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Select three correct Workforce Structure definitions.
Facility
Geography
Division
Department
Country
Location
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.
Which two options are not methods by which a line manager can promote his subordinate "John" in the application? (Choose two.)
The line manager can select My Portrait and click Promote under the Actions menu.
The line manager can enter Promote John in the Person Gallery Keyword Search, which launches the promotion process automatically.
The line manager can promote John from Organization Chart Actions under Personal and Employment.
The line manager can access John's portrait and click Promote under the Actions menu.
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, line managers can initiate promotions for subordinates via specific navigation paths, but not all options listed are valid methods.
Option A ("The line manager can select My Portrait and click Promote under the Actions menu"): Incorrect (thus an answer). "My Portrait" refers to the manager’s own profile, not the subordinate’s, so this cannot be used to promote John.
Option B ("The line manager can enter Promote John in the Person Gallery Keyword Search, which launches the promotion process automatically"): Incorrect (thus an answer). The Person Gallery Keyword Search allows searching for people or actions, but typing "Promote John" does not automatically launch the promotion process; it requires further navigation.
Option C ("The line manager can promote John from Organization Chart Actions under Personal and Employment"): Correct (not an answer). The Organization Chart provides actions like Promote for subordinates, a valid method.
Option D ("The line manager can access John's portrait and click Promote under the Actions menu"): Correct (not an answer). Accessing John’s portrait in the Person Gallery and selecting Promote from the Actions menu is a standard method.
Select the correct order in which scheduled tasks must be configured within Define Availability in FSM.
Shifts, Schedules, Patterns, Calendar Events
Patterns, Calendar Events, Shifts, Schedules
Calendar Events, Shifts, Patterns, Schedules
Schedules, Patterns, Shifts, Calendar Events
Full Detailed in Depth Explanation:
The "Define Availability" task in the Functional Setup Manager (FSM) is part of Workforce Management setup in Oracle HCM Cloud. It involves configuring components that determine worker availability, and these must be set up in a logical order due to their interdependencies. Let’s break this down step-by-step:
Patterns: A Pattern defines a repeating sequence of work (e.g., 5 days on, 2 days off). It’s the foundational building block because it establishes the basic structure of availability before specific days or exceptions are applied. You configure Patterns first to define the recurring rhythm of work.
Calendar Events: These define specific dates or exceptions (e.g., holidays like Christmas or company-specific closures). Calendar Events come next because they overlay exceptions onto the Pattern, adjusting availability for specific instances. For example, a Pattern might assume work every Monday, but a Calendar Event can mark a Monday holiday as non-working.
Shifts: A Shift specifies the daily time frame of work (e.g., 9 AM-5 PM). Shifts are configured after Patterns and Calendar Events because they apply time details to the days defined by the Pattern, adjusted by Calendar Events. For instance, a Shift defines the hours worked on a day marked as "available" by the Pattern and not overridden by a Calendar Event.
Schedules: Finally, Schedules tie everything together by combining Patterns, Calendar Events, and Shifts into a complete availability plan assigned to workers or groups. Schedules are the last step because they depend on the prior components being defined.
The Oracle documentation outlines this sequence—Patterns, Calendar Events, Shifts, Schedules—as the recommended order to ensure each component builds on the previous one without gaps or errors. OptionBmatches this sequence precisely, making it the correct answer. Other options (e.g., A starts with Shifts, which lacks a Pattern foundation) violate these dependencies.
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.
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.
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.
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.
As an HR specialist, you have been asked to create and assign a new schedule to employees that will be working a new shift. What steps should you follow to meet this requirement?
Create a shift, create a work pattern, create a work schedule, assign the schedule through work schedule assignment
Create a shift, create a work pattern, create a work schedule, assign the shift through the manage employment task
Create a work pattern, create a shift, create a work schedule, assign the schedule through workschedule assignment
Create a shift, create a work pattern, assign the work pattern through work schedule assignment
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.
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.
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.
A manager returned from the U.S. Subsidiary to their source location, the U.K. Subsidiary, after a period of three months. What should a Human Resources representative do to reinstate the manager's records in the source legal employer?
Deploy a Descriptive Flexfield to capture the return date. Update this segment with the actual return date to reinstate the record.
Entering the return date will automatically reinstate the record on the return date.
Create another assignment with the return date as the effective date.
Initiate the End Global Temporary Assignment action and specify a return date. The global temporary assignment is terminated and the assignments in the source legal employer are reinstated automatically on the return date.
Full Detailed in Depth Explanation:
For temporary assignments across legal employers (e.g., U.S. to U.K. Subsidiary), Oracle HCM Cloud provides the Global Temporary Assignment feature.
Option D ("Initiate the End Global Temporary Assignment action and specify a return date. The global temporary assignment is terminated and the assignments in the source legal employer are reinstated automatically on the return date") is correct. When a manager returns from a temporary assignment, the HR representative uses the "End Global Temporary Assignment" action, specifying the return date. This automatically terminates the temporary assignment and reinstates the original assignments in the source legal employer (U.K. Subsidiary), as per the "Using Global Human Resources" guide.
Option A (Descriptive Flexfield) is a custom workaround, not a standard process.
Option B is incorrect; entering a date alone doesn’t trigger reinstatement.
Option C (new assignment) bypasses the temporary assignment framework.
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.
In order to configure the product you plan on implementing, what is the first action you need to complete within the Setup and Maintenance Work Area (FSM)?
Create additional Implementer User Profiles
Configure your legal entities
Opt in to the Offering and Product areas you will be implementing
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, the Setup and Maintenance Work Area (FSM) is the starting point for implementation. The first required action is toopt into the offerings (e.g., Global Human Resources) and specific product areas you plan to implement. This step activates the relevant tasks and configuration options in FSM, making subsequent setups (like legal entities or user profiles) possible. Without opting in, the system restricts access to implementation tasks. The Oracle documentation emphasizes that "opting in" is the initial step in the implementation process, as outlined in the "Getting Started with Your Implementation" guide, makingCthe correct answer.
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.
An HR administrator is unable to classify an "Intern" because the user type "Intern" has not been set up in the application.
Which two system person types can be used to set up "Intern" as an option?
Pending Worker
Person of Interest
Contract Worker
Contingent Worker
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."
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.
In HCM Cloud, you can define an employee's work time availability in several ways.
In which order does the application search for an employee's schedule before applying it to an assignment?
Standard working hours, Primary work schedule, Employment work week, then Published schedules
Employment work week, Published schedules, Primary work schedule, then Standard working hours
Published schedules, Employment work week, Primary work schedule, then Standard working hours
In Oracle Global Human Resources Cloud, an employee’s work time availability is determined by applying a work schedule to their assignment. The application follows a specific hierarchy to select the appropriate schedule when multiple sources are available. The question asks for the order in which the system searches for an employee’s schedule.
Hierarchy Explanation: Oracle HCM Cloud uses a predefined order to determine which schedule applies to an employee’s assignment:
Published schedules: These are specific schedules assigned to an employee, often created and published via Oracle Time and Labor or Workforce Management. They take precedence because they are explicitly assigned and tailored to the employee.
Employment work week: Defined at the assignment level, this specifies the employee’s typical work week (e.g., Monday–Friday, 40 hours). It is used if no published schedule exists.
Primary work schedule: Configured at the enterprise or legal entity level, this is a default schedule applied to employees if no assignment-specific work week is defined.
Standard working hours: Set at the enterprise level (via Enterprise HCM Information), these are the broadest default, used when no other schedules are defined (e.g., 9 AM–5 PM daily).
Option A: Standard working hours, Primary work schedule, Employment work week, then Published schedulesThis option is incorrect because it reverses the hierarchy. Standard working hours are the last resort, not the first, and published schedules have the highest priority, not the lowest. Oracle documentation clearly prioritizes specific assignments over defaults.
Option B: Employment work week, Published schedules, Primary work schedule, then Standard working hoursThis option is incorrect because it places Employment work week before Published schedules. Published schedules are checked first due to their specificity, followed by the employment work week if no published schedule exists.
Option C: Published schedules, Employment work week, Primary work schedule, then Standard working hoursThis is the correct answer. Oracle HCM Cloud follows this exact order to determine an employee’s schedule:
Published schedules are checked first, as they are explicitly assigned (e.g., via a manager’s action in Time and Labor).
If none exist, the Employment work week from the assignment is used.
If no work week is defined, the Primary work schedule (set at a higher level, like legal entity) applies.
Finally, Standard working hours are used as the fallback if no other schedules are found.This hierarchy ensures the most specific and relevant schedule is applied, aligning with Oracle’s design for flexibility and compliance.
Why this order?The order reflects Oracle’s logic of prioritizing employee-specific configurations (published schedules) over assignment-level settings (employment work week), then falling back to broader defaults (primary work schedule and standard working hours). This ensures accurate availability tracking for payroll, time management, and compliance.
References
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Work Schedules: “The application selects schedules in this order: published schedules, employment work week, primary work schedule, standard working hours.”
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Configuring Work Schedules: “Describes the hierarchy for applying schedules to assignments.”
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Time and Labor Enhancements: “Clarifications on schedule hierarchy for employee availability.”
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 > Associate it with an existing action type > Create a new action reason and use it 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 > Create a new action reason and 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 HCM Cloud, you need a custom action and action reason:
Create a new action(e.g., "Voluntary Exit") via Manage Actions.
Associate it with an existing action type(e.g., "Termination") to categorize it correctly.
Create a new action reason(e.g., "Personal Reasons") and link it to the action, then use it during termination transactions.
This sequence enables reporting via tools like OTBI. Option B skips the action, limiting granularity. Options C and D create a new action type, which is unnecessary—existing types suffice. Option E misses associating the action with a type. Option A follows Oracle’s recommended process for detailed tracking.
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.
In HCM Cloud, you can define an employee's work time availability in several ways. In which order does the application search for an employee's schedule before applying it to an assignment?
Standard working hours, Primary work schedule, Employment work week, then Published schedules
Employment work week, Published schedules, Primary work schedule, then Standard working hours
Published schedules, Employment work week, Primary work schedule, then Standard working hours
Primary work schedule, Employment work week, Published schedules, then Standard working hours
Comprehensive and Detailed Explanation From Exact Extract:
In Oracle Global Human Resources Cloud, the application follows a specific hierarchy when determining an employee's work schedule to apply to an assignment. This process ensures that the most relevant and specific schedule is selected based on the configuration of the employee's work time availability. The correct order of precedence for searching an employee's schedule is outlined in the official Oracle documentation.
According to the Oracle HCM Cloud documentation, the application searches for schedules in the following order:
Published schedules: These are schedules from other scheduling applications integrated with Oracle HCM Cloud or manually published schedules that take precedence.
Employment work week: This is configured on the employee's employment record and defines the standard work week applicable to the employee.
Primary work schedule: This is linked to specific workforce structure levels (e.g., enterprise, department, or individual assignment) and takes precedence based on the lowest level of assignment.
Standard working hours: These serve as the default fallback if no other schedules are defined.
The exact extract from the Oracle documentation states:
"You can set up an individual's work time in different ways. An person's official schedule for a selected time period is automatically determined using this information: ... This flow chart shows you the order that the application searches for someone's schedule, before applying it to the assignment. The published schedule is built using the employment work week, primary work schedule, or standard working hours for each person. It can also be built using published schedules from other scheduling applications."
This indicates that the application prioritizes published schedules first, followed by the employment work week, then the primary work schedule, and finally standard working hours as the last resort. The documentation further clarifies that schedules assigned at lower workforce structure levels (e.g., individual assignment) take precedence over those at higher levels (e.g., enterprise), but the overall search order remains as listed.
Why the other options are incorrect:
Option A (Standard working hours, Primary work schedule, Employment work week, then Published schedules): This is incorrect because standard working hours are the last fallback, not the first, and published schedules have higher precedence than all others.
Option B (Employment work week, Published schedules, Primary work schedule, then Standard working hours): This is incorrect because published schedules are checked before the employment work week, not after.
Option D (Primary work schedule, Employment work week, Published schedules, then Standard working hours): This is incorrect because primary work schedules are not the first to be checked; published schedules take precedence, and employment work week comes before primary work schedule.
An IT company’s consulting department based in Bangalore goes for two team outing events every year. However, the support department, also based in Bangalore, goes for four team outing events every year. All employees in these departments go for the respective team outing events. How should you define the calendar events?
Use Project Manager Hierarchy as the Hierarchy type for the calendar event.
Use Geographic Hierarchy as the Hierarchy type for the calendar event.
Use Line Manager Hierarchy as the Hierarchy type for the calendar event.
Use Absence Approval Hierarchy as the Hierarchy type for the calendar event.
Use Organization Hierarchy as the Hierarchy type for the calendar event.
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.
Which three options are true about Oracle Workforce Predictions? (Choose three.)
Performance predictions are available for both teams and individual assignments.
Contingent Worker and Nonworker work relationships are included.
It predicts individual voluntary termination and performance.
It predicts team voluntary termination and performance.
It predicts team/individual involuntary termination and performance.
Full Detailed in Depth Explanation:
Oracle Workforce Predictions uses machine learning to forecast workforce trends, such as terminations and performance, based on historical data.
Option A ("Performance predictions are available for both teams and individual assignments"): True. Workforce Predictions provides performance insights at both individual and team levels, allowing managers to assess potential outcomes across assignments, as noted in the "Using Workforce Predictions" guide.
Option C ("It predicts individual voluntary termination and performance"): True. The tool specifically predicts voluntary terminations (e.g., resignations) and performance for individuals, a core feature highlighted in Oracle documentation.
Option D ("It predicts team voluntary termination and performance"): True. Predictions extend to team-level voluntary termination rates and performance trends, supporting broader workforce planning.
Option B ("Contingent Worker and Nonworker work relationships are included"): False. Workforce Predictions typically focuses on employees; contingent workers and nonworkers (e.g., contacts) are not included in standard prediction models unless explicitlyconfigured.
Option E ("It predicts team/individual involuntary termination and performance"): False. The tool emphasizes voluntary terminations, not involuntary (e.g., layoffs), as its primary predictive focus.
In order for a worker to complete a checklist item before their hire date, the following must be done?
The worker must have been added as an applicant in Recruiting Cloud
The worker needs to be added as an Employee with a future hire date
The worker must be added as a Pending Worker with an effective date equal to or less than the system date and a future hire date
Checklists in Oracle Global Human Resources Cloud can be assigned to workers before their official hire date, typically during onboarding. The "Using Global Human Resources" guide under "Checklists and Onboarding" explains that for a worker to access and complete checklist tasks prior to their hire date, they must be added as a Pending Worker. A Pending Worker record requires an effective date (start date of the record) that is equal to or earlier than the current system date, allowing system access, and a future hire date (when they transition to an Employee). This setup enables pre-hire tasks, such as completing forms, to be actioned. Option A (applicant in Recruiting Cloud) doesn’t grant HCM access, and Option B (Employee with future hire date) doesn’t allow pre-hire task completion before the hire date is effective. Option C is precise and correct.
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 customer has decided to use Position Management for at least a portion of their workforce due to the Position Synchronization functionality, which will be beneficial in managing their workforce.
Which are three advantages of using Position Synchronization?
The customer can configure which assignment attributes to synchronize from the position.
For synchronized attributes, any position update will automatically be pushed to the incumbents' assignments.
Synchronized attributes will be displayed as read-only in the assignment to ensure the position as the only source of truth.
If you use Position Synchronization, Manager Self Service cannot be used.
Position Synchronization in Oracle Global Human Resources Cloud allows assignments to inherit values from associated positions, streamlining workforce management by ensuring consistency between position definitions and employee assignments. The question asks for three advantages of using Position Synchronization, given that the customer has chosen Position Management for this functionality. The provided web results offer detailed insights into how Position Synchronization operates, which are leveraged here to validate the answer.
Option A: The customer can configure which assignment attributes to synchronize from the position.This is a correct answer. Position Synchronization allows customers to select specific attributes (e.g., job, department, location, manager) to synchronize from the position to the assignment. This configurability is set at the enterprise or legal entity level using tasks 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.”
An employee's job description is "Recruiter" as of 01-Jan-2023. This job was updated in the system to "Consultant" on 01-Feb-2023. The 01-Feb-2023 assignment record is the latest effective-dated employment record in the system. On 01-Mar-2023, an HR specialist wants to view this employee’s previous employment details and searches for them using Global Search. The HR specialist enters the search keyword "Recruiter" along with the effective date value of 31-Jan-2023 because the employee was working as a recruiter on 31-Jan-2023. The search returns no rows. What is the reason?
The Person Management page search does not support Job attribute keywords.
The Update Person Search Keyword process has failed on 01-Mar-2023 but ran successfully the previous day.
The Update Person Search Keyword process has associated the effective dates with the job attributes in the keyword record resulting in search discrepancies.
The Update Person Search Keyword process has failed on 31-Jan-2023 but ran successfully the next day.
The Person Management page search does not support date-effective keywords.
The Update Person Search Keyword process has updated the latest effective-dated job attribute in the keyword record.
The Global Search in Oracle HCM Cloud relies on the "Update Person Search Keyword" process, which maintains a keyword index for person records. This process updates the index with the latest effective-dated attributes (e.g., job) as of the process run date, not historical data tied to specific effective dates. In this case, the employee’s job changed from "Recruiter" (effective 01-Jan-2023) to "Consultant" (effective 01-Feb-2023). By 01-Mar-2023, when the HR specialist searches, the keyword index reflects the latest job ("Consultant") because the process overwrites prior values with the most recent effective-dated record. Thus, searching for "Recruiter" with an effective date of 31-Jan-2023 fails because the historical job isn’t preserved in the index—only "Consultant" is searchable.
Option A is incorrect because Job attributes are supported in searches. Options B and D (process failures) lack evidence and don’t explain the behavior. Option C is misleading—effective dates aren’t associated in the index; they’re overwritten. Option E is wrong because date-effective searches are supported, but the index limits results to current data. Option F correctly identifies that the latest job ("Consultant") replaced "Recruiter" in the keyword record.
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 Sales role
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.
When creating a checklist task, you must assign a task performer. What values are supported?
Worker, Manager, Initiator, User, Area of Responsibility
Worker, Manager, Initiator, User, Area of Responsibility, HR Specialist Job Role
Worker, Manager, Initiator, Area of Responsibility
Worker, Manager, Initiator, User, HR Specialist Data Role
When configuring checklist tasks in Oracle Global Human Resources Cloud, a task performer must be assigned to indicate who is responsible for completing the task. The "Using Global Human Resources" guide under "Checklists" specifies the supported performer types as: Worker (the individual the checklist pertains to), Manager (the worker’s line manager), Initiator (the person who triggered the checklist), User (a specific named user), and Area of Responsibility (a group defined by responsibility criteria, such as HR representatives). Option A lists all five supported values accurately. Option B adds "HR Specialist Job Role," which is not a directly supported performer type for checklists (job roles are used in security, not task assignment). Option C omits "User," and Option D incorrectly includes "HR Specialist Data Role" instead of "Area of Responsibility." Thus, A is the correct answer.
Your customer is using Position Synchronization and wants some flexibility to override, in certain cases, fields that are synchronized. Which two choices below can accommodate this request?
Even if override is allowed, the “Synchronize from Position” attribute is displayed only for the professional user.
If override is allowed at Enterprise HCM Information or Legal Entity level, the user can select values to be excluded from synchronization.
To exclude a specific assignment from being synchronized, the user needs to set the “Synchronize from Position” attribute to No.
By leaving that attribute blank at the position.
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.
The Human Resource Representative of the organization is trying to set up the grade rates. During the process, she realizes that the grades were created without steps. Identify two options for adding rates to the grade.
Use the Default Grade Rates that are available upon creating grades.
First add the grade to a grade ladder, then add the rates for each step.
Add the rates separately using the Manage Grade Rates task.
First add the rates for each step, then add the grade to a grade ladder.
Add the rates at the same time as when you add the grade using the Manage Grades task.
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.
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.
A Human Resource Representative is in the process of transferring an employee from France Subsidiary to US Subsidiary and exercises the option of Global Transfer. Identify the three options for the Global Transfer process. (Choose three.)
A new work relationship in the destination legal employer is not created automatically.
The Human Resources Representative cannot override the default changes.
The Human Resources Representative can override the default by deselecting the assignments that are not required to be terminated; these assignments retain their original status and the work relationship is not terminated.
The existing set of employment terms and assignments in the source work relationship are terminated and their status is set to Inactive - Payroll Eligible by default.
A new work relationship in the destination legal employer is created automatically.
Full Detailed in Depth Explanation:
The Global Transfer feature in Oracle HCM Cloud facilitates moving an employee between legal employers within the same enterprise, such as from France Subsidiary to US Subsidiary.
Option C ("The Human Resources Representative can override the default by deselecting the assignments that are not required to be terminated; these assignments retain their original status and the work relationship is not terminated"): True. During a Global Transfer, the HR representative can choose which assignments to terminate or retain, overriding defaults, as explained in the "Using Global Human Resources" guide.
Option D ("The existing set of employment terms and assignments in the source work relationship are terminated and their status is set to Inactive - Payroll Eligible by default"): True. By default, the source work relationship’s assignments are terminated and marked Inactive - Payroll Eligible, preserving payroll history, per standard Oracle behavior.
Option E ("A new work relationship in the destination legal employer is created automatically"): True. A Global Transfer automatically creates a new work relationship in the destination legal employer, effective from the transfer date.
Option A ("A new work relationship in the destination legal employer is not created automatically"): False. This contradicts the automated nature of Global Transfer.
Option B ("The Human Resources Representative cannot override the default changes"): False. Overrides are allowed, as noted in Option C.
An organization uses the Previous Employment content type to capture relevant employment details of employees. What do you do to make this content type available in other applications?
Specify a Subscriber Code for the content type.
Do nothing. After the content type is created, it is available for use in all applications.
Make sure it is a non-free-form content type.
Make sure it is a free-form content type.
Full Detailed in Depth Explanation:
Content types in Oracle HCM Cloud (e.g., Previous Employment) store structured data like employment history. To share them across applications (e.g., Recruiting, Talent Management), a specific setup is required.
Option A ("Specify a Subscriber Code for the content type") is correct. In the "Manage ContentTypes" task, assigning a Subscriber Code (e.g., RECRUIT for Recruiting) makes the content type accessible to that application. Without this, it remains restricted to its originating module (e.g., Core HR). This is detailed in the "Implementing Global Human Resources" guide under content type configuration.
Option B ("Do nothing") is incorrect; content types are not automatically shared across applications.
Option C ("Make sure it is a non-free-form content type") and Option D ("Make sure it is a free-form content type") are irrelevant; the type (free-form or structured) does not determine cross-application availability.
Your organization needs to be able to select the action of Legal Employer Transfer on the employment record to move a worker from one legal employer to another. What configuration will you need to do to make this possible?
Create a new action type of Legal Employer Transfer, and then create a new action of Legal Employer Transfer and associate it with the new action type.
Create a new action called Legal Employer Transfer and associate it with the action type of Global Transfer.
Modify the delivered action of Transfer and associate it with the action type of Global Transfer.
Create a new action called Legal Employer Transfer and associate it with the action type of Legal Entity Transfer.
In Oracle Global Human Resources Cloud, transferring a worker between legal employers requires an appropriate action linked to an action type, managed via "Manage Actions."
Option A: Incorrect. You cannot create new action types; they are seeded (e.g., Transfer, Hire). Only actions can be created under existing types.
Option B: Correct. Create a new action "Legal Employer Transfer" and associate it with the seeded "Global Transfer" action type, which supports cross-legal-employer movements while retaining the person record.
Option C: Incorrect. Modifying the delivered "Transfer" action risks affecting its standard behavior; a new action is cleaner.
Option D: Incorrect. There is no seeded "Legal Entity Transfer" action type; "Global Transfer" is the appropriate type.
The correct answer is B, per "Implementing Global Human Resources" on employment actions.
As an implementation consultant, you are in the process of building the enterprise structure. Which three facts about Legislative Data Group must you be aware of?
Legislative Data Groups do not span enterprises.
Legislative Data Groups can span enterprises.
Legislative Data Group supports the configuration of objects with a strong legislative context, such as payroll, absence types, elements, and rates of pay.
Each Legislative Data Group can contain only one legal entity that acts as a payroll statutory unit.
It is required to associate country and currency details while defining Legislative Data Group.
Legislative Data Groups (LDGs) in Oracle HCM Cloud manage legislative-specific data:
A: True—LDGs are tied to a single country’s legislation and don’t span enterprises (multiple countries).
B: False—LDGs are country-specific, not enterprise-spanning.
C: True—LDGs support objects like payroll, absences, and elements with legislative context.
D: False—An LDG can include multiple legal entities sharing the same payroll statutory unit.
E: True—Country and currency are mandatory when defining an LDG to align with legislative requirements.
Options A, C, and E reflect Oracle’s LDG characteristics per the documentation.
Which set of enabled objects are used for partitioning reference data?
Enterprise, legal entity, business unit, position
Department, location, jobs, grades
Jobs, grades, salary plan, rates
Legal entity, department, division, location
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.
People update a performance rating for a competency on a worker's profile. What is used to provide a unique identifier for each instance of the competency so that you can determine who provided what rating?
Content library
Educational establishment
Rating model
Content subscriber
Instance qualifier
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, competencies on a worker’s profile can be rated by multiple sources (e.g., manager, peer), and tracking the source requires a unique identifier.
Option E ("Instance qualifier") is correct. The instance qualifier uniquely identifies each rating instance for a competency, linking it to the rater and context (e.g., performance review). This is part of the competency framework in the "Implementing Talent Management Base" guide, ensuring auditability of who provided what rating.
Option A ("Content library") stores competency definitions, not rating instances.
Option B ("Educational establishment") is unrelated to ratings.
Option C ("Rating model") defines the scale, not the instance.
Option D ("Content subscriber") relates to content sharing, not ratings.
Contextual Journeys are displayed:
Only on Thursdays
When initiating a Quick Action
In page or section headers
Via the employees' "Journeys" tile
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.
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 two fields can be synchronized by Position?
Business Unit
Department
Legal Employer
Location
Full Detailed in Depth Explanation:
Position Synchronization in Oracle HCM Cloud allows certain fields to automatically populate based on the position assigned to a worker. The two fields that can be synchronized are:
B: Department, as positions are often tied to specific departments, and this link can sync data.
D: Location, as positions are associated with work locations, enabling synchronization.
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.
As an HR Specialist, you have been asked to create and assign a new schedule to employees that will be working a new shift. What steps should you follow to meet this requirement?
Create a work pattern, create a shift, create a work schedule, assign the schedule through work schedule assignment.
Create a shift, create a work pattern, assign the work pattern through work schedule assignment.
Create a shift, create a work pattern, create a work schedule, assign the schedule through work schedule assignment.
Create a shift, create a work pattern, create a work schedule, assign the shift through the Manage Employment task.
In Oracle Global Human Resources Cloud, creating and assigning a work schedule involves a structured process to define working hours for employees. The components include shifts (specific time blocks), work patterns (sequences of shifts), and work schedules (combinations of patterns and rules), which are then assigned via work schedule assignments.
Option A: This sequence is incorrect because it places the work pattern before the shift. A work pattern relies on predefined shifts, so the shift must be created first.
Option B: This option skips the creation of a work schedule, which is a critical step. Assigning a work pattern directly without a work schedule does not align with Oracle’s process, as the work schedule is the entity assigned to employees.
Option C: This is the correct sequence:
Create a shift: Define the specific working hours (e.g., 9 AM - 5 PM).
Create a work pattern: Combine shifts into a repeating sequence (e.g., 5 days on, 2 days off).
Create a work schedule: Define the overall schedule, including the pattern and any exceptions.
Assign the schedule through work schedule assignment: Link the schedule to employees via the Work Schedule Assignment task.This matches Oracle’s documented process for managing work schedules.
Option D: Assigning a shift directly via the Manage Employment task is not a valid method. Work schedules (not individual shifts) are assigned to employees, making this option incorrect.
The correct answer isC, as it follows the complete and logical flow outlined in Oracle’s "Using Global Human Resources" guide.
For the Change Manager transaction, the first-level approval is set to the Application Role type. The name of the application role is HR Specialist Sales. In the Change Manager approval rule configuration, the Enable Auto Claim option is deselected. Which two actions take place when the transaction for manager change is initiated for employees?
The transaction goes into error because it was not auto-claimed.
The transaction goes for approval to all the workers who inherit the HR Specialist Sales role.
The transaction will be auto-claimed and assigned randomly to anyone who has the HR Specialist Sales role.
If one of the HR Specialist Sales representatives rejects the transaction, others can still approve it.
One of the HR Specialist Sales representatives should "Claim" the transaction for it to be assigned for approval.
In Oracle Global Human Resources Cloud, approval rules for transactions like Change Manager are managed via BPM Worklist. The "Application Role" approval type routes tasks to all users with that role (e.g., HR Specialist Sales), and the "Enable Auto Claim" setting determines assignment behavior.
Option A: Incorrect. Disabling auto-claim does not cause an error; it simply requires manual claiming before approval can proceed.
Option B: Correct. When auto-claim is disabled, the transaction is sent to all users with the HR Specialist Sales role, appearing in their worklist for claiming.
Option C: Incorrect. Without auto-claim, the transaction is not automatically assigned; it requires manual intervention.
Option D: Incorrect. In a parallel approval to multiple role holders, one rejection typically stops the process unless configured otherwise (e.g., consensus or first responder), which is not specified here.
Option E: Correct. With auto-claim disabled, an HR Specialist Sales representative must manually claim the transaction from the worklist to proceed with approval.
The correct answers areBandE, as detailed in "Using Global Human Resources" under Approval Configuration.
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.
There are two legal employers identified for your current application implementation. The legal employers have inherited the worker number-generation method set at the enterprise level. However, there is a need to override the worker number-generation method at the legal employer level. Which two options are correct?
The employment model selected should be one-tier.
Manual worker-number generation for a legal employer can be selected at any time.
There are no conditions. The worker generation method can be changed to automatic at any time.
The employment model selected should be three-tier.
No Employee or Contingent Worker work relationships should exist for that legal employer.
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.
The Promote transaction was configured by using Page Composer to require the location field. Another change was made to the transaction by using Transaction Design Studio, which indicated that the location field must be hidden when a manager uses the Promote transaction. How does the system determine how the user interface will render?
When a user tries to use the Promote transaction, the page will error when loading.
If modifications were made in both tools and the changes conflict, the result will be inconsistentbehavior.
Transaction Design Studio configurations always override Page Composer configurations.
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.
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.
You are setting up Core HR for a customer. During the work structure setup, you need to capture information such as work timings, standard working hours, organization manager and cost center.
Which type of organization allows you to maintain all these fields?
Legal Entity
Business Unit
Department
In Oracle Global Human Resources Cloud, work structures include organizations like Legal Entities, Business Units, and Departments, each serving distinct purposes. The question asks which organization type allows capturing work timings, standard working hours, organization manager, and cost center during Core HR setup.
Option A: Legal EntityThis option is incorrect. A Legal Entity represents a legal employer or registered organization for compliance and reporting (e.g., tax, payroll). While it captures attributes like name, address, and jurisdiction, it does not maintain fields for work timings, standard working hours, organization manager, or cost center directly. Legal Entities are higher-level structures focused on regulatory requirements, not operational details like schedules or managers, making this option unsuitable.
Option B: Business UnitThis option is incorrect. A Business Unit organizes business functions for transaction processing (e.g., payroll, requisition approvals) and defines scope for data access. It captures attributes like default working hours for payroll purposes, but it does not directly maintain work timings, organization manager, or cost center as part of its setup. Business Units are broader constructs and lack the granularity to manage department-specific operational details, ruling out this option.
Option C: DepartmentThis is the correct answer. A Department in Oracle HCM Cloud is an organization type used to represent operational units (e.g., Sales, IT). During setup via the Manage Organization task, Departments allow capturing:
Work timings: Configured via work schedules or shift details associated with the department.
Standard working hours: Defined to specify default hours for employees in the department (e.g., 40 hours/week).
Organization manager: Assigned to designate the department’s manager or supervisor.
Cost center: Linked to track financial accountability for department activities. Oracle documentation confirms that Departments support these fields to manage workforce operations, making them the ideal organization type for this requirement.
Why this answer?Departments are designed to handle operational and workforce-related details, unlike Legal Entities (compliance-focused) or Business Units (transaction-focused). The ability to configure work timings, standard hours, managers, and cost centers aligns with the Department’s role in Core HR setup, making C the correct choice.
References
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Manage Organizations: “Departments can include details like work schedules, standard hours, managers, and cost centers.”
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Department Setup: “Configure operational attributes such as work timings, hours, and cost centers for departments.”
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Workforce Structures: “Enhanced department configurations for operational management.”
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").
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.