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Quiz 2025 Oracle 1z0-1046-24–Newest Practice Questions
Our Oracle Global Human Resources Cloud 2024 Implementation Professional (1z0-1046-24) exam dumps comes in three formats: Oracle 1z0-1046-24 PDF dumps file, desktop-based practice test software, and a web-based practice exam. These versions are specially designed to make Oracle Global Human Resources Cloud 2024 Implementation Professional (1z0-1046-24) preparation for users easier. 1z0-1046-24 Questions in these formats of PDFTorrent's material are enough grasp every test topic in the shortest time possible.
| Topic |
Details |
| Topic 1 |
- 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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| 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.
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| Topic 3 |
- 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.
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| Topic 4 |
- 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.
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1z0-1046-24 Valid Test Answers & Exam 1z0-1046-24 Exercise
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Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q60-Q65):
NEW QUESTION # 60
What type of people within our system are assigned Person IDs?
- A. Employees, Contingent Workers, Non-Workers, Pending Workers
- B. Employees, Contingent Workers, Non-Workers
- C. Employees, Contingent Workers, Non-Workers, Pending Workers, Worker Contacts
Answer: C
Explanation:
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, aPerson IDis a unique identifier assigned to individuals within the system who have a person record. The types of people assigned Person IDs include:
* Employees: Full-time or part-time workers with an employment relationship.
* Contingent Workers: Temporary or contract workers.
* Non-Workers: Individuals like retirees or external contacts with a person record but no active work relationship.
* Pending Workers: Individuals hired but not yet started (e.g., future-dated hires).
* Worker Contacts: Emergency contacts or dependents linked to a worker's record, who also receive a Person ID for tracking purposes.
Option A omits Pending Workers and Worker Contacts, which are included in the system's person model.
Option C misses Worker Contacts, who are explicitly assigned Person IDs to manage relationships. Option B is the most comprehensive, aligning with Oracle's definition of person records in the "Person Management" guide, makingBthe correct answer.
NEW QUESTION # 61
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?
- A. Department
- B. Legal Entity
- C. Business Unit
Answer: A
Explanation:
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."
NEW QUESTION # 62
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?
- A. Time Sheet
- B. Absences
- C. Standard Working Hours
- D. Calendar Events
- E. Contract Data
Answer: B,C,D
Explanation:
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.
NEW QUESTION # 63
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?
- A. Create a new action reason, associate the action reason with a new or existing action, use that action and action reason during termination
- B. Create a new action type, create a new action, create a new action reason and use it during termination
- C. Create a new action, create a new reason and use it during termination
- D. Create a new action reason and associate it with the available action type, use it during termination
- E. Create a new action type, create a new action reason and use it during termination
Answer: A
Explanation:
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").
NEW QUESTION # 64
Which employment actions can a Line Manager perform through the Smart Navigation icon within the Global Search, the Directory Search, My Team, or while viewing the Person EmploymentInformation page of the Person Spotlight Page of their direct reports?
- A. Promote, Transfer, Terminate, Location Change, Manager Change, and Suspend Assignment
- B. Promote, Transfer, Terminate, Location Change, Manager Change, and Add Global Assignment
- C. Promote, Suspend, Terminate, Location Change, Manager Change, and Add Additional Assignment
- D. Promote, Transfer, Terminate, Location Change, Create Work Relationship, and Add Assignment
Answer: D
Explanation:
Full Detailed In-Depth Explanation:
Line Managers in Oracle Global Human Resources Cloud can perform employment actions on their direct reports via interfaces like Smart Navigation, Directory, My Team, or Person Spotlight, provided they have appropriate security privileges (e.g., via the Line Manager role). The available actions depend on seeded functionality and configuration.
* Option A: Correct. Line Managers can:
* Promote (change grade/job), Transfer (move between assignments), Terminate (end employment), Location Change (update work location), Create Work Relationship (add new employment), and Add Assignment (add additional assignments). These align with standard manager capabilities.
* Option B: "Suspend Assignment" is not a typical action available via these interfaces; it's more a system status than a manager-initiated action. Manager Change is possible but less common in this context.
* Option C: "Add Global Assignment" is a specific action for global deployments, not a standard Line Manager action in these interfaces.
* Option D: "Suspend" is not a direct action, and "Add Additional Assignment" is valid but less comprehensive than "Add Assignment" in A.
The correct answer isA, reflecting standard Line Manager actions in "Using Global Human Resources."
NEW QUESTION # 65
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