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As an implementation consultant, you have configured several rules in Transaction Design Studio within the test environment. How do you migrate these changes to your production environment?
A. Use the Configuration Set Migration tool within the Configuration > Migration work area
B. Use the Configuration Package capabilities within the Configuration > Migration work area
C. Use the Configuration Package capabilities of Functional Setup Manager to export the configurations
D. Transaction Design Studio changes can't be migrated from one instance to another. You will need to reconfigure the transactions within your production environment
Answer: A
Explanation:
Transaction Design Studio (TDS) customizations, such as rules for transactions, are migrated using the Configuration Set Migration tool, as per the "Implementing Global Human Resources" guide. Located in the Configuration > Migration work area, this tool allows export and import of TDS configurations between environments (e.g., test to production). Option A refers to a broader migration capability, not specific to TDS.
Option B (Functional Setup Manager) is for setup data, not TDS rules. Option C is incorrect, as migration is supported. Thus, Option D is correct.
Reference:Oracle Global Human Resources Cloud - Implementing Global Human Resources, "Migrating Transaction Design Studio Configurations" topic.
NEW QUESTION # 118
Identify the set enabled objects that are used for partitioning reference data.
A. Legal entity, department, division, location
B. Department, location, jobs, grades
C. Jobs, grades, salary plan, rates
D. Enterprise, legal entity, business unit, position
Answer: B
Explanation:
Reference data partitioning in Oracle Global Human Resources Cloud uses Set-enabled objects, as per the
"Implementing Global Human Resources" guide. These include Department, Location, Jobs, and Grades, which can be assigned to Sets for data sharing across business units (Option D). Option A includes non-set- enabled objects like legal entity. Option B includes "salary plan" and "rates," which aren't standard set- enabled objects. Option C includes enterprise and business unit, which define structure, not reference data partitioning. Thus, Option D is correct.
Reference:Oracle Global Human Resources Cloud - Implementing Global Human Resources, "Reference Data Sets" section.
NEW QUESTION # 119
You approved a workflow request and sent it to the second-level approver as an HR specialist. However, it is still in your worklist notification. Which are two reasons for this?
A. The second-level approver might have executed a pushback on the request.
B. The second-level approver might have opted for an ad hoc route.
C. The second-level approver might have approved the request.
D. The second-level approver might have rejected the request.
Answer: A,D
Explanation:
Comprehensive and Detailed Explanation From Exact Extract:
In Oracle Global Human Resources Cloud, workflow requests follow a defined approval process managed by the Business Process Management (BPM) Worklist, which tracks notifications and tasks for approvers. When an HR specialist approves a workflow request and forwards it to the second-level approver, the expectation is that the task will move out of the first approver's worklist. However, if the task remains in the HR specialist's worklist, it indicates that the workflow has returned to them due to specific actions taken by the second-level approver.
According to the Oracle HCM Cloud documentation, the two reasons the workflow request might still appear in the HR specialist's worklist are:
* The second-level approver rejected the request: If the second-level approver rejects the request, the workflow task may return to the previous approver (in this case, the HR specialist) for further action, such as review, correction, or resubmission.
* The second-level approver executed a pushback on the request: A pushback action allows the second-level approver to return the task to the previous approver without rejecting it outright, typically for clarification or additional information. This keeps the task active in the HR specialist's worklist.
The exact extract from the Oracle documentation states:
"When a task is assigned to an approver, they can approve, reject, or push back the task. If a task is rejected, it may return to the previous approver or initiator based on the workflow configuration. A pushback sends the task back to the previous approver for further action, such as providing additional details or addressing concerns, without terminating the workflow." Why the other options are incorrect:
* Option C (The second-level approver might have approved the request): This is incorrect because if the second-level approver approves the request, the workflow would proceed to the next stage (if any) or complete, removing the task from the HR specialist's worklist. Approval does not cause the task to remain with the previous approver.
* Option D (The second-level approver might have opted for an ad hoc route): This is incorrect because an ad hoc route involves reassigning or delegating the task to another approver, which would not cause the task to return to the HR specialist's worklist. Instead, it would move to the new approver's worklist.
Detailed Analysis of Correct Options:
* Rejection (Option A): A rejection by the second-level approver may trigger the workflow to revert to the previous approver (HR specialist) depending on the workflow rules configured in the system. For example, the workflow might be set up to allow the HR specialist to address the reason for rejection and resubmit the request.
* Pushback (Option B): A pushback is a specific action in Oracle HCM workflows that explicitly returns the task to the previous approver for further input or clarification. Unlike rejection, pushback does not terminate the workflow but keeps it active, requiring the HR specialist to take additional action.
References:
Oracle Help Center, Using Global Human Resources, Chapter: Approvals and Notifications, Topic: Managing Approvals (https://docs.oracle.com/en/cloud ... urces/using-global- human-resources/index.html) Oracle HCM Cloud Documentation, Implementing Global Human Resources, Chapter: Approval Management, Section: Configuring Approval Policies (https://docs.oracle.com/en/cloud/saas/human-resources
/25b/global-human-resources/implementing-global-human-resources/index.html) Oracle HCM Cloud, Administering Transaction Console, Topic: Approval Workflow Actions (https://docs.
oracle.com/en/cloud/saas/human-resources/25b/global-human-resources/administering-global-human- resources/index.html)
NEW QUESTION # 120
Your customer wants to know how many employees are leaving the organization on their own. What is the correct sequence of steps that you need to perform to meet this requirement?
A. Create a new action reason and associate it with the available action type. Use it during termination.
B. Create a new action > Create a new reason and use it during termination.
C. Create a new action > Associate it with an existing action type > Create a new action reason and use it during termination.
D. Create a new action type > Create a new action reason and use it during termination.
E. Create a new action type > Create a new action > Create a new action reason and use it during termination.
Answer: C
Explanation:
To track voluntary terminations in Oracle HCM Cloud, you need a custom action and action reason:
Create a new action(e.g., "Voluntary Exit") via Manage Actions.
Associate it with an existing action type(e.g., "Termination") to categorize it correctly.
Create a new action reason(e.g., "Personal Reasons") and link it to the action, then use it during termination transactions.
This sequence enables reporting via tools like OTBI. Option B skips the action, limiting granularity. Options C and D create a new action type, which is unnecessary-existing types suffice. Option E misses associating the action with a type. Option A follows Oracle's recommended process for detailed tracking.
References: Oracle Docs - "Implementing Global Human Resources" (docs.oracle.com, published 2023-12-
12), Actions Framework section.
NEW QUESTION # 121
Which three settings on the Manage Enterprise HCM Information Task can be overwritten at the Manage Legal Entity HCM Information task?
A. Global Name Language
B. Position Synchronization
C. Employment Model
D. Work Day Information
E. Person Number Generation
Answer: B,C,D
Explanation:
Full Detailed in Depth Explanation:
The Manage Enterprise HCM Information task sets global defaults, some of which can be overridden at the legal entity level:
B: Employment Model (e.g., 2-tier, 3-tier) can be customized per legal entity to reflect local requirements.
D: Work Day Information (e.g., hours per day) can be adjusted for specific legal entities.
E: Position Synchronization settings can be overridden to control position data inheritance at the legal entity level.
Reference:Oracle HCM Cloud: Implementing Global Human Resources, "Manage HCM Information".
NEW QUESTION # 122
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