Free Oracle 1z0-1046-24 Practice Exam with Questions & Answers | Set: 2

The Alerts Composer in Oracle HCM Cloud is a tool for configuring informational notifications sent via email or worklist, based on predefined events.Event Alertsare triggered by specific application events, such as a new hire or promotion. The question asks about the behavior of these alerts, particularly regarding the modification of triggering criteria.

Option A: Event Alerts are triggered when a specific event occurs in the application. You cannot modify the triggering criteria for notifications.This is the correct answer. Event Alerts in Alerts Composer are based on filters delivered by Oracle, tied to specific events (e.g., employee termination, assignment change). Oracle documentation states that the triggering criteria for these alerts are predefined and cannot be modified by users, as they are linked to system events controlled by Oracle’s seeded configurations. Users can customize notification content (e.g., message text) or recipients, but the event conditions themselves are fixed to ensure system stability and consistency.

Option B: Event Alerts are triggered when a specific event occurs in the application. You can modify the frequency in which the alert is triggered by using the Run Options tab within the alert.This option is incorrect. Alerts Composer does not provide aRun Optionstab for Event Alerts, nor does it allow modification of the frequency of event-based triggers. Event Alerts are triggered immediately when the associated event occurs (e.g., a new hire record is saved). WhileScheduled Alertsallow frequency settings (e.g., daily or weekly runs), Event Alerts are event-driven, and their triggering is not controlled by a frequency setting, making this option invalid.

Option C: Event Alerts are triggered when a specific event occurs in the application. You can modify the triggering criteria for notifications by modifying the Groovy script within the specific alert.This option is incorrect. Event Alerts in Alerts Composer do not allow modification of triggering criteria via Groovy scripts. Oracle restricts customization of event triggers to maintain system integrity, and Groovy scripts are used in other contexts (e.g., for validations or calculations), not for altering Event Alert conditions. Documentation confirms that triggering criteria are Oracle-delivered and non-editable.

Why this answer?The fixed nature of Event Alert triggers ensures standardized behavior across HCMCloud implementations. Users can configure aspects like notification templates or recipients, but the core event conditions (e.g., “trigger when an employee is hired”) are locked, aligning with Oracle’s design and makingAthe correct statement.

References

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

Section: Alerts Composer: “Event Alerts are based on Oracle-delivered filters and trigger when specific events occur. You can’t modify the triggering criteria.”

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

Section: Configuring Alerts: “Event Alerts use predefined conditions; customization is limited to content and delivery options.”

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

Section: Alerts Enhancements: “Clarifications on Event Alerts and their fixed triggering mechanisms.”

Position Synchronization in Oracle Global Human Resources Cloud allows assignments to inherit values from associated positions, streamlining workforce management by ensuring consistency between position definitions and employee assignments. The question asks for three advantages of using Position Synchronization, given that the customer has chosen Position Management for this functionality. The provided web results offer detailed insights into how Position Synchronization operates, which are leveraged here to validate the answer.

Option A: The customer can configure which assignment attributes to synchronize from the position.This is a correct answer. Position Synchronization allows customers to select specific attributes (e.g., job, department, location, manager) to synchronize from the position to the assignment. This configurability is set at the enterprise or legal entity level using tasks likeManage Enterprise HCM InformationorManage Legal Entity HCM Information. For example, a customer might choose to synchronize the job and manager but not the location, tailoring the synchronization to their needs. Oracle documentation confirms that users can specify which attributes are inherited, providing flexibility in workforce management.

Option B: For synchronized attributes, any position update will automatically be pushed to the incumbents' assignments.This is a correct answer. When Position Synchronization is enabled, changes to synchronized attributes in a position (e.g., updating a position’s department) are automatically reflected in all active assignments linked to that position. This automation reduces manual updates and ensures consistency across incumbents’ assignments. TheSynchronize Person Assignments from Positionprocess may be required for retroactive changes, but for active assignments, updates are typically automatic for synchronized attributes. Oracle documentation highlights that synchronized attributes inherit changes, streamlining maintenance.

Option C: Synchronized attributes will be displayed as read-only in the assignment to ensure the position as the only source of truth.This is a correct answer. To maintain data integrity, synchronized attributes in an assignment are displayed as read-only, preventing manual edits at the assignment level unless override is explicitly allowed. For instance, if the manager attribute is synchronized, the assignment’s manager field cannot be changed directly, ensuring the position remains the single source of truth. Oracle documentation notes that this read-only behavior enforces consistency, though overrides can be configured if needed.

Option D: If you use Position Synchronization, Manager Self Service cannot be used.This option is incorrect. There is no restriction in Oracle HCM Cloud preventing the use ofManager Self Servicewhen Position Synchronization is enabled. Manager Self Service allows managers to perform actions like viewing team details or initiating transactions, and these functions are compatible with Position Synchronization. Oracle documentation does not mention any such limitation, and Position Synchronization operates independently of self-service capabilities, making this option invalid.

Why these three advantages?The advantages inA,B, andCdirectly align with the benefits of Position Synchronization:configurability(choosing attributes),automation(automatic updates), anddata integrity(read-only attributes). These features reduce administrative effort, ensure consistency, and maintain a single source of truth, which are critical for effective workforce management. OptionDis a false statement, as Position Synchronization does not restrict Manager Self Service.

References

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

Section: Position Synchronization: “You can select attributes to synchronize, and synchronized attributes are inherited automatically by assignments. Synchronized fields are read-only unless overrides are allowed.”

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

Section: Position Management: “Changes to positions are reflected in assignments for synchronized attributes, ensuring consistency.”

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

Section: Workforce Structures Enhancements: “Position Synchronization improvements for attribute management.”

Full Detailed In-Depth Explanation:

To create and assign a new schedule in Oracle HCM Cloud, follow these steps per the documentation:

Create a Shift: Define the shift (e.g., hours) in Manage Shifts.

Create a Work Pattern: Combine shifts into a pattern (e.g., weekly rotation) in Manage Work Patterns.

Create a Work Schedule: Build the schedule using the pattern in Manage Work Schedules.

Assign the Schedule: Use the "Work Schedule Assignment" task (not Manage Employment directly) to assign the schedule to employees’ assignments.

Option A incorrectly assigns the shift via Manage Employment, which handles assignment details, not schedule assignment. Option C skips creating a work schedule, which is required. Option D reverses the logical order (pattern before shift). Option B accurately reflects the sequence and uses the correct "Work Schedule Assignment" task for assignment.

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.

Full Detailed in Depth Explanation:

The Manage Enterprise HCM Information task sets global defaults, some of which can be overridden at the legal entity level:

B: Employment Model (e.g., 2-tier, 3-tier) can be customized per legal entity to reflect local requirements.

D: Work Day Information (e.g., hours per day) can be adjusted for specific legal entities.

E: Position Synchronization settings can be overridden to control position data inheritance at the legal entity level.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, an Enterprise Onboarding Journey checklist is a structured process to guide new hires through onboarding tasks. According to the "Using Journeys" guide, an Enterprise Onboarding checklist must include at least one step, often implemented as a child checklist, to define the sequence of tasks or activities. This step-based structure allows for modularity and flexibility, enabling organizations to break down onboarding into manageable phases (e.g., pre-hire, first day). Option A (Transaction Design Studio) is a customization tool, not a requirement for the checklist itself. Option B (four or more tasks) is arbitrary and not mandated by Oracle documentation. Option C (HireRight Integration) is an optional third-party integration, not a requirement. Thus, Option D is correct as it aligns with the minimum structural requirement for anEnterprise Onboarding Journey checklist.

Full Detailed In-Depth Explanation:

Oracle HCM Cloud allows UI customizations via Page Composer (for page-level changes) and Transaction Design Studio (for transaction-specific rules). When conflicting changes occur—e.g., Page Composer making the location field required and Transaction Design Studio hiding it for managers—the system resolves this based on the timestamp of the last modification. The documentation states that if modifications from both tools conflict, the most recent change (based on creation or update date) takes precedence, regardless of the tool used. This ensures predictable behavior without requiring a strict hierarchy between the tools.

Option A (page error) is incorrect as the system doesn’t crash—it resolves conflicts silently. Option B (inconsistent behavior) is misleading because Oracle provides a clear resolution mechanism. Option C (TDS always overrides) and Option D (Page Composer always overrides) are incorrect because precedence isn’t tool-specific but time-based. Option E accurately reflects Oracle’s behavior: the last change applied in either tool wins, aligning with the customer’s observed UI rendering.

Full Detailed in Depth Explanation:

The "Define Availability" task in the Functional Setup Manager (FSM) is part of Workforce Management setup in Oracle HCM Cloud. It involves configuring components that determine worker availability, and these must be set up in a logical order due to their interdependencies. Let’s break this down step-by-step:

Patterns: A Pattern defines a repeating sequence of work (e.g., 5 days on, 2 days off). It’s the foundational building block because it establishes the basic structure of availability before specific days or exceptions are applied. You configure Patterns first to define the recurring rhythm of work.

Calendar Events: These define specific dates or exceptions (e.g., holidays like Christmas or company-specific closures). Calendar Events come next because they overlay exceptions ontothe Pattern, adjusting availability for specific instances. For example, a Pattern might assume work every Monday, but a Calendar Event can mark a Monday holiday as non-working.

Shifts: A Shift specifies the daily time frame of work (e.g., 9 AM-5 PM). Shifts are configured after Patterns and Calendar Events because they apply time details to the days defined by the Pattern, adjusted by Calendar Events. For instance, a Shift defines the hours worked on a day marked as "available" by the Pattern and not overridden by a Calendar Event.

Schedules: Finally, Schedules tie everything together by combining Patterns, Calendar Events, and Shifts into a complete availability plan assigned to workers or groups. Schedules are the last step because they depend on the prior components being defined.

The Oracle documentation outlines this sequence—Patterns, Calendar Events, Shifts, Schedules—as the recommended order to ensure each component builds on the previous one without gaps or errors. OptionBmatches this sequence precisely, making it the correct answer. Other options (e.g., A starts with Shifts, which lacks a Pattern foundation) violate these dependencies.

Full Detailed in Depth Explanation:

In Oracle Global Human Resources Cloud, the Person Gallery page displays various cards (e.g., Employment, Personal Information, etc.) that provide quick access to worker details. To reorder these cards, including arranging them in reverse alphabetical order, the system does not provide a direct configuration option within Portrait Settings to automatically sort cards alphabetically or reverse alphabetically. Instead, reordering is achieved through personalization, which allows administrators or users with appropriate permissions to manually adjust the layout of the Person Gallery page.

Option D ("Drag and slide the portrait cards across the pane in any order. Use Personalization to edit and reorder the portrait cards") is correct because Oracle HCM Cloud supports personalization of the user interface via tools like Page Composer. In Page Composer, an administrator can access the Person Gallery page, enter personalization mode, and drag and drop the cards into the desired order, such as reverse alphabetical. This change can then be saved and applied globally or for specific roles, depending on the personalization scope. The Oracle documentation, specifically "Oracle Applications Cloud: Configuring and Extending Applications," details how Page Composer enables such UI modifications.

Option A ("Enable 'Allow Reorder' in Portrait Settings") is incorrect because there is no "Allow Reorder" setting in Portrait Settings that directly controls card ordering on the Person Gallery. Portrait Settings typically manage visibility and default card selection, not manual reordering.

Option B ("Change the order of the cards by using Portrait Settings") is misleading. While Portrait Settings allow some configuration (e.g., setting the default card), they do not provide a mechanism to reorder all cards manually or systematically in reverse alphabetical order.

Option C ("Change the default card to 'User Account Details' in Portrait Settings") only affects which card appears first by default and does not address reordering the full set of cards.

Option E ("Enable 'Allow User Control' in Portrait Settings") relates to giving users control over certain card settings, but it does not enable reordering of cards on the gallery page.

Full Detailed in Depth Explanation:

HCM Cloud trees are used to represent hierarchical data structures. The correct statements are:

A: Multiple versions of a tree can be created to manage changes over time or test configurations, as supported by the tree versioning feature.

C: Trees in Oracle Fusion HCM are indeed graphical representations of hierarchies (e.g., organization, department), aiding in visualization and management.

D: For most HCM tree types (e.g., Department, Position), multiple trees can be created, except for geography trees, which are limited to one per country due to their predefined structure.