Pass the Oracle Oracle Global Human Resources Cloud 1z0-1046-24 Questions and answers with CertsForce

Full Detailed in Depth Explanation:

In Oracle HCM Cloud, job progression information can be configured to assist HR specialists during processes like promotions by displaying potential next jobs in the Job field’s list of values (LOV). The requirement here is to show the next three jobs an employee can progress to, which relates to the job setup.

Option E ("Progression Job Information must be defined during job creation") is correct. Oracle allows you to define job progression details when creating or editing a job in the system. This is done via the "Progression Job Information" section in the job definition, where you can specify a job family or progression path, including the next jobs in the sequence. When an HR specialist promotes an employee and searches the Job field, the system can display these related jobs in the LOV based on this setup. The "Implementing Global Human Resources" guide explains how job progression paths can be configured to support career planning and promotion processes.

Option A ("Descriptive flexfields must be defined to hold Progression Job Information") is incorrect because descriptive flexfields (DFFs) are used for custom attributes, not for defining job progression paths natively in the Job field LOV.

Option B ("Create an appropriate job set") is incorrect. Job sets are used to group jobs for reporting or processing, not to define progression paths visible in the Job field.

Option C ("Benchmark all the jobs in the system") relates to compensation benchmarking and does not influence job progression visibility in the LOV.

Option D ("Job Evaluation criteria must be set up during job creation") is about evaluating job worth (e.g., for compensation), not progression paths.

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, transferring a worker between legal employers requires an appropriate action linked to an action type, managed via "Manage Actions."

Option A: Incorrect. You cannot create new action types; they are seeded (e.g., Transfer, Hire). Only actions can be created under existing types.

Option B: Correct. Create a new action "Legal Employer Transfer" and associate it with the seeded "Global Transfer" action type, which supports cross-legal-employer movements while retaining the person record.

Option C: Incorrect. Modifying the delivered "Transfer" action risks affecting its standard behavior; a new action is cleaner.

Option D: Incorrect. There is no seeded "Legal Entity Transfer" action type; "Global Transfer" is the appropriate type.

The correct answer is B, per "Implementing Global Human Resources" on employment actions.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, the Person Name Format configuration within the "Manage Workforce Information" task allows customization of how names are displayed across the application. This is distinct from defining name fields or their required status, which is handled elsewhere (e.g., via flexfields or page composer).

Option A: You can configure the display format of a worker’s name (e.g., "First Last" or "Last, First") at the top of employee-level pages, such as the Employment Info page. This is a key feature of the Person Name Format task, making it correct.

Option B: The name fields shown in the Person Details section during hiring are predefinedby the system or customized via page composer/flexfields, not directly through the Person Name Format task, which focuses on display format rather than field visibility.

Option C: The format of a worker’s name in search results (e.g., Directory or Person Search) can be configured here, allowing consistency in name presentation across the application. This is a supported feature, making it correct.

Option D: Defining required name fields (e.g., First Name as mandatory) is managed through the Person Details setup or flexfield configuration, not the Person Name Format task, which is about display rather than data entry rules.

The correct answers areAandC, as confirmed in "Implementing Global Human Resources" under Workforce Information setup.

Full Detailed In-Depth Explanation:

Actions in Oracle Global Human Resources Cloud allow tracking and processing of employment changes, linked to Action Types for categorization.

Option A: While actions are accessible via Smart Navigator and security controls visibility, this statement is not the most direct answer to the question’s focus on creating and associating actions.

Option B: Incorrect. Multiple actions can be associated with a single Action Type (e.g., Voluntary and Involuntary under Termination).

Option C: Incorrect. An action reason is optional, not mandatory, depending on configuration and business rules.

Option D: Correct. Users can create custom (user-defined) actions (e.g., "Special Project Assignment") and link them to predefined Action Types (e.g., Assignment Change), enabling tailored tracking of changes.

The correct answer isD, aligning with the flexibility described in "Implementing Global Human Resources" for action customization.

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.

In Oracle Global Human Resources Cloud, employment models define how work relationships, assignments, and contracts are structured for employees to meet organizational and regulatory requirements. The scenario indicates that the customer operates in a country requiring contract information for employees, implying that the system must support the tracking of employment contracts. Oracle provides several employment models, includingSingle Assignment,Single Assignment with Contract,Multiple Assignments, andMultiple Contract - Single Assignment, among others. The task is to identify which two models explicitly support contract information.

Option A: Contract assignmentThere is no employment model in Oracle Global Human Resources Cloud explicitly namedContract assignment. Oracle documentation defines employment models such asSingle Assignment,Single Assignment with Contract, andMultiple Contract - Single Assignment, butContract assignmentis not a recognized term or model. It may be confused with contract-related configurations, but it does not exist as a distinct model. Therefore, this option is incorrect.

Option B: Single assignment with contractsThis is a valid employment model and a correct answer. TheSingle Assignment with Contractmodel is designed for scenarios where an employee has one work relationship, one assignment, and one or more employment contracts associated with that assignment. This model supports countries that mandate contract information, such as start and end dates, contract types (e.g., fixed-term or permanent), and other contractual terms. The model allows the enterprise to track contract details in the Employment Terms section, ensuring compliance with local regulations. For example, an employee might have a single assignment as a "Consultant" with multiple fixed-term contracts linked to it, each with distinct terms. This model is ideal for the customer’s requirement to track contract information.

Option C: Multiple assignmentsTheMultiple Assignmentsmodel allows an employee to have one work relationship with multiple assignments, each representing different roles or jobs within the organization (e.g., an employee working as both a "Teacher" and an "Administrator"). While this model supports flexibility in managing multiple roles, Oracle documentation does not indicate that it inherently includes contract information as a mandatory component. Contracts can be associated with assignments in other models (e.g.,Single Assignment with Contract), but theMultiple Assignmentsmodel focuses on assignment multiplicity rather than contract tracking. Since the customer’s requirement emphasizes contract information, this model is not the best fit and is incorrect.

Option D: Multiple contract - Single assignmentThis is a valid employment model and a correct answer. TheMultiple Contract - Single Assignmentmodel is specifically designed for scenarios where an employee has one work relationship, one assignment, and multiple contracts linked to that assignment, with each contract potentially having different terms or conditions. This model is used in countries where regulatory requirements mandate tracking multiple contracts for a single role, such as in cases of temporary or project-based contracts. For example, an employee in a single assignment as a "Developer" might have multiple contracts for different projects, each with unique durations or clauses. This model directly supports the customer’s need to track contract information and is appropriate for the scenario.

Why these two models?BothSingle Assignment with ContractandMultiple Contract - Single Assignmentexplicitly support the tracking of contract information, which is the core requirement of the scenario. TheSingle Assignment with Contractmodel is suitable when an employee typically has one primary contract (or a sequence of contracts) tied to their assignment, while theMultiple Contract - Single Assignmentmodel is used when multiple concurrent or sequential contracts are needed for regulatory compliance. These models allow the customer to capture contract details like type, duration, and terms, ensuring adherence to local laws. The other options (Contract assignmentandMultiple Assignments) do not align with Oracle’s predefined models or the requirement for contract information.

References

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

Section: Employment Models: “Oracle Fusion HCM provides these employment models: single assignment, single assignment with contract, multiple assignments, multiple assignments with contract, multiple contract - single assignment. You select an employment model when you create a legislative data group.”

Section: Single Assignment with Contract: “Use this model to manage employees who have one assignment and one or more contracts in a single work relationship.”

Section: Multiple Contract - Single Assignment: “Use this model for employees who have multiple contracts associated with a single assignment in a single work relationship.”

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

Section: Employment Contracts: “Some countries require that you record contract information for employees. You can associate one or more contracts with an employee assignment when using the single assignment with contract or multiple contract - single assignment employment models.”

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

Section: Employment Model Enhancements: “Continued support for contract-based employment models to meet global regulatory requirements.”

Full Detailed in Depth Explanation:

The Performance Rating Model in Oracle HCM Cloud defines how performance is rated (e.g., scale, descriptions). The "Review Points" tab within "Manage Ratings Model" is specific to certain modules.

Option B ("Performance Management") is correct. The Review Points tab is used exclusively in Oracle Performance Management to assign points to ratings, which are then used in performance evaluations to calculate scores or rankings. This is detailed in the "Implementing Performance Management" guide, distinguishing it from other HCM products like Talent Review (focuses on calibration), Compensation Management (salary adjustments), or Goal Management (goal tracking), which do not utilize review points in this manner.

Full Detailed in Depth Explanation:

Reference Data Sets (RDS) in Oracle HCM Cloud control the sharing and restriction of reference data across business units. The four objects keyed by RDS include:

Jobs (A): Shared or restricted by business unit for employment consistency.

Grades (D): Linked to compensation and restricted by RDS.

Location (E): Physical work locations shared or restricted via RDS.

Departments (F): Organizational units managed via RDS for segregation.