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Oracle 1z0-1046-24 Exam Syllabus Topics:
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Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q13-Q18):
NEW QUESTION # 13
Your customer wants to leverage the Tree Manager functionality to meet their Security and Reporting requirements. You discuss the delivered hierarchies to help them choose the correct tree structure. Which option represents seeded tree structures?
Answer: E
Explanation:
Comprehensive and Detailed Explanation From Exact Extract:
In Oracle Global Human Resources Cloud, theTree Managerfunctionality is used to define and manage hierarchical structures that support security, reporting, and organizational requirements. Seeded tree structures are predefined hierarchies provided by Oracle to help organizations model their workforce structures efficiently. These seeded structures are designed to align with common organizational components and are available out-of-the-box for configuration.
According to the official Oracle HCM Cloud documentation, the seeded tree structures in Oracle Global Human Resources Cloud are:
* Organization: Represents the organizational hierarchy, such as business units, legal entities, or departments.
* Position: Defines the position hierarchy, which outlines reporting relationships based on job roles or positions within the organization.
* Department: Represents the departmental hierarchy, which organizes employees into functional or operational units.
* Geographies: Defines geographic hierarchies, such as country, region, or city, used for location-based reporting and compliance.
The exact extract from the Oracle documentation states:
"You can define trees to create hierarchical structures to reflect your organization for reporting and security purposes. Examples of predefined tree structures include organization, position, department, and geographies.
Use trees to create a hierarchical representation of the structure that is used for approvals, reporting, and security." This confirms that the seeded tree structures areorganization, position, department, and geographies, making option C the correct answer.
Why the other options are incorrect:
* Option A (Organization, job, division, geographies): This is incorrect becausejobis not a seeded tree structure. Jobs represent roles or functions but are not used to define hierarchies in Tree Manager.
Additionally,divisionis not a predefined tree structure in Oracle HCM Cloud.
* Option B (Organization, position, division, establishment): This is incorrect becausedivisionand establishmentare not seeded tree structures. While organizations may use custom hierarchies for divisions or establishments, they are not part of the predefined seeded structures.
* Option D (Organization, job, department, geographies): This is incorrect becausejobis not a seeded tree structure, as explained in option A.
* Option E (Organization, position, division, geographies): This is incorrect becausedivisionis not a seeded tree structure, as explained in option B.
NEW QUESTION # 14
Select three correct Workforce Structure definitions.
Answer: A,C,F
Explanation:
Full Detailed In-Depth Explanation:
Workforce Structures in Oracle Global Human Resources Cloud define organizational and operational entities.
* Option A: Facility is not a standard workforce structure; it might be a custom term.
* Option B: Geography is part of the geography hierarchy, not a workforce structure.
* Option C: Correct. Division is a workforce structure for grouping operations (e.g., Line of Business).
* Option D: Correct. Department is a workforce structure for organizational units.
* Option E: Country is a geography element, not a workforce structure.
* Option F: Correct. Location is a workforce structure defining physical work sites.
The correct answers areC,D, andF, per "Implementing Global Human Resources" on workforce structures.
NEW QUESTION # 15
When a parent position becomes vacant, you need the incumbents in the child positions to be assigned to a delegate position rather than the second-level parent position. To achieve this, what steps must be followed?
Answer: D
Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, position hierarchies define reporting structures, and the Delegate Position attribute allows redirection of reporting lines when a parent position is vacant. The synchronization process ensures these changes reflect in person assignments.
* Option A: This omits the condition that the parent position must be vacant, which is critical to trigger the delegate reassignment. It's incomplete.
* Option B: Using "Position Trees" is incorrect; Oracle uses the "HCM Position Hierarchy" for line manager synchronization, not generic position trees, which are not a standard synchronization mechanism in this context.
* Option C: This is correct:
* The parent position is vacant (trigger condition).
* A Delegate Position attribute is specified (e.g., via the Manage Positions task) to redirect child position incumbents.
* Line manager synchronization is based on the HCM Position Hierarchy (configured in Manage Enterprise HCM Information).
* The "Synchronize Person Assignments from Position" ESS process updates assignments to reflect the delegate position.This aligns with Oracle's position management functionality.
* Option D: Like B, it incorrectly references "Position Trees" instead of the HCM Position Hierarchy, making it invalid.
The correct answer isC, as detailed in "Implementing Global Human Resources" under Position Management.
NEW QUESTION # 16
Which three HCM Cloud capabilities are considered part of the Global Human Resources Business Process?
Answer: A,B,D
Explanation:
Full Detailed in Depth Explanation:
The Global Human Resources (HR) Business Process in Oracle HCM Cloud encompasses core capabilities that manage workforce data, structures, and planning at a global level. According to Oracle documentation:
* Workforce Directory (A): Provides a centralized view of the workforce, including organizational hierarchies and worker details, which is integral to Global HR.
* Workforce Modeling (D): Enables scenario planning and organizational modeling, a key feature of Global HR for strategic workforce management.
* Core Human Resources (E): Covers essential HR functions like person management,employment records, and organizational structures, forming the backbone of Global HR.
NEW QUESTION # 17
An employee starts employment with her company in France next month. She was employed by the enterprise in the United States for several years but resigned two years ago. Which statement is correct about the person number for the employee?
Answer: C
Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the person number is a unique identifier assigned to an individual within the system. The generation of person numbers can be configured at the enterprise or legal employer level using the "Manage Enterprise HCM Information" or "Manage Legal Entity HCM Information" tasks in the Setup and Maintenance work area. Two common methods for generating person numbers are "Global Sequence" (a single sequence across the enterprise) and "Legal Employer Sequence" (a separate sequence for each legal employer).
Option A: If a global sequence is used, the person number is unique across the enterprise, and typically, a rehired employee might retain their old number if their person record remains active and linked. However, since this employee resigned two years ago, her work relationship with the U.S. legal employer ended. When rehired in France under a different legal employer, Oracle HCM does not automatically reuse the old person number unless explicitly configured to recognize prior records across legal employers, which is not the default behavior for rehires in different jurisdictions.
Option B: When the legal employer sequence is used, each legal employer maintains its own sequence for person numbers. Since the employee is starting employment with a new legal employer in France, she will receive a new person number specific to that legal employer's sequence, regardless of her previous employment in the U.S. This is the correct behavior as per Oracle's employment model, where person numbers can differ across legal employers unless a global sequence is enforced and prior records are explicitly linked.
Option C: While the employee has a prior person record with the enterprise, resignation typically ends the active work relationship. When rehired under a different legal employer, a new person number is generated unless the system is configured to reuse the old number (e.g., via global sequence and specific rehire rules).
The default behavior does not assume continuity of the same person number across legal employers after a resignation.
Option D: Oracle HCM does not automatically suffix a previous person number with "-1" or any similar pattern for rehires. Person number generation follows the configured sequence method, not a manual or derived modification of prior numbers.
Thus, the correct answer isB, as the legal employer sequence method generates a new person number for the employee in France. This aligns with the documentation in "Implementing Global Human Resources" (e.g., section on Person Number Generation in the Manage Legal Entity HCM Information task).
NEW QUESTION # 18
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