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[General] 1z0-1046-24 Unterlage & 1z0-1046-24 Antworten

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【General】 1z0-1046-24 Unterlage & 1z0-1046-24 Antworten

Posted at yesterday 16:03      View：4 | Replies：0        Print      Only Author   [Copy Link] 1#
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ThemaEinzelheiten
Thema 1
  • Configuring Checklists, Schedules, Trees, and Journeys: This section of the exam measures the skills of HR Specialists and covers setting up key HR processes such as onboarding, task tracking, and workflow automation. It involves creating checklists for employment transitions, defining work schedules, configuring profile options, and managing calendar events and trees for reporting and approval purposes. Additionally, it includes setting up Journeys to streamline employee and personal events.
Thema 2
  • Managing Workflows, Approvals, and Notifications: This section of the exam measures the skills of HR System Administrators and focuses on automating HR approvals and communication. It includes defining approval policies, configuring rules and approver types, and deploying notifications to facilitate seamless workflow execution. Candidates will also learn to write policies for approval transactions and use Alerts Composer to enhance communication through system-generated notifications.
Thema 3
  • Administering People Management: This section of the exam measures the skills of HR Administrators and covers managing workforce data, maintaining worker directories, and configuring employment-related information. It includes an overview of the Person and Employment Model, workforce lifecycle management, and configuring self-service options for employees and managers. Candidates are also expected to configure directory searches and set up HCM Cloud using the Experience Design Studio.
Thema 4
  • Defining Workforce Structures: This section of the exam measures the skills of Workforce Planning Analysts and focuses on structuring an organization's workforce. It includes creating organizations, divisions, and legal entities, defining geographies, and setting up enterprise structures. The section also covers configuring workforce attributes such as grades, jobs, and positions while ensuring the system aligns with business needs through effective dating and enterprise HCM settings.

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Oracle Global Human Resources Cloud 2024 Implementation Professional 1z0-1046-24 Prüfungsfragen mit Lösungen (Q95-Q100):95. Frage
As part of a client's configuration requirements, they have indicated that they want to create divisions by Line of Business in HCM Cloud. After creating them, in which two ways can you associate workers with a specific division?
  • A. You configure and deploy an assignment descriptive flexfield that has a table value set that references the Division object. When you complete a worker's assignment, you select the appropriate division through that flexfield segment.
  • B. Division is a delivered field on a position. If you are using Positions, when you associate a worker with a position, they will be associated with the division tied to that position.
  • C. You have configured an Organization Tree, listing the hierarchy of your Legal Entities, Divisions, Business Units, and Departments. You associate a worker with a department that falls within a division to associate the worker with that division.
  • D. Division is a delivered field on the worker assignment. Therefore, when a worker is hired, the correct division would be selected by the user entering the information.
Antwort: A,C
Begründung:
Full Detailed in Depth Explanation:
Divisions in Oracle HCM Cloud are organizational units often aligned with lines of business. Associating workers with divisions requires leveraging existing structures or custom fields.
Option B ("You configure and deploy an assignment descriptive flexfield that has a table value set that references the Division object"): True. A Descriptive Flexfield (DFF) on the assignment can be configured with a value set linked to the Division object, allowing manual selection during assignment updates, as per the
"Implementing Global Human Resources" guide.
Option D ("You have configured an Organization Tree, listing the hierarchy of your Legal Entities, Divisions, Business Units, and Departments"): True. By associating a worker with a department within a division via the organization hierarchy, the worker is indirectly linked to that division, a standard practice in workforce structures.
Option A ("Division is a delivered field on a position"): False. Position has fields like Department, but Division is not a standard delivered field.
Option C ("Division is a delivered field on the worker assignment"): False. Assignment includes fields like Department, not Division directly.

96. Frage
There are two legal employers identified for your current application implementation. The legal employers have inherited the worker number-generation method set at the enterprise level. However, there is a need to override the worker number-generation method at the legal employer level. Which two options are correct?
  • A. The employment model selected should be one-tier.
  • B. No Employee or Contingent Worker work relationships should exist for that legal employer.
  • C. There are no conditions. The worker generation method can be changed to automatic at any time.
  • D. The employment model selected should be three-tier.
  • E. Manual worker-number generation for a legal employer can be selected at any time.
Antwort: C,E
Begründung:
Full Detailed In-Depth Explanation:
Worker number generation (distinct from person number) is configured at the enterprise level via "Manage Enterprise HCM Information" and can be overridden at the legal employer level via "Manage Legal Entity HCM Information." Option A: Incorrect. The employment model (one-tier, two-tier) does not dictate worker number generation override capabilities.
Option B: Correct. Manual worker number generation can be selected at the legal employer level at any time, overriding the enterprise setting, as the system allows flexibility in numbering methods.
Option C: Correct. There are no strict conditions (e.g., no work relationships) preventing a change to automatic generation at the legal employer level; it's a configuration option available anytime.
Option D: Incorrect. Three-tier models are not a requirement for overriding worker number generation.
Option E: Incorrect. Existing work relationships do not block changes to the generation method; the system adjusts new records accordingly.
The correct answers are B and C, per "Implementing Global Human Resources" on worker number setup.

97. Frage
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 Package capabilities within the Configuration > Migration work area.
  • B. Transaction Design Studio changes can't be migrated from one instance to another. You will need to reconfigure the transactions within your production environment.
  • C. Use the Configuration Package capabilities of Functional Setup Manager to export the configurations.
  • D. Use the Configuration Set Migration tool within the Configuration > Migration work area.
Antwort: D
Begründung:
Full Detailed In-Depth Explanation:
In Oracle HCM Cloud, Transaction Design Studio (TDS) configurations (e.g., rules for transactions like Promote or Hire) are migrated between environments using theConfiguration Set Migration tool, accessible via the Configuration > Migration work area. This tool allows you to export TDS rules as a configuration set from the test environment and import them into production, preserving customizations like field visibility or validation rules. The process involves selecting the TDS configurations, exporting them as a .zip file, and importing them into the target instance, ensuring consistency across environments.
Option A (Functional Setup Manager's Configuration Package) is used for broader setup data (e.g., enterprise structures), not TDS-specific rules. Option C misplaces the Configuration Package under the Migration work area, which is incorrect. Option D is false-TDS changes aremigratable. Option B correctly identifies the Configuration Set Migration tool as the method, per Oracle's migration guidelines.

98. Frage
During implementation, a two-tier employment model with multiple assignments has been set up. Now the client wants to store contract information. Which statement is true about changing the employment model setting after implementation?
  • A. If employees exist within the enterprise and legal employer, the person model setting cannot be changed as there are no contract options that support a contract with multiple assignments.
  • B. The client can have both: a two-tier multiple assignment employment model can remain for its existing employees, and a two-tier multiple contracts single assignment can be created to hire new employees within the same legal employer.
  • C. The client can change from any two-tier option to another at any point in time, irrespective of the existence of work relationships.
  • D. The client cannot move from a two-tier multiple assignment to a two-tier single contract and single assignment after implementation.
Antwort: C
Begründung:
Full Detailed In-Depth Explanation:
Oracle Global Human Resources Cloud supports two-tier employment models: single assignment (SA) or multiple assignments (MA), with or without contracts (SC or MC). The employment model is set at the enterprise or legal employer level via "Manage Enterprise HCM Information" or "Manage Legal Entity HCM Information." Changing this model post-implementation is possible under certain conditions.
* Option A: Correct. Oracle allows flexibility to change the employment model (e.g., from two-tier MA to two-tier MC SA) at any time, even with existing work relationships, as long as data migration and configuration adjustments (e.g., contract setup) are handled. The system does not lock the model once set.
* Option B: Incorrect. The client can transition from two-tier MA to two-tier SC SA post-implementation, though it requires updating existing records and ensuring compliance with new contract rules.
* Option C: Incorrect. Within the same legal employer, only one employment model can be active at a time. Mixing MA for existing employees and MC SA for new hires in the same legal employer is not supported without separate legal employers or a model change.
* Option D: Incorrect. Contracts can coexist with multiple assignments if configured as multiple contracts (MC), so the model can be changed even with existing employees, contradicting this statement.
The correct answer isA, as per "Implementing Global Human Resources" on employment model flexibility.

99. Frage
An employee's job title was "Recruiter" as of January 01, 2024. However, on February 01, 2024, the job title was updated to "Consultant" in the system. The latest effective-dated employment record in the system is the one from February 01, 2024. On March 01, 2024, an HR specialist tries to search for the previous employment details of this employee using Global Search. The HR specialist enters the search keyword
"Recruiter" and the Effective Date value of January 31, 2024, since the employee's job title was Recruiter on that day. The search returns no rows.
What is the reason?
  • A. The process failed on March 1st, 2024, but it ran successfully the day before.
  • B. The process has successfully updated the most recent effective-dated job attribute in the keyword record.
  • C. The process failed on January 31, 2024 but it ran successfully the following day.
Antwort: B

100. Frage
......
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