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Oracle 1z0-1046-24 Exam Syllabus Topics:

Topic	Details
Topic 1	Administering People Management: This section of the exam measures the skills of HR Administrators and covers managing workforce data, maintaining worker directories, and configuring employment-related information. It includes an overview of the Person and Employment Model, workforce lifecycle management, and configuring self-service options for employees and managers. Candidates are also expected to configure directory searches and set up HCM Cloud using the Experience Design Studio.
Topic 2	Managing Workflows, Approvals, and Notifications: This section of the exam measures the skills of HR System Administrators and focuses on automating HR approvals and communication. It includes defining approval policies, configuring rules and approver types, and deploying notifications to facilitate seamless workflow execution. Candidates will also learn to write policies for approval transactions and use Alerts Composer to enhance communication through system-generated notifications.
Topic 3	Configuring Checklists, Schedules, Trees, and Journeys: This section of the exam measures the skills of HR Specialists and covers setting up key HR processes such as onboarding, task tracking, and workflow automation. It involves creating checklists for employment transitions, defining work schedules, configuring profile options, and managing calendar events and trees for reporting and approval purposes. Additionally, it includes setting up Journeys to streamline employee and personal events.
Topic 4	Defining Workforce Structures: This section of the exam measures the skills of Workforce Planning Analysts and focuses on structuring an organization's workforce. It includes creating organizations, divisions, and legal entities, defining geographies, and setting up enterprise structures. The section also covers configuring workforce attributes such as grades, jobs, and positions while ensuring the system aligns with business needs through effective dating and enterprise HCM settings.

>> Sample 1z0-1046-24 Questions Answers <<

Free PDF 2025 Oracle 1z0-1046-24: Oracle Global Human Resources Cloud 2024 Implementation Professional –Trustable Sample Questions Answers

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Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q44-Q49):

NEW QUESTION # 44
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.

A. The employee is inactive as of January 1, 2015.
B. The employee is working as a contingent worker in the Finance Department.
C. The employee was a contingent worker until December 31, 2014, and will rejoin as an employee on January 2, 2015.
D. The employee is working as an employee in the Finance Department.
E. The employee has multiple assignments, and being a Finance Auditor is a part of the secondary assignment.

Answer: A,C

Explanation:
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.

NEW QUESTION # 45
A human resource specialist is promoting an employee. While promoting an employee, the human resource specialist is required to enter the promotion date, promotion action, and promotion reason. However, the promotion reason list of values does not list an appropriate reason. Which two options can help the human resource specialist understand the Action framework available in the application?

A. Actions are seeded and cannot be defined by a user.
B. Action Types are seeded and cannot be defined by a user.
C. Action Reasons are seeded and can be defined by a user.
D. Action Reasons are seeded and cannot be defined by a user.

Answer: B,C

Explanation:
Full Detailed In-Depth Explanation:
The Action framework in Oracle HCM Cloud consists of Action Types, Actions, and Action Reasons:
* B: True-Action Types(e.g., Promotion, Termination) are seeded by Oracle and cannot be user-defined, providing a fixed categorization structure.
* D: True-Action Reasons(e.g., "Career Advancement") include seeded values but can be user-defined via Manage Action Reasons, allowing customization to meet specific needs like the missing promotion reason.
* A: False-Actions (e.g., "Internal Promotion") can be user-defined and linked to seeded action types.
* C: False-Action Reasons are customizable, not fully seeded.
Options B and D clarify the framework's flexibility and constraints, helping the specialist address the issue per Oracle's documentation.

NEW QUESTION # 46
The Promote transaction was configured using Page Composer to require the location field. Another change was made to the transaction using the Transaction Design Studio that indicated the location field must be hidden when a manager uses the Promote transaction. How does the system determine how the user interface will render?

A. Page Composer configurations always override Transaction Design Studio configurations.
B. Transaction Design Studio configurations always override Page Composer configurations.
C. When a user tries to use the Promote transaction, the page will error when loading.
D. If modifications were made in both tools and the changes conflict, the last change created in either tool will be applied.

Answer: D

Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, Page Composer and Transaction Design Studio (TDS) are tools for customizing UI behavior. Page Composer modifies page layouts globally or by role, while TDS applies transaction-specific rules, often by role or context. When configurations conflict, precedence is determined by the system's conflict resolution logic.
* Option A: Incorrect. Page Composer does not universally override TDS; precedence depends on timing and context.
* Option B: Correct. When conflicting changes exist (e.g., Page Composer making location required, TDS hiding it for managers), Oracle applies thelast changemade in either tool. The system uses a timestamp-based approach to resolve conflicts, ensuring the most recent configuration takes effect.
* Option C: Incorrect. Conflicting configurations do not cause page errors; the system resolves them silently.
* Option D: Incorrect. TDS does not universally override Page Composer; it depends on the order of changes.
The correct answer isB, per "Using Global Human Resources" on UI customization tools.

NEW QUESTION # 47
A multinational construction company, headquartered in London, has operations in five countries. It has its major operations in the UK and US and small offices in Saudi Arabia, UAE, and India. The company employs
3,000 people in the UK and US and 500 people in the remaining locations. The entire workforce in India falls under the Contingent Worker category. How many Legislative DataGroups (LDGs), divisions, legal employers, and Payroll Statutory Units (PSUs) need to be configured for this company?

A. Five LDGs (one for each country), four divisions (UK, US, India, and one for Saudi Arabia and UAE combined), two legal employers and PSUs (US and UK only, because the workforce is very small in the other countries).
B. Four LDGs (UK, US, India, and one for Saudi Arabia and UAE combined), five divisions (one for each country), four legal employers (all except India), and five PSUs.
C. Five LDGs (one for each country), four divisions (UK, US, India, and one for Saudi Arabia and UAE combined), five legal employers, and four PSUs (all except India).
D. Five LDGs, five divisions, five legal employers, and five PSUs.

Answer: C

Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, enterprise structures like LDGs, divisions, legal employers, and PSUs are configured based on legislative, operational, and payroll needs.
* LDGs: One per country (UK, US, Saudi Arabia, UAE, India) due to distinct legislative requirements (e.
g., labor laws, tax rules), totaling 5.
* Divisions: Operationally, the company can group Saudi Arabia and UAE into one division due to their small size, alongside UK, US, and India, totaling 4 divisions.
* Legal Employers: Each country typically requires a legal employer for employees (UK, US, Saudi Arabia, UAE). India's contingent workers still require a legal employer for compliance, totaling 5.
* PSUs: Payroll Statutory Units are needed for payroll processing. India's contingent workers may not require a PSU if payroll is not processed (common for contingent workers), so 4 PSUs (UK, US, Saudi Arabia, UAE).
* Option A: Incorrect; combining Saudi Arabia and UAE into one LDG ignores separate legislative needs.
* Option B: Incorrect; only 2 legal employers and PSUs overlook small offices' compliance needs.
* Option C: Incorrect; 5 PSUs assume India needs payroll, which isn't typical for contingent workers.
* Option D: Correct: 5 LDGs, 4 divisions, 5 legal employers, 4 PSUs.
The correct answer isD, per "Implementing Global Human Resources" on enterprise structures.

NEW QUESTION # 48
You hired an employee on January 1, 2015. This employee got married on June 12, 2015. You received a request from the employee on July 11, 2015, to change their last name from the date of the marriage. You changed the last name of the employee as requested on the same day. What effective start date for this new employee is displayed by the system as of August 15, 2015?

A. August 15, 2015
B. July 11, 2015
C. June 12, 2015
D. January 1, 2015

Answer: C

Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the "effective start date" for an employee typically refers to the start date of their person record or a specific change, depending on context. Here, the question involves a name change backdated to the marriage date, and we need the effective start date displayed as of August 15,
2015.
Option A: July 11, 2015, is the date the change was requested and processed. However, the name change was applied retroactively to the marriage date, not this transaction date.
Option B: Correct. June 12, 2015, is the marriage date, and the request was to update the last name effective from that date. In Oracle HCM, when you update a person's name with an effective date (via Manage Person or a similar task), the system records this as the effective start date of the name change. As of August 15,
2015, the system displays the name change effective from June 12, 2015, reflecting the backdated update.
Option C: January 1, 2015, is the hire date and the initial effective start date of the person record. However, the name change overrides this for the specific attribute (last name), and the question implies the effective date tied to the update.
Option D: August 15, 2015, is the "as of" date, not an effective start date for any change or the employee's record.
The correct answer isB, as the effective start date of the name change is June 12, 2015, per "Using Global Human Resources" on managing person data with effective dating.

NEW QUESTION # 49
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