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Oracle 1z0-1046-24 Exam Questions And Answers & Latest 1z0-1046-24 Test Testking

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Oracle 1z0-1046-24 Exam Syllabus Topics:

Topic
Details

Topic 1

Defining Workforce Structures: This section of the exam measures the skills of Workforce Planning Analysts and focuses on structuring an organization's workforce. It includes creating organizations, divisions, and legal entities, defining geographies, and setting up enterprise structures. The section also covers configuring workforce attributes such as grades, jobs, and positions while ensuring the system aligns with business needs through effective dating and enterprise HCM settings.

Topic 2

Administering People Management: This section of the exam measures the skills of HR Administrators and covers managing workforce data, maintaining worker directories, and configuring employment-related information. It includes an overview of the Person and Employment Model, workforce lifecycle management, and configuring self-service options for employees and managers. Candidates are also expected to configure directory searches and set up HCM Cloud using the Experience Design Studio.

Topic 3

Managing Workflows, Approvals, and Notifications: This section of the exam measures the skills of HR System Administrators and focuses on automating HR approvals and communication. It includes defining approval policies, configuring rules and approver types, and deploying notifications to facilitate seamless workflow execution. Candidates will also learn to write policies for approval transactions and use Alerts Composer to enhance communication through system-generated notifications.

Topic 4

Configuring Checklists, Schedules, Trees, and Journeys: This section of the exam measures the skills of HR Specialists and covers setting up key HR processes such as onboarding, task tracking, and workflow automation. It involves creating checklists for employment transitions, defining work schedules, configuring profile options, and managing calendar events and trees for reporting and approval purposes. Additionally, it includes setting up Journeys to streamline employee and personal events.

Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q85-Q90):

NEW QUESTION # 85
Which four objects can be created via the Enterprise Structure Configurator (ESC)?

A. Divisions
B. Departments
C. Legal Entities
D. Reference Data Sets
E. Business Units

Answer: A,C,D,E

Explanation:
Full Detailed in Depth Explanation:
The Enterprise Structure Configurator (ESC) in Oracle HCM Cloud is a tool for efficiently creating and managing enterprise structures. It supports the creation of:
* Divisions (A): Organizational units for segmenting the business.
* Legal Entities (C): Entities with legal standing for employment and payroll.
* Business Units (D): Operational units for managing transactions.
* Reference Data Sets (E): Sets for sharing data across business units.

NEW QUESTION # 86
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 rate 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 and the salary basis are tied to different legislative data groups.

Answer: C

Explanation:
Full Detailed In-Depth 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.

NEW QUESTION # 87
By default, any user who has access to Checklist Templates can create Task Groups to create a group of common tasks.
How can we restrict the creation by Role?

A. Configure Exclude Rules from Workforce Structures.
B. Configure Person Security Profile.
C. Configure Role in Category Security.

Answer: C

Explanation:
Position Synchronization in Oracle Global Human Resources Cloud allows assignments to inherit values from associated positions, streamlining workforce management by ensuring consistency between position definitions and employee assignments. The question asks for three advantages of using Position Synchronization, given that the customer has chosen Position Management for this functionality. The provided web results offer detailed insights into how Position Synchronization operates, which are leveraged here to validate the answer.
* Option A: The customer can configure which assignment attributes to synchronize from the position.This is a correct answer. Position Synchronization allows customers to select specific attributes (e.g., job, department, location, manager) to synchronize from the position to the assignment.
This configurability is set at the enterprise or legal entity level using tasks likeManage Enterprise HCM InformationorManage Legal Entity HCM Information. For example, a customer might choose to synchronize the job and manager but not the location, tailoring the synchronization to their needs. Oracle documentation confirms that users can specify which attributes are inherited, providing flexibility in workforce management.
* Option B: For synchronized attributes, any position update will automatically be pushed to the incumbents' assignments.This is a correct answer. When Position Synchronization is enabled, changes to synchronized attributes in a position (e.g., updating a position's department) are automatically reflected in all active assignments linked to that position. This automation reduces manual updates and ensures consistency across incumbents' assignments. TheSynchronize Person Assignments from Positionprocess may be required for retroactive changes, but for active assignments, updates are typically automatic for synchronized attributes. Oracle documentation highlights that synchronized attributes inherit changes, streamlining maintenance.
* Option C: Synchronized attributes will be displayed as read-only in the assignment to ensure the position as the only source of truth.This is a correct answer. To maintain data integrity, synchronized attributes in an assignment are displayed as read-only, preventing manual edits at the assignment level unless override is explicitly allowed. For instance, if the manager attribute is synchronized, the assignment's manager field cannot be changed directly, ensuring the position remains the single source of truth. Oracle documentation notes that this read-only behavior enforces consistency, though overrides can be configured if needed.
* Option D: If you use Position Synchronization, Manager Self Service cannot be used.This option is incorrect. There is no restriction in Oracle HCM Cloud preventing the use ofManager Self Service when Position Synchronization is enabled. Manager Self Service allows managers to perform actions like viewing team details or initiating transactions, and these functions are compatible with Position Synchronization. Oracle documentation does not mention any such limitation, and Position Synchronization operates independently of self-service capabilities, making this option invalid.
* Why these three advantages?The advantages inA,B, andCdirectly align with the benefits of Position Synchronization:configurability(choosing attributes),automation(automatic updates), anddata integrity(read-only attributes). These features reduce administrative effort, ensure consistency, and maintain a single source of truth, which are critical for effective workforce management. OptionDis a false statement, as Position Synchronization does not restrict Manager Self Service.
References
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID:
docs.oracle.com, Published: 2023-12-12
* Section: Position Synchronization: "You can select attributes to synchronize, and synchronized attributes are inherited automatically by assignments. Synchronized fields are read-only unless overrides are allowed."
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.
oracle.com, Published: 2024-07-02
* Section: Position Management: "Changes to positions are reflected in assignments for synchronized attributes, ensuring consistency."
* Oracle Fusion Cloud Human Resources 24C What's New, Document ID: docs.oracle.com, Published: 2024-08-27
* Section: Workforce Structures Enhancements: "Position Synchronization improvements for attribute management." ==================

NEW QUESTION # 88
Select the correct order in which scheduled tasks must be configured within Define Availability in FSM.

A. Patterns, Calendar Events, Shifts, Schedules
B. Calendar Events, Shifts, Patterns, Schedules
C. Schedules, Patterns, Shifts, Calendar Events
D. Shifts, Schedules, Patterns, Calendar Events

Answer: A

Explanation:
Full Detailed in Depth Explanation:
The "Define Availability" task in the Functional Setup Manager (FSM) is part of Workforce Management setup in Oracle HCM Cloud. It involves configuring components that determine worker availability, and these must be set up in a logical order due to their interdependencies. Let's break this down step-by-step:
* Patterns: A Pattern defines a repeating sequence of work (e.g., 5 days on, 2 days off). It's the foundational building block because it establishes the basic structure of availability before specific days or exceptions are applied. You configure Patterns first to define the recurring rhythm of work.
* Calendar Events: These define specific dates or exceptions (e.g., holidays like Christmas or company- specific closures). Calendar Events come next because they overlay exceptions onto the Pattern, adjusting availability for specific instances. For example, a Pattern might assume work every Monday, but a Calendar Event can mark a Monday holiday as non-working.
* Shifts: A Shift specifies the daily time frame of work (e.g., 9 AM-5 PM). Shifts are configured after Patterns and Calendar Events because they apply time details to the days defined by the Pattern, adjusted by Calendar Events. For instance, a Shift defines the hours worked on a day marked as
"available" by the Pattern and not overridden by a Calendar Event.
* Schedules: Finally, Schedules tie everything together by combining Patterns, Calendar Events, and Shifts into a complete availability plan assigned to workers or groups. Schedules are the last step because they depend on the prior components being defined.
The Oracle documentation outlines this sequence-Patterns, Calendar Events, Shifts, Schedules-as the recommended order to ensure each component builds on the previous one without gaps or errors.
OptionBmatches this sequence precisely, making it the correct answer. Other options (e.g., A starts with Shifts, which lacks a Pattern foundation) violate these dependencies.

NEW QUESTION # 89
What type of people within our system are assigned Person IDs?

A. Employees, Contingent Workers, Non-Workers, Pending Workers, Worker Contacts
B. Employees, Contingent Workers, Non-Workers, Pending Workers
C. Employees, Contingent Workers, Non-Workers

Answer: A

Explanation:
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, aPerson IDis a unique identifier assigned to individuals within the system who have a person record. The types of people assigned Person IDs include:
* Employees: Full-time or part-time workers with an employment relationship.
* Contingent Workers: Temporary or contract workers.
* Non-Workers: Individuals like retirees or external contacts with a person record but no active work relationship.
* Pending Workers: Individuals hired but not yet started (e.g., future-dated hires).
* Worker Contacts: Emergency contacts or dependents linked to a worker's record, who also receive a Person ID for tracking purposes.
Option A omits Pending Workers and Worker Contacts, which are included in the system's person model.
Option C misses Worker Contacts, who are explicitly assigned Person IDs to manage relationships. Option B is the most comprehensive, aligning with Oracle's definition of person records in the "Person Management" guide, makingBthe correct answer.

NEW QUESTION # 90
......

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