Here is a piece of math most 1z0-1049-20 candidates learn too late: the study material costs a fraction of one retake. The Oracle Compensation Cloud 2020 Implementation Essentials practice questions at Actual4Exams, 180 of them, exist so that your first exam fee is your only exam fee.
Oracle 1z0-1049-20 Exam Overview:
| Certification Vendor: | Oracle |
|---|---|
| Exam Name: | Oracle Compensation Cloud 2020 Implementation Essentials |
| Exam Number: | 1Z0-1049-20 |
| Exam Price: | USD 245 |
| Exam Duration: | 90 minutes |
| Certificate Validity Period: | 18 months |
| Exam Format: | Multiple Choice, Multiple Response |
| Related Certifications: | Oracle Global Human Resources Cloud 2020 Implementation Essentials Oracle Workforce Compensation Cloud certifications |
| Passing Score: | 68% |
| Available Languages: | English |
| Real Exam Qty: | 55 |
| Recommended Training: | Oracle University Training - Compensation Cloud |
| Exam Registration: | Oracle Certification Registration |
| Sample Questions: |  |
| Exam Way: | Online proctored or Pearson VUE test center |
| Pre Condition: | Recommended experience with Oracle Cloud HCM or completion of Oracle Global Human Resources Cloud 2020 Implementation Essentials |
| Official Syllabus URL: | https://education.oracle.com/ |
Oracle 1z0-1049-20 Exam Syllabus Topics:
| Section | Objectives |
|---|---|
| Topic 1: Budgeting and Modeling | - Compensation modeling scenarios - Budget creation and allocation |
| Topic 2: Compensation Cloud Setup and Configuration | - Security and role-based access configuration - Implementation prerequisites and enterprise structure |
| Topic 3: Integration and Data Loading | - Integration with HCM modules - Data import and export processes |
| Topic 4: Compensation Worksheets and Processing | - Approval workflow and cycle management - Worksheet creation and management |
| Topic 5: Workforce Compensation Planning | - Compensation plans and components setup - Eligibility profiles and rules |
| Topic 6: Reporting and Analytics | - Analytics and dashboards usage - Standard compensation reports |
1z0-1049-20 Exam Questions Answered: Oracle Candidates' FAQ
Oracle Compensation Cloud 2020 Implementation Essentials is an official exam run by Oracle under exam code 1z0-1049-20. Passing it awards the Oracle Cloud HCM - Compensation Cloud 2020 Implementation Essentials certification, which sits at the Professional tier. It also counts toward related credentials such as Oracle Global Human Resources Cloud 2020 Implementation Essentials, Oracle Workforce Compensation Cloud certifications. Certified professionals remain in shorter supply than the market wants, which is precisely why this exam keeps showing up in conversations about better roles and better pay.
The Oracle Compensation Cloud 2020 Implementation Essentials exam gives you 90 minutes to work through 55 questions. That is a tight ratio, and it punishes candidates who get emotionally attached to any single item. The fix is mechanical: answer what you know, flag what you do not, and keep moving. A few full-length timed runs in the Actual4Exams test engine, with its randomized question order, will calibrate your pace far better than untimed reading ever could.
The official fee for Oracle Compensation Cloud 2020 Implementation Essentials is USD 245, and 68% is what passing takes. The uncomfortable part: retakes cost the full USD 245 again, which makes preparation the cheapest line item in this whole project. Before booking, put yourself through repeated scored sessions with the Actual4Exams practice tests and compare results over time; a stable margin above the passing line, not a single lucky run, is when you are ready.
Recommended experience with Oracle Cloud HCM or completion of Oracle Global Human Resources Cloud 2020 Implementation Essentials
Vendor rules do get revised, so treat this as your starting point and confirm the current eligibility details before booking via the official exam page.
Oracle Compensation Cloud 2020 Implementation Essentials registration runs through these official channels.
Worth noting when you schedule: the exam is delivered Online proctored or Pearson VUE test center.
Yes, Oracle points Oracle Compensation Cloud 2020 Implementation Essentials candidates toward the following training.
Whatever course you choose, close the loop with question practice: the 180 items in the Actual4Exams 1z0-1049-20 package convert course knowledge into exam-day scoring ability.
It is. Actual4Exams publishes a free PDF demo of the Oracle Compensation Cloud 2020 Implementation Essentials material, so the product can prove itself before you pay. Your purchase then comes with 365 days of free updates, and once that period ends, extending the update service costs 50% of the regular price. The test engine software itself is verified malware-free and safe to install.
Actual4Exams stands behind the product with a 100% money-back guarantee under defined conditions. If you take the Oracle Compensation Cloud 2020 Implementation Essentials exam within 60 days of purchase and fail, you qualify for a full refund, provided the exam corresponds to your product. Sitting the exam within 3 days of purchase does not qualify, and neither do unused downloads, free materials, or expired orders; the candidate name must match the payer name. Submit a scanned enrollment slip and the official Score Report PDF within 2 days of the exam, and claims are resolved within 7 days. You may also choose an exchange instead of a refund: two other exam products of equal value, free, with the update service on your original purchase retained.
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Oracle Compensation Cloud 2020 Implementation Essentials breaks down into 6 official domains, led by Reporting and Analytics, Workforce Compensation Planning, and Compensation Worksheets and Processing. You will find the full topic-by-topic outline above on this page; use the weightings to budget your study hours where they pay back the most.
Oracle Compensation Cloud 2020 Implementation Essentials Sample Questions:
Your client is a consumer goods wholesaler. The client's organization has five departments. While performing compensation budgeting activity, the client has a policy that the departments that have exceeded their sales targets receive an additional budget to reward the employees in that department. In the current year, only the Electronics department has exceeded its sales target.
How would the compensation manager allocate the extra budget to the manager of the Electronics Department? (Choose the best answer.)
- A. Request excess budget allocation from the manager above him.
- B. Publish the original budgets to all managers, followed by publishing the extra budget to only the manager of the Electronics department.
- C. Initiate budgets automatically by using the Start Compensation Cycle process.
- D. Create a separate compensation plan for Electronics department employees and publish the extra budget to the manager of the department.
The Compensation and Benefits policy defined for your organization limits contingent workers from getting an increment as part of the Annual Salary Review. As a result, the contingent workers are excluded in the eligibility profile and ineligible workers are not tracked as part of the Annual Salary Review Compensation Plan.
A recent change to this policy enforced a minimum increment for the entire contingent worker population.
Consequently, the compensation administrator ran the Refresh Data process to update the worksheets and include the contingent workforce but none of the contingent workers are included. What should the compensation administrator do to bring the contingent workers into the manager's compensation worksheet?
(Choose the best answer.)
- A. Update the eligibility profile to include the contingent workers and rerun the Refresh Workforce Compensation Data process by selecting Refresh Option - Reevaluate Eligibility.
- B. Rerun the Refresh Workforce Compensation Data process by selecting Refresh Option - Reevaluate Eligibility.
- C. Update the eligibility profile to include the contingent workers and run the Start Workforce Compensation Cycle process.
- D. Run the Start Workforce Compensation Cycle process.
As an implementation consultant, you are required to create an element that is applicable only to a set of employees who are in the Production department and who are on weekly payrolls.
What is the correct configuration to meet this requirement? (Choose the best answer.)
- A. Create Element Eligibility with the Legal Employer and Payroll Statutory Unit parameters.
- B. Create an element without defining Element Eligibility.
- C. Create Element Eligibility with the department and specific payroll parameters.
- D. Create Element Eligibility with the Grade and Position parameters.
A corporation implemented Oracle Fusion Workforce Compensation. A salary basis has been created and attached to the employee and a compensation cycle has been run. The corporation wants to include a new component as part of the salary basis.
Which three are predefined components? (Choose three.)
- A. Market adjustment due to salary being out of line with the market
- B. Equity adjustment to correct salary compression or inversion
- C. Adjustment due to corrections within the organization
- D. Regular and automatic adjustment
What happens if eligibility requirements are different for components than they are for a plan? (Choose the best answer.)
- A. This is not possible. Component-level eligibility is always identical to plan-level eligibility.
- B. Plan-level eligibility is ignored and a warning is reported.
- C. Plan-level eligibility is evaluated before component-level eligibility.
- D. Component-level eligibility is evaluated before plan-level eligibility.
- E. Component-level eligibility is ignored and a warning is reported.
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