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[Hardware] 2026 Perfect 1z0-1046-25–100% Free Valid Study Questions | Reliable 1z0-1046-25

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【Hardware】 2026 Perfect 1z0-1046-25–100% Free Valid Study Questions | Reliable 1z0-1046-25

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Oracle Global Human Resources Cloud 2025 Implementation Professional Sample Questions (Q46-Q51):NEW QUESTION # 46
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?
  • A. Legislative Data Groups do not span enterprises.
  • B. Each Legislative Data Group can contain only one legal entity that acts as a payroll statutory unit.
  • C. Legislative Data Group supports the configuration of objects with a strong legislative context, such as payroll, absence types, elements, and rates of pay.
  • D. Legislative Data Groups can span enterprises.
  • E. It is required to associate country and currency details while defining Legislative Data Group.
Answer: A,C,E
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.
References: Oracle Docs - "Implementing Global Human Resources" (docs.oracle.com, published 2023-12-
12), Legislative Data Groups section.

NEW QUESTION # 47
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?
  • A. Published schedules, Employment work week, Primary work schedule, then Standard working hours
  • B. Employment work week, Published schedules, Primary work schedule, then Standard working hours
  • C. Standard working hours, Primary work schedule, Employment work week, then Published schedules
Answer: A
Explanation:
In Oracle Global Human Resources Cloud, an employee's work time availability is determined by applying a work schedule to their assignment. The application follows a specific hierarchy to select the appropriate schedule when multiple sources are available. The question asks for the order in which the system searches for an employee's schedule.
* Hierarchy Explanation: Oracle HCM Cloud uses a predefined order to determine which schedule applies to an employee's assignment:
* Published schedules: These are specific schedules assigned to an employee, often created and published via Oracle Time and Labor or Workforce Management. They take precedence because they are explicitly assigned and tailored to the employee.
* Employment work week: Defined at the assignment level, this specifies the employee's typical work week (e.g., Monday-Friday, 40 hours). It is used if no published schedule exists.
* Primary work schedule: Configured at the enterprise or legal entity level, this is a default schedule applied to employees if no assignment-specific work week is defined.
* Standard working hours: Set at the enterprise level (via Enterprise HCM Information), these are the broadest default, used when no other schedules are defined (e.g., 9 AM-5 PM daily).
* Option A: Standard working hours, Primary work schedule, Employment work week, then Published schedulesThis option is incorrect because it reverses the hierarchy. Standard working hours are the last resort, not the first, and published schedules have the highest priority, not the lowest. Oracle documentation clearly prioritizes specific assignments over defaults.
* Option B: Employment work week, Published schedules, Primary work schedule, then Standard working hoursThis option is incorrect because it places Employment work week before Published schedules. Published schedules are checked first due to their specificity, followed by the employment work week if no published schedule exists.
* Option C: Published schedules, Employment work week, Primary work schedule, then Standard working hoursThis is the correct answer. Oracle HCM Cloud follows this exact order to determine an employee's schedule:
* Published schedules are checked first, as they are explicitly assigned (e.g., via a manager's action in Time and Labor).
* If none exist, the Employment work week from the assignment is used.
* If no work week is defined, the Primary work schedule (set at a higher level, like legal entity) applies.
* Finally, Standard working hours are used as the fallback if no other schedules are found.This hierarchy ensures the most specific and relevant schedule is applied, aligning with Oracle's design for flexibility and compliance.
* Why this order?The order reflects Oracle's logic of prioritizing employee-specific configurations (published schedules) over assignment-level settings (employment work week), then falling back to broader defaults (primary work schedule and standard working hours). This ensures accurate availability tracking for payroll, time management, and compliance.
References
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.
oracle.com, Published: 2024-07-02
* Section: Work Schedules: "The application selects schedules in this order: published schedules, employment work week, primary work schedule, standard working hours."
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID:
docs.oracle.com, Published: 2023-12-12
* Section: Configuring Work Schedules: "Describes the hierarchy for applying schedules to assignments."
* Oracle Fusion Cloud Human Resources 24C What's New, Document ID: docs.oracle.com, Published: 2024-08-27
* Section: Time and Labor Enhancements: "Clarifications on schedule hierarchy for employee availability."

NEW QUESTION # 48
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?
  • 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 reassigned the request.
  • D. The second-level approver might have approved the request.
  • E. The second-level approver might have rejected the request.
Answer: A,B,C
Explanation:
In Oracle Global Human Resources Cloud, BPM Worklist manages approval workflows. A request reappearing after approval suggests a change in its routing.
Option A: Correct. A pushback from the second-level approver returns the request to prior approvers (e.g., you), causing it to reappear.
Option B: Incorrect. Rejection typically closes the request or routes it differently, not back to you unless configured unusually.
Option C: Incorrect. Approval moves it forward or completes it, not back to your worklist.
Option D: Correct. An ad hoc route (inserting additional approvers) could loop it back to you ifyou're included again.
Option E: Correct. Reassignment to you by the second-level approver would place it back in your worklist.
The correct answers are A, D, and E, per "Using Global Human Resources" on approval workflows.
References: Oracle Global Human Resources Cloud - Using Global Human Resources, Chapter 3: Approvals and Notifications.

NEW QUESTION # 49
You are a Global Human Resources Implementation consultant and your client wants to track external training within the worker talent profile. What steps should you follow to create this new content type and ensure it displays on the Skills and Qualifications page?
  • A. Create a new content item, create a new content type, link the content item to the person profile.
  • B. Create a new content type, create content items for that type, link the content type to the person profile.
  • C. Create a new content item, create a new content type, link the content item to the model profile.
  • D. Create a new content type, create content items for that type, link the content type to the model profile.
Answer: B
Explanation:
In Oracle Global Human Resources Cloud, tracking external training in the talent profile (Skills and Qualifications page) requires configuring content types and items via "Manage Content Types" and "Manage Content Items." Option A: Incorrect. The sequence is off; content types must precede content items, and "person profile" linking is vague.
Option B: Correct:
Create a new content type (e.g., "External Training") via Manage Content Types.
Create content items (e.g., specific training courses) under that type.
Link the content type to the person profile (via Manage Profile Types, associating it with the Skills and Qualifications section).
This ensures display on the page.
Option C: Incorrect. Linking to a "model profile" (e.g., job/role profile) doesn't target individual worker records.
Option D: Incorrect. Content items come after content types, and model profile linking is irrelevant.
The correct answer is B, per "Implementing Global Human Resources" on talent profiles.
References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 13:
Workforce Profiles.

NEW QUESTION # 50
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 type > Create a new action reason and use it during termination.
  • B. Create a new action type > Create a new action > Create a new action reason and use it during termination.
  • C. Create a new action > Create a new reason and use it during termination.
  • D. Create a new action reason and associate it with the available action type. Use it during termination.
  • E. Create a new action > Associate it with an existing action type > Create a new action reason and use it during termination.
Answer: E
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.

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