Free Oracle 1z0-1106-2 Practice Exam with Questions & Answers

Work Life Solutions is a module within Oracle HCM Cloud that helps employees manage their personal and professional lives. Work Life Solutions includes features such as wellness, personal brand, social reputation, volunteering, and mentorship. Mentorship is a feature that enables employees to find mentors or mentees within the organization based on their skills, interests, and goals. Mentorship helps employees develop their careers and learn from others.

https://mylearn.oracle.com/ou/learning-path/oracle-hcm-cloud-worklife-solutions/90586/

This option allows you to copy information from your most recent time card into your current one. It is the simplest and most common way to copy a time card.

https://www.oracle.com/human-capital-management/workforce-management/time-and-labor/datasheet/

This is the single desired outcome of the Recruiting Strategy process, as outlined in the Oracle HCM Business Process Foundations Associate Rel 1 official book. This process is all about finding the best candidates that fit the needs of the organization and can help it to reach its goals. Theother options are not the desired outcomes of the Recruiting Strategy process, as they do not focus on finding the best candidates for the job.

https://www.oracle.com/human-capital-management/recruiting/

A derived factor is a factor that is derived from other factors or data elements, such as age or gender. When using an age-derived factor, it will be tied to an Eligibility Profile, which is used to define which employees are eligible for a particular benefit. For example, an Eligibility Profile could be set up to provide benefits only to employees 21 years of age and older. Reference: Oracle HCM Business Process Foundations Associate Rel 1, Chapter 5 - Benefits, page 31.

https://docs.oracle.com/en/cloud/saas/human-resources/22d/faibf/examples-of-derived-factors.html

Workforce Management is a fully integrated HR solution that links time, labor, and leave management with payroll, financial, and personnel data.

Employee Separation process is to reconcile absence records, which would involve managing the leave balance and entitlements of the departing employee.

https://www.oracle.com/human-capital-management/workforce-management/

According to the Oracle HCM Business Process Foundations Associate Rel 1 official book, sourcing is all about creating compelling job descriptions and attractive career sites that are both attention-grabbing and informative. This part of the recruiting process is essential for attracting high-quality and suitable candidates for the job. The other options (Screening, Hiring, Scoping, and Selecting) are not part of the sourcing process and are related to other stages of the recruiting process.

https://www.oracle.com/human-capital-management/recruiting/

A prospect is someone who has expressed interest in a job requisition but has not yet applied. A prospect can be referred by an employee, added by a recruiter, or invited by a hiring manager. A prospect can also be someone who has created a profile on a career site but has not yet submitted an application. A prospect can become an applicant by completing and submitting an application for a job requisition.

https://docs.oracle.com/en/cloud/saas/talent-management/22c/faush/job-requisition-phases-and-states.html

the Recruit to Onboard process is a comprehensive and integrated solution that covers the entire hiring lifecycle from identifying workforce needs, sourcing and screening candidates, engaging and hiring top talent, and onboarding new hires. The process consists of six steps:

• Determine Workforce Need
• Manage Sourcing
• Perform Intelligent Screening
• Drive Candidate Engagement
• Extend Job Offer
• Onboard New Hire

https://www.oracle.com/human-capital-management/recruiting/

after an employee sets their own career goals, they can share them with their manager and request approval. The manager can then review the goals and either approve or reject them.The employee can also align their goals with organizational or departmental goals to show how they contribute to the overall strategy.

https://docs.oracle.com/en/cloud/saas/talent-management/22c/faugm/approval-process-for-performance-goals.html

The Compensation Manager is responsible for granting access to the plans, and the Line Manager will only have access to the plans that they have been granted access to. Other factorssuch as all active plans for the current year, plans that the Line Manager has employees eligible for, or whether the manager is eligible for the plan, will not affect the number of plans that the manager has access to allocate compensation.

https://docs.oracle.com/en/cloud/saas/human-resources/23a/faiwc/how-you-add-dashboard-otbi-reports-to-the-workforce-compensation-landing-page.html