Specialist Sales application role. In the approval rule configuration for Change Manager, the option to Enable Auto Claim is not selected. What happens in this case?
- A. The transaction goes into error because it was not auto-claimed and if one of the HR Specialist Sales representatives rejects the transaction, others can still approve it
- B. The transaction goes for approval to all the workers who inherit the HR Specialist Sales role and one of the HR Specialist Sales representatives needs to "Claim" the transaction for it to be assigned for approval
- C. The transaction has to be approved by all HR Specialist Sales representatives for it to be approved; if one of the HR Specialist Sales representatives rejects the transaction, others can still approve it
- D. The transaction goes for approval to all the workers who inherit the HR Specialist Sales role; the transaction will be auto-claimed and assigned randomly to anyone who has the HR Specialist Sales role
Answer: B
Explanation:
In Oracle HCM Cloud's BPM Worklist, when an approval task (e.g., Change Manager) is assigned to an application role like "HR Specialist Sales" with multiple inheritors, the "Enable Auto Claim" setting determines assignment behavior. If Auto Claim is disabled (not selected), the task is sent to all users with the role as a shared notification. One of these users must manually "Claim" the task in the worklist to take ownership and proceed with approval or rejection. Until claimed, the task remains unassigned to a specific individual, ensuring only one approver acts after claiming.
Option B (all must approve) misrepresents the process-only one approval is needed post-claim. Option C (auto-claimed randomly) contradicts the disabled Auto Claim setting. Option D (error) is incorrect-disabling Auto Claim doesn't cause errors; it just requires manual claiming. Option A accurately describes the behavior:
the task goes to all HR Specialist Sales role holders, and one must claim it, per Oracle's approval framework.
References: Oracle Docs - "Using Global Human Resources" (docs.oracle.com, published 2023-10-03), Approval Rules section.
NEW QUESTION # 12
As an employee of an organization, you can access your Public Information/Spotlight page within the Directory. What updates are you allowed to directly make on the My Public Info page that all users with access to your Public Spotlight will be able to view?
- A. Area of expertise, area of interest, contact information, profile photo, public message, and HR representative information
- B. Home address, area of interest, contact information, profile photo, public message, and background photo
- C. Your answer is incorrect
- D. About me, contact information, profile photo, public message, favorites, and background photo
- E. About me, area of expertise, area of interest, contact information, profile photo, public message, and peer information
Answer: D
Explanation:
In Oracle Global Human Resources Cloud, the Public Info/Spotlight page in the Directory allows employees to update certain fields visible to others, managed via the "Edit My Public Info" action.
Option A: "HR representative information" is not editable by employees; it's system-managed.
Option B: Not a valid answer option.
Option C: "Peer information" is not a standard editable field on the public profile.
Option D: "Home address" is private and not part of the public profile; it's restricted.
Option E: Correct. Employees can update:
About me (bio),
Contact information (e.g., work phone),
Profile photo,
Public message (status),
Favorites (e.g., interests),
Background photo (header image).
The correct answer is E, per "Using Global Human Resources" on Directory features.
References: Oracle Global Human Resources Cloud - Using Global Human Resources, Chapter 4: Directory.
NEW QUESTION # 13
Which new feature has been added to Redwood Document Records pages to enhance user experience?
- A. Option to export document records to a CSV file
- B. Capability to preview attachments directly on the page
- C. A function to add custom fields to document records
Answer: B
Explanation:
The Redwood Document Records pages in Oracle Global Human Resources Cloud have been enhanced to improve usability and efficiency. A significant new feature introduced in the 24C release is the ability to preview attachments directly on the page without needing to download them to a local folder. This applies to both reference info attachments and document record attachments, allowing users to quickly view content, such as PDFs or images, by clicking a Preview icon in the Reference Info section of the New Document Record page. This feature reduces navigation steps and enhances the user experience by providing immediate access to attachment content.
* Option A: Capability to preview attachments directly on the pageThis is the correct answer. Oracle' s 24C release notes explicitly state that users can now preview attachments on the Redwood Document Records pages, eliminating the need to download files. This feature is available for both reference info and document record attachments and is accessible via the Preview icon, streamlining document management tasks. Oracle documentation confirms this as a user experience enhancement unique to the Redwood interface.
* Option B: Option to export document records to a CSV fileWhile Redwood Document Records pages allow downloading search results to an Excel spreadsheet, Oracle documentation does not specifically mention exporting document records to a CSV file as a new feature. The ability to download data to Excel is noted in the context of search results (e.g., on the Document Records landing page), but CSV export is not highlighted as a distinct enhancement in the 24C or 25A release notes.
Since the question asks for a new feature, this option is less accurate compared to the preview capability.
* Option C: A function to add custom fields to document recordsAdding custom fields to document records is not listed as a new feature for the Redwood Document Records pages in recent Oracle releases. While Oracle supports flexfields (e.g., descriptive or extensible flexfields) for customization, this is a pre-existing capability and not a new enhancement specific to the Redwood Document Records pages in 24C or 25A. The documentation focuses on features like attachment previews and rich text editors, making this option incorrect.
References
* Oracle Fusion Cloud Human Resources 24C What's New, Document ID: docs.oracle.com, Published:
2024-08-27
* Section: Oracle HCM Update 24C: Human Resources: "You can now easily preview attachments for document records on Redwood Document Records pages, without having to download them to a local folder. You can preview both, reference info attachments, and document record attachments. In the New Document Record page, click the Preview icon to preview the attachment file under Reference Info section."
* Oracle Fusion Cloud Human Resources 25A What's New, Document ID: docs.oracle.com, Published:
2025-03-20
* Section: Redwood Experience for Document Records Landing Page: "You can search, filter, sort, download, add, view, and edit, document records from the Document Records landing page. You can download the list of document records that are displayed on the Document Records landing page by clicking Download."
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.
com, Published: 2024-07-02
* Section: Document Records: "Describes managing document records, including viewing and attaching files."
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.
oracle.com, Published: 2023-12-12
* Section: Document Records Configuration: "Details on configuring document types and managing attachments."
NEW QUESTION # 14
As an HR Specialist, it is your responsibility to hire employees and enter their base salary information. After you selected a grade and salary basis, and entered the base salary, you expected to see the compa-ratio information display-but it does not. What is the possible cause for the information NOT displaying?
- A. The grade and the salary basis are tied to different legislative data groups.
- B. The grade rate and the salary basis are tied to different frequencies.
- C. The grade rate was not linked to the salary basis.
- D. The grade rate and the salary basis are tied to different legislative data groups.
Answer: C
Explanation:
In Oracle Global Human Resources Cloud, the compa-ratio (comparison ratio) measures an employee's salary against the midpoint of a grade rate range. It's displayed in the employment or salary details section when entering a base salary, provided all components are correctly aligned.
Option A: Incorrect. Grade rates and salary basis don't need to share the same legislative data group (LDG) for compa-ratio calculation; LDGs partition data but don't directly affect this display unless misconfigured at a higher level.
Option B: Incorrect. The grade itself isn't tied to an LDG; it's the grade rate that matters. This option misattributes the relationship.
Option C: Incorrect. While frequency (e.g., monthly vs. annual) must align for accurate salary calculations, compa-ratio is normalized and should still display if the grade rate and salary basis are linked, even with frequency differences (assuming conversion is handled).
Option D: Correct. The compa-ratio requires a grade rate (defining min, mid, max values) to be associated with the salary basis used in the employee's record. If the grade rate isn't linked to the salary basis (via
"Manage Salary Basis" or "Manage Grade Rates"), the system lacks the reference range to compute and display the compa-ratio. This is a common setup oversight during implementation.
The correct answer isD, as detailed in "Using Global Human Resources" on salary management and grade rate integration.
References: Oracle Global Human Resources Cloud - Using Global Human Resources, Chapter 10:
Compensation Management; "Implementing Global Human Resources," Chapter 10: Grade Structures.
NEW QUESTION # 15
In HCM Cloud, you can define an employee's work time availability in several ways. In which order does the application search for an employee's schedule before applying it to an assignment?
- A. Standard working hours, Primary work schedule, Employment work week, then Published schedules
- B. Employment work week, Published schedules, Primary work schedule, then Standard working hours
- C. Primary work schedule, Employment work week, Published schedules, then Standard working hours
- D. Published schedules, Employment work week, Primary work schedule, then Standard working hours
Answer: D
Explanation:
Comprehensive and Detailed Explanation From Exact Extract:
In Oracle Global Human Resources Cloud, the application follows a specific hierarchy when determining an employee's work schedule to apply to an assignment. This process ensures that the most relevant and specific schedule is selected based on the configuration of the employee's work time availability. The correct order of precedence for searching an employee's schedule is outlined in the official Oracle documentation.
According to the Oracle HCM Cloud documentation, the application searches for schedules in the following order:
Published schedules: These are schedules from other scheduling applications integrated with Oracle HCM Cloud or manually published schedules that take precedence.
Employment work week: This is configured on the employee's employment record and defines the standard work week applicable to the employee.
Primary work schedule: This is linked to specific workforce structure levels (e.g., enterprise, department, or individual assignment) and takes precedence based on the lowest level of assignment.
Standard working hours: These serve as the default fallback if no other schedules are defined.
The exact extract from the Oracle documentation states:
"You can set up an individual's work time in different ways. An person's official schedule for a selected time period is automatically determined using this information: ... This flow chart shows you the order that the application searches for someone's schedule, before applying it to the assignment. The published schedule is built using the employment work week, primary work schedule, or standard working hours for each person. It can also be built using published schedules from other scheduling applications." This indicates that the application prioritizes published schedules first, followed by the employment work week, then the primary work schedule, and finally standard working hours as the last resort. The documentation further clarifies that schedules assigned at lower workforce structure levels (e.g., individual assignment) take precedence over those at higher levels (e.g., enterprise), but the overall search order remains as listed.
Why the other options are incorrect:
Option A (Standard working hours, Primary work schedule, Employment work week, then Published schedules): This is incorrect because standard working hours are the last fallback, not the first, and published schedules have higher precedence than all others.
Option B (Employment work week, Published schedules, Primary work schedule, then Standard working hours): This is incorrect because published schedules are checked before the employment work week, not after.
Option D (Primary work schedule, Employment work week, Published schedules, then Standard working hours): This is incorrect because primary work schedules are not the first to be checked; published schedules take precedence, and employment work week comes before primary work schedule.
References:
Oracle Help Center, Using Global Human Resources, Chapter: Managing Workforce Records, Topic: Work Schedules (https://docs.oracle.com/en/cloud/saas/human-resources/25b/global-human-resources/using-global- human-resources/index.html) Oracle HCM Cloud Documentation, Implementing Global Human Resources, Chapter: Workforce Structures (https://docs.oracle.com/en/cloud/saas/human-resources/25b/global-human-resources/implementing-global- human-resources/index.html)
NEW QUESTION # 16
Which of the following statuses allows for additional values to be created?
- A. Assignment Status
- B. Payroll Status
- C. HR Status
Answer: A
Explanation:
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, statuses control various aspects of a worker's record, and the ability to create additional values depends on the status type:
A (Payroll Status): This refers to payroll-specific statuses (e.g., Processed, Paid), which are system-defined and tied to payroll processes. These are fixed and cannot be extended with additional values.
B (Assignment Status): This governs the status of a worker's assignment (e.g., Active, Suspended). Oracle allows you to create additionalUser-Defined Assignment Statusesvia the "Manage Assignment Status" task, enabling customization (e.g., "On Leave - Special Circumstance") while preserving system statuses like Active or Inactive.
C (HR Status): This is a broad term, but in context, it typically refers to the Person-level status (e.g., Active, Terminated), which is system-defined and not extensible with additional values.
The Oracle documentation highlights that Assignment Status is unique in allowing user-defined values to meet specific business needs, while Payroll and HR Statuses remain locked to maintain consistency. Thus,Bis the correct answer.
Reference:Oracle HCM Cloud: Implementing Global Human Resources, "Assignment Status Configuration".
NEW QUESTION # 17
An IT company's consulting department based in Bangalore goes for two team outing events every year.
However, the support department, also based in Bangalore, goes for four team outing events every year. All employees in these departments go for the respective team outing events. How should you define the calendar events?
- A. Use Organization Hierarchy as the Hierarchy type for the calendar event.
- B. Use Absence Approval Hierarchy as the Hierarchy type for the calendar event.
- C. Use Geographic Hierarchy as the Hierarchy type for the calendar event.
- D. Use Line Manager Hierarchy as the Hierarchy type for the calendar event.
- E. Use Project Manager Hierarchy as the Hierarchy type for the calendar event.
Answer: A
Explanation:
In Oracle Global Human Resources Cloud, calendar events (e.g., team outings) are defined via the "Manage Calendar Events" task and assigned using a hierarchy to determine applicability. The scenario requires events specific to departments (consulting vs. support) in the same location (Bangalore).
Option A: Project Manager Hierarchy is for project-based structures, not department-specific events.
Option B: Geographic Hierarchy applies to location-based events (e.g., Bangalore vs. Mumbai), but both departments are in Bangalore, so it's too broad.
Option C: Line Manager Hierarchy targets individuals under specific managers, not entire departments uniformly.
Option D: Absence Approval Hierarchy is for absence approvals, not calendar events like outings.
Option E: Correct. Organization Hierarchy (e.g., via Manage Organization Trees) allows events to be tied to specific departments (consulting and support), ensuring the consulting department gets two outings and the support department gets four, regardless of location or manager.
The correct answer is E, per "Using Global Human Resources" on calendar event setup.
References: Oracle Global Human Resources Cloud - Using Global Human Resources, Chapter 5: Work Schedules and Calendar Events.
NEW QUESTION # 18
Your customer needs to implement a task in a journey where, based on an employee's response, different dependent tasks will be presented.
How can you accomplish this?
- A. Configure an Activation Criteria when creating a task.
- B. Use Eligibility Profiles.
- C. Configure the task by using the Transaction Design Studio.
Answer: A
Explanation:
Explanation:
NEW QUESTION # 19
In the Enterprise Business Process Model, which three of the following implementation tasks must be performed to create enterprise structures?
- A. Define Enterprise
- B. Define Reference Data Sharing
- C. Define Currency
- D. Define Enterprise Structure
Answer: A,B,D
Explanation:
Full Detailed in Depth Explanation:
To create enterprise structures in Oracle HCM Cloud, the following tasks are essential:
Define Enterprise (B): Establishes the top-level enterprise entity.
Define Reference Data Sharing (C): Sets up data sharing rules across business units.
Define Enterprise Structure (D): Configures the hierarchy and components (e.g., Legal Entities, Business Units).
Reference:Oracle HCM Cloud: Implementing Global Human Resources, "Enterprise Business Process Model".
NEW QUESTION # 20
Your organization needs to download a large number of document record and their attachments for specific document type (degree or certificate). If you want to limit the mass download to only this document type, how would you configure it in HCM Cloud: Global Human Resources?
- A. Configure the "HCM Flow and Document Type Mapping" section on the HCM Data Loader Template setup page by adding a row for permitted document type, and select Degree or Certificate.
- B. On the Document Type setup page, select the "permitted for mass download" field on the document type of Degree or Certificate.
- C. Configure the "HCM Flow and Document Type Mapping" section on the Enterprise HCM Information setup page by adding a row for permitted document type, and select Degree or Certificate.
Answer: B
Explanation:
The organization needs to download a large number of document records and their attachments for specific document types (Degree or Certificate) and limit the mass download to only these types. The question asks how to configure this in Oracle HCM Cloud.
* Option A: On the Document Type setup page, select the "permitted for mass download" field on the document type of Degree or Certificate.This is the correct answer. Oracle HCM Cloud allows mass download of document records and attachments via the Document Records page or related processes. To restrict downloads to specific document types, the Manage Document Types task includes a Permitted for Mass Download field (introduced in recent releases, e.g., 24C). By enabling this field for the Degree and Certificate document types, you ensure that only records of these types are included in mass download operations, meeting the requirement to limit the scope.
* Option B: Configure the "HCM Flow and Document Type Mapping" section on the HCM Data Loader Template setup page by adding a row for permitted document type, and select Degree or Certificate.This option is incorrect. The HCM Data Loader (HDL) is used for importing and exporting data, including document records, but it does not have an HCM Flow and Document Type Mapping section specifically for configuring mass downloads. While HDL supports document record imports, the configuration for mass download restrictions is managed at the document type level, not through HDL templates, making this option invalid.
* Option C: Configure the "HCM Flow and Document Type Mapping" section on the Enterprise HCM Information setup page by adding a row for permitted document type, and select Degree or Certificate.This option is incorrect. The Enterprise HCM Information task configures enterprise- level settings (e.g., working hours, person number generation), but it does not include an HCM Flow and Document Type Mapping section or any settings for document type download restrictions. Mass download permissions are controlled via document type setup, not enterprise settings, ruling out this option.
* Why this answer?The Permitted for Mass Download field on the Document Type setup page directly controls which document types can be included in mass download operations, ensuring that only Degree and Certificate records are downloaded. This aligns with Oracle's configuration model for document management, making A the correct choice.
References
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.
oracle.com, Published: 2024-07-02
* Section: Manage Document Types: "Configure the Permitted for Mass Download field to restrict which document types can be downloaded in bulk."
* Oracle Fusion Cloud Human Resources 24C What's New, Document ID: docs.oracle.com, Published: 2024-08-27
* Section: Document Records Enhancements: "Added Permitted for Mass Download option to limit bulk downloads to specific document types."
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID:
docs.oracle.com, Published: 2023-12-12
* Section: Document Management: "Details on configuring document types for mass operations."
NEW QUESTION # 21
Which three options are true about Oracle Workforce Predictions? (Choose three.)
- A. It predicts team voluntary termination and performance.
- B. Performance predictions are available for both teams and individual assignments.
- C. It predicts team/individual involuntary termination and performance.
- D. It predicts individual voluntary termination and performance.
- E. Contingent Worker and Nonworker work relationships are included.
Answer: A,B,D
Explanation:
Full Detailed in Depth Explanation:
Oracle Workforce Predictions uses machine learning to forecast workforce trends, such as terminations and performance, based on historical data.
Option A ("Performance predictions are available for both teams and individual assignments"): True.
Workforce Predictions provides performance insights at both individual and team levels, allowing managers to assess potential outcomes across assignments, as noted in the "Using Workforce Predictions" guide.
Option C ("It predicts individual voluntary termination and performance"): True. The tool specifically predicts voluntary terminations (e.g., resignations) and performance for individuals, a core feature highlighted in Oracle documentation.
Option D ("It predicts team voluntary termination and performance"): True. Predictions extend to team-level voluntary termination rates and performance trends, supporting broader workforce planning.
Option B ("Contingent Worker and Nonworker work relationships are included"): False. Workforce Predictions typically focuses on employees; contingent workers and nonworkers (e.g., contacts) are not included in standard prediction models unless explicitlyconfigured.
Option E ("It predicts team/individual involuntary termination and performance"): False. The tool emphasizes voluntary terminations, not involuntary (e.g., layoffs), as its primary predictive focus.
References:
"Oracle Human Resources Cloud: Using Workforce Predictions" - Overview of prediction capabilities.
"Oracle Global Human Resources Cloud: Implementing Workforce Predictions" - Scope and limitations.
NEW QUESTION # 22
A multinational construction company, headquartered in London, has operations in five countries. It has its major operations in the UK and US and small offices in Saudi Arabia, UAE, and India. The company employs
3,000 people in the UK and US and 500 people in the remaining locations. The entire workforce in India falls under the Contingent Worker category. How many Legislative DataGroups (LDGs), divisions, legal employers, and Payroll Statutory Units (PSUs) need to be configured for this company?
- A. Five LDGs, five divisions, five legal employers, and five PSUs.
- B. Four LDGs (UK, US, India, and one for Saudi Arabia and UAE combined), five divisions (one for each country), four legal employers (all except India), and five PSUs.
- C. Five LDGs (one for each country), four divisions (UK, US, India, and one for Saudi Arabia and UAE combined), two legal employers and PSUs (US and UK only, because the workforce is very small in the other countries).
- D. Five LDGs (one for each country), four divisions (UK, US, India, and one for Saudi Arabia and UAE combined), five legal employers, and four PSUs (all except India).
Answer: D
Explanation:
In Oracle Global Human Resources Cloud, enterprise structures like LDGs, divisions, legal employers, and PSUs are configured based on legislative, operational, and payroll needs.
LDGs: One per country (UK, US, Saudi Arabia, UAE, India) due to distinct legislative requirements (e.g., labor laws, tax rules), totaling 5.
Divisions: Operationally, the company can group Saudi Arabia and UAE into one division due to their small size, alongside UK, US, and India, totaling 4 divisions.
Legal Employers: Each country typically requires a legal employer for employees (UK, US, Saudi Arabia, UAE). India's contingent workers still require a legal employer for compliance, totaling 5.
PSUs: Payroll Statutory Units are needed for payroll processing. India's contingent workers may not require a PSU if payroll is not processed (common for contingent workers), so 4 PSUs (UK, US, Saudi Arabia, UAE).
Option A: Incorrect; combining Saudi Arabia and UAE into one LDG ignores separate legislative needs.
Option B: Incorrect; only 2 legal employers and PSUs overlook small offices' compliance needs.
Option C: Incorrect; 5 PSUs assume India needs payroll, which isn't typical for contingent workers.
Option D: Correct: 5 LDGs, 4 divisions, 5 legal employers, 4 PSUs.
The correct answer isD, per "Implementing Global Human Resources" on enterprise structures.
References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 2:
Enterprise Structures.
NEW QUESTION # 23
You are a human resource specialist and a workflow request is showing in your worklist notification even after you approved it (sent it to the second-level approver). What are three possible causes of this behavior?
- A. The second-level approver might have executed a pushback on the request.
- B. The second-level approver might have reassigned the request.
- C. The second-level approver might have approved the request.
- D. The second-level approver might have rejected the request.
- E. The second-level approver might have opted for an ad hoc route.
Answer: A,B,E
Explanation:
In Oracle Global Human Resources Cloud, BPM Worklist manages approval workflows. A request reappearing after approval suggests a change in its routing.
Option A: Correct. A pushback from the second-level approver returns the request to prior approvers (e.g., you), causing it to reappear.
Option B: Incorrect. Rejection typically closes the request or routes it differently, not back to you unless configured unusually.
Option C: Incorrect. Approval moves it forward or completes it, not back to your worklist.
Option D: Correct. An ad hoc route (inserting additional approvers) could loop it back to you ifyou're included again.
Option E: Correct. Reassignment to you by the second-level approver would place it back in your worklist.
The correct answers are A, D, and E, per "Using Global Human Resources" on approval workflows.
References: Oracle Global Human Resources Cloud - Using Global Human Resources, Chapter 3: Approvals and Notifications.
NEW QUESTION # 24
A Human Resource Specialist is hiring a new employee in the application. While creating the employee record, he enters personal information and employment details and, when submitting the transaction, encounters an error. Part of the error message reads: "NewPersonEmploymentApproval to NewPersonEmploymentApproval Rules NewPersonRuleSet failed with Business Fault: null. Check the underlying fault. Check target SOA component for cause." The Human Resource Specialist raises a service request with the internal support team. What is the cause of this error?
- A. The Update Person Keyword Search process must be run before hiring a person.
- B. A security profile needs to be defined for the Human Resource Specialist to hire a person.
- C. The Human Resource Specialist does not have the required privilege for the New Person Employment process.
- D. The BPM task NewPersonEmploymentApproval is not set up properly.
Answer: D
Explanation:
The error message indicates a failure in the approval process during the "New Person Employment" transaction, pointing to an issue with the BPM (Business Process Management) workflow rather than security or pre-process requirements.
Option A: Security profiles control data visibility, not approval process execution. Thiswouldn't cause a BPM fault.
Option B: Correct. The error references "NewPersonEmploymentApproval," a BPM task. A "Business Fault:
null" suggests a misconfiguration in the approval ruleset (e.g., missing approver, invalid rule) within BPM Worklist, preventing the transaction from completing.
Option C: Lack of privilege would typically block access to the hire action entirely, not trigger a mid-process BPM fault.
Option D: The "Update Person Keyword Search" process enhances search functionality but is unrelated to hiring approvals.
The correct answer isB, as detailed in "Implementing Global Human Resources" under Approval Configuration.
References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 3:
Approvals and Notifications.
NEW QUESTION # 25
Which three settings on the Manage Enterprise HCM Information Task can be overwritten at the Manage Legal Entity HCM Information task?
- A. Position Synchronization
- B. Work Day Information
- C. Person Number Generation
- D. Global Name Language
- E. Employment Model
Answer: A,B,E
Explanation:
Full Detailed in Depth Explanation:
The Manage Enterprise HCM Information task sets global defaults, some of which can be overridden at the legal entity level:
B: Employment Model (e.g., 2-tier, 3-tier) can be customized per legal entity to reflect local requirements.
D: Work Day Information (e.g., hours per day) can be adjusted for specific legal entities.
E: Position Synchronization settings can be overridden to control position data inheritance at the legal entity level.
Reference:Oracle HCM Cloud: Implementing Global Human Resources, "Manage HCM Information".
NEW QUESTION # 26
What work area within HCM Cloud provides implementers with end-to-end access to all configuration objects needed to successfully implement HCM Cloud: Core HR?
- A. Enterprise Structures work area
- B. Setup and Maintenance work area
- C. Person Management work area
- D. Workforce Structures work area
Answer: B
Explanation:
Full Detailed in Depth Explanation:
TheSetup and Maintenance work area(FSM) in Oracle HCM Cloud is the central hub for implementers, providing comprehensive access to all configuration tasks required for implementing Core HR. This includes defining enterprise structures, workforce structures, geographies, and other foundational elements. While the Person Management (A), Enterprise Structures (B), and Workforce Structures (C) work areas support specific functions, they are operational or subset areas, not the end-to-end configuration hub. The Oracle
"Implementing Global Human Resources" guide confirms that FSM is the primary work area for Core HR setup, makingDthe correct answer.
Reference:Oracle HCM Cloud: Implementing Global Human Resources, "Setup and Maintenance Overview".
NEW QUESTION # 27
You want to use the Tree Management feature of Functional Setup Manager to organize data into hierarchies.
Which option represents seeded tree structures?
- A. Organization, position, division, establishment
- B. Organization, position, division, geographies
- C. Organization, job, division, geographies
- D. Organization, position, department, geographies
Answer: D
Explanation:
The Tree Management feature in Oracle HCM Cloud's Functional Setup Manager (FSM) allows defining hierarchical structures for various entities. The seeded (predefined) tree structures supported by Oracle include:Organization(e.g., legal entities, business units),Position(position hierarchies),Department (departmental reporting structures), andGeographies(location-based hierarchies). These are foundational for managing enterprise structures and relationships, as outlined in the documentation.
Option A includes "division," which isn't a seeded tree type (divisions are part of organizations but not a distinct hierarchy). Option C's "job" isn't a hierarchy-jobs are flat structures. Option D's "establishment" is a legal entity attribute, not a tree type. Option B correctly lists the seeded tree structures: organization, position, department, and geographies.
References: Oracle Docs - "Implementing Global Human Resources" (docs.oracle.com, published 2023-12-
12), Tree Management section.
NEW QUESTION # 28
Which two statements are true about Action and Action Reasons? (Choose two.)
- A. The history of effective date changes can be tracked well by using the Actions framework.
- B. There is always a one-to-one relationship between Action Type and Action.
- C. Terminations predictive analytics uses Actions and Reasons data to identify whether a termination is voluntary or involuntary.
- D. It is mandatory to associate Actions with Action Reasons.
Answer: A,C
Explanation:
Full Detailed in Depth Explanation:
Actions and Action Reasons in Oracle HCM Cloud categorize and explain employment events (e.g., hires, terminations), supporting tracking and analytics.
Option A ("Terminations predictive analytics uses Actions and Reasons data to identify whether a termination is voluntary or involuntary"): True. Oracle Workforce Predictions leverages Actions (e.g., Termination) and Action Reasons (e.g., Resignation vs. Layoff) to classify terminations, as detailed in the "Using Workforce Predictions" guide.
Option B ("The history of effective date changes can be tracked well by using the Actions framework"): True.
The Actions framework logs changes (e.g., promotions, transfers) with effective dates, providing a clear audit trail, per the "Implementing Global Human Resources" guide.
Option C ("It is mandatory to associate Actions with Action Reasons"): False. Action Reasons are optional; an Action (e.g., Termination) can be recorded without a reason.
Option D ("There is always a one-to-one relationship between Action Type and Action"): False. Action Types (e.g., Termination) can have multiple Actions (e.g., Voluntary Termination, Involuntary Termination).
References:
"Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Actions and Action Reasons setup.
"Oracle Human Resources Cloud: Using Workforce Predictions" - Predictive analytics data sources.
NEW QUESTION # 29
Which three statements are true about Person Number? (Choose three.)
- A. Initial Person Number can be provided at enterprise level.
- B. Initial Person Number cannot be provided at enterprise level.
- C. If the Person Number generation method is once set to manual, it can be changed to automatic if a person record is created.
- D. If the Person Number generation method is once set to manual, it can be changed to automatic even if no person record is created.
- E. Person Numbers for contacts are generated automatically.
Answer: A,D,E
Explanation:
Full Detailed in Depth Explanation:
Person Number in Oracle HCM Cloud is a unique identifier assigned to individuals (employees, contingent workers, contacts, etc.). Its generation method can be configured at the enterprise level, and its behavior depends on the setup.
Option A ("Initial Person Number can be provided at enterprise level"): True. During enterprise setup in the
"Manage Enterprise HCM Information" task, you can specify whether Person Numbers are generated automatically or manually and provide an initial value (e.g., starting number). This is documented in the
"Implementing Global Human Resources" guide.
Option C ("Person Numbers for contacts are generated automatically"): True. Contacts (e.g., emergency contacts or dependents) automatically receive Person Numbers when created, regardless of the generation method for employees. This ensures uniqueness across all person types, as per Oracle's standard functionality.
Option E ("If the Person Number generation method is once set to manual, it can be changed to automatic even if no person record is created"): True. The generation method is configurable in the enterprise setup and can be changed from manual to automatic (or vice versa) at any time before or after records are created, though changes after record creation may require careful handling of existing data.
Option B ("If the Person Number generation method is once set to manual, it can be changed to automatic if a person record is created"): False. This statement is incomplete and misleading. The method can be changed regardless of whether a record exists, but the wording implies a restriction that isn't accurate.
Option D ("Initial Person Number cannot be provided at enterprise level"): False. As noted in Option A, the initial value can be set at the enterprise level.
References:
"Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Section on Enterprise HCM Information, Person Number setup.
"Oracle Human Resources Cloud: Using Global Human Resources" - Person Number generation rules.
NEW QUESTION # 30
You are an HR specialist and want to add new values to a lookup. You have access to the specific work area, but are unable to perform the activity. Identify the correct statement about this.
- A. You cannot add new lookup codes and meanings to the existing lookup types.
- B. Oracle applications contain certain predefined system lookups that are locked for editing.
- C. You can access the task for profile options from the Setup and Maintenance menu.
- D. The system administrator must enable the lookup before it is modified in the work area.
- E. You can create new lookup types but cannot modify the existing ones.
Answer: B
Explanation:
In Oracle Global Human Resources Cloud, lookups are managed via the "Manage Common Lookups" or
"Manage Standard Lookups" tasks in the Setup and Maintenance work area. Lookupsprovide drop-down values (codes and meanings) for fields, and their editability depends on their type and configuration.
Option A: Incorrect. You can add new lookup codes and meanings to many existing lookup types, provided they are not system-locked or restricted by security.
Option B: Correct. Oracle includes predefined system lookups (e.g., seeded values for core fields like Action Types or Employment Status) that are locked for editing to maintain application integrity. If the lookup you're trying to modify is one of these, you'll be unable to add values, even with access to the work area, due to system restrictions.
Option C: Incorrect. Profile options are unrelated to lookups; they control application behavior, not value lists, and don't explain the inability to edit.
Option D: Incorrect. You can modify existing lookup types (if not system-locked) and create new ones, depending on permissions and lookup status.
Option E: Incorrect. There's no specific "enable" step by a system administrator for lookups; editability is determined by the lookup's system status and user privileges.
The correct answer isB, as per "Implementing Global Human Resources" on lookup management, where system lookups are noted as non-editable.
References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 5:
Lookups and Value Sets.
NEW QUESTION # 31
When creating a checklist task, you must assign a task performer. What values are supported?
- A. Worker, Manager, Initiator, User, Area of Responsibility
- B. Worker, Manager, Initiator, User, Area of Responsibility, HR Specialist Job Role
- C. Worker, Manager, Initiator, Area of Responsibility
- D. Worker, Manager, Initiator, User, HR Specialist Data Role
Answer: A
Explanation:
When configuring checklist tasks in Oracle Global Human Resources Cloud, a task performer must be assigned to indicate who is responsible for completing the task. The "Using Global Human Resources" guide under "Checklists" specifies the supported performer types as: Worker (the individual the checklist pertains to), Manager (the worker's line manager), Initiator (the person who triggered the checklist), User (a specific named user), and Area of Responsibility (a group defined by responsibility criteria, such as HR representatives). Option A lists all five supported values accurately. Option B adds "HR Specialist Job Role," which is not a directly supported performer type for checklists (job roles are used in security, not task assignment). Option C omits "User," and Option D incorrectly includes "HR Specialist Data Role" instead of
"Area of Responsibility." Thus, A is the correct answer.
Reference: Oracle Global Human Resources Cloud - Using Global Human Resources, "Configuring Checklist Tasks" topic.
NEW QUESTION # 32
An organization uses the Previous Employment content type to capture relevant employment details of employees. What do you do to make this content type available in other applications?
- A. Do nothing. After the content type is created, it is available for use in all applications.
- B. Make sure it is a free-form content type.
- C. Specify a Subscriber Code for the content type.
- D. Make sure it is a non-free-form content type.
Answer: C
Explanation:
Full Detailed in Depth Explanation:
Content types in Oracle HCM Cloud (e.g., Previous Employment) store structured data like employment history. To share them across applications (e.g., Recruiting, Talent Management), a specific setup is required.
Option A ("Specify a Subscriber Code for the content type") is correct. In the "Manage ContentTypes" task, assigning a Subscriber Code (e.g., RECRUIT for Recruiting) makes the content type accessible to that application. Without this, it remains restricted to its originating module (e.g., Core HR). This is detailed in the
"Implementing Global Human Resources" guide under content type configuration.
Option B ("Do nothing") is incorrect; content types are not automatically shared across applications.
Option C ("Make sure it is a non-free-form content type") and Option D ("Make sure it is a free-form content type") are irrelevant; the type (free-form or structured) does not determine cross-application availability.
References:
"Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Content Types and Subscriber Codes.
"Oracle Human Resources Cloud: Using Global Human Resources" - Managing content items.
NEW QUESTION # 33
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