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[Hardware] Oracle Global Human Resources Cloud 1z0-1046-25 certkingdom exam torrent & 1

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【Hardware】 Oracle Global Human Resources Cloud 1z0-1046-25 certkingdom exam torrent & 1

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Oracle Global Human Resources Cloud 2025 Implementation Professional Sample Questions (Q111-Q116):NEW QUESTION # 111
Which three options define Enterprise Structures Configurator (ESC)? (Choose three.)
  • A. It is an interview-based tool that guides through the process of setting up a basic enterprise structure
  • B. After defining the enterprise structure and the job/position structures, the administrator can review them, make any necessary changes, and then load/rollback the final configuration
  • C. The tool creates a structure of divisions that may then be manipulated by the administrator
  • D. The tool creates a structure of divisions, legal entities, business units, and reference data sets
  • E. The tool creates a structure of divisions, legal entities, business units, and departments
Answer: A,B,D
Explanation:
The Enterprise Structures Configurator (ESC) in Oracle Global Human Resources Cloud is detailed in the
"Implementing Global Human Resources" guide:
Option A: True. ESC allows review, modification, and load/rollback of the enterprise and job/position structures.
Option B: False. ESC doesn't limit to divisions; it includes broader structures.
Option C: False. Departments are not a primary output; reference data sets are included instead.
Option D: True. ESC creates divisions, legal entities, business units, and reference data sets.
Reference:Oracle Global Human Resources Cloud - Implementing Global Human Resources, "Enterprise Structures Configurator Overview" section.

NEW QUESTION # 112
An employee starts employment with her company in France next month. She was employed by the enterprise in the United States for several years but resigned two years ago. Which statement is correct about the person number for the employee?
  • A. The employee continues with her old person number if a global sequence is used for person number.
  • B. The employee gets a new person number for her employment in France if the legal employer sequence is used for person number.
  • C. The employee has a person record with the enterprise, so she will continue with the same person number.
  • D. The employee's new person number will be her previous number suffixed by -1.
Answer: B
Explanation:
In Oracle Global Human Resources Cloud, the person number is a unique identifier assigned to an individual within the system. The generation of person numbers can be configured at the enterprise or legal employer level using the "Manage Enterprise HCM Information" or "Manage Legal Entity HCM Information" tasks in the Setup and Maintenance work area. Two common methods for generating person numbers are "Global Sequence" (a single sequence across the enterprise) and "Legal Employer Sequence" (a separate sequence for each legal employer).
Option A: If a global sequence is used, the person number is unique across the enterprise, and typically, a rehired employee might retain their old number if their person record remains active and linked. However, since this employee resigned two years ago, her work relationship with the U.S. legal employer ended. When rehired in France under a different legal employer, Oracle HCM does not automatically reuse the old person number unless explicitly configured to recognize prior records across legal employers, which is not the default behavior for rehires in different jurisdictions.
Option B: When the legal employer sequence is used, each legal employer maintains its own sequence for person numbers. Since the employee is starting employment with a new legal employer in France, she will receive a new person number specific to that legal employer's sequence, regardless of her previous employment in the U.S. This is the correct behavior as per Oracle's employment model, where person numbers can differ across legal employers unless a global sequence is enforced and prior records are explicitly linked.
Option C: While the employee has a prior person record with the enterprise, resignation typically ends the active work relationship. When rehired under a different legal employer, a new person number is generated unless the system is configured to reuse the old number (e.g., via global sequence and specific rehire rules).
The default behavior does not assume continuity of the same person number across legal employers after a resignation.
Option D: Oracle HCM does not automatically suffix a previous person number with "-1" or any similar pattern for rehires. Person number generation follows the configured sequence method, not a manual or derived modification of prior numbers.
Thus, the correct answer isB, as the legal employer sequence method generates a new person number for the employee in France. This aligns with the documentation in "Implementing Global Human Resources" (e.g., section on Person Number Generation in the Manage Legal Entity HCM Information task).
References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 8:
Employment Model Configuration.

NEW QUESTION # 113
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?
  • A. Promote, Transfer, Terminate, Location Change, Manager Change, and Add Global Assignment
  • B. Promote, Suspend, Terminate, Location Change, Manager Change, and Add Additional Assignment
  • C. Promote, Transfer, Terminate, Location Change, Create Work Relationship, and Add Assignment
  • D. Promote, Transfer, Terminate, Location Change, Manager Change, and Suspend Assignment
Answer: C
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." References: Oracle Global Human Resources Cloud - Using Global Human Resources, Chapter 7:
Employment Transactions.

NEW QUESTION # 114
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?
  • A. 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 Sales role
  • B. 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
  • C. 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
  • D. 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
Answer: B
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 must manually "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.
References: Oracle Docs - "Using Global Human Resources" (docs.oracle.com, published 2023-10-03), Approval Rules section.

NEW QUESTION # 115
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?
  • A. Job Evaluation criteria must be set up during job creation.
  • B. Create an appropriate job set.
  • C. Descriptive flexfields must be defined to hold Progression Job Information.
  • D. Progression Job Information must be defined during job creation.
  • E. Benchmark all the jobs in the system.
Answer: D
Explanation:
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.
References:
"Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Section on Managing Jobs, job progression setup.
"Oracle Human Resources Cloud: Using Workforce Structures" - Details on job configuration.

NEW QUESTION # 116
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