Exact2Pass
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.
As an HR specialist in your company, you are responsible for setting up a Performance Rating model. You navigate to the Manage Ratings model and select the seeded Performance Rating Model. Which Oracle HCM Cloud product exclusively uses the Review Points tab?
Talent Review
Performance Management
Compensation Management
Goal Management
Full Detailed in Depth Explanation:
The Performance Rating Model in Oracle HCM Cloud defines how performance is rated (e.g., scale, descriptions). The "Review Points" tab within "Manage Ratings Model" is specific to certain modules.
Option B ("Performance Management") is correct. The Review Points tab is used exclusively in Oracle Performance Management to assign points to ratings, which are then used in performance evaluations to calculate scores or rankings. This is detailed in the "Implementing Performance Management" guide, distinguishing it from other HCM products like Talent Review (focuses on calibration), Compensation Management (salary adjustments), or Goal Management (goal tracking), which do not utilize review points in this manner.
Identify three correct statements about Workforce Life Cycle. (Choose three.)
Line managers can create and manage work relationships, employment terms, and assignments for all workers.
HR specialists can create and manage work relationships, employment terms, and assignmentsfor the workers to whom they have security access.
HR specialists and line managers can create and manage work relationships, employment terms, and assignments for all the workers.
Line Managers can transfer their direct and indirect reports only.
The Add Person tasks include creating a new person's first work relationship with the enterprise.
Full Detailed in Depth Explanation:
The Workforce Life Cycle in Oracle HCM Cloud covers hiring, managing, and terminating workers, with roles like HR specialists and line managers having specific capabilities based on security.
Option B ("HR specialists can create and manage work relationships, employment terms, and assignments for the workers to whom they have security access"): True. HR specialists’ abilities are governed by data security profiles, limiting them to authorized workers, per the "Implementing Global Human Resources" guide.
Option D ("Line Managers can transfer their direct and indirect reports only"): True. Line managers can initiate transfers for their reporting structure (direct and indirect reports), constrained by their security access, as noted in the "Using Global Human Resources" guide.
Option E ("The Add Person tasks include creating a new person's first work relationship with the enterprise"): True. The "Add Person" task (e.g., Hire an Employee) establishes the initial work relationship, per standard functionality.
Option A ("Line managers can create and manage work relationships, employment terms, and assignments for all workers"): False. Line managers are limited to their reports, not all workers.
Option C ("HR specialists and line managers can create and manage work relationships, employment terms, and assignments for all the workers"): False. Both roles are restricted by security, not granted universal access.
Select three correct Workforce Structure definitions.
Facility
Geography
Division
Department
Country
Location
Full Detailed In-Depth Explanation:
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.
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. ALegal Entityrepresents 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 forwork timings,standard working hours,organization manager, orcost centerdirectly. 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. ABusiness Unitorganizes business functions for transaction processing (e.g., payroll, requisition approvals) and defines scope for data access. Itcaptures attributes like default working hours for payroll purposes, but it does not directly maintainwork timings,organization manager, orcost centeras 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. ADepartmentin Oracle HCM Cloud is an organization type used to represent operational units (e.g., Sales, IT). During setup via theManage Organizationtask, 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, makingCthe 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.”
Challenge 5
Manage Business Unit Set Assignment
Scenario
The new reference set needs to be mapped to the business unit that was created for departments, jobs, locations, and grades.
Task
Map your X Tech Business Unit Business Unit to the XTECH reference set for departments, jobs, locations, and grades.
See the solution in Explanation below.
To create a legal address for a legal entity in Oracle Global Human Resources Cloud, you need to use theManage Legal Addressestask within the Setup and Maintenance work area. The task involves entering the provided address details (900 Main St, Dearborn Heights, Wayne, Michigan 48127) and ensuring the address is validated and associated with the legal entity. Below is a step-by-step solution, including detailed explanations and references to Oracle documentation, to accomplish this task.
Step-by-Step Solution
Step 1: Log in to Oracle Fusion Applications
Action: Log in to Oracle Fusion Applications with a user account that has the necessary privileges, such as theHCM Application AdministratororSetup Userrole. These roles typically include permissions to access the Setup and Maintenance work area.
Explanation: The Setup and Maintenance work area is where configuration tasks, including managing legal addresses, are performed. Proper access ensures you can navigate to the required tasks without restrictions.
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 Salesrole
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
Full Detailed In-Depth Explanation:
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 mustmanually "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.
As a consultant in your company, you are required to set up names and details of schools, colleges, universities, and so on, so that users can select from this list when entering their qualifications such as degrees. Identify the correct setup task in Functional Setup Manager > Define Workforce Profiles.
Define Talent Profile Content > Manage Profile Content Items
Define Talent Profile Content > Manage Content Subscribers
Define Talent Profiles > Manage Profile Types
Define Talent Profile Content > Manage Educational Establishments
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, educational establishments (schools, universities) are maintained as part of the talent profile to support qualification tracking.
Option A: "Manage Profile Content Items" defines specific content (e.g., skills), not educational institutions.
Option B: "Manage Content Subscribers" controls access to content, not the list itself.
Option C: "Manage Profile Types" defines profile structures, not specific data likeinstitutions.
Option D: Correct. "Manage Educational Establishments" under Define Talent Profile Content allows setup of a selectable list of schools, colleges, and universities for qualifications.
The correct answer isD, per "Implementing Global Human Resources" on workforce profiles.
An employee accesses the application, adds a self-requestable role, and saves the transaction. However, the line manager does not receive any notification to either approve or reject it. Which option describes the cause of this issue?
The security profile associated with the data role assigned to the line manager prevents any notification flowing to him.
The line manager does not have the privilege to receive notifications.
The role provisioning user interface and objects are not workflow-enabled. They are not currently designed to send notifications for any provisioning type.
Approvals in Oracle Global Human Resources Cloud go to two levels by default. Approvals should be modified to go to the line manager.
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, self-requestable roles trigger approval workflows if configured, typically notifying the line manager. If no notification is received, the issue likely relates to security or workflow setup.
Option A ("The security profile associated with the data role assigned to the line manager prevents any notification flowing to him") is correct. Notifications depend on the line manager’s data role and security profile. If the profile lacks access to the employee’s data or the transaction type, notifications are blocked. This is a common issue addressed in the "Implementing Global Human Resources" guide under security troubleshooting.
Option B ("The line manager does not have the privilege to receive notifications") is vague and less specific than A; privileges are part of the security profile.
Option C ("The role provisioning user interface and objects are not workflow-enabled") is incorrect; self-requestable roles are workflow-enabled by default in Oracle.
Option D ("Approvals in Oracle Global Human Resources Cloud go to two levels by default") is incorrect; approval levels are configurable, not fixed at two, and this doesn’t explain the lack of notification.
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?
Payroll Statutory Unit
Legal Entity Identifier
EIN or TIN
Legal Employer
Full Detailed in Depth Explanation:
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.
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?
The saved transaction was withdrawn by HR
An identical transaction that was initiated for the person by another user was applied to the database
The saved transaction was rejected by the approval authority
The saved transaction was future dated. The application displays only those transactions where the transaction date is less than or equal to system date
Full Detailed In-Depth Explanation:
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.
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.
See the solution in Explanation below.
This task requires creating a legal address for a legal entity in Oracle Global Human Resources Cloud using theManage Legal Addressestask. The address provided is900 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 asApplication Implementation ConsultantorHCM 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 theWorkforce Structuresfunctional area and theManage Legal Addressestask. Roles likeApplication Implementation Consultantinclude the necessary privileges (e.g.,Manage Legal Addressduty role).
Verification: Oracle documentation specifies that setup tasks require specific security roles, and theManage Legal Addressestask is restricted to authorized users.
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.
Which three options define Enterprise Structures Configurator (ESC)? (Choose three.)
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
The tool creates a structure of divisions that may then be manipulated by the administrator
The tool creates a structure of divisions, legal entities, business units, and departments
The tool creates a structure of divisions, legal entities, business units, and reference data sets
It is an interview-based tool that guides through the process of setting up a basic enterprise structure
Full Detailed In-Depth Explanation:
The Enterprise Structures Configurator (ESC) in Oracle Global Human Resources Cloud is detailed in the "Implementing Global Human Resources" guide:
Option A: True. ESC allows review, modification, and load/rollback of the enterprise and job/position structures.
Option B: False. ESC doesn’t limit to divisions; it includes broader structures.
Option C: False. Departments are not a primary output; reference data sets are included instead.
Option D: True. ESC creates divisions, legal entities, business units, and reference data sets.
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, whichindicated 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.
Full Detailed In-Depth Explanation:
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.
When creating your THEN condition, which Approver Types enable you to configure the Automatic Approval Action type?
Representative, Management Hierarchy, Position Hierarchy
Users, Representative, Management Hierarchy, Job Level Based Line Manager Hierarchy, Position Hierarchy
Application Role, Users, Representative, Approval Groups
Management Hierarchy, Job Level Based Line Manager Hierarchy, Position Hierarchy
Approval Groups, Representative, Management Hierarchy, Position Hierarchy
Full Detailed In-Depth Explanation:
In Oracle HCM Cloud’s Transaction Console, approval rules are defined with "IF" and "THEN" conditions. The "THEN" condition specifies the action, such as "Automatic Approval," and the approver type determines who or what approves the transaction. The Automatic Approval Action type allows a transaction to be approved without human intervention based on predefined rules. According to Oracle documentation, the approver types that support configuring Automatic Approval include Approval Groups (static or dynamic groups of approvers), Representative (e.g., HR or Payroll Representative), Management Hierarchy (based on supervisor hierarchy), and Position Hierarchy (based on position structure). These types can be configured to automatically approve under specific conditions.
Option A omits Approval Groups, which is a valid type for automatic approval. Option B includes "Users" and "Job Level Based Line Manager Hierarchy," but "Users" (individual named users) and "Job Level" are not typically used for automatic approval—they are more suited for manual routing. Option C includes "Application Role," which is used for role-based access, not automatic approval in workflows. Option D misses Approval Groups and Representative, both critical for this feature. Option E correctly lists Approval Groups, Representative, Management Hierarchy, and Position Hierarchy, aligning with Oracle’s supported approver types for automatic approval.
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 ontothe 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.
Which option represents the basis on which approval routing policies can be defined?
Employee Supervisor Hierarchy, Position Hierarchy, Grades, Approval Groups, Organization Hierarchy
Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups
Employee Supervisor Hierarchy, Position Hierarchy, Job Levels
Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups, Organization Hierarchy
Full Detailed in Depth Explanation:
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.
Which new feature has been added to Redwood Document Records pages to enhance user experience?
Capability to preview attachments directly on the page
Option to export document records to a CSV file
A function to add custom fields to document records
The Redwood Document Records pages in Oracle Global Human Resources Cloud have been enhanced to improve usability and efficiency. A significant new feature introduced in the 24C release is the ability to preview attachments directly on the page without needing to download them to a local folder. This applies to both reference info attachments and document record attachments, allowing users to quickly view content, such as PDFs or images, by clicking a Preview icon in the Reference Info section of the New Document Record page. This feature reduces navigation steps and enhances the user experience by providing immediate access to attachment content.
Option A: Capability to preview attachments directly on the pageThis is the correct answer. Oracle’s 24C release notes explicitly state that users can now preview attachments on the Redwood Document Records pages, eliminating the need to download files. This feature is available for both reference info and document record attachments and is accessible via the Preview icon, streamlining document management tasks. Oracle documentation confirms this as a user experience enhancement unique to the Redwood interface.
Option B: Option to export document records to a CSV fileWhile Redwood Document Records pages allow downloading search results to an Excel spreadsheet, Oracle documentation does not specifically mention exporting document records to a CSV file as a new feature. The ability to download data to Excel is noted in the context of search results (e.g., on the Document Records landing page), but CSV export is not highlighted as a distinct enhancement in the 24C or 25A release notes. Since the question asks for a new feature, this option is less accurate compared to the preview capability.
Option C: A function to add custom fields to document recordsAdding custom fields to document records is not listed as a new feature for the Redwood Document Records pages in recent Oracle releases. While Oracle supports flexfields (e.g., descriptive or extensible flexfields) for customization, this is a pre-existing capability and not a new enhancement specific to the Redwood Document Records pages in 24C or 25A. The documentation focuses on features like attachment previews and rich text editors, making this option incorrect.
References
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Oracle HCM Update 24C: Human Resources: “You can now easily preview attachments for document records on Redwood Document Recordspages, without having to download them to a local folder. You can preview both, reference info attachments, and document record attachments. In the New Document Record page, click the Preview icon to preview the attachment file under Reference Info section.”
Oracle Fusion Cloud Human Resources 25A What’s New, Document ID: docs.oracle.com, Published: 2025-03-20
Section: Redwood Experience for Document Records Landing Page: “You can search, filter, sort, download, add, view, and edit, document records from the Document Records landing page. You can download the list of document records that are displayed on the Document Records landing page by clicking Download.”
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Document Records: “Describes managing document records, including viewing and attaching files.”
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Document Records Configuration: “Details on configuring document types and managing attachments.”
Challenge 6
Manage Document Types
Scenario
The organization would like to track the certifications of all their instructors.
Task
Create a Document Type of certificate for Instructor Certifications, where:
The name of the certificate is X Instructor Certification
Approval is required
The deletion restriction is required
See the solution in Explanation below.
To create a document type for tracking instructor certifications in Oracle Global Human Resources Cloud, you need to use theManage Document Typestask within the Setup and Maintenance work area. The task involves creating a document type named "X Instructor Certification" with approval required and deletion restrictions enforced. Below is a step-by-step solution, including detailed explanations and references to Oracle documentation, to accomplish this task.
Step-by-Step Solution
Step 1: Log in to Oracle Fusion Applications
Action: Log in to Oracle Fusion Applications with a user account that has the necessary privileges, such as theHCM Application AdministratororApplicationImplementation Consultantrole. These roles typically include permissions to access the Setup and Maintenance work area.
Explanation: The Setup and Maintenance work area is the central hub for configuration tasks, including managing document types. Proper access ensures you can perform the task without restrictions.
Your users have commented that time to assign an Area of Responsibility is wasted, due to the fact that they have to keep adding the same scope to several users, and were wondering if there was functionality to allow for scopes to be preset and used multiple times. How can this be achieved?
Areas of Responsibility Templates
Areas of Responsibility Preferences
Areas of Responsibility Duplication
Areas of Responsibility Default Settings
Full Detailed In-Depth Explanation:
In Oracle HCM Cloud,Areas of Responsibility (AOR) Templatesallow administrators to predefine AOR scopes (e.g., departments, locations) and reuse them across multiple users. This feature, accessible via the Manage Areas of Responsibility task, streamlines assignment by saving common configurations as templates, reducing repetitive manual entry. Users can then apply these templates when assigning AORs, meeting the requirement for preset, reusable scopes.
Option B (Preferences) relates to user settings, not AOR configuration. Option C (Duplication) isn’t a formal feature—duplicating AORs is manual. Option D (Default Settings) doesn’t exist for AORs. Option A correctly identifies AOR Templates as the solution, per Oracle’s functionality.
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?
The application searches for the availability of date of birth and middle name to identify the matching record.
The application cannot identify the matching record, and there will be two person records available for further processing.
Because the national identifier has changed, the system cannot identify the matching record.
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.
Full Detailed In-Depth Explanation:
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.
Your customer has confirmed that their organization needs Job Codes to be autogenerated for the Job creation task.
As an implementation consultant, how do you achieve this?
On the Enterprise HCM Information task, select either of the Automatic options in the Job Code Generation Method field.
On the Job task, as you create a Job, select Automatic Upon Final Save in the Job Code Generation Method field.
This configuration option is not currently available; an enhancement request needs to be submitted to Oracle.
The customer requires job codes to be autogenerated during the job creation task in Oracle Global Human Resources Cloud. Job codes uniquely identify jobs (e.g., “ENG001” for an Engineer role) and are typically entered manually or configured with specific rules. The question asks how to achieve autogeneration of job codes as an implementation consultant.
Option A: On the Enterprise HCM Information task, select either of the Automatic options in the Job Code Generation Method field.This option is incorrect. TheEnterprise HCM Informationtask is used to configure enterprise-level settings, such as name, location, and employment model defaults, but Oracle documentation does not list aJob Code Generation Methodfield or any automatic options for job code generation within this task. While other codes (e.g., person numbers or position codes) can be autogenerated in specific tasks, job codes are not supported for autogeneration at the enterprise level, making this option invalid.
Option B: On the Job task, as you create a Job, select Automatic Upon Final Save in the Job Code Generation Method field.This option is incorrect. In theManage Jobstask, when creating a job, fields likeJob Code,Name,Family, andSetare available, but there is noJob Code Generation Methodfield or anAutomatic Upon Final Saveoption. Oracle requires users to manually enter job codes or use predefined values, and no standard functionality supports automatic job code generation during job creation, as confirmed by documentation.
Option C: This configuration option is not currently available; an enhancement request needs to be submitted to Oracle.This is the correct answer. Oracle Global Human Resources Cloud does not currently offer a built-in feature to autogenerate job codes during job creation. Job codes must bemanually specified in theManage Jobstask or imported via HCM Data Loader with predefined values. For example, creating a job like “Software Engineer” requires entering a code like “SE001” manually. If the customer requires autogeneration (e.g., sequential codes like JOB001, JOB002), this would necessitate custom development or a product enhancement. Oracle’s Idea Lab or support portal allows customers to submit enhancement requests for new features, making this the appropriate solution.
Why this answer?Oracle’s job management functionality is robust but lacks native support for autogenerating job codes, unlike other entities (e.g., person numbers or requisition numbers). The absence of this feature in theManage Jobs,Enterprise HCM Information, or related tasks, as per 24C and 25A documentation, confirms that an enhancement request is the only path to meet the customer’s need.
References
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Manage Jobs: “You create jobs using the Manage Jobs task. Specify a job code, name, and other attributes manually.”
Section: Enterprise HCM Information: “Configure enterprise settings, but no options exist for job code generation.”
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Job Creation: “Job codes are unique identifiers for jobs and must be provided during job creation.”
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Workforce Structures: “No mention of job code autogeneration; focus on job attributes and Redwood UI.”
Oracle Support Portal, Document ID: docs.oracle.com
Section: Enhancement Requests: “Customers can submit enhancement requests via My Oracle Support or Idea Lab for missing functionality.”
In the Enterprise Business Process Model, which three of the following implementation tasks must be performed to create enterprise structures?
Define Currency
Define Enterprise
Define Reference Data Sharing
Define Enterprise Structure
Full Detailed in Depth Explanation:
To create enterprise structures in Oracle HCM Cloud, the following tasks are essential:
Define Enterprise (B): Establishes the top-level enterprise entity.
Define Reference Data Sharing (C): Sets up data sharing rules across business units.
Define Enterprise Structure (D): Configures the hierarchy and components (e.g., Legal Entities, Business Units).
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.
Full Detailed In-Depth Explanation:
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.
An Enterprise Onboarding Journey checklist requires:
Use of the Transaction Design Studio (TDS) to display
Four or more tasks
HireRight Integration
At least one step (child checklist)
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, an Enterprise Onboarding Journey checklist is a structured process to guide new hires through onboarding tasks. According to the "Using Journeys" guide, an Enterprise Onboarding checklist must include at least one step, often implemented as a child checklist, to define the sequence of tasks or activities. This step-based structure allows for modularity and flexibility, enabling organizations to break down onboarding into manageable phases (e.g., pre-hire, first day). Option A (Transaction Design Studio) is a customization tool, not a requirement for the checklist itself. Option B (four or more tasks) is arbitrary and not mandated by Oracle documentation. Option C (HireRight Integration) is an optional third-party integration, not a requirement. Thus, Option D is correct as it aligns with the minimum structural requirement for anEnterprise Onboarding Journey checklist.
An HR representative enters employee details in the application as part of the hiring process. On the Review page, the HR representative notices that Person Number does not show any number, but indicates "Generated Automatically." Identify the option that relates to this intended behavior.
Person Number at the Enterprise Level is set to Automatic before submission.
Worker Number at the Enterprise Level is set to Manual.
Person Number at the Enterprise Level is set to Automatic after final save.
Person Number at the Enterprise Level is set to Manual.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the Person Number generation method is configured via "Manage Enterprise HCM Information." Options include Manual, Automatic before submission, or Automatic after final save. The behavior described—showing "Generated Automatically" with no number on the Review page—indicates the number is assigned post-submission.
Option A: "Automatic before submission" generates the person number immediately upon initiating the hire process, visible before review. This doesn’t match the scenario.
Option B: "Worker Number" is distinct from Person Number and irrelevant here. Manual setting would require user input, not "Generated Automatically."
Option C: Correct. "Automatic after final save" delays person number generation until the transaction is fully submitted and saved, explaining why it’s not visible on the Review page but marked as automatic.
Option D: Manual requires the user to enter a number, contradicting the "Generated Automatically" indication.
The correct answer isC, as detailed in "Implementing Global Human Resources" under Person Number setup.
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 Vacation rule can be set under the Preferences section of worklist notification's Human Capital Management server.
A system administrator always has to reassign the approval notification to the supervisor in the line manager’s absence.
The application automatically delegates the approval to his supervisor based on the leave applied for by the line manager.
He has to configure new approval routing policies.
Full Detailed In-Depth Explanation:
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.
You want to use the Tree Management feature of Functional Setup Manager to organize data into hierarchies. Which option represents seeded tree structures?
Organization, position, division, geographies
Organization, position, department, geographies
Organization, job, division, geographies
Organization, position, division, establishment
Full Detailed In-Depth Explanation:
The Tree Management feature in Oracle HCM Cloud’s Functional Setup Manager (FSM) allows defining hierarchical structures for various entities. The seeded (predefined) tree structures supported by Oracle include:Organization(e.g., legal entities, business units),Position(position hierarchies),Department(departmental reporting structures), andGeographies(location-based hierarchies). These are foundational for managing enterprise structures and relationships, as outlined in the documentation.
Option A includes "division," which isn’t a seeded tree type (divisions are part of organizations but not a distinct hierarchy). Option C’s "job" isn’t a hierarchy—jobs are flat structures. Option D’s "establishment" is a legal entity attribute, not a tree type. Option B correctly lists the seeded tree structures: organization, position, department, and geographies.
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.
Full Detailed In-Depth Explanation:
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.
An employee starts employment with her company in France next month. She was employed by the enterprise in the United States for several years but resigned two years ago. Which statement is correct about the person number for the employee?
The employee continues with her old person number if a global sequence is used for person number.
The employee gets a new person number for her employment in France if the legal employer sequence is used for person number.
The employee has a person record with the enterprise, so she will continue with the same person number.
The employee’s new person number will be her previous number suffixed by -1.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the person number is a unique identifier assigned to an individual within the system. The generation of person numbers can be configured at the enterprise or legal employer level using the "Manage Enterprise HCM Information" or "Manage Legal Entity HCM Information" tasks in the Setup and Maintenance work area. Two common methods for generating person numbers are "Global Sequence" (a single sequence across the enterprise) and "Legal Employer Sequence" (a separate sequence for each legal employer).
Option A: If a global sequence is used, the person number is unique across the enterprise, and typically, a rehired employee might retain their old number if their person record remains active and linked. However, since this employee resigned two years ago, her work relationship with the U.S. legal employer ended. When rehired in France under a different legal employer, Oracle HCM does not automatically reuse the old person number unless explicitly configured to recognize prior records across legal employers, which is not the default behavior for rehires in different jurisdictions.
Option B: When the legal employer sequence is used, each legal employer maintains its own sequence for person numbers. Since the employee is starting employment with a new legal employer in France, she will receive a new person number specific to that legal employer’s sequence, regardless of her previous employment in the U.S. This is the correct behavior as per Oracle’s employment model, where person numbers can differ across legal employers unless a global sequence is enforced and prior records are explicitly linked.
Option C: While the employee has a prior person record with the enterprise, resignation typically ends the active work relationship. When rehired under a different legal employer, a new person number is generated unless the system is configured to reuse the old number (e.g., via global sequence and specific rehire rules). The default behavior does not assume continuity of the same person number across legal employers after a resignation.
Option D: Oracle HCM does not automatically suffix a previous person number with "-1" or any similar pattern for rehires. Person number generation follows the configured sequence method, not a manual or derived modification of prior numbers.
Thus, the correct answer isB, as the legal employer sequence method generates a new person number for the employee in France. This aligns with the documentation in "Implementing Global Human Resources" (e.g., section on Person Number Generation in the Manage Legal Entity HCM Information task).
Which three settings on the Manage Enterprise HCM Information Task can be overwritten at the Manage Legal Entity HCM Information task?
Global Name Language
Employment Model
Person Number Generation
Work Day Information
Position Synchronization
Full Detailed in Depth Explanation:
The Manage Enterprise HCM Information task sets global defaults, some of which can be overridden at the legal entity level:
B: Employment Model (e.g., 2-tier, 3-tier) can be customized per legal entity to reflect local requirements.
D: Work Day Information (e.g., hours per day) can be adjusted for specific legal entities.
E: Position Synchronization settings can be overridden to control position data inheritance at the legal entity level.
When a parent position becomes vacant, you need the incumbents in the child positions to be assigned to a delegate position rather than the second-level parent position. To achieve this, what steps must be followed?
A value is specified for the Delegate Position attribute, the line manager synchronization needs to be based on the HCM Position Hierarchy, and the Synchronize Person Assignments from Position ESS process must be run.
The parent position is vacant, a value is specified for the Delegate Position attribute, the line manager synchronization needs to be based on Position Trees, and the Synchronize Person Assignments from Position ESS process must be run.
The parent position is vacant, a value is specified for the Delegate Position attribute, the line manager synchronization needs to be based on the HCM Position Hierarchy, and the Synchronize Person Assignments from Position ESS process must be run.
A value is specified for the Delegate Position attribute, the line manager synchronization needs to be based on Position Trees, and the Synchronize Person Assignments from Position ESS process must be run.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, position hierarchies define reporting structures, and the Delegate Position attribute allows redirection of reporting lines when a parent position is vacant. The synchronization process ensures these changes reflect in person assignments.
Option A: This omits the condition that the parent position must be vacant, which is critical to trigger the delegate reassignment. It’s incomplete.
Option B: Using "Position Trees" is incorrect; Oracle uses the "HCM Position Hierarchy" for line manager synchronization, not generic position trees, which are not a standard synchronization mechanism in this context.
Option C: This is correct:
The parent position is vacant (trigger condition).
A Delegate Position attribute is specified (e.g., via the Manage Positions task) to redirect child position incumbents.
Line manager synchronization is based on the HCM Position Hierarchy (configured in Manage Enterprise HCM Information).
The "Synchronize Person Assignments from Position" ESS process updates assignments to reflect the delegate position.This aligns with Oracle’s position management functionality.
Option D: Like B, it incorrectly references "Position Trees" instead of the HCM Position Hierarchy, making it invalid.
The correct answer isC, as detailed in "Implementing Global Human Resources" under Position Management.
You are configuring your customer's requirements forthe Promote transaction.
Which Approval types are supported during theconfiguration?
Data Role, Application Role, Approval Groups, Management Hierarchy, Position Hierarchy, Self Auto Approve, User
Application Role, Approval Groups, Management Hierarchy, Position Hierarchy, Representative, Self Auto Approve, User
Application Role, Approval Groups, Management Hierarchy, Parent Position, Representative, User, Self Auto Approve
Enterprise Role, Application Role, Approval Groups, Parent Position, Representative, User, Self Auto Approve
Full Detailed In-Depth Explanation:
When configuring approval rules for the "Promote" transaction in Oracle Global Human Resources Cloud, the supported Approval Types are defined in the "Securing HCM" guide under "Approval Management." The correct types are: Application Role (e.g., HR Specialist), Approval Groups (predefined groups), Management Hierarchy (supervisory levels), Position Hierarchy (position-based levels), Representative (a delegate), Self Auto Approve (automatic approval for the initiator), and User (specific individual). Option B lists all these accurately. Option A includes "Data Role," which is a security concept, not an approval type. Option C uses "Parent Position" (not a standard term), and Option D includes "Enterprise Role" (not applicable here). Thus, Option B is correct.
An organization is running a fitness program. They want to identify a Fitness Representative who will be responsible for a group of people in the organization. How should you set this up?
Deploy a Key Flexfield to capture the information.
Deploy a Descriptive Flexfield to capture the information.
Create a new job Fitness Representative and associate that to the person.
Define the person's area of responsibility to reflect Fitness Representative.
Full Detailed in Depth Explanation:
Oracle HCM Cloud allows assigning responsibilities to individuals for specific tasks or groups, such as a Fitness Representative for a fitness program. The setup should leverage existing functionality efficiently.
Option D ("Define the person's area of responsibility to reflect Fitness Representative") is correct. In Oracle HCM, "Areas of Responsibility" (AOR) can be defined via the "Manage Areas of Responsibility" task to assign specific duties (e.g., Fitness Representative) to a person for a group of workers. This is a standard feature for designating responsibilities without requiring new jobs or flexfields, as outlined in the "Implementing Global Human Resources" guide.
Option A ("Deploy a Key Flexfield to capture the information") is incorrect. Key Flexfields (KFFs) are used for structured data (e.g., job codes), not responsibilities.
Option B ("Deploy a Descriptive Flexfield to capture the information") could work for custom attributes but is overkill when AOR is available.
Option C ("Create a new job Fitness Representative and associate that to the person") is unnecessary; a job defines a role, not a specific responsibility for a program.
Which option represents the basis on which approval routing policies can be defined?
Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups
Employee Supervisor Hierarchy, Position Hierarchy, Grades, Approval Groups, Organization Hierarchy
Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups, Organization Hierarchy
Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Department Manager
Full Detailed In-Depth Explanation:
Approval routing policies in Oracle HCM Cloud, configured via Transaction Console or BPM Worklist, use specific bases to define approver chains. The documentation lists these as:Employee Supervisor Hierarchy(management chain),Position Hierarchy(position-based reporting),Job Levels(relative to the requester’s job level), andApproval Groups(static or dynamic groups). These options provide flexibility to route approvals based on organizational structure or predefined lists, covering most use cases.
Option B includes "Grades," which influence salary, not approvals, and "Organization Hierarchy," which isn’t a direct routing basis. Option C adds "Organization Hierarchy," which is redundant with Supervisor Hierarchy. Option D’s "Department Manager" isn’t a distinct basis—it’s part of Supervisor Hierarchy. Option A accurately reflects Oracle’s supported routing bases.
When working through configurations in the Functional Area, Workforce Deployment within FSM, are you required to access and configure the objects in the order listed on the page?
No
Yes
Full Detailed in Depth Explanation:
In the Functional Setup Manager (FSM) under the Workforce Deployment functional area, Oracle HCM Cloud provides flexibility in configuration. The objects (e.g., Departments, Locations, Positions) listed on the page are not strictly required to be configured in the order they appear. While Oracle recommends a logical sequence (e.g., defining Departments before Positions), the system does not enforce this as a mandatory requirement. Implementers can adjust the order based on their implementation needs, as long as dependencies (e.g., a Position requiring a Department) are satisfied. The "Implementing Workforce Deployment" section of the Oracle documentation confirms this flexibility, stating that configuration order can vary depending on organizational requirements. Thus, the correct answer isA.
Challenge 3
Manage Reference Data Sets
Scenario
You require a reference set that will be used for associating different groups of departments, jobs, locations, and grades for the newly acquired company.
Task
Create a Set ID that will be used for the technology group, where:
The Code is XTECH
The Set Name is X Tech
See the solution in Explanation below.
This task requires creating a reference data set in Oracle Global Human Resources Cloud to associate departments, jobs, locations, and grades for a newly acquired company’s technology group. The reference data set must have aCodeofXTECHand aSet NameofX Tech. 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 asApplication Implementation ConsultantorHCM Application Administrator. These roles grant access to the Setup and Maintenance work area.
Explanation: TheSetup and Maintenancework area is the central hub for configuration tasks, including managing reference data sets. The user must havepermissions to access theWorkforce StructuresorReference Data Setsfunctional area and theManage Reference Data Setstask. Roles likeApplication Implementation Consultantinclude the necessary privileges (e.g.,Manage Reference Data Setduty role).
Verification: Oracle documentation confirms that setup tasks require specific security roles, and theManage Reference Data Setstask is restricted to authorized users.
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
Full Detailed In-Depth Explanation:
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 HR of the Finance Department searches for an employee who is the Finance Auditor. The search is conducted with an effective date of January 1, 2015, on the Person Management page. The search does not yield any results. Identify two reasons for this behavior.
The employee is working as an employee in the Finance Department.
The employee is inactive as of January 1, 2015.
The employee was a contingent worker until December 31, 2014, and will rejoin as an employee on January 2, 2015.
The employee is working as a contingent worker in the Finance Department.
The employee has multiple assignments, and being a Finance Auditor is a part of the secondary assignment.
Full Detailed In-Depth Explanation:
The Person Management page in Oracle Global Human Resources Cloud allows searching for workers with an effective date filter. No results on January 1, 2015, suggest the employee’s record is not active or visible on that date.
Option A: Working in the Finance Department as an employee should make them searchable unless other factors (e.g., inactivity) apply; this alone doesn’t explain the issue.
Option B: Correct. If the employee is inactive (e.g., terminated) as of January 1, 2015, their record won’t appear in active searches unless explicitly including inactive records.
Option C: Correct. If the employee was a contingent worker until December 31, 2014, and transitions to an employee on January 2, 2015, no active employee record exists on January 1, 2015, explaining the no-results outcome.
Option D: A contingent worker on January 1, 2015, should still appear unless the search excludes contingent workers, which isn’t specified.
Option E: Multiple assignments don’t hide a worker; the primary or any active assignment (e.g., Finance Auditor) should be searchable.
The correct answers areBandC, per "Using Global Human Resources" on person search behavior.
Which three options define Enterprise Structures Configurator (ESC)?
The tool creates a structure of divisions, legal entities, business units, and reference data sets.
The tool creates a structure of divisions, legal entities, business units, and departments.
The tool creates a structure of divisions that may then be manipulated by the administrator.
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.
It is an interview-based tool that guides through the process of setting up a basic enterprise structure.
Full Detailed In-Depth Explanation:
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.
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?
About me, contact information, profile photo, public message, favorites, and background photo
About me, area of expertise, area of interest, contact information, profile photo, public message, and peer information
Area of expertise, area of interest, contact information, profile photo, public message, and HR representative information
Home address, area of interest, contact information, profile photo, public message, and background photo
Full Detailed In-Depth Explanation:
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 HRRepresentative 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.
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?
Calendar Events
Absences
Time Sheet
Contract Data
Standard Working Hours
The scenario describes a manager using theView Calendartask in theMy Teamwork 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 Eventsin Oracle HCM Cloud represent specific activities or commitments, such as meetings, training sessions, or other scheduled events, that impact an employee’s availability. In theView Calendartask, 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.Absencesrecorded in Oracle Absence Management (e.g., vacation, sick leave) directly affect a worker’s availability. In theView Calendartask,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 Sheetdata, 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 theView Calendartask. 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 Dataincludes 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 theView Calendartask 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 (viaEnterprise 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 theView Calendartask, 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, theView Calendartask relies onCalendar EventsandAbsencesto show specific times when the worker is unavailable, andStandard Working Hoursto 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 theMy Teamwork 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.”
You want to track changes to certain Oracle Global Human Resources Cloud records, for example, changes to employment and assignment records. You want to create your own actions and associate them with predefined action types. Which statement is true about actions?
Actions can be accessed via Smart Navigator, and available actions are based on the security access.
Only one action can be associated with an action type.
An action must always have an action reason associated.
User-defined actions can be created and linked to predefined action types.
Full Detailed In-Depth Explanation:
Actions in Oracle Global Human Resources Cloud allow tracking and processing of employment changes, linked to Action Types for categorization.
Option A: While actions are accessible via Smart Navigator and security controls visibility, this statement is not the most direct answer to the question’s focus on creating and associating actions.
Option B: Incorrect. Multiple actions can be associated with a single Action Type (e.g., Voluntary and Involuntary under Termination).
Option C: Incorrect. An action reason is optional, not mandatory, depending on configuration and business rules.
Option D: Correct. Users can create custom (user-defined) actions (e.g., "Special Project Assignment") and link them to predefined Action Types (e.g., Assignment Change), enabling tailored tracking of changes.
The correct answer isD, aligning with the flexibility described in "Implementing Global Human Resources" for action customization.
An HR representative enters employee details in the application as part of the hiring process. On the Review page, the HR representative notices that Person Number does not show any number, but indicates "Generated Automatically." Identify the option that relates to this intended behavior.
Person Number at the Enterprise Level is set to Manual.
Person Number at the Enterprise Level is set to Automatic before submission.
Person Number at the Enterprise Level is set to Automatic after final save.
Worker Number at the Enterprise level is set to Manual.
Full Detailed in Depth Explanation:
Person Number in Oracle HCM Cloud is a unique identifier for individuals, and its generation method is configured at the enterprise level via the "Manage Enterprise HCM Information" task. The behavior described—showing "Generated Automatically" with no number until the final save—indicates a specific setting.
Option C ("Person Number at the Enterprise Level is set to Automatic after final save") is correct. When configured this way, the Person Number is not assigned during data entry or review but is generated only after the transaction is fully saved. This ensures the number is allocated only when the record is committed, avoiding unused numbers if the process is abandoned. The "Implementing Global Human Resources" guide explains this option under Person Number generation settings.
Option A ("Person Number at the Enterprise Level is set to Manual") would require manual entry, not automatic generation.
Option B ("Person Number at the Enterprise Level is set to Automatic before submission") would assign the number earlier, visible during review, contradicting the scenario.
Option D ("Worker Number at the Enterprise level is set to Manual") is irrelevant, as "Worker Number" is not a standard term here; it’s Person Number.
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 inconsistent behavior.
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.
Full Detailed In-Depth Explanation:
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 itfor 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.
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.