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Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q103-Q108):

NEW QUESTION # 103
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.

A. Person Number at the Enterprise Level is set to Automatic after final save.
B. Person Number at the Enterprise Level is set to Manual.
C. Worker Number at the Enterprise level is set to Manual.
D. Person Number at the Enterprise Level is set to Automatic before submission.

Answer: A

Explanation:
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.

NEW QUESTION # 104
People update a performance rating for a competency on a worker's profile. What is used to provide a unique identifier for each instance of the competency so that you can determine who provided what rating?

A. Educational establishment
B. Instance qualifier
C. Rating model
D. Content library
E. Content subscriber

Answer: B

Explanation:
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, competencies on a worker's profile can be rated by multiple sources (e.g., manager, peer), and tracking the source requires a unique identifier.
Option E ("Instance qualifier") is correct. The instance qualifier uniquely identifies each rating instance for a competency, linking it to the rater and context (e.g., performance review). This is part of the competency framework in the "Implementing Talent Management Base" guide, ensuring auditability of who provided what rating.
* Option A ("Content library") stores competency definitions, not rating instances.
* Option B ("Educational establishment") is unrelated to ratings.
* Option C ("Rating model") defines the scale, not the instance.
* Option D ("Content subscriber") relates to content sharing, not ratings.

NEW QUESTION # 105
You approved a workflow request and sent it to the second-level approver as an HR specialist. However, it is still in your worklist notification. Which are two reasons for this?

A. The second-level approver might have opted for an ad hoc route.
B. The second-level approver might have rejected the request.
C. The second-level approver might have approved the request.
D. The second-level approver might have executed a pushback on the request.

Answer: B,D

Explanation:
Comprehensive and Detailed Explanation From Exact Extract:
In Oracle Global Human Resources Cloud, workflow requests follow a defined approval process managed by the Business Process Management (BPM) Worklist, which tracks notifications and tasks for approvers. When an HR specialist approves a workflow request and forwards it to the second-level approver, the expectation is that the task will move out of the first approver's worklist. However, if the task remains in the HR specialist's worklist, it indicates that the workflow has returned to them due to specific actions taken by the second-level approver.
According to the Oracle HCM Cloud documentation, the two reasons the workflow request might still appear in the HR specialist's worklist are:
* The second-level approver rejected the request: If the second-level approver rejects the request, the workflow task may return to the previous approver (in this case, the HR specialist) for further action, such as review, correction, or resubmission.
* The second-level approver executed a pushback on the request: A pushback action allows the second-level approver to return the task to the previous approver without rejecting it outright, typically for clarification or additional information. This keeps the task active in the HR specialist's worklist.
The exact extract from the Oracle documentation states:
"When a task is assigned to an approver, they can approve, reject, or push back the task. If a task is rejected, it may return to the previous approver or initiator based on the workflow configuration. A pushback sends the task back to the previous approver for further action, such as providing additional details or addressing concerns, without terminating the workflow." Why the other options are incorrect:
* Option C (The second-level approver might have approved the request): This is incorrect because if the second-level approver approves the request, the workflow would proceed to the next stage (if any) or complete, removing the task from the HR specialist's worklist. Approval does not cause the task to remain with the previous approver.
* Option D (The second-level approver might have opted for an ad hoc route): This is incorrect because an ad hoc route involves reassigning or delegating the task to another approver, which would not cause the task to return to the HR specialist's worklist. Instead, it would move to the new approver's worklist.
Detailed Analysis of Correct Options:
* Rejection (Option A): A rejection by the second-level approver may trigger the workflow to revert to the previous approver (HR specialist) depending on the workflow rules configured in the system. For example, the workflow might be set up to allow the HR specialist to address the reason for rejection and resubmit the request.
* Pushback (Option B): A pushback is a specific action in Oracle HCM workflows that explicitly returns the task to the previous approver for further input or clarification.Unlike rejection, pushback does not terminate the workflow but keeps it active, requiring the HR specialist to take additional action.

NEW QUESTION # 106
An HR administrator is unable to classify an "Intern" because the user type "Intern" has not been set up in the application.
Which two system person types can be used to set up "Intern" as an option?

A. Person of Interest
B. Contract Worker
C. Pending Worker
D. Contingent Worker

Answer: D

Explanation:
In Oracle Global Human Resources Cloud, system person types are predefined categories used to classify individuals within the application, and user person types can be configured under these system person types to meet enterprise-specific needs, such as creating an "Intern" user type. The question asks which system person types can be used to set up "Intern" as an option. Based on Oracle documentation, the system person types available include Employee, Contingent Worker, Nonworker, and Pending Worker. The "Intern" classification typically represents a temporary or contractual worker performing work for the organization, often for a specific duration, which aligns closely with the characteristics of a Contingent Worker.
* Option A: Pending WorkerA Pending Worker is a system person type used for individuals who will be hired or start a contingent worker placement but do not yet have an active work relationship. Their person record is created before the hire or start date, and they are converted to an Employee or Contingent Worker upon confirmation of the hire. While a Pending Worker record could be created for an intern prior to their start date, this system person type is a temporary state and not suitable for classifying an active "Intern" role, as it does not represent an ongoing work relationship. Therefore, Pending Worker is not the best fit for setting up "Intern" as a user type.
* Option B: Person of InterestThe term "Person of Interest" is not a recognized system person type in Oracle Global Human Resources Cloud. Oracle documentation does not define "Person of Interest" as a standard system person type, though it may refer to entities (e.g., persons or organizations) tracked by the company in a broader sense. Nonworkers, such as volunteers or external contacts, might sometimes be loosely associated with this concept, but they are classified under the Nonworker system person type. Since "Person of Interest" is not a valid system person type, this option cannot be used to set up
"Intern."
* Option C: Contract Worker"Contract Worker" is not a predefined system person type in Oracle Global Human Resources Cloud. While Contingent Workers are often contractual in nature (e.g., agency-supplied or self-employed workers with fixed-duration work relationships), Oracle uses the term "Contingent Worker" as the system person type, not "Contract Worker." The application allows management of contract details for Contingent Workers under certain employment models, but
"Contract Worker" itself is not a distinct system person type. Thus, this option is incorrect.
* Option D: Contingent WorkerA Contingent Worker is a predefined system person type used for self- employed or agency-supplied workers whose work relationships with a legal employer are typically of a specified duration. Interns are often temporary workers engaged for a fixed period, performing specific tasks under a work relationship, which aligns with the Contingent Worker system person type. Oracle allows configuration of user person types under the Contingent Worker system person type to reflect enterprise-specific terminology. For example, an enterprise can create a user person type called "Intern" under the Contingent Worker system person type to classify interns. This makes Contingent Worker the most appropriate system person type for setting up "Intern" as an option.
The question specifies "two system person types," but based on Oracle documentation, only Contingent Worker is directly applicable for classifying an active "Intern" role, as Employee might imply a permanent or different contractual arrangement, and Nonworker or Pending Worker do not fit the typical intern profile.
However, since the question requires two answers and Oracle's configuration flexibility allows user person types under multiple system person types, the Employee system person type could theoretically be used if the intern is treated as a regular employee in some enterprises. Nevertheless, the most consistent and widely applicable choice for interns, based on their temporary and contractual nature, is Contingent Worker. Since only one answer aligns perfectly and the question's phrasing may reflect a common test format expecting a single best fit or a potential documentation misalignment, Contingent Worker is selected as the verified answer.
References
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.
oracle.com, Published: 2023-12-12
* Section: Person Types: "These are predefined person types that the application uses to identify a group of people. You can't change, delete, or create additional system person types. Each system person type contains a user person type that you can configure to your requirements. For example: If your enterprise refers to its employees as associates instead of employees, you change the Employee user person type to Associate."
* Section: Contingent Worker: "Contractual workers in your enterprise with the Contingent Worker person type."
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.
com, Published: 2024-07-02
* Section: Worker Types: "Each worker type is denoted by its alphabet value in the ASSIGNMENT_TYPE and PERIOD_TYPE columns of thePER_ALL_ASSIGNMENTS_M and PER_PERIODS_OF_SERVICE tables respectively. For example, pending worker is denoted by P, employee by E, contingent worker by C, nonworker by N."
* Oracle Global Human Resources Cloud: Using Global Human Resources (Glossary), Document ID:
docs.oracle.com, Published: 20D
* Definition: Contingent Worker: "A self-employed or agency-supplied worker. Contingent worker work relationships with legal employers are typically of a specified duration."
* Definition: Pending Worker: "A person who will be hired or start a contingent worker placement and for whom you create a person record that's effective before the hire or start date."

NEW QUESTION # 107
A manager returned from the U.S. Subsidiary to their source location, the U.K. Subsidiary, after a period of three months. What should a Human Resources representative do to reinstate the manager's records in the source legal employer?

A. Create another assignment with the return date as the effective date.
B. Entering the return date will automatically reinstate the record on the return date.
C. Deploy a Descriptive Flexfield to capture the return date. Update this segment with the actual return date to reinstate the record.
D. Initiate the End Global Temporary Assignment action and specify a return date. The global temporary assignment is terminated and the assignments in the source legal employer are reinstated automatically on the return date.

Answer: D

Explanation:
Full Detailed in Depth Explanation:
For temporary assignments across legal employers (e.g., U.S. to U.K. Subsidiary), Oracle HCM Cloud provides the Global Temporary Assignment feature.
Option D ("Initiate the End Global Temporary Assignment action and specify a return date. The global temporary assignment is terminated and the assignments in the source legal employer are reinstated automatically on the return date") is correct. When a manager returns from a temporary assignment, the HR representative uses the "End Global Temporary Assignment" action, specifying the return date. This automatically terminates the temporary assignment and reinstates the original assignments in the source legal employer (U.K. Subsidiary), as per the "Using Global Human Resources" guide.
Option A (Descriptive Flexfield) is a custom workaround, not a standard process.
Option B is incorrect; entering a date alone doesn't trigger reinstatement.
Option C (new assignment) bypasses the temporary assignment framework.

NEW QUESTION # 108
......

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