Free Oracle 1z0-1046-24 Practice Exam with Questions & Answers | Set: 3

Full Detailed In-Depth Explanation:

To track voluntary terminations in Oracle HCM Cloud, you need a custom action and action reason:

Create a new action(e.g., "Voluntary Exit") via Manage Actions.

Associate it with an existing action type(e.g., "Termination") to categorize it correctly.

Create a new action reason(e.g., "Personal Reasons") and link it to the action, then use it during termination transactions.

This sequence enables reporting via tools like OTBI. Option B skips the action, limiting granularity. Options C and D create a new action type, which is unnecessary—existing types suffice. Option E misses associating the action with a type. Option A follows Oracle’s recommended process for detailed tracking.

Full Detailed In-Depth Explanation:

The Person Management page search in Oracle HCM Cloud uses the "Update Person Search Keyword" process to index attributes like job. This process updates the keyword record with thelatest effective-dated value(here, "Consultant" as of 01-Feb-2015) as of the process run date, overwriting historical data (e.g., "Recruiter" from 01-Jan-2015). On 01-Mar-2015, searching with "Recruiter" and an effective date of 31-Jan-2015 fails because the index only contains "Consultant," not historical jobs, even though date-effective search is supported.

Option B is false—job keywords are supported. Options C and E (process failures) lack evidence. Option D is incorrect—date-effective searches are supported viaORA_PER_EMPSRCH_ENABLE_DATES. Option F misstates the process—it doesn’t associate effective dates; it overwrites with the latest. Option A correctly explains the behavior per Oracle’ssearch mechanics.

Full Detailed in Depth Explanation:

Oracle HCM Cloud allows assigning responsibilities to individuals for specific tasks or groups, such as a Fitness Representative for a fitness program. The setup should leverage existing functionality efficiently.

Option D ("Define the person's area of responsibility to reflect Fitness Representative") is correct. In Oracle HCM, "Areas of Responsibility" (AOR) can be defined via the "Manage Areas of Responsibility" task to assign specific duties (e.g., Fitness Representative) to a person for a group of workers. This is a standard feature for designating responsibilities without requiring new jobs or flexfields, as outlined in the "Implementing Global Human Resources" guide.

Option A ("Deploy a Key Flexfield to capture the information") is incorrect. Key Flexfields (KFFs) are used for structured data (e.g., job codes), not responsibilities.

Option B ("Deploy a Descriptive Flexfield to capture the information") could work for custom attributes but is overkill when AOR is available.

Option C ("Create a new job Fitness Representative and associate that to the person") is unnecessary; a job defines a role, not a specific responsibility for a program.

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).

Full Detailed In-Depth Explanation:

The "Manage Enterprise HCM Information" task sets global defaults, while "Manage Legal Entity HCM Information" allows overrides for specific legal employers.

Option A: "Initial person number" is not a field; it’s likely meant as person number generation, but the term is incorrect.

Option B: Correct. You can override:

Work day information (e.g., standard hours),

Person number generation method (e.g., manual/automatic),

Employment model (e.g., single/multiple assignments),

Position synchronization configuration (e.g., enable/disable),

Worker number generation (e.g., employee/contingent worker numbering).

Option C: "User account generation" is managed via security setup, not legal employer settings.

Option D: Misses person number generation, an overrideable field.

The correct answer isB, per "Implementing Global Human Resources" on enterprise vs. legal entity settings.

The scenario describes a manager using theView Calendartask in theMy Teamwork area to check a worker’s availability, but the worker has no work schedule assigned. The question asks which three options can be used to determine the worker’s availability in this case. Without a work schedule, Oracle HCM Cloud relies on other data sources to infer availability, such as events, absences, and default hours.

Option A: Calendar EventsThis is a correct answer.Calendar Eventsin Oracle HCM Cloud represent specific activities or commitments, such as meetings, training sessions, or other scheduled events, that impact an employee’s availability. In theView Calendartask, the manager can see these events on the worker’s calendar, indicating times when the worker is unavailable due to booked activities. For example, a training session from 10 AM–12 PM would show the worker as unavailable during those hours. Oracle documentation confirms that calendar events are visible in the Redwood calendar view, making this a valid source.

Option B: AbsencesThis is a correct answer.Absencesrecorded in Oracle Absence Management (e.g., vacation, sick leave) directly affect a worker’s availability. In theView Calendartask,absences appear as blocked time periods, indicating when the worker is not available to perform work. For instance, a worker on leave from April 16–18, 2025, would show as unavailable on those dates. Oracle’s Redwood calendar integrates absence data, making this a key source for determining availability without a work schedule.

Option C: Time SheetThis option is incorrect.Time Sheetdata, managed in Oracle Time and Labor, records hours worked or submitted by an employee, typically after the fact. While time sheets can confirm past work hours, they do not proactively indicate future availability in theView Calendartask. Oracle documentation does not list time sheets as a source for real-time availability, especially in the absence of a work schedule, making this option unsuitable.

Option D: Contract DataThis option is incorrect.Contract Dataincludes details like contract type, duration, or terms (e.g., fixed-term or permanent), typically stored in the employment record. While contract data may define work hours in some models (e.g.,Single Assignment with Contract), it does not directly populate theView Calendartask with availability information. Oracle does not use contract data to display availability in this context, ruling out this option.

Option E: Standard Working HoursThis is a correct answer.Standard Working Hours, defined at the enterprise level (viaEnterprise HCM Information) or inherited from a higher-level configuration, provide a default work schedule (e.g., 9 AM–5 PM, Monday–Friday) when no specific work schedule is assigned. In theView Calendartask, if no work schedule exists, the system assumes the worker is available during standard working hours, adjusted for absences or calendar events. Oracle documentation confirms that standard working hours serve as a fallback for availability calculations.

Why these three?Without a work schedule, theView Calendartask relies onCalendar EventsandAbsencesto show specific times when the worker is unavailable, andStandard Working Hoursto define the baseline periods when the worker is assumed available. These sources provide a comprehensive view of availability, aligning with Oracle’s Redwood calendar functionality in theMy Teamwork area.

References

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

Section: View Calendar Task: “Managers can view team availability, including absences, calendar events, and working hours, in the My Team work area.”

Section: Standard Working Hours: “Used as a default when no work schedule is assigned.”

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

Section: Redwood Calendar Enhancements: “Improved visibility of absences and calendar events in the View Calendar task.”

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

Section: Absence Management Integration: “Absences are reflected in calendar views for availability tracking.”

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, Grade Ladders organize grades (flat pay levels) or grades with steps (progression points within a grade) to manage compensation structures.

Option A: Correct. Grade Ladders group grades (without steps) or grades with steps, providing a framework for salary progression or rate assignment, as defined in the "Manage Grade Ladders" task.

Option B: Incorrect. Oracle allows flexibility; a Grade Ladder can mix grades without steps and grades with steps, though it’s less common and depends on configuration.

Option C: Correct. A Grade Ladder can include both types (grades and grades with steps), offering versatility in structuring pay scales, as supported by the system’s grade ladder setup options.

Option D: Correct. Two types of Grade Ladders exist:

Grade Ladder with Grades: For flat grades without steps.

Grade Ladder with Steps: For grades with progression steps.

This is explicitly outlined in Oracle documentation.

The correct answers are A, C, and D, per "Implementing Global Human Resources" on grade structures.

Full Detailed in Depth Explanation:

In Oracle HCM Cloud, the Setup and Maintenance Work Area (FSM) is the starting point for implementation. The first required action is toopt into the offerings (e.g., Global Human Resources) and specific product areas you plan to implement. This step activates the relevant tasks and configuration options in FSM, making subsequent setups (like legal entities or user profiles) possible. Without opting in, the system restricts access to implementation tasks. The Oracle documentation emphasizes that "opting in" is the initial step in the implementation process, as outlined in the "Getting Started with Your Implementation" guide, makingCthe correct answer.

Full Detailed in Depth Explanation:

Divisions in Oracle HCM Cloud are organizational units often aligned with lines of business. Associating workers with divisions requires leveraging existing structures or custom fields.

Option B ("You configure and deploy an assignment descriptive flexfield that has a table value set that references the Division object"): True. A Descriptive Flexfield (DFF) on the assignment can be configured with a value set linked to the Division object, allowing manual selection during assignment updates, as per the "Implementing Global Human Resources" guide.

Option D ("You have configured an Organization Tree, listing the hierarchy of your Legal Entities, Divisions, Business Units, and Departments"): True. By associating a worker with a department within a division via the organization hierarchy, the worker is indirectly linked to that division, a standard practice in workforce structures.

Option A ("Division is a delivered field on a position"): False. Position has fields like Department, but Division is not a standard delivered field.

Option C ("Division is a delivered field on the worker assignment"): False. Assignment includes fields like Department, not Division directly.

Full Detailed in Depth Explanation:

The Workforce Life Cycle in Oracle HCM Cloud covers hiring, managing, and terminating workers, with roles like HR specialists and line managers having specific capabilities based on security.

Option B ("HR specialists can create and manage work relationships, employment terms, and assignments for the workers to whom they have security access"): True. HR specialists’ abilities are governed by data security profiles, limiting them to authorized workers, per the "Implementing Global Human Resources" guide.

Option D ("Line Managers can transfer their direct and indirect reports only"): True. Line managers can initiate transfers for their reporting structure (direct and indirect reports), constrained by their security access, as noted in the "Using Global Human Resources" guide.

Option E ("The Add Person tasks include creating a new person's first work relationship with the enterprise"): True. The "Add Person" task (e.g., Hire an Employee) establishes the initial work relationship, per standard functionality.

Option A ("Line managers can create and manage work relationships, employment terms, and assignments for all workers"): False. Line managers are limited to their reports, not all workers.

Option C ("HR specialists and line managers can create and manage work relationships, employment terms, and assignments for all the workers"): False. Both roles are restricted by security, not granted universal access.