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Demo Oracle 1z0-1046-24 Test - Exam 1z0-1046-24 Objectives

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Oracle 1z0-1046-24 Exam Syllabus Topics:

Topic
Details

Topic 1

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 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

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 4

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.

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Free PDF 1z0-1046-24 - Trustable Demo Oracle Global Human Resources Cloud 2024 Implementation Professional Test

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Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q28-Q33):

NEW QUESTION # 28
You want to use the Tree Management feature of Functional Setup Manager to organize data into hierarchies.
Which option represents seeded tree structures?

A. Organization, position, department, geographies
B. Organization, position, division, establishment
C. Organization, job, division, geographies
D. Organization, position, division, geographies

Answer: A

Explanation:
Full Detailed In-Depth Explanation:
The Tree Management feature in Oracle HCM Cloud's Functional Setup Manager (FSM) allows defining hierarchical structures for various entities. The seeded (predefined) tree structures supported by Oracle include:Organization(e.g., legal entities, business units),Position(position hierarchies),Department (departmental reporting structures), andGeographies(location-based hierarchies). These are foundational for managing enterprise structures and relationships, as outlined in the documentation.
Option A includes "division," which isn't a seeded tree type (divisions are part of organizations but not a distinct hierarchy). Option C's "job" isn't a hierarchy-jobs are flat structures. Option D's "establishment" is a legal entity attribute, not a tree type. Option B correctly lists the seeded tree structures: organization, position, department, and geographies.

NEW QUESTION # 29
Which two statements are true about Action and Action Reasons? (Choose two.)

A. Terminations predictive analytics uses Actions and Reasons data to identify whether a termination is voluntary or involuntary.
B. There is always a one-to-one relationship between Action Type and Action.
C. The history of effective date changes can be tracked well by using the Actions framework.
D. It is mandatory to associate Actions with Action Reasons.

Answer: A,C

Explanation:
Full Detailed in Depth Explanation:
Actions and Action Reasons in Oracle HCM Cloud categorize and explain employment events (e.g., hires, terminations), supporting tracking and analytics.
Option A ("Terminations predictive analytics uses Actions and Reasons data to identify whether a termination is voluntary or involuntary"): True. Oracle Workforce Predictions leverages Actions (e.g., Termination) and Action Reasons (e.g., Resignation vs. Layoff) to classify terminations, as detailed in the "Using Workforce Predictions" guide.
Option B ("The history of effective date changes can be tracked well by using the Actions framework"): True.
The Actions framework logs changes (e.g., promotions, transfers) with effective dates, providing a clear audit trail, per the "Implementing Global Human Resources" guide.
Option C ("It is mandatory to associate Actions with Action Reasons"): False. Action Reasons are optional; an Action (e.g., Termination) can be recorded without a reason.
Option D ("There is always a one-to-one relationship between Action Type and Action"): False. Action Types (e.g., Termination) can have multiple Actions (e.g., Voluntary Termination, Involuntary Termination).

NEW QUESTION # 30
Which three options define Enterprise Structures Configurator (ESC)?

A. The tool creates a structure of divisions that may then be manipulated by the administrator.
B. The tool creates a structure of divisions, legal entities, business units, and reference data sets.
C. It is an interview-based tool that guides through the process of setting up a basic enterprise structure.
D. After defining the enterprise structure and the job/position structures, the administrator can review them, make any necessary changes, and then load/rollback the final configuration.
E. The tool creates a structure of divisions, legal entities, business units, and departments.

Answer: B,C,D

Explanation:
Full Detailed In-Depth Explanation:
The Enterprise Structures Configurator (ESC) in Oracle HCM Cloud is a wizard-based tool for defining enterprise structures:
* A: True-ESC creates divisions, legal entities, business units, and reference data sets (e.g., job codes, locations), forming the enterprise framework.
* B: False-Departments are operational units, not a primary ESC output (they're managed post-setup).
* C: False-ESC doesn't focus solely on divisions; it builds a broader structure.
* D: True-After ESC defines structures (including jobs/positions), administrators can review, adjust, and load or rollback configurations via FSM.
* E: True-ESC uses an interview-based approach to guide users through setup.
Options A, D, and E align with ESC's purpose and functionality per Oracle's documentation.

NEW QUESTION # 31
During implementation, a two-tier employment model with multiple assignments has been set up. Now the client wants to store contract information. Which statement is true about changing the employment model setting after implementation?

A. The client cannot move from a two-tier multiple assignment to a two-tier single contract and single assignment after implementation.
B. If employees exist within the enterprise and legal employer, the person model setting cannot be changed as there are no contract options that support a contract with multiple assignments.
C. The client can change from any two-tier option to another at any point in time, irrespective of the existence of work relationships.
D. The client can have both: a two-tier multiple assignment employment model can remain for its existing employees, and a two-tier multiple contracts single assignment can be created to hire new employees within the same legal employer.

Answer: C

Explanation:
Full Detailed In-Depth Explanation:
Oracle Global Human Resources Cloud supports two-tier employment models: single assignment (SA) or multiple assignments (MA), with or without contracts (SC or MC). The employment model is set at the enterprise or legal employer level via "Manage Enterprise HCM Information" or "Manage Legal Entity HCM Information." Changing this model post-implementation is possible under certain conditions.
Option A: Correct. Oracle allows flexibility to change the employment model (e.g., from two-tier MA to two- tier MC SA) at any time, even with existing work relationships, as long as data migration and configuration adjustments (e.g., contract setup) are handled. The system does not lock the model once set.
Option B: Incorrect. The client can transition from two-tier MA to two-tier SC SA post-implementation, though it requires updating existing records and ensuring compliance with new contract rules.
Option C: Incorrect. Within the same legal employer, only one employment model can be active at a time.
Mixing MA for existing employees and MC SA for new hires in the same legal employer is not supported without separate legal employers or a model change.
Option D: Incorrect. Contracts can coexist with multiple assignments if configured as multiple contracts (MC), so the model can be changed even with existing employees, contradicting this statement.
The correct answer isA, as per "Implementing Global Human Resources" on employment model flexibility.

NEW QUESTION # 32
People update a performance rating for a competency on a worker's profile. What is used to provide a unique identifier for each instance of the competency so that you can determine who provided what rating?

A. Instance qualifier
B. Rating model
C. Educational establishment
D. Content subscriber
E. Content library

Answer: A

Explanation:
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, competencies on a worker's profile can be rated by multiple sources (e.g., manager, peer), and tracking the source requires a unique identifier.
Option E ("Instance qualifier") is correct. The instance qualifier uniquely identifies each rating instance for a competency, linking it to the rater and context (e.g., performance review). This is part of the competency framework in the "Implementing Talent Management Base" guide, ensuring auditability of who provided what rating.
* Option A ("Content library") stores competency definitions, not rating instances.
* Option B ("Educational establishment") is unrelated to ratings.
* Option C ("Rating model") defines the scale, not the instance.
* Option D ("Content subscriber") relates to content sharing, not ratings.

NEW QUESTION # 33
......

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