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.
You cannot add new lookup codes and meanings to the existing lookup types.
Oracle applications contain certain predefined system lookups that are locked for editing.
You can access the task for profile options from the Setup and Maintenance menu.
You can create new lookup types but cannot modify the existing ones.
The system administrator must enable the lookup before it is modified in the work area.
Full Detailed In-Depth 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.
People update a performance rating for a competency on a worker's profile. What is used to provide a unique identifier for each instance of the competency so that you can determine who provided what rating?
Content library
Educational establishment
Rating model
Content subscriber
Instance qualifier
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, competencies on a worker’s profile can be rated by multiple sources (e.g., manager, peer), and tracking the source requires a unique identifier.
Option E ("Instance qualifier") is correct. The instance qualifier uniquely identifies each rating instance for a competency, linking it to the rater and context (e.g., performance review). This is part of the competency framework in the "Implementing Talent Management Base" guide, ensuring auditability of who provided what rating.
Option A ("Content library") stores competency definitions, not rating instances.
Option B ("Educational establishment") is unrelated to ratings.
Option C ("Rating model") defines the scale, not the instance.
Option D ("Content subscriber") relates to content sharing, not ratings.
Guided Journeys are displayed:
In page or section headers
In 72pt. flashing Orbit font
When initiating a Quick Action
Via the employees' "Journeys" tile
Full Detailed In-Depth Explanation:
Guided Journeys in Oracle Global Human Resources Cloud are interactive processes designed to assist users in completing tasks or milestones. The "Using Journeys" guide specifies that Guided Journeys are primarily accessed and displayed via the "Journeys" tile on the employee’s home page or navigation menu. This tile serves as the entry point for users to view and interact with assigned or available journeys, such as onboarding or career development tasks. Option A (page/section headers) relates more to Contextual Journeys, not Guided ones. Option B (72pt. flashing font) is fictional and not a feature of Oracle HCM. Option C (Quick Action) is a separate feature for initiating transactions, not specifically tied to Guided Journeys. Therefore, Option D is the correct answer.
By default, any user who has access to Checklist Templates can create Task Groups to create a group of common tasks.
How can we restrict the creation by Role?
Configure Role in Category Security.
Configure Exclude Rules from Workforce Structures.
Configure Person Security Profile.
Position Synchronization in Oracle Global Human Resources Cloud allows assignments to inherit values from associated positions, streamlining workforce management by ensuring consistency between position definitions and employee assignments. The question asks for three advantages of using Position Synchronization, given that the customer has chosen Position Management for this functionality. The provided web results offer detailed insights into how Position Synchronization operates, which are leveraged here to validate the answer.
Option A: The customer can configure which assignment attributes to synchronize from the position.This is a correct answer. Position Synchronization allows customers to select specific attributes (e.g., job, department, location, manager) to synchronize from the position to the assignment. This configurability is set at the enterprise or legal entity level using tasks likeManage Enterprise HCM InformationorManage Legal Entity HCM Information. For example, a customer might choose to synchronize the job and manager but not the location, tailoring the synchronization to their needs. Oracle documentation confirms that users can specify which attributes are inherited, providing flexibility in workforce management.
Option B: For synchronized attributes, any position update will automatically be pushed to the incumbents' assignments.This is a correct answer. When Position Synchronization is enabled, changes to synchronized attributes in a position (e.g., updating a position’s department) are automatically reflected in all active assignments linked to that position. This automation reduces manual updates and ensures consistency across incumbents’ assignments. TheSynchronize Person Assignments from Positionprocess may be required for retroactive changes, but for active assignments, updates are typically automatic for synchronized attributes. Oracle documentation highlights that synchronized attributes inherit changes, streamlining maintenance.
Option C: Synchronized attributes will be displayed as read-only in the assignment to ensure the position as the only source of truth.This is a correct answer. To maintain data integrity, synchronized attributes in an assignment are displayed as read-only, preventing manual edits at the assignment level unless override is explicitly allowed. For instance, if the manager attribute is synchronized, the assignment’s manager field cannot be changed directly, ensuring the position remains the single source of truth. Oracle documentation notes that this read-only behavior enforces consistency, though overrides can be configured if needed.
Option D: If you use Position Synchronization, Manager Self Service cannot be used.This option is incorrect. There is no restriction in Oracle HCM Cloud preventing the use ofManager Self Servicewhen Position Synchronization is enabled. Manager Self Service allows managers to perform actions like viewing team details or initiating transactions, and these functions are compatible with Position Synchronization. Oracle documentation does not mention any such limitation, and Position Synchronization operates independently of self-service capabilities, making this option invalid.
Why these three advantages?The advantages inA,B, andCdirectly align with the benefits of Position Synchronization:configurability(choosing attributes),automation(automatic updates), anddata integrity(read-only attributes). These features reduce administrative effort, ensure consistency, and maintain a single source of truth, which are critical for effective workforce management. OptionDis a false statement, as Position Synchronization does not restrict Manager Self Service.
References
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Position Synchronization: “You can select attributes to synchronize, and synchronized attributes are inherited automatically by assignments. Synchronized fields are read-only unless overrides are allowed.”
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Position Management: “Changes to positions are reflected in assignments for synchronized attributes, ensuring consistency.”
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Workforce Structures Enhancements: “Position Synchronization improvements for attribute management.” ==================
A Human Resource Specialist is hiring a new employee in the application. While creating the employee record, he enters personal information and employment details and, when submitting the transaction, encounters an error. Part of the error message reads: "NewPersonEmploymentApproval to NewPersonEmploymentApproval Rules NewPersonRuleSet failed with Business Fault: null. Check the underlying fault. Check target SOA component for cause." The Human Resource Specialist raises a service request with the internal support team. What is the cause of this error?
A security profile needs to be defined for the Human Resource Specialist to hire a person.
The BPM task NewPersonEmploymentApproval is not set up properly.
The Human Resource Specialist does not have the required privilege for the New Person Employment process.
The Update Person Keyword Search process must be run before hiring a person.
Full Detailed In-Depth Explanation:
The error message indicates a failure in the approval process during the "New Person Employment" transaction, pointing to an issue with the BPM (Business Process Management) workflow rather than security or pre-process requirements.
Option A: Security profiles control data visibility, not approval process execution. Thiswouldn’t cause a BPM fault.
Option B: Correct. The error references "NewPersonEmploymentApproval," a BPM task. A "Business Fault: null" suggests a misconfiguration in the approval ruleset (e.g., missing approver, invalid rule) within BPM Worklist, preventing the transaction from completing.
Option C: Lack of privilege would typically block access to the hire action entirely, not trigger a mid-process BPM fault.
Option D: The "Update Person Keyword Search" process enhances search functionality but is unrelated to hiring approvals.
The correct answer isB, as detailed in "Implementing Global Human Resources" under Approval Configuration.
In order for a worker to complete a checklist item before their hire date, the following must be done?
The worker must have been added as an applicant in Recruiting Cloud
The worker needs to be added as an Employee with a future hire date
The worker must be added as a Pending Worker with an effective date equal to or less than the system date and a future hire date
Full Detailed In-Depth Explanation:
Checklists in Oracle Global Human Resources Cloud can be assigned to workers before their official hire date, typically during onboarding. The "Using Global Human Resources" guide under "Checklists and Onboarding" explains that for a worker to access and complete checklist tasks prior to their hire date, they must be added as a Pending Worker. A Pending Worker record requires an effective date (start date of the record) that is equal to or earlier than the current system date, allowing system access, and a future hire date (when they transition to an Employee). This setup enables pre-hire tasks, such as completing forms, to be actioned. Option A (applicant in Recruiting Cloud) doesn’t grant HCM access, and Option B (Employee withfuture hire date) doesn’t allow pre-hire task completion before the hire date is effective. Option C is precise and correct.
You are setting up Core HR for a customer. During the work structure setup, you need to capture information such as work timings, standard working hours, organization manager and cost center.
Which type of organization allows you to maintain all these fields?
Legal Entity
Business Unit
Department
In Oracle Global Human Resources Cloud, work structures include organizations like Legal Entities, Business Units, and Departments, each serving distinct purposes. The question asks which organization type allows capturing work timings, standard working hours, organization manager, and cost center during Core HR setup.
Option A: Legal EntityThis option is incorrect. ALegal Entityrepresents a legal employer or registered organization for compliance and reporting (e.g., tax, payroll). While it captures attributes like name, address, and jurisdiction, it does not maintain fields forwork timings,standard working hours,organization manager, orcost centerdirectly. Legal Entities are higher-level structures focused on regulatory requirements, not operational details like schedules or managers, making this option unsuitable.
Option B: Business UnitThis option is incorrect. ABusiness Unitorganizes business functions for transaction processing (e.g., payroll, requisition approvals) and defines scope for data access. Itcaptures attributes like default working hours for payroll purposes, but it does not directly maintainwork timings,organization manager, orcost centeras part of its setup. Business Units are broader constructs and lack the granularity to manage department-specific operational details, ruling out this option.
Option C: DepartmentThis is the correct answer. ADepartmentin Oracle HCM Cloud is an organization type used to represent operational units (e.g., Sales, IT). During setup via theManage Organizationtask, Departments allow capturing:
Work timings: Configured via work schedules or shift details associated with the department.
Standard working hours: Defined to specify default hours for employees in the department (e.g., 40 hours/week).
Organization manager: Assigned to designate the department’s manager or supervisor.
Cost center: Linked to track financial accountability for department activities. Oracle documentation confirms that Departments support these fields to manage workforce operations, making them the ideal organization type for this requirement.
Why this answer?Departments are designed to handle operational and workforce-related details, unlike Legal Entities (compliance-focused) or Business Units (transaction-focused). The ability to configure work timings, standard hours, managers, and cost centers aligns with the Department’s role in Core HR setup, makingCthe correct choice.
References
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Manage Organizations: “Departments can include details like work schedules, standard hours, managers, and cost centers.”
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Department Setup: “Configure operational attributes such as work timings, hours, and cost centers for departments.”
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Workforce Structures: “Enhanced department configurations for operational management.”
Event Alerts supported by Alerts Composer, are based on the filters delivered by Oracle. Alerts Composer is a tool that allows you to send informational notifications to Oracle HCM Cloud users by email and worklist.
Which statement is true about Event Alerts being triggered?
Event Alerts are triggered when a specific event occurs in the application. You cannot modify the triggering criteria for notifications.
Event Alerts are triggered when a specific event occurs in the application. You can modify the frequency in which the alert is triggered by using the Run Options tab within the alert.
Event Alerts are triggered when a specific event occurs in the application. You can modify the triggering criteria for notifications by modifying the Groovy script within the specific alert.
The Alerts Composer in Oracle HCM Cloud is a tool for configuring informational notifications sent via email or worklist, based on predefined events.Event Alertsare triggered by specific application events, such as a new hire or promotion. The question asks about the behavior of these alerts, particularly regarding the modification of triggering criteria.
Option A: Event Alerts are triggered when a specific event occurs in the application. You cannot modify the triggering criteria for notifications.This is the correct answer. Event Alerts in Alerts Composer are based on filters delivered by Oracle, tied to specific events (e.g., employee termination, assignment change). Oracle documentation states that the triggering criteria for these alerts are predefined and cannot be modified by users, as they are linked to system events controlled by Oracle’s seeded configurations. Users can customize notification content (e.g., message text) or recipients, but the event conditions themselves are fixed to ensure system stability and consistency.
Option B: Event Alerts are triggered when a specific event occurs in the application. You can modify the frequency in which the alert is triggered by using the Run Options tab within the alert.This option is incorrect. Alerts Composer does not provide aRun Optionstab for Event Alerts, nor does it allow modification of the frequency of event-based triggers. Event Alerts are triggered immediately when the associated event occurs (e.g., a new hire record is saved). WhileScheduled Alertsallow frequency settings (e.g., daily or weekly runs), Event Alerts are event-driven, and their triggering is not controlled by a frequency setting, making this option invalid.
Option C: Event Alerts are triggered when a specific event occurs in the application. You can modify the triggering criteria for notifications by modifying the Groovy script within the specific alert.This option is incorrect. Event Alerts in Alerts Composer do not allow modification of triggering criteria via Groovy scripts. Oracle restricts customization of event triggers to maintain system integrity, and Groovy scripts are used in other contexts (e.g., for validations or calculations), not for altering Event Alert conditions. Documentation confirms that triggering criteria are Oracle-delivered and non-editable.
Why this answer?The fixed nature of Event Alert triggers ensures standardized behavior across HCMCloud implementations. Users can configure aspects like notification templates or recipients, but the core event conditions (e.g., “trigger when an employee is hired”) are locked, aligning with Oracle’s design and makingAthe correct statement.
References
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Alerts Composer: “Event Alerts are based on Oracle-delivered filters and trigger when specific events occur. You can’t modify the triggering criteria.”
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Configuring Alerts: “Event Alerts use predefined conditions; customization is limited to content and delivery options.”
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Alerts Enhancements: “Clarifications on Event Alerts and their fixed triggering mechanisms.”
Workers can personalize the following items on the News Feeds home page?
Springboard display and Infolets display
Quick Action display, Springboard display, Infolets display
Quick Action display, Springboard display, Things to Finish display, and Infolets display
Springboard display, Things to Finish display, and Infolets display
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the News Feed home page serves as a central hub for workers to access key information and tasks. Workers have the ability to personalize this page to suit their preferences and work requirements. According to the official Oracle documentation, specifically the "Using Global Human Resources" guide, workers can customize the following elements on the News Feed home page: Quick Actions (which provide shortcuts to frequent tasks), Springboard display (the tiled navigation area), Things to Finish display (showing pending tasks or actions), and Infolets display (small informational widgets providing at-a-glance insights). These personalization options allow workers to tailor the layout and content visibility to enhance productivity. Option C is the most comprehensive and accurate, as it includes all four customizable elements explicitly supported by the system. Options A, B, and D are incomplete as they omit one or more of these personalization features.
Your customer has confirmed that their organization needs Job Codes to be autogenerated for the Job creation task.
As an implementation consultant, how do you achieve this?
On the Enterprise HCM Information task, select either of the Automatic options in the Job Code Generation Method field.
On the Job task, as you create a Job, select Automatic Upon Final Save in the Job Code Generation Method field.
This configuration option is not currently available; an enhancement request needs to be submitted to Oracle.
The customer requires job codes to be autogenerated during the job creation task in Oracle Global Human Resources Cloud. Job codes uniquely identify jobs (e.g., “ENG001” for an Engineer role) and are typically entered manually or configured with specific rules. The question asks how to achieve autogeneration of job codes as an implementation consultant.
Option A: On the Enterprise HCM Information task, select either of the Automatic options in the Job Code Generation Method field.This option is incorrect. TheEnterprise HCM Informationtask is used to configure enterprise-level settings, such as name, location, and employment model defaults, but Oracle documentation does not list aJob Code Generation Methodfield or any automatic options for job code generation within this task. While other codes (e.g., person numbers or position codes) can be autogenerated in specific tasks, job codes are not supported for autogeneration at the enterprise level, making this option invalid.
Option B: On the Job task, as you create a Job, select Automatic Upon Final Save in the Job Code Generation Method field.This option is incorrect. In theManage Jobstask, when creating a job, fields likeJob Code,Name,Family, andSetare available, but there is noJob Code Generation Methodfield or anAutomatic Upon Final Saveoption. Oracle requires users to manually enter job codes or use predefined values, and no standard functionality supports automatic job code generation during job creation, as confirmed by documentation.
Option C: This configuration option is not currently available; an enhancement request needs to be submitted to Oracle.This is the correct answer. Oracle Global Human Resources Cloud does not currently offer a built-in feature to autogenerate job codes during job creation. Job codes must bemanually specified in theManage Jobstask or imported via HCM Data Loader with predefined values. For example, creating a job like “Software Engineer” requires entering a code like “SE001” manually. If the customer requires autogeneration (e.g., sequential codes like JOB001, JOB002), this would necessitate custom development or a product enhancement. Oracle’s Idea Lab or support portal allows customers to submit enhancement requests for new features, making this the appropriate solution.
Why this answer?Oracle’s job management functionality is robust but lacks native support for autogenerating job codes, unlike other entities (e.g., person numbers or requisition numbers). The absence of this feature in theManage Jobs,Enterprise HCM Information, or related tasks, as per 24C and 25A documentation, confirms that an enhancement request is the only path to meet the customer’s need.
References
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Manage Jobs: “You create jobs using the Manage Jobs task. Specify a job code, name, and other attributes manually.”
Section: Enterprise HCM Information: “Configure enterprise settings, but no options exist for job code generation.”
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Job Creation: “Job codes are unique identifiers for jobs and must be provided during job creation.”
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Workforce Structures: “No mention of job code autogeneration; focus on job attributes and Redwood UI.”
Oracle Support Portal, Document ID: docs.oracle.com
Section: Enhancement Requests: “Customers can submit enhancement requests via My Oracle Support or Idea Lab for missing functionality.”
The Human Resource Representative of the organization is trying to set up the grade rates. During the process, she realizes that the grades were created without steps. Identify two options for adding rates to the grade.
Use the Default Grade Rates that are available upon creating grades.
First add the grade to a grade ladder, then add the rates for each step.
Add the rates separately using the Manage Grade Rates task.
First add the rates for each step, then add the grade to a grade ladder.
Add the rates at the same time as when you add the grade using the Manage Grades task.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, grade rates define the pay values associated with grades, which can be set up with or without steps. When grades are created without steps (i.e., flat grades rather than grade ladders with progression steps), you can still assign rates to them. The system provides multiple methods to achieve this, and the question asks for two correct options.
Option A: Default grade rates are not automatically available upon creating grades unless predefined during initial setup. The system does not inherently provide "default grade rates" for every grade unless explicitly configured, making this option incorrect for grades without steps.
Option B: Adding a grade to a grade ladder implies the grade is part of a stepped structure. However, the question specifies that the grades were created without steps, so this option is not applicable as it assumes a grade ladder with steps exists or needs to be created, which contradicts the scenario.
Option C: The "Manage Grade Rates" task allows you to define salary ranges or specific rates for grades independently of grade ladders. For grades without steps, you can use this task to add rates (e.g., minimum, midpoint, maximum) directly to the grade. This is a valid and straightforward method, making it a correct option.
Option D: This option assumes a stepped structure where rates are added for each step before linking to a grade ladder. Since the grades lack steps, this approach is not feasible in this context.
Option E: The "Manage Grades" task allows you to create or edit grades and, during thisprocess, associate grade rates directly (e.g., by linking to a grade rate range). For grades without steps, you can add rates at the time of grade creation or modification, making this a correct option.
Thus, the two correct options areC(using the Manage Grade Rates task) andE(adding rates via the Manage Grades task). This is supported by Oracle documentation in "Implementing Global Human Resources," which details grade and grade rate setup processes.
You are a human resource specialist and a workflow request is showing in your worklist notification even after you approved it (sent it to the second level approver). What are three possible causes of this behavior?
The second level approver might have opted for an adhoc route
The second level approver might have executed a pushback on the request
The second level approver might have reassigned the request
The second level approver might have rejected the request
Full Detailed In-Depth Explanation:
Per the "Securing HCM" guide, a workflow request reappearing in your worklist after approval can occur if:
Adhoc route(A): The second approver added an extra step, looping it back.
Pushback(B): The second approver returned it to you for clarification.
Reassigned(C): The second approver sent it back to you explicitly.
Which new feature has been added to the Redwood Grade Rates page to enhance the search and filtering capabilities?
Capability to search and filter grade rate values by name, code, and set
Option to add custom columns to the grade rate table
A function to compare grade rates across different locations
The Redwood Grade Rates page in Oracle Global Human Resources Cloud has been enhanced to improve usability, particularly in searching and filtering grade rate data. The question asks for the new feature added to enhance search and filtering capabilities. Oracle’s 24C release noteshighlight specific improvements to the Redwood interface for grade rates, focusing on streamlined data retrieval.
Option A: Capability to search and filter grade rate values by name, code, and set
This is the correct answer. According to Oracle’s 24C release notes, the Redwood Grade Rates page now includes advanced search and filtering capabilities, allowing users to search and filter grade rates by attributes such as name, code, and set. This enhancement enables HR specialists to quickly locate specific grade rates, for example, filtering by a grade rate name like “Salary Grade 1” or a set code tied to a legislative data group. The feature improves efficiency in managing compensation data, especially in organizations with extensive grade structures, and is explicitly documented as a new Redwood functionality.
Option B: Option to add custom columns to the grade rate table
This option is incorrect. Oracle documentation, including 24C and 25A release notes, does not mention the ability to add custom columns to the grade rate table as a new feature on the Redwood Grade Rates page. While Oracle supports flexfields for customization in other areas, there is no evidence that this specific capability was introduced for grade rates. The focus of Redwood enhancements is on search, filtering, and UI improvements, not custom column additions.
Option C: A function to compare grade rates across different locations
This option is incorrect. There is no documented feature in the 24C or 25A releases that enables comparing grade rates across different locations on the Redwood Grade Rates page. While Oracle HCM Cloud supports location-based configurations (e.g., for payroll or local regulations), the Redwood Grade Rates page enhancements center on search and filter improvements, not comparative analysis across locations. This functionality would require custom reporting or analytics, not a standard page feature.
Why this feature?
The capability to search and filter by name, code, and set directly addresses the need for enhanced search and filtering, making it easier to manage grade rates in a user-friendly Redwood interface. This aligns with Oracle’s focus on improving data accessibility and usability in the 24C release.
References
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Redwood Experience for Grade Rates Page: “You can now easily search and filter grade rate values by name, code, and set on the Grade Rates page.”
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Grade Rates Management: “Describes how grade rates are managed, including searching and filtering capabilities.”
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Grade Rates Configuration: “Details on configuring and accessing grade rates, including set-based assignments.”
Geography framework in HCM Cloud is used for the following purpose:
To display the geographies of a given country accessible through a lookup value versus entering each geography in a free form field
To determine the address fields that display on a page when entering an address
To define all work locations for your organization
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.
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?
Contract Data
Absences
Calendar Events
Standard Working Hours
Time Sheet
Full Detailed In-Depth 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.
Which three statements are true about HCM Cloud trees?
You can create multiple versions of each tree.
You can create multiple trees for the geography tree type.
Oracle Fusion trees are graphical representations of hierarchical data, such as the structure of the organization.
With the exception of geography trees, you can create multiple trees for each HCM tree type.
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.
When creating a Legal Entity, to allow for configuration of Work Day and Employment Model information on the Manage Legal Entity HCM Information task, which check box must be selected for configurable data to appear?
Payroll Statutory Unit
Legal Entity Identifier
EIN or TIN
Legal Employer
Full Detailed in Depth Explanation:
When creating a Legal Entity in Oracle HCM Cloud, selecting theLegal Employercheck box designates the entity as an employer, unlocking additional configuration options in the Manage Legal Entity HCM Information task, such as Work Day Information and Employment Model.
A(Payroll Statutory Unit) enables payroll-related settings but not necessarily Work Day or Employment Model.
You are required to set geography validation for country-specific address style. You have configured the application correctly, but users are still entering addresses in the wrong address format. Whatcan be done to change this?
Set the geography validation level to Error instead of No Validation.
Educate users to use the country-specific address format only.
Effective End Date for geography validation is end of time.
Create a new geography validation.
Full Detailed in Depth Explanation:
Geography validation in Oracle HCM Cloud ensures addresses conform to country-specific formats (e.g., postal code rules). If users are entering incorrect formats despite correct configuration, the validation enforcement level needs adjustment.
Option A ("Set the geography validation level to Error instead of No Validation") is correct. Oracle allows configuration of geography validation levels in the "Manage Geographies" task: No Validation (no checks), Warning (alerts but allows saving), and Error (prevents saving invalid formats). If set to No Validation or Warning, users can bypass the country-specific format. Changing it to Error enforces compliance by rejecting incorrect entries, as detailed in the "Implementing Global Human Resources" guide.
Option B ("Educate users to use the country-specific address format only") is a workaround, not a system solution, and does not enforce compliance.
Option C ("Effective End Date for geography validation is end of time") is irrelevant, as end-dating applies to data validity, not validation enforcement.
Option D ("Create a new geography validation") is unnecessary if the existing configuration is correct; the issue lies in the enforcement level.
In order to configure the product you plan on implementing, what is the first action you need to complete within the Setup and Maintenance Work Area (FSM)?
Create additional Implementer User Profiles
Configure your legal entities
Opt in to the Offering and Product areas you will be implementing
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, the Setup and Maintenance Work Area (FSM) is the starting point for implementation. The first required action is toopt into the offerings (e.g., Global Human Resources) and specific product areas you plan to implement. This step activates the relevant tasks and configuration options in FSM, making subsequent setups (like legal entities or user profiles) possible. Without opting in, the system restricts access to implementation tasks. The Oracle documentation emphasizes that "opting in" is the initial step in the implementation process, as outlined in the "Getting Started with Your Implementation" guide, makingCthe correct answer.
An Enterprise Onboarding Journey checklist requires:
Use of the Transaction Design Studio (TDS) to display
Four or more tasks
HireRight Integration
At least one step (child checklist)
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, an Enterprise Onboarding Journey checklist is a structured process to guide new hires through onboarding tasks. According to the "Using Journeys" guide, an Enterprise Onboarding checklist must include at least one step, often implemented as a child checklist, to define the sequence of tasks or activities. This step-based structure allows for modularity and flexibility, enabling organizations to break down onboarding into manageable phases (e.g., pre-hire, first day). Option A (Transaction Design Studio) is a customization tool, not a requirement for the checklist itself. Option B (four or more tasks) is arbitrary and not mandated by Oracle documentation. Option C (HireRight Integration) is an optional third-party integration, not a requirement. Thus, Option D is correct as it aligns with the minimum structural requirement for anEnterprise Onboarding Journey checklist.
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?
Create a new content item, create a new content type, link the content item to the person profile.
Create a new content type, create content items for that type, link the content type to the person profile.
Create a new content type, create content items for that type, link the content type to the model profile.
Create a new content item, create a new content type, link the content item to the model profile.
Full Detailed In-Depth 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.
A manager returned from the U.S. Subsidiary to their source location, the U.K. Subsidiary, after a period of three months. What should a Human Resources representative do to reinstate the manager's records in the source legal employer?
Deploy a Descriptive Flexfield to capture the return date. Update this segment with the actual return date to reinstate the record.
Entering the return date will automatically reinstate the record on the return date.
Create another assignment with the return date as the effective date.
Initiate the End Global Temporary Assignment action and specify a return date. The global temporary assignment is terminated and the assignments in the source legal employer are reinstated automatically on the return date.
Full Detailed in Depth Explanation:
For temporary assignments across legal employers (e.g., U.S. to U.K. Subsidiary), Oracle HCM Cloud provides the Global Temporary Assignment feature.
Option D ("Initiate the End Global Temporary Assignment action and specify a return date. The global temporary assignment is terminated and the assignments in the source legal employer are reinstated automatically on the return date") is correct. When a manager returns from a temporary assignment, the HR representative uses the "End Global Temporary Assignment" action, specifying the return date. This automatically terminates the temporary assignment and reinstates the original assignments in the source legal employer (U.K. Subsidiary), as per the "Using Global Human Resources" guide.
Option A (Descriptive Flexfield) is a custom workaround, not a standard process.
Option B is incorrect; entering a date alone doesn’t trigger reinstatement.
Option C (new assignment) bypasses the temporary assignment framework.
What values on the Enterprise HCM Information task can you override on the Manage Legal Employer Information task?
Work day information, initial person number, employment model, position synchronization configuration, worker number generation
Work day information, person number generation method, employment model, position synchronization configuration, worker number generation
Work day information, user account generation, employment model, position synchronization configuration, worker number generation
Work day information, employment model, position synchronization configuration, worker number generation
Full Detailed In-Depth Explanation:
The "Manage Enterprise HCM Information" task sets global defaults, while "Manage Legal Entity HCM Information" allows overrides for specific legal employers.
Option A: "Initial person number" is not a field; it’s likely meant as person number generation, but the term is incorrect.
Option B: Correct. You can override:
Work day information (e.g., standard hours),
Person number generation method (e.g., manual/automatic),
Employment model (e.g., single/multiple assignments),
Position synchronization configuration (e.g., enable/disable),
Worker number generation (e.g., employee/contingent worker numbering).
Option C: "User account generation" is managed via security setup, not legal employer settings.
Option D: Misses person number generation, an overrideable field.
The correct answer isB, per "Implementing Global Human Resources" on enterprise vs. legal entity settings.
As an HR Specialist, it is your responsibility to hire employees and enter their base salary information. After you selected a grade and salary basis, and entered the base salary, you expected to see the compa-ratio information display—but it does not. What is the possible cause for the information NOT displaying?
The grade rate and the salary basis are tied to different legislative data groups.
The grade and the salary basis are tied to different legislative data groups.
The grade rate and the salary basis are tied to different frequencies.
The grade rate was not linked to the salary basis.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the compa-ratio (comparison ratio) measures an employee’s salary against the midpoint of a grade rate range. It’s displayed in the employment or salary details section when entering a base salary, provided all components are correctly aligned.
Option A: Incorrect. Grade rates and salary basis don’t need to share the same legislative data group (LDG) for compa-ratio calculation; LDGs partition data but don’t directly affect this display unless misconfigured at a higher level.
Option B: Incorrect. The grade itself isn’t tied to an LDG; it’s the grade rate that matters. This option misattributes the relationship.
Option C: Incorrect. While frequency (e.g., monthly vs. annual) must align for accurate salary calculations, compa-ratio is normalized and should still display if the grade rate and salary basis are linked, even with frequency differences (assuming conversion is handled).
Option D: Correct. The compa-ratio requires a grade rate (defining min, mid, max values) to be associated with the salary basis used in the employee’s record. If the grade rate isn’t linked to the salary basis (via "Manage Salary Basis" or "Manage Grade Rates"), the system lacks the reference range to compute and display the compa-ratio. This is a common setup oversight during implementation.
The correct answer isD, as detailed in "Using Global Human Resources" on salary management and grade rate integration.
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.
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).
Your customer wants to know how many employees are leaving the organization on their own. What is the correct sequence of steps that you need to perform to meet this requirement?
Create a new action type, create a new action, create a new action reason and use it during termination
Create a new action reason, associate the action reason with a new or existing action, use that action and action reason during termination
Create a new action reason and associate it with the available action type, use it during termination
Create a new action type, create a new action reason and use it during termination
Create a new action, create a new reason and use it during termination
Full Detailed In-Depth Explanation:
To track voluntary terminations in Oracle Global Human Resources Cloud, the "Managing Workforce Records" guide advises:
Create a new action reason: Define a specific reason (e.g., "Voluntary Resignation").
Associate it with a new or existing action: Link it to an existing Action (e.g., "Termination") or create a new one (e.g., "Voluntary Termination").
Challenge 4
Manage Business Unit
Scenario
An additional business unit is required for the newly acquired company to reflect the business rules and policies that must be enforced within the organization.
Task
Create a Business Unit for the technician group, where:
The Code is X Tech Business Unit
The Default set is COMMON
See the solution in Explanation below.
This task requires creating a business unit in Oracle Global Human Resources Cloud for the technician group of a newly acquired company. The business unit must have aCodeofX Tech Business Unitand aDefault SetofCOMMON. Below is a verified, step-by-step solution based on Oracle’s official documentation, ensuring accuracy and compliance with the system’s functionality as of the latest releases
Step-by-Step Solution
Step 1: Log in to Oracle Fusion Applications
Action: Log in to Oracle Fusion Applications using a user account with privileges such asApplication Implementation ConsultantorHCM Application Administrator. These roles grant access to the Setup and Maintenance work area.
Explanation: TheSetup and Maintenancework area is the central hub for configuration tasks, including managing business units. The user must have permissions to access theWorkforce Structuresfunctional area and theManage Business Unittask. Roles likeApplication Implementation Consultantinclude the necessary privileges (e.g.,Manage Business Unitduty role).
Verification: Oracle documentation confirms that setup tasks require specific security roles, and theManage Business Unittask is restricted to authorized users.
A worker in an organization will be holding a new position because the worker holding the position has gone on maternity leave. When the second worker returns from maternity leave, the former will be moved back to his or her old position. His or her payroll and legal reporting will be the same even after the position changes. Which transfer method should be used for the first movement of the said worker?
Transfer
Temporary Assignment
Global Transfer
Global Temporary Assignment
Full Detailed In-Depth Explanation:
Oracle Global Human Resources Cloud provides various transfer actions to manage worker movements. The scenario involves a temporary position change with a return to the original position, and payroll/legal reporting remaining unchanged.
Option A: A Transfer is a permanent move to a new assignment or position, not suitable for a temporary scenario with a planned return.
Option B: Correct. A Temporary Assignment allows a worker to take on a new position or assignment for a fixed period, with the system retaining the original assignment for automatic reversion. Payroll and legal reporting can remain tied to the primary assignment, fitting the requirement.
Option C: Global Transfer is for permanent moves across legal employers or countries, not applicable here.
Option D: Global Temporary Assignment is for temporary international moves, not relevant for a same-entity, same-reporting scenario.
The correct answer isB, as per "Using Global Human Resources" on temporary assignments.
As an implementation consultant, you have been assigned the task of verifying employment actions as part of your validation testing. You are trying to add an additional assignment for a worker but are unable to see that action. What are two reasons for this?
The Add Assignment action was end-dated before your testing, so the effective start date is unavailable to select on the employment task.
The worker you are using to test has a current assignment that is suspended, and you can’t add a second assignment when one is suspended.
The employment model is set to single-assignment on either the enterprise level and/or the legal entity level.
The worker you are using to test is a contingent worker, and you cannot have multiple assignments for contingent workers.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the ability to add an assignment depends on actionavailability, employment model, and worker status.
Option A: Correct. If the "Add Assignment" action (managed via Manage Actions) has an end date prior to the testing date (e.g., before March 19, 2025), it becomes unavailable in the UI, preventing selection.
Option B: Incorrect. A suspended assignment does not inherently block adding a second assignment; the system allows multiple assignments unless restricted by the employment model.
Option C: Correct. If the employment model is set to single-assignment (via Manage Enterprise HCM Information or Manage Legal Entity HCM Information), the system prohibits multiple assignments, hiding the "Add Assignment" action.
Option D: Incorrect. Contingent workers can have multiple assignments if the employment model allows it; this restriction is not universal.
The correct answers are A and C, per "Implementing Global Human Resources" on employment actions and models.
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.)
Only one action can be associated with an action type
Actions can be accessed via Smart Navigator, and available actions are based on the security access
An action must always have an action reason associated
User-defined actions can be created and linked to predefined action types
Full Detailed In-Depth 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.
In the Enterprise Business Process Model, which three of the following implementation tasks must be performed to create enterprise structures?
Define Currency
Define Enterprise
Define Reference Data Sharing
Define Enterprise Structure
Full Detailed in Depth Explanation:
To create enterprise structures in Oracle HCM Cloud, the following tasks are essential:
Define Enterprise (B): Establishes the top-level enterprise entity.
Define Reference Data Sharing (C): Sets up data sharing rules across business units.
Define Enterprise Structure (D): Configures the hierarchy and components (e.g., Legal Entities, Business Units).
A client requires that promotion approvals should go to a static set of three users in a sequential manner, with the approval process continuing to the next user if the prior approver is not available. What setup is required to meet this requirement?
The default functionality is that if any approver is not present, then the transaction gets auto-approved.
While configuring Approval Group List Builder, select "Allow empty groups" as True.
All approvers must be present in the system; else, the promotion transaction fails.
While configuring Approval Group List Builder, select "Allow empty groups" as False.
Enable a descriptive flexfield to capture the approvers in the required sequence and create Approval Group List Builder.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, promotion approvals are configured via BPM Worklistusing Approval Groups. The requirement for a static, sequential group of three users with failover to the next approver requires specific settings.
Option A: Incorrect. Default behavior does not auto-approve if an approver is unavailable unless explicitly configured (e.g., via timeout rules).
Option B: "Allow empty groups" as True skips the group if no approvers are available, which could bypass the sequence, not continue it.
Option C: Incorrect. The system doesn’t fail if approvers are absent; it depends on configuration.
Option D: Correct. Setting "Allow empty groups" to False ensures the approval group (with three static users) is mandatory, and sequential routing continues to the next available approver if one is unavailable (e.g., via vacation rules or reassignment).
Option E: Flexfields don’t control approval routing; they’re for data capture, not process flow.
The correct answer isD, as per "Using Global Human Resources" on approval setup.
Which is a new feature available on the Redwood Cancel Work Relationship page?
Ability to track employee attendance and absences
Capability to record additional information during work relationship cancellation
Option to generate automated performance reports
The Redwood Cancel Work Relationship page in Oracle Global Human Resources Cloud introduces enhancements designed to improve user experience and streamline the process of terminating work relationships. According to Oracle’s 24C and subsequent release notes, one of the key new features is the ability to record additional information during the cancellation of a work relationship. This includes selecting actions and action reasons for the cancellation and utilizing the action occurrence extensible flexfield (EFF) to store extra details in an "Additional Info" section, which is displayed only when configured for the action occurrence EFF. This feature enhances flexibility and allows organizations to capture enterprise-specific data during the termination process.
Option A: Ability to track employee attendance and absencesTracking employee attendance and absences is not a feature associated with the Redwood Cancel Work Relationship page. Attendance and absence management are handled through separate modules, such as Oracle Absence Management or Time and Labor, and are not integrated into the work relationship cancellation process. Oracle documentation does not mention attendance or absence tracking as part of this page’s functionality, making this option incorrect.
Option B: Capability to record additional information during work relationship cancellationThis is the correct answer. Oracle’s 24C release notes specify that the Redwood Cancel Work Relationship page allows users to configure multiple actions for the cancellation process and includes an action occurrence EFF in the Additional Info section. This enables the storage of extra information, such as specific reasons or contextual details, during the cancellation. The feature is supported by configuration in the Business Rules to show the Additional Info section and is available only on the Redwood page, not the responsive version, enhancing the user experience with greater customization.
Option C: Option to generate automated performance reportsGenerating automated performance reports is not a feature of the Redwood Cancel Work Relationship page. Performance reports are typically managed through Oracle Performance Management or Talent Management modules, and no Oracle documentation indicates that the Cancel Work Relationship page includes this capability. This option is unrelated to the termination process and is therefore incorrect.
References
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Redwood Experience for Cancel Work Relationship Page: “Ability to record extra info while canceling a work relationship - You can now select the action and action reason for canceling the work relationship. You can now configure multiple actions as a part of the Cancel Work Relationship action type. Additionally, the action occurrence extensible flexfield (EFF) is added in the Additional info section so that you can store extra information while canceling a work relationship.”
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Cancel Work Relationships: “Describes the process to cancel work relationships, including configuration of actions and reasons.”
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Extensible Flexfields: “Explains how EFFs can be configured to capture additional attributes for actions like work relationship cancellation
A human resource specialist is promoting an employee. While promoting an employee, the human resource specialist is required to enter the promotion date, promotion action, and promotion reason. However, the promotion reason list of values does not list an appropriate reason. Which two options can help the human resource specialist understand the Action framework available in the application?
Actions are seeded and cannot be defined by a user.
Action Types are seeded and cannot be defined by a user.
Action Reasons are seeded and cannot be defined by a user.
Action Reasons are seeded and can be defined by a user.
Full Detailed In-Depth Explanation:
The Action framework in Oracle HCM Cloud consists of Action Types, Actions, and Action Reasons:
B: True—Action Types(e.g., Promotion, Termination) are seeded by Oracle and cannot be user-defined, providing a fixed categorization structure.
D: True—Action Reasons(e.g., "Career Advancement") include seeded values but can be user-defined via Manage Action Reasons, allowing customization to meet specific needs like the missing promotion reason.
A: False—Actions (e.g., "Internal Promotion") can be user-defined and linked to seeded action types.
C: False—Action Reasons are customizable, not fully seeded.
Options B and D clarify the framework’s flexibility and constraints, helping the specialist address the issue per Oracle’s documentation.
An employee’s job description is "Recruiter" as of 01-Jan-2015. This job was updated in the system to "Consultant" on 01-Feb-2015. The 01-Feb-2015 assignment record is the latest effective-dated employment record in the system. On 01-Mar-2015, the HR specialist wants to view this employee’s previous employment details and searches for them on the Person Management page. The HR specialist enters the effective as-of date value as 31-Jan-2015 with the search keyword "Recruiter" because the employee was working as a recruiter on 31-Jan-2015. The search returns no rows. What is causing this?
The Update Person Search Keyword process has updated the latest effective-dated job attribute in the keyword record.
The Person Management page search does not support Job attribute keywords.
The Update Person Search Keyword process has failed on 31-Jan-2015 but ran successfully the next day.
The Person Management page search does not support date-effective keywords.
The Update Person Search Keyword process has failed on 01-Mar-2015 but ran successfully the previous day.
The Update Person Search Keyword process has associated the effective dates with the job attributes in the keyword record resulting in search discrepancies.
Full Detailed In-Depth Explanation:
The Person Management page search in Oracle HCM Cloud uses the "Update Person Search Keyword" process to index attributes like job. This process updates the keyword record with thelatest effective-dated value(here, "Consultant" as of 01-Feb-2015) as of the process run date, overwriting historical data (e.g., "Recruiter" from 01-Jan-2015). On 01-Mar-2015, searching with "Recruiter" and an effective date of 31-Jan-2015 fails because the index only contains "Consultant," not historical jobs, even though date-effective search is supported.
Option B is false—job keywords are supported. Options C and E (process failures) lack evidence. Option D is incorrect—date-effective searches are supported viaORA_PER_EMPSRCH_ENABLE_DATES. Option F misstates the process—it doesn’t associate effective dates; it overwrites with the latest. Option A correctly explains the behavior per Oracle’ssearch mechanics.
When initiating the Change Manager transaction for employees, the first-level approval is assigned to the HR Specialist Sales application role. In the approval rule configuration for Change Manager, the option to Enable Auto Claim is not selected. What happens in this case?
The transaction goes for approval to all the workers who inherit the HR Specialist Sales role and one of the HR Specialist Sales representatives needs to “Claim” the transaction for it to be assigned for approval
The transaction has to be approved by all HR Specialist Sales representatives for it to be approved; if one of the HR Specialist Sales representatives rejects the transaction, others can still approve it
The transaction goes for approval to all the workers who inherit the HR Specialist Sales role; the transaction will be auto-claimed and assigned randomly to anyone who has the HR Specialist Sales role
The transaction goes into error because it was not auto-claimed and if one of the HR Specialist Sales representatives rejects the transaction, others can still approve it
Full Detailed In-Depth Explanation:
In Oracle HCM Cloud’s BPM Worklist, when an approval task (e.g., Change Manager) is assigned to an application role like "HR Specialist Sales" with multiple inheritors, the "Enable Auto Claim" setting determines assignment behavior. If Auto Claim is disabled (not selected), the task is sent to all users with the role as a shared notification. One of these users must manually "Claim" the task in the worklist to take ownership and proceed with approval or rejection. Until claimed, the task remains unassigned to a specific individual, ensuring only one approver acts after claiming.
Option B (all must approve) misrepresents the process—only one approval is needed post-claim. Option C (auto-claimed randomly) contradicts the disabled Auto Claim setting. Option D (error) is incorrect—disabling Auto Claim doesn’t cause errors; it just requires manual claiming. Option A accurately describes the behavior: the task goes to all HR Specialist Sales role holders, and one must claim it, per Oracle’s approval framework.
Select three correct Workforce Structure definitions.
Facility
Geography
Division
Department
Country
Location
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.
An organization uses the Previous Employment content type to capture relevant employment details of employees. What do you do to make this content type available in other applications?
Specify a Subscriber Code for the content type.
Do nothing. After the content type is created, it is available for use in all applications.
Make sure it is a non-free-form content type.
Make sure it is a free-form content type.
Full Detailed in Depth Explanation:
Content types in Oracle HCM Cloud (e.g., Previous Employment) store structured data like employment history. To share them across applications (e.g., Recruiting, Talent Management), a specific setup is required.
Option A ("Specify a Subscriber Code for the content type") is correct. In the "Manage ContentTypes" task, assigning a Subscriber Code (e.g., RECRUIT for Recruiting) makes the content type accessible to that application. Without this, it remains restricted to its originating module (e.g., Core HR). This is detailed in the "Implementing Global Human Resources" guide under content type configuration.
Option B ("Do nothing") is incorrect; content types are not automatically shared across applications.
Option C ("Make sure it is a non-free-form content type") and Option D ("Make sure it is a free-form content type") are irrelevant; the type (free-form or structured) does not determine cross-application availability.
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?
Published schedules, Primary work schedule, Employment work week, Standard working hours
Standard working hours, Primary work schedule, Employment work week, Published schedules
Employment work week, Published schedules, Primary work schedule, Standard working hours
Published schedules, Employment work week, Primary work schedule, Standard working hours
Full Detailed In-Depth 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.
When initiating the Change Manager transaction for employees, the first-level approval is assigned to the HR Specialist Sales application role. In the approval rule configuration for Change Manager, the option to Enable Auto Claim is not selected. What happens in this case?
The transaction goes for approval to all the workers who inherit the HR Specialist Sales role and one of the HR Specialist Sales representatives needs to “Claim” the transaction for it to be assigned for approval
The transaction has to be approved by all HR Specialist Sales representatives for it to be approved; if one of the HR Specialist Sales representatives rejects the transaction, others can still approve it
The transaction goes for approval to all the workers who inherit the HR Specialist Sales role; the transaction will be auto-claimed and assigned randomly to anyone who has the HR Specialist Salesrole
The transaction goes into error because it was not auto-claimed and if one of the HR Specialist Sales representatives rejects the transaction, others can still approve it
Full Detailed In-Depth Explanation:
In Oracle HCM Cloud’s BPM Worklist, when an approval task (e.g., Change Manager) is assigned to an application role like "HR Specialist Sales" with multiple inheritors, the "Enable Auto Claim" setting determines assignment behavior. If Auto Claim is disabled (not selected), the task is sent to all users with the role as a shared notification. One of these users mustmanually "Claim" the task in the worklist to take ownership and proceed with approval or rejection. Until claimed, the task remains unassigned to a specific individual, ensuring only one approver acts after claiming.
Option B (all must approve) misrepresents the process—only one approval is needed post-claim. Option C (auto-claimed randomly) contradicts the disabled Auto Claim setting. Option D (error) is incorrect—disabling Auto Claim doesn’t cause errors; it just requires manual claiming. Option A accurately describes the behavior: the task goes to all HR Specialist Sales role holders, and one must claim it, per Oracle’s approval framework.
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?
Because the national identifier has changed, the system cannot identify the matching record.
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.
The application searches for the availability of date of birth and middle name to identify the matching record.
The application cannot identify the matching record and there will be two person records available for further processing.
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.
You can set the "Archive After Months" for Journey Templates when you create a Journey from the Explore tab.
Which statement is correct?
You can make the "Archive After Months" field optional.
You can enter duration for "Archive After Months" only after entering duration for the "Purge After Months" field.
You cannot make the "Archive After Months" field optional.
In Oracle Global Human Resources Cloud, Journey Templates are used to create and manage employee journeys, such as onboarding or training programs, through theExploretab in the Journeys application. TheArchive After Monthsfield determines how long a journey remains active before it is archived, helping manage data lifecycle. The question asks about the behavior of this field when creating a journey from a template.
Option A: You can make the "Archive After Months" field optional.This option is incorrect. According to Oracle documentation, theArchive After Monthsfield is mandatory when configuring a Journey Template. This ensures that journeys are archived after a defined period, preventing indefinite retention and supporting data management policies. The field requires a numeric value (e.g., 6 months), and there is no option to make it optional during template creation in theExploretab.
Option B: You can enter duration for "Archive After Months" only after entering duration for the "Purge After Months" field.This option is incorrect. ThePurge After Monthsfield, which determines when a journey is permanently deleted after archiving, is separate fromArchive After Months. Oracle documentation specifies thatArchive After Monthsis a required field, and its value must be set independently ofPurge After Months. There is no dependency requiring the purge duration to be entered first. In fact,Purge After Monthsmay also be mandatory, but it does not gate the entry ofArchive After Months.
Option C: You cannot make the "Archive After Months" field optional.This is the correct answer. When creating a Journey Template via theExploretab, theArchive After Monthsfield is mandatory, as confirmed by Oracle’s 24C documentation.This field ensures that journeys are archived after a specified period (e.g., 12 months), aligning with data retention policies. The system enforces this requirement to maintain consistency and prevent journeys from remaining active indefinitely, and no configuration option exists to make it optional.
Why this answer?The mandatory nature of theArchive After Monthsfield supports Oracle’s design for lifecycle management of journeys, ensuring data is archived systematically. Neither making the field optional nor tying it toPurge After Monthsis supported, makingCthe only accurate statement.
References
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Manage Journeys: “When you create a journey template, you must specify the Archive After Months field to determine when the journey is archived.”
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Journeys Enhancements: “Archive After Months is a required field in Journey Template setup to ensure proper data lifecycle management.”
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Configuring Journey Templates: “Details mandatory fields, including Archive After Months, for journey creation.”
As a consultant in your company, you are required to set up names and details of schools, colleges, universities, and so on, so that users can select from this list when entering their qualifications such as degrees. Identify the correct setup task in Functional Setup Manager > Define Workforce Profiles.
Define Talent Profile Content > Manage Profile Content Items
Define Talent Profile Content > Manage Content Subscribers
Define Talent Profiles > Manage Profile Types
Define Talent Profile Content > Manage Educational Establishments
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, educational establishments (schools, universities) are maintained as part of the talent profile to support qualification tracking.
Option A: "Manage Profile Content Items" defines specific content (e.g., skills), not educational institutions.
Option B: "Manage Content Subscribers" controls access to content, not the list itself.
Option C: "Manage Profile Types" defines profile structures, not specific data likeinstitutions.
Option D: Correct. "Manage Educational Establishments" under Define Talent Profile Content allows setup of a selectable list of schools, colleges, and universities for qualifications.
The correct answer isD, per "Implementing Global Human Resources" on workforce profiles.
Which three options are true about Oracle Workforce Predictions? (Choose three.)
Performance predictions are available for both teams and individual assignments.
Contingent Worker and Nonworker work relationships are included.
It predicts individual voluntary termination and performance.
It predicts team voluntary termination and performance.
It predicts team/individual involuntary termination and performance.
Full Detailed in Depth Explanation:
Oracle Workforce Predictions uses machine learning to forecast workforce trends, such as terminations and performance, based on historical data.
Option A ("Performance predictions are available for both teams and individual assignments"): True. Workforce Predictions provides performance insights at both individual and team levels, allowing managers to assess potential outcomes across assignments, as noted in the "Using Workforce Predictions" guide.
Option C ("It predicts individual voluntary termination and performance"): True. The tool specifically predicts voluntary terminations (e.g., resignations) and performance for individuals, a core feature highlighted in Oracle documentation.
Option D ("It predicts team voluntary termination and performance"): True. Predictions extend to team-level voluntary termination rates and performance trends, supporting broader workforce planning.
Option B ("Contingent Worker and Nonworker work relationships are included"): False. Workforce Predictions typically focuses on employees; contingent workers and nonworkers (e.g., contacts) are not included in standard prediction models unless explicitlyconfigured.
Option E ("It predicts team/individual involuntary termination and performance"): False. The tool emphasizes voluntary terminations, not involuntary (e.g., layoffs), as its primary predictive focus.
As an implementation consultant, you need to configure different rules for the Transfer transaction. Which fields can be used as criteria or parameters to determine when and for whom a rule is applied?
Business Unit, Location, Position, Action, and Worker Type
Role, Legal Entity, Country, Business Unit, Action, and Worker Type
Legal Entity, Country, Business Unit, Division, Action, and Worker Type
Role, Legal Entity, Country, Division, Action, and Worker Type
Full Detailed In-Depth Explanation:
In Transaction Design Studio (TDS) for the Transfer transaction, rules can be tailored using specific criteria, as outlined in the "Implementing Global Human Resources" guide. Supported fields include Business Unit, Location, Position, Action (e.g., Transfer), and Worker Type (e.g., Employee, Contingent). These allow precise rule application (e.g., different approval flows by location). Options B, C, and D include fields like Role, Legal Entity, Country, or Division, which are not standard TDS criteria for Transfer rules. Option A matches the documented supported fields.
Your customer is using Position Synchronization and wants some flexibility to override, in certain cases, fields that are synchronized. Which two choices below can accommodate this request?
Even if override is allowed, the “Synchronize from Position” attribute is displayed only for the professional user.
If override is allowed at Enterprise HCM Information or Legal Entity level, the user can select values to be excluded from synchronization.
To exclude a specific assignment from being synchronized, the user needs to set the “Synchronize from Position” attribute to No.
By leaving that attribute blank at the position.
Full Detailed In-Depth Explanation:
Position Synchronization in Oracle HCM Cloud allows assignments to inherit values from associated positions, but flexibility to override synchronized fields is supported. Option B is correct because when position synchronization is enabled at the Enterprise (via Manage Enterprise HCM Information) or Legal Entity level (via Manage Legal Entity HCM Information), the "Allow Override at Assignment" option can be selected. This allows users to choose which synchronized attributes (e.g., department, job) can be overridden at the assignment level, excluding them from synchronization as needed. Option C is also correct because the "Synchronize from Position" attribute (also called Position Override in HCM Data Loader) on an individual assignment can be set to "No" to exclude that specific assignment from synchronization entirely, providing granular control.
Option A is incorrect because the "Synchronize from Position" attribute visibility is not restricted to professional users—it’s available in the UI or via HCM Data Loader for authorized users. Option D is invalid because leaving the attribute blank at the position level does not affect synchronization behavior—synchronization is controlled at the assignment or configuration level, not by null values at the position. Thus, B and C are the two correct choices.
Which two fields can be synchronized by Position?
Business Unit
Department
Legal Employer
Location
Full Detailed in Depth Explanation:
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.
Which option represents the basis on which approval routing policies can be defined?
Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups
Employee Supervisor Hierarchy, Position Hierarchy, Grades, Approval Groups, Organization Hierarchy
Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups, Organization Hierarchy
Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Department Manager
Full Detailed In-Depth Explanation:
Approval routing policies in Oracle HCM Cloud, configured via Transaction Console or BPM Worklist, use specific bases to define approver chains. The documentation lists these as:Employee Supervisor Hierarchy(management chain),Position Hierarchy(position-based reporting),Job Levels(relative to the requester’s job level), andApproval Groups(static or dynamic groups). These options provide flexibility to route approvals based on organizational structure or predefined lists, covering most use cases.
Option B includes "Grades," which influence salary, not approvals, and "Organization Hierarchy," which isn’t a direct routing basis. Option C adds "Organization Hierarchy," which is redundant with Supervisor Hierarchy. Option D’s "Department Manager" isn’t a distinct basis—it’s part of Supervisor Hierarchy. Option A accurately reflects Oracle’s supported routing bases.
You want to use the Tree Management feature of Functional Setup Manager to organize data into hierarchies. Which option represents seeded tree structures?
Organization, position, division, geographies
Organization, position, department, geographies
Organization, job, division, geographies
Organization, position, division, establishment
Full Detailed In-Depth Explanation:
The Tree Management feature in Oracle HCM Cloud’s Functional Setup Manager (FSM) allows defining hierarchical structures for various entities. The seeded (predefined) tree structures supported by Oracle include:Organization(e.g., legal entities, business units),Position(position hierarchies),Department(departmental reporting structures), andGeographies(location-based hierarchies). These are foundational for managing enterprise structures and relationships, as outlined in the documentation.
Option A includes "division," which isn’t a seeded tree type (divisions are part of organizations but not a distinct hierarchy). Option C’s "job" isn’t a hierarchy—jobs are flat structures. Option D’s "establishment" is a legal entity attribute, not a tree type. Option B correctly lists the seeded tree structures: organization, position, department, and geographies.
As an implementation consultant, you are in the process of setting up geographies in the application. Which three statements are true about defining geographies?
You can only modify all levels of the geography structure before you load geography hierarchy.
You must map geography to reporting establishments for reporting purposes.
You must identify the top-level of geography as Country and define a geography type.
You must set geography validation for the specific address style for a country.
Full Detailed In-Depth Explanation:
Geographies in Oracle Global Human Resources Cloud are set up via the "Manage Geographies" task to define address hierarchies (e.g., country, state, city) for location and reporting purposes.
Option A: Correct. The geography structure (levels like country, province) can only be modified before loading the hierarchy data; post-load changes are restricted to maintain data integrity.
Option B: Incorrect. Mapping geographies to reporting establishments is not mandatory; it’s an optional configuration for specific reporting needs.
Option C: Correct. The top level must be defined as "Country," and each level requires a geography type (e.g., State, City) to structure the hierarchy.
Option D: Correct. Geography validation must be enabled for a country’s address style (e.g., US vs. UK format) to ensure accurate address entry, set via Manage Geographies.
The correct answers are A, C, and D, per "Implementing Global Human Resources" on geography setup.
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