快速下載的Oracle 1z0-1046-24：Oracle Global Human Resources Cloud 2024 Implementation Professional考試心得 - 高質量的PDFExamDumps 1z0-1046-24證照資訊如果你想通過Oracle的1z0-1046-24考試認證使自己在當今競爭激烈的IT行業中地位更牢固，在IT行業中的的專業技能更強大，你的需要很強的專業知識和日積月累的努力，而且通過Oracle的1z0-1046-24考試認證也不是簡單的，或許通過Oracle的1z0-1046-24考試認證是你向IT行業推廣自己的時候，但是不一定需要花費大量的時間和精力來學習專業知識，你可以選擇我們PDFExamDumps Oracle的1z0-1046-24考試培訓資料，專門是針對IT相關考試認證研究出來的培訓產品。有了它你就可以毫不費力的通過了這麼困難的Oracle的1z0-1046-24考試認證。 最新的 Oracle Global Human Resources Cloud 1z0-1046-24 免費考試真題 (Q96-Q101):問題 #96
Geography framework in HCM Cloud is used for the following purpose:
A. To determine the address fields that display on a page when entering an address
B. To display the geographies of a given country accessible through a lookup value versus entering each geography in a free form field
C. To define all work locations for your organization
答案：B
解題說明：
Full Detailed in Depth Explanation:
The Geography framework in Oracle HCM Cloud is designed to standardize and streamline the management of geographical data. Its primary purpose is to provide a structured, validated list of geographies (e.g., countries, states, cities) accessible via lookup values, rather than allowing free-form text entry, which reduces errors and ensures consistency. Option B (determining address fields) relates to address styles, not the geography framework itself. Option C (defining work locations) is a downstream use of geographies but not the framework's primary purpose. According to the Oracle HCM Cloud "Geographies Setup" documentation, the framework's key role is to enable lookup-based geography selection, makingAthe correct answer.
問題 #97
Identify three correct statements about Workforce Life Cycle. (Choose three.)
A. Line managers can create and manage work relationships, employment terms, and assignments for all workers.
B. The Add Person tasks include creating a new person's first work relationship with the enterprise.
C. HR specialists and line managers can create and manage work relationships, employment terms, and assignments for all the workers.
D. HR specialists can create and manage work relationships, employment terms, and assignmentsfor the workers to whom they have security access.
E. Line Managers can transfer their direct and indirect reports only.
答案：B,D,E
解題說明：
Full Detailed in Depth Explanation:
The Workforce Life Cycle in Oracle HCM Cloud covers hiring, managing, and terminating workers, with roles like HR specialists and line managers having specific capabilities based on security.
Option B ("HR specialists can create and manage work relationships, employment terms, and assignments for the workers to whom they have security access"): True. HR specialists' abilities are governed by data security profiles, limiting them to authorized workers, per the "Implementing Global Human Resources" guide.
Option D ("Line Managers can transfer their direct and indirect reports only"): True. Line managers can initiate transfers for their reporting structure (direct and indirect reports), constrained by their security access, as noted in the "Using Global Human Resources" guide.
Option E ("The Add Person tasks include creating a new person's first work relationship with the enterprise"):
True. The "Add Person" task (e.g., Hire an Employee) establishes the initial work relationship, per standard functionality.
Option A ("Line managers can create and manage work relationships, employment terms, and assignments for all workers"): False. Line managers are limited to their reports, not all workers.
Option C ("HR specialists and line managers can create and manage work relationships, employment terms, and assignments for all the workers"): False. Both roles are restricted by security, not granted universal access.
問題 #98
As an implementation consultant, you realize during the Requirement Gathering phase of your project that some Actions are not required. How will you make these Actions unavailable for the end user?
A. Delete Actions.
B. Hide Actions.
C. Enter Action End Date.
D. Educate users not to use such Actions.
答案：C
解題說明：
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, Actions (e.g., Hire, Transfer) are managed via the "Manage Actions" task. To make an Action unavailable, you must ensure it's not accessible to users without deleting it, preserving data integrity.
* Option A: Educating users is not a system-enforced solution and risks accidental use.
* Option B: Deleting Actions is not recommended post-implementation, as it can disrupt historical data or references; it's also not always possible for seeded Actions.
* Option C: Correct. Setting an Action End Date (via Manage Actions) marks the Action as inactive from that date onward, preventing users from selecting it in transactions while retaining its history. This is the standard method to disable Actions.
* Option D: Hiding Actions via UI tools (e.g., Page Composer) is possible but not a direct Action management feature; it's less reliable than end-dating.
The correct answer isC, as per "Implementing Global Human Resources" on Action management.
問題 #99
A multinational construction company, headquartered in London, has operations in five countries. It has its major operations in the UK and US and small offices in Saudi Arabia, UAE, and India. The company employs
3,000 people in the UK and US and 500 people in the remaining locations. The entire workforce in India falls under the Contingent Worker category. How many Legislative DataGroups (LDGs), divisions, legal employers, and Payroll Statutory Units (PSUs) need to be configured for this company?
A. Four LDGs (UK, US, India, and one for Saudi Arabia and UAE combined), five divisions (one for each country), four legal employers (all except India), and five PSUs.
B. Five LDGs, five divisions, five legal employers, and five PSUs.
C. Five LDGs (one for each country), four divisions (UK, US, India, and one for Saudi Arabia and UAE combined), two legal employers and PSUs (US and UK only, because the workforce is very small in the other countries).
D. Five LDGs (one for each country), four divisions (UK, US, India, and one for Saudi Arabia and UAE combined), five legal employers, and four PSUs (all except India).
答案：D
解題說明：
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, enterprise structures like LDGs, divisions, legal employers, and PSUs are configured based on legislative, operational, and payroll needs.
LDGs: One per country (UK, US, Saudi Arabia, UAE, India) due to distinct legislative requirements (e.g., labor laws, tax rules), totaling 5.
Divisions: Operationally, the company can group Saudi Arabia and UAE into one division due to their small size, alongside UK, US, and India, totaling 4 divisions.
Legal Employers: Each country typically requires a legal employer for employees (UK, US, Saudi Arabia, UAE). India's contingent workers still require a legal employer for compliance, totaling 5.
PSUs: Payroll Statutory Units are needed for payroll processing. India's contingent workers may not require a PSU if payroll is not processed (common for contingent workers), so 4 PSUs (UK, US, Saudi Arabia, UAE).
Option A: Incorrect; combining Saudi Arabia and UAE into one LDG ignores separate legislative needs.
Option B: Incorrect; only 2 legal employers and PSUs overlook small offices' compliance needs.
Option C: Incorrect; 5 PSUs assume India needs payroll, which isn't typical for contingent workers.
Option D: Correct: 5 LDGs, 4 divisions, 5 legal employers, 4 PSUs.
The correct answer isD, per "Implementing Global Human Resources" on enterprise structures.
問題 #100
Your customer has decided to use Position Management for at least a portion of their workforce due to the Position Synchronization functionality, which will be beneficial in managing their workforce.
Which are three advantages of using Position Synchronization?
A. Synchronized attributes will be displayed as read-only in the assignment to ensure the position as the only source of truth.
B. If you use Position Synchronization, Manager Self Service cannot be used.
C. For synchronized attributes, any position update will automatically be pushed to the incumbents' assignments.
D. The customer can configure which assignment attributes to synchronize from the position.
答案：A,C,D
解題說明：
Position Synchronization in Oracle Global Human Resources Cloud allows assignments to inherit values from associated positions, streamlining workforce management by ensuring consistency between position definitions and employee assignments. The question asks for three advantages of using Position Synchronization, given that the customer has chosen Position Management for this functionality. The provided web results offer detailed insights into how Position Synchronization operates, which are leveraged here to validate the answer.
* Option A: The customer can configure which assignment attributes to synchronize from the position.This is a correct answer. Position Synchronization allows customers to select specific attributes (e.g., job, department, location, manager) to synchronize from the position to the assignment.
This configurability is set at the enterprise or legal entity level using tasks likeManage Enterprise HCM InformationorManage Legal Entity HCM Information. For example, a customer might choose to synchronize the job and manager but not the location, tailoring the synchronization to their needs. Oracle documentation confirms that users can specify which attributes are inherited, providing flexibility in workforce management.
* Option B: For synchronized attributes, any position update will automatically be pushed to the incumbents' assignments.This is a correct answer. When Position Synchronization is enabled, changes to synchronized attributes in a position (e.g., updating a position's department) are automatically reflected in all active assignments linked to that position. This automation reduces manual updates and ensures consistency across incumbents' assignments. TheSynchronize Person Assignments from Positionprocess may be required for retroactive changes, but for active assignments, updates are typically automatic for synchronized attributes. Oracle documentation highlights that synchronized attributes inherit changes, streamlining maintenance.
* Option C: Synchronized attributes will be displayed as read-only in the assignment to ensure the position as the only source of truth.This is a correct answer. To maintain data integrity, synchronized attributes in an assignment are displayed as read-only, preventing manual edits at the assignment level unless override is explicitly allowed. For instance, if the manager attribute is synchronized, the assignment's manager field cannot be changed directly, ensuring the position remains the single source of truth. Oracle documentation notes that this read-only behavior enforces consistency, though overrides can be configured if needed.
* Option D: If you use Position Synchronization, Manager Self Service cannot be used.This option is incorrect. There is no restriction in Oracle HCM Cloud preventing the use ofManager Self Service when Position Synchronization is enabled. Manager Self Service allows managers to perform actions like viewing team details or initiating transactions, and these functions are compatible with Position Synchronization. Oracle documentation does not mention any such limitation, and Position Synchronization operates independently of self-service capabilities, making this option invalid.
* Why these three advantages?The advantages inA,B, andCdirectly align with the benefits of Position Synchronization:configurability(choosing attributes),automation(automatic updates), anddata integrity(read-only attributes). These features reduce administrative effort, ensure consistency, and maintain a single source of truth, which are critical for effective workforce management. OptionDis a false statement, as Position Synchronization does not restrict Manager Self Service.
References
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID:
docs.oracle.com, Published: 2023-12-12
* Section: Position Synchronization: "You can select attributes to synchronize, and synchronized attributes are inherited automatically by assignments. Synchronized fields are read-only unless overrides are allowed."
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.
oracle.com, Published: 2024-07-02
* Section: Position Management: "Changes to positions are reflected in assignments for synchronized attributes, ensuring consistency."
* Oracle Fusion Cloud Human Resources 24C What's New, Document ID: docs.oracle.com, Published: 2024-08-27
* Section: Workforce Structures Enhancements: "Position Synchronization improvements for attribute management."