1z0-1046-24 Sample Questions Answers

Full Detailed In-Depth Explanation:

Oracle HCM Cloud allows UI customizations via Page Composer (for page-level changes) and Transaction Design Studio (for transaction-specific rules). When conflicting changes occur—e.g., Page Composer making the location field required and Transaction Design Studio hiding it for managers—the system resolves this based on the timestamp of the last modification. The documentation states that if modifications from both tools conflict, the most recent change (based on creation or update date) takes precedence, regardless of the tool used. This ensures predictable behavior without requiring a strict hierarchy between the tools.

Option A (page error) is incorrect as the system doesn’t crash—it resolves conflicts silently. Option B (inconsistent behavior) is misleading because Oracle provides a clear resolution mechanism. Option C (TDS always overrides) and Option D (Page Composer always overrides) are incorrect because precedence isn’t tool-specific but time-based. Option E accurately reflects Oracle’s behavior: the last change applied in either tool wins, aligning with the customer’s observed UI rendering.

Full Detailed In-Depth Explanation:

In Oracle HCM Cloud, an employee’s work schedule for an assignment is determined by a hierarchical search order, as outlined in the documentation. The system prioritizes the most specific schedule first, falling back to broader defaults if none is found:

Published Schedules: These are worker-specific schedules published via Time and Labor, taking top priority.

Primary Work Schedule: Defined at the assignment level in Manage Employment, this is the next check.

Employment Work Week: Set at the work relationship level, it applies if no specific schedule exists.

Standard Working Hours: Defined at the legal employer or enterprise level, this is the final fallback.

Option A (Published schedules, Primary work schedule, Employment work week, Standard working hours) matches this exact order. Option B starts with Standard working hours (the last resort), which is incorrect. Option C prioritizes Employment work week over Published schedules, reversing the hierarchy. Option D swaps Primary work schedule and Employment work week, also incorrect. Option A is the verified sequence per Oracle’s logic.

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.

Full Detailed in Depth Explanation:

The Global Human Resources (HR) Business Process in Oracle HCM Cloud encompasses core capabilities that manage workforce data, structures, and planning at a global level. According to Oracle documentation:

Workforce Directory (A): Provides a centralized view of the workforce, including organizational hierarchies and worker details, which is integral to Global HR.

Workforce Modeling (D): Enables scenario planning and organizational modeling, a key feature of Global HR for strategic workforce management.

Core Human Resources (E): Covers essential HR functions like person management,employment records, and organizational structures, forming the backbone of Global HR.

Full Detailed In-Depth Explanation:

Oracle HCM Cloud’s BPM Worklist allows users to setVacation Rules(also called delegation rules) under the Preferences section of their worklist notifications. The line manager can configure a rule to reroute all approval tasks to his supervisor during a specified period (e.g.,vacation dates). This is user-driven, requires no administrator intervention, and doesn’t alter underlying approval policies.

Option B (admin reassignment) is manual and unnecessary. Option C (automatic delegation) isn’t triggered by leave requests—it requires explicit setup. Option D (new policies) is overkill for a temporary absence. Option A correctly identifies the Vacation Rule as the solution, per Oracle’s workflow features.

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).

Full Detailed in Depth Explanation:

Geography validation in Oracle HCM Cloud ensures addresses conform to country-specific formats (e.g., postal code rules). If users are entering incorrect formats despite correct configuration, the validation enforcement level needs adjustment.

Option A ("Set the geography validation level to Error instead of No Validation") is correct. Oracle allows configuration of geography validation levels in the "Manage Geographies" task: No Validation (no checks), Warning (alerts but allows saving), and Error (prevents saving invalid formats). If set to No Validation or Warning, users can bypass the country-specific format. Changing it to Error enforces compliance by rejecting incorrect entries, as detailed in the "Implementing Global Human Resources" guide.

Option B ("Educate users to use the country-specific address format only") is a workaround, not a system solution, and does not enforce compliance.

Option C ("Effective End Date for geography validation is end of time") is irrelevant, as end-dating applies to data validity, not validation enforcement.

Option D ("Create a new geography validation") is unnecessary if the existing configuration is correct; the issue lies in the enforcement level.

Full Detailed in Depth Explanation:

When manually configuring geographies in Oracle HCM Cloud using the Manage Geographies page, the correct sequence is critical to ensure the geography framework is set up properly. The process begins with defining theStructureof the geography (e.g., country, state, city levels), followed by defining theHierarchy(how these levels relate to one another), and finally setting upValidation(rules to ensure data integrity and usability). This sequence ensures that the foundational structure is in place before relationships are established and validated. According to the Oracle HCM Cloud documentation, specifically the "Implementing Global Human Resources" guide, the recommended order is:

Structure Defined: Define the levels of geography (e.g., country, province, city).

Hierarchy Defined: Establish parent-child relationships between geography levels.

Full Detailed in Depth Explanation:

When creating a Legal Entity in Oracle HCM Cloud, selecting theLegal Employercheck box designates the entity as an employer, unlocking additional configuration options in the Manage Legal Entity HCM Information task, such as Work Day Information and Employment Model.

A(Payroll Statutory Unit) enables payroll-related settings but not necessarily Work Day or Employment Model.

Full Detailed In-Depth Explanation:

During the hiring process in Oracle Global Human Resources Cloud, certain workforce structure elements are directly mapped to the employee’s record (via Manage Employment or Hire an Employee).

Option A: Division is not directly mapped; it’s derived via hierarchy (e.g., department).

Option B: PSU is linked to payroll, not directly to the employee record during hiring.

Option C: Sub-Division is not a standard field or object in Oracle HCM.

Option D: Correct. Legal Employer is a mandatory field assigned during hiring, defining the employing entity.

Option E: Job Family is a categorization, not directly mapped to the record.

Option F: Correct. Business Unit can be directly assigned to an assignment during hiring, reflecting operational structure.

The correct answers areDandF, per "Using Global Human Resources" on hiring processes.

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 Servicewhen 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.” ==================

This task requires creating a business unit in Oracle Global Human Resources Cloud for the technician group of a newly acquired company. The business unit must have aCodeofX Tech Business Unitand aDefault SetofCOMMON. Below is a verified, step-by-step solution based on Oracle’s official documentation, ensuring accuracy and compliance with the system’s functionality as of the latest releases

Step-by-Step Solution

Step 1: Log in to Oracle Fusion Applications

Action: Log in to Oracle Fusion Applications using a user account with privileges such asApplication Implementation ConsultantorHCM Application Administrator. These roles grant access to the Setup and Maintenance work area.

Explanation: TheSetup and Maintenancework area is the central hub for configuration tasks, including managing business units. The user must have permissions to access theWorkforce Structuresfunctional area and theManage Business Unittask. Roles likeApplication Implementation Consultantinclude the necessary privileges (e.g.,Manage Business Unitduty role).

Verification: Oracle documentation confirms that setup tasks require specific security roles, and theManage Business Unittask is restricted to authorized users.

The RedwoodPerson Spotlightsearch andQuick Actionsin Oracle HCM Cloud enhance user experience by improving person search functionality. The question asks which new field has been added to these features to enhance search capabilities.

Option A: Person NumberThis is the correct answer. Oracle’s 24C release notes specify that thePerson Numberfield has been added to the Redwood Person Spotlight search and Quick Actions. This allows users to search for individuals using their unique person number (e.g., EMP12345), improving precision and speed in locating employee records, especially in large organizations. The addition ofPerson Numberenhances the search functionality by providing a direct identifier, complementing existing fields like name or email.

Option B: Job TitleThis option is incorrect. WhileJob Titleis a searchable attribute in some HCM search contexts, Oracle’s 24C and 25A release notes do not indicate that it was newly added to the Redwood Person Spotlight search or Quick Actions. Job title may already be part of other search criteria, but it is not highlighted as a new enhancement for this feature.

Option C: DepartmentThis option is incorrect.Departmentis a common attribute in HCM searches, but there is no mention in Oracle’s recent documentation of it being added as a new field to the Redwood Person Spotlight search or Quick Actions. The focus of the enhancement is onPerson Numberto improve identification accuracy.

Why this answer?The addition ofPerson Numberto the Redwood Person Spotlight search and Quick Actions directly enhances search precision, as it is a unique identifier for each employee. This aligns with Oracle’s goal of streamlining user interactions in the Redwood interface, makingAthe correct choice.

References

Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27

Section: Redwood Experience for Person Spotlight: “Added Person Number to search fields in Person Spotlight and Quick Actions to enhance search functionality.”

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: Person Search: “Describes search capabilities, including new fields like Person Number in Redwood interfaces.”

Oracle Fusion Cloud Human Resources 25A What’s New, Document ID: docs.oracle.com, Published: 2025-03-20

Section: Search Enhancements: “Continued improvements to Person Spotlight with unique identifiers.”

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.

Full Detailed In-Depth 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.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, saved transactions can disappear from view if overridden, as per the "Using Global Human Resources" guide. When an identical transaction (e.g., same person and action) is initiated by another user and applied to the database, it supersedes the saved one, removing it from the user’s view (Option B). Option A (withdrawn by HR) isn’t a standard process for saved transactions. Option C (rejected) would leave it visible with a status.Option D (future dated) affects visibility but not removal. Thus, Option B is correct.

Full Detailed In-Depth Explanation:

Actions in Oracle Global Human Resources Cloud allow tracking and processing of employment changes, linked to Action Types for categorization.

Option A: While actions are accessible via Smart Navigator and security controls visibility, this statement is not the most direct answer to the question’s focus on creating and associating actions.

Option B: Incorrect. Multiple actions can be associated with a single Action Type (e.g., Voluntary and Involuntary under Termination).

Option C: Incorrect. An action reason is optional, not mandatory, depending on configuration and business rules.

Option D: Correct. Users can create custom (user-defined) actions (e.g., "Special Project Assignment") and link them to predefined Action Types (e.g., Assignment Change), enabling tailored tracking of changes.

The correct answer isD, aligning with the flexibility described in "Implementing Global Human Resources" for action customization.

Full Detailed In-Depth 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.

Full Detailed in Depth Explanation:

In Oracle Global Human Resources Cloud, the Person Gallery page displays various cards (e.g., Employment, Personal Information, etc.) that provide quick access to worker details. To reorder these cards, including arranging them in reverse alphabetical order, the system does not provide a direct configuration option within Portrait Settings to automatically sort cards alphabetically or reverse alphabetically. Instead, reordering is achieved through personalization, which allows administrators or users with appropriate permissions to manually adjust the layout of the Person Gallery page.

Option D ("Drag and slide the portrait cards across the pane in any order. Use Personalization to edit and reorder the portrait cards") is correct because Oracle HCM Cloud supports personalization of the user interface via tools like Page Composer. In Page Composer, an administrator can access the Person Gallery page, enter personalization mode, and drag and drop the cards into the desired order, such as reverse alphabetical. This change can then be saved and applied globally or for specific roles, depending on the personalization scope. The Oracle documentation, specifically "Oracle Applications Cloud: Configuring and Extending Applications," details how Page Composer enables such UI modifications.

Option A ("Enable 'Allow Reorder' in Portrait Settings") is incorrect because there is no "Allow Reorder" setting in Portrait Settings that directly controls card ordering on the Person Gallery. Portrait Settings typically manage visibility and default card selection, not manual reordering.

Option B ("Change the order of the cards by using Portrait Settings") is misleading. While Portrait Settings allow some configuration (e.g., setting the default card), they do not provide a mechanism to reorder all cards manually or systematically in reverse alphabetical order.

Option C ("Change the default card to 'User Account Details' in Portrait Settings") only affects which card appears first by default and does not address reordering the full set of cards.

Option E ("Enable 'Allow User Control' in Portrait Settings") relates to giving users control over certain card settings, but it does not enable reordering of cards on the gallery page.

Full Detailed in Depth Explanation:

In Oracle HCM Cloud, the Setup and Maintenance Work Area (FSM) is the starting point for implementation. The first required action is toopt into the offerings (e.g., Global Human Resources) and specific product areas you plan to implement. This step activates the relevant tasks and configuration options in FSM, making subsequent setups (like legal entities or user profiles) possible. Without opting in, the system restricts access to implementation tasks. The Oracle documentation emphasizes that "opting in" is the initial step in the implementation process, as outlined in the "Getting Started with Your Implementation" guide, makingCthe correct answer.

Full Detailed in Depth Explanation:

Defaulting the Business Title in Oracle HCM Cloud during assignment updates is controlled by a profile option, not HCM Information tasks.

Option D ("Enable the ORA_PER_EMPL_DEFAULT_BUSINESS_TITLE_FROM profile option, and select Retain User Changes, Automatically Update Based on Job Change, or Automatically Update Based on Position Change") is correct. The profile option "ORA_PER_EMPL_DEFAULT_BUSINESS_TITLE_FROM" determines how the Business Title is populated in responsive flows (e.g., Change Assignment). Available settings are:

Retain User Changes: Keeps manual edits.

Automatically Update Based on Job Change: Updates from the job title.

Automatically Update Based on Position Change: Updates from the position title. This is detailed in the "Implementing Global Human Resources" guide under profile options.

Option A and B reference HCM Information tasks, which don’t control this feature.

Option C adds "Allow Override if Position Data is Overridden," which is not a valid setting for this profile option.

Full Detailed in Depth Explanation:

The Performance Rating Model in Oracle HCM Cloud defines how performance is rated (e.g., scale, descriptions). The "Review Points" tab within "Manage Ratings Model" is specific to certain modules.

Option B ("Performance Management") is correct. The Review Points tab is used exclusively in Oracle Performance Management to assign points to ratings, which are then used in performance evaluations to calculate scores or rankings. This is detailed in the "Implementing Performance Management" guide, distinguishing it from other HCM products like Talent Review (focuses on calibration), Compensation Management (salary adjustments), or Goal Management (goal tracking), which do not utilize review points in this manner.

Full Detailed In-Depth 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.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, grade rates define the pay values associated with grades, which can be set up with or without steps. When grades are created without steps (i.e., flat grades rather than grade ladders with progression steps), you can still assign rates to them. The system provides multiple methods to achieve this, and the question asks for two correct options.

Option A: Default grade rates are not automatically available upon creating grades unless predefined during initial setup. The system does not inherently provide "default grade rates" for every grade unless explicitly configured, making this option incorrect for grades without steps.

Option B: Adding a grade to a grade ladder implies the grade is part of a stepped structure. However, the question specifies that the grades were created without steps, so this option is not applicable as it assumes a grade ladder with steps exists or needs to be created, which contradicts the scenario.

Option C: The "Manage Grade Rates" task allows you to define salary ranges or specific rates for grades independently of grade ladders. For grades without steps, you can use this task to add rates (e.g., minimum, midpoint, maximum) directly to the grade. This is a valid and straightforward method, making it a correct option.

Option D: This option assumes a stepped structure where rates are added for each step before linking to a grade ladder. Since the grades lack steps, this approach is not feasible in this context.

Option E: The "Manage Grades" task allows you to create or edit grades and, during thisprocess, associate grade rates directly (e.g., by linking to a grade rate range). For grades without steps, you can add rates at the time of grade creation or modification, making this a correct option.

Thus, the two correct options areC(using the Manage Grade Rates task) andE(adding rates via the Manage Grades task). This is supported by Oracle documentation in "Implementing Global Human Resources," which details grade and grade rate setup processes.

In Oracle Global Human Resources Cloud, work structures include organizations like Legal Entities, Business Units, and Departments, each serving distinct purposes. The question asks which organization type allows capturing work timings, standard working hours, organization manager, and cost center during Core HR setup.

Option A: Legal EntityThis option is incorrect. ALegal Entityrepresents a legal employer or registered organization for compliance and reporting (e.g., tax, payroll). While it captures attributes like name, address, and jurisdiction, it does not maintain fields forwork timings,standard working hours,organization manager, orcost centerdirectly. Legal Entities are higher-level structures focused on regulatory requirements, not operational details like schedules or managers, making this option unsuitable.

Option B: Business UnitThis option is incorrect. ABusiness Unitorganizes business functions for transaction processing (e.g., payroll, requisition approvals) and defines scope for data access. Itcaptures attributes like default working hours for payroll purposes, but it does not directly maintainwork timings,organization manager, orcost centeras part of its setup. Business Units are broader constructs and lack the granularity to manage department-specific operational details, ruling out this option.

Option C: DepartmentThis is the correct answer. ADepartmentin Oracle HCM Cloud is an organization type used to represent operational units (e.g., Sales, IT). During setup via theManage Organizationtask, Departments allow capturing:

Work timings: Configured via work schedules or shift details associated with the department.

Standard working hours: Defined to specify default hours for employees in the department (e.g., 40 hours/week).

Organization manager: Assigned to designate the department’s manager or supervisor.

Cost center: Linked to track financial accountability for department activities. Oracle documentation confirms that Departments support these fields to manage workforce operations, making them the ideal organization type for this requirement.

Why this answer?Departments are designed to handle operational and workforce-related details, unlike Legal Entities (compliance-focused) or Business Units (transaction-focused). The ability to configure work timings, standard hours, managers, and cost centers aligns with the Department’s role in Core HR setup, makingCthe correct choice.

References

Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12

Section: Manage Organizations: “Departments can include details like work schedules, standard hours, managers, and cost centers.”

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: Department Setup: “Configure operational attributes such as work timings, hours, and cost centers for departments.”

Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27

Section: Workforce Structures: “Enhanced department configurations for operational management.”

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 ontothe 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.

Full Detailed In-Depth Explanation:

The Action framework in Oracle Global Human Resources Cloud governs transactions like promotions. The "Managing Workforce Records" guide explains:

Action Reasons: Some are seeded (predefined by Oracle), but users can define additional custom Action Reasons to meet specific business needs (e.g., a new promotion reason like "Merit-Based"). This makes Option A correct.

Action Types: These are seeded (e.g., Promotion, Transfer) and cannot be user-defined, as they are core to the system’s structure, making Option B correct.

Actions: While seeded Actions exist, users can create custom Actions and link them to Action Types, so Option C is incorrect.

Full Detailed In-Depth Explanation:

In Oracle HCM Cloud’s Transaction Console, approval rules are defined with "IF" and "THEN" conditions. The "THEN" condition specifies the action, such as "Automatic Approval," and the approver type determines who or what approves the transaction. The Automatic Approval Action type allows a transaction to be approved without human intervention based on predefined rules. According to Oracle documentation, the approver types that support configuring Automatic Approval include Approval Groups (static or dynamic groups of approvers), Representative (e.g., HR or Payroll Representative), Management Hierarchy (based on supervisor hierarchy), and Position Hierarchy (based on position structure). These types can be configured to automatically approve under specific conditions.

Option A omits Approval Groups, which is a valid type for automatic approval. Option B includes "Users" and "Job Level Based Line Manager Hierarchy," but "Users" (individual named users) and "Job Level" are not typically used for automatic approval—they are more suited for manual routing. Option C includes "Application Role," which is used for role-based access, not automatic approval in workflows. Option D misses Approval Groups and Representative, both critical for this feature. Option E correctly lists Approval Groups, Representative, Management Hierarchy, and Position Hierarchy, aligning with Oracle’s supported approver types for automatic approval.

Full Detailed in Depth Explanation:

Note: This appears to be a "choose two" question based on the original phrasing, though only one "Correct selection" was marked. I’ve interpreted it as requiring two correct answers based on Oracle functionality.

Option B ("You can provide a role access to either of 'Specific categories' or 'Allcategories' options"): True. Role-based security in Oracle HCM Cloud allows assigning access to all checklist categories or specific ones via custom roles, configured in "Manage Roles," as per the "Implementing Global Human Resources" guide.

Option C ("You can use Category Security to control what categories users see when creating templates on the Create Checklist Template page and when creating a personal journey in the Journeys app"): True. Category Security restricts visibility and creation rights by category (e.g., Compensation), applied to templates and journeys, detailed in the "Using Checklists" guide.

Option A ("This is not currently an option in the application"): False. Oracle supports category-level access control.

Full Detailed In-Depth Explanation:

Approval routing policies in Oracle HCM Cloud, configured via Transaction Console or BPM Worklist, use specific bases to define approver chains. The documentation lists these as:Employee Supervisor Hierarchy(management chain),Position Hierarchy(position-based reporting),Job Levels(relative to the requester’s job level), andApproval Groups(static or dynamic groups). These options provide flexibility to route approvals based on organizational structure or predefined lists, covering most use cases.

Option B includes "Grades," which influence salary, not approvals, and "Organization Hierarchy," which isn’t a direct routing basis. Option C adds "Organization Hierarchy," which is redundant with Supervisor Hierarchy. Option D’s "Department Manager" isn’t a distinct basis—it’s part of Supervisor Hierarchy. Option A accurately reflects Oracle’s supported routing bases.

Full Detailed In-Depth Explanation:

Legislative Data Groups (LDGs) in Oracle HCM Cloud manage legislative-specific data:

A: True—LDGs are tied to a single country’s legislation and don’t span enterprises (multiple countries).

B: False—LDGs are country-specific, not enterprise-spanning.

C: True—LDGs support objects like payroll, absences, and elements with legislative context.

D: False—An LDG can include multiple legal entities sharing the same payroll statutory unit.

E: True—Country and currency are mandatory when defining an LDG to align with legislative requirements.

Options A, C, and E reflect Oracle’s LDG characteristics per the documentation.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, the News Feed home page serves as a central hub for workers to access key information and tasks. Workers have the ability to personalize this page to suit their preferences and work requirements. According to the official Oracle documentation, specifically the "Using Global Human Resources" guide, workers can customize the following elements on the News Feed home page: Quick Actions (which provide shortcuts to frequent tasks), Springboard display (the tiled navigation area), Things to Finish display (showing pending tasks or actions), and Infolets display (small informational widgets providing at-a-glance insights). These personalization options allow workers to tailor the layout and content visibility to enhance productivity. Option C is the most comprehensive and accurate, as it includes all four customizable elements explicitly supported by the system. Options A, B, and D are incomplete as they omit one or more of these personalization features.

Full Detailed In-Depth Explanation:

In Transaction Design Studio (TDS) for the Transfer transaction, rules can be tailored using specific criteria, as outlined in the "Implementing Global Human Resources" guide. Supported fields include Business Unit, Location, Position, Action (e.g., Transfer), and Worker Type (e.g., Employee, Contingent). These allow precise rule application (e.g., different approval flows by location). Options B, C, and D include fields like Role, Legal Entity, Country, or Division, which are not standard TDS criteria for Transfer rules. Option A matches the documented supported fields.

Full Detailed In-Depth Explanation:

Oracle Global Human Resources Cloud supports two-tier employment models: single assignment (SA) or multiple assignments (MA), with or without contracts (SC or MC). The employment model is set at the enterprise or legal employer level via "Manage Enterprise HCM Information" or "Manage Legal Entity HCM Information." Changing this model post-implementation is possible under certain conditions.

Option A: Correct. Oracle allows flexibility to change the employment model (e.g., from two-tier MA to two-tier MC SA) at any time, even with existing work relationships, as long as data migration and configuration adjustments (e.g., contract setup) are handled. The system does not lock the model once set.

Option B: Incorrect. The client can transition from two-tier MA to two-tier SC SA post-implementation, though it requires updating existing records and ensuring compliance with new contract rules.

Option C: Incorrect. Within the same legal employer, only one employment model can be active at a time. Mixing MA for existing employees and MC SA for new hires in the same legal employer is not supported without separate legal employers or a model change.

Option D: Incorrect. Contracts can coexist with multiple assignments if configured as multiple contracts (MC), so the model can be changed even with existing employees, contradicting this statement.

The correct answer isA, as per "Implementing Global Human Resources" on employment model flexibility.

Full Detailed In-Depth Explanation:

To track voluntary terminations in Oracle HCM Cloud, you need a custom action and action reason:

Create a new action(e.g., "Voluntary Exit") via Manage Actions.

Associate it with an existing action type(e.g., "Termination") to categorize it correctly.

Create a new action reason(e.g., "Personal Reasons") and link it to the action, then use it during termination transactions.

This sequence enables reporting via tools like OTBI. Option B skips the action, limiting granularity. Options C and D create a new action type, which is unnecessary—existing types suffice. Option E misses associating the action with a type. Option A follows Oracle’s recommended process for detailed tracking.

This task requires creating a legal entity in Oracle Global Human Resources Cloud for a newly acquired company,X Cloud Vision, that manufactures spring hinges for spectacles in Michigan. The legal entity must also be its ownPayroll Statutory Unit(PSU), with specific details provided: name, identifier, legal address (previously created), EIN/TIN, and Legal Reporting Unit Registration Number. Below is a verified, step-by-step solution based on Oracle’s official documentation, ensuring accuracy and compliance with the system’s functionality as of the latest releases

Step-by-Step Solution

Step 1: Log in to Oracle Fusion Applications

Action: Log in to Oracle Fusion Applications using a user account with privileges such asApplication Implementation ConsultantorHCM Application Administrator. These roles grant access to the Setup and Maintenance work area.

Explanation: TheSetup and Maintenancework area is the central hub for configuration tasks, including managing legal entities. The user must have permissions to access theWorkforce Structuresfunctional area and theManage Legal Entitytask. Roles likeApplication Implementation Consultantinclude the necessary privileges (e.g.,Manage Legal Entityduty role).

Verification: Oracle documentation confirms that setup tasks require specific security roles, and theManage Legal Entitytask is restricted to authorized users.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, approval rules for the Change Manager transaction are configured per the "Securing HCM" guide:

With "Enable Auto Claim" deselected, the transaction isn’t automatically assigned to one approver; it goes to all users with the HR Specialist Sales role (Option C).

Full Detailed in Depth Explanation:

To track base pay at the worker level in Oracle HCM Cloud, theSalary Basismust be configured. Salary Basis defines how a worker’s pay is calculated (e.g., hourly, annual) and links to payroll elements for tracking.

B(Grade) andC(Grade Rate) define pay ranges but are not directly tied to individual pay tracking.

The scenario describes a manager using theView Calendartask in theMy Teamwork area to check a worker’s availability, but the worker has no work schedule assigned. The question asks which three options can be used to determine the worker’s availability in this case. Without a work schedule, Oracle HCM Cloud relies on other data sources to infer availability, such as events, absences, and default hours.

Option A: Calendar EventsThis is a correct answer.Calendar Eventsin Oracle HCM Cloud represent specific activities or commitments, such as meetings, training sessions, or other scheduled events, that impact an employee’s availability. In theView Calendartask, the manager can see these events on the worker’s calendar, indicating times when the worker is unavailable due to booked activities. For example, a training session from 10 AM–12 PM would show the worker as unavailable during those hours. Oracle documentation confirms that calendar events are visible in the Redwood calendar view, making this a valid source.

Option B: AbsencesThis is a correct answer.Absencesrecorded in Oracle Absence Management (e.g., vacation, sick leave) directly affect a worker’s availability. In theView Calendartask,absences appear as blocked time periods, indicating when the worker is not available to perform work. For instance, a worker on leave from April 16–18, 2025, would show as unavailable on those dates. Oracle’s Redwood calendar integrates absence data, making this a key source for determining availability without a work schedule.

Option C: Time SheetThis option is incorrect.Time Sheetdata, managed in Oracle Time and Labor, records hours worked or submitted by an employee, typically after the fact. While time sheets can confirm past work hours, they do not proactively indicate future availability in theView Calendartask. Oracle documentation does not list time sheets as a source for real-time availability, especially in the absence of a work schedule, making this option unsuitable.

Option D: Contract DataThis option is incorrect.Contract Dataincludes details like contract type, duration, or terms (e.g., fixed-term or permanent), typically stored in the employment record. While contract data may define work hours in some models (e.g.,Single Assignment with Contract), it does not directly populate theView Calendartask with availability information. Oracle does not use contract data to display availability in this context, ruling out this option.

Option E: Standard Working HoursThis is a correct answer.Standard Working Hours, defined at the enterprise level (viaEnterprise HCM Information) or inherited from a higher-level configuration, provide a default work schedule (e.g., 9 AM–5 PM, Monday–Friday) when no specific work schedule is assigned. In theView Calendartask, if no work schedule exists, the system assumes the worker is available during standard working hours, adjusted for absences or calendar events. Oracle documentation confirms that standard working hours serve as a fallback for availability calculations.

Why these three?Without a work schedule, theView Calendartask relies onCalendar EventsandAbsencesto show specific times when the worker is unavailable, andStandard Working Hoursto define the baseline periods when the worker is assumed available. These sources provide a comprehensive view of availability, aligning with Oracle’s Redwood calendar functionality in theMy Teamwork area.

References

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: View Calendar Task: “Managers can view team availability, including absences, calendar events, and working hours, in the My Team work area.”

Section: Standard Working Hours: “Used as a default when no work schedule is assigned.”

Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27

Section: Redwood Calendar Enhancements: “Improved visibility of absences and calendar events in the View Calendar task.”

Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12

Section: Absence Management Integration: “Absences are reflected in calendar views for availability tracking.”

The customer requires job codes to be autogenerated during the job creation task in Oracle Global Human Resources Cloud. Job codes uniquely identify jobs (e.g., “ENG001” for an Engineer role) and are typically entered manually or configured with specific rules. The question asks how to achieve autogeneration of job codes as an implementation consultant.

Option A: On the Enterprise HCM Information task, select either of the Automatic options in the Job Code Generation Method field.This option is incorrect. TheEnterprise HCM Informationtask is used to configure enterprise-level settings, such as name, location, and employment model defaults, but Oracle documentation does not list aJob Code Generation Methodfield or any automatic options for job code generation within this task. While other codes (e.g., person numbers or position codes) can be autogenerated in specific tasks, job codes are not supported for autogeneration at the enterprise level, making this option invalid.

Option B: On the Job task, as you create a Job, select Automatic Upon Final Save in the Job Code Generation Method field.This option is incorrect. In theManage Jobstask, when creating a job, fields likeJob Code,Name,Family, andSetare available, but there is noJob Code Generation Methodfield or anAutomatic Upon Final Saveoption. Oracle requires users to manually enter job codes or use predefined values, and no standard functionality supports automatic job code generation during job creation, as confirmed by documentation.

Option C: This configuration option is not currently available; an enhancement request needs to be submitted to Oracle.This is the correct answer. Oracle Global Human Resources Cloud does not currently offer a built-in feature to autogenerate job codes during job creation. Job codes must bemanually specified in theManage Jobstask or imported via HCM Data Loader with predefined values. For example, creating a job like “Software Engineer” requires entering a code like “SE001” manually. If the customer requires autogeneration (e.g., sequential codes like JOB001, JOB002), this would necessitate custom development or a product enhancement. Oracle’s Idea Lab or support portal allows customers to submit enhancement requests for new features, making this the appropriate solution.

Why this answer?Oracle’s job management functionality is robust but lacks native support for autogenerating job codes, unlike other entities (e.g., person numbers or requisition numbers). The absence of this feature in theManage Jobs,Enterprise HCM Information, or related tasks, as per 24C and 25A documentation, confirms that an enhancement request is the only path to meet the customer’s need.

References

Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12

Section: Manage Jobs: “You create jobs using the Manage Jobs task. Specify a job code, name, and other attributes manually.”

Section: Enterprise HCM Information: “Configure enterprise settings, but no options exist for job code generation.”

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: Job Creation: “Job codes are unique identifiers for jobs and must be provided during job creation.”

Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27

Section: Workforce Structures: “No mention of job code autogeneration; focus on job attributes and Redwood UI.”

Oracle Support Portal, Document ID: docs.oracle.com

Section: Enhancement Requests: “Customers can submit enhancement requests via My Oracle Support or Idea Lab for missing functionality.”

Full Detailed in Depth Explanation:

Person Number in Oracle HCM Cloud is a unique identifier for individuals, and its generation method is configured at the enterprise level via the "Manage Enterprise HCM Information" task. The behavior described—showing "Generated Automatically" with no number until the final save—indicates a specific setting.

Option C ("Person Number at the Enterprise Level is set to Automatic after final save") is correct. When configured this way, the Person Number is not assigned during data entry or review but is generated only after the transaction is fully saved. This ensures the number is allocated only when the record is committed, avoiding unused numbers if the process is abandoned. The "Implementing Global Human Resources" guide explains this option under Person Number generation settings.

Option A ("Person Number at the Enterprise Level is set to Manual") would require manual entry, not automatic generation.

Option B ("Person Number at the Enterprise Level is set to Automatic before submission") would assign the number earlier, visible during review, contradicting the scenario.

Option D ("Worker Number at the Enterprise level is set to Manual") is irrelevant, as "Worker Number" is not a standard term here; it’s Person Number.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, approval rules for transactions like Promote are configured in BPM Worklist with supported approval types.

Option A: "Parent Position" is not a standard approval type; "Position Hierarchy" is correct.

Option B: Correct. Supported types include:

Application Role (e.g., HR Specialist),

Approval Groups (static user lists),

Management Hierarchy (line managers),

Position Hierarchy (position-based),

Representative (e.g., delegate),

Self Auto Approve (initiator approves),

User (specific individual).

Option C: "Data Role" is a security concept, not an approval type.

Option D: "Enterprise Role" is not an approval type; "Parent Position" is incorrect.

The correct answer is B, per "Using Global Human Resources" on approval configuration.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, the ability to add an assignment depends on actionavailability, employment model, and worker status.

Option A: Correct. If the "Add Assignment" action (managed via Manage Actions) has an end date prior to the testing date (e.g., before March 19, 2025), it becomes unavailable in the UI, preventing selection.

Option B: Incorrect. A suspended assignment does not inherently block adding a second assignment; the system allows multiple assignments unless restricted by the employment model.

Option C: Correct. If the employment model is set to single-assignment (via Manage Enterprise HCM Information or Manage Legal Entity HCM Information), the system prohibits multiple assignments, hiding the "Add Assignment" action.

Option D: Incorrect. Contingent workers can have multiple assignments if the employment model allows it; this restriction is not universal.

The correct answers are A and C, per "Implementing Global Human Resources" on employment actions and models.

Full Detailed In-Depth Explanation:

Contextual Journeys in Oracle Global Human Resources Cloud provide relevant guidance or tasks based on the user’s current context within the application. Per the "Using Journeys" guide, these journeys are displayed in page or section headers, appearing dynamically when a user is on a relevant page (e.g., during a promotion process, a Contextual Journey might appear in the transaction header). This distinguishes them from Guided Journeys, which are accessed via the Journeys tile. Option A (only on Thursdays) is nonsensical and incorrect. Option B (Quick Action) relates to transaction initiation, not Contextual Journeys. Option D (Journeys tile) applies to Guided Journeys, not Contextual ones. Thus, Option C is correct.

Full Detailed in Depth Explanation:

In the Functional Setup Manager (FSM) under the Workforce Deployment functional area, Oracle HCM Cloud provides flexibility in configuration. The objects (e.g., Departments, Locations, Positions) listed on the page are not strictly required to be configured in the order they appear. While Oracle recommends a logical sequence (e.g., defining Departments before Positions), the system does not enforce this as a mandatory requirement. Implementers can adjust the order based on their implementation needs, as long as dependencies (e.g., a Position requiring a Department) are satisfied. The "Implementing Workforce Deployment" section of the Oracle documentation confirms this flexibility, stating that configuration order can vary depending on organizational requirements. Thus, the correct answer isA.

Full Detailed In-Depth 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.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, position hierarchies define reporting structures, and the Delegate Position attribute allows redirection of reporting lines when a parent position is vacant. The synchronization process ensures these changes reflect in person assignments.

Option A: This omits the condition that the parent position must be vacant, which is critical to trigger the delegate reassignment. It’s incomplete.

Option B: Using "Position Trees" is incorrect; Oracle uses the "HCM Position Hierarchy" for line manager synchronization, not generic position trees, which are not a standard synchronization mechanism in this context.

Option C: This is correct:

The parent position is vacant (trigger condition).

A Delegate Position attribute is specified (e.g., via the Manage Positions task) to redirect child position incumbents.

Line manager synchronization is based on the HCM Position Hierarchy (configured in Manage Enterprise HCM Information).

The "Synchronize Person Assignments from Position" ESS process updates assignments to reflect the delegate position.This aligns with Oracle’s position management functionality.

Option D: Like B, it incorrectly references "Position Trees" instead of the HCM Position Hierarchy, making it invalid.

The correct answer isC, as detailed in "Implementing Global Human Resources" under Position Management.