A user has reported that one of his or her saved transactions was not available anymore from the transaction page. What could be the reason for this behavior?
The saved transaction was withdrawn by HR
An identical transaction that was initiated for the person by another user was applied to the database
The saved transaction was rejected by the approval authority
The saved transaction was future dated. The application displays only those transactions where the transaction date is less than or equal to system date
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, saved transactions can disappear from view if overridden, as per the "Using Global Human Resources" guide. When an identical transaction (e.g., same person and action) is initiated by another user and applied to the database, it supersedes the saved one, removing it from the user’s view (Option B). Option A (withdrawn by HR) isn’t a standard process for saved transactions. Option C (rejected) would leave it visible with a status.Option D (future dated) affects visibility but not removal. Thus, Option B is correct.
Challenge 5
Manage Business Unit Set Assignment
Scenario
The new reference set needs to be mapped to the business unit that was created for departments, jobs, locations, and grades.
Task
Map your X Tech Business Unit Business Unit to the XTECH reference set for departments, jobs, locations, and grades.
See the solution in Explanation below.
To create a legal address for a legal entity in Oracle Global Human Resources Cloud, you need to use theManage Legal Addressestask within the Setup and Maintenance work area. The task involves entering the provided address details (900 Main St, Dearborn Heights, Wayne, Michigan 48127) and ensuring the address is validated and associated with the legal entity. Below is a step-by-step solution, including detailed explanations and references to Oracle documentation, to accomplish this task.
Step-by-Step Solution
Step 1: Log in to Oracle Fusion Applications
Action: Log in to Oracle Fusion Applications with a user account that has the necessary privileges, such as theHCM Application AdministratororSetup Userrole. These roles typically include permissions to access the Setup and Maintenance work area.
Explanation: The Setup and Maintenance work area is where configuration tasks, including managing legal addresses, are performed. Proper access ensures you can navigate to the required tasks without restrictions.
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 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.
Which set of enabled objects are used for partitioning reference data?
Enterprise, legal entity, business unit, position
Department, location, jobs, grades
Jobs, grades, salary plan, rates
Legal entity, department, division, location
Full Detailed In-Depth Explanation:
Reference data partitioning in Oracle Global Human Resources Cloud separates data sets to control visibility and usage across the organization. Enabled objects for partitioning are typically workforce structures shared across business units.
Option A: Enterprise and legal entity are structural, not reference data objects; position is not typically partitioned.
Option B: Correct. Department, location, jobs, and grades are reference data objects that can be partitioned using reference data sets (e.g., via Manage Reference Data Sets) to restrict access by business unit or other criteria.
Option C: Salary plans and rates are not standard partitioned objects; jobs and grades are, but the set is incomplete.
Option D: Division is not a standard partitioning object; legal entity is structural, not reference data.
The correct answer isB, as per "Implementing Global Human Resources" on reference data management.
Your customer has decided to use Position Management for at least a portion of their workforce due to the Position Synchronization functionality, which will be beneficial in managing their workforce.
Which are three advantages of using Position Synchronization?
The customer can configure which assignment attributes to synchronize from the position.
For synchronized attributes, any position update will automatically be pushed to the incumbents' assignments.
Synchronized attributes will be displayed as read-only in the assignment to ensure the position as the only source of truth.
If you use Position Synchronization, Manager Self Service cannot be used.
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.”
You have a business requirement to default the Business Title of a worker when a user updates a worker's assignment by using one of the worker employment responsive flows. How can you enable this feature and which options are available for defaulting?
Enable the Default Business Title field on the Legal Entity HCM Information task, and select Retain User Changes, Automatically Update Based on Position Change, or Allow Override if Position Data is Overridden.
Enable the Default Business Title field on the Enterprise HCM Information task, and select Retain User Changes, Automatically Update Based on Job Change, or Automatically Update Based on Position Change.
Enable the ORA_PER_EMPL_DEFAULT_BUSINESS_TITLE_FROM profile option, and select Retain User Changes, Automatically Update Based on Job Change, Automatically Update Based on Position Change, or Allow Override if Position Data is Overridden.
Enable the ORA_PER_EMPL_DEFAULT_BUSINESS_TITLE_FROM profile option, and select Retain User Changes, Automatically Update Based on Job Change, or Automatically Update Based on Position Change.
Full Detailed in Depth Explanation:
Defaulting the Business Title in Oracle HCM Cloud during assignment updates is controlled by a profile option, not HCM Information tasks.
Option D ("Enable the ORA_PER_EMPL_DEFAULT_BUSINESS_TITLE_FROM profile option, and select Retain User Changes, Automatically Update Based on Job Change, or Automatically Update Based on Position Change") is correct. The profile option "ORA_PER_EMPL_DEFAULT_BUSINESS_TITLE_FROM" determines how the Business Title is populated in responsive flows (e.g., Change Assignment). Available settings are:
Retain User Changes: Keeps manual edits.
Automatically Update Based on Job Change: Updates from the job title.
Automatically Update Based on Position Change: Updates from the position title. This is detailed in the "Implementing Global Human Resources" guide under profile options.
Option A and B reference HCM Information tasks, which don’t control this feature.
Option C adds "Allow Override if Position Data is Overridden," which is not a valid setting for this profile option.
As an implementation consultant, you have configured several rules in Transaction Design Studio within the test environment. How do you migrate these changes to your production environment?
Use the Configuration Package capabilities of Functional Setup Manager to export the configurations.
Use the Configuration Set Migration tool within the Configuration > Migration work area.
Use the Configuration Package capabilities within the Configuration > Migration work area.
Transaction Design Studio changes can't be migrated from one instance to another. You will need to reconfigure the transactions within your production environment.
Full Detailed In-Depth Explanation:
In Oracle HCM Cloud, Transaction Design Studio (TDS) configurations (e.g., rules for transactions like Promote or Hire) are migrated between environments using theConfiguration Set Migration tool, accessible via the Configuration > Migration work area. This tool allows you to export TDS rules as a configuration set from the test environment and import them into production, preserving customizations like field visibility or validation rules. The process involves selecting the TDS configurations, exporting them as a .zip file, and importing them into the target instance, ensuring consistency across environments.
Option A (Functional Setup Manager’s Configuration Package) is used for broader setup data (e.g., enterprise structures), not TDS-specific rules. Option C misplaces the Configuration Package under the Migration work area, which is incorrect. Option D is false—TDS changes aremigratable. Option B correctly identifies the Configuration Set Migration tool as the method, per Oracle’s migration guidelines.
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.
For the Change Manager transaction, the first-level approval is set to the Application Role type. The name of the application role is HR Specialist Sales. In the Change Manager approval rule configuration, the Enable Auto Claim option is deselected. Which two actions take place when the transaction for manager change is initiated for employees?
The transaction goes into error because it was not auto-claimed.
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.
If one of the HR Specialist Sales representatives rejects the transaction, others can still approve it.
One of the HR Specialist Sales representatives should "Claim" the transaction for it to be assigned for approval.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, approval rules for transactions like Change Manager are managed via BPM Worklist. The "Application Role" approval type routes tasks to all users with that role (e.g., HR Specialist Sales), and the "Enable Auto Claim" setting determines assignment behavior.
Option A: Incorrect. Disabling auto-claim does not cause an error; it simply requires manual claiming before approval can proceed.
Option B: Correct. When auto-claim is disabled, the transaction is sent to all users with the HR Specialist Sales role, appearing in their worklist for claiming.
Option C: Incorrect. Without auto-claim, the transaction is not automatically assigned; it requires manual intervention.
Option D: Incorrect. In a parallel approval to multiple role holders, one rejection typically stops the process unless configured otherwise (e.g., consensus or first responder), which is not specified here.
Option E: Correct. With auto-claim disabled, an HR Specialist Sales representative must manually claim the transaction from the worklist to proceed with approval.
The correct answers areBandE, as detailed in "Using Global Human Resources" under Approval Configuration.
Which new field has been added to the Redwood Person Spotlight search and Quick Actions to enhance the person search functionality?
Person Number
Job Title
Department
The RedwoodPerson Spotlightsearch andQuick Actionsin Oracle HCM Cloud enhance user experience by improving person search functionality. The question asks which new field has been added to these features to enhance search capabilities.
Option A: Person NumberThis is the correct answer. Oracle’s 24C release notes specify that thePerson Numberfield has been added to the Redwood Person Spotlight search and Quick Actions. This allows users to search for individuals using their unique person number (e.g., EMP12345), improving precision and speed in locating employee records, especially in large organizations. The addition ofPerson Numberenhances the search functionality by providing a direct identifier, complementing existing fields like name or email.
Option B: Job TitleThis option is incorrect. WhileJob Titleis a searchable attribute in some HCM search contexts, Oracle’s 24C and 25A release notes do not indicate that it was newly added to the Redwood Person Spotlight search or Quick Actions. Job title may already be part of other search criteria, but it is not highlighted as a new enhancement for this feature.
Option C: DepartmentThis option is incorrect.Departmentis a common attribute in HCM searches, but there is no mention in Oracle’s recent documentation of it being added as a new field to the Redwood Person Spotlight search or Quick Actions. The focus of the enhancement is onPerson Numberto improve identification accuracy.
Why this answer?The addition ofPerson Numberto the Redwood Person Spotlight search and Quick Actions directly enhances search precision, as it is a unique identifier for each employee. This aligns with Oracle’s goal of streamlining user interactions in the Redwood interface, makingAthe correct choice.
References
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Redwood Experience for Person Spotlight: “Added Person Number to search fields in Person Spotlight and Quick Actions to enhance search functionality.”
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Person Search: “Describes search capabilities, including new fields like Person Number in Redwood interfaces.”
Oracle Fusion Cloud Human Resources 25A What’s New, Document ID: docs.oracle.com, Published: 2025-03-20
Section: Search Enhancements: “Continued improvements to Person Spotlight with unique identifiers.”
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.
Challenge 6
Manage Document Types
Scenario
The organization would like to track the certifications of all their instructors.
Task
Create a Document Type of certificate for Instructor Certifications, where:
The name of the certificate is X Instructor Certification
Approval is required
The deletion restriction is required
See the solution in Explanation below.
To create a document type for tracking instructor certifications in Oracle Global Human Resources Cloud, you need to use theManage Document Typestask within the Setup and Maintenance work area. The task involves creating a document type named "X Instructor Certification" with approval required and deletion restrictions enforced. Below is a step-by-step solution, including detailed explanations and references to Oracle documentation, to accomplish this task.
Step-by-Step Solution
Step 1: Log in to Oracle Fusion Applications
Action: Log in to Oracle Fusion Applications with a user account that has the necessary privileges, such as theHCM Application AdministratororApplicationImplementation Consultantrole. These roles typically include permissions to access the Setup and Maintenance work area.
Explanation: The Setup and Maintenance work area is the central hub for configuration tasks, including managing document types. Proper access ensures you can perform the task without restrictions.
Your customer wants to leverage the Tree Manager functionality to meet their Security and Reporting requirements. You discuss the delivered hierarchies to help them choose the correct tree structure. Which option represents seeded tree structures?
Organization, job, division, geographies
Organization, position, division, establishment
Organization, position, department, geographies
Organization, job, department, geographies
Organization, position, division, geographies
Comprehensive and Detailed Explanation From Exact Extract:
In Oracle Global Human Resources Cloud, theTree Managerfunctionality is used to define and manage hierarchical structures that support security, reporting, and organizational requirements. Seeded tree structures are predefined hierarchies provided by Oracle to help organizations model their workforce structures efficiently. These seeded structures are designed to align with common organizational components and are available out-of-the-box for configuration.
According to the official Oracle HCM Cloud documentation, the seeded tree structures in Oracle Global Human Resources Cloud are:
Organization: Represents the organizational hierarchy, such as business units, legal entities, or departments.
Position: Defines the position hierarchy, which outlines reporting relationships based on job roles or positions within the organization.
Department: Represents the departmental hierarchy, which organizes employees into functional or operational units.
Geographies: Defines geographic hierarchies, such as country, region, or city, used for location-based reporting and compliance.
The exact extract from the Oracle documentation states:
"You can define trees to create hierarchical structures to reflect your organization for reporting and security purposes. Examples of predefined tree structures include organization, position, department, and geographies. Use trees to create a hierarchical representation of the structure that is used for approvals, reporting, and security."
This confirms that the seeded tree structures areorganization, position, department, and geographies, making option C the correct answer.
Why the other options are incorrect:
Option A (Organization, job, division, geographies): This is incorrect becausejobis not a seeded tree structure. Jobs represent roles or functions but are not used to define hierarchies in Tree Manager. Additionally,divisionis not a predefined tree structure in Oracle HCM Cloud.
Option B (Organization, position, division, establishment): This is incorrect becausedivisionandestablishmentare not seeded tree structures. While organizations may use custom hierarchies for divisions or establishments, they are not part of the predefined seeded structures.
Option D (Organization, job, department, geographies): This is incorrect becausejobis not a seeded tree structure, as explained in option A.
Option E (Organization, position, division, geographies): This is incorrect becausedivisionis not a seeded tree structure, as explained in option B.
As an HR Specialist, you have been asked to create and assign a new schedule to employees that will be working a new shift. What steps should you follow to meet this requirement?
Create a work pattern, create a shift, create a work schedule, assign the schedule through work schedule assignment.
Create a shift, create a work pattern, assign the work pattern through work schedule assignment.
Create a shift, create a work pattern, create a work schedule, assign the schedule through work schedule assignment.
Create a shift, create a work pattern, create a work schedule, assign the shift through the Manage Employment task.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, creating and assigning a work schedule involves a structured process to define working hours for employees. The components include shifts (specific time blocks), work patterns (sequences of shifts), and work schedules (combinations of patterns and rules), which are then assigned via work schedule assignments.
Option A: This sequence is incorrect because it places the work pattern before the shift. A work pattern relies on predefined shifts, so the shift must be created first.
Option B: This option skips the creation of a work schedule, which is a critical step. Assigning a work pattern directly without a work schedule does not align with Oracle’s process, as the work schedule is the entity assigned to employees.
Option C: This is the correct sequence:
Create a shift: Define the specific working hours (e.g., 9 AM - 5 PM).
Create a work pattern: Combine shifts into a repeating sequence (e.g., 5 days on, 2 days off).
Create a work schedule: Define the overall schedule, including the pattern and any exceptions.
Assign the schedule through work schedule assignment: Link the schedule to employees via the Work Schedule Assignment task.This matches Oracle’s documented process for managing work schedules.
Option D: Assigning a shift directly via the Manage Employment task is not a valid method. Work schedules (not individual shifts) are assigned to employees, making this option incorrect.
The correct answer isC, as it follows the complete and logical flow outlined in Oracle’s "Using Global Human Resources" guide.
Which two options can be directly mapped to the employee record during hiring?
Division
Payroll Statutory Unit
Sub-Division
Legal Employer
Job Family
Business Unit
Full Detailed In-Depth Explanation:
During the hiring process in Oracle Global Human Resources Cloud, certain workforce structure elements are directly mapped to the employee’s record (via Manage Employment or Hire an Employee).
Option A: Division is not directly mapped; it’s derived via hierarchy (e.g., department).
Option B: PSU is linked to payroll, not directly to the employee record during hiring.
Option C: Sub-Division is not a standard field or object in Oracle HCM.
Option D: Correct. Legal Employer is a mandatory field assigned during hiring, defining the employing entity.
Option E: Job Family is a categorization, not directly mapped to the record.
Option F: Correct. Business Unit can be directly assigned to an assignment during hiring, reflecting operational structure.
The correct answers areDandF, per "Using Global Human Resources" on hiring processes.
During implementation, a two-tier employment model with multiple assignments has been set up. Now the client wants to store contract information. Which statement is true about changing the employment model setting after implementation?
The client can change from any two-tier option to another at any point in time, irrespective of the existence of work relationships.
The client cannot move from a two-tier multiple assignment to a two-tier single contract and single assignment after implementation.
The client can have both: a two-tier multiple assignment employment model can remain for its existing employees, and a two-tier multiple contracts single assignment can be created to hire new employees within the same legal employer.
If employees exist within the enterprise and legal employer, the person model setting cannot be changed as there are no contract options that support a contract with multiple assignments.
Full Detailed In-Depth Explanation:
Oracle Global Human Resources Cloud supports two-tier employment models: single assignment (SA) or multiple assignments (MA), with or without contracts (SC or MC). The employment model is set at the enterprise or legal employer level via "Manage Enterprise HCM Information" or "Manage Legal Entity HCM Information." Changing this model post-implementation is possible under certain conditions.
Option A: Correct. Oracle allows flexibility to change the employment model (e.g., from two-tier MA to two-tier MC SA) at any time, even with existing work relationships, as long as data migration and configuration adjustments (e.g., contract setup) are handled. The system does not lock the model once set.
Option B: Incorrect. The client can transition from two-tier MA to two-tier SC SA post-implementation, though it requires updating existing records and ensuring compliance with new contract rules.
Option C: Incorrect. Within the same legal employer, only one employment model can be active at a time. Mixing MA for existing employees and MC SA for new hires in the same legal employer is not supported without separate legal employers or a model change.
Option D: Incorrect. Contracts can coexist with multiple assignments if configured as multiple contracts (MC), so the model can be changed even with existing employees, contradicting this statement.
The correct answer isA, as per "Implementing Global Human Resources" on employment model flexibility.
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 executed a pushback on the request.
The second-level approver might have rejected the request.
The second-level approver might have approved the request.
The second-level approver might have opted for an ad hoc route.
The second-level approver might have reassigned the request.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, BPM Worklist manages approval workflows. A request reappearing after approval suggests a change in its routing.
Option A: Correct. A pushback from the second-level approver returns the request to prior approvers (e.g., you), causing it to reappear.
Option B: Incorrect. Rejection typically closes the request or routes it differently, not back to you unless configured unusually.
Option C: Incorrect. Approval moves it forward or completes it, not back to your worklist.
Option D: Correct. An ad hoc route (inserting additional approvers) could loop it back to you ifyou’re included again.
Option E: Correct. Reassignment to you by the second-level approver would place it back in your worklist.
The correct answers are A, D, and E, per "Using Global Human Resources" on approval workflows.
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.
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.
As a Line Manager within an organization, you are able to perform a search on restricted worker information within the Directory. What values are you able to search that other workers and HR administrators are unable to within the Directory?
Work location, department, job title, and school education
Work location, department, areas of expertise, and areas of interest
Worker competencies, languages, licenses and certifications, and school education information
Work location, department, and languages
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, Line Managers have elevated access in the Directory to search restricted worker information about their team, as per the "Using Global Human Resources" guide. This includes Work Location, Department, and Languages, which are not fully accessible to other workers (who see only public info) or HR administrators (unless role-configured). Option A includes "school education," which is private unless explicitly shared. Option B adds "areas of expertise/interest," visible to all via Spotlight. Option C includes competencies and certifications, which are restricted but not uniquely searchable by managers over HR admins. Option D is precise and correct.
When creating a checklist task, you must assign a task performer. What values are supported?
Worker, Manager, Initiator, User, Area of Responsibility
Worker, Manager, Initiator, User, Area of Responsibility, HR Specialist Job Role
Worker, Manager, Initiator, Area of Responsibility
Worker, Manager, Initiator, User, HR Specialist Data Role
Full Detailed In-Depth Explanation:
When configuring checklist tasks in Oracle Global Human Resources Cloud, a task performer must be assigned to indicate who is responsible for completing the task. The "Using Global Human Resources" guide under "Checklists" specifies the supported performer types as: Worker (the individual the checklist pertains to), Manager (the worker’s line manager), Initiator (the person who triggered the checklist), User (a specific named user), and Area of Responsibility (a group defined by responsibility criteria, such as HR representatives). Option A lists all five supported values accurately. Option B adds "HR Specialist Job Role," which is not a directly supported performer type for checklists (job roles are used in security, not task assignment). Option C omits "User," and Option D incorrectly includes "HR Specialist Data Role" instead of "Area of Responsibility." Thus, A is the correct answer.
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 HR specialist, you have been asked to create and assign a new schedule to employees that will be working a new shift. What steps should you follow to meet this requirement?
Create a shift, create a work pattern, create a work schedule, assign the schedule through work schedule assignment
Create a shift, create a work pattern, create a work schedule, assign the shift through the manage employment task
Create a work pattern, create a shift, create a work schedule, assign the schedule through workschedule assignment
Create a shift, create a work pattern, assign the work pattern through work schedule assignment
Full Detailed In-Depth Explanation:
To create and assign a new schedule in Oracle Global Human Resources Cloud, the "Managing Workforce Schedules" guide outlines the process:
Create a shift: Define the specific work hours (e.g., 9 AM-5 PM).
Create a work pattern: Combine shifts into a repeating sequence (e.g., 5 days on, 2 off).
Create a work schedule: Build a schedule using the pattern, specifying start/end dates.
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 'Business Visa Introduction Letter' is an example of a document that may be required on a regular basis for certain people who travel and work internationally. To speed up the process of obtaining the letter, the system can store a copy, which the user downloads whenever it is required. Where are the document templates configured, before they are associated with the appropriate Document Type?
BI Publisher (BIP)
Page Composer
Design Studio
Oracle Transnational Business Intelligence (OTBI)
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, document templates, such as a "Business Visa Introduction Letter," are created and managed in BI Publisher (BIP). The "Implementing Global Human Resources" guide under "Document Management" explains that BIP is used to design and store report templates, including reusable documents tied to Document Types. These templates are then associated with a Document Type (e.g., "Visa Letter") for user access and download. Option B (Page Composer) is for UI customization, not document templates. Option C (Design Studio) configures transactions, not documents. Option D (OTBI) is for analytics, not template creation. Thus, Option A is correct.
As an implementation consultant, you are in the process of building the enterprise structure. Which three facts about Legislative Data Group must you be aware of?
Legislative Data Groups do not span enterprises.
Legislative Data Groups can span enterprises.
Legislative Data Group supports the configuration of objects with a strong legislative context, such as payroll, absence types, elements, and rates of pay.
Each Legislative Data Group can contain only one legal entity that acts as a payroll statutory unit.
It is required to associate country and currency details while defining Legislative Data Group.
Full Detailed In-Depth Explanation:
Legislative Data Groups (LDGs) in Oracle HCM Cloud manage legislative-specific data:
A: True—LDGs are tied to a single country’s legislation and don’t span enterprises (multiple countries).
B: False—LDGs are country-specific, not enterprise-spanning.
C: True—LDGs support objects like payroll, absences, and elements with legislative context.
D: False—An LDG can include multiple legal entities sharing the same payroll statutory unit.
E: True—Country and currency are mandatory when defining an LDG to align with legislative requirements.
Options A, C, and E reflect Oracle’s LDG characteristics per the documentation.
A Human Resource Representative is in the process of transferring an employee from France Subsidiary to US Subsidiary and exercises the option of Global Transfer. Identify the three options for the Global Transfer process. (Choose three.)
A new work relationship in the destination legal employer is not created automatically.
The Human Resources Representative cannot override the default changes.
The Human Resources Representative can override the default by deselecting the assignments that are not required to be terminated; these assignments retain their original status and the work relationship is not terminated.
The existing set of employment terms and assignments in the source work relationship are terminated and their status is set to Inactive - Payroll Eligible by default.
A new work relationship in the destination legal employer is created automatically.
Full Detailed in Depth Explanation:
The Global Transfer feature in Oracle HCM Cloud facilitates moving an employee between legal employers within the same enterprise, such as from France Subsidiary to US Subsidiary.
Option C ("The Human Resources Representative can override the default by deselecting the assignments that are not required to be terminated; these assignments retain their original status and the work relationship is not terminated"): True. During a Global Transfer, the HR representative can choose which assignments to terminate or retain, overriding defaults, as explained in the "Using Global Human Resources" guide.
Option D ("The existing set of employment terms and assignments in the source work relationship are terminated and their status is set to Inactive - Payroll Eligible by default"): True. By default, the source work relationship’s assignments are terminated and marked Inactive - Payroll Eligible, preserving payroll history, per standard Oracle behavior.
Option E ("A new work relationship in the destination legal employer is created automatically"): True. A Global Transfer automatically creates a new work relationship in the destination legal employer, effective from the transfer date.
Option A ("A new work relationship in the destination legal employer is not created automatically"): False. This contradicts the automated nature of Global Transfer.
Option B ("The Human Resources Representative cannot override the default changes"): False. Overrides are allowed, as noted in Option C.
The Human Resource Representative of the organization is trying to set up the Jobs and Positions for the enterprise. What are the three options that the Human Resource Representative should be aware of regarding Jobs and Positions? (Choose three.)
When using positions, the grades that are specified for the job become the default grades for the position
Jobs and Positions are shared by Sets
Jobs are shared by Sets and Positions are assigned to Business Units
Positions may be added to a specific department and location
Full Detailed In-Depth Explanation:
Per the "Managing Workforce Structures" guide:
Option A: True. Grades defined for a Job default to the Position when created.
Option B: False. Jobs are Set-enabled, but Positions are tied to business units, not shared by Sets.
Option C: True. Jobs are shared across Sets; Positions are specific to Business Units.
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?
July 11, 2015
June 12, 2015
January 1, 2015
August 15, 2015
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.
Grade structures (grades, grade rates, and grade ladder) were configured for your customer and the required employee assignment data was migrated to the system. However, there was a change in requirement and the customer decided to delete some grades because they were no longer used. When you try to delete one such grade from the system, the system throws an error. Identify three possible reasons for the system error. (Choose three.)
There are assignment records of one or more employees associated with this grade.
The grade has grade rates defined.
The grade is linked to a grade ladder.
A grade cannot be deleted and can only be made inactive by changing the status to "Inactive".
A grade cannot be deleted and can only be end-dated.
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, grades are part of the compensation and job structure. Deleting a grade is restricted if it’s referenced elsewhere in the system.
Option A ("There are assignment records of one or more employees associated with this grade"): True. If an employee’s assignment references the grade, deletion is blocked to maintain data integrity, per the "Implementing Global Human Resources" guide.
Option B ("The grade has grade rates defined"): True. Grade rates (e.g., salary ranges) linked to the grade prevent deletion until removed.
Option C ("The grade is linked to a grade ladder"): True. Grades in a grade ladder (progression structure) cannot be deleted until unlinked.
Option D ("A grade cannot be deleted and can only be made inactive by changing the status to 'Inactive'"): False. Grades can be deleted if no dependencies exist; inactivation is an alternative, not a requirement.
Option E ("A grade cannot be deleted and can only be end-dated"): False. End-dating is an option, but deletion is possible if constraints are cleared.
Which Approval Types are supported while configuring the Managing Approval Rules: Promote transaction?
Application Role, Approval Groups, Management Hierarchy, Parent Position, Representative,User, Self Auto Approve
Application Role, Approval Groups, Management Hierarchy, Position Hierarchy, Representative, Self Auto Approve, User
Data Role, Application Role, Approval Groups, Management Hierarchy, Position Hierarchy, Self Auto Approve, User
Enterprise Role, Application Role, Approval Groups, Parent Position, Representative, User, Self Auto Approve
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, approval rules for transactions like Promote are configured in BPM Worklist with supported approval types.
Option A: "Parent Position" is not a standard approval type; "Position Hierarchy" is correct.
Option B: Correct. Supported types include:
Application Role (e.g., HR Specialist),
Approval Groups (static user lists),
Management Hierarchy (line managers),
Position Hierarchy (position-based),
Representative (e.g., delegate),
Self Auto Approve (initiator approves),
User (specific individual).
Option C: "Data Role" is a security concept, not an approval type.
Option D: "Enterprise Role" is not an approval type; "Parent Position" is incorrect.
The correct answer is B, per "Using Global Human Resources" on approval configuration.
The HR of the Finance Department searches for an employee who is the Finance Auditor. The search is conducted with an effective date of January 1, 2015, on the Person Management page. The search does not yield any results. Identify two reasons for this behavior.
The employee is working as an employee in the Finance Department.
The employee is inactive as of January 1, 2015.
The employee was a contingent worker until December 31, 2014, and will rejoin as an employee on January 2, 2015.
The employee is working as a contingent worker in the Finance Department.
The employee has multiple assignments, and being a Finance Auditor is a part of the secondary assignment.
Full Detailed In-Depth Explanation:
The Person Management page in Oracle Global Human Resources Cloud allows searching for workers with an effective date filter. No results on January 1, 2015, suggest the employee’s record is not active or visible on that date.
Option A: Working in the Finance Department as an employee should make them searchable unless other factors (e.g., inactivity) apply; this alone doesn’t explain the issue.
Option B: Correct. If the employee is inactive (e.g., terminated) as of January 1, 2015, their record won’t appear in active searches unless explicitly including inactive records.
Option C: Correct. If the employee was a contingent worker until December 31, 2014, and transitions to an employee on January 2, 2015, no active employee record exists on January 1, 2015, explaining the no-results outcome.
Option D: A contingent worker on January 1, 2015, should still appear unless the search excludes contingent workers, which isn’t specified.
Option E: Multiple assignments don’t hide a worker; the primary or any active assignment (e.g., Finance Auditor) should be searchable.
The correct answers areBandC, per "Using Global Human Resources" on person search behavior.
An HR representative enters employee details in the application as part of the hiring process. On the Review page, the HR representative notices that Person Number does not show any number, but indicates "Generated Automatically." Identify the option that relates to this intended behavior.
Person Number at the Enterprise Level is set to Automatic before submission.
Worker Number at the Enterprise Level is set to Manual.
Person Number at the Enterprise Level is set to Automatic after final save.
Person Number at the Enterprise Level is set to Manual.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the Person Number generation method is configured via "Manage Enterprise HCM Information." Options include Manual, Automatic before submission, or Automatic after final save. The behavior described—showing "Generated Automatically" with no number on the Review page—indicates the number is assigned post-submission.
Option A: "Automatic before submission" generates the person number immediately upon initiating the hire process, visible before review. This doesn’t match the scenario.
Option B: "Worker Number" is distinct from Person Number and irrelevant here. Manual setting would require user input, not "Generated Automatically."
Option C: Correct. "Automatic after final save" delays person number generation until the transaction is fully submitted and saved, explaining why it’s not visible on the Review page but marked as automatic.
Option D: Manual requires the user to enter a number, contradicting the "Generated Automatically" indication.
The correct answer isC, as detailed in "Implementing Global Human Resources" under Person Number setup.
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.
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.
Which Compensation setup task must be configured if base pay is going to be tracked at the worker level?
Salary Basis
Grade
Grade Rate
Grade Ladder
Full Detailed in Depth Explanation:
To track base pay at the worker level in Oracle HCM Cloud, theSalary Basismust be configured. Salary Basis defines how a worker’s pay is calculated (e.g., hourly, annual) and links to payroll elements for tracking.
B(Grade) andC(Grade Rate) define pay ranges but are not directly tied to individual pay tracking.
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.
For the Change Manager transaction, the first-level approval is set to the Application Role type. The name of the application role is HR Specialist Sales. In the Change Manager approval rule configuration, the Enable Auto Claim option is deselected. Which two actions take place when the transaction for manager change is initiated for employees?
The transaction goes into error because it was not auto-claimed
The transaction has to be approved by all HR Specialist Sales representatives for it to be approved
The transaction goes for approval to all the workers who inherit the HR Specialist Sales role
One of the HR Specialist Sales representatives should "Claim" the transaction for it to be assigned for approval
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, approval rules for the Change Manager transaction are configured per the "Securing HCM" guide:
With "Enable Auto Claim" deselected, the transaction isn’t automatically assigned to one approver; it goes to all users with the HR Specialist Sales role (Option C).
Which of the following statuses allows for additional values to be created?
Payroll Status
Assignment Status
HR Status
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, statuses control various aspects of a worker’s record, and the ability to create additional values depends on the status type:
A (Payroll Status): This refers to payroll-specific statuses (e.g., Processed, Paid), which are system-defined and tied to payroll processes. These are fixed and cannot be extended with additional values.
B (Assignment Status): This governs the status of a worker’s assignment (e.g., Active, Suspended). Oracle allows you to create additionalUser-Defined Assignment Statusesvia the "Manage Assignment Status" task, enabling customization (e.g., "On Leave – Special Circumstance") while preserving system statuses like Active or Inactive.
C (HR Status): This is a broad term, but in context, it typically refers to the Person-level status (e.g., Active, Terminated), which is system-defined and not extensible with additional values.
The Oracle documentation highlights that Assignment Status is unique in allowing user-defined values to meet specific business needs, while Payroll and HR Statuses remain locked to maintain consistency. Thus,Bis the correct answer.
As an implementation consultant, you realize during the Requirement Gathering phase of your project that some Actions are not required. How will you make these Actions unavailable for the end user?
Educate users not to use such Actions.
Delete Actions.
Enter Action End Date.
Hide Actions.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, Actions (e.g., Hire, Transfer) are managed via the "Manage Actions" task. To make an Action unavailable, you must ensure it’s not accessible to users without deleting it, preserving data integrity.
Option A: Educating users is not a system-enforced solution and risks accidental use.
Option B: Deleting Actions is not recommended post-implementation, as it can disrupt historical data or references; it’s also not always possible for seeded Actions.
Option C: Correct. Setting an Action End Date (via Manage Actions) marks the Action as inactive from that date onward, preventing users from selecting it in transactions while retaining its history. This is the standard method to disable Actions.
Option D: Hiding Actions via UI tools (e.g., Page Composer) is possible but not a direct Action management feature; it’s less reliable than end-dating.
The correct answer isC, as per "Implementing Global Human Resources" on Action management.
What are four benefits of Enterprise Structure Configurator (ESC)?
Cannot roll back an enterprise that is created through ESC
Can create multiple configurations to test multiple scenarios
Can roll back an enterprise configuration after loading it
Can review the enterprise configuration before loading it
Can create all organizational structures at once
Full Detailed in Depth Explanation:
The Enterprise Structure Configurator (ESC) offers several benefits:
B: Allows creation of multiple configurations for testing different scenarios, enhancing flexibility.
C: Supports rollback of configurations post-loading if adjustments are needed, ensuring reversibility.
D: Enables review of the configuration before final loading, reducing errors.
E: Facilitates simultaneous creation of all organizational structures, streamlining setup.
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.
As an implementation consultant, you have been assigned the task of configuring Person Name Format within Workforce Information. Which two features can you configure through this task?
The way a worker’s name appears on top of employee-level pages.
The name fields that appear in the Person Details section when you are hiring an employee.
The appearance of a worker’s name when it appears in search results.
What name fields are required when completing the Person Details section when hiring or updating a worker’s person details.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the Person Name Format configuration within the "Manage Workforce Information" task allows customization of how names are displayed across the application. This is distinct from defining name fields or their required status, which is handled elsewhere (e.g., via flexfields or page composer).
Option A: You can configure the display format of a worker’s name (e.g., "First Last" or "Last, First") at the top of employee-level pages, such as the Employment Info page. This is a key feature of the Person Name Format task, making it correct.
Option B: The name fields shown in the Person Details section during hiring are predefinedby the system or customized via page composer/flexfields, not directly through the Person Name Format task, which focuses on display format rather than field visibility.
Option C: The format of a worker’s name in search results (e.g., Directory or Person Search) can be configured here, allowing consistency in name presentation across the application. This is a supported feature, making it correct.
Option D: Defining required name fields (e.g., First Name as mandatory) is managed through the Person Details setup or flexfield configuration, not the Person Name Format task, which is about display rather than data entry rules.
The correct answers areAandC, as confirmed in "Implementing Global Human Resources" under Workforce Information setup.
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.
You are assigned to work with a customer who uses Checklists. This organization is an ever-changing organization and needs to be nimble with Checklist requirements. There are many instances where Journey Templates as well as Tasks may need to be updated even after a Journey has been assigned. How can you accommodate this?
You can now run the "Update Assigned Journey Attributes Based on Modified Journey Template" process to synchronize the changes. Using this process, the following is possible: The process synchronizes only journeys and tasks that are in progress and not in terminal status. It is optional to provide a checklist name if you provide the task name parameter. The checklist name and task name parameters you select display as IDs in the ESS Process
You can now run the "Update Assigned Journey Attributes Based on Modified Journey Template" process to synchronize the changes. Using this process, the following is possible: The process synchronizes only journeys and tasks that are in progress and not in terminal status. It is mandatory to provide a checklist name if you provide the task name parameter. The checklist name and task name parameters you select display as IDs in the ESS Proces
You can now run the "Update Assigned Journey Attributes Based on Modified Journey Template" process to synchronize the changes. Using this process, the following is possible: The process synchronizes only journeys and tasks that are in progress and not in terminal status. It is optional to provide a checklist name if you provide the task name parameter. The checklist name and task name parameters you select display as IDs in the ESS Process
Full Detailed In-Depth Explanation:
The "Update Assigned Journey Attributes Based on Modified Journey Template" process in Oracle HCM Cloud allows updates to assigned journeys and tasks after modifications to the underlying template. The documentation specifies that this process synchronizes only in-progress journeys/tasks (not terminal statuses like Completed or Cancelled). Key parameters include Checklist Name and Task Name, where providing a Task Name makes Checklist Name optional—not mandatory—allowing flexibility in targeting specific tasks across checklists. Parameters are displayed as IDs in the ESS Process Details dialog box. Users can specify a comma-separated list of person numbers to limit updates to specific individuals; otherwise, all open allocations are updated.
Option A incorrectly mentions "list of person names" instead of person numbers, which is not supported. Option B wrongly states that Checklist Name is mandatory with Task Name, contradicting the documentation. Option C correctly aligns with Oracle’s description: optional Checklist Name with Task Name, comma-separated person numbers, and broad synchronization if unspecified, making it the accurate choice.
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.
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TESTED 29 Apr 2025
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