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

Oracle 1Z0-1046-25 Online Questions & Answers

• Question 61:

  Your customer wants to leverage the Tree Manager functionality to meet their Security and Reporting requirements. You discuss the delivered hierarchies to help them choose the correct tree structure. Which option represents seeded tree structures?

  A. Organization, job, division, geographies
  B. Organization, position, division, establishment
  C. Organization, position, department, geographies
  D. Organization, job, department, geographies
  E. Organization, position, division, geographies
  C. Organization, position, department, geographies

  ---

  Comprehensive and DetailedFrom Exact Extract:

  In Oracle Global Human Resources Cloud, the Tree Manager functionality is used to define and manage hierarchical structures that support security, reporting, and organizational requirements. Seeded tree structures are predefined hierarchies provided by Oracle to help organizations model their workforce structures efficiently. These seeded structures are designed to align with common organizational components and are available out-of-the-box for configuration.

  According to the official Oracle HCM Cloud documentation, the seeded tree structures in Oracle Global Human Resources Cloud are:

  Organization: Represents the organizational hierarchy, such as business units, legal entities, or departments.

  Position: Defines the position hierarchy, which outlines reporting relationships based on job roles or positions within the organization.

  Department: Represents the departmental hierarchy, which organizes employees into functional or operational units.

  Geographies: Defines geographic hierarchies, such as country, region, or city, used for location-based reporting and compliance.

  The exact extract from the Oracle documentation states:

  "You can define trees to create hierarchical structures to reflect your organization for reporting and security purposes. Examples of predefined tree structures include organization, position, department, and geographies. Use trees to create a hierarchical representation of the structure that is used for approvals, reporting, and security." This confirms that the seeded tree structures are organization, position, department, and geographies, making option C the correct answer.

  Why the other options are incorrect:

  Option A (Organization, job, division, geographies): This is incorrect because job is not a seeded tree structure. Jobs represent roles or functions but are not used to define hierarchies in Tree Manager. Additionally, division is not a predefined tree structure in Oracle HCM Cloud. Option B (Organization, position, division, establishment): This is incorrect because division and establishment are not seeded tree structures. While organizations may use custom hierarchies for divisions or establishments, they are

  not part of the predefined seeded structures.

  Option D (Organization, job, department, geographies): This is incorrect because job is not a seeded tree structure, as explained in option A.

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

  References:

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

• Question 62:

  What values on the Enterprise HCM Information task can you override on the Manage Legal Employer Information task?

  A. Work day information, initial person number, employment model, position synchronization configuration, worker number generation
  B. Work day information, person number generation method, employment model, position synchronization configuration, worker number generation
  C. Work day information, user account generation, employment model, position synchronization configuration, worker number generation
  D. Work day information, employment model, position synchronization configuration, worker number generation
  B. Work day information, person number generation method, employment model, position synchronization configuration, worker number generation

  ---

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

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

  Option B: Correct. You can override:

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

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

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

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

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

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

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

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

  References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 2:Enterprise Structures.

• Question 63:

  As an employee of an organization, you can access your Public Information/Spotlight page within the Directory. What updates are employees allowed to directly make on their own My Public Info page that all users with access to view their Public Spotlight can see?

  A. About me, contact information, profile photo, public message, favorites, and background photo
  B. About me, area of expertise, area of interest, contact information, profile photo, public message, and peer information
  C. Area of expertise, area of interest, contact information, profile photo, public message, and HR representative information
  D. Home address, area of interest, contact information, profile photo, public message, and background photo
  C. Area of expertise, area of interest, contact information, profile photo, public message, and HR representative information

  ---

  In Oracle Global Human Resources Cloud, the Public Information/Spotlight page within the Directory allows employees to share information visible to others with appropriate access. The "Using Global Human Resources" guide under "Directory" specifies that employees can directly update: Area of Expertise (skills or specialties), Area of Interest (professional interests), Contact Information (e.g., work phone, email), Profile Photo, Public Message (a personal note), and HR Representative Information (contact

  details of their HR rep). Option C lists these accurately. Option A includes "about me" and "favorites," which are not standard editable fields here. Option B adds "peer information," which isn't employee-editable. Option D includes "home address," which is private and not part of the public profile. Thus, Option C is correct.

  Oracle Global Human Resources Cloud - Using Global Human Resources, "Managing Public Information in Directory" section.

• Question 64:

  Which three options define Enterprise Structures Configurator (ESC)?

  A. The tool creates a structure of divisions, legal entities, business units, and reference data sets.
  B. The tool creates a structure of divisions, legal entities, business units, and departments.
  C. The tool creates a structure of divisions that may then be manipulated by the administrator.
  D. After defining the enterprise structure and the job/position structures, the administrator can review them, make any necessary changes, and then load/rollback the final configuration.
  E. It is an interview-based tool that guides through the process of setting up a basic enterprise structure.
  A. The tool creates a structure of divisions, legal entities, business units, and reference data sets.
  D. After defining the enterprise structure and the job/position structures, the administrator can review them, make any necessary changes, and then load/rollback the final configuration.
  E. It is an interview-based tool that guides through the process of setting up a basic enterprise structure.

  ---

  The Enterprise Structures Configurator (ESC) in Oracle HCM Cloud is a wizard-based tool for defining enterprise structures:

  A: True-ESC creates divisions, legal entities, business units, and reference data sets (e.g., job codes, locations), forming the enterprise framework.

  B: False-Departments are operational units, not a primary ESC output (they're managed post-setup).

  C: False-ESC doesn't focus solely on divisions; it builds a broader structure.

  D: True-After ESC defines structures (including jobs/positions), administrators can review, adjust, and load or rollback configurations via FSM.

  E: True-ESC uses an interview-based approach to guide users through setup.

  Options A, D, and E align with ESC's purpose and functionality per Oracle's documentation.

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

• Question 65:

  A user has reported that one of his or her saved transactions was not available anymore from the transaction page. What could be the reason for this behavior?

  A. The saved transaction was withdrawn by HR
  B. An identical transaction that was initiated for the person by another user was applied to the database
  C. The saved transaction was rejected by the approval authority
  D. The saved transaction was future dated. The application displays only those transactions where the transaction date is less than or equal to system date
  B. An identical transaction that was initiated for the person by another user was applied to the database

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  In Oracle Global Human Resources Cloud, saved transactions can disappear from view if overridden, as per the "Using Global Human Resources" guide. When an identical transaction (e.g., same person and action) is initiated by another user and applied to the database, it supersedes the saved one, removing it from the user's view (Option B). Option A (withdrawn by HR) isn't a standard process for saved transactions. Option C (rejected) would leave it visible with a status.Option D (future dated) affects

  visibility but not removal. Thus, Option B is correct.

  Oracle Global Human Resources Cloud - Using Global Human Resources, "Managing Saved Transactions" section.

• Question 66:

  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?

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

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  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.

  References: Oracle Global Human Resources Cloud - Using Global Human Resources, Chapter 5: Work Schedules and Availability.

• Question 67:

  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?

  A. The transaction goes into error because it was not auto-claimed.
  B. The transaction goes for approval to all the workers who inherit the HR Specialist Sales role.
  C. The transaction will be auto-claimed and assigned randomly to anyone who has the HR Specialist Sales role.
  D. If one of the HR Specialist Sales representatives rejects the transaction, others can still approve it.
  E. One of the HR Specialist Sales representatives should "Claim" the transaction for it to be assigned for approval.
  B. The transaction goes for approval to all the workers who inherit the HR Specialist Sales role.
  E. One of the HR Specialist Sales representatives should "Claim" the transaction for it to be assigned for approval.

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  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.

  References: Oracle Global Human Resources Cloud - Using Global Human Resources, Chapter 3: Approvals and Notifications.

• Question 68:

  A customer wants to prevent employees from editing their Home Address after initial entry, but HR should retain full access. What should an implementer use?

  A. Page Composer
  B. HCM Data Loader
  C. Transaction Design Studio
  D. Personalization at site level
  C. Transaction Design Studio

  ---

  TDS provides granular control per role and per section of Personal Information, enabling field-level read-only access for employees while allowing HR Specialists to edit.

  Page Composer cannot manage HCM transaction rules by role.

  Configuring Personal Information Flows with TDS.

• Question 69:

  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?

  A. The employment model selected should be one-tier.
  B. Manual worker-number generation for a legal employer can be selected at any time.
  C. There are no conditions. The worker generation method can be changed to automatic at any time.
  D. The employment model selected should be three-tier.
  E. No Employee or Contingent Worker work relationships should exist for that legal employer.
  B. Manual worker-number generation for a legal employer can be selected at any time.
  C. There are no conditions. The worker generation method can be changed to automatic at any time.

  ---

  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.

  References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 2: Enterprise Structures.

• Question 70:

  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?

  A. Create a shift, create a work pattern, create a work schedule, assign the schedule through work schedule assignment
  B. Create a shift, create a work pattern, create a work schedule, assign the shift through the manage employment task
  C. Create a work pattern, create a shift, create a work schedule, assign the schedule through workschedule assignment
  D. Create a shift, create a work pattern, assign the work pattern through work schedule assignment
  A. Create a shift, create a work pattern, create a work schedule, assign the schedule through work schedule assignment

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  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.

  Oracle Global Human Resources Cloud - Managing Workforce Schedules, "Creating and Assigning Work Schedules" section.