1z0-1046-24 Questions and Answers

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, the Person Number generation method is configured via "Manage Enterprise HCM Information." Options include Manual, Automatic before submission, or Automatic after final save. The behavior described—showing "Generated Automatically" with no number on the Review page—indicates the number is assigned post-submission.

Option A: "Automatic before submission" generates the person number immediately upon initiating the hire process, visible before review. This doesn’t match the scenario.

Option B: "Worker Number" is distinct from Person Number and irrelevant here. Manual setting would require user input, not "Generated Automatically."

Option C: Correct. "Automatic after final save" delays person number generation until the transaction is fully submitted and saved, explaining why it’s not visible on the Review page but marked as automatic.

Option D: Manual requires the user to enter a number, contradicting the "Generated Automatically" indication.

The correct answer isC, as detailed in "Implementing Global Human Resources" under Person Number setup.

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 Recordspages, 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.”

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.

Full Detailed In-Depth Explanation:

Alerts Composer in Oracle HCM Cloud allows creating and managing resource alerts, such as probation period end dates. The documentation specifies security requirements: to create or modify user-defined alerts, users need the "Human Capital Management Integration Specialist" role or a custom role with the "Manage User Defined Alerts" privilege (not a generic "predefined alerts" or "user-defined alerts" privilege). However, modifying predefined (seeded) alerts specifically requires the "Manage User Defined Alerts" privilege, as predefined alerts are treated as customizable templates. Access to REST API resources is optional and only relevant if integrating alerts externally, not for basic configuration in Alerts Composer.

Option A is incorrect because it misrepresents the privilege name and REST API necessity. Option B’s "predefined alerts privilege" doesn’t exist—privileges are more specific. Option D adds an unnecessary REST API requirement. Option E is false—privileges are mandatory. Option C correctly identifies the need for a user-defined alerts privilege (aligned with "Manage User Defined Alerts") to modify predefined alerts.

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:

The Global Search in Oracle HCM Cloud relies on the "Update Person Search Keyword" process, which maintains a keyword index for person records. This process updates the index with the latest effective-dated attributes (e.g., job) as of the process run date, not historical data tied to specific effective dates. In this case, the employee’s job changed from "Recruiter" (effective 01-Jan-2023) to "Consultant" (effective 01-Feb-2023). By 01-Mar-2023, when the HR specialist searches, the keyword index reflects the latest job ("Consultant") because the process overwrites prior values with the most recent effective-dated record. Thus, searching for "Recruiter" with an effective date of 31-Jan-2023 fails because the historical job isn’t preserved in the index—only "Consultant" is searchable.

Option A is incorrect because Job attributes are supported in searches. Options B and D (process failures) lack evidence and don’t explain the behavior. Option C is misleading—effective dates aren’t associated in the index; they’re overwritten. Option E is wrong because date-effective searches are supported, but the index limits results to current data. Option F correctly identifies that the latest job ("Consultant") replaced "Recruiter" in the keyword record.

This task requires creating a reference data set in Oracle Global Human Resources Cloud to associate departments, jobs, locations, and grades for a newly acquired company’s technology group. The reference data set must have aCodeofXTECHand aSet NameofX Tech. 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 reference data sets. The user must havepermissions to access theWorkforce StructuresorReference Data Setsfunctional area and theManage Reference Data Setstask. Roles likeApplication Implementation Consultantinclude the necessary privileges (e.g.,Manage Reference Data Setduty role).

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

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, position codes are unique identifiers for positions, and their automatic generation is configured at the enterprise level.

Option A: "Manage Legal Entity HCM Information" sets legal employer-specific options (e.g., worker numbers) but not position codes.

Option B: "Manage Position Synchronization" handles position-to-assignment synchronization, not code generation.

Option C: Correct. "Manage Enterprise HCM Information" allows enabling automatic position code generation across the enterprise, typically via the Position Code Generation setting.

Option D: There’s no "Manage Position Codes" task; this is a fictitious option.

Option E: "Manage Positions" is for creating/editing positions but doesn’t configure automatic code generation.

The correct answer isC, per "Implementing Global Human Resources" on enterprise setup.

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.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, Page Composer and Transaction Design Studio (TDS) are tools for customizing UI behavior. Page Composer modifies page layouts globally or by role, while TDS applies transaction-specific rules, often by role or context. When configurations conflict, precedence is determined by the system’s conflict resolution logic.

Option A: Incorrect. Page Composer does not universally override TDS; precedence depends on timing and context.

Option B: Correct. When conflicting changes exist (e.g., Page Composer making location required, TDS hiding it for managers), Oracle applies thelast changemade in either tool. The system uses a timestamp-based approach to resolve conflicts, ensuring the most recent configuration takes effect.

Option C: Incorrect. Conflicting configurations do not cause page errors; the system resolves them silently.

Option D: Incorrect. TDS does not universally override Page Composer; it depends on the order of changes.

The correct answer isB, per "Using Global Human Resources" on UI customization tools.

Full Detailed In-Depth Explanation:

The "Manage Enterprise HCM Information" task sets global defaults, while "Manage Legal Entity HCM Information" allows overrides for specific legal employers.

Option A: "Initial person number" is not a field; it’s likely meant as person number generation, but the term is incorrect.

Option B: Correct. You can override:

Work day information (e.g., standard hours),

Person number generation method (e.g., manual/automatic),

Employment model (e.g., single/multiple assignments),

Position synchronization configuration (e.g., enable/disable),

Worker number generation (e.g., employee/contingent worker numbering).

Option C: "User account generation" is managed via security setup, not legal employer settings.

Option D: Misses person number generation, an overrideable field.

The correct answer isB, per "Implementing Global Human Resources" on enterprise vs. legal entity settings.

Full Detailed in Depth Explanation:

Profile Options in Oracle HCM Cloud control system behavior and can be set at:

A: Site level, applying globally to all users and organizations.

D: User level, allowing personalization for individual users.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, educational establishments (schools, universities) are maintained as part of the talent profile to support qualification tracking.

Option A: "Manage Profile Content Items" defines specific content (e.g., skills), not educational institutions.

Option B: "Manage Content Subscribers" controls access to content, not the list itself.

Option C: "Manage Profile Types" defines profile structures, not specific data likeinstitutions.

Option D: Correct. "Manage Educational Establishments" under Define Talent Profile Content allows setup of a selectable list of schools, colleges, and universities for qualifications.

The correct answer isD, per "Implementing Global Human Resources" on workforce profiles.

Full Detailed in Depth Explanation:

During an HCM implementation, foundational configuration tasks include:

A: Manage Enterprise HCM Information sets global HR settings (e.g., employment model, work day information) critical for the enterprise.

B: Manage Legal Entity HCM Information configures legal entity-specific HR data, such as employment models or payroll statutory units.

C: Manage Person establishes person records and configurations, a core component of HR management.

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:

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:

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.

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.”

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, an employee’s work schedule is determined by a precedence order, as outlined in the "Managing Workforce Schedules" guide. The system searches:

Published schedules(specific schedules assigned to the worker, highest priority).

Employment work week(defined in the employment record).

Primary work schedule(a general schedule linked to the worker or job).

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.

Full Detailed In-Depth 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.

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.”

Full Detailed in Depth Explanation:

In Oracle HCM Cloud, line managers can initiate promotions for subordinates via specific navigation paths, but not all options listed are valid methods.

Option A ("The line manager can select My Portrait and click Promote under the Actions menu"): Incorrect (thus an answer). "My Portrait" refers to the manager’s own profile, not the subordinate’s, so this cannot be used to promote John.

Option B ("The line manager can enter Promote John in the Person Gallery Keyword Search, which launches the promotion process automatically"): Incorrect (thus an answer). The Person Gallery Keyword Search allows searching for people or actions, but typing "Promote John" does not automatically launch the promotion process; it requires further navigation.

Option C ("The line manager can promote John from Organization Chart Actions under Personal and Employment"): Correct (not an answer). The Organization Chart provides actions like Promote for subordinates, a valid method.

Option D ("The line manager can access John's portrait and click Promote under the Actions menu"): Correct (not an answer). Accessing John’s portrait in the Person Gallery and selecting Promote from the Actions menu is a standard method.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, a worker’s availability is determined by combining multiple data points that define their working and non-working time. When a work schedule is not assigned, the system relies on alternative sources to calculate availability, as seen in the "Check Availability" feature (e.g., in the Directory or My Team).

Option A: Contract Data defines employment terms (e.g., full-time/part-time status) but does not directly specify daily or hourly availability without a linked schedule or hours. It’s not a primary factor here.

Option B: Absences (e.g., vacation, sick leave) reduce a worker’s availability by indicating time they are not available to work. This is a key component, making it correct.

Option C: Calendar Events (e.g., public holidays, company-wide closures) from the worker’s assigned work day calendar affect availability by marking non-working days. This is included, making it correct.

Option D: Standard Working Hours, defined at the enterprise or legal employer level (via Manage Enterprise HCM Information or Manage Legal Entity HCM Information), provide a default working pattern (e.g., 9 AM–5 PM) when no specific work schedule is assigned. This is a fallback mechanism and is correct.

Option E: Time Sheet data tracks actual hours worked but is not used proactively to determine future availability; it’s more for payroll or historical analysis.

Thus, the three items used areB (Absences),C (Calendar Events), andD (Standard Working Hours), as outlined in "Using Global Human Resources" under Availability Management.

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).

Full Detailed In-Depth 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.

Full Detailed in Depth Explanation:

Reference Data Sets (RDS) in Oracle HCM Cloud control the sharing and restriction of reference data across business units. The four objects keyed by RDS include:

Jobs (A): Shared or restricted by business unit for employment consistency.

Grades (D): Linked to compensation and restricted by RDS.

Location (E): Physical work locations shared or restricted via RDS.

Departments (F): Organizational units managed via RDS for segregation.

Full Detailed In-Depth Explanation:

Per the "Managing Workforce Structures" guide:

Option A: True. Grades defined for a Job default to the Position when created.

Option B: False. Jobs are Set-enabled, but Positions are tied to business units, not shared by Sets.

Option C: True. Jobs are shared across Sets; Positions are specific to Business Units.

Full Detailed in Depth Explanation:

For temporary assignments across legal employers (e.g., U.S. to U.K. Subsidiary), Oracle HCM Cloud provides the Global Temporary Assignment feature.

Option D ("Initiate the End Global Temporary Assignment action and specify a return date. The global temporary assignment is terminated and the assignments in the source legal employer are reinstated automatically on the return date") is correct. When a manager returns from a temporary assignment, the HR representative uses the "End Global Temporary Assignment" action, specifying the return date. This automatically terminates the temporary assignment and reinstates the original assignments in the source legal employer (U.K. Subsidiary), as per the "Using Global Human Resources" guide.

Option A (Descriptive Flexfield) is a custom workaround, not a standard process.

Option B is incorrect; entering a date alone doesn’t trigger reinstatement.

Option C (new assignment) bypasses the temporary assignment framework.

Full Detailed in Depth Explanation:

The Workforce Life Cycle in Oracle HCM Cloud covers hiring, managing, and terminating workers, with roles like HR specialists and line managers having specific capabilities based on security.

Option B ("HR specialists can create and manage work relationships, employment terms, and assignments for the workers to whom they have security access"): True. HR specialists’ abilities are governed by data security profiles, limiting them to authorized workers, per the "Implementing Global Human Resources" guide.

Option D ("Line Managers can transfer their direct and indirect reports only"): True. Line managers can initiate transfers for their reporting structure (direct and indirect reports), constrained by their security access, as noted in the "Using Global Human Resources" guide.

Option E ("The Add Person tasks include creating a new person's first work relationship with the enterprise"): True. The "Add Person" task (e.g., Hire an Employee) establishes the initial work relationship, per standard functionality.

Option A ("Line managers can create and manage work relationships, employment terms, and assignments for all workers"): False. Line managers are limited to their reports, not all workers.

Option C ("HR specialists and line managers can create and manage work relationships, employment terms, and assignments for all the workers"): False. Both roles are restricted by security, not granted universal access.

In Oracle Global Human Resources Cloud, an employee’s work time availability is determined by applying a work schedule to their assignment. The application follows a specific hierarchy to select the appropriate schedule when multiple sources are available. The question asks for the order in which the system searches for an employee’s schedule.

Hierarchy Explanation: Oracle HCM Cloud uses a predefined order to determine which schedule applies to an employee’s assignment:

Published schedules: These are specific schedules assigned to an employee, often created and published via Oracle Time and Labor or Workforce Management. They take precedence because they are explicitly assigned and tailored to the employee.

Employment work week: Defined at the assignment level, this specifies the employee’s typical work week (e.g., Monday–Friday, 40 hours). It is used if no published schedule exists.

Primary work schedule: Configured at the enterprise or legal entity level, this is a default schedule applied to employees if no assignment-specific work week is defined.

Standard working hours: Set at the enterprise level (viaEnterprise HCM Information), these are the broadest default, used when no other schedules are defined (e.g., 9 AM–5 PM daily).

Option A: Standard working hours, Primary work schedule, Employment work week, then Published schedulesThis option is incorrect because it reverses the hierarchy. Standard working hours are the last resort, not the first, and published schedules have the highest priority, not the lowest. Oracle documentation clearly prioritizes specific assignments over defaults.

Option B: Employment work week, Published schedules, Primary work schedule, then Standard working hoursThis option is incorrect because it placesEmployment work weekbeforePublished schedules. Published schedules are checked first due to their specificity, followed by the employment work week if no published schedule exists.

Option C: Published schedules, Employment work week, Primary work schedule, then Standard working hoursThis is the correct answer. Oracle HCM Cloud follows this exact order to determine an employee’s schedule:

Published schedulesare checked first, as they are explicitly assigned (e.g., via a manager’s action in Time and Labor).

If none exist, theEmployment work weekfrom the assignment is used.

If no work week is defined, thePrimary work schedule(set at a higher level, like legal entity) applies.

Finally,Standard working hoursare used as the fallback if no other schedules are found.This hierarchy ensures the most specific and relevant schedule is applied, aligning with Oracle’s design for flexibility and compliance.

Why this order?The order reflects Oracle’s logic of prioritizing employee-specific configurations (published schedules) over assignment-level settings (employment work week), then falling back to broader defaults (primary work schedule and standard working hours). This ensures accurate availability tracking for payroll, time management, and compliance.

References

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

Section: Work Schedules: “The application selects schedules in this order: published schedules, employment work week, primary work schedule, standard working hours.”

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

Section: Configuring Work Schedules: “Describes the hierarchy for applying schedules to assignments.”

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

Section: Time and Labor Enhancements: “Clarifications on schedule hierarchy for employee availability.”

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, Line Managers have elevated access in the Directory to search restricted worker information about their team, as per the "Using Global Human Resources" guide. This includes Work Location, Department, and Languages, which are not fully accessible to other workers (who see only public info) or HR administrators (unless role-configured). Option A includes "school education," which is private unless explicitly shared. Option B adds "areas of expertise/interest," visible to all via Spotlight. Option C includes competencies and certifications, which are restricted but not uniquely searchable by managers over HR admins. Option D is precise and correct.

Full Detailed In-Depth 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.

To create a legal address for a legal entity in Oracle Global Human Resources Cloud, you need to use theManage Legal Addressestask within the Setup and Maintenance work area. The task involves entering the provided address details (900 Main St, Dearborn Heights, Wayne, Michigan 48127) and ensuring the address is validated and associated with the legal entity. Below is a step-by-step solution, including detailed explanations and references to Oracle documentation, to accomplish this task.

Step-by-Step Solution

Step 1: Log in to Oracle Fusion Applications

Action: Log in to Oracle Fusion Applications with a user account that has the necessary privileges, such as theHCM Application AdministratororSetup Userrole. These roles typically include permissions to access the Setup and Maintenance work area.

Explanation: The Setup and Maintenance work area is where configuration tasks, including managing legal addresses, are performed. Proper access ensures you can navigate to the required tasks without restrictions.

Full Detailed In-Depth Explanation:

Oracle Global Human Resources Cloud’s checklist functionality allows tasks to be automatically allocated to workers based on specific triggers or actions. The requirement here is to allocate tasksbefore the hire date, which points to the use of the "Pending Worker" functionality, as employees are not fully active until their hire date.

Option A: A Pending Worker is a person added to the system before their official hire date (e.g., during recruitment or pre-boarding). Checklists can be tied to the "Add a Pending Worker" action, ensuring tasks are allocated automatically when the worker is entered as a pending worker. This meets the requirement of pre-hire allocation and is the correct approach per Oracle’s checklist setup process.

Option B: Managers can manually allocate checklists from the Onboarding work area, but this is not automatic and does not guarantee allocation before the hire date, as it depends on manager intervention post-hire.

Option C: Areas of responsibility (AOR) can trigger checklists, but this is typically for existing employees when assigned specific responsibilities, not for pre-hire scenarios.

Option D: Life events (e.g., marriage, birth) can trigger checklists, but they are unrelated to the hiring process or pre-hire allocation.

Option E: Eligibility profiles can automate checklist allocation based on criteria (e.g., job, location), but they apply to active employees, not pending workers before their hire date.

The correct answer isA, as it leverages the Pending Worker action to meet the pre-hire requirement, as detailed in "Implementing Global Human Resources" under Checklist Configuration.

Full Detailed in Depth Explanation:

In Oracle HCM Cloud, competencies on a worker’s profile can be rated by multiple sources (e.g., manager, peer), and tracking the source requires a unique identifier.

Option E ("Instance qualifier") is correct. The instance qualifier uniquely identifies each rating instance for a competency, linking it to the rater and context (e.g., performance review). This is part of the competency framework in the "Implementing Talent Management Base" guide, ensuring auditability of who provided what rating.

Option A ("Content library") stores competency definitions, not rating instances.

Option B ("Educational establishment") is unrelated to ratings.

Option C ("Rating model") defines the scale, not the instance.

Option D ("Content subscriber") relates to content sharing, not ratings.

Full Detailed In-Depth Explanation:

Reference data partitioning in Oracle Global Human Resources Cloud uses Set-enabled objects, as per the "Implementing Global Human Resources" guide. These include Department, Location, Jobs, and Grades, which can be assigned to Sets for data sharing across business units (Option D). Option A includes non-set-enabled objects like legal entity. Option B includes "salary plan" and "rates," which aren’t standard set-enabled objects. Option C includes enterprise and business unit, which define structure, not reference data partitioning. Thus, Option D is correct.

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:

In Oracle HCM Cloud, Transaction Design Studio (TDS) configurations (e.g., rules for transactions like Promote or Hire) are migrated between environments using theConfiguration Set Migration tool, accessible via the Configuration > Migration work area. This tool allows you to export TDS rules as a configuration set from the test environment and import them into production, preserving customizations like field visibility or validation rules. The process involves selecting the TDS configurations, exporting them as a .zip file, and importing them into the target instance, ensuring consistency across environments.

Option A (Functional Setup Manager’s Configuration Package) is used for broader setup data (e.g., enterprise structures), not TDS-specific rules. Option C misplaces the Configuration Package under the Migration work area, which is incorrect. Option D is false—TDS changes aremigratable. Option B correctly identifies the Configuration Set Migration tool as the method, per Oracle’s migration guidelines.

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:

Worker number generation (distinct from person number) is configured at the enterprise level via "Manage Enterprise HCM Information" and can be overridden at the legal employer level via "Manage Legal Entity HCM Information."

Option A: Incorrect. The employment model (one-tier, two-tier) does not dictate worker number generation override capabilities.

Option B: Correct. Manual worker number generation can be selected at the legal employer level at any time, overriding the enterprise setting, as the system allows flexibility in numbering methods.

Option C: Correct. There are no strict conditions (e.g., no work relationships) preventing a change to automatic generation at the legal employer level; it’s a configuration option available anytime.

Option D: Incorrect. Three-tier models are not a requirement for overriding worker number generation.

Option E: Incorrect. Existing work relationships do not block changes to the generation method; the system adjusts new records accordingly.

The correct answers are B and C, per "Implementing Global Human Resources" on worker number setup.

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:

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:

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.