PROFESSIONAL ORACLE GLOBAL HUMAN RESOURCES CLOUD 2024 IMPLEMENTATION PROFESSIONAL STUDY QUESTIONS ARE BEST EXAM TOOL FOR YOUR 1Z0-1046-24 EXAM

Professional Oracle Global Human Resources Cloud 2024 Implementation Professional Study Questions are Best Exam Tool for Your 1z0-1046-24 Exam

Professional Oracle Global Human Resources Cloud 2024 Implementation Professional Study Questions are Best Exam Tool for Your 1z0-1046-24 Exam

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Oracle 1z0-1046-24 Exam Syllabus Topics:

TopicDetails
Topic 1
  • Managing Workflows, Approvals, and Notifications: This section of the exam measures the skills of HR System Administrators and focuses on automating HR approvals and communication. It includes defining approval policies, configuring rules and approver types, and deploying notifications to facilitate seamless workflow execution. Candidates will also learn to write policies for approval transactions and use Alerts Composer to enhance communication through system-generated notifications.
Topic 2
  • Configuring Checklists, Schedules, Trees, and Journeys: This section of the exam measures the skills of HR Specialists and covers setting up key HR processes such as onboarding, task tracking, and workflow automation. It involves creating checklists for employment transitions, defining work schedules, configuring profile options, and managing calendar events and trees for reporting and approval purposes. Additionally, it includes setting up Journeys to streamline employee and personal events.
Topic 3
  • Defining Workforce Structures: This section of the exam measures the skills of Workforce Planning Analysts and focuses on structuring an organization's workforce. It includes creating organizations, divisions, and legal entities, defining geographies, and setting up enterprise structures. The section also covers configuring workforce attributes such as grades, jobs, and positions while ensuring the system aligns with business needs through effective dating and enterprise HCM settings.
Topic 4
  • Administering People Management: This section of the exam measures the skills of HR Administrators and covers managing workforce data, maintaining worker directories, and configuring employment-related information. It includes an overview of the Person and Employment Model, workforce lifecycle management, and configuring self-service options for employees and managers. Candidates are also expected to configure directory searches and set up HCM Cloud using the Experience Design Studio.

Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q46-Q51):

NEW QUESTION # 46
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?

  • A. Use Absence Approval Hierarchy as the Hierarchy type for the calendar event.
  • B. Use Organization Hierarchy as the Hierarchy type for the calendar event.
  • C. Use Geographic Hierarchy as the Hierarchy type for the calendar event.
  • D. Use Project Manager Hierarchy as the Hierarchy type for the calendar event.
  • E. Use Line Manager Hierarchy as the Hierarchy type for the calendar event.

Answer: B

Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, calendar events (e.g., team outings) are defined via the "Manage Calendar Events" task and assigned using a hierarchy to determine applicability. The scenario requires events specific to departments (consulting vs. support) in the same location (Bangalore).
Option A: Project Manager Hierarchy is for project-based structures, not department-specific events.
Option B: Geographic Hierarchy applies to location-based events (e.g., Bangalore vs. Mumbai), but both departments are in Bangalore, so it's too broad.
Option C: Line Manager Hierarchy targets individuals under specific managers, not entire departments uniformly.
Option D: Absence Approval Hierarchy is for absence approvals, not calendar events like outings.
Option E: Correct. Organization Hierarchy (e.g., via Manage Organization Trees) allows events to be tied to specific departments (consulting and support), ensuring the consulting department gets two outings and the support department gets four, regardless of location or manager.
The correct answer is E, per "Using Global Human Resources" on calendar event setup.


NEW QUESTION # 47
Geography framework in HCM Cloud is used for the following purpose:

  • A. To determine the address fields that display on a page when entering an address
  • B. To define all work locations for your organization
  • C. To display the geographies of a given country accessible through a lookup value versus entering each geography in a free form field

Answer: C

Explanation:
Full Detailed in Depth Explanation:
The Geography framework in Oracle HCM Cloud is designed to standardize and streamline the management of geographical data. Its primary purpose is to provide a structured, validated list of geographies (e.g., countries, states, cities) accessible via lookup values, rather than allowing free-form text entry, which reduces errors and ensures consistency. Option B (determining address fields) relates to address styles, not the geography framework itself. Option C (defining work locations) is a downstream use of geographies but not the framework's primary purpose. According to the Oracle HCM Cloud "Geographies Setup" documentation, the framework's key role is to enable lookup-based geography selection, makingAthe correct answer.


NEW QUESTION # 48
A consultant is trying to modify an existing lookup type to add a lookup code. But, they are not able to add lookup code.
What could be the possible reason?

  • A. The configuration level of lookup type is set as System.
  • B. The lookup type has been defined as Read Only.
  • C. The configuration level of lookup type is set as User.

Answer: A

Explanation:
In Oracle Global Human Resources Cloud, lookup types are used to define lists of values (lookup codes) for fields, such as drop-down menus or selection lists. The question indicates that a consultant cannot add a lookup code to an existing lookup type, and we need to identify the reason. Lookup types have a configuration level that determines their modifiability:System,Extensible, orUser.
* Option A: The lookup type has been defined as Read Only.This option is incorrect because Oracle HCM Cloud does not use aRead Onlydesignation for lookup types. Instead, modifiability is controlled by theConfiguration Level(System, Extensible, or User). ASystemlookup type is non-editable, an Extensiblelookup type allows adding new codes but not modifying predefined ones, and aUserlookup type is fully editable. The termRead Onlymay be confused withSystemlookup types, but it is not a standard term in Oracle documentation for this context, making this option invalid.
* Option B: The configuration level of lookup type is set as System.This is the correct answer. Lookup types with aSystemconfiguration level are predefined by Oracle and cannot be modified by users, including adding, editing, or deleting lookup codes. For example, a lookup type like PER_PERSON_TYPE(for person types) is set asSystem, preventing consultants from adding new codes to maintain system integrity. If the consultant is trying to modify such a lookup type, they will be unable to add a lookup code, as the system restricts changes. Oracle documentation confirms thatSystem lookup types are locked for modifications, making this the most likely reason.
* Option C: The configuration level of lookup type is set as User.This option is incorrect. A lookup type with aUserconfiguration level is fully editable, allowing users to add, edit, or delete lookup codes as needed. For instance, a custom lookup type created for department categories would typically beUser level, enabling the consultant to add new codes freely. Since the consultant cannot add a lookup code, a Userconfiguration level does not explain the issue.
* Why this reason?The inability to add a lookup code points to a restriction on the lookup type's modifiability. TheSystemconfiguration level explicitly prevents changes to ensure consistency across the application, aligning with Oracle's design for predefined lookup types. NeitherRead OnlynorUser accurately describes the restriction, asRead Onlyis not a valid term, andUserallows modifications.
References
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID:
docs.oracle.com, Published: 2023-12-12
* Section: Lookups: "System lookup types are predefined and can't be modified. Extensible lookup types let you add new lookup codes, but you can't modify predefined codes. User lookup types are fully editable."
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.
oracle.com, Published: 2024-07-02
* Section: Manage Lookups: "You manage lookups using the Manage Common Lookups task. The configuration level determines whether you can add or modify lookup codes."
* Oracle Fusion Cloud Human Resources 24C What's New, Document ID: docs.oracle.com, Published: 2024-08-27
* Section: Configuration Enhancements: "Clarifications on lookup type management and restrictions."


NEW QUESTION # 49
You hired an employee on January 1, 2015. This employee got married on June 12, 2015. You received a request from the employee on July 11, 2015, to change their last name from the date of the marriage. You changed the last name of the employee as requested on the same day. What effective start date for this new employee is displayed by the system as of August 15, 2015?

  • A. August 15, 2015
  • B. July 11, 2015
  • C. June 12, 2015
  • D. January 1, 2015

Answer: C

Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the "effective start date" for an employee typically refers to the start date of their person record or a specific change, depending on context. Here, the question involves a name change backdated to the marriage date, and we need the effective start date displayed as of August 15,
2015.
Option A: July 11, 2015, is the date the change was requested and processed. However, the name change was applied retroactively to the marriage date, not this transaction date.
Option B: Correct. June 12, 2015, is the marriage date, and the request was to update the last name effective from that date. In Oracle HCM, when you update a person's name with an effective date (via Manage Person or a similar task), the system records this as the effective start date of the name change. As of August 15,
2015, the system displays the name change effective from June 12, 2015, reflecting the backdated update.
Option C: January 1, 2015, is the hire date and the initial effective start date of the person record. However, the name change overrides this for the specific attribute (last name), and the question implies the effective date tied to the update.
Option D: August 15, 2015, is the "as of" date, not an effective start date for any change or the employee's record.
The correct answer isB, as the effective start date of the name change is June 12, 2015, per "Using Global Human Resources" on managing person data with effective dating.


NEW QUESTION # 50
A multinational construction company, headquartered in London, has operations in five countries. It has its major operations in the UK and US and small offices in Saudi Arabia, UAE, and India. The company employs
3,000 people in the UK and US and 500 people in the remaining locations. The entire workforce in India falls under the Contingent Worker category. How many Legislative DataGroups (LDGs), divisions, legal employers, and Payroll Statutory Units (PSUs) need to be configured for this company?

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

Answer: A

Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, enterprise structures like LDGs, divisions, legal employers, and PSUs are configured based on legislative, operational, and payroll needs.
LDGs: One per country (UK, US, Saudi Arabia, UAE, India) due to distinct legislative requirements (e.g., labor laws, tax rules), totaling 5.
Divisions: Operationally, the company can group Saudi Arabia and UAE into one division due to their small size, alongside UK, US, and India, totaling 4 divisions.
Legal Employers: Each country typically requires a legal employer for employees (UK, US, Saudi Arabia, UAE). India's contingent workers still require a legal employer for compliance, totaling 5.
PSUs: Payroll Statutory Units are needed for payroll processing. India's contingent workers may not require a PSU if payroll is not processed (common for contingent workers), so 4 PSUs (UK, US, Saudi Arabia, UAE).
Option A: Incorrect; combining Saudi Arabia and UAE into one LDG ignores separate legislative needs.
Option B: Incorrect; only 2 legal employers and PSUs overlook small offices' compliance needs.
Option C: Incorrect; 5 PSUs assume India needs payroll, which isn't typical for contingent workers.
Option D: Correct: 5 LDGs, 4 divisions, 5 legal employers, 4 PSUs.
The correct answer isD, per "Implementing Global Human Resources" on enterprise structures.


NEW QUESTION # 51
......

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