Oracle Real Dumps Practice Exam Questions by Dumpswarp

Oracle Global Human Resources Cloud 2025 Implementation Professional Questions and Answers

Question 1

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

Options:

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.

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.

Division is a delivered field on the worker assignment. Therefore, when a worker is hired, the correct division would be selected by the user entering the information.

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.

Question 2

Your users have commented that time to assign an Area of Responsibility is wasted, due to the fact that they have to keep adding the same scope to several users, and were wondering if there was functionality to allow for scopes to be preset and used multiple times. How can this be achieved?

Options:

Areas of Responsibility Templates

Areas of Responsibility Preferences

Areas of Responsibility Duplication

Areas of Responsibility Default Settings

Question 3

When working through configurations in the Functional Area, Workforce Deployment within FSM, are you required to access and configure the objects in the order listed on the page?

Options:

Yes

Question 4

At which two levels can Profile Options be set for HCM Cloud: Global Human Resources?

Options:

Site

Role

Product

User

Question 5

In order to configure the product you plan on implementing, what is the first action you need to complete within the Setup and Maintenance Work Area (FSM)?

Options:

Create additional Implementer User Profiles

Configure your legal entities

Opt in to the Offering and Product areas you will be implementing

Question 6

You hired an employee on January 1, 2023. This employee got married on June 12, 2023. You received a request from the employee on July 11, 2023, to change their last name from the date of marriage. You changed the last name of the employee by using the Person Quick Action as requested on the same day. What are the effective dates for the Person and Assignment records?

Options:

August 15, 2023 for Person and June 12, 2023 for Assignment

January 1, 2023 for Assignment and July 11, 2023 for Person

June 12, 2023 for Person and Assignment

June 12, 2023 for Person and January 1, 2023 for Assignment

Question 7

Which Approval Types are supported while configuring the Managing Approval Rules: Promote transaction?

Options:

Application Role, Approval Groups, Management Hierarchy, Parent Position, Representative,User, Self Auto Approve

Application Role, Approval Groups, Management Hierarchy, Position Hierarchy, Representative, Self Auto Approve, User

Data Role, Application Role, Approval Groups, Management Hierarchy, Position Hierarchy, Self Auto Approve, User

Enterprise Role, Application Role, Approval Groups, Parent Position, Representative, User, Self Auto Approve

Question 8

As an implementation consultant, you have been assigned the task of verifying employment actions as part of your validation testing. You are trying to add an additional assignment for a worker but are unable to see that action. What are two reasons for this?

Options:

The Add Assignment action was end-dated before your testing, so the effective start date is unavailable to select on the employment task.

The worker you are using to test has a current assignment that is suspended, and you can’t add a second assignment when one is suspended.

The employment model is set to single-assignment on either the enterprise level and/or the legal entity level.

The worker you are using to test is a contingent worker, and you cannot have multiple assignments for contingent workers.

Question 9

Challenge 6

Manage Document Types

Scenario

The organization would like to track the certifications of all their instructors.

Task

Create a Document Type of certificate for Instructor Certifications, where:

The name of the certificate is X Instructor Certification

Approval is required

The deletion restriction is required

Options:

Answer:

See the solution in Explanation below.

Explanation:

To create a document type for tracking instructor certifications in Oracle Global Human Resources Cloud, you need to use the Manage Document Types task within the Setup and Maintenance work area. The task involves creating a document type named "X Instructor Certification" with approval required and deletion restrictions enforced. 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 the HCM Application Administrator or Application Implementation Consultant role. These roles typically include permissions to access the Setup and Maintenance work area.

Explanation: The Setup and Maintenance work area is the central hub for configuration tasks, including managing document types. Proper access ensures you can perform the task without restrictions.

[: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Security for Setup Tasks., Step 2: Navigate to Setup and Maintenance, Action: From the Oracle Fusion Applications home page, click the Navigator icon (hamburger menu) and select Setup and Maintenance under the Tools section., Explanation: The Setup and Maintenance work area provides access to implementation tasks organized by functional areas, making it the starting point for configuring document types., Reference: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Setup and Maintenance Overview., Step 3: Select the Functional Area and Task, Action: , In the Setup and Maintenance work area, select the Document Management functional area from the Functional Area dropdown list. Alternatively, you can search across all functional areas if needed., Search for the task Manage Document Types by typing “Manage Document Types” in the search bar or navigating to the task list under Document Management., Click the Go to Task icon next to Manage Document Types to open the task., Explanation: The Manage Document Types task is used to create, edit, or delete document types, which define the categories of documents (e.g., certifications) stored in the system. It is typically found under the Document Management functional area, which focuses on document-related configurations., Reference: Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Manage Document Types., Step 4: Create a New Document Type, Action: , On the Manage Document Types page, click the Create icon (usually a plus sign or “Create” button) to start creating a new document type., The Create Document Type page opens, where you will enter the required details., Explanation: The Manage Document Types page lists all existing document types, and the Create action initiates the process of defining a new document type. This page allows you to specify attributes like name, approval settings, and restrictions., Reference: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Creating Document Types., Step 5: Enter Document Type Details, Action: Enter the following details based on the provided scenario: , Name: Enter X Instructor Certification., Code: Enter a unique code, such as X_INSTR_CERT (or let the system generate one if auto-generated)., Category: Select Certification from the dropdown list (if available) or choose Document of Record to align with tracking certifications., Approval Required: Check the box or select Yes to enable Approval is required., Deletion Restriction: Check the box or select Restricted to enable Deletion restriction is required., Status: Set to Active to make the document type available for use., Description (optional): Enter a description, e.g., “Document type for tracking instructor certifications.”, Effective Start Date: Enter the current date (e.g., 04/15/2025, based on the current date) or the date the document type should take effect., Country: Select All or United States (depending on the organization’s scope, as the scenario does not specify a country)., Explanation: , Name: The name “X Instructor Certification” identifies the document type and must match the scenario exactly for clarity and usability., Code: A unique code is required for system identification. If not specified, Oracle may auto-generate one, but providing a meaningful code like X_INSTR_CERT improves traceability., Category: Certifications are typically stored as Documents of Record in Oracle HCM Cloud, as they represent formal qualifications or credentials. The Certification category may be available depending on the configuration, but Document of Record is the standard choice for such documents., Approval Required: Enabling this setting ensures that any document of this type (e.g., an instructor’s certification) requires approval before being finalized in the system. This aligns with compliance and governance needs for certifications., Deletion Restriction: Setting deletion restrictions prevents users from deleting documents of this type, protecting critical records like certifications from accidental or unauthorized removal., Status and Effective Date: Setting the status to Active and specifying an effective start date ensures the document type is immediately usable. The current date is appropriate unless a future date is required., Country: Since the scenario does not specify a country, selecting All ensures the document type is globally applicable, though United States could be chosen if the organization is US-based., Reference: Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Document Type Attributes., Step 6: Configure Additional Settings (Optional), Action: , If needed, configure Security settings to restrict access to the document type (e.g., to HR specialists or instructors’ managers)., Add Flexfields (if required) to capture additional attributes, such as certification expiry date or issuing authority., Set Display Options to determine where the document type appears (e.g., in Document Records or Self-Service pages)., Explanation: While the scenario does not require these settings, Oracle allows customization of document types for enhanced functionality. For example, securing the document type ensures only authorized users can create or view certifications, and flexfields can store metadata specific to certifications. These settings depend on the organization’s needs but are noted for completeness., Reference: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Document Type Security and Flexfields., Step 7: Save the Document Type, Action: , After entering all details, click Save or Save and Close to create the document type., If prompted, confirm the creation., Explanation: Saving the document type stores it in the system, making it available for use in the Document Records page or other areas where certifications are tracked. The save action validates mandatory fields and ensures the document type is correctly configured., Reference: Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Saving Document Types., Step 8: Verify the Document Type Creation, Action: , Return to the Manage Document Types page., Search for the document type by entering X Instructor Certification in the search criteria., Confirm that the document type appears with the correct details: , Name: X Instructor Certification, Approval Required: Yes, Deletion Restriction: Restricted, Status: Active, Explanation: Verifying the document type ensures it was created correctly and is ready for use. This step confirms that the name, approval, and deletion settings match the scenario’s requirements and checks for any errors during creation., Reference: Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Searching Document Types., Step 9: Test the Document Type (Optional), Action: , Navigate to the Document Records page (via My Client Groups > Person Management > Document Records)., Create a test document for an instructor, selecting X Instructor Certification as the document type., Verify that the approval process is triggered (if configured) and that deletion is restricted (e.g., the delete option is disabled or prompts a warning)., Explanation: Testing the document type in a real-world context confirms its functionality. This step ensures that instructors’ certifications can be tracked, approvals are enforced, and deletions are restricted as intended. While not required by the scenario, this is a best practice to validate the configuration., Reference: Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Managing Document Records., , , Detailed Explanation, Purpose of Document Types: In Oracle HCM Cloud, document types categorize documents stored in the Document Records area, such as certifications, passports, or contracts. Creating a document type for X Instructor Certification allows the organization to track instructors’ qualifications systematically, ensuring compliance and auditability., Approval Required: Enabling approvals ensures that certifications are reviewed before being recorded, which is critical for maintaining the integrity of instructor qualifications. Oracle uses approval rules (configured separately via BPM Worklist) to route documents to approvers, such as HR specialists or managers., Deletion Restriction: Restricting deletion protects certification records from being removed, which is important for audit trails and compliance with organizational policies. Once restricted, only users with specific privileges (e.g., via custom roles) can delete such documents, if allowed at all., Category Selection: The Document of Record category is typically used for certifications, as it supports attachments (e.g., PDF certificates) and metadata like issue or expiry dates. If a Certification category exists, it may be more specific, but Document of Record is the standard choice in most configurations., Redwood Experience: If using the Redwood interface (available in 24C and later), the Manage Document Types page may offer an enhanced UI with features like inline validation or previews. However, the core steps remain consistent across responsive and Redwood interfaces., Flexibility for Future Use: The document type can be extended with flexfields to capture additional details (e.g., certification level or renewal date), making it scalable for future needs., , , Key Considerations, Accuracy: Ensure the document type name (X Instructor Certification) is entered exactly as specified to avoid confusion in searches or reporting., Permissions: Verify that the user has the Manage Document Types privilege, typically granted through roles like HCM Data Loader or Application Implementation Consultant. Lack of access may require role adjustments., Approval Configuration: Enabling Approval Required assumes that approval rules are configured in the system (via Manage Approval Rules). If not set up, you may need to coordinate with an administrator to define approvers., Deletion Restriction: Confirm that deletion restrictions align with organizationalFormally, deletion restrictions may require additional security setup for privileged users if exceptions are needed., Audit Trail: Creating a document type generates an audit record, which can be reviewed in the Audit Reports section for compliance purposes., Global Applicability: The document type is created without a country restriction (unless specified), making it usable across the organization’s global operations., , , Potential Challenges and Solutions, Approval Rules Missing: If approval rules are not configured, the Approval Required setting may not function until rules are defined in BPM Worklist. Solution: Coordinate with an administrator to set up approval rules for Document Records., Duplicate Document Type: If a document type named X Instructor Certification already exists, the system may prevent creation. Solution: Check for existing types and use a unique name or code if needed., Category Uncertainty: If the Certification category is unavailable, Document of Record is a safe default. Solution: Confirm with the organization’s configuration or use Document of Record., Redwood UI Differences: The Redwood interface may alter navigation slightly (e.g., updated icons or layouts). Solution: Follow prompts for Create and ensure all fields are populated as described., , , References, Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12 , Section: Manage Document Types: “Describes how to create and configure document types, including name, approval, and restrictions.”, Section: Document Records Configuration: “Explains how document types are used to categorize documents of record.”, Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02 , Section: Creating Document Types: “Steps to define a new document type with attributes like approval and deletion settings.”, Section: Managing Document Records: “Details on how document types are applied when creating documents.”, Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27 , Section: Redwood Experience for Document Records: “Enhanced UI for document-related tasks, including improved document type management.”, Section: Document Records Enhancements: “Features like attachment previews and approval workflows for documents.”, ]

Question 10

What type of people within our system are assigned Person IDs?

Options:

Employees, Contingent Workers, Non-Workers

Employees, Contingent Workers, Non-Workers, Pending Workers, Worker Contacts

Employees, Contingent Workers, Non-Workers, Pending Workers

Question 11

Which option represents the basis on which approval routing policies can be defined?

Options:

Employee Supervisor Hierarchy, Position Hierarchy, Grades, Approval Groups, Organization Hierarchy

Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups

Employee Supervisor Hierarchy, Position Hierarchy, Job Levels

Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups, Organization Hierarchy

Question 12

An employee's job title was "Recruiter" as of January 01, 2024. However, on February 01, 2024, the job title was updated to "Consultant" in the system. The latest effective-dated employment record in the system is the one from February 01, 2024. On March 01, 2024, an HR specialist tries to search for the previous employment details of this employee using Global Search. The HR specialist enters the search keyword "Recruiter" and the Effective Date value of January 31, 2024, since the employee's job title was Recruiter on that day. The search returns no rows.

What is the reason?

Options:

The process has successfully updated the most recent effective-dated job attribute in the keyword record.

The process failed on January 31, 2024 but it ran successfully the following day.

The process failed on March 1st, 2024, but it ran successfully the day before.

Question 13

An HR representative enters employee details in the application as part of the hiring process. On the Review page, the HR representative notices that Person Number does not show any number, but indicates "Generated Automatically." Identify the option that relates to this intended behavior.

Options:

Person Number at the Enterprise Level is set to Automatic before submission.

Worker Number at the Enterprise Level is set to Manual.

Person Number at the Enterprise Level is set to Automatic after final save.

Person Number at the Enterprise Level is set to Manual.

Question 14

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?

Options:

Deploy a Descriptive Flexfield to capture the return date. Update this segment with the actual return date to reinstate the record.

Entering the return date will automatically reinstate the record on the return date.

Create another assignment with the return date as the effective date.

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.

Question 15

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?

Options:

Calendar Events

Absences

Time Sheet

Contract Data

Standard Working Hours

Answer:

A, B, E

Explanation:

The scenario describes a manager using the View Calendar task in the My Team work 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 Events in Oracle HCM Cloud represent specific activities or commitments, such as meetings, training sessions, or other scheduled events, that impact an employee’s availability. In the View Calendar task, 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. Absences recorded in Oracle Absence Management (e.g., vacation, sick leave) directly affect a worker’s availability. In the View Calendar task, 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 Sheet data, 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 the View Calendar task. 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 Data includes 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 the View Calendar task 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 (via Enterprise 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 the View Calendar task, 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, the View Calendar task relies on Calendar Events and Absences to show specific times when the worker is unavailable, and Standard Working Hours to 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 the My Team work 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.”

Question 16

Which three statements are true about HCM Cloud trees?

Options:

You can create multiple versions of each tree.

You can create multiple trees for the geography tree type.

Oracle Fusion trees are graphical representations of hierarchical data, such as the structure of the organization.

With the exception of geography trees, you can create multiple trees for each HCM tree type.

Question 17

For the Change Manager transaction, the first-level approval is set to the Application Role type. The name of the application role is HR Specialist Sales. In the Change Manager approval rule configuration, the Enable Auto Claim option is deselected. Which two actions take place when the transaction for manager change is initiated for employees?

Options:

The transaction goes into error because it was not auto-claimed

The transaction has to be approved by all HR Specialist Sales representatives for it to be approved

The transaction goes for approval to all the workers who inherit the HR Specialist Sales role

One of the HR Specialist Sales representatives should "Claim" the transaction for it to be assigned for approval

Question 18

You approved a workflow request and sent it to the second-level approver as an HR specialist. However, it is still in your worklist notification. Which are two reasons for this?

Options:

The second-level approver might have rejected the request.

The second-level approver might have executed a pushback on the request.

The second-level approver might have approved the request.

The second-level approver might have opted for an ad hoc route.

Answer:

A, B

Explanation:

Comprehensive and Detailed Explanation From Exact Extract:

In Oracle Global Human Resources Cloud, workflow requests follow a defined approval process managed by the Business Process Management (BPM) Worklist, which tracks notifications and tasks for approvers. When an HR specialist approves a workflow request and forwards it to the second-level approver, the expectation is that the task will move out of the first approver’s worklist. However, if the task remains in the HR specialist’s worklist, it indicates that the workflow has returned to them due to specific actions taken by the second-level approver.

According to the Oracle HCM Cloud documentation, the two reasons the workflow request might still appear in the HR specialist’s worklist are:

The second-level approver rejected the request: If the second-level approver rejects the request, the workflow task may return to the previous approver (in this case, the HR specialist) for further action, such as review, correction, or resubmission.

The second-level approver executed a pushback on the request: A pushback action allows the second-level approver to return the task to the previous approver without rejecting it outright, typically for clarification or additional information. This keeps the task active in the HR specialist’s worklist.

The exact extract from the Oracle documentation states:

"When a task is assigned to an approver, they can approve, reject, or push back the task. If a task is rejected, it may return to the previous approver or initiator based on the workflow configuration. A pushback sends the task back to the previous approver for further action, such as providing additional details or addressing concerns, without terminating the workflow."

Why the other options are incorrect:

Option C (The second-level approver might have approved the request): This is incorrect because if the second-level approver approves the request, the workflow would proceed to the next stage (if any) or complete, removing the task from the HR specialist’s worklist. Approval does not cause the task to remain with the previous approver.

Option D (The second-level approver might have opted for an ad hoc route): This is incorrect because an ad hoc route involves reassigning or delegating the task to another approver, which would not cause the task to return to the HR specialist’s worklist. Instead, it would move to the new approver’s worklist.

Detailed Analysis of Correct Options:

Rejection (Option A): A rejection by the second-level approver may trigger the workflow to revert to the previous approver (HR specialist) depending on the workflow rules configured in the system. For example, the workflow might be set up to allow the HR specialist to address the reason for rejection and resubmit the request.

Pushback (Option B): A pushback is a specific action in Oracle HCM workflows that explicitly returns the task to the previous approver for further input or clarification. Unlike rejection, pushback does not terminate the workflow but keeps it active, requiring the HR specialist to take additional action.

[References:, Oracle Help Center, Using Global Human Resources, Chapter: Approvals and Notifications, Topic: Managing Approvals (https://docs.oracle.com/en/cloud/saas/human-resources/25b/global-human-resources/using-global-human-resources/index.html), Oracle HCM Cloud Documentation, Implementing Global Human Resources, Chapter: Approval Management, Section: Configuring Approval Policies (https://docs.oracle.com/en/cloud/saas/human-resources/25b/global-human-resources/implementing-global-human-resources/index.html), Oracle HCM Cloud, Administering Transaction Console, Topic: Approval Workflow Actions (https://docs.oracle.com/en/cloud/saas/human-resources/25b/global-human-resources/administering-global-human-resources/index.html), , ]

Question 19

A Human Resources specialist has created a checklist template that includes the category "Offboarding" and the action "Termination." When an employee retires from the organization and their work relationship with the legal employer is terminated, there is no Offboarding Journey or checklist assigned to the retired employee in the Manage Allocated Checklist section. What is the reason?

Options:

Action Type was not defined for the checklist.

Action Reasons were not defined in the checklist.

The Action associated with the checklist does not match the Action selected during the termination process.

The checklist template is not enabled for automatic allocation.

Answer:

Explanation:

Comprehensive and Detailed Explanation From Exact Extract:

In Oracle Global Human Resources Cloud, checklist templates are used to automate tasks, such as offboarding journeys, for employees based on specific events like termination. The scenario describes a situation where an HR specialist created a checklist template categorized as "Offboarding" with the action "Termination," but no offboarding journey or checklist is assigned to a retired employee after their work relationship is terminated. The Manage Allocated Checklist section, accessible via the Journeys or Checklist Tasks work areas, displays checklists assigned to employees. The absence of the checklist indicates a mismatch or configuration issue in the template’s setup.

Option A: Action Type was not defined for the checklist.

This option is incorrect. In Oracle HCM Cloud, the Action Type is a higher-level classification (e.g., Hire, Termination) that groups actions, but checklist templates are associated with specific Actions (e.g., Termination, Retirement) rather than requiring a separate Action Type definition. The scenario specifies that the checklist includes the action "Termination," implying the action is defined. Oracle documentation does not mandate a distinct Action Type field for checklist templates to trigger allocation, making this option irrelevant.

Extract: “When you create a checklist template, you associate it with an action, such as Hire or Terminate, to trigger the checklist for specific events.” (OracleOracle Global Human Resources Cloud: Using Global Human Resources, Section: Checklist Templates).

Option B: Action Reasons were not defined in the checklist.

This option is incorrect. Action Reasons (e.g., Retirement, Resignation) provide additional context for an action and can be used to filter checklist allocation, but they are not mandatory for checklist assignment. If no action reasons are specified in the checklist template, the checklist should still be allocated based on the action (e.g., Termination) unless specific reasons are configured to restrict it. The scenario does not indicate that the checklist requires specific action reasons, and the lack of an assigned checklist suggests a broader issue with the action itself, not the absence of reasons.

Extract: “You can optionally specify action reasons to filter when a checklist is allocated, but this is not required for the checklist to trigger.” (Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Configuring Checklists).

Option C: The Action associated with the checklist does not match the Action selected during the termination process.

This is the correct answer. In Oracle HCM Cloud, checklist templates are triggered based on the Action selected during an employee’s transaction, such as termination. The scenario states the checklist is associated with the action "Termination," but the employee’s work relationship is terminated due to retirement. In Oracle, Retirement is a distinct action (with a lookup code like RETIREMENT) separate from Termination (e.g., VOLUNTARY_TERMINATION). If the HR specialist selected Retirement as the action during the termination process, but the checklist is configured for Termination, the checklist will not be allocated, as the actions do not match. This explains why no offboarding journey or checklist appears in the Manage Allocated Checklist section for the retired employee.

Extract: “The checklist is allocated to a person when the action specified in the checklist template matches the action performed in the transaction. For example, a checklist for Termination won’t trigger if the action is Retirement.” (Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Checklist Allocation).

Additionally, the 24C What’s New documentation clarifies: “Ensure the checklist action aligns with the transaction action to avoid allocation issues.” (Oracle Fusion Cloud Human Resources 24C What’s New, Section: Journeys and Checklists).

Option D: The checklist template is not enabled for automatic allocation.

This option is incorrect. Checklist templates in Oracle HCM Cloud are enabled for allocation by default when created, provided they are Active and associated with an action. The scenario does not indicate that the template is inactive or disabled for allocation, and the issue is specifically tied to the retirement event not triggering the checklist. If automatic allocation were disabled, the template would not function for any termination actions, but the question focuses on the retirement case, pointing to an action mismatch.

Extract: “Checklist templates are active for allocation unless explicitly disabled or set to inactive status.” (Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Checklist Template Setup).

Why this answer?

The key issue is that the employee’s termination was processed with the Retirement action, which does not match the Termination action configured in the checklist template. Oracle’s checklist allocation logic requires an exact match between the transaction action and the checklist’s action, as documented. This mismatch prevents the offboarding journey from being assigned, making C the correct answer. The other options either misalign with Oracle’s functionality or do not directly address the retirement-specific issue.

References

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

Section: Checklist Templates: Details on associating actions with checklists.

Section: Checklist Allocation: Explains how actions trigger checklist assignments.

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

Section: Configuring Checklists: Describes action and action reason configurations.

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

Section: Journeys and Checklists: Notes on action alignment for checklist triggers.

Question 20

In order for a worker to complete a checklist item before their hire date, the following must be done?

Options:

The worker must have been added as an applicant in Recruiting Cloud

The worker needs to be added as an Employee with a future hire date

The worker must be added as a Pending Worker with an effective date equal to or less than the system date and a future hire date

Question 21

Your organization needs to download a large number of document record and their attachments for specific document type (degree or certificate). If you want to limit the mass download to only this document type, how would you configure it in HCM Cloud: Global Human Resources?

Options:

On the Document Type setup page, select the "permitted for mass download" field on the document type of Degree or Certificate.

Configure the "HCM Flow and Document Type Mapping" section on the HCM Data Loader Template setup page by adding a row for permitted document type, and select Degree or Certificate.

Configure the "HCM Flow and Document Type Mapping" section on the Enterprise HCM Information setup page by adding a row for permitted document type, and select Degree or Certificate.

Answer:

Explanation:

The organization needs to download a large number of document records and their attachments for specific document types (Degree or Certificate) and limit the mass download to only these types. The question asks how to configure this in Oracle HCM Cloud.

Option A: On the Document Type setup page, select the "permitted for mass download" field on the document type of Degree or Certificate.This is the correct answer. Oracle HCM Cloud allows mass download of document records and attachments via the Document Records page or related processes. To restrict downloads to specific document types, the Manage Document Types task includes a Permitted for Mass Download field (introduced in recent releases, e.g., 24C). By enabling this field for the Degree and Certificate document types, you ensure that only records of these types are included in mass download operations, meeting the requirement to limit the scope.

Option B: Configure the "HCM Flow and Document Type Mapping" section on the HCM Data Loader Template setup page by adding a row for permitted document type, and select Degree or Certificate.This option is incorrect. The HCM Data Loader (HDL) is used for importing and exporting data, including document records, but it does not have an HCM Flow and Document Type Mapping section specifically for configuring mass downloads. While HDL supports document record imports, the configuration for mass download restrictions is managed at the document type level, not through HDL templates, making this option invalid.

Option C: Configure the "HCM Flow and Document Type Mapping" section on the Enterprise HCM Information setup page by adding a row for permitted document type, and select Degree or Certificate.This option is incorrect. The Enterprise HCM Information task configures enterprise-level settings (e.g., working hours, person number generation), but it does not include an HCM Flow and Document Type Mapping section or any settings for document type download restrictions. Mass download permissions are controlled via document type setup, not enterprise settings, ruling out this option.

Why this answer?The Permitted for Mass Download field on the Document Type setup page directly controls which document types can be included in mass download operations, ensuring that only Degree and Certificate records are downloaded. This aligns with Oracle’s configuration model for document management, making A the correct choice.

References

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

Section: Manage Document Types: “Configure the Permitted for Mass Download field to restrict which document types can be downloaded in bulk.”

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

Section: Document Records Enhancements: “Added Permitted for Mass Download option to limit bulk downloads to specific document types.”

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

Section: Document Management: “Details on configuring document types for mass operations.”

Question 22

Which three HCM Cloud capabilities are considered part of the Global Human Resources Business Process?

Options:

Workforce Directory

Time and Labor

Workforce Compensation

Workforce Modeling

Core Human Resources

Question 23

You are working with a customer whose enterprise operates in a country that requires contract information for employees.

Which two employment models can be configured to meet the customer's needs?

Options:

Contract assignment

Single assignment with contracts

Multiple assignments

Multiple contract - Single assignment

Answer:

B, D

Explanation:

In Oracle Global Human Resources Cloud, employment models define how work relationships, assignments, and contracts are structured for employees to meet organizational and regulatory requirements. The scenario indicates that the customer operates in a country requiring contract information for employees, implying that the system must support the tracking of employment contracts. Oracle provides several employment models, including Single Assignment, Single Assignment with Contract, Multiple Assignments, and Multiple Contract - Single Assignment, among others. The task is to identify which two models explicitly support contract information.

Option A: Contract assignmentThere is no employment model in Oracle Global Human Resources Cloud explicitly named Contract assignment. Oracle documentation defines employment models such as Single Assignment, Single Assignment with Contract, and Multiple Contract - Single Assignment, but Contract assignment is not a recognized term or model. It may be confused with contract-related configurations, but it does not exist as a distinct model. Therefore, this option is incorrect.

Option B: Single assignment with contractsThis is a valid employment model and a correct answer. The Single Assignment with Contract model is designed for scenarios where an employee has one work relationship, one assignment, and one or more employment contracts associated with that assignment. This model supports countries that mandate contract information, such as start and end dates, contract types (e.g., fixed-term or permanent), and other contractual terms. The model allows the enterprise to track contract details in the Employment Terms section, ensuring compliance with local regulations. For example, an employee might have a single assignment as a "Consultant" with multiple fixed-term contracts linked to it, each with distinct terms. This model is ideal for the customer’s requirement to track contract information.

Option C: Multiple assignmentsThe Multiple Assignments model allows an employee to have one work relationship with multiple assignments, each representing different roles or jobs within the organization (e.g., an employee working as both a "Teacher" and an "Administrator"). While this model supports flexibility in managing multiple roles, Oracle documentation does not indicate that it inherently includes contract information as a mandatory component. Contracts can be associated with assignments in other models (e.g., Single Assignment with Contract), but the Multiple Assignments model focuses on assignment multiplicity rather than contract tracking. Since the customer’s requirement emphasizes contract information, this model is not the best fit and is incorrect.

Option D: Multiple contract - Single assignmentThis is a valid employment model and a correct answer. The Multiple Contract - Single Assignment model is specifically designed for scenarios where an employee has one work relationship, one assignment, and multiple contracts linked to that assignment, with each contract potentially having different terms or conditions. This model is used in countries where regulatory requirements mandate tracking multiple contracts for a single role, such as in cases of temporary or project-based contracts. For example, an employee in a single assignment as a "Developer" might have multiple contracts for different projects, each with unique durations or clauses. This model directly supports the customer’s need to track contract information and is appropriate for the scenario.

Why these two models?Both Single Assignment with Contract and Multiple Contract - Single Assignment explicitly support the tracking of contract information, which is the core requirement of the scenario. The Single Assignment with Contract model is suitable when an employee typically has one primary contract (or a sequence of contracts) tied to their assignment, while the Multiple Contract - Single Assignment model is used when multiple concurrent or sequential contracts are needed for regulatory compliance. These models allow the customer to capture contract details like type, duration, and terms, ensuring adherence to local laws. The other options (Contract assignment and Multiple Assignments) do not align with Oracle’s predefined models or the requirement for contract information.

References

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

Section: Employment Models: “Oracle Fusion HCM provides these employment models: single assignment, single assignment with contract, multiple assignments, multiple assignments with contract, multiple contract - single assignment. You select an employment model when you create a legislative data group.”

Section: Single Assignment with Contract: “Use this model to manage employees who have one assignment and one or more contracts in a single work relationship.”

Section: Multiple Contract - Single Assignment: “Use this model for employees who have multiple contracts associated with a single assignment in a single work relationship.”

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

Section: Employment Contracts: “Some countries require that you record contract information for employees. You can associate one or more contracts with an employee assignment when using the single assignment with contract or multiple contract - single assignment employment models.”

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

Section: Employment Model Enhancements: “Continued support for contract-based employment models to meet global regulatory requirements.”

Question 24

When creating your THEN condition, which Approver Types enable you to configure the Automatic Approval Action type?

Options:

Representative, Management Hierarchy, Position Hierarchy

Users, Representative, Management Hierarchy, Job Level Based Line Manager Hierarchy, Position Hierarchy

Application Role, Users, Representative, Approval Groups

Management Hierarchy, Job Level Based Line Manager Hierarchy, Position Hierarchy

Approval Groups, Representative, Management Hierarchy, Position Hierarchy

Question 25

An employee’s job description is "Recruiter" as of 01-Jan-2015. This job was updated in the system to "Consultant" on 01-Feb-2015. The 01-Feb-2015 assignment record is the latest effective-dated employment record in the system. On 01-Mar-2015, the HR specialist wants to view this employee’s previous employment details and searches for them on the Person Management page. The HR specialist enters the effective as-of date value as 31-Jan-2015 with the search keyword "Recruiter" because the employee was working as a recruiter on 31-Jan-2015. The search returns no rows. What is causing this?

Options:

The Update Person Search Keyword process has updated the latest effective-dated job attribute in the keyword record.

The Person Management page search does not support Job attribute keywords.

The Update Person Search Keyword process has failed on 31-Jan-2015 but ran successfully the next day.

The Person Management page search does not support date-effective keywords.

The Update Person Search Keyword process has failed on 01-Mar-2015 but ran successfully the previous day.

The Update Person Search Keyword process has associated the effective dates with the job attributes in the keyword record resulting in search discrepancies.

Question 26

In HCM Cloud, you can define an employee's work time availability in several ways. In which order does the application search for an employee's schedule before applying it to an assignment?

Options:

Standard working hours, Primary work schedule, Employment work week, then Published schedules

Employment work week, Published schedules, Primary work schedule, then Standard working hours

Published schedules, Employment work week, Primary work schedule, then Standard working hours

Primary work schedule, Employment work week, Published schedules, then Standard working hours

Answer:

Explanation:

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.

[References:, , Oracle Help Center, Using Global Human Resources, Chapter: Managing Workforce Records, Topic: Work Schedules (https://docs.oracle.com/en/cloud/saas/human-resources/25b/global-human-resources/using-global-human-resources/index.html) , Oracle HCM Cloud Documentation, Implementing Global Human Resources, Chapter: Workforce Structures (https://docs.oracle.com/en/cloud/saas/human-resources/25b/global-human-resources/implementing-global-human-resources/index.html), , ]

Question 27

Which three statements are true about Person Number? (Choose three.)

Options:

Initial Person Number can be provided at enterprise level.

If the Person Number generation method is once set to manual, it can be changed to automatic if a person record is created.

Person Numbers for contacts are generated automatically.

Initial Person Number cannot be provided at enterprise level.

If the Person Number generation method is once set to manual, it can be changed to automatic even if no person record is created.

Answer:

A, C, E

Explanation:

Full Detailed in Depth Explanation:

Person Number in Oracle HCM Cloud is a unique identifier assigned to individuals (employees, contingent workers, contacts, etc.). Its generation method can be configured at the enterprise level, and its behavior depends on the setup.

Option A ("Initial Person Number can be provided at enterprise level"): True. During enterprise setup in the "Manage Enterprise HCM Information" task, you can specify whether Person Numbers are generated automatically or manually and provide an initial value (e.g., starting number). This is documented in the "Implementing Global Human Resources" guide.

Option C ("Person Numbers for contacts are generated automatically"): True. Contacts (e.g., emergency contacts or dependents) automatically receive Person Numbers when created, regardless of the generation method for employees. This ensures uniqueness across all person types, as per Oracle’s standard functionality.

Option E ("If the Person Number generation method is once set to manual, it can be changed to automatic even if no person record is created"): True. The generation method is configurable in the enterprise setup and can be changed from manual to automatic (or vice versa) at any time before or after records are created, though changes after record creation may require careful handling of existing data.

Option B ("If the Person Number generation method is once set to manual, it can be changed to automatic if a person record is created"): False. This statement is incomplete and misleading. The method can be changed regardless of whether a record exists, but the wording implies a restriction that isn’t accurate.

Option D ("Initial Person Number cannot be provided at enterprise level"): False. As noted in Option A, the initial value can be set at the enterprise level.

[References:, "Oracle Global Human Resources Cloud: Implementing Global Human Resources" – Section on Enterprise HCM Information, Person Number setup., "Oracle Human Resources Cloud: Using Global Human Resources" – Person Number generation rules., , ]

Question 28

The Promote transaction was configured by using Page Composer to require the location field. Another change was made to the transaction by using Transaction Design Studio, which indicated that the location field must be hidden when a manager uses the Promote transaction. How does the system determine how the user interface will render?

Options:

When a user tries to use the Promote transaction, the page will error when loading.

If modifications were made in both tools and the changes conflict, the result will be inconsistent behavior.

Transaction Design Studio configurations always override Page Composer configurations.

Page Composer configurations always override Transaction Design Studio configurations.

If modifications were made in both tools and the changes conflict, the last change created in either tool will be applied.

Question 29

You are assigned to work with a customer who uses Checklists. This organization is an ever-changing organization and needs to be nimble with Checklist requirements. There are many instances where Journey Templates as well as Tasks may need to be updated even after a Journey has been assigned. How can you accommodate this?

Options:

You can now run the "Update Assigned Journey Attributes Based on Modified Journey Template" process to synchronize the changes. Using this process, the following is possible: The process synchronizes only journeys and tasks that are in progress and not in terminal status. It is optional to provide a checklist name if you provide the task name parameter. The checklist name and task name parameters you select display as IDs in the ESS Process

You can now run the "Update Assigned Journey Attributes Based on Modified Journey Template" process to synchronize the changes. Using this process, the following is possible: The process synchronizes only journeys and tasks that are in progress and not in terminal status. It is mandatory to provide a checklist name if you provide the task name parameter. The checklist name and task name parameters you select display as IDs in the ESS Proces

Question 30

In an organization, a line manager is going on a long vacation and wants all his approvalnotifications to flow to his supervisor for approval in his absence. How can he accomplish this task?

Options:

A Vacation rule can be set under the Preferences section of worklist notification's Human Capital Management server.

A system administrator always has to reassign the approval notification to the supervisor in the line manager’s absence.

The application automatically delegates the approval to his supervisor based on the leave applied for by the line manager.

He has to configure new approval routing policies.

Question 31

Identify the set enabled objects that are used for partitioning reference data.

Options:

Legal entity, department, division, location

Jobs, grades, salary plan, rates

Enterprise, legal entity, business unit, position

Department, location, jobs, grades

Question 32

A static approval group named "Trio" comprises three members—Jacob, Susan, and Dia (in the mentioned order). For all the Manage Employment transactions, the approval should be routed to the "Trio" approval group. When the assignment change transaction is submitted, what is the order in which these three members receive the assignment change approval notification?

Options:

System decides the approval route by randomly selecting approvers who are a part of the approval group.

First Approver Jacob, Second Approver—Susan, Third Approver—Dia

First Approver Dia, Second Approver—Susan, Third Approver Jacob; the approval is routed alphabetically.

All three get the notification at the same time.

Question 33

Which four objects can be created via the Enterprise Structure Configurator (ESC)?

Options:

Divisions

Departments

Legal Entities

Business Units

Reference Data Sets

Question 34

Which Compensation setup task must be configured if base pay is going to be tracked at the worker level?

Options:

Salary Basis

Grade

Grade Rate

Grade Ladder

Question 35

Challenge 3

Manage Reference Data Sets

Scenario

You require a reference set that will be used for associating different groups of departments, jobs, locations, and grades for the newly acquired company.

Task

Create a Set ID that will be used for the technology group, where:

The Code is XTECH

The Set Name is X Tech

Options:

Answer:

See the solution in Explanation below.

Explanation:

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 a Code of XTECH and a Set Name of X 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 as Application Implementation Consultant or HCM Application Administrator. These roles grant access to the Setup and Maintenance work area.

Explanation: The Setup and Maintenance work area is the central hub for configuration tasks, including managing reference data sets. The user must have permissions to access the Workforce Structures or Reference Data Sets functional area and the Manage Reference Data Sets task. Roles like Application Implementation Consultant include the necessary privileges (e.g., Manage Reference Data Set duty role).

Verification: Oracle documentation confirms that setup tasks require specific security roles, and the Manage Reference Data Sets task is restricted to authorized users.

[: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Security for Setup Tasks., Step 2: Navigate to Setup and Maintenance, Action: , From the Oracle Fusion Applications home page, click the Navigator icon (hamburger menu) in the top-left corner., Under the Tools section, select Setup and Maintenance., Explanation: The Setup and Maintenance work area provides access to all implementation and configuration tasks, organized by functional areas. This is the entry point for accessing the Manage Reference Data Sets task., Verification: Oracle’s user interface consistently places Setup and Maintenance under the Navigator’s Tools section, as confirmed in both Redwood and responsive interfaces., Reference: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Setup and Maintenance Overview., Step 3: Select the Appropriate Functional Area and Locate the Task, Action: , In the Setup and Maintenance work area, click the Functional Area dropdown and select Workforce Structures. Alternatively, select Reference Data Sets if available, or use All Tasks to broaden the search., In the task list, locate Manage Reference Data Sets by scrolling or using the search bar (type “Manage Reference Data Sets”)., Click the Go to Task icon (typically a play button or arrow) next to Manage Reference Data Sets to open the task., Explanation: The Manage Reference Data Sets task is typically found under the Workforce Structures or Reference Data Sets functional area, as it relates to configuring data sets for jobs, departments, locations, and grades. Using the search bar ensures quick access if the task list is extensive., Verification: Oracle documentation lists Manage Reference Data Sets under Workforce Structures or as a standalone task in Setup and Maintenance, accessible in both Redwood and responsive interfaces., Reference: Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Manage Reference Data Sets., Step 4: Initiate Creation of a New Reference Data Set, Action: , On the Manage Reference Data Sets page, click the Create button (typically a plus sign (+) or labeled “Create” in the Redwood interface)., This opens the Create Reference Data Set page for entering the set details., Explanation: The Manage Reference Data Sets page displays a searchable list of existing data sets. The Create action starts the process of adding a new reference data set, opening a form where the code and name can be specified., Verification: Oracle’s UI for managing reference data sets includes a Create button, as confirmed in documentation and Redwood interface updates (24C and later)., Reference: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Creating Reference Data Sets., Step 5: Enter the Reference Data Set Details, Action: On the Create Reference Data Set page, enter the following details as provided in the scenario: , Set Code: Enter XTECH., Set Name: Enter X Tech., Description (optional): Enter a description, e.g., “Reference data set for X Cloud Vision technology group”., Module: Select HCM Common or Workforce Structures (if prompted; typically defaults to HCM Common for cross-module sets)., Effective Start Date: Enter 04/15/2025 (current date, unless a specific date is required for the technology group)., Status: Ensure Active is selected (default setting)., Explanation: , Set Code: XTECH is a unique identifier for the reference data set, used by the system to associate it with departments, jobs, locations, and grades. It must match the scenario exactly., Set Name: X Tech is the user-friendly name displayed in the UI, also matching the scenario., Description: While optional, a description clarifies the set’s purpose, especially for future reference (e.g., linking to the technology group)., Module: Reference data sets for HCM are typically under HCM Common, as they apply across workforce structures like jobs and departments. If prompted, this ensures broad applicability., Effective Start Date: Oracle uses effective dating for reference data sets to track validity. The current date (04/15/2025) is appropriate unless otherwise specified., Status: Active ensures the set is immediately usable for associating workforce structure components., Verification: Oracle documentation specifies mandatory fields (Set Code, Set Name) and optional fields (Description, Module) for reference data sets. The provided details align with standard configurations for HCM data sets., Reference: Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Reference Data Set Fields., Step 6: Save the Reference Data Set, Action: , After entering all details, click Save and Close (or Save if further edits are needed)., If prompted, confirm the creation of the reference data set., Explanation: Saving creates the reference data set in the system, making it available for associating with departments, jobs, locations, and grades. The Save and Close button finalizes the task, while Save allows additional configurations if needed. Oracle validates mandatory fields before saving., Verification: Oracle’s UI includes Save and Save and Close options for reference data set creation, as confirmed in documentation for both responsive and Redwood interfaces., Reference: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Saving Reference Data Sets., Step 7: Verify the Reference Data Set Creation, Action: , Return to the Manage Reference Data Sets page., In the search criteria, enter XTECH or X Tech and click Search., Confirm that the new reference data set appears with the details: , Set Code: XTECH, Set Name: X Tech, Status: Active, Effective Start Date: 04/15/2025, Description (if entered): Reference data set for X Cloud Vision technology group, Explanation: Verification ensures the reference data set was created correctly and is ready for use in associating workforce structures. Searching by code or name confirms the record’s accuracy and checks for errors in data entry., Verification: Oracle documentation emphasizes verifying setup tasks by searching created records, and the Manage Reference Data Sets page supports detailed searches., Reference: Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Searching Reference Data Sets., Step 8: Prepare for Association with Workforce Structures (Optional), Action: , Note that the XTECH reference data set can now be used in tasks like Manage Departments, Manage Jobs, Manage Locations, and Manage Grades to assign the set to relevant records., For example, when creating a department for the technology group, select XTECH in the Reference Data Set field to link it to this set., Explanation: The scenario specifies that the reference data set is for associating departments, jobs, locations, and grades. While the task is to create the set, this step highlights its purpose. Associating the set occurs in separate tasks (not required here), but the XTECH set is now available for those configurations. This ensures the technology group’s workforce structures are grouped logically., Verification: Oracle documentation confirms that reference data sets are used to partition data across workforce structures, and the created set will appear in relevant setup tasks., Reference: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Using Reference Data Sets., , , Detailed Explanation, Purpose of Reference Data Sets: Reference data sets partition data (e.g., departments, jobs, locations, grades) to manage scope and access across business units or organizations. The XTECH set isolates the technology group’s workforce structures for the newly acquired company, ensuring data separation and reporting accuracy., Set Code and Name: The Set Code (XTECH) is a system identifier, while the Set Name (X Tech) is user-facing. Both must be unique to avoid conflicts with other sets (e.g., COMMON or ENTERPRISE)., Scope of Use: The set will be referenced in tasks like Manage Jobs or Manage Departments to assign specific records to the technology group, supporting the acquired company’s organizational structure., Redwood Interface: In the Redwood interface (24C and later), the Manage Reference Data Sets page may feature enhanced UI elements (e.g., streamlined forms, inline validation), but the fields and steps remain consistent with the responsive interface., Effective Dating: The effective start date ensures the set is active for use, supporting future changes if the technology group’s scope evolves., Data Sharing: The set enables sharing or isolation of data, depending on configuration, which is critical for the acquired company’s integration., , , Key Considerations, Accuracy: The Set Code (XTECH) and Set Name (X Tech) must be entered exactly as specified to ensure system recognition and user clarity., Uniqueness: The Set Code must not already exist. If XTECH is taken, an error occurs, requiring a unique code., Module Selection: HCM Common is typically used for cross-structure sets, ensuring the set applies to departments, jobs, locations, and grades. If incorrectly set, it may limit usability., Security: Only users with the Manage Reference Data Set privilege can perform this task. Role mismatches require administrative intervention., Future Use: The set is ready for associating workforce structures but requires separate tasks to link specific records (e.g., a “Tech Department” to XTECH)., , , Potential Challenges and Solutions, Access Denied: If the user lacks the Manage Reference Data Set privilege, an error occurs. Solution: Assign the Application Implementation Consultant role via Security Console., Duplicate Set Code: If XTECH already exists, the system prevents saving. Solution: Search for XTECH first; if it exists, coordinate with the implementation team to resolve conflicts or use a different code., Redwood UI Variations: The Redwood interface may use different button labels (e.g., Add instead of Create) or layouts. Solution: Follow field prompts and ensure Set Code and Set Name are completed., Incorrect Module: If the wrong module is selected, the set may not appear in workforce structure tasks. Solution: Use HCM Common unless specific restrictions apply., Search Failure: If the set does not appear after creation, validation may have failed silently. Solution: Re-check all fields and resave, or contact Oracle Support., , , References, Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12 , Section: Manage Reference Data Sets: “Steps to create reference data sets, including code, name, and module.”, Section: Reference Data Sets in Workforce Structures: “Explains how sets associate jobs, departments, and other structures.”, Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02 , Section: Creating Reference Data Sets: “Details on configuring sets for data partitioning.”, Section: Workforce Structures: “Use of reference data sets in jobs, departments, locations, and grades.”, Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27 , Section: Redwood Experience for Workforce Structures: “Improved UI for reference data set management.”, Oracle Fusion Cloud Human Resources 25A What’s New, Document ID: docs.oracle.com, Published: 2025-03-20 , Section: Workforce Structures: “Enhanced support for reference data sets in organizational setups.”, , , ]

Question 36

Contextual Journeys are displayed:

Options:

Only on Thursdays

When initiating a Quick Action

In page or section headers

Via the employees' "Journeys" tile

Question 37

An Enterprise Onboarding Journey checklist requires:

Options:

Use of the Transaction Design Studio (TDS) to display

Four or more tasks

HireRight Integration

At least one step (child checklist)

Question 38

An IT company’s consulting department based in Bangalore goes for two team outing events every year. However, the support department, also based in Bangalore, goes for four team outing events every year. All employees in these departments go for the respective team outing events. How should you define the calendar events?

Options:

Use Project Manager Hierarchy as the Hierarchy type for the calendar event.

Use Geographic Hierarchy as the Hierarchy type for the calendar event.

Use Line Manager Hierarchy as the Hierarchy type for the calendar event.

Use Absence Approval Hierarchy as the Hierarchy type for the calendar event.

Use Organization Hierarchy as the Hierarchy type for the calendar event.

Question 39

In which two ways can you add rates to a grade?

Options:

First add the rates for each step, and then add the grade to a grade ladder.

Add the rates separately by using the Manage Grade Rates task.

Use the default grade rates that are available after creating grades.

Add rates when creating grades by using the Manage Grades 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. The Manage Grade Rates task 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 use Manage Grade Rates to 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 provide default grade rates upon grade creation. When a grade is created via the Manage Grades task, 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 via Manage 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. The Manage Grades task allows users to create grades and define associated grade rates within the same process. When creating or editing a grade in the Manage Grades task, you can navigate to the Rates tab (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–$80,000 directly. 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?Both Manage Grade Rates (Option B) and Manage Grades (Option D) are explicit methods supported by Oracle HCM Cloud for adding rates to grades. Manage Grades allows rates to be defined during grade creation or editing, ideal for initial setup, while Manage 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.”

Question 40

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?

Options:

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.

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.

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.

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.

Question 41

An organization uses the Previous Employment content type to capture relevant employment details of employees. What do you do to make this content type available in other applications?

Options:

Specify a Subscriber Code for the content type.

Do nothing. After the content type is created, it is available for use in all applications.

Make sure it is a non-free-form content type.

Make sure it is a free-form content type.

Question 42

As an implementation consultant, you have been assigned the task of configuring Person Name Format within Workforce Information. Which two features can you configure through this task?

Options:

The way a worker’s name appears on top of employee-level pages.

The name fields that appear in the Person Details section when you are hiring an employee.

The appearance of a worker’s name when it appears in search results.

What name fields are required when completing the Person Details section when hiring or updating a worker’s person details.

Question 43

Which of the following statuses allows for additional values to be created?

Options:

Payroll Status

Assignment Status

HR Status

Question 44

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? (Choose two.)

Options:

Action Reasons are seeded and can be defined by a user

Action Types are seeded and cannot be defined by a user

Actions are seeded and cannot be defined by a user

Action Reasons are seeded and cannot be defined by a user

Question 45

Challenge 4

Manage Business Unit

Scenario

An additional business unit is required for the newly acquired company to reflect the business rules and policies that must be enforced within the organization.

Task

Create a Business Unit for the technician group, where:

The Code is X Tech Business Unit

The Default set is COMMON

Options:

Answer:

See the solution in Explanation below.

Explanation:

This task requires creating a business unit in Oracle Global Human Resources Cloud for the technician group of a newly acquired company. The business unit must have a Code of X Tech Business Unit and a Default Set of COMMON. 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

Explanation: The Setup and Maintenance work area is the central hub for configuration tasks, including managing business units. The user must have permissions to access the Workforce Structures functional area and the Manage Business Unit task. Roles like Application Implementation Consultant include the necessary privileges (e.g., Manage Business Unit duty role).

Verification: Oracle documentation confirms that setup tasks require specific security roles, and the Manage Business Unit task is restricted to authorized users.

[: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Security for Setup Tasks., Step 2: Navigate to Setup and Maintenance, Action: , From the Oracle Fusion Applications home page, click the Navigator icon (hamburger menu) in the top-left corner., Under the Tools section, select Setup and Maintenance., Explanation: The Setup and Maintenance work area provides access to all implementation and configuration tasks, organized by functional areas. This is the entry point for accessing the Manage Business Unit task., Verification: Oracle’s user interface consistently places Setup and Maintenance under the Navigator’s Tools section, as confirmed in both Redwood and responsive interfaces., Reference: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Setup and Maintenance Overview., Step 3: Select the Workforce Structures Functional Area and Locate the Task, Action: , In the Setup and Maintenance work area, click the Functional Area dropdown and select Workforce Structures., In the task list, locate Manage Business Unit by scrolling or using the search bar (type “Manage Business Unit”)., Click the Go to Task icon (typically a play button or arrow) next to Manage Business Unit to open the task., Explanation: The Workforce Structures functional area includes tasks related to organizations, including business units. The Manage Business Unit task is designed to create and manage business units, which enforce business rules and policies. Using the search bar ensures quick access if the task list is extensive., Verification: Oracle documentation lists Manage Business Unit under Workforce Structures, accessible via the Setup and Maintenance UI in both Redwood and responsive interfaces., Reference: Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Manage Business Unit., Step 4: Initiate Creation of a New Business Unit, Action: , On the Manage Business Unit page, click the Create button (typically a plus sign (+) or labeled “Create” in the Redwood interface)., This opens the Create Business Unit page for entering the business unit details., Explanation: The Manage Business Unit page displays a searchable list of existing business units. The Create action starts the process of adding a new business unit, opening a form where the code, name, and default set can be specified., Verification: Oracle’s UI for managing business units includes a Create button, as confirmed in documentation and Redwood interface updates (24C and later)., Reference: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Creating Business Units., Step 5: Enter the Business Unit Details, Action: On the Create Business Unit page, enter the following details as provided in the scenario: , Name: Enter X Tech Business Unit., Code: Enter X Tech Business Unit., Default Set: Search for and select COMMON. , Click the Search icon (magnifying glass) in the Default Set field., Enter COMMON in the search criteria and click Search., Select COMMON and click OK., Status: Ensure Active is selected (default setting)., Effective Start Date: Enter 04/15/2025 (current date, unless a specific date is required for the technician group)., Description (optional): Enter a description, e.g., “Business unit for X Cloud Vision technician group”., Country: Select United States (based on the company’s location in Michigan, as per prior tasks)., Explanation: , Name and Code: In Oracle HCM Cloud, the Name and Code for a business unit are often the same for clarity, and the scenario specifies X Tech Business Unit for the code, which is used as the name as well. The code is a unique identifier in the system., Default Set: The COMMON set is a predefined reference data set used to share jobs, departments, locations, and grades across multiple business units. Selecting COMMON ensures the technician group’s workforce structures are accessible broadly unless restricted later., Status: Active ensures the business unit is immediately usable for transactions and policies., Effective Start Date: Oracle uses effective dating for business units to track validity. The current date (04/15/2025) is appropriate unless otherwise specified., Description: While optional, a description aids in identifying the business unit’s purpose, especially for the technician group., Country: United States aligns with the company’s Michigan location, ensuring compliance with regional settings., Verification: Oracle documentation specifies mandatory fields (Name, Code, Default Set, Country) and optional fields (Description) for business unit creation. The COMMON set is a standard option, and the details align with US-based configurations., Reference: Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Business Unit Fields., Step 6: Configure Additional Settings (if prompted), Action: , Reporting Establishment: If prompted, leave blank or select an existing establishment tied to the legal entity (e.g., X Cloud Vision from Question 143), but this is not required by the scenario., Manager: If a manager field appears, leave blank, as no manager is specified., Payroll Statutory Unit: If prompted, leave blank, as the PSU is handled by the legal entity (X Cloud Vision) per Question 143., Explanation: , Reporting Establishment: Business units may link to establishments for reporting, but the scenario does not require this., Manager: Assigning a manager is optional and not specified here., Payroll Statutory Unit: The PSU is already set at the legal entity level, so no additional PSU configuration is needed for the business unit., Verification: Oracle documentation confirms that fields like Reporting Establishment are optional, and PSU settings are typically managed at the legal entity level., Reference: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Business Unit Configurations., Step 7: Save the Business Unit, Action: , After entering all details, click Save and Close (or Save if further edits are needed)., If prompted, confirm the creation of the business unit., Explanation: Saving creates the business unit in the system, making it available for enforcing business rules and policies for the technician group. The Save and Close button finalizes the task, while Save allows additional configurations if needed. Oracle validates mandatory fields before saving., Verification: Oracle’s UI includes Save and Save and Close options for business unit creation, as confirmed in documentation for both responsive and Redwood interfaces., Reference: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Saving Business Units., Step 8: Verify the Business Unit Creation, Action: , Return to the Manage Business Unit page., In the search criteria, enter X Tech Business Unit and click Search., Confirm that the new business unit appears with the details: , Name: X Tech Business Unit, Code: X Tech Business Unit, Default Set: COMMON, Status: Active, Effective Start Date: 04/15/2025, Country: United States, Description (if entered): Business unit for X Cloud Vision technician group, Explanation: Verification ensures the business unit was created correctly and is ready to enforce rules for the technician group. Searching by name or code confirms the record’s accuracy and checks for errors in data entry., Verification: Oracle documentation emphasizes verifying setup tasks by searching created records, and the Manage Business Unit page supports detailed searches., Reference: Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Searching Business Units., Step 9: Prepare for Business Rules and Policies (Optional), Action: , Note that the X Tech Business Unit can now be used in tasks like Manage HCM Role Provisioning Rules, Manage Approval Policies, or Manage Data Access to define specific rules and policies for the technician group., For example, assign the business unit to specific departments or jobs in the Manage Departments or Manage Jobs tasks to align with the technician group’s scope., Explanation: The scenario mentions enforcing business rules and policies, which occurs after business unit creation in separate tasks. The X Tech Business Unit is now available for these configurations, ensuring the technician group operates under tailored settings (e.g., approval workflows, data access). This step is optional, as the task focuses on creation, but it highlights the business unit’s purpose., Verification: Oracle documentation confirms that business units are used to scope rules and policies, and the created unit will appear in relevant setup tasks., Reference: Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Using Business Units., , , Detailed Explanation, Purpose of Business Units: Business units organize business functions (e.g., HR, payroll, approvals) and enforce rules and policies. The X Tech Business Unit ensures the technician group operates under specific settings, supporting the acquired company’s integration., Default Set (COMMON): The COMMON set allows the business unit to share jobs, departments, locations, and grades across the enterprise, reducing setup complexity unless isolation is needed (e.g., via XTECH from Question 144). This aligns with broad accessibility for the technician group., Code and Name: The Code (X Tech Business Unit) is a unique system identifier, and the Name matches for consistency, as is common in Oracle HCM configurations., Country Context: United States ties the business unit to the company’s Michigan operations, ensuring compliance with regional settings., Redwood Interface: In the Redwood interface (24C and later), the Manage Business Unit page may feature enhanced UI elements (e.g., streamlined forms, inline validation), but the fields and steps remain consistent with the responsive interface., Effective Dating: The effective start date ensures the business unit is active, supporting future changes if the technician group’s scope evolves., , , Key Considerations, Accuracy: The Code and Name (X Tech Business Unit) and Default Set (COMMON) must be entered exactly as specified to ensure system recognition and alignment with the scenario., Uniqueness: The Code must be unique. If X Tech Business Unit exists, an error occurs, requiring a unique code., Default Set Availability: The COMMON set is a standard Oracle set. If not found, it indicates a configuration issue, as COMMON is always available., Security: Only users with the Manage Business Unit privilege can perform this task. Role mismatches require administrative intervention., Policy Setup: The business unit is ready for rule enforcement, but additional tasks (e.g., approval policies) are needed to fully implement the scenario’s intent., , , Potential Challenges and Solutions, Access Denied: If the user lacks the Manage Business Unit privilege, an error occurs. Solution: Assign the Application Implementation Consultant role via Security Console., Duplicate Code: If X Tech Business Unit already exists, the system prevents saving. Solution: Search for the code first; if it exists, coordinate with the implementation team to resolve conflicts or use a different code., Redwood UI Variations: The Redwood interface may use different button labels (e.g., Add instead of Create) or layouts. Solution: Follow field prompts and ensure Code and Default Set are completed., COMMON Set Not Found: If COMMON is missing, it may indicate a corrupted setup. Solution: Verify set availability in Manage Reference Data Sets or contact Oracle Support., Country Selection: If United States is not selected, regional settings may misalign. Solution: Confirm United States to match the Michigan context., , , References, Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12 , Section: Manage Business Unit: “Steps to create business units, including code, name, and default set.”, Section: Business Units in Workforce Structures: “Explains how business units enforce rules and policies.”, Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02 , Section: Creating Business Units: “Details on configuring business units for organizational functions.”, Section: Reference Data Sets: “Use of COMMON set for shared data access.”, Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27 , Section: Redwood Experience for Workforce Structures: “Improved UI for business unit management.”, Oracle Fusion Cloud Human Resources 25A What’s New, Document ID: docs.oracle.com, Published: 2025-03-20 , Section: Workforce Structures: “Enhanced support for business unit configurations., , ]

Question 46

Options:

Actions are seeded and cannot be defined by a user.

Action Types are seeded and cannot be defined by a user.

Action Reasons are seeded and cannot be defined by a user.

Action Reasons are seeded and can be defined by a user.

Question 47

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?

Options:

Create a new action > Associate it with an existing action type > Create a new action reason and use it during termination.

Create a new action reason and associate it with the available action type. Use it during termination.

Create a new action type > Create a new action > Create a new action reason and use it during termination.

Create a new action type > Create a new action reason and use it during termination.

Create a new action > Create a new reason and use it during termination.

Question 48

When an HR specialist searches for Awards and Honors, such as "PhD," the Person Gallery page displays only the direct reports of the HR specialist who comply with the honor. When the HR specialist searches for areas of expertise, such as "Oracle Global Human Resources Cloud," it displays all the employees of the organization who have Oracle Global Human Resources Cloud as their areas of expertise. Identify the reason for this behavior.

Options:

HR does not have access to the "Experience and Qualification" card.

HR does not have access to other departments where employees are "PhD."

Areas of expertise is public information.

PhD is a sensitive keyword and is used elsewhere in the person’s information.

HR has access to Oracle Global Human Resources Cloud department.

Question 49

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?

Options:

Standard working hours, Primary work schedule, Employment work week, Published schedules

Published schedules, Employment work week, Primary work schedule, Standard working hours

Published schedules, Primary work schedule, Employment work week, Standard working hours

Employment work week, Published schedules, Primary work schedule, Standard working hours

Question 50

What values on the Enterprise HCM Information task can you override on the Manage Legal Employer Information task?

Options:

Work day information, initial person number, employment model, position synchronization configuration, worker number generation

Work day information, person number generation method, employment model, position synchronization configuration, worker number generation

Work day information, user account generation, employment model, position synchronization configuration, worker number generation

Work day information, employment model, position synchronization configuration, worker number generation

Load More 1z0-1046-25 Questions

Summer Limited Time 60% Discount Offer - Ends in 0d 00h 00m 00s - Coupon code: wrap60

Dumpswrap Top Menu

breadcrumb

Oracle 1z0-1046-25 Dumps

1z0-1046-25 Free PDF Questions

Oracle Global Human Resources Cloud 2025 Implementation Professional Questions and Answers

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation:

Options:

Answer:

Explanation: