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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
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 the Workflow Administrator, you are responsible for ensuring that approval workflows are handled on time.
If you notice outstanding notifications, how can you move an approval along?
Push back the workflow to another Approver.
Reassign the workflow to another Approver.
Approve the workflow on behalf of the assigned Approver.
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 the Manage Legal Addresses task 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 the HCM Application Administrator or Setup User role. 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.
A client requires that promotion approvals should go to a static set of three users in a sequential manner, with the approval process continuing to the next user if the prior approver is not available. What setup is required to meet this requirement?
The default functionality is that if any approver is not present, then the transaction gets auto-approved.
While configuring Approval Group List Builder, select "Allow empty groups" as True.
All approvers must be present in the system; else, the promotion transaction fails.
While configuring Approval Group List Builder, select "Allow empty groups" as False.
Enable a descriptive flexfield to capture the approvers in the required sequence and create Approval Group List Builder.
In Oracle Global Human Resources Cloud, promotion approvals are configured via BPM Worklistusing Approval Groups. The requirement for a static, sequential group of three users with failover to the next approver requires specific settings.
Option A: Incorrect. Default behavior does not auto-approve if an approver is unavailable unless explicitly configured (e.g., via timeout rules).
Option B: "Allow empty groups" as True skips the group if no approvers are available, which could bypass the sequence, not continue it.
Option C: Incorrect. The system doesn’t fail if approvers are absent; it depends on configuration.
Option D: Correct. Setting "Allow empty groups" to False ensures the approval group (with three static users) is mandatory, and sequential routing continues to the next available approver if one is unavailable (e.g., via vacation rules or reassignment).
Option E: Flexfields don’t control approval routing; they’re for data capture, not process flow.
The correct answer isD, as per "Using Global Human Resources" on approval setup.
As part of a client's configuration requirements, they have indicated that they want to create divisions by Line of Business in HCM Cloud. After creating them, in which two ways can you associate workers with a specific division?
Division is a delivered field on a position. If you are using Positions, when you associate a worker with a position, they will be associated with the division tied to that position.
You configure and deploy an assignment descriptive flexfield that has a table value set that references the Division object. When you complete a worker's assignment, you select the appropriate division through that flexfield segment.
Division is a delivered field on the worker assignment. Therefore, when a worker is hired, the correct division would be selected by the user entering the information.
You have configured an Organization Tree, listing the hierarchy of your Legal Entities, Divisions, Business Units, and Departments. You associate a worker with a department that falls within a division to associate the worker with that division.
Full Detailed in Depth Explanation:
Divisions in Oracle HCM Cloud are organizational units often aligned with lines of business. Associating workers with divisions requires leveraging existing structures or custom fields.
Option B ("You configure and deploy an assignment descriptive flexfield that has a table value set that references the Division object"): True. A Descriptive Flexfield (DFF) on the assignment can be configured with a value set linked to the Division object, allowing manual selection during assignment updates, as per the "Implementing Global Human Resources" guide.
Option D ("You have configured an Organization Tree, listing the hierarchy of your Legal Entities, Divisions, Business Units, and Departments"): True. By associating a worker with a department within a division via the organization hierarchy, the worker is indirectly linked to that division, a standard practice in workforce structures.
Option A ("Division is a delivered field on a position"): False. Position has fields like Department, but Division is not a standard delivered field.
Option C ("Division is a delivered field on the worker assignment"): False. Assignment includes fields like Department, not Division directly.
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.
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.
Which three HCM Cloud capabilities are considered part of the Global Human Resources Business Process?
Workforce Directory
Time and Labor
Workforce Compensation
Workforce Modeling
Core Human Resources
Full Detailed in Depth Explanation:
The Global Human Resources (HR) Business Process in Oracle HCM Cloud encompasses core capabilities that manage workforce data, structures, and planning at a global level. According to Oracle documentation:
Workforce Directory (A): Provides a centralized view of the workforce, including organizational hierarchies and worker details, which is integral to Global HR.
Workforce Modeling (D): Enables scenario planning and organizational modeling, a key feature of Global HR for strategic workforce management.
Core Human Resources (E): Covers essential HR functions like person management,employment records, and organizational structures, forming the backbone of Global HR.
Availability (work time) can be defined in HCM Cloud in different ways. In which order does the application search for an employee's schedule, before applying it to an assignment?
Published schedules, Primary work schedule, Employment work week, Standard working hours
Standard working hours, Primary work schedule, Employment work week, Published schedules
Employment work week, Published schedules, Primary work schedule, Standard working hours
Published schedules, Employment work week, Primary work schedule, Standard working hours
In Oracle HCM Cloud, an employee’s work schedule for an assignment is determined by a hierarchical search order, as outlined in the documentation. The system prioritizes the most specific schedule first, falling back to broader defaults if none is found:
Published Schedules: These are worker-specific schedules published via Time and Labor, taking top priority.
Primary Work Schedule: Defined at the assignment level in Manage Employment, this is the next check.
Employment Work Week: Set at the work relationship level, it applies if no specific schedule exists.
Standard Working Hours: Defined at the legal employer or enterprise level, this is the final fallback.
Option A (Published schedules, Primary work schedule, Employment work week, Standard working hours) matches this exact order. Option B starts with Standard working hours (the last resort), which is incorrect. Option C prioritizes Employment work week over Published schedules, reversing the hierarchy. Option D swaps Primary work schedule and Employment work week, also incorrect. Option A is the verified sequence per Oracle’s logic.
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 within the Configuration > Migration work area
Use the Configuration Package capabilities of Functional Setup Manager to export the configurations
Transaction Design Studio changes can’t be migrated from one instance to another. You will need to reconfigure the transactions within your production environment
Use the Configuration Set Migration tool within the Configuration > Migration work area
Transaction Design Studio (TDS) customizations, such as rules for transactions, are migrated using the Configuration Set Migration tool, as per the "Implementing Global Human Resources" guide. Located in the Configuration > Migration work area, this tool allows export and import of TDS configurations between environments (e.g., test to production). Option A refers to a broader migration capability, not specific to TDS. Option B (Functional Setup Manager) is for setup data, not TDS rules. Option C is incorrect, as migration is supported. Thus, Option D is correct.
A human resource specialist is promoting an employee. While promoting an employee, the human resource specialist is required to enter the promotion date, promotion action, and promotion reason. However, the promotion reason list of values does not list an appropriate reason. Which two options can help the human resource specialist understand the Action framework available in the application?
Actions are seeded and cannot be defined by a user.
Action Types are seeded and cannot be defined by a user.
Action Reasons are seeded and cannot be defined by a user.
Action Reasons are seeded and can be defined by a user.
The Action framework in Oracle HCM Cloud consists of Action Types, Actions, and Action Reasons:
B: True—Action Types(e.g., Promotion, Termination) are seeded by Oracle and cannot be user-defined, providing a fixed categorization structure.
D: True—Action Reasons(e.g., "Career Advancement") include seeded values but can be user-defined via Manage Action Reasons, allowing customization to meet specific needs like the missing promotion reason.
A: False—Actions (e.g., "Internal Promotion") can be user-defined and linked to seeded action types.
C: False—Action Reasons are customizable, not fully seeded.
Options B and D clarify the framework’s flexibility and constraints, helping the specialist address the issue per Oracle’s documentation.
What type of people within our system are assigned Person IDs?
Employees, Contingent Workers, Non-Workers
Employees, Contingent Workers, Non-Workers, Pending Workers, Worker Contacts
Employees, Contingent Workers, Non-Workers, Pending Workers
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.
A manager discovers that a worker has no work schedule assigned when trying to check their availability by using the View Calendar task of the My Team work area.
Without a work schedule, which three can be used to determine the availability of a worker?
Calendar Events
Absences
Time Sheet
Contract Data
Standard Working Hours
The scenario describes a manager using the View Calendar task in the My Team work area to check a worker’s availability, but the worker has no work schedule assigned. The question asks which three options can be used to determine the worker’s availability in this case. Without a work schedule, Oracle HCM Cloud relies on other data sources to infer availability, such as events, absences, and default hours.
Option A: Calendar EventsThis is a correct answer. Calendar Events in Oracle HCM Cloud represent specific activities or commitments, such as meetings, training sessions, or other scheduled events, that impact an employee’s availability. In the View Calendar task, the manager can see these events on the worker’s calendar, indicating times when the worker is unavailable due to booked activities. For example, a training session from 10 AM–12 PM would show the worker as unavailable during those hours. Oracle documentation confirms that calendar events are visible in the Redwood calendar view, making this a valid source.
Option B: AbsencesThis is a correct answer. Absences recorded in Oracle Absence Management (e.g., vacation, sick leave) directly affect a worker’s availability. In the View Calendar task, absences appear as blocked time periods, indicating when the worker is not available to perform work. For instance, a worker on leave from April 16–18, 2025, would show as unavailable on those dates. Oracle’s Redwood calendar integrates absence data, making this a key source for determining availability without a work schedule.
Option C: Time SheetThis option is incorrect. Time Sheet data, managed in Oracle Time and Labor, records hours worked or submitted by an employee, typically after the fact. While time sheets can confirm past work hours, they do not proactively indicate future availability in the View Calendar task. Oracle documentation does not list time sheets as a source for real-time availability, especially in the absence of a work schedule, making this option unsuitable.
Option D: Contract DataThis option is incorrect. Contract Data includes details like contract type, duration, or terms (e.g., fixed-term or permanent), typically stored in the employment record. While contract data may define work hours in some models (e.g., Single Assignment with Contract), it does not directly populate the View Calendar task with availability information. Oracle does not use contract data to display availability in this context, ruling out this option.
Option E: Standard Working HoursThis is a correct answer. Standard Working Hours, defined at the enterprise level (via Enterprise HCM Information) or inherited from a higher-level configuration, provide a default work schedule (e.g., 9 AM–5 PM, Monday–Friday) when no specific work schedule is assigned. In the View Calendar task, if no work schedule exists, the system assumes the worker is available during standard working hours, adjusted for absences or calendar events. Oracle documentation confirms that standard working hours serve as a fallback for availability calculations.
Why these three?Without a work schedule, the View Calendar task relies on Calendar Events and Absences to show specific times when the worker is unavailable, and Standard Working Hours to define the baseline periods when the worker is assumed available. These sources provide a comprehensive view of availability, aligning with Oracle’s Redwood calendar functionality in the My Team work area.
References
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: View Calendar Task: “Managers can view team availability, including absences, calendar events, and working hours, in the My Team work area.”
Section: Standard Working Hours: “Used as a default when no work schedule is assigned.”
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Redwood Calendar Enhancements: “Improved visibility of absences and calendar events in the View Calendar task.”
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Absence Management Integration: “Absences are reflected in calendar views for availability tracking.”
Workers can personalize the following items on the News Feeds home page?
Springboard display and Infolets display
Quick Action display, Springboard display, Infolets display
Quick Action display, Springboard display, Things to Finish display, and Infolets display
Springboard display, Things to Finish display, and Infolets display
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.
As a consultant in your company, you are required to set up names and details of schools, colleges, universities, and so on, so that users can select from this list when entering their qualifications such as degrees. Identify the correct setup task in Functional Setup Manager > Define Workforce Profiles.
Define Talent Profile Content > Manage Profile Content Items
Define Talent Profile Content > Manage Content Subscribers
Define Talent Profiles > Manage Profile Types
Define Talent Profile Content > Manage Educational Establishments
In Oracle Global Human Resources Cloud, educational establishments (schools, universities) are maintained as part of the talent profile to support qualification tracking.
Option A: "Manage Profile Content Items" defines specific content (e.g., skills), not educational institutions.
Option B: "Manage Content Subscribers" controls access to content, not the list itself.
Option C: "Manage Profile Types" defines profile structures, not specific data likeinstitutions.
Option D: Correct. "Manage Educational Establishments" under Define Talent Profile Content allows setup of a selectable list of schools, colleges, and universities for qualifications.
The correct answer isD, per "Implementing Global Human Resources" on workforce profiles.
Challenge 2
Manage Legal Entity
Scenario
The newly acquired company that manufactures spring hinges for spectacles in Michigan will be its own legal entity. You need to create a legal entity for this company.
Task
Create a legal entity in the HCM system that will be its own Payroll Statutory Unit, where:
The name of the legal entity is X Cloud vision
The identifier is XCLDVIS
The legal address is, as previously created
The EIN or TIN is 93654213X
The Legal Reporting Unit Registration Number is 1212321X
See the solution in Explanation below.
This task requires creating a legal entity in Oracle Global Human Resources Cloud for a newly acquired company, X Cloud Vision, that manufactures spring hinges for spectacles in Michigan. The legal entity must also be its own Payroll Statutory Unit (PSU), with specific details provided: name, identifier, legal address (previously created), EIN/TIN, and Legal Reporting Unit Registration Number. 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 as Application Implementation Consultant or HCM Application Administrator. These roles grant access to the Setup and Maintenance work area.
Explanation: The Setup and Maintenance work area is the central hub for configuration tasks, including managing legal entities. The user must have permissions to access the Workforce Structures functional area and the Manage Legal Entity task. Roles like Application Implementation Consultant include the necessary privileges (e.g., Manage Legal Entity duty role).
Verification: Oracle documentation confirms that setup tasks require specific security roles, and the Manage Legal Entity task is restricted to authorized users.
Your customer needs to implement a task in a journey where, based on an employee's response, different dependent tasks will be presented.
How can you accomplish this?
Configure an Activation Criteria when creating a task.
Configure the task by using the Transaction Design Studio.
Use Eligibility Profiles.
QUESTION NO: 142 SIMULATION
Challenge 1
Manage Legal Addresses
Scenario
An organization has just acquired a company, that manufactures spring hinges for spectacles in Michigain. You need to create a legal address for this company.
Task Create a legal address for the legal entity using the following details.
900 Main st, Dearborn Heights, Wayne, Michigan 48127.
Answer: See the solution in Explanation below.
This task requires creating a legal address for a legal entity in Oracle Global Human Resources Cloud using the Manage Legal Addresses task. The address provided is 900 Main St, Dearborn Heights, Wayne, Michigan 48127, for a company recently acquired by the organization. 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 as Application Implementation Consultant or HCM Application Administrator. These roles grant access to the Setup and Maintenance work area.
Explanation: The Setup and Maintenance work area is the central hub for configuration tasks, including managing legal addresses. The user must have permissions to access the Workforce Structures functional area and the Manage Legal Addresses task. Roles like Application Implementation Consultant include the necessary privileges (e.g., Manage Legal Address duty role).
Verification: Oracle documentation specifies that setup tasks require specific security roles, and the Manage Legal Addresses task is restricted to authorized users.
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 a Code of X Tech Business Unit and a Default Set of COMMON. 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 as Application Implementation Consultant or HCM Application Administrator. These roles grant access to the Setup and Maintenance work area.
Explanation: The Setup and Maintenance work area is the central hub for configuration tasks, including managing business units. The user must have permissions to access the Workforce Structures functional area and the Manage Business Unit task. Roles like Application Implementation Consultant include the necessary privileges (e.g., Manage Business Unit duty role).
Verification: Oracle documentation confirms that setup tasks require specific security roles, and the Manage Business Unit task is restricted to authorized users.
Which option represents the basis on which approval routing policies can be defined?
Employee Supervisor Hierarchy, Position Hierarchy, Grades, Approval Groups, Organization Hierarchy
Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups
Employee Supervisor Hierarchy, Position Hierarchy, Job Levels
Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups, Organization Hierarchy
Full Detailed in Depth Explanation:
In Oracle Global Human Resources Cloud, approval routing policies determine how transactions (e.g., promotions, transfers) are routed for approval. These policies are configured using the "Manage Approval Transactions" task and rely on specific hierarchies and groups.
Option B ("Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups") is correct. Oracle HCM Cloud supports the following bases for defining approval rules:
Employee Supervisor Hierarchy: Routes approvals through the employee’s reporting structure.
Position Hierarchy: Uses the position hierarchy if positions are implemented.
Job Levels: Routes based on job level differences (e.g., requiring higher-level approval for significant changes).
Approval Groups: Predefined groups of approvers for specific transactions.
The "Implementing Global Human Resources" guide confirms these as the standard components.Grades and Organization Hierarchy (e.g., Department or Division) are not directly used in approval routing policies, making other options incorrect.
Option A includes "Grades" and "Organization Hierarchy," which are not standard bases.
Option C omits "Approval Groups," which is a key component.
Option D adds "Organization Hierarchy," which is not supported for approval routing.
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.
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.
As an employee of an organization, you can access your Public Information/Spotlight page within the Directory. What updates are you allowed to directly make on the My Public Info page that all users with access to your Public Spotlight will be able to view?
Area of expertise, area of interest, contact information, profile photo, public message, and HR representative information
Your answer is incorrect
About me, area of expertise, area of interest, contact information, profile photo, public message, and peer information
Home address, area of interest, contact information, profile photo, public message, and background photo
About me, contact information, profile photo, public message, favorites, and background photo
In Oracle Global Human Resources Cloud, the Public Info/Spotlight page in the Directory allows employees to update certain fields visible to others, managed via the "Edit My Public Info" action.
Option A: "HR representative information" is not editable by employees; it’s system-managed.
Option B: Not a valid answer option.
Option C: "Peer information" is not a standard editable field on the public profile.
Option D: "Home address" is private and not part of the public profile; it’s restricted.
Option E: Correct. Employees can update:
About me (bio),
Contact information (e.g., work phone),
Profile photo,
Public message (status),
Favorites (e.g., interests),
Background photo (header image).
The correct answer is E, per "Using Global Human Resources" on Directory features.
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.
At which two levels can Profile Options be set for HCM Cloud: Global Human Resources?
Site
Role
Product
User
Full Detailed in Depth Explanation:
Profile Options in Oracle HCM Cloud control system behavior and can be set at:
A: Site level, applying globally to all users and organizations.
D: User level, allowing personalization for individual users.
When an HR specialist searches for Awards and Honors, such as "PhD," the Person Gallery page displays only the direct reports of the HR specialist who comply with the honor. When the HR specialist searches for areas of expertise, such as "Oracle Global Human Resources Cloud," it displays all the employees of the organization who have Oracle Global Human Resources Cloud as their areas of expertise. Identify the reason for this behavior.
HR does not have access to the "Experience and Qualification" card.
HR does not have access to other departments where employees are "PhD."
Areas of expertise is public information.
PhD is a sensitive keyword and is used elsewhere in the person’s information.
HR has access to Oracle Global Human Resources Cloud department.
In Oracle HCM Cloud’s Person Gallery, search results depend on data visibility and security:Awards and Honors(e.g., "PhD") are restricted by the HR specialist’s area of responsibility (AOR), typically limited to direct reports unless broader access is granted.Areas of Expertise(e.g., "Oracle Global Human Resources Cloud") are designated as public information by default, visible to all users with Person Gallery access, regardless of AOR, unless explicitly restricted via security profiles.
Option A is incorrect—the "Experience and Qualification" card is accessible but scoped to AOR. Option B misattributes the issue to departments—visibility is AOR-based. Option D (sensitive keyword) lacks evidence. Option E (department access) is irrelevant. Option C correctly identifies areas of expertise as public, explaining the broader search results per Oracle’s security model.
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?
Promote, Transfer, Terminate, Location Change, Create Work Relationship, and Add Assignment
Promote, Transfer, Terminate, Location Change, Manager Change, and Suspend Assignment
Promote, Transfer, Terminate, Location Change, Manager Change, and Add Global Assignment
Promote, Suspend, Terminate, Location Change, Manager Change, and Add Additional Assignment
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."
Identify three correct statements about Workforce Life Cycle. (Choose three.)
Line managers can create and manage work relationships, employment terms, and assignments for all workers.
HR specialists can create and manage work relationships, employment terms, and assignmentsfor the workers to whom they have security access.
HR specialists and line managers can create and manage work relationships, employment terms, and assignments for all the workers.
Line Managers can transfer their direct and indirect reports only.
The Add Person tasks include creating a new person's first work relationship with the enterprise.
Full Detailed in Depth Explanation:
The Workforce Life Cycle in Oracle HCM Cloud covers hiring, managing, and terminating workers, with roles like HR specialists and line managers having specific capabilities based on security.
Option B ("HR specialists can create and manage work relationships, employment terms, and assignments for the workers to whom they have security access"): True. HR specialists’ abilities are governed by data security profiles, limiting them to authorized workers, per the "Implementing Global Human Resources" guide.
Option D ("Line Managers can transfer their direct and indirect reports only"): True. Line managers can initiate transfers for their reporting structure (direct and indirect reports), constrained by their security access, as noted in the "Using Global Human Resources" guide.
Option E ("The Add Person tasks include creating a new person's first work relationship with the enterprise"): True. The "Add Person" task (e.g., Hire an Employee) establishes the initial work relationship, per standard functionality.
Option A ("Line managers can create and manage work relationships, employment terms, and assignments for all workers"): False. Line managers are limited to their reports, not all workers.
Option C ("HR specialists and line managers can create and manage work relationships, employment terms, and assignments for all the workers"): False. Both roles are restricted by security, not granted universal access.
As part of a client’s configuration requirements, they have indicated that they want to create divisions by Line of Business within HCM Cloud. After creating them, in which two ways can you associate workers with a specific division?
Division is a delivered field on a position. If you are using Positions, when you associate a worker with a position, they will be associated with the division tied to that position.
You have configured an Organization Tree, listing the hierarchy of your Legal Entities,Divisions, Business Units, and Departments. You associate a worker with a department that falls within a division to associate the worker with that division.
Division is a delivered field on the worker assignment, so when a worker is hired, the correct division would be selected by the user entering the information.
You configure and deploy an assignment descriptive flexfield that has a table value set that references the Division object. When you complete a worker’s assignment, you select the appropriate division through that flexfield segment.
In Oracle Global Human Resources Cloud, divisions are part of the workforce structure and can be associated with workers indirectly through other structures like positions, departments, or flexfields.
Option A: Incorrect. Division is not a delivered field on the position object; it’s a separate workforce structure. While positions can link to departments or business units, they do not inherently carry a division field.
Option B: Correct. By configuring an Organization Tree (via Manage Organization Trees), you can define a hierarchy where departments roll up to divisions. Associating a worker with a department in this hierarchy links them to the corresponding division indirectly.
Option C: Incorrect. Division is not a standard delivered field on the worker assignment; it must be configured via flexfields or derived through hierarchy.
Option D: Correct. You can extend the assignment record using a descriptive flexfield (DFF), defining a segment with a table value set linked to the Division object. During assignment creation, selecting a division in this segment associates the worker with it.
The correct answers areBandD, as supported by "Implementing Global Human Resources" under Workforce Structures and Flexfields.
The line manager of an employee is also the HR manager for that employee. The Promotion approval rules state that a transaction should be approved by the line manager followed by HR. If this employee receives a promotion, the approval will go to the manager twice. The customer requires that when approvers repeat in the routing chain, only one approval notification should be triggered to such approvers. What step in Business Process Management (BPM) Worklist should you perform to meet this requirement?
Select Allow All Participants To Route Task To Other Participants.
Change the Task Aggregation configuration to Once Per Task.
Change the value of Complete Task Immediately When Participant Chooses to Approve.
Deselect Allow Participants To Edit Future Participants.
Select Allow Participants To Edit Future Participants.
In Oracle Global Human Resources Cloud, BPM Worklist manages approval workflows. When an approver (e.g., the same manager as both line and HR) appears multiple times, duplicate notifications can occur unless aggregation is configured.
Option A: Routing to other participants doesn’t address duplicate notifications for the same approver.
Option B: Correct. Setting Task Aggregation to "Once Per Task" in BPM ensures that if the same approver appears multiple times in the chain, they receive only one notification to approve the task once, fulfilling the requirement.
Option C: Immediate completion affects task closure timing, not notification frequency.
Option D: Editing future participants doesn’t control notification aggregation.
Option E: Allowing edits to future participants is unrelated to duplicate notifications.
The correct answer isB, as per "Using Global Human Resources" on BPM approval configuration.
Which four objects are keyed by a Reference Data Set to allow sharing and restricting of values between business units, such as Department and Location?
Jobs
Actions
Positions
Grades
Location
Departments
Full Detailed in Depth Explanation:
Reference Data Sets (RDS) in Oracle HCM Cloud control the sharing and restriction of reference data across business units. The four objects keyed by RDS include:
Jobs (A): Shared or restricted by business unit for employment consistency.
Grades (D): Linked to compensation and restricted by RDS.
Location (E): Physical work locations shared or restricted via RDS.
Departments (F): Organizational units managed via RDS for segregation.
Which task in the Setup and Maintenance work area generates position codes automatically?
Manage Legal Entity HCM Information
Manage Position Synchronization
Manage Enterprise HCM Information
Manage Position Codes
Manage Positions
In Oracle Global Human Resources Cloud, position codes are unique identifiers for positions, and their automatic generation is configured at the enterprise level.
Option A: "Manage Legal Entity HCM Information" sets legal employer-specific options (e.g., worker numbers) but not position codes.
Option B: "Manage Position Synchronization" handles position-to-assignment synchronization, not code generation.
Option C: Correct. "Manage Enterprise HCM Information" allows enabling automatic position code generation across the enterprise, typically via the Position Code Generation setting.
Option D: There’s no "Manage Position Codes" task; this is a fictitious option.
Option E: "Manage Positions" is for creating/editing positions but doesn’t configure automatic code generation.
The correct answer isC, per "Implementing Global Human Resources" on enterprise setup.
Identify the set enabled objects that are used for partitioning reference data.
Legal entity, department, division, location
Jobs, grades, salary plan, rates
Enterprise, legal entity, business unit, position
Department, location, jobs, grades
Reference data partitioning in Oracle Global Human Resources Cloud uses Set-enabled objects, as per the "Implementing Global Human Resources" guide. These include Department, Location, Jobs, and Grades, which can be assigned to Sets for data sharing across business units (Option D). Option A includes non-set-enabled objects like legal entity. Option B includes "salary plan" and "rates," which aren’t standard set-enabled objects. Option C includes enterprise and business unit, which define structure, not reference data partitioning. Thus, Option D is correct.
You are an HR specialist and want to add new values to a lookup. You have access to the specific work area, but are unable to perform the activity. Identify the correct statement about this.
You cannot add new lookup codes and meanings to the existing lookup types.
Oracle applications contain certain predefined system lookups that are locked for editing.
You can access the task for profile options from the Setup and Maintenance menu.
You can create new lookup types but cannot modify the existing ones.
The system administrator must enable the lookup before it is modified in the work area.
In Oracle Global Human Resources Cloud, lookups are managed via the "Manage Common Lookups" or "Manage Standard Lookups" tasks in the Setup and Maintenance work area. Lookupsprovide drop-down values (codes and meanings) for fields, and their editability depends on their type and configuration.
Option A: Incorrect. You can add new lookup codes and meanings to many existing lookup types, provided they are not system-locked or restricted by security.
Option B: Correct. Oracle includes predefined system lookups (e.g., seeded values for core fields like Action Types or Employment Status) that are locked for editing to maintain application integrity. If the lookup you’re trying to modify is one of these, you’ll be unable to add values, even with access to the work area, due to system restrictions.
Option C: Incorrect. Profile options are unrelated to lookups; they control application behavior, not value lists, and don’t explain the inability to edit.
Option D: Incorrect. You can modify existing lookup types (if not system-locked) and create new ones, depending on permissions and lookup status.
Option E: Incorrect. There’s no specific "enable" step by a system administrator for lookups; editability is determined by the lookup’s system status and user privileges.
The correct answer isB, as per "Implementing Global Human Resources" on lookup management, where system lookups are noted as non-editable.
The Promote transaction was configured using Page Composer to require the location field. Another change was made to the transaction using the Transaction Design Studio that indicated the location field must be hidden when a manager uses the Promote transaction. How does the system determine how the user interface will render?
Page Composer configurations always override Transaction Design Studio configurations.
If modifications were made in both tools and the changes conflict, the last change created in either tool will be applied.
When a user tries to use the Promote transaction, the page will error when loading.
Transaction Design Studio configurations always override Page Composer configurations.
In Oracle Global Human Resources Cloud, Page Composer and Transaction Design Studio (TDS) are tools for customizing UI behavior. Page Composer modifies page layouts globally or by role, while TDS applies transaction-specific rules, often by role or context. When configurations conflict, precedence is determined by the system’s conflict resolution logic.
Option A: Incorrect. Page Composer does not universally override TDS; precedence depends on timing and context.
Option B: Correct. When conflicting changes exist (e.g., Page Composer making location required, TDS hiding it for managers), Oracle applies thelast changemade in either tool. The system uses a timestamp-based approach to resolve conflicts, ensuring the most recent configuration takes effect.
Option C: Incorrect. Conflicting configurations do not cause page errors; the system resolves them silently.
Option D: Incorrect. TDS does not universally override Page Composer; it depends on the order of changes.
The correct answer isB, per "Using Global Human Resources" on UI customization tools.
A candidate applied for an employment opportunity with a legal employer in the past. The candidate reapplies after some time for an opportunity with a different legal employer in the same enterprise. While applying the second time, the candidate provides a new national identification value. Which option does the application use to check if a matching record already exists in the system?
Because the national identifier has changed, the system cannot identify the matching record.
The application identifies a match if the first name, the first character of the last name, and date of birth are the same; or if the last name, the first character of the first name, and date of birth are the same.
The application searches for the availability of date of birth and middle name to identify the matching record.
The application cannot identify the matching record and there will be two person records available for further processing.
Full Detailed in Depth Explanation:
Oracle HCM Cloud uses a matching algorithm to identify duplicate person records during processes like hiring or candidate application, even across different legal employers within the same enterprise. This is critical to avoid creating duplicate records when a person reapplies with a changed national identifier.
Option B ("The application identifies a match if the first name, the first character of the last name, and date of birth are the same; or if the last name, the first character of the first name, and date of birth are the same") is correct. The system employs a configurable person-matching rule that typically uses a combination of key attributes—first name, last name (or initial), and date of birth—to determine if a record already exists. This rule is designed to handle cases where the national identifier changes, as it does not rely solely on that field. The "Implementing Global Human Resources" guide confirms this matching logic, noting that the system checks these attributes to prevent duplication.
Option A ("Because the national identifier has changed, the system cannot identify the matching record") is incorrect because the matching process does not depend solely on the national identifier.
Option C ("The application searches for the availability of date of birth and middle name to identify the matching record") is incorrect because middle name is not a standard required attribute in the default matching rule.
Option D ("The application cannot identify the matching record and there will be two person records available for further processing") is incorrect because the system is designed to detect matches and avoid duplicate records when possible.
When initiating the Change Manager transaction for employees, the first-level approval is assigned to the HR Specialist Sales application role. In the approval rule configuration for Change Manager, the option to Enable Auto Claim is not selected. What happens in this case?
The transaction goes for approval to all the workers who inherit the HR Specialist Sales role and one of the HR Specialist Sales representatives needs to “Claim” the transaction for it to be assigned for approval
The transaction has to be approved by all HR Specialist Sales representatives for it to be approved; if one of the HR Specialist Sales representatives rejects the transaction, others can still approve it
The transaction goes for approval to all the workers who inherit the HR Specialist Sales role; the transaction will be auto-claimed and assigned randomly to anyone who has the HR Specialist Salesrole
The transaction goes into error because it was not auto-claimed and if one of the HR Specialist Sales representatives rejects the transaction, others can still approve it
In Oracle HCM Cloud’s BPM Worklist, when an approval task (e.g., Change Manager) is assigned to an application role like "HR Specialist Sales" with multiple inheritors, the "Enable Auto Claim" setting determines assignment behavior. If Auto Claim is disabled (not selected), the task is sent to all users with the role as a shared notification. One of these users must manually "Claim" the task in the worklist to take ownership and proceed with approval or rejection. Until claimed, the task remains unassigned to a specific individual, ensuring only one approver acts after claiming.
Option B (all must approve) misrepresents the process—only one approval is needed post-claim. Option C (auto-claimed randomly) contradicts the disabled Auto Claim setting. Option D (error) is incorrect—disabling Auto Claim doesn’t cause errors; it just requires manual claiming. Option A accurately describes the behavior: the task goes to all HR Specialist Sales role holders, and one must claim it, per Oracle’s approval framework.
A consultant is trying to modify an existing lookup type to add a lookup code. But, they are not able to add lookup code.
What could be the possible reason?
The lookup type has been defined as Read Only.
The configuration level of lookup type is set as System.
The configuration level of lookup type is set as User.
In Oracle Global Human Resources Cloud, lookup types are used to define lists of values (lookup codes) for fields, such as drop-down menus or selection lists. The question indicates that a consultant cannot add a lookup code to an existing lookup type, and we need to identify the reason. Lookup types have a configuration level that determines their modifiability: System, Extensible, or User.
Option A: The lookup type has been defined as Read Only.This option is incorrect because Oracle HCM Cloud does not use a Read Only designation for lookup types. Instead, modifiability is controlled by the Configuration Level (System, Extensible, or User). A System lookup type is non-editable, an Extensible lookup type allows adding new codes but not modifying predefined ones, and a User lookup type is fully editable. The term Read Only may be confused with System lookup types, but it is not a standard term in Oracle documentation for this context, making this option invalid.
Option B: The configuration level of lookup type is set as System.This is the correct answer. Lookup types with a System configuration level are predefined by Oracle and cannot be modified by users, including adding, editing, or deleting lookup codes. For example, a lookup type like PER_PERSON_TYPE (for person types) is set as System, preventing consultants from adding new codes to maintain system integrity. If the consultant is trying to modify such a lookup type, they will be unable to add a lookup code, as the system restricts changes. Oracle documentation confirms that System lookup types are locked for modifications, making this the most likely reason.
Option C: The configuration level of lookup type is set as User.This option is incorrect. A lookup type with a User configuration level is fully editable, allowing users to add, edit, or delete lookup codes as needed. For instance, a custom lookup type created for department categories would typically be User level, enabling the consultant to add new codes freely. Since the consultant cannot add a lookup code, a User configuration level does not explain the issue.
Why this reason?The inability to add a lookup code points to a restriction on the lookup type’s modifiability. The System configuration level explicitly prevents changes to ensure consistency across the application, aligning with Oracle’s design for predefined lookup types. Neither Read Only nor User accurately describes the restriction, as Read Only is not a valid term, and User allows modifications.
References
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Lookups: “System lookup types are predefined and can’t be modified. Extensible lookup types let you add new lookup codes, but you can’t modify predefined codes. User lookup types are fully editable.”
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Manage Lookups: “You manage lookups using the Manage Common Lookups task. The configuration level determines whether you can add or modify lookup codes.”
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Configuration Enhancements: “Clarifications on lookup type management and restrictions.”
As an implementation consultant, you are in the process of setting up geographies in the application. Which three statements are true about defining geographies?
You can only modify all levels of the geography structure before you load geography hierarchy.
You must map geography to reporting establishments for reporting purposes.
You must identify the top-level of geography as Country and define a geography type.
You must set geography validation for the specific address style for a country.
Geographies in Oracle Global Human Resources Cloud are set up via the "Manage Geographies" task to define address hierarchies (e.g., country, state, city) for location and reporting purposes.
Option A: Correct. The geography structure (levels like country, province) can only be modified before loading the hierarchy data; post-load changes are restricted to maintain data integrity.
Option B: Incorrect. Mapping geographies to reporting establishments is not mandatory; it’s an optional configuration for specific reporting needs.
Option C: Correct. The top level must be defined as "Country," and each level requires a geography type (e.g., State, City) to structure the hierarchy.
Option D: Correct. Geography validation must be enabled for a country’s address style (e.g., US vs. UK format) to ensure accurate address entry, set via Manage Geographies.
The correct answers are A, C, and D, per "Implementing Global Human Resources" on geography setup.
Which three of the following tasks must be configured during an HCM implementation?
Manage Enterprise HCM Information
Manage Legal Entity HCM Information
Manage Person
Manage Business Unit
Update Employment
Full Detailed in Depth Explanation:
During an HCM implementation, foundational configuration tasks include:
A: Manage Enterprise HCM Information sets global HR settings (e.g., employment model, work day information) critical for the enterprise.
B: Manage Legal Entity HCM Information configures legal entity-specific HR data, such as employment models or payroll statutory units.
C: Manage Person establishes person records and configurations, a core component of HR management.
Challenge 3
Manage Reference Data Sets
Scenario
You require a reference set that will be used for associating different groups of departments, jobs, locations, and grades for the newly acquired company.
Task
Create a Set ID that will be used for the technology group, where:
The Code is XTECH
The Set Name is X Tech
See the solution in Explanation below.
This task requires creating a reference data set in Oracle Global Human Resources Cloud to associate departments, jobs, locations, and grades for a newly acquired company’s technology group. The reference data set must have a Code of XTECH and a Set Name of X Tech. 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 as Application Implementation Consultant or HCM Application Administrator. These roles grant access to the Setup and Maintenance work area.
Explanation: The Setup and Maintenance work area is the central hub for configuration tasks, including managing reference data sets. The user must have permissions to access the Workforce Structures or Reference Data Sets functional area and the Manage Reference Data Sets task. Roles like Application Implementation Consultant include the necessary privileges (e.g., Manage Reference Data Set duty role).
Verification: Oracle documentation confirms that setup tasks require specific security roles, and the Manage Reference Data Sets task is restricted to authorized users.
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?
Create a shift, create a work pattern, create a work schedule, and assign the shift through the Manage Employment task.
Create a shift, create a work pattern, create a work schedule, and assign the schedule through work schedule assignment.
Create a shift, create a work pattern, and assign the work pattern through work scheduleassignment.
Create a work pattern, create a shift, create a work schedule, and assign the schedule through work schedule assignment.
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.
Guided Journeys are displayed:
In page or section headers
In 72pt. flashing Orbit font
When initiating a Quick Action
Via the employees' "Journeys" tile
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.
A Human Resources specialist has created a checklist template that includes the category "Offboarding" and the action "Termination." When an employee retires from the organization and their work relationship with the legal employer is terminated, there is no Offboarding Journey or checklist assigned to the retired employee in the Manage Allocated Checklist section. What is the reason?
Action Type was not defined for the checklist.
Action Reasons were not defined in the checklist.
The Action associated with the checklist does not match the Action selected during the termination process.
The checklist template is not enabled for automatic allocation.
Comprehensive and Detailed Explanation From Exact Extract:
In Oracle Global Human Resources Cloud, checklist templates are used to automate tasks, such as offboarding journeys, for employees based on specific events like termination. The scenario describes a situation where an HR specialist created a checklist template categorized as "Offboarding" with the action "Termination," but no offboarding journey or checklist is assigned to a retired employee after their work relationship is terminated. The Manage Allocated Checklist section, accessible via the Journeys or Checklist Tasks work areas, displays checklists assigned to employees. The absence of the checklist indicates a mismatch or configuration issue in the template’s setup.
Option A: Action Type was not defined for the checklist.
This option is incorrect. In Oracle HCM Cloud, the Action Type is a higher-level classification (e.g., Hire, Termination) that groups actions, but checklist templates are associated with specific Actions (e.g., Termination, Retirement) rather than requiring a separate Action Type definition. The scenario specifies that the checklist includes the action "Termination," implying the action is defined. Oracle documentation does not mandate a distinct Action Type field for checklist templates to trigger allocation, making this option irrelevant.
Extract: “When you create a checklist template, you associate it with an action, such as Hire or Terminate, to trigger the checklist for specific events.” (OracleOracle Global Human Resources Cloud: Using Global Human Resources, Section: Checklist Templates).
Option B: Action Reasons were not defined in the checklist.
This option is incorrect. Action Reasons (e.g., Retirement, Resignation) provide additional context for an action and can be used to filter checklist allocation, but they are not mandatory for checklist assignment. If no action reasons are specified in the checklist template, the checklist should still be allocated based on the action (e.g., Termination) unless specific reasons are configured to restrict it. The scenario does not indicate that the checklist requires specific action reasons, and the lack of an assigned checklist suggests a broader issue with the action itself, not the absence of reasons.
Extract: “You can optionally specify action reasons to filter when a checklist is allocated, but this is not required for the checklist to trigger.” (Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Configuring Checklists).
Option C: The Action associated with the checklist does not match the Action selected during the termination process.
This is the correct answer. In Oracle HCM Cloud, checklist templates are triggered based on the Action selected during an employee’s transaction, such as termination. The scenario states the checklist is associated with the action "Termination," but the employee’s work relationship is terminated due to retirement. In Oracle, Retirement is a distinct action (with a lookup code like RETIREMENT) separate from Termination (e.g., VOLUNTARY_TERMINATION). If the HR specialist selected Retirement as the action during the termination process, but the checklist is configured for Termination, the checklist will not be allocated, as the actions do not match. This explains why no offboarding journey or checklist appears in the Manage Allocated Checklist section for the retired employee.
Extract: “The checklist is allocated to a person when the action specified in the checklist template matches the action performed in the transaction. For example, a checklist for Termination won’t trigger if the action is Retirement.” (Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Checklist Allocation).
Additionally, the 24C What’s New documentation clarifies: “Ensure the checklist action aligns with the transaction action to avoid allocation issues.” (Oracle Fusion Cloud Human Resources 24C What’s New, Section: Journeys and Checklists).
Option D: The checklist template is not enabled for automatic allocation.
This option is incorrect. Checklist templates in Oracle HCM Cloud are enabled for allocation by default when created, provided they are Active and associated with an action. The scenario does not indicate that the template is inactive or disabled for allocation, and the issue is specifically tied to the retirement event not triggering the checklist. If automatic allocation were disabled, the template would not function for any termination actions, but the question focuses on the retirement case, pointing to an action mismatch.
Extract: “Checklist templates are active for allocation unless explicitly disabled or set to inactive status.” (Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Checklist Template Setup).
Why this answer?
The key issue is that the employee’s termination was processed with the Retirement action, which does not match the Termination action configured in the checklist template. Oracle’s checklist allocation logic requires an exact match between the transaction action and the checklist’s action, as documented. This mismatch prevents the offboarding journey from being assigned, making C the correct answer. The other options either misalign with Oracle’s functionality or do not directly address the retirement-specific issue.
References
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Checklist Templates: Details on associating actions with checklists.
Section: Checklist Allocation: Explains how actions trigger checklist assignments.
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Configuring Checklists: Describes action and action reason configurations.
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Journeys and Checklists: Notes on action alignment for checklist triggers.
Your customer wants to know how many employees are leaving the organization on their own. What is the correct sequence of steps that you need to perform to meet this requirement?
Create a new action type, create a new action, create a new action reason and use it during termination
Create a new action reason, associate the action reason with a new or existing action, use that action and action reason during termination
Create a new action reason and associate it with the available action type, use it during termination
Create a new action type, create a new action reason and use it during termination
Create a new action, create a new reason and use it during termination
To track voluntary terminations in Oracle Global Human Resources Cloud, the "Managing Workforce Records" guide advises:
Create a new action reason: Define a specific reason (e.g., "Voluntary Resignation").
Associate it with a new or existing action: Link it to an existing Action (e.g., "Termination") or create a new one (e.g., "Voluntary Termination").
Challenge 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 the Manage Document Types task 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 the HCM Application Administrator or Application Implementation Consultant role. 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.
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.
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.
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
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.
Which three options are true regarding Grade Ladders?
Grade Ladders are used to group grades or grades with steps.
A Grade Ladder cannot be created with a combination of both grades and grades with steps.
A Grade Ladder can be created with a combination of both grades and grades with steps.
Two types of Grade Ladders are available.
In Oracle Global Human Resources Cloud, Grade Ladders organize grades (flat pay levels) or grades with steps (progression points within a grade) to manage compensation structures.
Option A: Correct. Grade Ladders group grades (without steps) or grades with steps, providing a framework for salary progression or rate assignment, as defined in the "Manage Grade Ladders" task.
Option B: Incorrect. Oracle allows flexibility; a Grade Ladder can mix grades without steps and grades with steps, though it’s less common and depends on configuration.
Option C: Correct. A Grade Ladder can include both types (grades and grades with steps), offering versatility in structuring pay scales, as supported by the system’s grade ladder setup options.
Option D: Correct. Two types of Grade Ladders exist:
Grade Ladder with Grades: For flat grades without steps.
Grade Ladder with Steps: For grades with progression steps.
This is explicitly outlined in Oracle documentation.
The correct answers are A, C, and D, per "Implementing Global Human Resources" on grade structures.
Your users have commented that time to assign an Area of Responsibility is wasted, due to the fact that they have to keep adding the same scope to several users, and were wondering if there was functionality to allow for scopes to be preset and used multiple times. How can this be achieved?
Areas of Responsibility Templates
Areas of Responsibility Preferences
Areas of Responsibility Duplication
Areas of Responsibility Default Settings
In Oracle HCM Cloud,Areas of Responsibility (AOR) Templatesallow administrators to predefine AOR scopes (e.g., departments, locations) and reuse them across multiple users. This feature, accessible via the Manage Areas of Responsibility task, streamlines assignment by saving common configurations as templates, reducing repetitive manual entry. Users can then apply these templates when assigning AORs, meeting the requirement for preset, reusable scopes.
Option B (Preferences) relates to user settings, not AOR configuration. Option C (Duplication) isn’t a formal feature—duplicating AORs is manual. Option D (Default Settings) doesn’t exist for AORs. Option A correctly identifies AOR Templates as the solution, per Oracle’s functionality.
TESTED 18 Aug 2025
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