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Which set of enabled objects are used for partitioning reference data?
Enterprise, legal entity, business unit, position
Department, location, jobs, grades
Jobs, grades, salary plan, rates
Legal entity, department, division, location
Full Detailed In-Depth Explanation:
Reference data partitioning in Oracle Global Human Resources Cloud separates data sets to control visibility and usage across the organization. Enabled objects for partitioning are typically workforce structures shared across business units.
Option A: Enterprise and legal entity are structural, not reference data objects; position is not typically partitioned.
Option B: Correct. Department, location, jobs, and grades are reference data objects that can be partitioned using reference data sets (e.g., via Manage Reference Data Sets) to restrict access by business unit or other criteria.
Option C: Salary plans and rates are not standard partitioned objects; jobs and grades are, but the set is incomplete.
Option D: Division is not a standard partitioning object; legal entity is structural, not reference data.
The correct answer isB, as per "Implementing Global Human Resources" on reference data management.
Which new feature has been added to the Redwood Grade Rates page to enhance the search and filtering capabilities?
Capability to search and filter grade rate values by name, code, and set
Option to add custom columns to the grade rate table
A function to compare grade rates across different locations
The Redwood Grade Rates page in Oracle Global Human Resources Cloud has been enhanced to improve usability, particularly in searching and filtering grade rate data. The question asks for the new feature added to enhance search and filtering capabilities. Oracle’s 24C release noteshighlight specific improvements to the Redwood interface for grade rates, focusing on streamlined data retrieval.
Option A: Capability to search and filter grade rate values by name, code, and set
This is the correct answer. According to Oracle’s 24C release notes, the Redwood Grade Rates page now includes advanced search and filtering capabilities, allowing users to search and filter grade rates by attributes such as name, code, and set. This enhancement enables HR specialists to quickly locate specific grade rates, for example, filtering by a grade rate name like “Salary Grade 1” or a set code tied to a legislative data group. The feature improves efficiency in managing compensation data, especially in organizations with extensive grade structures, and is explicitly documented as a new Redwood functionality.
Option B: Option to add custom columns to the grade rate table
This option is incorrect. Oracle documentation, including 24C and 25A release notes, does not mention the ability to add custom columns to the grade rate table as a new feature on the Redwood Grade Rates page. While Oracle supports flexfields for customization in other areas, there is no evidence that this specific capability was introduced for grade rates. The focus of Redwood enhancements is on search, filtering, and UI improvements, not custom column additions.
Option C: A function to compare grade rates across different locations
This option is incorrect. There is no documented feature in the 24C or 25A releases that enables comparing grade rates across different locations on the Redwood Grade Rates page. While Oracle HCM Cloud supports location-based configurations (e.g., for payroll or local regulations), the Redwood Grade Rates page enhancements center on search and filter improvements, not comparative analysis across locations. This functionality would require custom reporting or analytics, not a standard page feature.
Why this feature?
The capability to search and filter by name, code, and set directly addresses the need for enhanced search and filtering, making it easier to manage grade rates in a user-friendly Redwood interface. This aligns with Oracle’s focus on improving data accessibility and usability in the 24C release.
References
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Redwood Experience for Grade Rates Page: “You can now easily search and filter grade rate values by name, code, and set on the Grade Rates page.”
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Grade Rates Management: “Describes how grade rates are managed, including searching and filtering capabilities.”
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Grade Rates Configuration: “Details on configuring and accessing grade rates, including set-based assignments.”
Your organization needs to be able to select the action of Legal Employer Transfer on the employment record to move a worker from one legal employer to another. What configuration will you need to do to make this possible?
Create a new action type of Legal Employer Transfer, and then create a new action of Legal Employer Transfer and associate it with the new action type.
Create a new action called Legal Employer Transfer and associate it with the action type of Global Transfer.
Modify the delivered action of Transfer and associate it with the action type of Global Transfer.
Create a new action called Legal Employer Transfer and associate it with the action type of Legal Entity Transfer.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, transferring a worker between legal employers requires an appropriate action linked to an action type, managed via "Manage Actions."
Option A: Incorrect. You cannot create new action types; they are seeded (e.g., Transfer, Hire). Only actions can be created under existing types.
Option B: Correct. Create a new action "Legal Employer Transfer" and associate it with the seeded "Global Transfer" action type, which supports cross-legal-employer movements while retaining the person record.
Option C: Incorrect. Modifying the delivered "Transfer" action risks affecting its standard behavior; a new action is cleaner.
Option D: Incorrect. There is no seeded "Legal Entity Transfer" action type; "Global Transfer" is the appropriate type.
The correct answer is B, per "Implementing Global Human Resources" on employment actions.
As an implementation consultant, you are in the process of setting up geographies in the application. Which three statements are true about defining geographies?
You can only modify all levels of the geography structure before you load geography hierarchy.
You must map geography to reporting establishments for reporting purposes.
You must identify the top-level of geography as Country and define a geography type.
You must set geography validation for the specific address style for a country.
Full Detailed In-Depth Explanation:
Geographies in Oracle Global Human Resources Cloud are set up via the "Manage Geographies" task to define address hierarchies (e.g., country, state, city) for location and reporting purposes.
Option A: Correct. The geography structure (levels like country, province) can only be modified before loading the hierarchy data; post-load changes are restricted to maintain data integrity.
Option B: Incorrect. Mapping geographies to reporting establishments is not mandatory; it’s an optional configuration for specific reporting needs.
Option C: Correct. The top level must be defined as "Country," and each level requires a geography type (e.g., State, City) to structure the hierarchy.
Option D: Correct. Geography validation must be enabled for a country’s address style (e.g., US vs. UK format) to ensure accurate address entry, set via Manage Geographies.
The correct answers are A, C, and D, per "Implementing Global Human Resources" on geography setup.
Which new field has been added to the Redwood Person Spotlight search and Quick Actions to enhance the person search functionality?
Person Number
Job Title
Department
The RedwoodPerson Spotlightsearch andQuick Actionsin Oracle HCM Cloud enhance user experience by improving person search functionality. The question asks which new field has been added to these features to enhance search capabilities.
Option A: Person NumberThis is the correct answer. Oracle’s 24C release notes specify that thePerson Numberfield has been added to the Redwood Person Spotlight search and Quick Actions. This allows users to search for individuals using their unique person number (e.g., EMP12345), improving precision and speed in locating employee records, especially in large organizations. The addition ofPerson Numberenhances the search functionality by providing a direct identifier, complementing existing fields like name or email.
Option B: Job TitleThis option is incorrect. WhileJob Titleis a searchable attribute in some HCM search contexts, Oracle’s 24C and 25A release notes do not indicate that it was newly added to the Redwood Person Spotlight search or Quick Actions. Job title may already be part of other search criteria, but it is not highlighted as a new enhancement for this feature.
Option C: DepartmentThis option is incorrect.Departmentis a common attribute in HCM searches, but there is no mention in Oracle’s recent documentation of it being added as a new field to the Redwood Person Spotlight search or Quick Actions. The focus of the enhancement is onPerson Numberto improve identification accuracy.
Why this answer?The addition ofPerson Numberto the Redwood Person Spotlight search and Quick Actions directly enhances search precision, as it is a unique identifier for each employee. This aligns with Oracle’s goal of streamlining user interactions in the Redwood interface, makingAthe correct choice.
References
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Redwood Experience for Person Spotlight: “Added Person Number to search fields in Person Spotlight and Quick Actions to enhance search functionality.”
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Person Search: “Describes search capabilities, including new fields like Person Number in Redwood interfaces.”
Oracle Fusion Cloud Human Resources 25A What’s New, Document ID: docs.oracle.com, Published: 2025-03-20
Section: Search Enhancements: “Continued improvements to Person Spotlight with unique identifiers.”
Workers can personalize the following items on the News Feeds home page?
Springboard display and Infolets display
Quick Action display, Springboard display, Infolets display
Quick Action display, Springboard display, Things to Finish display, and Infolets display
Springboard display, Things to Finish display, and Infolets display
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the News Feed home page serves as a central hub for workers to access key information and tasks. Workers have the ability to personalize this page to suit their preferences and work requirements. According to the official Oracle documentation, specifically the "Using Global Human Resources" guide, workers can customize the following elements on the News Feed home page: Quick Actions (which provide shortcuts to frequent tasks), Springboard display (the tiled navigation area), Things to Finish display (showing pending tasks or actions), and Infolets display (small informational widgets providing at-a-glance insights). These personalization options allow workers to tailor the layout and content visibility to enhance productivity. Option C is the most comprehensive and accurate, as it includes all four customizable elements explicitly supported by the system. Options A, B, and D are incomplete as they omit one or more of these personalization features.
You are a human resource specialist and a workflow request is showing in your worklist notification even after you approved it (sent it to the second level approver). What are three possible causes of this behavior?
The second level approver might have opted for an adhoc route
The second level approver might have executed a pushback on the request
The second level approver might have reassigned the request
The second level approver might have rejected the request
Full Detailed In-Depth Explanation:
Per the "Securing HCM" guide, a workflow request reappearing in your worklist after approval can occur if:
Adhoc route(A): The second approver added an extra step, looping it back.
Pushback(B): The second approver returned it to you for clarification.
Reassigned(C): The second approver sent it back to you explicitly.
While promoting an employee in the system, it is required that the HR specialist be able to see the name of the next three jobs the employee can progress to in the list of values against the Job field. Which setup meets this requirement?
Descriptive flexfields must be defined to hold Progression Job Information.
Create an appropriate job set.
Benchmark all the jobs in the system.
Job Evaluation criteria must be set up during job creation.
Progression Job Information must be defined during job creation.
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, job progression information can be configured to assist HR specialists during processes like promotions by displaying potential next jobs in the Job field’s list of values (LOV). The requirement here is to show the next three jobs an employee can progress to, which relates to the job setup.
Option E ("Progression Job Information must be defined during job creation") is correct. Oracle allows you to define job progression details when creating or editing a job in the system. This is done via the "Progression Job Information" section in the job definition, where you can specify a job family or progression path, including the next jobs in the sequence. When an HR specialist promotes an employee and searches the Job field, the system can display these related jobs in the LOV based on this setup. The "Implementing Global Human Resources" guide explains how job progression paths can be configured to support career planning and promotion processes.
Option A ("Descriptive flexfields must be defined to hold Progression Job Information") is incorrect because descriptive flexfields (DFFs) are used for custom attributes, not for defining job progression paths natively in the Job field LOV.
Option B ("Create an appropriate job set") is incorrect. Job sets are used to group jobs for reporting or processing, not to define progression paths visible in the Job field.
Option C ("Benchmark all the jobs in the system") relates to compensation benchmarking and does not influence job progression visibility in the LOV.
Option D ("Job Evaluation criteria must be set up during job creation") is about evaluating job worth (e.g., for compensation), not progression paths.
Which three statements are true about HCM Cloud trees?
You can create multiple versions of each tree.
You can create multiple trees for the geography tree type.
Oracle Fusion trees are graphical representations of hierarchical data, such as the structure of the organization.
With the exception of geography trees, you can create multiple trees for each HCM tree type.
Full Detailed in Depth Explanation:
HCM Cloud trees are used to represent hierarchical data structures. The correct statements are:
A: Multiple versions of a tree can be created to manage changes over time or test configurations, as supported by the tree versioning feature.
C: Trees in Oracle Fusion HCM are indeed graphical representations of hierarchies (e.g., organization, department), aiding in visualization and management.
D: For most HCM tree types (e.g., Department, Position), multiple trees can be created, except for geography trees, which are limited to one per country due to their predefined structure.
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.
In HCM Cloud, you can define an employee's work time availability in several ways. In which order does the application search for an employee's schedule before applying it to an assignment?
Standard working hours, Primary work schedule, Employment work week, then Published schedules
Employment work week, Published schedules, Primary work schedule, then Standard working hours
Published schedules, Employment work week, Primary work schedule, then Standard working hours
Primary work schedule, Employment work week, Published schedules, then Standard working hours
Comprehensive and Detailed Explanation From Exact Extract:
In Oracle Global Human Resources Cloud, the application follows a specific hierarchy when determining an employee's work schedule to apply to an assignment. This process ensures that the most relevant and specific schedule is selected based on the configuration of the employee's work time availability. The correct order of precedence for searching an employee's schedule is outlined in the official Oracle documentation.
According to the Oracle HCM Cloud documentation, the application searches for schedules in the following order:
Published schedules: These are schedules from other scheduling applications integrated with Oracle HCM Cloud or manually published schedules that take precedence.
Employment work week: This is configured on the employee's employment record and defines the standard work week applicable to the employee.
Primary work schedule: This is linked to specific workforce structure levels (e.g., enterprise, department, or individual assignment) and takes precedence based on the lowest level of assignment.
Standard working hours: These serve as the default fallback if no other schedules are defined.
The exact extract from the Oracle documentation states:
"You can set up an individual's work time in different ways. An person's official schedule for a selected time period is automatically determined using this information: ... This flow chart shows you the order that the application searches for someone's schedule, before applying it to the assignment. The published schedule is built using the employment work week, primary work schedule, or standard working hours for each person. It can also be built using published schedules from other scheduling applications."
This indicates that the application prioritizes published schedules first, followed by the employment work week, then the primary work schedule, and finally standard working hours as the last resort. The documentation further clarifies that schedules assigned at lower workforce structure levels (e.g., individual assignment) take precedence over those at higher levels (e.g., enterprise), but the overall search order remains as listed.
Why the other options are incorrect:
Option A (Standard working hours, Primary work schedule, Employment work week, then Published schedules): This is incorrect because standard working hours are the last fallback, not the first, and published schedules have higher precedence than all others.
Option B (Employment work week, Published schedules, Primary work schedule, then Standard working hours): This is incorrect because published schedules are checked before the employment work week, not after.
Option D (Primary work schedule, Employment work week, Published schedules, then Standard working hours): This is incorrect because primary work schedules are not the first to be checked; published schedules take precedence, and employment work week comes before primary work schedule.
A manager checks the availability of a worker. The manager is not aware that the worker does not have a work schedule assigned. Which three items will be used to determine the availability of a worker?
Contract Data
Absences
Calendar Events
Standard Working Hours
Time Sheet
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, a worker’s availability is determined by combining multiple data points that define their working and non-working time. When a work schedule is not assigned, the system relies on alternative sources to calculate availability, as seen in the "Check Availability" feature (e.g., in the Directory or My Team).
Option A: Contract Data defines employment terms (e.g., full-time/part-time status) but does not directly specify daily or hourly availability without a linked schedule or hours. It’s not a primary factor here.
Option B: Absences (e.g., vacation, sick leave) reduce a worker’s availability by indicating time they are not available to work. This is a key component, making it correct.
Option C: Calendar Events (e.g., public holidays, company-wide closures) from the worker’s assigned work day calendar affect availability by marking non-working days. This is included, making it correct.
Option D: Standard Working Hours, defined at the enterprise or legal employer level (via Manage Enterprise HCM Information or Manage Legal Entity HCM Information), provide a default working pattern (e.g., 9 AM–5 PM) when no specific work schedule is assigned. This is a fallback mechanism and is correct.
Option E: Time Sheet data tracks actual hours worked but is not used proactively to determine future availability; it’s more for payroll or historical analysis.
Thus, the three items used areB (Absences),C (Calendar Events), andD (Standard Working Hours), as outlined in "Using Global Human Resources" under Availability Management.
Which four objects are keyed by a Reference Data Set to allow sharing and restricting of values between business units, such as Department and Location?
Jobs
Actions
Positions
Grades
Location
Departments
Full Detailed in Depth Explanation:
Reference Data Sets (RDS) in Oracle HCM Cloud control the sharing and restriction of reference data across business units. The four objects keyed by RDS include:
Jobs (A): Shared or restricted by business unit for employment consistency.
Grades (D): Linked to compensation and restricted by RDS.
Location (E): Physical work locations shared or restricted via RDS.
Departments (F): Organizational units managed via RDS for segregation.
Which task in the Setup and Maintenance work area generates position codes automatically?
Manage Legal Entity HCM Information
Manage Position Synchronization
Manage Enterprise HCM Information
Manage Position Codes
Manage Positions
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, position codes are unique identifiers for positions, and their automatic generation is configured at the enterprise level.
Option A: "Manage Legal Entity HCM Information" sets legal employer-specific options (e.g., worker numbers) but not position codes.
Option B: "Manage Position Synchronization" handles position-to-assignment synchronization, not code generation.
Option C: Correct. "Manage Enterprise HCM Information" allows enabling automatic position code generation across the enterprise, typically via the Position Code Generation setting.
Option D: There’s no "Manage Position Codes" task; this is a fictitious option.
Option E: "Manage Positions" is for creating/editing positions but doesn’t configure automatic code generation.
The correct answer isC, per "Implementing Global Human Resources" on enterprise setup.
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.
What type of people within our system are assigned Person IDs?
Employees, Contingent Workers, Non-Workers
Employees, Contingent Workers, Non-Workers, Pending Workers, Worker Contacts
Employees, Contingent Workers, Non-Workers, Pending Workers
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, aPerson IDis a unique identifier assigned to individuals within the system who have a person record. The types of people assigned Person IDs include:
Employees: Full-time or part-time workers with an employment relationship.
Contingent Workers: Temporary or contract workers.
Non-Workers: Individuals like retirees or external contacts with a person record but no active work relationship.
Pending Workers: Individuals hired but not yet started (e.g., future-dated hires).
Worker Contacts: Emergency contacts or dependents linked to a worker’s record, who also receive a Person ID for tracking purposes.
Option A omits Pending Workers and Worker Contacts, which are included in the system’s person model. Option C misses Worker Contacts, who are explicitly assigned Person IDs to manage relationships. Option B is the most comprehensive, aligning with Oracle’s definition of person records in the "Person Management" guide, makingBthe correct answer.
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.
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.
Position Management settings are configurable on both the Enterprise HCM Information and the Legal Entity HCM Information tasks. Which settings can be set at the Enterprise level but can be overwritten at the Legal Entity level?
Position Synchronization Configuration settings
Position Synchronization Configuration and Position Incumbent Validation settings
Position Synchronization Configuration, Position Hierarchy Configuration, and Position Incumbent Validation settings
Position Synchronization Configuration and Position Hierarchy Configuration settings
Full Detailed In-Depth Explanation:
In Oracle HCM Cloud, Position Management settings are defined at the Enterprise level (via Manage Enterprise HCM Information) and can be overridden at the Legal Entity level (via Manage Legal Entity HCM Information). The documentation specifies thatPosition Synchronization Configurationsettings (e.g., enabling synchronization, allowing overrides) are configurable at both levels, with Legal Entity settings taking precedence if specified. This allows tailored synchronization behavior per legal entity while maintaining an enterprise default.
Position Incumbent Validation (e.g., validating position assignments) and Position Hierarchy Configuration (e.g., hierarchy rules) are managed separately and not explicitly noted as overrideable at the Legal Entity level in the same way. Options B, C, and D include additionalsettings that lack evidence of Legal Entity override capability in the documentation. Option A correctly identifies Position Synchronization Configuration as the overrideable setting.
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.
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.
You are implementing the Enterprise Checklist functionality for one of your customers. The customer wants certain checklist tasks allocated to the employee automatically before their hire date. What should you do to achieve the required functionality?
The worker must be added as a Pending Worker, and the enterprise or step checklist needs to betied to the Add a Pending Worker action.
Managers can automatically allocate checklist templates to the persons whom they manage from the Onboarding work area.
Associate the area of responsibility with the checklist template to allocate the checklist to persons automatically when they are given the specific area of responsibility.
Associate a life event with the checklist template to allocate the checklist to persons automatically when they experience the event.
Associate the eligibility profile with the checklist template to allocate the checklist to persons automatically when they satisfy the criteria built in the eligibility profile.
Full Detailed In-Depth Explanation:
Oracle Global Human Resources Cloud’s checklist functionality allows tasks to be automatically allocated to workers based on specific triggers or actions. The requirement here is to allocate tasksbefore the hire date, which points to the use of the "Pending Worker" functionality, as employees are not fully active until their hire date.
Option A: A Pending Worker is a person added to the system before their official hire date (e.g., during recruitment or pre-boarding). Checklists can be tied to the "Add a Pending Worker" action, ensuring tasks are allocated automatically when the worker is entered as a pending worker. This meets the requirement of pre-hire allocation and is the correct approach per Oracle’s checklist setup process.
Option B: Managers can manually allocate checklists from the Onboarding work area, but this is not automatic and does not guarantee allocation before the hire date, as it depends on manager intervention post-hire.
Option C: Areas of responsibility (AOR) can trigger checklists, but this is typically for existing employees when assigned specific responsibilities, not for pre-hire scenarios.
Option D: Life events (e.g., marriage, birth) can trigger checklists, but they are unrelated to the hiring process or pre-hire allocation.
Option E: Eligibility profiles can automate checklist allocation based on criteria (e.g., job, location), but they apply to active employees, not pending workers before their hire date.
The correct answer isA, as it leverages the Pending Worker action to meet the pre-hire requirement, as detailed in "Implementing Global Human Resources" under Checklist Configuration.
Your customer wants to leverage the Tree Manager functionality to meet their Security and Reporting requirements. You discuss the delivered hierarchies to help them choose the correct tree structure. Which option represents seeded tree structures?
Organization, job, division, geographies
Organization, position, division, establishment
Organization, position, department, geographies
Organization, job, department, geographies
Organization, position, division, geographies
Comprehensive and Detailed Explanation From Exact Extract:
In Oracle Global Human Resources Cloud, theTree Managerfunctionality is used to define and manage hierarchical structures that support security, reporting, and organizational requirements. Seeded tree structures are predefined hierarchies provided by Oracle to help organizations model their workforce structures efficiently. These seeded structures are designed to align with common organizational components and are available out-of-the-box for configuration.
According to the official Oracle HCM Cloud documentation, the seeded tree structures in Oracle Global Human Resources Cloud are:
Organization: Represents the organizational hierarchy, such as business units, legal entities, or departments.
Position: Defines the position hierarchy, which outlines reporting relationships based on job roles or positions within the organization.
Department: Represents the departmental hierarchy, which organizes employees into functional or operational units.
Geographies: Defines geographic hierarchies, such as country, region, or city, used for location-based reporting and compliance.
The exact extract from the Oracle documentation states:
"You can define trees to create hierarchical structures to reflect your organization for reporting and security purposes. Examples of predefined tree structures include organization, position, department, and geographies. Use trees to create a hierarchical representation of the structure that is used for approvals, reporting, and security."
This confirms that the seeded tree structures areorganization, position, department, and geographies, making option C the correct answer.
Why the other options are incorrect:
Option A (Organization, job, division, geographies): This is incorrect becausejobis not a seeded tree structure. Jobs represent roles or functions but are not used to define hierarchies in Tree Manager. Additionally,divisionis not a predefined tree structure in Oracle HCM Cloud.
Option B (Organization, position, division, establishment): This is incorrect becausedivisionandestablishmentare not seeded tree structures. While organizations may use custom hierarchies for divisions or establishments, they are not part of the predefined seeded structures.
Option D (Organization, job, department, geographies): This is incorrect becausejobis not a seeded tree structure, as explained in option A.
Option E (Organization, position, division, geographies): This is incorrect becausedivisionis not a seeded tree structure, as explained in option B.
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.
A client requires that promotion approvals should go to a static set of three users in a sequential manner, with the approval process continuing to the next user if the prior approver is not available. What setup is required to meet this requirement?
The default functionality is that if any approver is not present, then the transaction gets auto-approved.
While configuring Approval Group List Builder, select "Allow empty groups" as True.
All approvers must be present in the system; else, the promotion transaction fails.
While configuring Approval Group List Builder, select "Allow empty groups" as False.
Enable a descriptive flexfield to capture the approvers in the required sequence and create Approval Group List Builder.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, promotion approvals are configured via BPM Worklistusing Approval Groups. The requirement for a static, sequential group of three users with failover to the next approver requires specific settings.
Option A: Incorrect. Default behavior does not auto-approve if an approver is unavailable unless explicitly configured (e.g., via timeout rules).
Option B: "Allow empty groups" as True skips the group if no approvers are available, which could bypass the sequence, not continue it.
Option C: Incorrect. The system doesn’t fail if approvers are absent; it depends on configuration.
Option D: Correct. Setting "Allow empty groups" to False ensures the approval group (with three static users) is mandatory, and sequential routing continues to the next available approver if one is unavailable (e.g., via vacation rules or reassignment).
Option E: Flexfields don’t control approval routing; they’re for data capture, not process flow.
The correct answer isD, as per "Using Global Human Resources" on approval setup.
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.
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.
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.
Which three statements are true about Person Number? (Choose three.)
Initial Person Number can be provided at enterprise level.
If the Person Number generation method is once set to manual, it can be changed to automatic if a person record is created.
Person Numbers for contacts are generated automatically.
Initial Person Number cannot be provided at enterprise level.
If the Person Number generation method is once set to manual, it can be changed to automatic even if no person record is created.
Full Detailed in Depth Explanation:
Person Number in Oracle HCM Cloud is a unique identifier assigned to individuals (employees, contingent workers, contacts, etc.). Its generation method can be configured at the enterprise level, and its behavior depends on the setup.
Option A ("Initial Person Number can be provided at enterprise level"): True. During enterprise setup in the "Manage Enterprise HCM Information" task, you can specify whether Person Numbers are generated automatically or manually and provide an initial value (e.g., starting number). This is documented in the "Implementing Global Human Resources" guide.
Option C ("Person Numbers for contacts are generated automatically"): True. Contacts (e.g., emergency contacts or dependents) automatically receive Person Numbers when created, regardless of the generation method for employees. This ensures uniqueness across all person types, as per Oracle’s standard functionality.
Option E ("If the Person Number generation method is once set to manual, it can be changed to automatic even if no person record is created"): True. The generation method is configurable in the enterprise setup and can be changed from manual to automatic (or vice versa) at any time before or after records are created, though changes after record creation may require careful handling of existing data.
Option B ("If the Person Number generation method is once set to manual, it can be changed to automatic if a person record is created"): False. This statement is incomplete and misleading. The method can be changed regardless of whether a record exists, but the wording implies a restriction that isn’t accurate.
Option D ("Initial Person Number cannot be provided at enterprise level"): False. As noted in Option A, the initial value can be set at the enterprise level.
A Human Resources specialist has created a checklist template that includes the category "Offboarding" and the action "Termination." When an employee retires from the organization and their work relationship with the legal employer is terminated, there is no Offboarding Journey or checklist assigned to the retired employee in the Manage Allocated Checklist section. What is the reason?
Action Type was not defined for the checklist.
Action Reasons were not defined in the checklist.
The Action associated with the checklist does not match the Action selected during the termination process.
The checklist template is not enabled for automatic allocation.
Comprehensive and Detailed Explanation From Exact Extract:
In Oracle Global Human Resources Cloud, checklist templates are used to automate tasks, such as offboarding journeys, for employees based on specific events like termination. The scenario describes a situation where an HR specialist created a checklist template categorized as "Offboarding" with the action "Termination," but no offboarding journey or checklist is assigned to a retired employee after their work relationship is terminated. The Manage Allocated Checklist section, accessible via the Journeys or Checklist Tasks work areas, displays checklists assigned to employees. The absence of the checklist indicates a mismatch or configuration issue in the template’s setup.
Option A: Action Type was not defined for the checklist.
This option is incorrect. In Oracle HCM Cloud, the Action Type is a higher-level classification (e.g., Hire, Termination) that groups actions, but checklist templates are associated with specific Actions (e.g., Termination, Retirement) rather than requiring a separate Action Type definition. The scenario specifies that the checklist includes the action "Termination," implying the action is defined. Oracle documentation does not mandate a distinct Action Type field for checklist templates to trigger allocation, making this option irrelevant.
Extract: “When you create a checklist template, you associate it with an action, such as Hire or Terminate, to trigger the checklist for specific events.” (OracleOracle Global Human Resources Cloud: Using Global Human Resources, Section: Checklist Templates).
Option B: Action Reasons were not defined in the checklist.
This option is incorrect. Action Reasons (e.g., Retirement, Resignation) provide additional context for an action and can be used to filter checklist allocation, but they are not mandatory for checklist assignment. If no action reasons are specified in the checklist template, the checklist should still be allocated based on the action (e.g., Termination) unless specific reasons are configured to restrict it. The scenario does not indicate that the checklist requires specific action reasons, and the lack of an assigned checklist suggests a broader issue with the action itself, not the absence of reasons.
Extract: “You can optionally specify action reasons to filter when a checklist is allocated, but this is not required for the checklist to trigger.” (Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Configuring Checklists).
Option C: The Action associated with the checklist does not match the Action selected during the termination process.
This is the correct answer. In Oracle HCM Cloud, checklist templates are triggered based on the Action selected during an employee’s transaction, such as termination. The scenario states the checklist is associated with the action "Termination," but the employee’s work relationship is terminated due to retirement. In Oracle, Retirement is a distinct action (with a lookup code like RETIREMENT) separate from Termination (e.g., VOLUNTARY_TERMINATION). If the HR specialist selected Retirement as the action during the termination process, but the checklist is configured for Termination, the checklist will not be allocated, as the actions do not match. This explains why no offboarding journey or checklist appears in the Manage Allocated Checklist section for the retired employee.
Extract: “The checklist is allocated to a person when the action specified in the checklist template matches the action performed in the transaction. For example, a checklist for Termination won’t trigger if the action is Retirement.” (Oracle Global Human Resources Cloud: Using Global Human Resources, Section: Checklist Allocation).
Additionally, the 24C What’s New documentation clarifies: “Ensure the checklist action aligns with the transaction action to avoid allocation issues.” (Oracle Fusion Cloud Human Resources 24C What’s New, Section: Journeys and Checklists).
Option D: The checklist template is not enabled for automatic allocation.
This option is incorrect. Checklist templates in Oracle HCM Cloud are enabled for allocation by default when created, provided they are Active and associated with an action. The scenario does not indicate that the template is inactive or disabled for allocation, and the issue is specifically tied to the retirement event not triggering the checklist. If automatic allocation were disabled, the template would not function for any termination actions, but the question focuses on the retirement case, pointing to an action mismatch.
Extract: “Checklist templates are active for allocation unless explicitly disabled or set to inactive status.” (Oracle Global Human Resources Cloud: Implementing Global Human Resources, Section: Checklist Template Setup).
Why this answer?
The key issue is that the employee’s termination was processed with the Retirement action, which does not match the Termination action configured in the checklist template. Oracle’s checklist allocation logic requires an exact match between the transaction action and the checklist’s action, as documented. This mismatch prevents the offboarding journey from being assigned, making C the correct answer. The other options either misalign with Oracle’s functionality or do not directly address the retirement-specific issue.
References
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Checklist Templates: Details on associating actions with checklists.
Section: Checklist Allocation: Explains how actions trigger checklist assignments.
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Configuring Checklists: Describes action and action reason configurations.
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Journeys and Checklists: Notes on action alignment for checklist triggers.
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.
Challenge 2
Manage Legal Entity
Scenario
The newly acquired company that manufactures spring hinges for spectacles in Michigan will be its own legal entity. You need to create a legal entity for this company.
Task
Create a legal entity in the HCM system that will be its own Payroll Statutory Unit, where:
The name of the legal entity is X Cloud vision
The identifier is XCLDVIS
The legal address is, as previously created
The EIN or TIN is 93654213X
The Legal Reporting Unit Registration Number is 1212321X
See the solution in Explanation below.
This task requires creating a legal entity in Oracle Global Human Resources Cloud for a newly acquired company,X Cloud Vision, that manufactures spring hinges for spectacles in Michigan. The legal entity must also be its ownPayroll Statutory Unit(PSU), with specific details provided: name, identifier, legal address (previously created), EIN/TIN, and Legal Reporting Unit Registration Number. 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 legal entities. The user must have permissions to access theWorkforce Structuresfunctional area and theManage Legal Entitytask. Roles likeApplication Implementation Consultantinclude the necessary privileges (e.g.,Manage Legal Entityduty role).
Verification: Oracle documentation confirms that setup tasks require specific security roles, and theManage Legal Entitytask is restricted to authorized users.
Which employment actions can a Line Manager perform through the Smart Navigation icon within the Global Search, the Directory Search, My Team, or while viewing the Person EmploymentInformation page of the Person Spotlight Page of their direct reports?
Promote, Transfer, Terminate, Location Change, Create Work Relationship, and Add Assignment
Promote, Transfer, Terminate, Location Change, Manager Change, and Suspend Assignment
Promote, Transfer, Terminate, Location Change, Manager Change, and Add Global Assignment
Promote, Suspend, Terminate, Location Change, Manager Change, and Add Additional Assignment
Full Detailed In-Depth Explanation:
Line Managers in Oracle Global Human Resources Cloud can perform employment actions on their direct reports via interfaces like Smart Navigation, Directory, My Team, or Person Spotlight, provided they have appropriate security privileges (e.g., via the Line Manager role). The available actions depend on seeded functionality and configuration.
Option A: Correct. Line Managers can:
Promote (change grade/job), Transfer (move between assignments), Terminate (end employment), Location Change (update work location), Create Work Relationship (add new employment), and Add Assignment (add additional assignments). These align with standard manager capabilities.
Option B: "Suspend Assignment" is not a typical action available via these interfaces; it’s more a system status than a manager-initiated action. Manager Change is possible but less common in this context.
Option C: "Add Global Assignment" is a specific action for global deployments, not a standard Line Manager action in these interfaces.
Option D: "Suspend" is not a direct action, and "Add Additional Assignment" is valid but less comprehensive than "Add Assignment" in A.
The correct answer isA, reflecting standard Line Manager actions in "Using Global Human Resources."
You are an HR specialist and want to add new values to a lookup. You have access to the specific work area, but are unable to perform the activity. Identify the correct statement about this.
You cannot add new lookup codes and meanings to the existing lookup types.
Oracle applications contain certain predefined system lookups that are locked for editing.
You can access the task for profile options from the Setup and Maintenance menu.
You can create new lookup types but cannot modify the existing ones.
The system administrator must enable the lookup before it is modified in the work area.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, lookups are managed via the "Manage Common Lookups" or "Manage Standard Lookups" tasks in the Setup and Maintenance work area. Lookupsprovide drop-down values (codes and meanings) for fields, and their editability depends on their type and configuration.
Option A: Incorrect. You can add new lookup codes and meanings to many existing lookup types, provided they are not system-locked or restricted by security.
Option B: Correct. Oracle includes predefined system lookups (e.g., seeded values for core fields like Action Types or Employment Status) that are locked for editing to maintain application integrity. If the lookup you’re trying to modify is one of these, you’ll be unable to add values, even with access to the work area, due to system restrictions.
Option C: Incorrect. Profile options are unrelated to lookups; they control application behavior, not value lists, and don’t explain the inability to edit.
Option D: Incorrect. You can modify existing lookup types (if not system-locked) and create new ones, depending on permissions and lookup status.
Option E: Incorrect. There’s no specific "enable" step by a system administrator for lookups; editability is determined by the lookup’s system status and user privileges.
The correct answer isB, as per "Implementing Global Human Resources" on lookup management, where system lookups are noted as non-editable.
The line manager of an employee is also the HR manager for that employee. The Promotion approval rules state that a transaction should be approved by the line manager followed by HR. If this employee receives a promotion, the approval will go to the manager twice. The customer requires that when approvers repeat in the routing chain, only one approval notification should be triggered to such approvers. What step in Business Process Management (BPM) Worklist should you perform to meet this requirement?
Select Allow All Participants To Route Task To Other Participants.
Change the Task Aggregation configuration to Once Per Task.
Change the value of Complete Task Immediately When Participant Chooses to Approve.
Deselect Allow Participants To Edit Future Participants.
Select Allow Participants To Edit Future Participants.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, BPM Worklist manages approval workflows. When an approver (e.g., the same manager as both line and HR) appears multiple times, duplicate notifications can occur unless aggregation is configured.
Option A: Routing to other participants doesn’t address duplicate notifications for the same approver.
Option B: Correct. Setting Task Aggregation to "Once Per Task" in BPM ensures that if the same approver appears multiple times in the chain, they receive only one notification to approve the task once, fulfilling the requirement.
Option C: Immediate completion affects task closure timing, not notification frequency.
Option D: Editing future participants doesn’t control notification aggregation.
Option E: Allowing edits to future participants is unrelated to duplicate notifications.
The correct answer isB, as per "Using Global Human Resources" on BPM approval configuration.
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.
From which Redwood page can you now open the existing HCM Position Hierarchy?
Redwood Locations page
Redwood Person Spotlight page
Redwood Positions read-only page
Redwood Jobs page
The question asks from which Redwood page the existing HCM Position Hierarchy can be accessed. Position Hierarchies in Oracle HCM Cloud define relationships between positions (e.g., reporting structures), and Redwood pages provide enhanced interfaces for workforce management tasks.
Option A: Redwood Locations pageThis option is incorrect. TheRedwood Locationspage manages location records (e.g., office addresses), not position hierarchies. Oracle documentation does not indicate any functionality for accessing position hierarchies from this page, as locations and positions serve distinct purposes in workforce structures.
Option B: Redwood Person Spotlight pageThis option is incorrect. TheRedwood Person Spotlightpage focuses on person searches and quick actions (e.g., viewing employee details). While it may display an employee’s position, it does not provide access to the full position hierarchy structure, which is a separate configuration, making this option invalid.
Option C: Redwood Positions read-only pageThis is the correct answer. TheRedwood Positions read-only page(introduced in 24C) allows users to view position details and access related configurations, including the existing HCM Position Hierarchy. Oracle’s release notes confirm that this page includes functionality to open and view position hierarchies, enabling users to navigate reporting relationships and position structures directly from the Redwood interface.
Option D: Redwood Jobs pageThis option is incorrect. TheRedwood Jobspage manages job definitions (e.g., job codes, families), not position hierarchies. While jobs are linked to positions, the position hierarchy is a distinct structure managed separately, and Oracle documentation does not support accessing hierarchies from the Jobs page.
Why this answer?TheRedwood Positions read-only pageis designed for position management tasks, including accessing hierarchies, aligning with Oracle’s Redwood enhancements for workforce structures. Other pages focus on unrelated entities (locations, persons, jobs), makingCthe correct choice.
References
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Redwood Positions Page: “The Redwood Positions read-only page now allows opening the existing HCM Position Hierarchy.”
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Position Management: “Position hierarchies can be viewed and managed from position-related pages.”
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Position Hierarchies: “Describes how to access and configure position relationships.
A Human Resource Specialist is hiring a new employee in the application. While creating the employee record, he enters personal information and employment details and, when submitting the transaction, encounters an error. Part of the error message reads: "NewPersonEmploymentApproval to NewPersonEmploymentApproval Rules NewPersonRuleSet failed with Business Fault: null. Check the underlying fault. Check target SOA component for cause." The Human Resource Specialist raises a service request with the internal support team. What is the cause of this error?
A security profile needs to be defined for the Human Resource Specialist to hire a person.
The BPM task NewPersonEmploymentApproval is not set up properly.
The Human Resource Specialist does not have the required privilege for the New Person Employment process.
The Update Person Keyword Search process must be run before hiring a person.
Full Detailed In-Depth Explanation:
The error message indicates a failure in the approval process during the "New Person Employment" transaction, pointing to an issue with the BPM (Business Process Management) workflow rather than security or pre-process requirements.
Option A: Security profiles control data visibility, not approval process execution. Thiswouldn’t cause a BPM fault.
Option B: Correct. The error references "NewPersonEmploymentApproval," a BPM task. A "Business Fault: null" suggests a misconfiguration in the approval ruleset (e.g., missing approver, invalid rule) within BPM Worklist, preventing the transaction from completing.
Option C: Lack of privilege would typically block access to the hire action entirely, not trigger a mid-process BPM fault.
Option D: The "Update Person Keyword Search" process enhances search functionality but is unrelated to hiring approvals.
The correct answer isB, as detailed in "Implementing Global Human Resources" under Approval Configuration.
An employee’s job description is "Recruiter" as of 01-Jan-2015. This job was updated in the system to "Consultant" on 01-Feb-2015. The 01-Feb-2015 assignment record is the latest effective-dated employment record in the system. On 01-Mar-2015, the HR specialist wants to view this employee’s previous employment details and searches for them on the Person Management page. The HR specialist enters the effective as-of date value as 31-Jan-2015 with the search keyword "Recruiter" because the employee was working as a recruiter on 31-Jan-2015. The search returns no rows. What is causing this?
The Update Person Search Keyword process has updated the latest effective-dated job attribute in the keyword record.
The Person Management page search does not support Job attribute keywords.
The Update Person Search Keyword process has failed on 31-Jan-2015 but ran successfully the next day.
The Person Management page search does not support date-effective keywords.
The Update Person Search Keyword process has failed on 01-Mar-2015 but ran successfully the previous day.
The Update Person Search Keyword process has associated the effective dates with the job attributes in the keyword record resulting in search discrepancies.
Full Detailed In-Depth Explanation:
The Person Management page search in Oracle HCM Cloud uses the "Update Person Search Keyword" process to index attributes like job. This process updates the keyword record with thelatest effective-dated value(here, "Consultant" as of 01-Feb-2015) as of the process run date, overwriting historical data (e.g., "Recruiter" from 01-Jan-2015). On 01-Mar-2015, searching with "Recruiter" and an effective date of 31-Jan-2015 fails because the index only contains "Consultant," not historical jobs, even though date-effective search is supported.
Option B is false—job keywords are supported. Options C and E (process failures) lack evidence. Option D is incorrect—date-effective searches are supported viaORA_PER_EMPSRCH_ENABLE_DATES. Option F misstates the process—it doesn’t associate effective dates; it overwrites with the latest. Option A correctly explains the behavior per Oracle’ssearch mechanics.
Grade structures (grades, grade rates, and grade ladder) were configured for your customer and the required employee assignment data was migrated to the system. However, there was a change in requirement and the customer decided to delete some grades because they were no longer used. When you try to delete one such grade from the system, the system throws an error. Identify three possible reasons for the system error. (Choose three.)
There are assignment records of one or more employees associated with this grade.
The grade has grade rates defined.
The grade is linked to a grade ladder.
A grade cannot be deleted and can only be made inactive by changing the status to "Inactive".
A grade cannot be deleted and can only be end-dated.
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, grades are part of the compensation and job structure. Deleting a grade is restricted if it’s referenced elsewhere in the system.
Option A ("There are assignment records of one or more employees associated with this grade"): True. If an employee’s assignment references the grade, deletion is blocked to maintain data integrity, per the "Implementing Global Human Resources" guide.
Option B ("The grade has grade rates defined"): True. Grade rates (e.g., salary ranges) linked to the grade prevent deletion until removed.
Option C ("The grade is linked to a grade ladder"): True. Grades in a grade ladder (progression structure) cannot be deleted until unlinked.
Option D ("A grade cannot be deleted and can only be made inactive by changing the status to 'Inactive'"): False. Grades can be deleted if no dependencies exist; inactivation is an alternative, not a requirement.
Option E ("A grade cannot be deleted and can only be end-dated"): False. End-dating is an option, but deletion is possible if constraints are cleared.
As an HR Specialist, it is your responsibility to hire employees and enter their base salary information. After you selected a grade and salary basis, and entered the base salary, you expected to see the compa-ratio information display—but it does not. What is the possible cause for the information NOT displaying?
The grade rate and the salary basis are tied to different legislative data groups.
The grade and the salary basis are tied to different legislative data groups.
The grade rate and the salary basis are tied to different frequencies.
The grade rate was not linked to the salary basis.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the compa-ratio (comparison ratio) measures an employee’s salary against the midpoint of a grade rate range. It’s displayed in the employment or salary details section when entering a base salary, provided all components are correctly aligned.
Option A: Incorrect. Grade rates and salary basis don’t need to share the same legislative data group (LDG) for compa-ratio calculation; LDGs partition data but don’t directly affect this display unless misconfigured at a higher level.
Option B: Incorrect. The grade itself isn’t tied to an LDG; it’s the grade rate that matters. This option misattributes the relationship.
Option C: Incorrect. While frequency (e.g., monthly vs. annual) must align for accurate salary calculations, compa-ratio is normalized and should still display if the grade rate and salary basis are linked, even with frequency differences (assuming conversion is handled).
Option D: Correct. The compa-ratio requires a grade rate (defining min, mid, max values) to be associated with the salary basis used in the employee’s record. If the grade rate isn’t linked to the salary basis (via "Manage Salary Basis" or "Manage Grade Rates"), the system lacks the reference range to compute and display the compa-ratio. This is a common setup oversight during implementation.
The correct answer isD, as detailed in "Using Global Human Resources" on salary management and grade rate integration.
Which two fields can be synchronized by Position?
Business Unit
Department
Legal Employer
Location
Full Detailed in Depth Explanation:
Position Synchronization in Oracle HCM Cloud allows certain fields to automatically populate based on the position assigned to a worker. The two fields that can be synchronized are:
B: Department, as positions are often tied to specific departments, and this link can sync data.
D: Location, as positions are associated with work locations, enabling synchronization.
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.
What values on the Enterprise HCM Information task can you override on the Manage Legal Employer Information task?
Work day information, initial person number, employment model, position synchronization configuration, worker number generation
Work day information, person number generation method, employment model, position synchronization configuration, worker number generation
Work day information, user account generation, employment model, position synchronization configuration, worker number generation
Work day information, employment model, position synchronization configuration, worker number generation
Full Detailed In-Depth Explanation:
The "Manage Enterprise HCM Information" task sets global defaults, while "Manage Legal Entity HCM Information" allows overrides for specific legal employers.
Option A: "Initial person number" is not a field; it’s likely meant as person number generation, but the term is incorrect.
Option B: Correct. You can override:
Work day information (e.g., standard hours),
Person number generation method (e.g., manual/automatic),
Employment model (e.g., single/multiple assignments),
Position synchronization configuration (e.g., enable/disable),
Worker number generation (e.g., employee/contingent worker numbering).
Option C: "User account generation" is managed via security setup, not legal employer settings.
Option D: Misses person number generation, an overrideable field.
The correct answer isB, per "Implementing Global Human Resources" on enterprise vs. legal entity settings.
An IT company’s consulting department based in Bangalore goes for two team outing events every year. However, the support department, also based in Bangalore, goes for four team outing events every year. All employees in these departments go for the respective team outing events. How should you define the calendar events?
Use Project Manager Hierarchy as the Hierarchy type for the calendar event.
Use Geographic Hierarchy as the Hierarchy type for the calendar event.
Use Line Manager Hierarchy as the Hierarchy type for the calendar event.
Use Absence Approval Hierarchy as the Hierarchy type for the calendar event.
Use Organization Hierarchy as the Hierarchy type for the calendar event.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, calendar events (e.g., team outings) are defined via the "Manage Calendar Events" task and assigned using a hierarchy to determine applicability. The scenario requires events specific to departments (consulting vs. support) in the same location (Bangalore).
Option A: Project Manager Hierarchy is for project-based structures, not department-specific events.
Option B: Geographic Hierarchy applies to location-based events (e.g., Bangalore vs. Mumbai), but both departments are in Bangalore, so it’s too broad.
Option C: Line Manager Hierarchy targets individuals under specific managers, not entire departments uniformly.
Option D: Absence Approval Hierarchy is for absence approvals, not calendar events like outings.
Option E: Correct. Organization Hierarchy (e.g., via Manage Organization Trees) allows events to be tied to specific departments (consulting and support), ensuring the consulting department gets two outings and the support department gets four, regardless of location or manager.
The correct answer is E, per "Using Global Human Resources" on calendar event setup.
Your organization needs to download a large number of document record and their attachments for specific document type (degree or certificate). If you want to limit the mass download to only this document type, how would you configure it in HCM Cloud: Global Human Resources?
On the Document Type setup page, select the "permitted for mass download" field on the document type of Degree or Certificate.
Configure the "HCM Flow and Document Type Mapping" section on the HCM Data Loader Template setup page by adding a row for permitted document type, and select Degree or Certificate.
Configure the "HCM Flow and Document Type Mapping" section on the Enterprise HCM Information setup page by adding a row for permitted document type, and select Degree or Certificate.
The organization needs to download a large number of document records and their attachments for specific document types (Degree or Certificate) and limit the mass download to only these types. The question asks how to configure this in Oracle HCM Cloud.
Option A: On the Document Type setup page, select the "permitted for mass download" field on the document type of Degree or Certificate.This is the correct answer. Oracle HCM Cloud allows mass download of document records and attachments via theDocument Recordspage or related processes. To restrict downloads to specific document types, theManage Document Typestask includes aPermitted for Mass Downloadfield (introduced in recent releases, e.g., 24C). By enabling this field for theDegreeandCertificatedocument types, you ensure that only records of these types are included in mass download operations, meeting the requirement to limit the scope.
Option B: Configure the "HCM Flow and Document Type Mapping" section on the HCM Data Loader Template setup page by adding a row for permitted document type, and select Degree or Certificate.This option is incorrect. TheHCM Data Loader (HDL)is used for importing and exporting data, including document records, but it does not have anHCM Flow and Document Type Mappingsection specifically for configuring mass downloads. While HDL supports document record imports, the configuration for mass download restrictions is managed at the document type level, not through HDL templates, making this option invalid.
Option C: Configure the "HCM Flow and Document Type Mapping" section on the Enterprise HCM Information setup page by adding a row for permitted document type, and select Degree or Certificate.This option is incorrect. TheEnterprise HCM Informationtask configures enterprise-level settings (e.g., working hours, person number generation), but it does not include anHCM Flow and Document Type Mappingsection or any settings for document typedownload restrictions. Mass download permissions are controlled via document type setup, not enterprise settings, ruling out this option.
Why this answer?ThePermitted for Mass Downloadfield on theDocument Typesetup page directly controls which document types can be included in mass download operations, ensuring that onlyDegreeandCertificaterecords are downloaded. This aligns with Oracle’s configuration model for document management, makingAthe correct choice.
References
Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.com, Published: 2024-07-02
Section: Manage Document Types: “Configure the Permitted for Mass Download field to restrict which document types can be downloaded in bulk.”
Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
Section: Document Records Enhancements: “Added Permitted for Mass Download option to limit bulk downloads to specific document types.”
Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.oracle.com, Published: 2023-12-12
Section: Document Management: “Details on configuring document types for mass operations.”
TESTED 06 Jul 2025