Oracle 1Z0-1046-25 Online Practice Questions and Exam Preparation

Oracle 1Z0-1046-25 Online Questions & Answers

• Question 141:

  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.

  A. You cannot add new lookup codes and meanings to the existing lookup types.
  B. Oracle applications contain certain predefined system lookups that are locked for editing.
  C. You can access the task for profile options from the Setup and Maintenance menu.
  D. You can create new lookup types but cannot modify the existing ones.
  E. The system administrator must enable the lookup before it is modified in the work area.
  B. Oracle applications contain certain predefined system lookups that are locked for editing.

  ---

  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.

  References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 5: Lookups and Value Sets.

• Question 142:

  A manager discovers that a worker has no work schedule assigned when trying to check their availability by using the View Calendar task of the My Team work area. Without a work schedule, which three can be used to determine the availability of a worker?

  A. Calendar Events
  B. Absences
  C. Time Sheet
  D. Contract Data E. Standard Working Hours
  A. Calendar Events
  B. Absences

  ---

  The scenario describes a manager using the View Calendar task in the My Team work area to check a worker's availability, but the worker has no work schedule assigned. The question asks which three options can be used to determine the worker's availability in this case. Without a work schedule, Oracle HCM Cloud relies on other data sources to infer availability, such as events, absences, and default hours. Option A: Calendar EventsThis is a correct answer. Calendar Events in Oracle HCM Cloud

  represent specific activities or commitments, such as meetings, training sessions, or other scheduled events, that impact an employee's availability. In the View Calendar task, the manager can see these events on the worker's calendar, indicating times when the worker is unavailable due to booked activities. For example, a training session from 10 AM-12 PM would show the worker as unavailable during those hours. Oracle documentation confirms that calendar events are visible in the Redwood calendar

  view, making this a valid source.

  Option B: AbsencesThis is a correct answer. Absences recorded in Oracle Absence Management (e.g., vacation, sick leave) directly affect a worker's availability. In the View Calendar task, absences appear as blocked time periods, indicating when the worker is not available to perform work. For instance, a worker on leave from April 16-18, 2025, would show as unavailable on those dates. Oracle's Redwood calendar integrates absence data, making this a key source for determining availability without a

  work schedule.

  Option C: Time SheetThis option is incorrect. Time Sheet data, managed in Oracle Time and Labor, records hours worked or submitted by an employee, typically after the fact. While time sheets can confirm past work hours, they do not proactively indicate future availability in the View Calendar task. Oracle documentation does not list time sheets as a source for real-time availability, especially in the absence of a work schedule, making this option unsuitable. Option D: Contract DataThis option is incorrect.

  Contract Data includes details like contract type, duration, or terms (e.g., fixed-term or permanent), typically stored in the employment record. While contract data may define work hours in some models (e.g., Single Assignment with Contract), it does not directly populate the View Calendar task with availability information. Oracle does not use contract data to display availability in this context, ruling out this option. Option E: Standard Working HoursThis is a correct answer. Standard Working Hours, defined at

  the enterprise level (via Enterprise HCM Information) or inherited from a higher-level configuration, provide a default work schedule (e.g., 9 AM-5 PM, Monday-Friday) when no specific work schedule is assigned. In the View Calendar task, if no work schedule exists, the system assumes the worker is available during standard working hours, adjusted for absences or calendar events. Oracle documentation confirms that standard working hours serve as a fallback for availability calculations.

  Why these three?Without a work schedule, the View Calendar task relies on Calendar Events and Absences to show specific times when the worker is unavailable, and Standard Working Hours to define the baseline periods when the worker is assumed available. These sources provide a comprehensive view of availability, aligning with Oracle's Redwood calendar functionality in the My Team work area.

  References:

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

  Section: View Calendar Task: "Managers can view team availability, including absences, calendar events, and working hours, in the My Team work area."

  Section: Standard Working Hours: "Used as a default when no work schedule is assigned."

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

  Section: Redwood Calendar Enhancements: "Improved visibility of absences and calendar events in the View Calendar task."

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

  Section: Absence Management Integration: "Absences are reflected in calendar views for availability tracking."

• Question 143:

  During configuration, an HR Administrator notices that a department created yesterday does not appear as a selectable value when creating a new position today. What is the likely cause?

  A. The department is not associated with a business unit.
  B. The department is missing a location.
  C. The department effective start date is after the current date.
  D. The administrator must refresh the Department Tree.
  C. The department effective start date is after the current date.

  ---

  Departments must be effective on or before the transaction effective date to appear in LOVs.

  If the start date is future-dated, it will not be available for position creation.

  Business unit association or location are not prerequisites for visibility.

  Refreshing department trees affects hierarchy-not LOV availability.

  Oracle Global Human Resources Cloud: Managing Departments.

• Question 144:

  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?

  A. Standard working hours, Primary work schedule, Employment work week, then Published schedules
  B. Employment work week, Published schedules, Primary work schedule, then Standard working hours
  C. Published schedules, Employment work week, Primary work schedule, then Standard working hours
  D. Primary work schedule, Employment work week, Published schedules, then Standard working hours
  C. Published schedules, Employment work week, Primary work schedule, then Standard working hours

  ---

  Comprehensive and DetailedFrom 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.

  References:

  Oracle Help Center, Using Global Human Resources, Chapter: Managing Workforce Records, Topic: Work Schedules (https://docs.oracle.com/en/cloud/saas/human-resources/25b/global-human-resources/using-global-human-resources/index.html)

  Oracle HCM Cloud Documentation, Implementing Global Human Resources, Chapter: Workforce Structures (https://docs.oracle.com/en/cloud/saas/human-resources/25b/global-human-resources/implementing-global-human-resources/index.html)

• Question 145:

  Which three options are true regarding Grade Ladders?

  A. Grade Ladders are used to group grades or grades with steps.
  B. A Grade Ladder cannot be created with a combination of both grades and grades with steps.
  C. A Grade Ladder can be created with a combination of both grades and grades with steps.
  D. Two types of Grade Ladders are available.
  A. Grade Ladders are used to group grades or grades with steps.
  C. A Grade Ladder can be created with a combination of both grades and grades with steps.
  D. 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.

  References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 10:Grade Structures.

• Question 146:

  Which two options are not methods by which a line manager can promote his subordinate "John" in the application? (Choose two.)

  A. The line manager can select My Portrait and click Promote under the Actions menu.
  B. The line manager can enter Promote John in the Person Gallery Keyword Search, which launches the promotion process automatically.
  C. The line manager can promote John from Organization Chart Actions under Personal and Employment.
  D. The line manager can access John's portrait and click Promote under the Actions menu.
  A. The line manager can select My Portrait and click Promote under the Actions menu.
  B. The line manager can enter Promote John in the Person Gallery Keyword Search, which launches the promotion process automatically.

  ---

  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.

  References:

  "Oracle Human Resources Cloud: Using Global Human Resources" - Promotion process navigation.

  "Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Manager self-service actions.

• Question 147:

  Which is a new feature available on the Redwood Cancel Work Relationship page?

  A. Ability to track employee attendance and absences
  B. Capability to record additional information during work relationship cancellation
  C. Option to generate automated performance reports
  B. Capability to record additional information during work relationship cancellation

  ---

  The Redwood Cancel Work Relationship page in Oracle Global Human Resources Cloud introduces enhancements designed to improve user experience and streamline the process of terminating work relationships. According to Oracle's 24C and subsequent release notes, one of the key new features is the ability to record additional information during the cancellation of a work relationship. This includes selecting actions and action reasons for the cancellation and utilizing the action occurrence extensible

  flexfield (EFF) to store extra details in an "Additional Info" section, which is displayed only when configured for the action occurrence EFF. This feature enhances flexibility and allows organizations to capture enterprise-specific data during the termination process. Option A: Ability to track employee attendance and absencesTracking employee attendance and absences is not a feature associated with the Redwood Cancel Work Relationship page. Attendance and absence management are handled through

  separate modules, such as Oracle Absence Management or Time and Labor, and are not integrated into the work relationship cancellation process. Oracle documentation does not mention attendance or absence tracking as part of this page's functionality, making this option incorrect. Option B: Capability to record additional information during work relationship cancellationThis is the correct answer. Oracle's 24C release notes specify that the Redwood Cancel Work Relationship page allows users to

  configure multiple actions for the cancellation process and includes an action occurrence EFF in the Additional Info section. This enables the storage of extra information, such as specific reasons or contextual details, during the cancellation. The feature is supported by configuration in the Business Rules to show the Additional Info section and is available only on the Redwood page, not the responsive version, enhancing the user experience with greater customization. Option C: Option to generate

  automated performance reportsGenerating automated performance reports is not a feature of the Redwood Cancel Work Relationship page. Performance reports are typically managed through Oracle Performance Management or Talent Management modules, and no Oracle documentation indicates that the Cancel Work Relationship page includes this capability. This option is unrelated to the termination process and is therefore incorrect.

  References:

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

  Section:

  Redwood Experience for Cancel Work Relationship Page: "Ability to record extra info while canceling a work relationship - You can now select the action and action reason for canceling the work relationship. You can now configure multiple actions as a part of the Cancel Work Relationship action type. Additionally, the action occurrence extensible flexfield (EFF) is added in the Additional info section so that you can store extra information while canceling a work relationship." Section:

  Cancel Work Relationships: "Describes the process to cancel work relationships, including configuration of actions and reasons."

  Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle. com, Published: 2024-07-02 Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs. oracle.com, Published: 2023-12-12

  Section: Extensible Flexfields: "Explains how EFFs can be configured to capture additional attributes for actions like work relationship cancellation

• Question 148:

  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?

  A. Create a new action > Associate it with an existing action type > Create a new action reason and use it during termination.
  B. Create a new action reason and associate it with the available action type. Use it during termination.
  C. Create a new action type > Create a new action > Create a new action reason and use it during termination.
  D. Create a new action type > Create a new action reason and use it during termination.
  E. Create a new action > Create a new reason and use it during termination.
  A. Create a new action > Associate it with an existing action type > Create a new action 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.

  References: Oracle Docs - "Implementing Global Human Resources" (docs.oracle.com, published 2023-12-12), Actions Framework section.

• Question 149:

  When creating a Legal Entity, to allow for configuration of Work Day and Employment Model information on the Manage Legal Entity HCM Information task, which check box must be selected for configurable data to appear?

  A. Payroll Statutory Unit
  B. Legal Entity Identifier
  C. EIN or TIN
  D. Legal Employer
  D. Legal Employer

  ---

  When creating a Legal Entity in Oracle HCM Cloud, selecting theLegal Employercheck box designates the entity as an employer, unlocking additional configuration options in the Manage Legal Entity HCM Information task, such as Work Day Information and Employment Model.

  A(Payroll Statutory Unit) enables payroll-related settings but not necessarily Work Day or Employment Model.

  Oracle HCM Cloud: Implementing Global Human Resources, "Legal Entity Configuration".

• Question 150:

  Which three statements are true about HCM Cloud trees?

  A. You can create multiple versions of each tree.
  B. You can create multiple trees for the geography tree type.
  C. Oracle Fusion trees are graphical representations of hierarchical data, such as the structure of the organization.
  D. With the exception of geography trees, you can create multiple trees for each HCM tree type.
  A. You can create multiple versions of each tree.
  C. Oracle Fusion trees are graphical representations of hierarchical data, such as the structure of the organization.
  D. With the exception of geography trees, you can create multiple trees for each HCM tree type.

  ---

  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. Reference:Oracle HCM Cloud: Implementing Global Human Resources, "Managing Trees".