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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	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	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	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.

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

NEW QUESTION # 156
A worker in an organization will be holding a new position because the worker holding the position has gone on maternity leave. When the second worker returns from maternity leave, the former will be moved back to his or her old position. His or her payroll and legal reporting will be the same even after the position changes.
Which transfer method should be used for the first movement of the said worker?

A. Temporary Assignment
B. Transfer
C. Global Temporary Assignment
D. Global Transfer

Answer: A

Explanation:
Full Detailed In-Depth Explanation:
Oracle Global Human Resources Cloud provides various transfer actions to manage worker movements. The scenario involves a temporary position change with a return to the original position, and payroll/legal reporting remaining unchanged.
* Option A: A Transfer is a permanent move to a new assignment or position, not suitable for a temporary scenario with a planned return.
* Option B: Correct. A Temporary Assignment allows a worker to take on a new position or assignment for a fixed period, with the system retaining the original assignment for automatic reversion. Payroll and legal reporting can remain tied to the primary assignment, fitting the requirement.
* Option C: Global Transfer is for permanent moves across legal employers or countries, not applicable here.
* Option D: Global Temporary Assignment is for temporary international moves, not relevant for a same- entity, same-reporting scenario.
The correct answer isB, as per "Using Global Human Resources" on temporary assignments.

NEW QUESTION # 157
A candidate applied for an employment opportunity with a legal employer in the past. The candidate reapplies after some time for an opportunity with a different legal employer in the same enterprise. While applying the second time, the candidate provides a new national identification value. Which option does the application use to check if a matching record already exists in the system?

A. The application cannot identify the matching record, and there will be two person records available for further processing.
B. Because the national identifier has changed, the system cannot identify the matching record.
C. The application identifies a match if the first name, the first character of the last name, and date of birth are the same; or if the last name, the first character of the first name, and date of birth are the same.
D. The application searches for the availability of date of birth and middle name to identify the matching record.

Answer: C

Explanation:
Full Detailed In-Depth Explanation:
Oracle Global Human Resources Cloud uses a matching algorithm to identify duplicate person records during hiring or reapplication, even across legal employers within the same enterprise. This is critical to avoid duplicate records when national identifiers change.
Option A: Date of birth and middle name alone are not the standard criteria; the algorithm uses a broader combination for accuracy.
Option B: Incorrect. The system attempts to match records before creating duplicates, using predefined rules.
Option C: Incorrect. A changed national identifier does not prevent matching; the system relies on other attributes, not solely the identifier.
Option D: Correct. Oracle's person matching rules (configurable via "Manage Person Duplicate Identification") use combinations like:
First name, first character of last name, and date of birth; or
Last name, first character of first name, and date of birth.These rules identify matches despite a new national identifier, ensuring the candidate is linked to their prior record if other key attributes align.
The correct answer isD, as detailed in "Implementing Global Human Resources" on person record matching.

NEW QUESTION # 158
An employee starts employment with her company in France next month. She was employed by the enterprise in the United States for several years but resigned two years ago. Which statement is correct about the person number for the employee?

A. The employee has a person record with the enterprise, so she will continue with the same person number.
B. The employee continues with her old person number if a global sequence is used for person number.
C. The employee's new person number will be her previous number suffixed by -1.
D. The employee gets a new person number for her employment in France if the legal employer sequence is used for person number.

Answer: D

Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the person number is a unique identifier assigned to an individual within the system. The generation of person numbers can be configured at the enterprise or legal employer level using the "Manage Enterprise HCM Information" or "Manage Legal Entity HCM Information" tasks in the Setup and Maintenance work area. Two common methods for generating person numbers are "Global Sequence" (a single sequence across the enterprise) and "Legal Employer Sequence" (a separate sequence for each legal employer).
* Option A: If a global sequence is used, the person number is unique across the enterprise, and typically, a rehired employee might retain their old number if their person record remains active and linked.
However, since this employee resigned two years ago, her work relationship with the U.S. legal employer ended. When rehired in France under a different legal employer, Oracle HCM does not automatically reuse the old person number unless explicitly configured to recognize prior records across legal employers, which is not the default behavior for rehires in different jurisdictions.
* Option B: When the legal employer sequence is used, each legal employer maintains its own sequence for person numbers. Since the employee is starting employment with a new legal employer in France, she will receive a new person number specific to that legal employer's sequence, regardless of her previous employment in the U.S. This is the correct behavior as per Oracle's employment model, where person numbers can differ across legal employers unless a global sequence is enforced and prior records are explicitly linked.
* Option C: While the employee has a prior person record with the enterprise, resignation typically ends the active work relationship. When rehired under a different legal employer, a new person number is generated unless the system is configured to reuse the old number (e.g., via global sequence and specific rehire rules). The default behavior does not assume continuity of the same person number across legal employers after a resignation.
* Option D: Oracle HCM does not automatically suffix a previous person number with "-1" or any similar pattern for rehires. Person number generation follows the configured sequence method, not a manual or derived modification of prior numbers.
Thus, the correct answer isB, as the legal employer sequence method generates a new person number for the employee in France. This aligns with the documentation in "Implementing Global Human Resources" (e.g., section on Person Number Generation in the Manage Legal Entity HCM Information task).

NEW QUESTION # 159
In which two ways can you add rates to a grade?

A. First add the rates for each step, and then add the grade to a grade ladder.
B. Add rates when creating grades by using the Manage Grades task.
C. Use the default grade rates that are available after creating grades.
D. Add the rates separately by using the Manage Grade Rates task.

Answer: B,D

Explanation:
In Oracle Global Human Resources Cloud, grades define levels within a job or position structure, and grade rates specify the pay ranges or values associated with those grades. The question asks for two ways to add rates to a grade. Oracle provides multiple methods to configure grade rates, either during grade creation or as a separate task, to support flexibility in compensation management.
* Option A: First add the rates for each step, and then add the grade to a grade ladder.This option is incorrect because Oracle does not require rates to be added for each step before associating a grade with a grade ladder. In Oracle HCM Cloud, grades can exist independently or within a grade ladder, and rates are associated with grades, not steps, unless using a grade ladder with steps (a specific configuration). Even in such cases, rates are defined at the grade level or step level within the ladder, and the process does not mandate adding rates first. Grade ladders with steps involve defining step rates after the grade is included in the ladder, not before. Oracle documentation does not support this sequence as a standard method for adding rates to a grade, making this option invalid.
* Option B: Add the rates separately by using the Manage Grade Rates task.This is a correct answer.
TheManage Grade Ratestask in the Setup and Maintenance work area allows users to define grade rates independently of grade creation. This task enables the creation of rate values (e.g., minimum, midpoint, maximum salaries, or hourly rates) and associates them with existing grades. For example, after creating a grade called "Grade 1," you can useManage Grade Ratesto add a salary range (e.g.,
$50,000-$70,000) for that grade. This method is useful when rates need to be updated or added post- grade creation, offering flexibility for compensation adjustments. Oracle documentation confirms this as a standard approach for managing grade rates.
* Option C: Use the default grade rates that are available after creating grades.This option is incorrect because Oracle HCM Cloud does not automatically providedefault grade ratesupon grade creation. When a grade is created via theManage Gradestask, no default rates are assigned unless explicitly configured by the user. While sample data or predefined setups in some environments might include rates, Oracle's standard functionality requires users to define rates manually, either during grade creation or separately viaManage Grade Rates. The absence of automatic default rates in the documentation rules out this option.
* Option D: Add rates when creating grades by using the Manage Grades task.This is a correct answer. TheManage Gradestask allows users to create grades and define associated grade rates within the same process. When creating or editing a grade in theManage Gradestask, you can navigate to the Ratestab (or equivalent section) to specify rate values, such as minimum, midpoint, and maximum salaries or hourly rates. For instance, while creating "Grade 2," you can add a rate range of
$60,000-$80,000directly. This method streamlines grade setup by combining grade and rate definition, and Oracle documentation supports this as a primary way to add rates.
* Why these two methods?BothManage Grade Rates(Option B) andManage Grades(Option D) are explicit methods supported by Oracle HCM Cloud for adding rates to grades.Manage Gradesallows rates to be defined during grade creation or editing, ideal for initial setup, whileManage Grade Rates provides a standalone task for adding or updating rates later, offering flexibility for ongoing maintenance. These methods align with the customer's need to associate pay ranges or values with grades, ensuring compliance with compensation structures.
References
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID:
docs.oracle.com, Published: 2023-12-12
* Section: Manage Grades: "You can create grades and add grade rates, such as minimum, midpoint, and maximum values, during grade creation in the Rates tab."
* Section: Manage Grade Rates: "Use this task to create and manage grade rates independently, associating them with existing grades."
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.
oracle.com, Published: 2024-07-02
* Section: Grade Rates: "Grade rates contain the pay values for grades, for example, minimum and maximum amounts for salary. You can define rates when you create grades or separately using the Manage Grade Rates task."
* Oracle Fusion Cloud Human Resources 24C What's New, Document ID: docs.oracle.com, Published: 2024-08-27
* Section: Compensation Enhancements: "Improved usability for managing grade rates in Redwood interfaces."

NEW QUESTION # 160
You are working with a client who has many users responsible for creating and maintaining Checklists. This customer wants to control who can access which Checklist Categories. How can you achieve this?

A. 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. For example, you can restrict a line manager to create journeys only of the Compensation category.
B. You can provide a role access to either of "Specific categories" or "All categories" options.
C. This is not currently an option in the application.

Answer: A,B

Explanation:
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.

NEW QUESTION # 161
......

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VALID EXAM ORACLE 1Z0-1046-24 PREPARATION - 1Z0-1046-24 BEST PREPARATION MATERIALS

Valid Exam Oracle 1z0-1046-24 Preparation - 1z0-1046-24 Best Preparation Materials