Oracle 1z0-1046-24 - Oracle Global Human Resources Cloud 2024 Implementation Professional

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, educational establishments (schools, universities) are maintained as part of the talent profile to support qualification tracking.

Option A: "Manage Profile Content Items" defines specific content (e.g., skills), not educational institutions.

Option B: "Manage Content Subscribers" controls access to content, not the list itself.

Option C: "Manage Profile Types" defines profile structures, not specific data likeinstitutions.

Option D: Correct. "Manage Educational Establishments" under Define Talent Profile Content allows setup of a selectable list of schools, colleges, and universities for qualifications.

The correct answer isD, per "Implementing Global Human Resources" on workforce profiles.

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.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, BPM Worklist manages approval workflows. A request reappearing after approval suggests a change in its routing.

Option A: Correct. A pushback from the second-level approver returns the request to prior approvers (e.g., you), causing it to reappear.

Option B: Incorrect. Rejection typically closes the request or routes it differently, not back to you unless configured unusually.

Option C: Incorrect. Approval moves it forward or completes it, not back to your worklist.

Option D: Correct. An ad hoc route (inserting additional approvers) could loop it back to you ifyou’re included again.

Option E: Correct. Reassignment to you by the second-level approver would place it back in your worklist.

The correct answers are A, D, and E, per "Using Global Human Resources" on approval workflows.

Full Detailed In-Depth Explanation:

Per the "Securing HCM" guide, a workflow request reappearing in your worklist after approval can occur if:

Adhoc route(A): The second approver added an extra step, looping it back.

Pushback(B): The second approver returned it to you for clarification.

Reassigned(C): The second approver sent it back to you explicitly.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, divisions are part of the workforce structure and can be associated with workers indirectly through other structures like positions, departments, or flexfields.

Option A: Incorrect. Division is not a delivered field on the position object; it’s a separate workforce structure. While positions can link to departments or business units, they do not inherently carry a division field.

Option B: Correct. By configuring an Organization Tree (via Manage Organization Trees), you can define a hierarchy where departments roll up to divisions. Associating a worker with a department in this hierarchy links them to the corresponding division indirectly.

Option C: Incorrect. Division is not a standard delivered field on the worker assignment; it must be configured via flexfields or derived through hierarchy.

Option D: Correct. You can extend the assignment record using a descriptive flexfield (DFF), defining a segment with a table value set linked to the Division object. During assignment creation, selecting a division in this segment associates the worker with it.

The correct answers areBandD, as supported by "Implementing Global Human Resources" under Workforce Structures and Flexfields.

In Oracle Global Human Resources Cloud, grades define levels within a job or position structure, and grade rates specify the pay ranges or values associated with those grades. The question asks for two ways to add rates to a grade. Oracle provides multiple methods to configure grade rates, either during grade creation or as a separate task, to support flexibility in compensation management.

Option A: First add the rates for each step, and then add the grade to a grade ladder.This option is incorrect because Oracle does not require rates to be added for each step before associating a grade with a grade ladder. In Oracle HCM Cloud, grades can exist independently or within a grade ladder, and rates are associated with grades, not steps, unless using a grade ladder with steps (a specific configuration). Even in such cases, rates are defined at the grade level or step level within the ladder, and the process does not mandate adding rates first. Grade ladders with steps involve defining step rates after the grade is included in the ladder, not before. Oracle documentation does not support this sequence as a standard method for adding rates to a grade, making this option invalid.

Option B: Add the rates separately by using the Manage Grade Rates task.This is a correct answer. TheManage Grade Ratestask in the Setup and Maintenance work area allows users to define grade rates independently of grade creation. This task enables the creation of rate values (e.g., minimum, midpoint, maximum salaries, or hourly rates) and associates them with existing grades. For example, after creating a grade called "Grade 1," you can useManage Grade Ratesto add a salary range (e.g., $50,000–$70,000) for that grade. This method is useful when rates need to be updated or added post-grade creation, offering flexibility for compensation adjustments. Oracle documentation confirms this as a standard approach for managing grade rates.

Option C: Use the default grade rates that are available after creating grades.This option is incorrect because Oracle HCM Cloud does not automatically providedefault grade ratesupon grade creation. When a grade is created via theManage Gradestask, no default rates are assigned unless explicitly configured by the user. While sample data or predefined setups in some environments might include rates, Oracle’s standard functionality requires users to define rates manually, either during grade creation or separately viaManage Grade Rates. The absence of automatic default rates in the documentation rules out this option.

Option D: Add rates when creating grades by using the Manage Grades task.This is a correct answer. TheManage Gradestask allows users to create grades and define associated grade rates within the same process. When creating or editing a grade in theManage Gradestask, you can navigate to theRatestab (or equivalent section) to specify rate values, such as minimum, midpoint, and maximum salaries or hourly rates. For instance, while creating "Grade 2," you can add a rate range of $60,000–$80,000directly. This method streamlines grade setup by combining grade and rate definition, and Oracle documentation supports this as a primary way to add rates.

Why these two methods?BothManage Grade Rates(Option B) andManage Grades(Option D) are explicit methods supported by Oracle HCM Cloud for adding rates to grades.Manage Gradesallows rates to be defined during grade creation or editing, ideal for initial setup, whileManage Grade Ratesprovides 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.”

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, the Public Information/Spotlight page within the Directory allows employees to share information visible to others with appropriate access. The "Using Global Human Resources" guide under "Directory" specifies that employees can directly update: Area of Expertise (skills or specialties), Area of Interest (professional interests), Contact Information (e.g., work phone, email), Profile Photo, Public Message (a personal note), and HRRepresentative Information (contact details of their HR rep). Option C lists these accurately. Option A includes "about me" and "favorites," which are not standard editable fields here. Option B adds "peer information," which isn’t employee-editable. Option D includes "home address," which is private and not part of the public profile. Thus, Option C is correct.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, promotion approvals are configured via BPM Worklistusing Approval Groups. The requirement for a static, sequential group of three users with failover to the next approver requires specific settings.

Option A: Incorrect. Default behavior does not auto-approve if an approver is unavailable unless explicitly configured (e.g., via timeout rules).

Option B: "Allow empty groups" as True skips the group if no approvers are available, which could bypass the sequence, not continue it.

Option C: Incorrect. The system doesn’t fail if approvers are absent; it depends on configuration.

Option D: Correct. Setting "Allow empty groups" to False ensures the approval group (with three static users) is mandatory, and sequential routing continues to the next available approver if one is unavailable (e.g., via vacation rules or reassignment).

Option E: Flexfields don’t control approval routing; they’re for data capture, not process flow.

The correct answer isD, as per "Using Global Human Resources" on approval setup.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, document templates, such as a "Business Visa Introduction Letter," are created and managed in BI Publisher (BIP). The "Implementing Global Human Resources" guide under "Document Management" explains that BIP is used to design and store report templates, including reusable documents tied to Document Types. These templates are then associated with a Document Type (e.g., "Visa Letter") for user access and download. Option B (Page Composer) is for UI customization, not document templates. Option C (Design Studio) configures transactions, not documents. Option D (OTBI) is for analytics, not template creation. Thus, Option A is correct.