1z0-1046-24 Exam Dumps - Oracle Global Human Resources Cloud Questions and Answers

Full Detailed In-Depth Explanation:

In Oracle HCM Cloud, a static approval group (e.g., "Trio") routes approvals sequentially based on the order members are listed in the group definition, unless configured otherwise (e.g., parallel routing). For "Trio" (Jacob, Susan, Dia), the documentation states that approval notifications follow this sequence: Jacob (first), Susan (second), Dia (third), with each approving in turn before the task progresses.

Option A (random) contradicts the fixed order of static groups. Option C (alphabetical) is incorrect—order is based on definition, not names. Option D (simultaneous) applies to parallel groups, not sequential static ones. Option B matches Oracle’s default behavior for static approval groups.

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.

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:

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:

HCM Cloud trees are used to represent hierarchical data structures. The correct statements are:

A: Multiple versions of a tree can be created to manage changes over time or test configurations, as supported by the tree versioning feature.

C: Trees in Oracle Fusion HCM are indeed graphical representations of hierarchies (e.g., organization, department), aiding in visualization and management.

D: For most HCM tree types (e.g., Department, Position), multiple trees can be created, except for geography trees, which are limited to one per country due to their predefined structure.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, approval rules for the Change Manager transaction are configured per the "Securing HCM" guide:

With "Enable Auto Claim" deselected, the transaction isn’t automatically assigned to one approver; it goes to all users with the HR Specialist Sales role (Option C).

Full Detailed in Depth Explanation:

Profile Options in Oracle HCM Cloud control system behavior and can be set at:

A: Site level, applying globally to all users and organizations.

D: User level, allowing personalization for individual users.

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.

Full Detailed In-Depth Explanation:

Reference data partitioning in Oracle Global Human Resources Cloud uses Set-enabled objects, as per the "Implementing Global Human Resources" guide. These include Department, Location, Jobs, and Grades, which can be assigned to Sets for data sharing across business units (Option D). Option A includes non-set-enabled objects like legal entity. Option B includes "salary plan" and "rates," which aren’t standard set-enabled objects. Option C includes enterprise and business unit, which define structure, not reference data partitioning. Thus, Option D is correct.

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.