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

Oracle 1Z0-1046-25 Online Questions & Answers

• Question 81:

  Which statement is true regarding Payroll Statutory Units (PSUs)?

  A. A legal employer must have only one PSU.
  B. A PSU can support multiple legislative data groups.
  C. A PSU is used to group legal employers for payroll reporting.
  D. PSUs cannot be shared across business units.
  C. A PSU is used to group legal employers for payroll reporting.

  ---

  Payroll Statutory Units consolidate legal employers for statutory payroll reporting.

  A single PSU belongs to a single LDG, not multiple.

  Multiple PSUs may exist in one enterprise.

  Implementing Global Human Resources - Payroll Statutory Units.

• Question 82:

  A candidate applied for an employment opportunity with a legal employer in the past. The candidate reapplies after some time for an opportunity with a different legal employer in the same enterprise. While applying the second time, the candidate provides a new national identification value. Which option does the application use to check if a matching record already exists in the system?

  A. The application searches for the availability of date of birth and middle name to identify the matching record.
  B. The application cannot identify the matching record, and there will be two person records available for further processing.
  C. Because the national identifier has changed, the system cannot identify the matching record.
  D. The application identifies a match if the first name, the first character of the last name, and date of birth are the same; or if the last name, the first character of the first name, and date of birth are the same.
  D. The application identifies a match if the first name, the first character of the last name, and date of birth are the same; or if the last name, the first character of the first name, and date of birth are the same.

  ---

  Oracle Global Human Resources Cloud uses a matching algorithm to identify duplicate person records during hiring or reapplication, even across legal employers within the same enterprise. This is critical to avoid duplicate records when national identifiers change.

  Option A: Date of birth and middle name alone are not the standard criteria; the algorithm uses a broader combination for accuracy.

  Option B: Incorrect. The system attempts to match records before creating duplicates, using predefined rules.

  Option C: Incorrect. A changed national identifier does not prevent matching; the system relies on other attributes, not solely the identifier.

  Option D: Correct. Oracle's person matching rules (configurable via "Manage Person Duplicate Identification") use combinations like:

  First name, first character of last name, and date of birth; or Last name, first character of first name, and date of birth.These rules identify matches despite a new national identifier, ensuring the candidate is linked to their prior record if other key attributes align.

  The correct answer isD, as detailed in "Implementing Global Human Resources" on person record matching.

  References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 8: Person Records.

• Question 83:

  In an organization, a line manager is going on a long vacation and wants all his approvalnotifications to flow to his supervisor for approval in his absence. How can he accomplish this task?

  A. A Vacation rule can be set under the Preferences section of worklist notification's Human Capital Management server.
  B. A system administrator always has to reassign the approval notification to the supervisor in the line manager's absence.
  C. The application automatically delegates the approval to his supervisor based on the leave applied for by the line manager.
  D. He has to configure new approval routing policies.
  A. A Vacation rule can be set under the Preferences section of worklist notification's Human Capital Management server.

  ---

  Oracle HCM Cloud's BPM Worklist allows users to setVacation Rules(also called delegation rules) under the Preferences section of their worklist notifications. The line manager can configure a rule to reroute all approval tasks to his supervisor during a specified period (e.g., vacation dates). This is user-driven, requires no administrator intervention, and doesn't alter underlying approval policies. Option B (admin reassignment) is manual and unnecessary. Option C (automatic delegation) isn't triggered by leave requests-it requires explicit setup. Option D (new policies) is overkill for a temporary absence. Option A correctly identifies the Vacation Rule as the solution, per Oracle's workflow features.

  References: Oracle Docs - "Using Global Human Resources" (docs.oracle.com, published 2023-10-03), Worklist Preferences section.

• Question 84:

  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?

  A. The Person Management page search does not support Job attribute keywords.
  B. The Update Person Search Keyword process has failed on 01-Mar-2023 but ran successfully the previous day.
  C. The Update Person Search Keyword process has associated the effective dates with the job attributes in the keyword record resulting in search discrepancies.
  D. The Update Person Search Keyword process has failed on 31-Jan-2023 but ran successfully the next day.
  E. The Person Management page search does not support date-effective keywords.
  F. The Update Person Search Keyword process has updated the latest effective-dated job attribute in the keyword record.
  F. The Update Person Search Keyword process has updated the latest effective-dated job attribute in the keyword record.

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  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.

  References: Oracle Docs - "Using Global Human Resources" (docs.oracle.com, published 2023-10-03), Search Configuration section.

• Question 85:

  Which two statements are true about Action and Action Reasons? (Choose two.)

  A. Terminations predictive analytics uses Actions and Reasons data to identify whether a termination is voluntary or involuntary.
  B. The history of effective date changes can be tracked well by using the Actions framework.
  C. It is mandatory to associate Actions with Action Reasons.
  D. There is always a one-to-one relationship between Action Type and Action.
  A. Terminations predictive analytics uses Actions and Reasons data to identify whether a termination is voluntary or involuntary.
  B. The history of effective date changes can be tracked well by using the Actions framework.

  ---

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

  Option A ("Terminations predictive analytics uses Actions and Reasons data to identify whether a termination is voluntary or involuntary"): True. Oracle Workforce Predictions leverages Actions (e.g., Termination) and Action Reasons (e.g., Resignation vs. Layoff) to classify terminations, as detailed in the "Using Workforce Predictions" guide. Option B ("The history of effective date changes can be tracked well by using the Actions framework"): True. The Actions framework logs changes (e.g., promotions,

  transfers) with effective dates, providing a clear audit trail, per the "Implementing Global Human Resources" guide.

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

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

  References:

  "Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Actions and Action Reasons setup.

  "Oracle Human Resources Cloud: Using Workforce Predictions" - Predictive analytics data sources.

• Question 86:

  While promoting an employee in the system, it is required that the HR specialist be able to see the name of the next three jobs the employee can progress to in the list of values against the Job field. Which setup meets this requirement?

  A. Descriptive flexfields must be defined to hold Progression Job Information.
  B. Create an appropriate job set.
  C. Benchmark all the jobs in the system.
  D. Job Evaluation criteria must be set up during job creation.
  E. Progression Job Information must be defined during job creation.
  E. Progression Job Information must be defined during job creation.

  ---

  In Oracle HCM Cloud, job progression information can be configured to assist HR specialists during processes like promotions by displaying potential next jobs in the Job field's list of values (LOV). The requirement here is to show the next three jobs an employee can progress to, which relates to the job setup. Option E ("Progression Job Information must be defined during job creation") is correct. Oracle allows you to define job progression details when creating or editing a job in the system. This is done via

  the "Progression Job Information" section in the job definition, where you can specify a job family or progression path, including the next jobs in the sequence. When an HR specialist promotes an employee and searches the Job field, the system can display these related jobs in the LOV based on this setup.

  The "Implementing Global Human Resources" guide explains how job progression paths can be configured to support career planning and promotion processes.

  Option A ("Descriptive flexfields must be defined to hold Progression Job Information") is incorrect because descriptive flexfields (DFFs) are used for custom attributes, not for defining job progression paths natively in the Job field LOV.

  Option B ("Create an appropriate job set") is incorrect. Job sets are used to group jobs for reporting or processing, not to define progression paths visible in the Job field.

  Option C ("Benchmark all the jobs in the system") relates to compensation benchmarking and does not influence job progression visibility in the LOV.

  Option D ("Job Evaluation criteria must be set up during job creation") is about evaluating job worth (e.g., for compensation), not progression paths.

  References:

  "Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Section on Managing Jobs, job progression setup.

  "Oracle Human Resources Cloud: Using Workforce Structures" - Details on job configuration.

• Question 87:

  Your organization needs to download a large number of document record and their attachments for specific document type (degree or certificate). If you want to limit the mass download to only this document type, how would you configure it in HCM Cloud: Global Human Resources?

  A. On the Document Type setup page, select the "permitted for mass download" field on the document type of Degree or Certificate.
  B. Configure the "HCM Flow and Document Type Mapping" section on the HCM Data Loader Template setup page by adding a row for permitted document type, and select Degree or Certificate.
  C. Configure the "HCM Flow and Document Type Mapping" section on the Enterprise HCM Information setup page by adding a row for permitted document type, and select Degree or Certificate.
  A. On the Document Type setup page, select the "permitted for mass download" field on the document type of Degree or Certificate.

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  The organization needs to download a large number of document records and their attachments for specific document types (Degree or Certificate) and limit the mass download to only these types. The question asks how to configure this in Oracle HCM Cloud.

  Option A: On the Document Type setup page, select the "permitted for mass download" field on the document type of Degree or Certificate.This is the correct answer. Oracle HCM Cloud allows mass download of document records and attachments via the Document Records page or related processes. To restrict downloads to specific document types, the Manage Document Types task includes a Permitted for Mass Download field (introduced in recent releases, e.g., 24C). By enabling this field for the

  Degree and Certificate document types, you ensure that only records of these types are included in mass download operations, meeting the requirement to limit the scope. Option B: Configure the "HCM Flow and Document Type Mapping" section on the HCM Data Loader Template setup page by adding a row for permitted document type, and select Degree or Certificate.This option is incorrect. The HCM Data Loader (HDL) is used for importing and exporting data, including document records, but it does not

  have an HCM Flow and Document Type Mapping section specifically for configuring mass downloads. While HDL supports document record imports, the configuration for mass download restrictions is managed at the document type level, not through HDL templates, making this option invalid. Option C: Configure the "HCM Flow and Document Type Mapping" section on the Enterprise HCM Information setup page by adding a row for permitted document type, and select Degree or Certificate.This option is

  incorrect. The Enterprise HCM Information task configures enterprise-level settings (e.g., working hours, person number generation), but it does not include an HCM Flow and Document Type Mapping section or any settings for document type download restrictions. Mass download permissions are controlled via document type setup, not enterprise settings, ruling out this option. Why this answer?The Permitted for Mass Download field on the Document Type setup page directly controls which document types

  can be included in mass download operations, ensuring that only Degree and Certificate records are downloaded. This aligns with Oracle's configuration model for document management, making A the correct choice.

  References:

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

  Section: Manage Document Types: "Configure the Permitted for Mass Download field to restrict which document types can be downloaded in bulk."

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

  Section: Document Records Enhancements: "Added Permitted for Mass Download option to limit bulk downloads to specific document types."

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

  Section: Document Management: "Details on configuring document types for mass operations."

• Question 88:

  Which option represents the basis on which approval routing policies can be defined?

  A. Employee Supervisor Hierarchy, Position Hierarchy, Grades, Approval Groups, Organization Hierarchy
  B. Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups
  C. Employee Supervisor Hierarchy, Position Hierarchy, Job Levels
  D. Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups, Organization Hierarchy
  B. Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups

  ---

  In Oracle Global Human Resources Cloud, approval routing policies determine how transactions (e.g.,promotions, transfers) are routed for approval. These policies are configured using the "Manage Approval Transactions" task and rely on specific hierarchies and groups.

  Option B ("Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups") is correct.

  Oracle HCM Cloud supports the following bases for defining approval rules:

  Employee Supervisor Hierarchy: Routes approvals through the employee's reporting structure.

  Position Hierarchy: Uses the position hierarchy if positions are implemented.

  Job Levels: Routes based on job level differences (e.g., requiring higher-level approval for significant changes).

  Approval Groups: Predefined groups of approvers for specific transactions.

  The "Implementing Global Human Resources" guide confirms these as the standard components.Grades and Organization Hierarchy (e.g., Department or Division) are not directly used in approval routing policies, making other options incorrect.

  Option A includes "Grades" and "Organization Hierarchy," which are not standard bases.

  Option C omits "Approval Groups," which is a key component.

  Option D adds "Organization Hierarchy," which is not supported for approval routing.

  References:

  "Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Chapter on Approvals,section on configuring approval policies.

  "Oracle Human Resources Cloud: Using Approvals" - Approval routing options.

• Question 89:

  When working on the Manage Geographies page, in what order do you need to access the areas that are available if you are manually configuring your geographies?

  A. Validation Defined, Hierarchy Defined, Structure Defined
  B. Hierarchy Defined, Structure Defined, Validation Defined
  C. Validation Defined, Address Cleansing Defined, Hierarchy Defined, Structure Defined
  D. Structure Defined, Hierarchy Defined, Validation Defined
  D. Structure Defined, Hierarchy Defined, Validation Defined

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  When manually configuring geographies in Oracle HCM Cloud using the Manage Geographies page, the correct sequence is critical to ensure the geography framework is set up properly. The process begins with defining theStructureof the geography (e.g., country, state, city levels), followed by defining theHierarchy (how these levels relate to one another), and finally setting upValidation(rules to ensure data integrity and usability). This sequence ensures that the foundational structure is in place before

  relationships are established and validated. According to the Oracle HCM Cloud documentation, specifically the "Implementing Global Human Resources" guide, the recommended order is:

  Structure Defined: Define the levels of geography (e.g., country, province, city).

  Hierarchy Defined: Establish parent-child relationships between geography levels.

  Oracle HCM Cloud: Implementing Global Human Resources, Chapter on "Geographies Setup".

• Question 90:

  As an implementation consultant, you are in the process of setting up geographies in the application. Which three statements are true about defining geographies?

  A. You can only modify all levels of the geography structure before you load geography hierarchy.
  B. You must map geography to reporting establishments for reporting purposes.
  C. You must identify the top-level of geography as Country and define a geography type.
  D. You must set geography validation for the specific address style for a country.
  A. You can only modify all levels of the geography structure before you load geography hierarchy.
  C. You must identify the top-level of geography as Country and define a geography type.
  D. 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.

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