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>> Valid 1z0-1046-24 Test Answers <<
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NEW QUESTION # 11
An organization uses the Previous Employment content type to capture relevant employment details of employees. What do you do to make this content type available in other applications?
Answer: D
Explanation:
Full Detailed in Depth Explanation:
Content types in Oracle HCM Cloud (e.g., Previous Employment) store structured data like employment history. To share them across applications (e.g., Recruiting, Talent Management), a specific setup is required.
Option A ("Specify a Subscriber Code for the content type") is correct. In the "Manage ContentTypes" task, assigning a Subscriber Code (e.g., RECRUIT for Recruiting) makes the content type accessible to that application. Without this, it remains restricted to its originating module (e.g., Core HR). This is detailed in the
"Implementing Global Human Resources" guide under content type configuration.
* Option B ("Do nothing") is incorrect; content types are not automatically shared across applications.
* Option C ("Make sure it is a non-free-form content type") and Option D ("Make sure it is a free-form content type") are irrelevant; the type (free-form or structured) does not determine cross-application availability.
NEW QUESTION # 12
An HR representative enters employee details in the application as part of the hiring process. On the Review page, the HR representative notices that Person Number does not show any number, but indicates "Generated Automatically." Identify the option that relates to this intended behavior.
Answer: C
Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the Person Number generation method is configured via "Manage Enterprise HCM Information." Options include Manual, Automatic before submission, or Automatic after final save. The behavior described-showing "Generated Automatically" with no number on the Review page-indicates the number is assigned post-submission.
Option A: "Automatic before submission" generates the person number immediately upon initiating the hire process, visible before review. This doesn't match the scenario.
Option B: "Worker Number" is distinct from Person Number and irrelevant here. Manual setting would require user input, not "Generated Automatically." Option C: Correct. "Automatic after final save" delays person number generation until the transaction is fully submitted and saved, explaining why it's not visible on the Review page but marked as automatic.
Option D: Manual requires the user to enter a number, contradicting the "Generated Automatically" indication.
The correct answer isC, as detailed in "Implementing Global Human Resources" under Person Number setup.
NEW QUESTION # 13
You are implementing Core HR for a customer. Work timings, standard working hours, organization manager, and cost center information must be captured while setting up the work structure. Identify the organization type against which you can maintain this information.
Answer: D
Explanation:
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, the work structure consists of various organization types (e.g., Enterprise, Legal Entity, Business Unit, Department, Division) that serve different purposes. The requirement here is to identify the organization type where work timings, standard working hours, organization manager, and cost center information can be maintained.
Option A ("Department") is correct. Departments in Oracle HCM Cloud are operational units within the work structure where detailed workforce management information, such as work timings (e.g., shift schedules), standard working hours, organization manager (e.g., department manager), and cost center details, can be defined. The "Manage Departments" task allows administrators to configure these attributes, making Department the appropriate organization type for this data. This is supported by the "Implementing Global Human Resources" guide, which details how departments support operational HR data.
* Option B ("Business Unit") is higher-level and used for segregating HR and financial data, but it does not typically hold detailed work timings or manager assignments.
* Option C ("Enterprise") defines the overarching structure and does not manage operational details like work hours or cost centers.
* Option D ("Legal Entity") represents legal employers and focuses on compliance and payroll, not detailed work schedules.
* Option E ("Division") is a higher-level grouping for reporting and does not capture thesespecific attributes.
* Option F ("Reporting Establishment") is used for regulatory reporting and not for operational HR data like work timings.
NEW QUESTION # 14
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?
Answer: B
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 # 15
Which two statements are true about Action and Action Reasons? (Choose two.)
Answer: A,D
Explanation:
Full Detailed in Depth Explanation:
Actions and Action Reasons in Oracle HCM Cloud categorize and explain employment events (e.g., hires, terminations), supporting tracking and analytics.
Option A ("Terminations predictive analytics uses Actions and Reasons data to identify whether a termination is voluntary or involuntary"): True. Oracle Workforce Predictions leverages Actions (e.g., Termination) and Action Reasons (e.g., Resignation vs. Layoff) to classify terminations, as detailed in the "Using Workforce Predictions" guide.
Option B ("The history of effective date changes can be tracked well by using the Actions framework"): True.
The Actions framework logs changes (e.g., promotions, transfers) with effective dates, providing a clear audit trail, per the "Implementing Global Human Resources" guide.
Option C ("It is mandatory to associate Actions with Action Reasons"): False. Action Reasons are optional; an Action (e.g., Termination) can be recorded without a reason.
Option D ("There is always a one-to-one relationship between Action Type and Action"): False. Action Types (e.g., Termination) can have multiple Actions (e.g., Voluntary Termination, Involuntary Termination).
NEW QUESTION # 16
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