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Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q19-Q24):

NEW QUESTION # 19
As an implementation consultant, you have been assigned the task of configuring Person Name Format within Workforce Information. Which two features can you configure through this task?

  • A. What name fields are required when completing the Person Details section when hiring or updating a worker's person details.
  • B. The name fields that appear in the Person Details section when you are hiring an employee.
  • C. The appearance of a worker's name when it appears in search results.
  • D. The way a worker's name appears on top of employee-level pages.

Answer: C,D

Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the Person Name Format configuration within the "Manage Workforce Information" task allows customization of how names are displayed across the application. This is distinct from defining name fields or their required status, which is handled elsewhere (e.g., via flexfields or page composer).
* Option A: You can configure the display format of a worker's name (e.g., "First Last" or "Last, First") at the top of employee-level pages, such as the Employment Info page. This is a key feature of the Person Name Format task, making it correct.
* Option B: The name fields shown in the Person Details section during hiring are predefinedby the system or customized via page composer/flexfields, not directly through the Person Name Format task, which focuses on display format rather than field visibility.
* Option C: The format of a worker's name in search results (e.g., Directory or Person Search) can be configured here, allowing consistency in name presentation across the application. This is a supported feature, making it correct.
* Option D: Defining required name fields (e.g., First Name as mandatory) is managed through the Person Details setup or flexfield configuration, not the Person Name Format task, which is about display rather than data entry rules.
The correct answers areAandC, as confirmed in "Implementing Global Human Resources" under Workforce Information setup.


NEW QUESTION # 20
Select the correct order in which scheduled tasks must be configured within Define Availability in FSM.

  • A. Schedules, Patterns, Shifts, Calendar Events
  • B. Calendar Events, Shifts, Patterns, Schedules
  • C. Shifts, Schedules, Patterns, Calendar Events
  • D. Patterns, Calendar Events, Shifts, Schedules

Answer: D

Explanation:
Full Detailed in Depth Explanation:
The "Define Availability" task in the Functional Setup Manager (FSM) is part of Workforce Management setup in Oracle HCM Cloud. It involves configuring components that determine worker availability, and these must be set up in a logical order due to their interdependencies. Let's break this down step-by-step:
* Patterns: A Pattern defines a repeating sequence of work (e.g., 5 days on, 2 days off). It's the foundational building block because it establishes the basic structure of availability before specific days or exceptions are applied. You configure Patterns first to define the recurring rhythm of work.
* Calendar Events: These define specific dates or exceptions (e.g., holidays like Christmas or company- specific closures). Calendar Events come next because they overlay exceptions onto the Pattern, adjusting availability for specific instances. For example, a Pattern might assume work every Monday, but a Calendar Event can mark a Monday holiday as non-working.
* Shifts: A Shift specifies the daily time frame of work (e.g., 9 AM-5 PM). Shifts are configured after Patterns and Calendar Events because they apply time details to the days defined by the Pattern, adjusted by Calendar Events. For instance, a Shift defines the hours worked on a day marked as
"available" by the Pattern and not overridden by a Calendar Event.
* Schedules: Finally, Schedules tie everything together by combining Patterns, Calendar Events, and Shifts into a complete availability plan assigned to workers or groups. Schedules are the last step because they depend on the prior components being defined.
The Oracle documentation outlines this sequence-Patterns, Calendar Events, Shifts, Schedules-as the recommended order to ensure each component builds on the previous one without gaps or errors.
OptionBmatches this sequence precisely, making it the correct answer. Other options (e.g., A starts with Shifts, which lacks a Pattern foundation) violate these dependencies.


NEW QUESTION # 21
What values on the Enterprise HCM Information task can you override on the Manage Legal Employer Information task?

  • A. Work day information, user account generation, employment model, position synchronization configuration, worker number generation
  • B. Work day information, person number generation method, employment model, position synchronization configuration, worker number generation
  • C. Work day information, initial person number, employment model, position synchronization configuration, worker number generation
  • D. Work day information, employment model, position synchronization configuration, worker number generation

Answer: B

Explanation:
Full Detailed In-Depth Explanation:
The "Manage Enterprise HCM Information" task sets global defaults, while "Manage Legal Entity HCM Information" allows overrides for specific legal employers.
* Option A: "Initial person number" is not a field; it's likely meant as person number generation, but the term is incorrect.
* Option B: Correct. You can override:
* Work day information (e.g., standard hours),
* Person number generation method (e.g., manual/automatic),
* Employment model (e.g., single/multiple assignments),
* Position synchronization configuration (e.g., enable/disable),
* Worker number generation (e.g., employee/contingent worker numbering).
* Option C: "User account generation" is managed via security setup, not legal employer settings.
* Option D: Misses person number generation, an overrideable field.
The correct answer isB, per "Implementing Global Human Resources" on enterprise vs. legal entity settings.


NEW QUESTION # 22
You are required to set geography validation for country-specific address style. You have configured the application correctly, but users are still entering addresses in the wrong address format. Whatcan be done to change this?

  • A. Effective End Date for geography validation is end of time.
  • B. Create a new geography validation.
  • C. Set the geography validation level to Error instead of No Validation.
  • D. Educate users to use the country-specific address format only.

Answer: C

Explanation:
Full Detailed in Depth Explanation:
Geography validation in Oracle HCM Cloud ensures addresses conform to country-specific formats (e.g., postal code rules). If users are entering incorrect formats despite correct configuration, the validation enforcement level needs adjustment.
Option A ("Set the geography validation level to Error instead of No Validation") is correct. Oracle allows configuration of geography validation levels in the "Manage Geographies" task: No Validation (no checks), Warning (alerts but allows saving), and Error (prevents saving invalid formats). If set to No Validation or Warning, users can bypass the country-specific format. Changing it to Error enforces compliance by rejecting incorrect entries, as detailed in the "Implementing Global Human Resources" guide.
* Option B ("Educate users to use the country-specific address format only") is a workaround, not a system solution, and does not enforce compliance.
* Option C ("Effective End Date for geography validation is end of time") is irrelevant, as end-dating applies to data validity, not validation enforcement.
* Option D ("Create a new geography validation") is unnecessary if the existing configuration is correct; the issue lies in the enforcement level.


NEW QUESTION # 23
Your organization needs to be able to select the action of Legal Employer Transfer on the employment record to move a worker from one legal employer to another. What configuration will you need to do to make this possible?

  • A. Create a new action called Legal Employer Transfer and associate it with the action type of Global Transfer.
  • B. Modify the delivered action of Transfer and associate it with the action type of Global Transfer.
  • C. Create a new action called Legal Employer Transfer and associate it with the action type of Legal Entity Transfer.
  • D. Create a new action type of Legal Employer Transfer, and then create a new action of Legal Employer Transfer and associate it with the new action type.

Answer: A

Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, transferring a worker between legal employers requires an appropriate action linked to an action type, managed via "Manage Actions." Option A: Incorrect. You cannot create new action types; they are seeded (e.g., Transfer, Hire). Only actions can be created under existing types.
Option B: Correct. Create a new action "Legal Employer Transfer" and associate it with the seeded "Global Transfer" action type, which supports cross-legal-employer movements while retaining the person record.
Option C: Incorrect. Modifying the delivered "Transfer" action risks affecting its standard behavior; a new action is cleaner.
Option D: Incorrect. There is no seeded "Legal Entity Transfer" action type; "Global Transfer" is the appropriate type.
The correct answer is B, per "Implementing Global Human Resources" on employment actions.


NEW QUESTION # 24
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