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Oracle 1z0-1046-24 Exam Syllabus Topics:

Topic
Details

Topic 1

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

Topic 2

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

Topic 3

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

Topic 4

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

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Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q156-Q161):

NEW QUESTION # 156
Which three options are true about Oracle Workforce Predictions? (Choose three.)

A. It predicts team voluntary termination and performance.
B. Contingent Worker and Nonworker work relationships are included.
C. It predicts team/individual involuntary termination and performance.
D. Performance predictions are available for both teams and individual assignments.
E. It predicts individual voluntary termination and performance.

Answer: A,D,E

Explanation:
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.

NEW QUESTION # 157
As part of a client's configuration requirements, they have indicated that they want to create divisions by Line of Business within HCM Cloud. After creating them, in which two ways can you associate workers with a specific division?

A. You configure and deploy an assignment descriptive flexfield that has a table value set that references the Division object. When you complete a worker's assignment, you select the appropriate division through that flexfield segment.
B. You have configured an Organization Tree, listing the hierarchy of your Legal Entities,Divisions, Business Units, and Departments. You associate a worker with a department that falls within a division to associate the worker with that division.
C. Division is a delivered field on the worker assignment, so when a worker is hired, the correct division would be selected by the user entering the information.
D. Division is a delivered field on a position. If you are using Positions, when you associate a worker with a position, they will be associated with the division tied to that position.

Answer: A,B

Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, divisions are part of the workforce structure and can be associated with workers indirectly through other structures like positions, departments, or flexfields.
* Option A: Incorrect. Division is not a delivered field on the position object; it's a separate workforce structure. While positions can link to departments or business units, they do not inherently carry a division field.
* Option B: Correct. By configuring an Organization Tree (via Manage Organization Trees), you can define a hierarchy where departments roll up to divisions. Associating a worker with a department in this hierarchy links them to the corresponding division indirectly.
* Option C: Incorrect. Division is not a standard delivered field on the worker assignment; it must be configured via flexfields or derived through hierarchy.
* Option D: Correct. You can extend the assignment record using a descriptive flexfield (DFF), defining a segment with a table value set linked to the Division object. During assignment creation, selecting a division in this segment associates the worker with it.
The correct answers areBandD, as supported by "Implementing Global Human Resources" under Workforce Structures and Flexfields.

NEW QUESTION # 158
When a parent position becomes vacant, you need the incumbents in the child positions to be assigned to a delegate position rather than the second-level parent position. To achieve this, what steps must be followed?

A. A value is specified for the Delegate Position attribute, the line manager synchronization needs to be based on the HCM Position Hierarchy, and the Synchronize Person Assignments from Position ESS process must be run.
B. The parent position is vacant, a value is specified for the Delegate Position attribute, the line manager synchronization needs to be based on the HCM Position Hierarchy, and the Synchronize Person Assignments from Position ESS process must be run.
C. A value is specified for the Delegate Position attribute, the line manager synchronization needs to be based on Position Trees, and the Synchronize Person Assignments from Position ESS process must be run.
D. The parent position is vacant, a value is specified for the Delegate Position attribute, the line manager synchronization needs to be based on Position Trees, and the Synchronize Person Assignments from Position ESS process must be run.

Answer: B

Explanation:
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.

NEW QUESTION # 159
Which three statements are true about HCM Cloud trees?

A. You can create multiple versions of each tree.
B. Oracle Fusion trees are graphical representations of hierarchical data, such as the structure of the organization.
C. You can create multiple trees for the geography tree type.
D. With the exception of geography trees, you can create multiple trees for each HCM tree type.

Answer: A,B,D

Explanation:
Full Detailed in Depth Explanation:
HCM Cloud trees are used to represent hierarchical data structures. The correct statements are:
* A: Multiple versions of a tree can be created to manage changes over time or test configurations, as supported by the tree versioning feature.
* C: Trees in Oracle Fusion HCM are indeed graphical representations of hierarchies (e.g., organization, department), aiding in visualization and management.
* D: For most HCM tree types (e.g., Department, Position), multiple trees can be created, except for geography trees, which are limited to one per country due to their predefined structure.

NEW QUESTION # 160
A multinational construction company, headquartered in London, has operations in five countries. It has its major operations in the UK and US and small offices in Saudi Arabia, UAE, and India. The company employs
3,000 people in the UK and US and 500 people in the remaining locations. The entire workforce in India falls under the Contingent Worker category. How many Legislative DataGroups (LDGs), divisions, legal employers, and Payroll Statutory Units (PSUs) need to be configured for this company?

A. Five LDGs, five divisions, five legal employers, and five PSUs.
B. Five LDGs (one for each country), four divisions (UK, US, India, and one for Saudi Arabia and UAE combined), five legal employers, and four PSUs (all except India).
C. Four LDGs (UK, US, India, and one for Saudi Arabia and UAE combined), five divisions (one for each country), four legal employers (all except India), and five PSUs.
D. Five LDGs (one for each country), four divisions (UK, US, India, and one for Saudi Arabia and UAE combined), two legal employers and PSUs (US and UK only, because the workforce is very small in the other countries).

Answer: B

Explanation:
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.

NEW QUESTION # 161
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Jack Ward Jack Ward

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