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Oracle 1z0-1046-24 Exam Syllabus Topics:

Topic
Details

Topic 1

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 2

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.

Topic 3

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 4

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.

Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q48-Q53):

NEW QUESTION # 48
While promoting an employee in the system, it is required that the HR specialist be able to see the name of the next three jobs the employee can progress to in the list of values against the Job field. Which setup meets this requirement?

A. Create an appropriate job set.
B. Benchmark all the jobs in the system.
C. Progression Job Information must be defined during job creation.
D. Descriptive flexfields must be defined to hold Progression Job Information.
E. Job Evaluation criteria must be set up during job creation.

Answer: C

Explanation:
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, job progression information can be configured to assist HR specialists during processes like promotions by displaying potential next jobs in the Job field's list of values (LOV). The requirement here is to show the next three jobs an employee can progress to, which relates to the job setup.
Option E ("Progression Job Information must be defined during job creation") is correct. Oracle allows you to define job progression details when creating or editing a job in the system. This is done via the "Progression Job Information" section in the job definition, where you can specify a job family or progression path, including the next jobs in the sequence. When an HR specialist promotes an employee and searches the Job field, the system can display these related jobs in the LOV based on this setup. The "Implementing Global Human Resources" guide explains how job progression paths can be configured to support career planning and promotion processes.
* Option A ("Descriptive flexfields must be defined to hold Progression Job Information") is incorrect because descriptive flexfields (DFFs) are used for custom attributes, not for defining job progression paths natively in the Job field LOV.
* Option B ("Create an appropriate job set") is incorrect. Job sets are used to group jobs for reporting or processing, not to define progression paths visible in the Job field.
* Option C ("Benchmark all the jobs in the system") relates to compensation benchmarking and does not influence job progression visibility in the LOV.
* Option D ("Job Evaluation criteria must be set up during job creation") is about evaluating job worth (e.
g., for compensation), not progression paths.

NEW QUESTION # 49
Identify three correct statements about Workforce Life Cycle. (Choose three.)

A. HR specialists can create and manage work relationships, employment terms, and assignmentsfor the workers to whom they have security access.
B. Line Managers can transfer their direct and indirect reports only.
C. Line managers can create and manage work relationships, employment terms, and assignments for all workers.
D. HR specialists and line managers can create and manage work relationships, employment terms, and assignments for all the workers.
E. The Add Person tasks include creating a new person's first work relationship with the enterprise.

Answer: A,B,E

Explanation:
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.

NEW QUESTION # 50
You have a business requirement to default the Business Title of a worker when a user updates a worker's assignment by using one of the worker employment responsive flows. How can you enable this feature and which options are available for defaulting?

A. Enable the Default Business Title field on the Legal Entity HCM Information task, and select Retain User Changes, Automatically Update Based on Position Change, or Allow Override if Position Data is Overridden.
B. 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.
C. Enable the Default Business Title field on the Enterprise HCM Information task, and select Retain User Changes, Automatically Update Based on Job Change, or Automatically Update Based on Position Change.
D. Enable the ORA_PER_EMPL_DEFAULT_BUSINESS_TITLE_FROM profile option, and select Retain User Changes, Automatically Update Based on Job Change, Automatically Update Based on Position Change, or Allow Override if Position Data is Overridden.

Answer: B

Explanation:
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.

NEW QUESTION # 51
Which Approval Types are supported while configuring the Managing Approval Rules: Promote transaction?

A. Application Role, Approval Groups, Management Hierarchy, Position Hierarchy, Representative, Self Auto Approve, User
B. Data Role, Application Role, Approval Groups, Management Hierarchy, Position Hierarchy, Self Auto Approve, User
C. Application Role, Approval Groups, Management Hierarchy, Parent Position, Representative,User, Self Auto Approve
D. Enterprise Role, Application Role, Approval Groups, Parent Position, Representative, User, Self Auto Approve

Answer: A

Explanation:
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.

NEW QUESTION # 52
Your customer wants to know how many employees are leaving the organization on their own. What is the correct sequence of steps that you need to perform to meet this requirement?

A. Create a new action, create a new reason and use it during termination
B. Create a new action type, create a new action, create a new action reason and use it during termination
C. Create a new action reason and associate it with the available action type, use it during termination
D. Create a new action type, create a new action reason and use it during termination
E. Create a new action reason, associate the action reason with a new or existing action, use that action and action reason during termination

Answer: E

Explanation:
Full Detailed In-Depth Explanation:
To track voluntary terminations in Oracle Global Human Resources Cloud, the "Managing Workforce Records" guide advises:
* Create a new action reason: Define a specific reason (e.g., "Voluntary Resignation").
* Associate it with a new or existing action: Link it to an existing Action (e.g., "Termination") or create a new one (e.g., "Voluntary Termination").

NEW QUESTION # 53
......

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Don Stone Don Stone

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