[UPDATED 2026] Free Oracle 1z0-1046-24 Exam Questions Self-Assess Preparation
1z0-1046-24 Free Sample Questions to Practice One Year Update
Oracle 1z0-1046-24 Exam Syllabus Topics:
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NEW QUESTION # 37
Your customer wants to reorder the cards on the Person Gallery page in reverse alphabetical order. What should you do to reorder the cards?
- A. Change the default card to "User Account Details" in Portrait Settings.
- B. Drag and slide the portrait cards across the pane in any order. Use Personalization to edit and reorder the portrait cards.
- C. Change the order of the cards by using Portrait Settings.
- D. Enable "Allow User Control" in Portrait Settings for all the portrait cards.
- E. Enable "Allow Reorder" in Portrait Settings for all the portrait cards.
Answer: B
Explanation:
Full Detailed in Depth Explanation:
In Oracle Global Human Resources Cloud, the Person Gallery page displays various cards (e.g., Employment, Personal Information, etc.) that provide quick access to worker details. To reorder these cards, including arranging them in reverse alphabetical order, the system does not provide a direct configuration option within Portrait Settings to automatically sort cards alphabetically or reverse alphabetically. Instead, reordering is achieved through personalization, which allows administrators or users with appropriate permissions to manually adjust the layout of the Person Gallery page.
Option D ("Drag and slide the portrait cards across the pane in any order. Use Personalization to edit and reorder the portrait cards") is correct because Oracle HCM Cloud supports personalization of the user interface via tools like Page Composer. In Page Composer, an administrator can access the Person Gallery page, enter personalization mode, and drag and drop the cards into the desired order, such as reverse alphabetical. This change can then be saved and applied globally or for specific roles, depending on the personalization scope. The Oracle documentation, specifically "Oracle Applications Cloud: Configuring and Extending Applications," details how Page Composer enables such UI modifications.
* Option A ("Enable 'Allow Reorder' in Portrait Settings") is incorrect because there is no "Allow Reorder" setting in Portrait Settings that directly controls card ordering on the Person Gallery. Portrait Settings typically manage visibility and default card selection, not manual reordering.
* Option B ("Change the order of the cards by using Portrait Settings") is misleading. While Portrait Settings allow some configuration (e.g., setting the default card), they do not provide a mechanism to reorder all cards manually or systematically in reverse alphabetical order.
* Option C ("Change the default card to 'User Account Details' in Portrait Settings") only affects which card appears first by default and does not address reordering the full set of cards.
* Option E ("Enable 'Allow User Control' in Portrait Settings") relates to giving users control over certain card settings, but it does not enable reordering of cards on the gallery page.
NEW QUESTION # 38
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 reason, associate the action reason with a new or existing action, use that action and action reason 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, create a new action reason and use it during termination
- E. Create a new action type, create a new action reason and use it during termination
Answer: B
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 # 39
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. Benchmark all the jobs in the system.
- B. Create an appropriate job set.
- C. Job Evaluation criteria must be set up during job creation.
- D. Progression Job Information must be defined during job creation.
- E. Descriptive flexfields must be defined to hold Progression Job Information.
Answer: D
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 # 40
You are setting up Core HR for a customer. During the work structure setup, you need to capture information such as work timings, standard working hours, organization manager and cost center.
Which type of organization allows you to maintain all these fields?
- A. Department
- B. Business Unit
- C. Legal Entity
Answer: A
Explanation:
In Oracle Global Human Resources Cloud, work structures include organizations like Legal Entities, Business Units, and Departments, each serving distinct purposes. The question asks which organization type allows capturing work timings, standard working hours, organization manager, and cost center during Core HR setup.
* Option A: Legal EntityThis option is incorrect. ALegal Entityrepresents a legal employer or registered organization for compliance and reporting (e.g., tax, payroll). While it captures attributes like name, address, and jurisdiction, it does not maintain fields forwork timings,standard working hours, organization manager, orcost centerdirectly. Legal Entities are higher-level structures focused on regulatory requirements, not operational details like schedules or managers, making this option unsuitable.
* Option B: Business UnitThis option is incorrect. ABusiness Unitorganizes business functions for transaction processing (e.g., payroll, requisition approvals) and defines scope for data access. Itcaptures attributes like default working hours for payroll purposes, but it does not directly maintainwork timings
,organization manager, orcost centeras part of its setup. Business Units are broader constructs and lack the granularity to manage department-specific operational details, ruling out this option.
* Option C: DepartmentThis is the correct answer. ADepartmentin Oracle HCM Cloud is an organization type used to represent operational units (e.g., Sales, IT). During setup via theManage Organizationtask, Departments allow capturing:
* Work timings: Configured via work schedules or shift details associated with the department.
* Standard working hours: Defined to specify default hours for employees in the department (e.
g., 40 hours/week).
* Organization manager: Assigned to designate the department's manager or supervisor.
* Cost center: Linked to track financial accountability for department activities. Oracle documentation confirms that Departments support these fields to manage workforce operations, making them the ideal organization type for this requirement.
* Why this answer?Departments are designed to handle operational and workforce-related details, unlike Legal Entities (compliance-focused) or Business Units (transaction-focused). The ability to configure work timings, standard hours, managers, and cost centers aligns with the Department's role in Core HR setup, makingCthe correct choice.
References
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID:
docs.oracle.com, Published: 2023-12-12
* Section: Manage Organizations: "Departments can include details like work schedules, standard hours, managers, and cost centers."
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.
oracle.com, Published: 2024-07-02
* Section: Department Setup: "Configure operational attributes such as work timings, hours, and cost centers for departments."
* Oracle Fusion Cloud Human Resources 24C What's New, Document ID: docs.oracle.com, Published: 2024-08-27
* Section: Workforce Structures: "Enhanced department configurations for operational management."
NEW QUESTION # 41
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. Because the national identifier has changed, the system cannot identify the matching record.
- B. The application searches for the availability of date of birth and middle name to identify the matching record.
- C. The application cannot identify the matching record and there will be two person records available for further processing.
- D. 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.
Answer: D
Explanation:
Full Detailed in Depth Explanation:
Oracle HCM Cloud uses a matching algorithm to identify duplicate person records during processes like hiring or candidate application, even across different legal employers within the same enterprise. This is critical to avoid creating duplicate records when a person reapplies with a changed national identifier.
Option B ("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") is correct. The system employs a configurable person-matching rule that typically uses a combination of key attributes-first name, last name (or initial), and date of birth-to determine if a record already exists. This rule is designed to handle cases where the national identifier changes, as it does not rely solely on that field.
The "Implementing Global Human Resources" guide confirms this matching logic, noting that the system checks these attributes to prevent duplication.
* Option A ("Because the national identifier has changed, the system cannot identify the matching record") is incorrect because the matching process does not depend solely on the national identifier.
* Option C ("The application searches for the availability of date of birth and middle name to identify the matching record") is incorrect because middle name is not a standard required attribute in the default matching rule.
* Option D ("The application cannot identify the matching record and there will be two person records available for further processing") is incorrect because the system is designed to detect matches and avoid duplicate records when possible.
NEW QUESTION # 42
A human resource specialist is promoting an employee. While promoting an employee, the human resource specialist is required to enter the promotion date, promotion action, and promotion reason. However, the promotion reason list of values does not list an appropriate reason. Which two options can help the human resource specialist understand the Action framework available in the application?
- A. Actions are seeded and cannot be defined by a user.
- B. Action Types are seeded and cannot be defined by a user.
- C. Action Reasons are seeded and cannot be defined by a user.
- D. Action Reasons are seeded and can be defined by a user.
Answer: B,D
Explanation:
Full Detailed In-Depth Explanation:
The Action framework in Oracle HCM Cloud consists of Action Types, Actions, and Action Reasons:
* B: True-Action Types(e.g., Promotion, Termination) are seeded by Oracle and cannot be user-defined, providing a fixed categorization structure.
* D: True-Action Reasons(e.g., "Career Advancement") include seeded values but can be user-defined via Manage Action Reasons, allowing customization to meet specific needs like the missing promotion reason.
* A: False-Actions (e.g., "Internal Promotion") can be user-defined and linked to seeded action types.
* C: False-Action Reasons are customizable, not fully seeded.
Options B and D clarify the framework's flexibility and constraints, helping the specialist address the issue per Oracle's documentation.
NEW QUESTION # 43
Which new feature has been added to the Redwood Grade Rates page to enhance the search and filtering capabilities?
- A. Option to add custom columns to the grade rate table
- B. A function to compare grade rates across different locations
- C. Capability to search and filter grade rate values by name, code, and set
Answer: C
Explanation:
The Redwood Grade Rates page in Oracle Global Human Resources Cloud has been enhanced to improve usability, particularly in searching and filtering grade rate data. The question asks for the new feature added to enhance search and filtering capabilities. Oracle's 24C release noteshighlight specific improvements to the Redwood interface for grade rates, focusing on streamlined data retrieval.
Option A: Capability to search and filter grade rate values by name, code, and set This is the correct answer. According to Oracle's 24C release notes, the Redwood Grade Rates page now includes advanced search and filtering capabilities, allowing users to search and filter grade rates by attributes such as name, code, and set. This enhancement enables HR specialists to quickly locate specific grade rates, for example, filtering by a grade rate name like "Salary Grade 1" or a set code tied to a legislative data group.
The feature improves efficiency in managing compensation data, especially in organizations with extensive grade structures, and is explicitly documented as a new Redwood functionality.
Option B: Option to add custom columns to the grade rate table
This option is incorrect. Oracle documentation, including 24C and 25A release notes, does not mention the ability to add custom columns to the grade rate table as a new feature on the Redwood Grade Rates page.
While Oracle supports flexfields for customization in other areas, there is no evidence that this specific capability was introduced for grade rates. The focus of Redwood enhancements is on search, filtering, and UI improvements, not custom column additions.
Option C: A function to compare grade rates across different locations
This option is incorrect. There is no documented feature in the 24C or 25A releases that enables comparing grade rates across different locations on the Redwood Grade Rates page. While Oracle HCM Cloud supports location-based configurations (e.g., for payroll or local regulations), the Redwood Grade Rates page enhancements center on search and filter improvements, not comparative analysis across locations. This functionality would require custom reporting or analytics, not a standard page feature.
Why this feature?
The capability to search and filter by name, code, and set directly addresses the need for enhanced search and filtering, making it easier to manage grade rates in a user-friendly Redwood interface. This aligns with Oracle' s focus on improving data accessibility and usability in the 24C release.
References
Oracle Fusion Cloud Human Resources 24C What's New, Document ID: docs.oracle.com, Published: 2024-
08-27
Section: Redwood Experience for Grade Rates Page: "You can now easily search and filter grade rate values by name, code, and set on the Grade Rates page." Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02 Section: Grade Rates Management: "Describes how grade rates are managed, including searching and filtering capabilities." Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.
com, Published: 2023-12-12
Section: Grade Rates Configuration: "Details on configuring and accessing grade rates, including set-based assignments."
NEW QUESTION # 44
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. This is not currently an option in the application.
- B. 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.
- C. You can provide a role access to either of "Specific categories" or "All categories" options.
Answer: B,C
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 # 45
A manager discovers that a worker has no work schedule assigned when trying to check their availability by using the View Calendar task of the My Team work area.
Without a work schedule, which three can be used to determine the availability of a worker?
- A. Contract Data
- B. Calendar Events
- C. Time Sheet
- D. Absences
- E. Standard Working Hours
Answer: B,D,E
Explanation:
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 Eventsand Absencesto 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."
NEW QUESTION # 46
Which new feature has been added to Redwood Document Records pages to enhance user experience?
- A. Option to export document records to a CSV file
- B. A function to add custom fields to document records
- C. Capability to preview attachments directly on the page
Answer: C
Explanation:
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."
NEW QUESTION # 47
Which three settings on the Manage Enterprise HCM Information Task can be overwritten at the Manage Legal Entity HCM Information task?
- A. Person Number Generation
- B. Work Day Information
- C. Employment Model
- D. Position Synchronization
- E. Global Name Language
Answer: B,C,D
Explanation:
Full Detailed in Depth Explanation:
The Manage Enterprise HCM Information task sets global defaults, some of which can be overridden at the legal entity level:
* B: Employment Model (e.g., 2-tier, 3-tier) can be customized per legal entity to reflect local requirements.
* D: Work Day Information (e.g., hours per day) can be adjusted for specific legal entities.
* E: Position Synchronization settings can be overridden to control position data inheritance at the legal entity level.
NEW QUESTION # 48
As an employee of an organization, you can access your Public Information/Spotlight page within the Directory. What updates are employees allowed to directly make on their own My Public Info page that all users with access to view their Public Spotlight can see?
- A. About me, contact information, profile photo, public message, favorites, and background photo
- B. Area of expertise, area of interest, contact information, profile photo, public message, and HR representative information
- C. Home address, area of interest, contact information, profile photo, public message, and background photo
- D. About me, area of expertise, area of interest, contact information, profile photo, public message, and peer information
Answer: B
Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the Public Information/Spotlight page within the Directory allows employees to share information visible to others with appropriate access. The "Using Global Human Resources" guide under "Directory" specifies that employees can directly update: Area of Expertise (skills or specialties), Area of Interest (professional interests), Contact Information (e.g., work phone, email), Profile Photo, Public Message (a personal note), and HR Representative Information (contact details of their HR rep).
Option C lists these accurately. Option A includes "about me" and "favorites," which are not standard editable fields here. Option B adds "peer information," which isn't employee-editable. Option D includes "home address," which is private and not part of the public profile. Thus, Option C is correct.
NEW QUESTION # 49
A manager returned from the U.S. Subsidiary to their source location, the U.K. Subsidiary, after a period of three months. What should a Human Resources representative do to reinstate the manager's records in the source legal employer?
- A. Create another assignment with the return date as the effective date.
- B. Entering the return date will automatically reinstate the record on the return date.
- C. Deploy a Descriptive Flexfield to capture the return date. Update this segment with the actual return date to reinstate the record.
- 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.
Answer: D
Explanation:
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.
NEW QUESTION # 50
The HR of the Finance Department searches for an employee who is the Finance Auditor. The search is conducted with an effective date of January 1, 2015, on the Person Management page. The search does not yield any results. Identify two reasons for this behavior.
- A. The employee is working as a contingent worker in the Finance Department.
- B. The employee was a contingent worker until December 31, 2014, and will rejoin as an employee on January 2, 2015.
- C. The employee is working as an employee in the Finance Department.
- D. The employee is inactive as of January 1, 2015.
- E. The employee has multiple assignments, and being a Finance Auditor is a part of the secondary assignment.
Answer: B,D
Explanation:
Full Detailed In-Depth Explanation:
The Person Management page in Oracle Global Human Resources Cloud allows searching for workers with an effective date filter. No results on January 1, 2015, suggest the employee's record is not active or visible on that date.
* Option A: Working in the Finance Department as an employee should make them searchable unless other factors (e.g., inactivity) apply; this alone doesn't explain the issue.
* Option B: Correct. If the employee is inactive (e.g., terminated) as of January 1, 2015, their record won' t appear in active searches unless explicitly including inactive records.
* Option C: Correct. If the employee was a contingent worker until December 31, 2014, and transitions to an employee on January 2, 2015, no active employee record exists on January 1, 2015, explaining the no-results outcome.
* Option D: A contingent worker on January 1, 2015, should still appear unless the search excludes contingent workers, which isn't specified.
* Option E: Multiple assignments don't hide a worker; the primary or any active assignment (e.g., Finance Auditor) should be searchable.
The correct answers areBandC, per "Using Global Human Resources" on person search behavior.
NEW QUESTION # 51
Which three of the following tasks must be configured during an HCM implementation?
- A. Manage Business Unit
- B. Manage Legal Entity HCM Information
- C. Manage Person
- D. Update Employment
- E. Manage Enterprise HCM Information
Answer: B,C,E
Explanation:
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.
NEW QUESTION # 52
Availability (work time) can be defined in HCM Cloud in different ways. In what order does the application search for an employee's schedule, before applying it to an assignment?
- A. Standard working hours, Primary work schedule, Employment work week, Published schedules
- B. Published schedules, Employment work week, Primary work schedule, Standard working hours
- C. Published schedules, Primary work schedule, Employment work week, Standard working hours
- D. Employment work week, Published schedules, Primary work schedule, Standard working hours
Answer: B
Explanation:
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).
NEW QUESTION # 53
As a Line Manager within an organization, you are able to perform a search on restricted worker information within the Directory. What values are you able to search that other workers and HR administrators are unable to within the Directory?
- A. Worker competencies, languages, licenses and certifications, and school education information
- B. Work location, department, job title, and school education
- C. Work location, department, and languages
- D. Work location, department, areas of expertise, and areas of interest
Answer: C
Explanation:
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.
NEW QUESTION # 54
From which Redwood page can you now open the existing HCM Position Hierarchy?
- A. Redwood Positions read-only page
- B. Redwood Jobs page
- C. Redwood Person Spotlight page
- D. Redwood Locations page
Answer: A
Explanation:
The question asks from which Redwood page the existing HCM Position Hierarchy can be accessed. Position Hierarchies in Oracle HCM Cloud define relationships between positions (e.g., reporting structures), and Redwood pages provide enhanced interfaces for workforce management tasks.
* Option A: Redwood Locations pageThis option is incorrect. TheRedwood Locationspage manages location records (e.g., office addresses), not position hierarchies. Oracle documentation does not indicate any functionality for accessing position hierarchies from this page, as locations and positions serve distinct purposes in workforce structures.
* Option B: Redwood Person Spotlight pageThis option is incorrect. TheRedwood Person Spotlight page focuses on person searches and quick actions (e.g., viewing employee details). While it may display an employee's position, it does not provide access to the full position hierarchy structure, which is a separate configuration, making this option invalid.
* Option C: Redwood Positions read-only pageThis is the correct answer. TheRedwood Positions read-only page(introduced in 24C) allows users to view position details and access related configurations, including the existing HCM Position Hierarchy. Oracle's release notes confirm that this page includes functionality to open and view position hierarchies, enabling users to navigate reporting relationships and position structures directly from the Redwood interface.
* Option D: Redwood Jobs pageThis option is incorrect. TheRedwood Jobspage manages job definitions (e.g., job codes, families), not position hierarchies. While jobs are linked to positions, the position hierarchy is a distinct structure managed separately, and Oracle documentation does not support accessing hierarchies from the Jobs page.
* Why this answer?TheRedwood Positions read-only pageis designed for position management tasks, including accessing hierarchies, aligning with Oracle's Redwood enhancements for workforce structures. Other pages focus on unrelated entities (locations, persons, jobs), makingCthe correct choice.
References
* Oracle Fusion Cloud Human Resources 24C What's New, Document ID: docs.oracle.com, Published: 2024-08-27
* Section: Redwood Positions Page: "The Redwood Positions read-only page now allows opening the existing HCM Position Hierarchy."
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.
oracle.com, Published: 2024-07-02
* Section: Position Management: "Position hierarchies can be viewed and managed from position- related pages."
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID:
docs.oracle.com, Published: 2023-12-12
* Section: Position Hierarchies: "Describes how to access and configure position relationships.
NEW QUESTION # 55
Which three HCM Cloud capabilities are considered part of the Global Human Resources Business Process?
- A. Core Human Resources
- B. Workforce Modeling
- C. Workforce Directory
- D. Time and Labor
- E. Workforce Compensation
Answer: A,B,C
Explanation:
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.
NEW QUESTION # 56
Which Compensation setup task must be configured if base pay is going to be tracked at the worker level?
- A. Salary Basis
- B. Grade Ladder
- C. Grade
- D. Grade Rate
Answer: A
Explanation:
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.
NEW QUESTION # 57
The HR of the Finance Department searches for an employee who is the Finance Auditor. The search is conducted with an effective date of January 1, 2015, on the Person Management page. The search does not yield any results. Identify two reasons for this behavior.
- A. The employee is working as a contingent worker in the Finance Department.
- B. The employee was a contingent worker until December 31, 2014, and will rejoin as an employee on January 2, 2015.
- C. The employee is working as an employee in the Finance Department.
- D. The employee is inactive as of January 1, 2015.
- E. The employee has multiple assignments, and being a Finance Auditor is a part of the secondary assignment.
Answer: B,D
Explanation:
Full Detailed In-Depth Explanation:
The Person Management page in Oracle Global Human Resources Cloud allows searching for workers with an effective date filter. No results on January 1, 2015, suggest the employee's record is not active or visible on that date.
* Option A: Working in the Finance Department as an employee should make them searchable unless other factors (e.g., inactivity) apply; this alone doesn't explain the issue.
* Option B: Correct. If the employee is inactive (e.g., terminated) as of January 1, 2015, their record won' t appear in active searches unless explicitly including inactive records.
* Option C: Correct. If the employee was a contingent worker until December 31, 2014, and transitions to an employee on January 2, 2015, no active employee record exists on January 1, 2015, explaining the no-results outcome.
* Option D: A contingent worker on January 1, 2015, should still appear unless the search excludes contingent workers, which isn't specified.
* Option E: Multiple assignments don't hide a worker; the primary or any active assignment (e.g., Finance Auditor) should be searchable.
The correct answers areBandC, per "Using Global Human Resources" on person search behavior.
NEW QUESTION # 58
Which three options define Enterprise Structures Configurator (ESC)? (Choose three.)
- A. The tool creates a structure of divisions that may then be manipulated by the administrator
- B. The tool creates a structure of divisions, legal entities, business units, and departments
- C. The tool creates a structure of divisions, legal entities, business units, and reference data sets
- D. After defining the enterprise structure and the job/position structures, the administrator can review them, make any necessary changes, and then load/rollback the final configuration
- E. It is an interview-based tool that guides through the process of setting up a basic enterprise structure
Answer: C,D,E
Explanation:
Full Detailed In-Depth Explanation:
The Enterprise Structures Configurator (ESC) in Oracle Global Human Resources Cloud is detailed in the
"Implementing Global Human Resources" guide:
Option A: True. ESC allows review, modification, and load/rollback of the enterprise and job/position structures.
Option B: False. ESC doesn't limit to divisions; it includes broader structures.
Option C: False. Departments are not a primary output; reference data sets are included instead.
Option D: True. ESC creates divisions, legal entities, business units, and reference data sets.
NEW QUESTION # 59
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