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Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q42-Q47):

NEW QUESTION # 42
What are four benefits of Enterprise Structure Configurator (ESC)?

A. Can create multiple configurations to test multiple scenarios
B. Can review the enterprise configuration before loading it
C. Can roll back an enterprise configuration after loading it
D. Cannot roll back an enterprise that is created through ESC
E. Can create all organizational structures at once

Answer: A,B,C,E

Explanation:
Full Detailed in Depth Explanation:
The Enterprise Structure Configurator (ESC) offers several benefits:
* B: Allows creation of multiple configurations for testing different scenarios, enhancing flexibility.
* C: Supports rollback of configurations post-loading if adjustments are needed, ensuring reversibility.
* D: Enables review of the configuration before final loading, reducing errors.
* E: Facilitates simultaneous creation of all organizational structures, streamlining setup.

NEW QUESTION # 43
An employee's job description is "Recruiter" as of 01-Jan-2023. This job was updated in the system to
"Consultant" on 01-Feb-2023. The 01-Feb-2023 assignment record is the latest effective-dated employment record in the system. On 01-Mar-2023, an HR specialist wants to view this employee's previous employment details and searches for them using Global Search. The HR specialist enters the search keyword "Recruiter" along with the effective date value of 31-Jan-2023 because the employee was working as a recruiter on 31-Jan-
2023. The search returns no rows. What is the reason?

A. The Update Person Search Keyword process has failed on 31-Jan-2023 but ran successfully the next day.
B. The Update Person Search Keyword process has updated the latest effective-dated job attribute in the keyword record.
C. The Person Management page search does not support Job attribute keywords.
D. The Update Person Search Keyword process has failed on 01-Mar-2023 but ran successfully the previous day.
E. The Update Person Search Keyword process has associated the effective dates with the job attributes in the keyword record resulting in search discrepancies.
F. The Person Management page search does not support date-effective keywords.

Answer: B

Explanation:
Full Detailed In-Depth Explanation:
The Global Search in Oracle HCM Cloud relies on the "Update Person Search Keyword" process, which maintains a keyword index for person records. This process updates the index with the latest effective-dated attributes (e.g., job) as of the process run date, not historical data tied to specific effective dates. In this case, the employee's job changed from "Recruiter" (effective 01-Jan-2023) to "Consultant" (effective 01-Feb-
2023). By 01-Mar-2023, when the HR specialist searches, the keyword index reflects the latest job ("Consultant") because the process overwrites prior values with the most recent effective-dated record. Thus, searching for "Recruiter" with an effective date of 31-Jan-2023 fails because the historical job isn't preserved in the index-only "Consultant" is searchable.
Option A is incorrect because Job attributes are supported in searches. Options B and D (process failures) lack evidence and don't explain the behavior. Option C is misleading-effective dates aren't associated in the index; they're overwritten. Option E is wrong because date-effective searches are supported, but the index limits results to current data. Option F correctly identifies that the latest job ("Consultant") replaced
"Recruiter" in the keyword record.

NEW QUESTION # 44
The line manager of an employee is also the HR manager for that employee. The Promotion approval rules state that a transaction should be approved by the line manager followed by HR. If this employee receives a promotion, the approval will go to the manager twice. The customer requires that when approvers repeat in the routing chain, only one approval notification should be triggered to such approvers. What step in Business Process Management (BPM) Worklist should you perform to meet this requirement?

A. Change the Task Aggregation configuration to Once Per Task.
B. Change the value of Complete Task Immediately When Participant Chooses to Approve.
C. Select Allow Participants To Edit Future Participants.
D. Deselect Allow Participants To Edit Future Participants.
E. Select Allow All Participants To Route Task To Other Participants.

Answer: A

Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, BPM Worklist manages approval workflows. When an approver (e.g., the same manager as both line and HR) appears multiple times, duplicate notifications can occur unless aggregation is configured.
* Option A: Routing to other participants doesn't address duplicate notifications for the same approver.
* Option B: Correct. Setting Task Aggregation to "Once Per Task" in BPM ensures that if the same approver appears multiple times in the chain, they receive only one notification to approve the task once, fulfilling the requirement.
* Option C: Immediate completion affects task closure timing, not notification frequency.
* Option D: Editing future participants doesn't control notification aggregation.
* Option E: Allowing edits to future participants is unrelated to duplicate notifications.
The correct answer isB, as per "Using Global Human Resources" on BPM approval configuration.

NEW QUESTION # 45
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. The client can change from any two-tier option to another at any point in time, irrespective of the existence of work relationships.
B. 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.
C. 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.
D. The client cannot move from a two-tier multiple assignment to a two-tier single contract and single assignment after implementation.

Answer: A

Explanation:
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.

NEW QUESTION # 46
When an HR specialist searches for Awards and Honors, such as "PhD," the Person Gallery page displays only the direct reports of the HR specialist who comply with the honor. When the HR specialist searches for areas of expertise, such as "Oracle Global Human Resources Cloud," it displays all the employees of the organization who have Oracle Global Human Resources Cloud as their areas of expertise. Identify the reason for this behavior.

A. HR has access to Oracle Global Human Resources Cloud department.
B. HR does not have access to the "Experience and Qualification" card.
C. Areas of expertise is public information.
D. HR does not have access to other departments where employees are "PhD."
E. PhD is a sensitive keyword and is used elsewhere in the person's information.

Answer: C

Explanation:
Full Detailed In-Depth Explanation:
In Oracle HCM Cloud's Person Gallery, search results depend on data visibility and security:Awards and Honors(e.g., "PhD") are restricted by the HR specialist's area of responsibility (AOR), typically limited to direct reports unless broader access is granted.Areas of Expertise(e.g., "Oracle Global Human Resources Cloud") are designated as public information by default, visible to all users with Person Gallery access, regardless of AOR, unless explicitly restricted via security profiles.
Option A is incorrect-the "Experience and Qualification" card is accessible but scoped to AOR. Option B misattributes the issue to departments-visibility is AOR-based. Option D (sensitive keyword) lacks evidence. Option E (department access) is irrelevant. Option C correctly identifies areas of expertise as public, explaining the broader search results per Oracle's security model.

NEW QUESTION # 47
......

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