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Oracle 1z0-1046-24 Exam Syllabus Topics:

Topic	Details
Topic 1	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.
Topic 2	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 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	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.

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Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q78-Q83):

NEW QUESTION # 78
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. 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.
B. The client cannot move from a two-tier multiple assignment to a two-tier single contract and single assignment after implementation.
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 # 79
Which three options define Enterprise Structures Configurator (ESC)?

A. The tool creates a structure of divisions, legal entities, business units, and departments.
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 that may then be manipulated by the administrator.

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 # 80
A human resource specialist creates a checklist template with Category Offboarding and Action Termination.
An employee retires from the organization and hence his work relationship is terminated with the legal employer. However, there is no Offboarding checklist allocated to the retired employee in the Manage Allocated Checklist region. What is the cause for this?

A. The Allocate Checklist seeded process must be run to automatically allocate the checklist to the person.
B. Action Reasons were not defined in the checklist.
C. The Action associated with the checklist does not match the Action selected during the termination process.
D. Action Type was not defined for the checklist.

Answer: A

Explanation:
Full Detailed in Depth Explanation:
In Oracle Global Human Resources Cloud, checklists are used to manage tasks associated with specific HR processes, such as offboarding. When a checklist template is created with a category (e.g., Offboarding) and an action (e.g., Termination), it must be allocated to a worker to appear in the Manage Allocated Checklist region. The allocation does not happen automatically upon termination unless a specific process is triggered.
Option D ("The Allocate Checklist seeded process must be run to automatically allocate the checklist to the person") is correct. Oracle HCM Cloud provides a seeded process called "Allocate Checklists," which must be scheduled or run manually to assign checklists to eligible workers based on predefined criteria (e.g., termination action). If this process is not executed after the termination, the checklist will not appear in the Manage Allocated Checklist region, even if the template is correctly configured. The documentation in
"Implementing Global Human Resources" explains that checklist allocation relies on this process to match the worker's life event (e.g., termination) with the appropriate template.
* Option A ("Action Type was not defined for the checklist") is incorrect because the question states the checklist was created with an Action (Termination), implying the Action Type is defined. Action Type is a higher-level classification (e.g., Termination), and its presence is assumed here.
* Option B ("The Action associated with the checklist does not match the Action selected during the termination process") could be a potential issue, but the question specifies the checklist uses the
"Termination" action, which aligns with the employee retiring (a form of termination). Without evidence of a mismatch, this is not the primary cause.
* Option C ("Action Reasons were not defined in the checklist") is incorrect because Action Reasons are optional in checklist templates and not mandatory for allocation. The checklist can still be allocated based on the Action alone.

NEW QUESTION # 81
Which three of the following tasks must be configured during an HCM implementation?

A. Manage Enterprise HCM Information
B. Update Employment
C. Manage Business Unit
D. Manage Legal Entity HCM Information
E. Manage Person

Answer: A,D,E

Explanation:
Full Detailed in Depth Explanation:
During an HCM implementation, foundational configuration tasks include:
* A: Manage Enterprise HCM Information sets global HR settings (e.g., employment model, work day information) critical for the enterprise.
* B: Manage Legal Entity HCM Information configures legal entity-specific HR data, such as employment models or payroll statutory units.
* C: Manage Person establishes person records and configurations, a core component of HR management.

NEW QUESTION # 82
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. It is mandatory to associate Actions with Action Reasons.
D. The history of effective date changes can be tracked well by using the Actions framework.

Answer: A,D

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 # 83
......

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Fast Download 1z0-1046-24 Training Kit - How to Download for Oracle Test 1z0-1046-24 Quiz

Oracle 1z0-1046-24 Exam Syllabus Topics:

1z0-1046-24 Training Kit & Useful Tips to help you pass Oracle 1z0-1046-24: Oracle Global Human Resources Cloud 2024 Implementation Professional

Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q78-Q83):

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