1z0-1046-25 Exam Dumps - Oracle Global Human Resources Cloud Questions and Answers

Position Synchronization in Oracle Global Human Resources Cloud allows assignments to inherit values from associated positions, streamlining workforce management by ensuring consistency between position definitions and employee assignments. The question asks for three advantages of using Position Synchronization, given that the customer has chosen Position Management for this functionality. The provided web results offer detailed insights into how Position Synchronization operates, which are leveraged here to validate the answer.

Option A: The customer can configure which assignment attributes to synchronize from the position.This is a correct answer. Position Synchronization allows customers to select specific attributes (e.g., job, department, location, manager) to synchronize from the position to the assignment. This configurability is set at the enterprise or legal entity level using tasks like Manage Enterprise HCM Information or Manage Legal Entity HCM Information. For example, a customer might choose to synchronize the job and manager but not the location, tailoring the synchronization to their needs. Oracle documentation confirms that users can specify which attributes are inherited, providing flexibility in workforce management.

Option B: For synchronized attributes, any position update will automatically be pushed to the incumbents' assignments.This is a correct answer. When Position Synchronization is enabled, changes to synchronized attributes in a position (e.g., updating a position’s department) are automatically reflected in all active assignments linked to that position. This automation reduces manual updates and ensures consistency across incumbents’ assignments. The Synchronize Person Assignments from Position process may be required for retroactive changes, but for active assignments, updates are typically automatic for synchronized attributes. Oracle documentation highlights that synchronized attributes inherit changes, streamlining maintenance.

Option C: Synchronized attributes will be displayed as read-only in the assignment to ensure the position as the only source of truth.This is a correct answer. To maintain data integrity, synchronized attributes in an assignment are displayed as read-only, preventing manual edits at the assignment level unless override is explicitly allowed. For instance, if the manager attribute is synchronized, the assignment’s manager field cannot be changed directly, ensuring the position remains the single source of truth. Oracle documentation notes that this read-only behavior enforces consistency, though overrides can be configured if needed.

Option D: If you use Position Synchronization, Manager Self Service cannot be used.This option is incorrect. There is no restriction in Oracle HCM Cloud preventing the use of Manager Self Service when Position Synchronization is enabled. Manager Self Service allows managers to perform actions like viewing team details or initiating transactions, and these functions are compatible with Position Synchronization. Oracle documentation does not mention any such limitation, and Position Synchronization operates independently of self-service capabilities, making this option invalid.

Why these three advantages?The advantages in A, B, and C directly align with the benefits of Position Synchronization: configurability (choosing attributes), automation (automatic updates), and data integrity (read-only attributes). These features reduce administrative effort, ensure consistency, and maintain a single source of truth, which are critical for effective workforce management. Option D is a false statement, as Position Synchronization does not restrict Manager Self Service.

References

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

Section: Position Synchronization: “You can select attributes to synchronize, and synchronized attributes are inherited automatically by assignments. Synchronized fields are read-only unless overrides are allowed.”

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

Section: Position Management: “Changes to positions are reflected in assignments for synchronized attributes, ensuring consistency.”

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

Section: Workforce Structures Enhancements: “Position Synchronization improvements for attribute management.”

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.

Full Detailed in Depth Explanation:

In Oracle HCM Cloud, self-requestable roles trigger approval workflows if configured, typically notifying the line manager. If no notification is received, the issue likely relates to security or workflow setup.

Option A ("The security profile associated with the data role assigned to the line manager prevents any notification flowing to him") is correct. Notifications depend on the line manager’s data role and security profile. If the profile lacks access to the employee’s data or the transaction type, notifications are blocked. This is a common issue addressed in the "Implementing Global Human Resources" guide under security troubleshooting.

Option B ("The line manager does not have the privilege to receive notifications") is vague and less specific than A; privileges are part of the security profile.

Option C ("The role provisioning user interface and objects are not workflow-enabled") is incorrect; self-requestable roles are workflow-enabled by default in Oracle.

Option D ("Approvals in Oracle Global Human Resources Cloud go to two levels by default") is incorrect; approval levels are configurable, not fixed at two, and this doesn’t explain the lack of notification.

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.

Workforce Structures in Oracle Global Human Resources Cloud define organizational and operational entities.

Option A: Facility is not a standard workforce structure; it might be a custom term.

Option B: Geography is part of the geography hierarchy, not a workforce structure.

Option C: Correct. Division is a workforce structure for grouping operations (e.g., Line of Business).

Option D: Correct. Department is a workforce structure for organizational units.

Option E: Country is a geography element, not a workforce structure.

Option F: Correct. Location is a workforce structure defining physical work sites.

The correct answers areC,D, andF, per "Implementing Global Human Resources" on workforce structures.

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.

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.

Full Detailed in Depth Explanation:

HCM Cloud trees are used to represent hierarchical data structures. The correct statements are:

A: Multiple versions of a tree can be created to manage changes over time or test configurations, as supported by the tree versioning feature.

C: Trees in Oracle Fusion HCM are indeed graphical representations of hierarchies (e.g., organization, department), aiding in visualization and management.

D: For most HCM tree types (e.g., Department, Position), multiple trees can be created, except for geography trees, which are limited to one per country due to their predefined structure.

Full Detailed in Depth Explanation:

The Performance Rating Model in Oracle HCM Cloud defines how performance is rated (e.g., scale, descriptions). The "Review Points" tab within "Manage Ratings Model" is specific to certain modules.

Option B ("Performance Management") is correct. The Review Points tab is used exclusively in Oracle Performance Management to assign points to ratings, which are then used in performance evaluations to calculate scores or rankings. This is detailed in the "Implementing Performance Management" guide, distinguishing it from other HCM products like Talent Review (focuses on calibration), Compensation Management (salary adjustments), or Goal Management (goal tracking), which do not utilize review points in this manner.

Full Detailed in Depth Explanation:

The Enterprise Structure Configurator (ESC) in Oracle HCM Cloud is a tool for efficiently creating and managing enterprise structures. It supports the creation of:

Divisions (A): Organizational units for segmenting the business.

Legal Entities (C): Entities with legal standing for employment and payroll.

Business Units (D): Operational units for managing transactions.

Reference Data Sets (E): Sets for sharing data across business units.