Oracle 1Z0-1046-25 - Questions & Answers
Free preview · every answer includes a full explanation
Product page: https://prepkeys.com/1z0-1046-25.html
Which two statements are true about Action and Action Reasons? (Choose two.)
Terminations predictive analytics uses Actions and Reasons data to identify whether a termination is voluntary or involuntary.
The history of effective date changes can be tracked well by using the Actions framework.
It is mandatory to associate Actions with Action Reasons.
There is always a one-to-one relationship between Action Type and Action.
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).
References:
"Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Actions and Action Reasons setup.
"Oracle Human Resources Cloud: Using Workforce Predictions" - Predictive analytics data sources.
Your customer needs to implement a task in a journey where, based on an employee's response, different dependent tasks will be presented.
How can you accomplish this?
Configure an Activation Criteria when creating a task.
Configure the task by using the Transaction Design Studio.
Use Eligibility Profiles.
An employee accesses the application, adds a self-requestable role, and saves the transaction. However, the line manager does not receive any notification to either approve or reject it.
Which option describes the cause of this issue?
The security profile associated with the data role assigned to the line manager prevents any notification flowing to him.
The line manager does not have the privilege to receive notifications.
The role provisioning user interface and objects are not workflow-enabled. They are not currently designed to send notifications for any provisioning type.
Approvals in Oracle Global Human Resources Cloud go to two levels by default. Approvals should be modified to go to the line manager.
In Oracle HCM Cloud, self-requestable roles trigger approval workflows if configured, typically notifying the line manager. If no notification is received, the issue likely relates to security or workflow setup.
Option A ("The security profile associated with the data role assigned to the line manager prevents any notification flowing to him") is correct. Notifications depend on the line manager's data role and security profile. If the profile lacks access to the employee's data or the transaction type, notifications are blocked.
This is a common issue addressed in the "Implementing Global Human Resources" guide under security troubleshooting.
Option B ("The line manager does not have the privilege to receive notifications") is vague and less specific than A; privileges are part of the security profile.
Option C ("The role provisioning user interface and objects are not workflow-enabled") is incorrect; self- requestable roles are workflow-enabled by default in Oracle.
Option D ("Approvals in Oracle Global Human Resources Cloud go to two levels by default") is incorrect;
approval levels are configurable, not fixed at two, and this doesn't explain the lack of notification.
References:
"Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Security profiles and notifications.
"Oracle Human Resources Cloud: Using Approvals" - Workflow configuration.
Which two fields can be synchronized by Position?
Business Unit
Department
Legal Employer
Location
Position Synchronization in Oracle HCM Cloud allows certain fields to automatically populate based on the position assigned to a worker.
The two fields that can be synchronized are: B: Department, as positions are often tied to specific departments, and this link can sync data.
D: Location, as positions are associated with work locations, enabling synchronization.
References:
Oracle HCM Cloud: Implementing Global Human Resources, "Position Synchronization".
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 new work relationship in the destination legal employer is not created automatically.
The Human Resources Representative cannot override the default changes.
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.
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.
A new work relationship in the destination legal employer is created automatically.
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.
As an implementation consultant, you are in the process of building the enterprise structure.
Which three facts about Legislative Data Group must you be aware of?
Legislative Data Groups do not span enterprises.
Legislative Data Groups can span enterprises.
Legislative Data Group supports the configuration of objects with a strong legislative context, such as payroll, absence types, elements, and rates of pay.
Each Legislative Data Group can contain only one legal entity that acts as a payroll statutory unit.
It is required to associate country and currency details while defining Legislative Data Group.
Legislative Data Groups (LDGs) in Oracle HCM Cloud manage legislative-specific data: A: True-LDGs are tied to a single country's legislation and don't span enterprises (multiple countries).
B: False-LDGs are country-specific, not enterprise-spanning.
C: True-LDGs support objects like payroll, absences, and elements with legislative context.
D: False-An LDG can include multiple legal entities sharing the same payroll statutory unit.
E: True-Country and currency are mandatory when defining an LDG to align with legislative requirements.
Options A, C, and E reflect Oracle's LDG characteristics per the documentation.
References:
Oracle Docs - "Implementing Global Human Resources" (docs.oracle.com, published 2023-
12-12), Legislative Data Groups section.
A consultant is trying to modify an existing lookup type to add a lookup code. But, they are not able to add lookup code.
What could be the possible reason?
The lookup type has been defined as Read Only.
The configuration level of lookup type is set as System.
The configuration level of lookup type is set as User.
In Oracle Global Human Resources Cloud, lookup types are used to define lists of values (lookup codes) for fields, such as drop-down menus or selection lists. The question indicates that a consultant cannot add a lookup code to an existing lookup type, and we need to identify the reason. Lookup types have a configuration level that determines their modifiability: , , or User.
System Extensible Option A: The lookup type has been defined as Read Only.This option is incorrect because Oracle HCM Cloud does not use a Read Only designation for lookup types. Instead, modifiability is controlled by the Configuration Level (System, Extensible, or User). A System lookup type is non-editable, an Extensible lookup type allows adding new codes but not modifying predefined ones, and a User lookup type is fully editable. The term Read Only may be confused with System lookup types, but it is not a standard term in Oracle documentation for this context, making this option invalid.
Option B: The configuration level of lookup type is set as System.This is the correct answer. Lookup types with a System configuration level are predefined by Oracle and cannot be modified by users, including adding, editing, or deleting lookup codes. For example, a lookup type like PER_PERSON_TYPE (for person types) is set as System, preventing consultants from adding new codes to maintain system integrity. If the consultant is trying to modify such a lookup type, they will be unable to add a lookup code, as the system restricts changes.
Oracle documentation confirms that System lookup types are locked for modifications, making this the most likely reason.
Option C: The configuration level of lookup type is set as User.This option is incorrect. A lookup type with a User configuration level is fully editable, allowing users to add, edit, or delete lookup codes as needed. For instance, a custom lookup type created for department categories would typically be User level, enabling the consultant to add new codes freely. Since the consultant cannot add a lookup code, a User configuration level does not explain the issue. Why this reason?The inability to add a lookup code points to a restriction on the lookup type's modifiability. The System configuration level explicitly prevents changes to ensure consistency across the application, aligning with Oracle's design for predefined lookup types.
Neither Read Only nor User accurately describes the restriction, as Read Only is not a valid term, and User allows modifications.
References Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Lookups: "System lookup types are predefined and can't be modified. Extensible lookup types let you add new lookup codes, but you can't modify predefined codes. User lookup types are fully editable."
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs. oracle.com, Published: 2024-07-02
Section: Manage Lookups: "You manage lookups using the Manage Common Lookups task. The configuration level determines whether you can add or modify lookup codes."
Oracle Fusion Cloud Human Resources 24C What's New, Document ID: docs.oracle.com, Published:
2024-08-27 Section: Configuration Enhancements: "Clarifications on lookup type management and restrictions."
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?
No
Yes
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 is A.
References:
Oracle HCM Cloud: Implementing Global Human Resources, "Workforce Deployment Setup".
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?
Use the Configuration Package capabilities of Functional Setup Manager to export the configurations.
Use the Configuration Set Migration tool within the Configuration > Migration work area.
Use the Configuration Package capabilities within the Configuration > Migration work area.
Transaction Design Studio changes can't be migrated from one instance to another. You will need to reconfigure the transactions within your production environment.
In Oracle HCM Cloud, Transaction Design Studio (TDS) configurations (e.g., rules for transactions like Promote or Hire) are migrated between environments using theConfiguration Set Migration tool, accessible via the Configuration > Migration work area. This tool allows you to export TDS rules as a configuration set
from the test environment and import them into production, preserving customizations like field visibility or validation rules. The process involves selecting the TDS configurations, exporting them as a .zip file, and importing them into the target instance, ensuring consistency across environments.
Option A (Functional Setup Manager's Configuration Package) is used for broader setup data (e.g., enterprise structures), not TDS-specific rules.
Option C misplaces the Configuration Package under the Migration work area, which is incorrect.
Option D is false-TDS changes are migratable.
Option B correctly identifies the Configuration Set Migration tool as the method, per Oracle's migration guidelines.
References:
Oracle Docs - "Implementing Global Human Resources" (docs.oracle.com, published 2023-
12-12), Transaction Design Studio Migration section.
Which three options are true regarding Grade Ladders?
Grade Ladders are used to group grades or grades with steps.
A Grade Ladder cannot be created with a combination of both grades and grades with steps.
A Grade Ladder can be created with a combination of both grades and grades with steps.
Two types of Grade Ladders are available.
In Oracle Global Human Resources Cloud, Grade Ladders organize grades (flat pay levels) or grades with steps (progression points within a grade) to manage compensation structures.
Option A: Correct. Grade Ladders group grades (without steps) or grades with steps, providing a framework for salary progression or rate assignment, as defined in the "Manage Grade Ladders" task.
Option B: Incorrect. Oracle allows flexibility; a Grade Ladder can mix grades without steps and grades with steps, though it's less common and depends on configuration.
Option C: Correct. A Grade Ladder can include both types (grades and grades with steps), offering versatility in structuring pay scales, as supported by the system's grade ladder setup options.
Option D: Correct. Two types of Grade Ladders exist: Grade Ladder with Grades: For flat grades without steps.
Grade Ladder with Steps: For grades with progression steps.
This is explicitly outlined in Oracle documentation.
The correct answers are A, C, and D, per "Implementing Global Human Resources" on grade structures.
References:
Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter
10:Grade Structures.
Showing 10 of 191 questions · Unlock the full set