[Q21-Q45] 100% Passing Guarantee - Brilliant 1z0-1046-25 Exam Questions PDF [Dec-2025]

100% Passing Guarantee - Brilliant 1z0-1046-25 Exam Questions PDF [Dec-2025]

1z0-1046-25 Dumps 2025 - NewOracle 1z0-1046-25 Exam Questions

NEW QUESTION # 21
What work area within HCM Cloud provides implementers with end-to-end access to all configuration objects needed to successfully implement HCM Cloud: Core HR?

• A. Workforce Structures work area
• B. Enterprise Structures work area
• C. Person Management work area
• D. Setup and Maintenance work area

Answer: D

Explanation:
Full Detailed in Depth Explanation:
TheSetup and Maintenance work area(FSM) in Oracle HCM Cloud is the central hub for implementers, providing comprehensive access to all configuration tasks required for implementing Core HR. This includes defining enterprise structures, workforce structures, geographies, and other foundational elements. While the Person Management (A), Enterprise Structures (B), and Workforce Structures (C) work areas support specific functions, they are operational or subset areas, not the end-to-end configuration hub. The Oracle
"Implementing Global Human Resources" guide confirms that FSM is the primary work area for Core HR setup, makingDthe correct answer.
Reference:Oracle HCM Cloud: Implementing Global Human Resources, "Setup and Maintenance Overview".

NEW QUESTION # 22
You are a Global Human Resources Implementation consultant and your client wants to track external training within the worker talent profile. What steps should you follow to create this new content type and ensure it displays on the Skills and Qualifications page?

• A. Create a new content item, create a new content type, link the content item to the person profile.
• B. Create a new content type, create content items for that type, link the content type to the model profile.
• C. Create a new content item, create a new content type, link the content item to the model profile.
• D. Create a new content type, create content items for that type, link the content type to the person profile.

Answer: D

Explanation:
In Oracle Global Human Resources Cloud, tracking external training in the talent profile (Skills and Qualifications page) requires configuring content types and items via "Manage Content Types" and "Manage Content Items." Option A: Incorrect. The sequence is off; content types must precede content items, and "person profile" linking is vague.
Option B: Correct:
Create a new content type (e.g., "External Training") via Manage Content Types.
Create content items (e.g., specific training courses) under that type.
Link the content type to the person profile (via Manage Profile Types, associating it with the Skills and Qualifications section).
This ensures display on the page.
Option C: Incorrect. Linking to a "model profile" (e.g., job/role profile) doesn't target individual worker records.
Option D: Incorrect. Content items come after content types, and model profile linking is irrelevant.
The correct answer is B, per "Implementing Global Human Resources" on talent profiles.
References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 13:
Workforce Profiles.

NEW QUESTION # 23
Geography framework in HCM Cloud is used for the following purpose:

• A. To define all work locations for your organization
• B. To determine the address fields that display on a page when entering an address
• C. To display the geographies of a given country accessible through a lookup value versus entering each geography in a free form field

Answer: C

Explanation:
Full Detailed in Depth Explanation:
The Geography framework in Oracle HCM Cloud is designed to standardize and streamline the management of geographical data. Its primary purpose is to provide a structured, validated list of geographies (e.g., countries, states, cities) accessible via lookup values, rather than allowing free-form text entry, which reduces errors and ensures consistency. Option B (determining address fields) relates to address styles, not the geography framework itself. Option C (defining work locations) is a downstream use of geographies but not the framework's primary purpose. According to the Oracle HCM Cloud "Geographies Setup" documentation, the framework's key role is to enable lookup-based geography selection, makingAthe correct answer.
Reference:Oracle HCM Cloud: Implementing Global Human Resources, "Geography Framework Overview".

NEW QUESTION # 24
You are an HR specialist and want to add new values to a lookup. You have access to the specific work area, but are unable to perform the activity. Identify the correct statement about this.

• A. You can access the task for profile options from the Setup and Maintenance menu.
• B. You cannot add new lookup codes and meanings to the existing lookup types.
• C. Oracle applications contain certain predefined system lookups that are locked for editing.
• D. You can create new lookup types but cannot modify the existing ones.
• E. The system administrator must enable the lookup before it is modified in the work area.

Answer: C

Explanation:
In Oracle Global Human Resources Cloud, lookups are managed via the "Manage Common Lookups" or
"Manage Standard Lookups" tasks in the Setup and Maintenance work area. Lookupsprovide drop-down values (codes and meanings) for fields, and their editability depends on their type and configuration.
Option A: Incorrect. You can add new lookup codes and meanings to many existing lookup types, provided they are not system-locked or restricted by security.
Option B: Correct. Oracle includes predefined system lookups (e.g., seeded values for core fields like Action Types or Employment Status) that are locked for editing to maintain application integrity. If the lookup you're trying to modify is one of these, you'll be unable to add values, even with access to the work area, due to system restrictions.
Option C: Incorrect. Profile options are unrelated to lookups; they control application behavior, not value lists, and don't explain the inability to edit.
Option D: Incorrect. You can modify existing lookup types (if not system-locked) and create new ones, depending on permissions and lookup status.
Option E: Incorrect. There's no specific "enable" step by a system administrator for lookups; editability is determined by the lookup's system status and user privileges.
The correct answer isB, as per "Implementing Global Human Resources" on lookup management, where system lookups are noted as non-editable.
References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 5:
Lookups and Value Sets.

NEW QUESTION # 25
In HCM Cloud, you can define an employee's work time availability in several ways.
In which order does the application search for an employee's schedule before applying it to an assignment?

• A. Standard working hours, Primary work schedule, Employment work week, then Published schedules
• B. Employment work week, Published schedules, Primary work schedule, then Standard working hours
• C. Published schedules, Employment work week, Primary work schedule, then Standard working hours

Answer: C

Explanation:
In Oracle Global Human Resources Cloud, an employee's work time availability is determined by applying a work schedule to their assignment. The application follows a specific hierarchy to select the appropriate schedule when multiple sources are available. The question asks for the order in which the system searches for an employee's schedule.
* Hierarchy Explanation: Oracle HCM Cloud uses a predefined order to determine which schedule applies to an employee's assignment:
* Published schedules: These are specific schedules assigned to an employee, often created and published via Oracle Time and Labor or Workforce Management. They take precedence because they are explicitly assigned and tailored to the employee.
* Employment work week: Defined at the assignment level, this specifies the employee's typical work week (e.g., Monday-Friday, 40 hours). It is used if no published schedule exists.
* Primary work schedule: Configured at the enterprise or legal entity level, this is a default schedule applied to employees if no assignment-specific work week is defined.
* Standard working hours: Set at the enterprise level (via Enterprise HCM Information), these are the broadest default, used when no other schedules are defined (e.g., 9 AM-5 PM daily).
* Option A: Standard working hours, Primary work schedule, Employment work week, then Published schedulesThis option is incorrect because it reverses the hierarchy. Standard working hours are the last resort, not the first, and published schedules have the highest priority, not the lowest. Oracle documentation clearly prioritizes specific assignments over defaults.
* Option B: Employment work week, Published schedules, Primary work schedule, then Standard working hoursThis option is incorrect because it places Employment work week before Published schedules. Published schedules are checked first due to their specificity, followed by the employment work week if no published schedule exists.
* Option C: Published schedules, Employment work week, Primary work schedule, then Standard working hoursThis is the correct answer. Oracle HCM Cloud follows this exact order to determine an employee's schedule:
* Published schedules are checked first, as they are explicitly assigned (e.g., via a manager's action in Time and Labor).
* If none exist, the Employment work week from the assignment is used.
* If no work week is defined, the Primary work schedule (set at a higher level, like legal entity) applies.
* Finally, Standard working hours are used as the fallback if no other schedules are found.This hierarchy ensures the most specific and relevant schedule is applied, aligning with Oracle's design for flexibility and compliance.
* Why this order?The order reflects Oracle's logic of prioritizing employee-specific configurations (published schedules) over assignment-level settings (employment work week), then falling back to broader defaults (primary work schedule and standard working hours). This ensures accurate availability tracking for payroll, time management, and compliance.
References
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.
oracle.com, Published: 2024-07-02
* Section: Work Schedules: "The application selects schedules in this order: published schedules, employment work week, primary work schedule, standard working hours."
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID:
docs.oracle.com, Published: 2023-12-12
* Section: Configuring Work Schedules: "Describes the hierarchy for applying schedules to assignments."
* Oracle Fusion Cloud Human Resources 24C What's New, Document ID: docs.oracle.com, Published: 2024-08-27
* Section: Time and Labor Enhancements: "Clarifications on schedule hierarchy for employee availability."

NEW QUESTION # 26
An HR representative enters employee details in the application as part of the hiring process. On the Review page, the HR representative notices that Person Number does not show any number, but indicates "Generated Automatically." Identify the option that relates to this intended behavior.

• A. Person Number at the Enterprise Level is set to Automatic after final save.
• B. Person Number at the Enterprise Level is set to Automatic before submission.
• C. Worker Number at the Enterprise Level is set to Manual.
• D. Person Number at the Enterprise Level is set to Manual.

Answer: A

Explanation:
In Oracle Global Human Resources Cloud, the Person Number generation method is configured via "Manage Enterprise HCM Information." Options include Manual, Automatic before submission, or Automatic after final save. The behavior described-showing "Generated Automatically" with no number on the Review page-indicates the number is assigned post-submission.
Option A: "Automatic before submission" generates the person number immediately upon initiating the hire process, visible before review. This doesn't match the scenario.
Option B: "Worker Number" is distinct from Person Number and irrelevant here. Manual setting would require user input, not "Generated Automatically." Option C: Correct. "Automatic after final save" delays person number generation until the transaction is fully submitted and saved, explaining why it's not visible on the Review page but marked as automatic.
Option D: Manual requires the user to enter a number, contradicting the "Generated Automatically" indication.
The correct answer isC, as detailed in "Implementing Global Human Resources" under Person Number setup.
References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 8:
Person Records.

NEW QUESTION # 27
Which three settings on the Manage Enterprise HCM Information Task can be overwritten at the Manage Legal Entity HCM Information task?

• A. Position Synchronization
• B. Employment Model
• C. Work Day Information
• D. Global Name Language
• E. Person Number Generation

Answer: A,B,C

Explanation:
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.
Reference:Oracle HCM Cloud: Implementing Global Human Resources, "Manage HCM Information".

NEW QUESTION # 28
A candidate applied for an employment opportunity with a legal employer in the past. The candidate reapplies after some time for an opportunity with a different legal employer in the same enterprise. While applying the second time, the candidate provides a new national identification value. Which option does the application use to check if a matching record already exists in the system?

• A. The application cannot identify the matching record and there will be two person records available for further processing.
• B. The application identifies a match if the first name, the first character of the last name, and date of birth are the same; or if the last name, the first character of the first name, and date of birth are the same.
• C. Because the national identifier has changed, the system cannot identify the matching record.
• D. The application searches for the availability of date of birth and middle name to identify the matching record.

Answer: B

Explanation:
Full Detailed in Depth Explanation:
Oracle HCM Cloud uses a matching algorithm to identify duplicate person records during processes like hiring or candidate application, even across different legal employers within the same enterprise. This is critical to avoid creating duplicate records when a person reapplies with a changed national identifier.
Option B ("The application identifies a match if the first name, the first character of the last name, and date of birth are the same; or if the last name, the first character of the first name, and date of birth are the same") is correct. The system employs a configurable person-matching rule that typically uses a combination of key attributes-first name, last name (or initial), and date of birth-to determine if a record already exists. This rule is designed to handle cases where the national identifier changes, as it does not rely solely on that field.
The "Implementing Global Human Resources" guide confirms this matching logic, noting that the system checks these attributes to prevent duplication.
Option A ("Because the national identifier has changed, the system cannot identify the matching record") is incorrect because the matching process does not depend solely on the national identifier.
Option C ("The application searches for the availability of date of birth and middle name to identify the matching record") is incorrect because middle name is not a standard required attribute in the default matching rule.
Option D ("The application cannot identify the matching record and there will be two person records available for further processing") is incorrect because the system is designed to detect matches and avoid duplicate records when possible.
References:
"Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Section on Person Matching and Duplicate Prevention.
"Oracle Recruiting Cloud: Implementation Guide" - Candidate matching rules.

NEW QUESTION # 29
Which option represents the basis on which approval routing policies can be defined?

• A. Employee Supervisor Hierarchy, Position Hierarchy, Grades, Approval Groups, Organization Hierarchy
• B. Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups
• C. Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups, Organization Hierarchy
• D. Employee Supervisor Hierarchy, Position Hierarchy, Job Levels

Answer: B

Explanation:
Full Detailed in Depth Explanation:
In Oracle Global Human Resources Cloud, approval routing policies determine how transactions (e.g., promotions, transfers) are routed for approval. These policies are configured using the "Manage Approval Transactions" task and rely on specific hierarchies and groups.
Option B ("Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups") is correct.
Oracle HCM Cloud supports the following bases for defining approval rules:
Employee Supervisor Hierarchy: Routes approvals through the employee's reporting structure.
Position Hierarchy: Uses the position hierarchy if positions are implemented.
Job Levels: Routes based on job level differences (e.g., requiring higher-level approval for significant changes).
Approval Groups: Predefined groups of approvers for specific transactions.
The "Implementing Global Human Resources" guide confirms these as the standard components.Grades and Organization Hierarchy (e.g., Department or Division) are not directly used in approval routing policies, making other options incorrect.
Option A includes "Grades" and "Organization Hierarchy," which are not standard bases.
Option C omits "Approval Groups," which is a key component.
Option D adds "Organization Hierarchy," which is not supported for approval routing.
References:
"Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Chapter on Approvals, section on configuring approval policies.
"Oracle Human Resources Cloud: Using Approvals" - Approval routing options.

NEW QUESTION # 30
Position Management settings are configurable on both the Enterprise HCM Information and the Legal Entity HCM Information tasks. Which settings can be set at the Enterprise level but can be overwritten at the Legal Entity level?

• A. Position Synchronization Configuration, Position Hierarchy Configuration, and Position Incumbent Validation settings
• B. Position Synchronization Configuration and Position Incumbent Validation settings
• C. Position Synchronization Configuration and Position Hierarchy Configuration settings
• D. Position Synchronization Configuration settings

Answer: D

Explanation:
In Oracle HCM Cloud, Position Management settings are defined at the Enterprise level (via Manage Enterprise HCM Information) and can be overridden at the Legal Entity level (via Manage Legal Entity HCM Information). The documentation specifies thatPosition Synchronization Configurationsettings (e.g., enabling synchronization, allowing overrides) are configurable at both levels, with Legal Entity settings taking precedence if specified. This allows tailored synchronization behavior per legal entity while maintaining an enterprise default.
Position Incumbent Validation (e.g., validating position assignments) and Position Hierarchy Configuration (e.
g., hierarchy rules) are managed separately and not explicitly noted as overrideable at the Legal Entity level in the same way. Options B, C, and D include additional settings that lack evidence of Legal Entity override capability in the documentation. Option A correctly identifies Position Synchronization Configuration as the overrideable setting.
References: Oracle Docs - "Implementing Global Human Resources" (docs.oracle.com, published 2023-12-
12), Position Management section.

NEW QUESTION # 31
A manager discovers that a worker has no work schedule assigned when trying to check their availability by using the View Calendar task of the My Team work area.
Without a work schedule, which three can be used to determine the availability of a worker?

• A. Absences
• B. Standard Working Hours
• C. Calendar Events
• D. Time Sheet
• E. Contract Data

Answer: A,B,C

Explanation:
The scenario describes a manager using the View Calendar task in the My Team work 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 Events in Oracle HCM Cloud represent specific activities or commitments, such as meetings, training sessions, or other scheduled events, that impact an employee's availability. In the View Calendar task, 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. Absences recorded in Oracle Absence Management (e.g., vacation, sick leave) directly affect a worker's availability. In the View Calendar task, 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 Sheet data, 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 the View Calendar task.
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 Data includes 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 the View Calendar task 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 (via Enterprise 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 the View Calendar task, 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, the View Calendar task relies on Calendar Events and Absences to show specific times when the worker is unavailable, and Standard Working Hours to 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 the My Team work 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."

NEW QUESTION # 32
Which two options are not methods by which a line manager can promote his subordinate "John" in the application? (Choose two.)

• A. The line manager can promote John from Organization Chart Actions under Personal and Employment.
• B. The line manager can access John's portrait and click Promote under the Actions menu.
• C. The line manager can enter Promote John in the Person Gallery Keyword Search, which launches the promotion process automatically.
• D. The line manager can select My Portrait and click Promote under the Actions menu.

Answer: C,D

Explanation:
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, line managers can initiate promotions for subordinates via specific navigation paths, but not all options listed are valid methods.
Option A ("The line manager can select My Portrait and click Promote under the Actions menu"): Incorrect (thus an answer). "My Portrait" refers to the manager's own profile, not the subordinate's, so this cannot be used to promote John.
Option B ("The line manager can enter Promote John in the Person Gallery Keyword Search, which launches the promotion process automatically"): Incorrect (thus an answer). The Person Gallery Keyword Search allows searching for people or actions, but typing "Promote John" does not automatically launch the promotion process; it requires further navigation.
Option C ("The line manager can promote John from Organization Chart Actions under Personal and Employment"): Correct (not an answer). The Organization Chart provides actions like Promote for subordinates, a valid method.
Option D ("The line manager can access John's portrait and click Promote under the Actions menu"): Correct (not an answer). Accessing John's portrait in the Person Gallery and selecting Promote from the Actions menu is a standard method.
References:
"Oracle Human Resources Cloud: Using Global Human Resources" - Promotion process navigation.
"Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Manager self-service actions.

NEW QUESTION # 33
Availability (work time) can be defined in HCM Cloud in different ways. In which order does the application search for an employee's schedule, before applying it to an assignment?

• A. Standard working hours, Primary work schedule, Employment work week, Published schedules
• B. Published schedules, Primary work schedule, Employment work week, Standard working hours
• C. Published schedules, Employment work week, Primary work schedule, Standard working hours
• D. Employment work week, Published schedules, Primary work schedule, Standard working hours

Answer: B

Explanation:
In Oracle HCM Cloud, an employee's work schedule for an assignment is determined by a hierarchical search order, as outlined in the documentation. The system prioritizes the most specific schedule first, falling back to broader defaults if none is found:
Published Schedules: These are worker-specific schedules published via Time and Labor, taking top priority.
Primary Work Schedule: Defined at the assignment level in Manage Employment, this is the next check.
Employment Work Week: Set at the work relationship level, it applies if no specific schedule exists.
Standard Working Hours: Defined at the legal employer or enterprise level, this is the final fallback.
Option A (Published schedules, Primary work schedule, Employment work week, Standard working hours) matches this exact order. Option B starts with Standard working hours (the last resort), which is incorrect.
Option C prioritizes Employment work week over Published schedules, reversing the hierarchy. Option D swaps Primary work schedule and Employment work week, also incorrect. Option A is the verified sequence per Oracle's logic.
References: Oracle Docs - "Using Global Human Resources" (docs.oracle.com, published 2023-10-03), Work Schedules section.

NEW QUESTION # 34
You hired an employee on January 1, 2015. This employee got married on June 12, 2015. You received a request from the employee on July 11, 2015, to change their last name from the date of the marriage. You changed the last name of the employee as requested on the same day. What effective start date for this new employee is displayed by the system as of August 15, 2015?

• A. August 15, 2015
• B. July 11, 2015
• C. January 1, 2015
• D. June 12, 2015

Answer: D

Explanation:
In Oracle Global Human Resources Cloud, the "effective start date" for an employee typically refers to the start date of their person record or a specific change, depending on context. Here, the question involves a name change backdated to the marriage date, and we need the effective start date displayed as of August 15,
2015.
Option A: July 11, 2015, is the date the change was requested and processed. However, the name change was applied retroactively to the marriage date, not this transaction date.
Option B: Correct. June 12, 2015, is the marriage date, and the request was to update the last name effective from that date. In Oracle HCM, when you update a person's name with an effective date (via Manage Person or a similar task), the system records this as the effective start date of the name change. As of August 15,
2015, the system displays the name change effective from June 12, 2015, reflecting the backdated update.
Option C: January 1, 2015, is the hire date and the initial effective start date of the person record. However, the name change overrides this for the specific attribute (last name), and the question implies the effective date tied to the update.
Option D: August 15, 2015, is the "as of" date, not an effective start date for any change or the employee's record.
The correct answer isB, as the effective start date of the name change is June 12, 2015, per "Using Global Human Resources" on managing person data with effective dating.
References: Oracle Global Human Resources Cloud - Using Global Human Resources, Chapter 8: Person Management.

NEW QUESTION # 35
A manager checks the availability of a worker. The manager is not aware that the worker does not have a work schedule assigned. Which three items will be used to determine the availability of a worker?

• A. Absences
• B. Standard Working Hours
• C. Calendar Events
• D. Time Sheet
• E. Contract Data

Answer: A,B,C

Explanation:
In Oracle Global Human Resources Cloud, a worker's availability is determined by combining multiple data points that define their working and non-working time. When a work schedule is not assigned, the system relies on alternative sources to calculate availability, as seen in the "Check Availability" feature (e.g., in the Directory or My Team).
Option A: Contract Data defines employment terms (e.g., full-time/part-time status) but does not directly specify daily or hourly availability without a linked schedule or hours. It's not a primary factor here.
Option B: Absences (e.g., vacation, sick leave) reduce a worker's availability by indicating time they are not available to work. This is a key component, making it correct.
Option C: Calendar Events (e.g., public holidays, company-wide closures) from the worker's assigned work day calendar affect availability by marking non-working days. This is included, making it correct.
Option D: Standard Working Hours, defined at the enterprise or legal employer level (via Manage Enterprise HCM Information or Manage Legal Entity HCM Information), provide a default working pattern (e.g., 9 AM-
5 PM) when no specific work schedule is assigned. This is a fallback mechanism and is correct.
Option E: Time Sheet data tracks actual hours worked but is not used proactively to determine future availability; it's more for payroll or historical analysis.
Thus, the three items used areB (Absences),C (Calendar Events), andD (Standard Working Hours), as outlined in "Using Global Human Resources" under Availability Management.
References: Oracle Global Human Resources Cloud - Using Global Human Resources, Chapter 5: Work Schedules and Availability.

NEW QUESTION # 36
Which Approval Types are supported while configuring the Managing Approval Rules: Promote transaction?

• A. Application Role, Approval Groups, Management Hierarchy, Position Hierarchy, Representative, Self Auto Approve, User
• B. Data Role, Application Role, Approval Groups, Management Hierarchy, Position Hierarchy, Self Auto Approve, User
• C. Application Role, Approval Groups, Management Hierarchy, Parent Position, Representative,User, Self Auto Approve
• D. Enterprise Role, Application Role, Approval Groups, Parent Position, Representative, User, Self Auto Approve

Answer: A

Explanation:
In Oracle Global Human Resources Cloud, approval rules for transactions like Promote are configured in BPM Worklist with supported approval types.
Option A: "Parent Position" is not a standard approval type; "Position Hierarchy" is correct.
Option B: Correct. Supported types include:
Application Role (e.g., HR Specialist),
Approval Groups (static user lists),
Management Hierarchy (line managers),
Position Hierarchy (position-based),
Representative (e.g., delegate),
Self Auto Approve (initiator approves),
User (specific individual).
Option C: "Data Role" is a security concept, not an approval type.
Option D: "Enterprise Role" is not an approval type; "Parent Position" is incorrect.
The correct answer is B, per "Using Global Human Resources" on approval configuration.
References: Oracle Global Human Resources Cloud - Using Global Human Resources, Chapter 3: Approvals and Notifications.

NEW QUESTION # 37
A Human Resource Representative is in the process of transferring an employee from France Subsidiary to US Subsidiary and exercises the option of Global Transfer. Identify the three options for the Global Transfer process. (Choose three.)

• A. The existing set of employment terms and assignments in the source work relationship are terminated and their status is set to Inactive - Payroll Eligible by default.
• B. The Human Resources Representative can override the default by deselecting the assignments that are not required to be terminated; these assignments retain their original status and the work relationship is not terminated.
• C. The Human Resources Representative cannot override the default changes.
• D. A new work relationship in the destination legal employer is created automatically.
• E. A new work relationship in the destination legal employer is not created automatically.

Answer: A,B,D

Explanation:
Full Detailed in Depth Explanation:
The Global Transfer feature in Oracle HCM Cloud facilitates moving an employee between legal employers within the same enterprise, such as from France Subsidiary to US Subsidiary.
Option C ("The Human Resources Representative can override the default by deselecting the assignments that are not required to be terminated; these assignments retain their original status and the work relationship is not terminated"): True. During a Global Transfer, the HR representative can choose which assignments to terminate or retain, overriding defaults, as explained in the "Using Global Human Resources" guide.
Option D ("The existing set of employment terms and assignments in the source work relationship are terminated and their status is set to Inactive - Payroll Eligible by default"): True. By default, the source work relationship's assignments are terminated and marked Inactive - Payroll Eligible, preserving payroll history, per standard Oracle behavior.
Option E ("A new work relationship in the destination legal employer is created automatically"): True. A Global Transfer automatically creates a new work relationship in the destination legal employer, effective from the transfer date.
Option A ("A new work relationship in the destination legal employer is not created automatically"): False.
This contradicts the automated nature of Global Transfer.
Option B ("The Human Resources Representative cannot override the default changes"): False. Overrides are allowed, as noted in Option C.
References:
"Oracle Human Resources Cloud: Using Global Human Resources" - Global Transfer process details.
"Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Employment model changes.

NEW QUESTION # 38
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. Action Reasons were not defined in the checklist.
• B. Action Type was not defined for the checklist.
• C. The Action associated with the checklist does not match the Action selected during the termination process.
• D. The Allocate Checklist seeded process must be run to automatically allocate the checklist to the person.

Answer: D

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.
References:
"Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Chapter on Checklists and Tasks, section on allocating checklists.
"Oracle Human Resources Cloud: Using Checklists" - Details on the Allocate Checklists process.

NEW QUESTION # 39
You want to track changes to certain Oracle Global Human Resources Cloud records, for example, changes to employment and assignment records. You want to create your own actions and associate them with predefined action types. Which two statements are true about actions? (Choose two.)

• A. Actions can be accessed via Smart Navigator, and available actions are based on the security access
• B. An action must always have an action reason associated
• C. Only one action can be associated with an action type
• D. User-defined actions can be created and linked to predefined action types

Answer: A,D

Explanation:
Per the "Managing Workforce Records" guide:
Option A: False. Multiple Actions can be linked to a single Action Type (e.g., multiple promotion Actions under the Promotion Action Type).
Option B: True. Actions are accessible via Smart Navigator, and visibility depends on the user's security access (e.g., role-based permissions).
Option C: False. An Action Reason is optional, not mandatory, depending on configuration.
Reference:Oracle Global Human Resources Cloud - Managing Workforce Records, "Actions Configuration" section.

NEW QUESTION # 40
As an implementation consultant, you have configured several rules in Transaction Design Studio within the test environment. How do you migrate these changes to your production environment?

• A. Use the Configuration Package capabilities within the Configuration > Migration work area
• B. Use the Configuration Package capabilities of Functional Setup Manager to export the configurations
• C. Transaction Design Studio changes can't be migrated from one instance to another. You will need to reconfigure the transactions within your production environment
• D. Use the Configuration Set Migration tool within the Configuration > Migration work area

Answer: D

Explanation:
Transaction Design Studio (TDS) customizations, such as rules for transactions, are migrated using the Configuration Set Migration tool, as per the "Implementing Global Human Resources" guide. Located in the Configuration > Migration work area, this tool allows export and import of TDS configurations between environments (e.g., test to production). Option A refers to a broader migration capability, not specific to TDS.
Option B (Functional Setup Manager) is for setup data, not TDS rules. Option C is incorrect, as migration is supported. Thus, Option D is correct.
Reference:Oracle Global Human Resources Cloud - Implementing Global Human Resources, "Migrating Transaction Design Studio Configurations" topic.

NEW QUESTION # 41
A multinational construction company, headquartered in London, has operations in five countries. It has its major operations in the UK and US and small offices in Saudi Arabia, UAE, and India. The company employs
3,000 people in the UK and US and 500 people in the remaining locations. The entire workforce in India falls under the Contingent Worker category. How many Legislative DataGroups (LDGs), divisions, legal employers, and Payroll Statutory Units (PSUs) need to be configured for this company?

• A. Four LDGs (UK, US, India, and one for Saudi Arabia and UAE combined), five divisions (one for each country), four legal employers (all except India), and five PSUs.
• B. Five LDGs (one for each country), four divisions (UK, US, India, and one for Saudi Arabia and UAE combined), five legal employers, and four PSUs (all except India).
• C. Five LDGs (one for each country), four divisions (UK, US, India, and one for Saudi Arabia and UAE combined), two legal employers and PSUs (US and UK only, because the workforce is very small in the other countries).
• D. Five LDGs, five divisions, five legal employers, and five PSUs.

Answer: B

Explanation:
In Oracle Global Human Resources Cloud, enterprise structures like LDGs, divisions, legal employers, and PSUs are configured based on legislative, operational, and payroll needs.
LDGs: One per country (UK, US, Saudi Arabia, UAE, India) due to distinct legislative requirements (e.g., labor laws, tax rules), totaling 5.
Divisions: Operationally, the company can group Saudi Arabia and UAE into one division due to their small size, alongside UK, US, and India, totaling 4 divisions.
Legal Employers: Each country typically requires a legal employer for employees (UK, US, Saudi Arabia, UAE). India's contingent workers still require a legal employer for compliance, totaling 5.
PSUs: Payroll Statutory Units are needed for payroll processing. India's contingent workers may not require a PSU if payroll is not processed (common for contingent workers), so 4 PSUs (UK, US, Saudi Arabia, UAE).
Option A: Incorrect; combining Saudi Arabia and UAE into one LDG ignores separate legislative needs.
Option B: Incorrect; only 2 legal employers and PSUs overlook small offices' compliance needs.
Option C: Incorrect; 5 PSUs assume India needs payroll, which isn't typical for contingent workers.
Option D: Correct: 5 LDGs, 4 divisions, 5 legal employers, 4 PSUs.
The correct answer isD, per "Implementing Global Human Resources" on enterprise structures.
References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 2:
Enterprise Structures.

NEW QUESTION # 42
Your customer wants to reorder the cards on the Person Gallery page in reverse alphabetical order. What should you do to reorder the cards?

• A. Drag and slide the portrait cards across the pane in any order. Use Personalization to edit and reorder the portrait cards.
• B. Enable "Allow User Control" in Portrait Settings for all the portrait cards.
• C. Change the default card to "User Account Details" in Portrait Settings.
• D. Change the order of the cards by using Portrait Settings.
• E. Enable "Allow Reorder" in Portrait Settings for all the portrait cards.

Answer: A

Explanation:
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.
References:
"Oracle Applications Cloud: Configuring and Extending Applications" - Chapter on Page Composer for UI personalization.
"Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Section on managing person gallery configuration.

NEW QUESTION # 43
When working through configurations in the Functional Area, Workforce Deployment within FSM, are you required to access and configure the objects in the order listed on the page?

• A. No
• B. Yes

Answer: A

Explanation:
Full Detailed in Depth Explanation:
In the Functional Setup Manager (FSM) under the Workforce Deployment functional area, Oracle HCM Cloud provides flexibility in configuration. The objects (e.g., Departments, Locations, Positions) listed on the page are not strictly required to be configured in the order they appear. While Oracle recommends a logical sequence (e.g., defining Departments before Positions), the system does not enforce this as a mandatory requirement. Implementers can adjust the order based on their implementation needs, as long as dependencies (e.g., a Position requiring a Department) are satisfied. The "Implementing Workforce Deployment" section of the Oracle documentation confirms this flexibility, stating that configuration order can vary depending on organizational requirements. Thus, the correct answer isA.
Reference:Oracle HCM Cloud: Implementing Global Human Resources, "Workforce Deployment Setup".

NEW QUESTION # 44
When working on the Manage Geographies page, in what order do you need to access the areas that are available if you are manually configuring your geographies?

• A. Structure Defined, Hierarchy Defined, Validation Defined
• B. Validation Defined, Hierarchy Defined, Structure Defined
• C. Validation Defined, Address Cleansing Defined, Hierarchy Defined, Structure Defined
• D. Hierarchy Defined, Structure Defined, Validation Defined

Answer: A

Explanation:
Full Detailed in Depth Explanation:
When manually configuring geographies in Oracle HCM Cloud using the Manage Geographies page, the correct sequence is critical to ensure the geography framework is set up properly. The process begins with defining theStructureof the geography (e.g., country, state, city levels), followed by defining theHierarchy (how these levels relate to one another), and finally setting upValidation(rules to ensure data integrity and usability). This sequence ensures that the foundational structure is in place before relationships are established and validated. According to the Oracle HCM Cloud documentation, specifically the "Implementing Global Human Resources" guide, the recommended order is:
Structure Defined: Define the levels of geography (e.g., country, province, city).
Hierarchy Defined: Establish parent-child relationships between geography levels.
Reference:Oracle HCM Cloud: Implementing Global Human Resources, Chapter on "Geographies Setup".

NEW QUESTION # 45
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