1z0-1046-25 Oracle Global Human Resources Cloud 2025 Implementation Professional Questions and Answers

In Oracle HCM Cloud, a static approval group (e.g., "Trio") routes approvals sequentially based on the order members are listed in the group definition, unless configured otherwise (e.g., parallel routing). For "Trio" (Jacob, Susan, Dia), the documentation states that approval notifications follow this sequence: Jacob (first), Susan (second), Dia (third), with each approving in turn before the task progresses.

Option A (random) contradicts the fixed order of static groups. Option C (alphabetical) is incorrect—order is based on definition, not names. Option D (simultaneous) applies to parallel groups, not sequential static ones. Option B matches Oracle’s default behavior for static approval groups.

Full Detailed in Depth Explanation:

Actions and Action Reasons in Oracle HCM Cloud categorize and explain employment events (e.g., hires, terminations), supporting tracking and analytics.

Option A ("Terminations predictive analytics uses Actions and Reasons data to identify whether a termination is voluntary or involuntary"): True. Oracle Workforce Predictions leverages Actions (e.g., Termination) and Action Reasons (e.g., Resignation vs. Layoff) to classify terminations, as detailed in the "Using Workforce Predictions" guide.

Option B ("The history of effective date changes can be tracked well by using the Actions framework"): True. The Actions framework logs changes (e.g., promotions, transfers) with effective dates, providing a clear audit trail, per the "Implementing Global Human Resources" guide.

Option C ("It is mandatory to associate Actions with Action Reasons"): False. Action Reasons are optional; an Action (e.g., Termination) can be recorded without a reason.

Option D ("There is always a one-to-one relationship between Action Type and Action"): False. Action Types (e.g., Termination) can have multiple Actions (e.g., Voluntary Termination, Involuntary Termination).

Approval routing policies in Oracle HCM Cloud, configured via Transaction Console or BPM Worklist, use specific bases to define approver chains. The documentation lists these as:Employee Supervisor Hierarchy(management chain),Position Hierarchy(position-based reporting),Job Levels(relative to the requester’s job level), andApproval Groups(static or dynamic groups). These options provide flexibility to route approvals based on organizational structure or predefined lists, covering most use cases.

Option B includes "Grades," which influence salary, not approvals, and "Organization Hierarchy," which isn’t a direct routing basis. Option C adds "Organization Hierarchy," which is redundant with Supervisor Hierarchy. Option D’s "Department Manager" isn’t a distinct basis—it’s part of Supervisor Hierarchy. Option A accurately reflects Oracle’s supported routing bases.

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.

In Oracle Global Human Resources Cloud, position hierarchies define reporting structures, and the Delegate Position attribute allows redirection of reporting lines when a parent position is vacant. The synchronization process ensures these changes reflect in person assignments.

Option A: This omits the condition that the parent position must be vacant, which is critical to trigger the delegate reassignment. It’s incomplete.

Option B: Using "Position Trees" is incorrect; Oracle uses the "HCM Position Hierarchy" for line manager synchronization, not generic position trees, which are not a standard synchronization mechanism in this context.

Option C: This is correct:

The parent position is vacant (trigger condition).

A Delegate Position attribute is specified (e.g., via the Manage Positions task) to redirect child position incumbents.

Line manager synchronization is based on the HCM Position Hierarchy (configured in Manage Enterprise HCM Information).

The "Synchronize Person Assignments from Position" ESS process updates assignments to reflect the delegate position.This aligns with Oracle’s position management functionality.

Option D: Like B, it incorrectly references "Position Trees" instead of the HCM Position Hierarchy, making it invalid.

The correct answer isC, as detailed in "Implementing Global Human Resources" under Position Management.

When configuring approval rules for the "Promote" transaction in Oracle Global Human Resources Cloud, the supported Approval Types are defined in the "Securing HCM" guide under "Approval Management." The correct types are: Application Role (e.g., HR Specialist), Approval Groups (predefined groups), Management Hierarchy (supervisory levels), Position Hierarchy (position-based levels), Representative (a delegate), Self Auto Approve (automatic approval for the initiator), and User (specific individual). Option B lists all these accurately. Option A includes "Data Role," which is a security concept, not an approval type. Option C uses "Parent Position" (not a standard term), and Option D includes "Enterprise Role" (not applicable here). Thus, Option B is correct.

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.

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.

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.

In Oracle Global Human Resources Cloud, system person types are predefined categories used to classify individuals within the application, and user person types can be configured under these system person types to meet enterprise-specific needs, such as creating an "Intern" user type. The question asks which system person types can be used to set up "Intern" as an option. Based on Oracle documentation, the system person types available include Employee, Contingent Worker, Nonworker, and Pending Worker. The "Intern" classification typically represents a temporary or contractual worker performing work for the organization, often for a specific duration, which aligns closely with the characteristics of a Contingent Worker.

Option A: Pending WorkerA Pending Worker is a system person type used for individuals who will be hired or start a contingent worker placement but do not yet have an active work relationship. Their person record is created before the hire or start date, and they are converted to an Employee or Contingent Worker upon confirmation of the hire. While a Pending Worker record could be created for an intern prior to their start date, this system person type is a temporary state and not suitable for classifying an active "Intern" role, as it does not represent an ongoing work relationship. Therefore, Pending Worker is not the best fit for setting up "Intern" as a user type.

Option B: Person of InterestThe term "Person of Interest" is not a recognized system person type in Oracle Global Human Resources Cloud. Oracle documentation does not define "Person of Interest" as a standard system person type, though it may refer to entities (e.g., persons or organizations) tracked by the company in a broader sense. Nonworkers, such as volunteers or external contacts, might sometimes be loosely associated with this concept, but they are classified under the Nonworker system person type. Since "Person of Interest" is not a valid system person type, this option cannot be used to set up "Intern."

Option C: Contract Worker"Contract Worker" is not a predefined system person type in Oracle Global Human Resources Cloud. While Contingent Workers are often contractual in nature (e.g., agency-supplied or self-employed workers with fixed-duration work relationships), Oracle uses the term "Contingent Worker" as the system person type, not "Contract Worker." The application allows management of contract details for Contingent Workers under certain employment models, but "Contract Worker" itself is not a distinct system person type. Thus, this option is incorrect.

Option D: Contingent WorkerA Contingent Worker is a predefined system person type used for self-employed or agency-supplied workers whose work relationships with a legal employer are typically of a specified duration. Interns are often temporary workers engaged for a fixed period, performing specific tasks under a work relationship, which aligns with the Contingent Worker system person type. Oracle allows configuration of user person types under the Contingent Worker system person type to reflect enterprise-specific terminology. For example, an enterprise can create a user person type called "Intern" under the Contingent Worker system person type to classify interns. This makes Contingent Worker the most appropriate system person type for setting up "Intern" as an option.

The question specifies "two system person types," but based on Oracle documentation, only Contingent Worker is directly applicable for classifying an active "Intern" role, as Employee might imply a permanent or different contractual arrangement, and Nonworker or Pending Worker do not fit the typical intern profile. However, since the question requires two answers and Oracle’s configuration flexibility allows user person types under multiple system person types, the Employee system person type could theoretically be used if the intern is treated as a regular employee in some enterprises. Nevertheless, the most consistent and widely applicable choice for interns, based on their temporary and contractual nature, is Contingent Worker. Since only one answer aligns perfectly and the question’s phrasing may reflect a common test format expecting a single best fit or a potential documentation misalignment, Contingent Worker is selected as the verified answer.

References

Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12

Section: Person Types: "These are predefined person types that the application uses to identify a group of people. You can't change, delete, or create additional system person types. Each system person type contains a user person type that you can configure to your requirements. For example: If your enterprise refers to its employees as associates instead of employees, you change the Employee user person type to Associate."

Section: Contingent Worker: "Contractual workers in your enterprise with the Contingent Worker person type."

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: Worker Types: "Each worker type is denoted by its alphabet value in the ASSIGNMENT_TYPE and PERIOD_TYPE columns of the PER_ALL_ASSIGNMENTS_M and PER_PERIODS_OF_SERVICE tables respectively. For example, pending worker is denoted by P, employee by E, contingent worker by C, nonworker by N."

Oracle Global Human Resources Cloud: Using Global Human Resources (Glossary), Document ID: docs.oracle.com, Published: 20D

Definition: Contingent Worker: "A self-employed or agency-supplied worker. Contingent worker work relationships with legal employers are typically of a specified duration."

Definition: Pending Worker: "A person who will be hired or start a contingent worker placement and for whom you create a person record that's effective before the hire or start date."

The "Manage Enterprise HCM Information" task sets global defaults, while "Manage Legal Entity HCM Information" allows overrides for specific legal employers.

Option A: "Initial person number" is not a field; it’s likely meant as person number generation, but the term is incorrect.

Option B: Correct. You can override:

Work day information (e.g., standard hours),

Person number generation method (e.g., manual/automatic),

Employment model (e.g., single/multiple assignments),

Position synchronization configuration (e.g., enable/disable),

Worker number generation (e.g., employee/contingent worker numbering).

Option C: "User account generation" is managed via security setup, not legal employer settings.

Option D: Misses person number generation, an overrideable field.

The correct answer isB, per "Implementing Global Human Resources" on enterprise vs. legal entity settings.

In Oracle Global Human Resources Cloud, Action Types categorize business processes (e.g., Hire, Terminate), while Actions are specific instances within those types (e.g., Voluntary Termination under Terminate). Understanding their relationship is key.

Option A: Correct. An Action Type (e.g., Termination) can have multiple Actions (e.g., Voluntary Termination, Involuntary Termination), allowing flexibility within a process category.

Option B: Correct. Oracle provides seeded Action Types (e.g., Hire, Transfer, Termination) as part of the base application, which can be used out-of-the-box or extended.

Option C: Incorrect. User-defined Actions can be created and linked to both seeded and custom Action Types, offering customization flexibility.

Option D: Incorrect. While you can create custom Actions, Action Types are seeded and cannot be created anew by users; they can only be extended via Actions.

Option E: Incorrect. "Termination" is an Action Type, and "Normal Termination" would be an Action under it, not the other way around.

The correct answers areAandB, as per "Implementing Global Human Resources" under Action Configuration.

In Oracle Global Human Resources Cloud, grades define levels within a job or position structure, and grade rates specify the pay ranges or values associated with those grades. The question asks for two ways to add rates to a grade. Oracle provides multiple methods to configure grade rates, either during grade creation or as a separate task, to support flexibility in compensation management.

Option A: First add the rates for each step, and then add the grade to a grade ladder.This option is incorrect because Oracle does not require rates to be added for each step before associating a grade with a grade ladder. In Oracle HCM Cloud, grades can exist independently or within a grade ladder, and rates are associated with grades, not steps, unless using a grade ladder with steps (a specific configuration). Even in such cases, rates are defined at the grade level or step level within the ladder, and the process does not mandate adding rates first. Grade ladders with steps involve defining step rates after the grade is included in the ladder, not before. Oracle documentation does not support this sequence as a standard method for adding rates to a grade, making this option invalid.

Option B: Add the rates separately by using the Manage Grade Rates task.This is a correct answer. The Manage Grade Rates task in the Setup and Maintenance work area allows users to define grade rates independently of grade creation. This task enables the creation of rate values (e.g., minimum, midpoint, maximum salaries, or hourly rates) and associates them with existing grades. For example, after creating a grade called "Grade 1," you can use Manage Grade Rates to add a salary range (e.g., $50,000–$70,000) for that grade. This method is useful when rates need to be updated or added post-grade creation, offering flexibility for compensation adjustments. Oracle documentation confirms this as a standard approach for managing grade rates.

Option C: Use the default grade rates that are available after creating grades.This option is incorrect because Oracle HCM Cloud does not automatically provide default grade rates upon grade creation. When a grade is created via the Manage Grades task, no default rates are assigned unless explicitly configured by the user. While sample data or predefined setups in some environments might include rates, Oracle’s standard functionality requires users to define rates manually, either during grade creation or separately via Manage Grade Rates. The absence of automatic default rates in the documentation rules out this option.

Option D: Add rates when creating grades by using the Manage Grades task.This is a correct answer. The Manage Grades task allows users to create grades and define associated grade rates within the same process. When creating or editing a grade in the Manage Grades task, you can navigate to the Rates tab (or equivalent section) to specify rate values, such as minimum, midpoint, and maximum salaries or hourly rates. For instance, while creating "Grade 2," you can add a rate range of $60,000–$80,000 directly. This method streamlines grade setup by combining grade and rate definition, and Oracle documentation supports this as a primary way to add rates.

Why these two methods?Both Manage Grade Rates (Option B) and Manage Grades (Option D) are explicit methods supported by Oracle HCM Cloud for adding rates to grades. Manage Grades allows rates to be defined during grade creation or editing, ideal for initial setup, while Manage Grade Rates provides a standalone task for adding or updating rates later, offering flexibility for ongoing maintenance. These methods align with the customer’s need to associate pay ranges or values with grades, ensuring compliance with compensation structures.

References

Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12

Section: Manage Grades: “You can create grades and add grade rates, such as minimum, midpoint, and maximum values, during grade creation in the Rates tab.”

Section: Manage Grade Rates: “Use this task to create and manage grade rates independently, associating them with existing grades.”

Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02

Section: Grade Rates: “Grade rates contain the pay values for grades, for example, minimum and maximum amounts for salary. You can define rates when you create grades or separately using the Manage Grade Rates task.”

Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27

Section: Compensation Enhancements: “Improved usability for managing grade rates in Redwood interfaces.”

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.

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.

Per the "Managing Workforce Records" guide:

Option A: False. Multiple Actions can be linked to a single Action Type (e.g., multiple promotion Actions under the Promotion Action Type).

Option B: True. Actions are accessible via Smart Navigator, and visibility depends on the user’s security access (e.g., role-based permissions).

Option C: False. An Action Reason is optional, not mandatory, depending on configuration.

In 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.

Worker number generation (distinct from person number) is configured at the enterprise level via "Manage Enterprise HCM Information" and can be overridden at the legal employer level via "Manage Legal Entity HCM Information."

Option A: Incorrect. The employment model (one-tier, two-tier) does not dictate worker number generation override capabilities.

Option B: Correct. Manual worker number generation can be selected at the legal employer level at any time, overriding the enterprise setting, as the system allows flexibility in numbering methods.

Option C: Correct. There are no strict conditions (e.g., no work relationships) preventing a change to automatic generation at the legal employer level; it’s a configuration option available anytime.

Option D: Incorrect. Three-tier models are not a requirement for overriding worker number generation.

Option E: Incorrect. Existing work relationships do not block changes to the generation method; the system adjusts new records accordingly.

The correct answers are B and C, per "Implementing Global Human Resources" on worker number setup.

Full Detailed in Depth Explanation:

Note: This appears to be a "choose two" question based on the original phrasing, though only one "Correct selection" was marked. I’ve interpreted it as requiring two correct answers based on Oracle functionality.

Option B ("You can provide a role access to either of 'Specific categories' or 'Allcategories' options"): True. Role-based security in Oracle HCM Cloud allows assigning access to all checklist categories or specific ones via custom roles, configured in "Manage Roles," as per the "Implementing Global Human Resources" guide.

Option C ("You can use Category Security to control what categories users see when creating templates on the Create Checklist Template page and when creating a personal journey in the Journeys app"): True. Category Security restricts visibility and creation rights by category (e.g., Compensation), applied to templates and journeys, detailed in the "Using Checklists" guide.

Option A ("This is not currently an option in the application"): False. Oracle supports category-level access control.

The Tree Management feature in Oracle HCM Cloud’s Functional Setup Manager (FSM) allows defining hierarchical structures for various entities. The seeded (predefined) tree structures supported by Oracle include:Organization(e.g., legal entities, business units),Position(position hierarchies),Department(departmental reporting structures), andGeographies(location-based hierarchies). These are foundational for managing enterprise structures and relationships, as outlined in the documentation.

Option A includes "division," which isn’t a seeded tree type (divisions are part of organizations but not a distinct hierarchy). Option C’s "job" isn’t a hierarchy—jobs are flat structures. Option D’s "establishment" is a legal entity attribute, not a tree type. Option B correctly lists the seeded tree structures: organization, position, department, and geographies.

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).

Per the "Securing HCM" guide, a workflow request reappearing in your worklist after approval can occur if:

Adhoc route(A): The second approver added an extra step, looping it back.

Pushback(B): The second approver returned it to you for clarification.

Reassigned(C): The second approver sent it back to you explicitly.

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.

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.

Full Detailed in Depth Explanation:

In the Functional Setup Manager (FSM) under the Workforce Deployment functional area, Oracle HCM Cloud provides flexibility in configuration. The objects (e.g., Departments, Locations, Positions) listed on the page are not strictly required to be configured in the order they appear. While Oracle recommends a logical sequence (e.g., defining Departments before Positions), the system does not enforce this as a mandatory requirement. Implementers can adjust the order based on their implementation needs, as long as dependencies (e.g., a Position requiring a Department) are satisfied. The "Implementing Workforce Deployment" section of the Oracle documentation confirms this flexibility, stating that configuration order can vary depending on organizational requirements. Thus, the correct answer isA.

Oracle HCM Cloud allows UI customizations via Page Composer (for page-level changes) and Transaction Design Studio (for transaction-specific rules). When conflicting changes occur—e.g., Page Composer making the location field required and Transaction Design Studio hiding it for managers—the system resolves this based on the timestamp of the last modification. The documentation states that if modifications from both tools conflict, the most recent change (based on creation or update date) takes precedence, regardless of the tool used. This ensures predictable behavior without requiring a strict hierarchy between the tools.

Option A (page error) is incorrect as the system doesn’t crash—it resolves conflicts silently. Option B (inconsistent behavior) is misleading because Oracle provides a clear resolution mechanism. Option C (TDS always overrides) and Option D (Page Composer always overrides) are incorrect because precedence isn’t tool-specific but time-based. Option E accurately reflects Oracle’s behavior: the last change applied in either tool wins, aligning with the customer’s observed UI rendering.

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.

Comprehensive and Detailed Explanation From Exact Extract:

In Oracle Global Human Resources Cloud, the Tree Manager functionality 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 are organization, 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 because job is not a seeded tree structure. Jobs represent roles or functions but are not used to define hierarchies in Tree Manager. Additionally, division is not a predefined tree structure in Oracle HCM Cloud.

Option B (Organization, position, division, establishment): This is incorrect because division and establishment are 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 because job is not a seeded tree structure, as explained in option A.

Option E (Organization, position, division, geographies): This is incorrect because division is not a seeded tree structure, as explained in option B.

Full Detailed in Depth Explanation:

The Manage Enterprise HCM Information task sets global defaults, some of which can be overridden at the legal entity level:

B: Employment Model (e.g., 2-tier, 3-tier) can be customized per legal entity to reflect local requirements.

D: Work Day Information (e.g., hours per day) can be adjusted for specific legal entities.

E: Position Synchronization settings can be overridden to control position data inheritance at the legal entity level.

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.

Oracle Global Human Resources Cloud provides various transfer actions to manage worker movements. The scenario involves a temporary position change with a return to the original position, and payroll/legal reporting remaining unchanged.

Option A: A Transfer is a permanent move to a new assignment or position, not suitable for a temporary scenario with a planned return.

Option B: Correct. A Temporary Assignment allows a worker to take on a new position or assignment for a fixed period, with the system retaining the original assignment for automatic reversion. Payroll and legal reporting can remain tied to the primary assignment, fitting the requirement.

Option C: Global Transfer is for permanent moves across legal employers or countries, not applicable here.

Option D: Global Temporary Assignment is for temporary international moves, not relevant for a same-entity, same-reporting scenario.

The correct answer isB, as per "Using Global Human Resources" on temporary assignments.

In Oracle HCM Cloud, Position Management settings are defined at the Enterprise level (via Manage Enterprise HCM Information) and can be overridden at the Legal Entity level (via Manage Legal Entity HCM Information). The documentation specifies thatPosition Synchronization Configurationsettings (e.g., enabling synchronization, allowing overrides) are configurable at both levels, with Legal Entity settings taking precedence if specified. This allows tailored synchronization behavior per legal entity while maintaining an enterprise default.

Position Incumbent Validation (e.g., validating position assignments) and Position Hierarchy Configuration (e.g., hierarchy rules) are managed separately and not explicitly noted as overrideable at the Legal Entity level in the same way. Options B, C, and D include additional settings that lack evidence of Legal Entity override capability in the documentation. Option A correctly identifies Position Synchronization Configuration as the overrideable setting.

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.

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").

Position Synchronization in Oracle HCM Cloud allows assignments to inherit values from associated positions, but flexibility to override synchronized fields is supported. Option B is correct because when position synchronization is enabled at the Enterprise (via Manage Enterprise HCM Information) or Legal Entity level (via Manage Legal Entity HCM Information), the "Allow Override at Assignment" option can be selected. This allows users to choose which synchronized attributes (e.g., department, job) can be overridden at the assignment level, excluding them from synchronization as needed. Option C is also correct because the "Synchronize from Position" attribute (also called Position Override in HCM Data Loader) on an individual assignment can be set to "No" to exclude that specific assignment from synchronization entirely, providing granular control.

Option A is incorrect because the "Synchronize from Position" attribute visibility is not restricted to professional users—it’s available in the UI or via HCM Data Loader for authorized users. Option D is invalid because leaving the attribute blank at the position level does not affect synchronization behavior—synchronization is controlled at the assignment or configuration level, not by null values at the position. Thus, B and C are the two correct choices.

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.

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.

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.

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.

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.

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 error message indicates a failure in the approval process during the "New Person Employment" transaction, pointing to an issue with the BPM (Business Process Management) workflow rather than security or pre-process requirements.

Option A: Security profiles control data visibility, not approval process execution. Thiswouldn’t cause a BPM fault.

Option B: Correct. The error references "NewPersonEmploymentApproval," a BPM task. A "Business Fault: null" suggests a misconfiguration in the approval ruleset (e.g., missing approver, invalid rule) within BPM Worklist, preventing the transaction from completing.

Option C: Lack of privilege would typically block access to the hire action entirely, not trigger a mid-process BPM fault.

Option D: The "Update Person Keyword Search" process enhances search functionality but is unrelated to hiring approvals.

The correct answer isB, as detailed in "Implementing Global Human Resources" under Approval Configuration.

In Oracle Global Human Resources Cloud, calendar events (e.g., team outings) are defined via the "Manage Calendar Events" task and assigned using a hierarchy to determine applicability. The scenario requires events specific to departments (consulting vs. support) in the same location (Bangalore).

Option A: Project Manager Hierarchy is for project-based structures, not department-specific events.

Option B: Geographic Hierarchy applies to location-based events (e.g., Bangalore vs. Mumbai), but both departments are in Bangalore, so it’s too broad.

Option C: Line Manager Hierarchy targets individuals under specific managers, not entire departments uniformly.

Option D: Absence Approval Hierarchy is for absence approvals, not calendar events like outings.

Option E: Correct. Organization Hierarchy (e.g., via Manage Organization Trees) allows events to be tied to specific departments (consulting and support), ensuring the consulting department gets two outings and the support department gets four, regardless of location or manager.

The correct answer is E, per "Using Global Human Resources" on calendar event setup.

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.

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.

Contextual Journeys in Oracle Global Human Resources Cloud provide relevant guidance or tasks based on the user’s current context within the application. Per the "Using Journeys" guide, these journeys are displayed in page or section headers, appearing dynamically when a user is on a relevant page (e.g., during a promotion process, a Contextual Journey might appear in the transaction header). This distinguishes them from Guided Journeys, which are accessed via the Journeys tile. Option A (only on Thursdays) is nonsensical and incorrect. Option B (Quick Action) relates to transaction initiation, not Contextual Journeys. Option D (Journeys tile) applies to Guided Journeys, not Contextual ones. Thus, Option C is correct.

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.