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Oracle Fusion HCM: Compensation 2014 Essentials Sample Questions:

1. Employee X was hired on 5 March 2014 as a Web Designer and was reporting to Manager Y.
On 10 September 2014, this employee was transferred to Manager Z to work as an Online Campaign designer. The company where Employee X works is doing a compensation cycle for the current year starting 1October 2014. The employee record set up in the plan setting is "Employment terms," while the Legal
Employer of Employee X uses a two-tier model.
On which manager's worksheet does Employee X appear?

A) Manager Y, because this is the original manager of Employee X
B) Employee X does not appear on any manager's sheet, because he will not be evaluated by the compensation plan.
C) Both Manager Y and Manager Z, because he has worked under both of them during the current cycle
D) Manager Z, because this is the current manager to whom Employee X is reporting

2. A corporation has implemented Oracle Fusion Compensation Management. A Salary basis has been created to manage employees' salaries. It has a payroll element attached. As part of the Salary changes, when the compensation manager is trying to update the Salary amounts, the same is not reflecting in the payroll elements entries of the employee.
Identify the two possible causes for the issue.

A) No components are defined to handle these salary adjustments.
B) Automatic entry is checked at the element eligibility link for the payroll element used.
C) Automatic entry is checked for the payroll element used.
D) Salary basis is configured to be non-updatable.

3. A corporation implemented Fusion Compensation and wants to validate the salaries with the setup. Select the two options that are true about validation setup.

A) Using either a formula at the element level or criteria at the element link level, a warning message can be generated when a new or adjusted salary does not pass the configured validation.
B) Using either a formula at the element level or criteria at the element link level, approval can be prevented when the new or adjusted salary does not pass the configured validation.
C) Using grade rate validation, approval can be prevented when the new or adjusted salary is outside the range of salary configured in the grade rate attached to salary basis,
D) Using grade rate validation, a warning message can be generated when the new or adjusted salary is outside the range of salary configured in the grade rate attached to the salary basis.

4. You are required to explain to your client the use of Hierarchy design in Compensation Process.
Which two Compensation-related activities use Hierarchy?

A) Sending Compensation alerts
B) Approval routing
C) Feedback survey
D) Plan access
E) Allocating budgets

5. What happens when you define Workforce Compensation Plan components but the employee to whom the compensation change is being administered does not have ant component in this or her salary?

A) The component adjustment is not posted as a salary adjustment to the employee's record. While designing the compensation plan, it has to be kept in mind that plan components must have a direct mapping with the employee's salary components.
B) The sum of all components identified to be posted as single salary adjustment amount to the employee salary record.
C) The first component is automatically mapped to the salary and amount associated with this component is posted as a salary adjustment to the employee record.

Solutions:

Question # 1 Answer: C

Question # 2 Answer: A,C

Question # 3 Answer: A,C

Question # 4 Answer: B,C

Question # 5 Answer: C