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1z0-1046-24 Online Bootcamps - Practice 1z0-1046-24 Online

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Oracle 1z0-1046-24 Exam Syllabus Topics:

TopicDetails
Topic 1
  • Administering People Management: This section of the exam measures the skills of HR Administrators and covers managing workforce data, maintaining worker directories, and configuring employment-related information. It includes an overview of the Person and Employment Model, workforce lifecycle management, and configuring self-service options for employees and managers. Candidates are also expected to configure directory searches and set up HCM Cloud using the Experience Design Studio.
Topic 2
  • Configuring Checklists, Schedules, Trees, and Journeys: This section of the exam measures the skills of HR Specialists and covers setting up key HR processes such as onboarding, task tracking, and workflow automation. It involves creating checklists for employment transitions, defining work schedules, configuring profile options, and managing calendar events and trees for reporting and approval purposes. Additionally, it includes setting up Journeys to streamline employee and personal events.
Topic 3
  • 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 4
  • 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.

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Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q24-Q29):

NEW QUESTION # 24
Which Compensation setup task must be configured if base pay is going to be tracked at the worker level?

  • A. Grade Rate
  • B. Salary Basis
  • C. Grade Ladder
  • D. Grade

Answer: B

Explanation:
Full Detailed in Depth Explanation:
To track base pay at the worker level in Oracle HCM Cloud, theSalary Basismust be configured. Salary Basis defines how a worker's pay is calculated (e.g., hourly, annual) and links to payroll elements for tracking.
* B(Grade) andC(Grade Rate) define pay ranges but are not directly tied to individual pay tracking.


NEW QUESTION # 25
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?

  • A. Yes
  • B. No

Answer: B

Explanation:
Full Detailed in Depth Explanation:
In the Functional Setup Manager (FSM) under the Workforce Deployment functional area, Oracle HCM Cloud provides flexibility in configuration. The objects (e.g., Departments, Locations, Positions) listed on the page are not strictly required to be configured in the order they appear. While Oracle recommends a logical sequence (e.g., defining Departments before Positions), the system does not enforce this as a mandatory requirement. Implementers can adjust the order based on their implementation needs, as long as dependencies (e.g., a Position requiring a Department) are satisfied. The "Implementing Workforce Deployment" section of the Oracle documentation confirms this flexibility, stating that configuration order can vary depending on organizational requirements. Thus, the correct answer isA.


NEW QUESTION # 26
Select three correct Workforce Structure definitions.

  • A. Geography
  • B. Department
  • C. Facility
  • D. Division
  • E. Country
  • F. Location

Answer: B,D,F

Explanation:
Full Detailed In-Depth Explanation:
Workforce Structures in Oracle Global Human Resources Cloud define organizational and operational entities.
* Option A: Facility is not a standard workforce structure; it might be a custom term.
* Option B: Geography is part of the geography hierarchy, not a workforce structure.
* Option C: Correct. Division is a workforce structure for grouping operations (e.g., Line of Business).
* Option D: Correct. Department is a workforce structure for organizational units.
* Option E: Country is a geography element, not a workforce structure.
* Option F: Correct. Location is a workforce structure defining physical work sites.
The correct answers areC,D, andF, per "Implementing Global Human Resources" on workforce structures.


NEW QUESTION # 27
Which set of enabled objects are used for partitioning reference data?

  • A. Legal entity, department, division, location
  • B. Jobs, grades, salary plan, rates
  • C. Department, location, jobs, grades
  • D. Enterprise, legal entity, business unit, position

Answer: C

Explanation:
Full Detailed In-Depth Explanation:
Reference data partitioning in Oracle Global Human Resources Cloud separates data sets to control visibility and usage across the organization. Enabled objects for partitioning are typically workforce structures shared across business units.
* Option A: Enterprise and legal entity are structural, not reference data objects; position is not typically partitioned.
* Option B: Correct. Department, location, jobs, and grades are reference data objects that can be partitioned using reference data sets (e.g., via Manage Reference Data Sets) to restrict access by business unit or other criteria.
* Option C: Salary plans and rates are not standard partitioned objects; jobs and grades are, but the set is incomplete.
* Option D: Division is not a standard partitioning object; legal entity is structural, not reference data.
The correct answer isB, as per "Implementing Global Human Resources" on reference data management.


NEW QUESTION # 28
While promoting an employee in the system, it is required that the HR specialist be able to see the name of the next three jobs the employee can progress to in the list of values against the Job field. Which setup meets this requirement?

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

Answer: A

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


NEW QUESTION # 29
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