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Oracle 1z0-1046-24 Exam Syllabus Topics:

Topic	Details
Topic 1	Defining Workforce Structures: This section of the exam measures the skills of Workforce Planning Analysts and focuses on structuring an organization's workforce. It includes creating organizations, divisions, and legal entities, defining geographies, and setting up enterprise structures. The section also covers configuring workforce attributes such as grades, jobs, and positions while ensuring the system aligns with business needs through effective dating and enterprise HCM settings.
Topic 2	Administering People Management: This section of the exam measures the skills of HR Administrators and covers managing workforce data, maintaining worker directories, and configuring employment-related information. It includes an overview of the Person and Employment Model, workforce lifecycle management, and configuring self-service options for employees and managers. Candidates are also expected to configure directory searches and set up HCM Cloud using the Experience Design Studio.
Topic 3	Managing Workflows, Approvals, and Notifications: This section of the exam measures the skills of HR System Administrators and focuses on automating HR approvals and communication. It includes defining approval policies, configuring rules and approver types, and deploying notifications to facilitate seamless workflow execution. Candidates will also learn to write policies for approval transactions and use Alerts Composer to enhance communication through system-generated notifications.
Topic 4	Configuring Checklists, Schedules, Trees, and Journeys: This section of the exam measures the skills of HR Specialists and covers setting up key HR processes such as onboarding, task tracking, and workflow automation. It involves creating checklists for employment transitions, defining work schedules, configuring profile options, and managing calendar events and trees for reporting and approval purposes. Additionally, it includes setting up Journeys to streamline employee and personal events.

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Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q32-Q37):

NEW QUESTION # 32
You are implementing Core HR for a customer. Work timings, standard working hours, organization manager, and cost center information must be captured while setting up the work structure. Identify the organization type against which you can maintain this information.

A. Business Unit
B. Enterprise
C. Division
D. Reporting Establishment
E. Legal Entity
F. Department

Answer: F

Explanation:
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, the work structure consists of various organization types (e.g., Enterprise, Legal Entity, Business Unit, Department, Division) that serve different purposes. The requirement here is to identify the organization type where work timings, standard working hours, organization manager, and cost center information can be maintained.
Option A ("Department") is correct. Departments in Oracle HCM Cloud are operational units within the work structure where detailed workforce management information, such as work timings (e.g., shift schedules), standard working hours, organization manager (e.g., department manager), and cost center details, can be defined. The "Manage Departments" task allows administrators to configure these attributes, making Department the appropriate organization type for this data. This is supported by the "Implementing Global Human Resources" guide, which details how departments support operational HR data.
* Option B ("Business Unit") is higher-level and used for segregating HR and financial data, but it does not typically hold detailed work timings or manager assignments.
* Option C ("Enterprise") defines the overarching structure and does not manage operational details like work hours or cost centers.
* Option D ("Legal Entity") represents legal employers and focuses on compliance and payroll, not detailed work schedules.
* Option E ("Division") is a higher-level grouping for reporting and does not capture thesespecific attributes.
* Option F ("Reporting Establishment") is used for regulatory reporting and not for operational HR data like work timings.

NEW QUESTION # 33
As an HR specialist, you have been asked to create and assign a new schedule to employees that will be working in a new shift. Which steps should you perform to achieve this?

A. Create a shift, create a work pattern, and assign the work pattern through work scheduleassignment.
B. Create a shift, create a work pattern, create a work schedule, and assign the schedule through work schedule assignment.
C. Create a work pattern, create a shift, create a work schedule, and assign the schedule through work schedule assignment.
D. Create a shift, create a work pattern, create a work schedule, and assign the shift through the Manage Employment task.

Answer: B

Explanation:
Full Detailed In-Depth Explanation:
To create and assign a new schedule in Oracle HCM Cloud, follow these steps per the documentation:
* Create a Shift: Define the shift (e.g., hours) in Manage Shifts.
* Create a Work Pattern: Combine shifts into a pattern (e.g., weekly rotation) in Manage Work Patterns.
* Create a Work Schedule: Build the schedule using the pattern in Manage Work Schedules.
* Assign the Schedule: Use the "Work Schedule Assignment" task (not Manage Employment directly) to assign the schedule to employees' assignments.
Option A incorrectly assigns the shift via Manage Employment, which handles assignment details, not schedule assignment. Option C skips creating a work schedule, which is required. Option D reverses the logical order (pattern before shift). Option B accurately reflects the sequence and uses the correct "Work Schedule Assignment" task for assignment.

NEW QUESTION # 34
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?

A. Business Unit, Location, Position, Action, and Worker Type
B. Legal Entity, Country, Business Unit, Division, Action, and Worker Type
C. Role, Legal Entity, Country, Business Unit, Action, and Worker Type
D. Role, Legal Entity, Country, Division, Action, and Worker Type

Answer: A

Explanation:
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.

NEW QUESTION # 35
Workers can personalize the following items on the News Feeds home page?

A. Quick Action display, Springboard display, Things to Finish display, and Infolets display
B. Springboard display, Things to Finish display, and Infolets display
C. Quick Action display, Springboard display, Infolets display
D. Springboard display and Infolets display

Answer: A

Explanation:
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.

NEW QUESTION # 36
You hired an employee on January 1, 2015. This employee got married on June 12, 2015. You received a request from the employee on July 11, 2015, to change their last name from the date of the marriage. You changed the last name of the employee as requested on the same day. What effective start date for this new employee is displayed by the system as of August 15, 2015?

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

Answer: A

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

NEW QUESTION # 37
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