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Oracle Global Human Resources Cloud 2025 Implementation Professional Sample Questions (Q79-Q84):

NEW QUESTION # 79
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. Descriptive flexfields must be defined to hold Progression Job Information.
C. Progression Job Information must be defined during job creation.
D. Benchmark all the jobs in the system.
E. Create an appropriate job set.

Answer: C

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 # 80
Identify the set enabled objects that are used for partitioning reference data.

A. Legal entity, department, division, location
B. Department, location, jobs, grades
C. Jobs, grades, salary plan, rates
D. Enterprise, legal entity, business unit, position

Answer: B

Explanation:
Reference data partitioning in Oracle Global Human Resources Cloud uses Set-enabled objects, as per the
"Implementing Global Human Resources" guide. These include Department, Location, Jobs, and Grades, which can be assigned to Sets for data sharing across business units (Option D). Option A includes non-set- enabled objects like legal entity. Option B includes "salary plan" and "rates," which aren't standard set- enabled objects. Option C includes enterprise and business unit, which define structure, not reference data partitioning. Thus, Option D is correct.
Reference:Oracle Global Human Resources Cloud - Implementing Global Human Resources, "Reference Data Sets" section.

NEW QUESTION # 81
In HCM Cloud, you can define an employee's work time availability in several ways. In which order does the application search for an employee's schedule before applying it to an assignment?

A. Primary work schedule, Employment work week, Published schedules, then Standard working hours
B. Standard working hours, Primary work schedule, Employment work week, then Published schedules
C. Employment work week, Published schedules, Primary work schedule, then Standard working hours
D. Published schedules, Employment work week, Primary work schedule, then Standard working hours

Answer: D

Explanation:
Comprehensive and Detailed Explanation From Exact Extract:
In Oracle Global Human Resources Cloud, the application follows a specific hierarchy when determining an employee's work schedule to apply to an assignment. This process ensures that the most relevant and specific schedule is selected based on the configuration of the employee's work time availability. The correct order of precedence for searching an employee's schedule is outlined in the official Oracle documentation.
According to the Oracle HCM Cloud documentation, the application searches for schedules in the following order:
Published schedules: These are schedules from other scheduling applications integrated with Oracle HCM Cloud or manually published schedules that take precedence.
Employment work week: This is configured on the employee's employment record and defines the standard work week applicable to the employee.
Primary work schedule: This is linked to specific workforce structure levels (e.g., enterprise, department, or individual assignment) and takes precedence based on the lowest level of assignment.
Standard working hours: These serve as the default fallback if no other schedules are defined.
The exact extract from the Oracle documentation states:
"You can set up an individual's work time in different ways. An person's official schedule for a selected time period is automatically determined using this information: ... This flow chart shows you the order that the application searches for someone's schedule, before applying it to the assignment. The published schedule is built using the employment work week, primary work schedule, or standard working hours for each person. It can also be built using published schedules from other scheduling applications." This indicates that the application prioritizes published schedules first, followed by the employment work week, then the primary work schedule, and finally standard working hours as the last resort. The documentation further clarifies that schedules assigned at lower workforce structure levels (e.g., individual assignment) take precedence over those at higher levels (e.g., enterprise), but the overall search order remains as listed.
Why the other options are incorrect:
Option A (Standard working hours, Primary work schedule, Employment work week, then Published schedules): This is incorrect because standard working hours are the last fallback, not the first, and published schedules have higher precedence than all others.
Option B (Employment work week, Published schedules, Primary work schedule, then Standard working hours): This is incorrect because published schedules are checked before the employment work week, not after.
Option D (Primary work schedule, Employment work week, Published schedules, then Standard working hours): This is incorrect because primary work schedules are not the first to be checked; published schedules take precedence, and employment work week comes before primary work schedule.
References:
Oracle Help Center, Using Global Human Resources, Chapter: Managing Workforce Records, Topic: Work Schedules (https://docs.oracle.com/en/cloud/saas/human-resources/25b/global-human-resources/using-global- human-resources/index.html) Oracle HCM Cloud Documentation, Implementing Global Human Resources, Chapter: Workforce Structures (https://docs.oracle.com/en/cloud/saas/human-resources/25b/global-human-resources/implementing-global- human-resources/index.html)

NEW QUESTION # 82
An employee accesses the application, adds a self-requestable role, and saves the transaction. However, the line manager does not receive any notification to either approve or reject it. Which option describes the cause of this issue?

A. Approvals in Oracle Global Human Resources Cloud go to two levels by default. Approvals should be modified to go to the line manager.
B. The security profile associated with the data role assigned to the line manager prevents any notification flowing to him.
C. The line manager does not have the privilege to receive notifications.
D. The role provisioning user interface and objects are not workflow-enabled. They are not currently designed to send notifications for any provisioning type.

Answer: B

Explanation:
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, self-requestable roles trigger approval workflows if configured, typically notifying the line manager. If no notification is received, the issue likely relates to security or workflow setup.
Option A ("The security profile associated with the data role assigned to the line manager prevents any notification flowing to him") is correct. Notifications depend on the line manager's data role and security profile. If the profile lacks access to the employee's data or the transaction type, notifications are blocked.
This is a common issue addressed in the "Implementing Global Human Resources" guide under security troubleshooting.
Option B ("The line manager does not have the privilege to receive notifications") is vague and less specific than A; privileges are part of the security profile.
Option C ("The role provisioning user interface and objects are not workflow-enabled") is incorrect; self- requestable roles are workflow-enabled by default in Oracle.
Option D ("Approvals in Oracle Global Human Resources Cloud go to two levels by default") is incorrect; approval levels are configurable, not fixed at two, and this doesn't explain the lack of notification.
References:
"Oracle Global Human Resources Cloud: Implementing Global Human Resources" - Security profiles and notifications.
"Oracle Human Resources Cloud: Using Approvals" - Workflow configuration.

NEW QUESTION # 83
Action Type identifies the type of business process associated with an action and determines what happens when you select that action. As part of implementing Oracle Global Human Resources Cloud, Action Types are associated with Actions. Which two statements are correct regarding Action Types?

A. Action Types are seeded.
B. Every Action Type can have multiple actions within it.
C. An Action Type cannot be associated with user-defined actions.
D. If Termination is an action, Normal Termination is an Action Type.
E. Additional Action Types can be created.

Answer: A,B

Explanation:
In Oracle Global Human Resources Cloud, Action Types categorize business processes (e.g., Hire, Terminate), while Actions are specific instances within those types (e.g., Voluntary Termination under Terminate). Understanding their relationship is key.
Option A: Correct. An Action Type (e.g., Termination) can have multiple Actions (e.g., Voluntary Termination, Involuntary Termination), allowing flexibility within a process category.
Option B: Correct. Oracle provides seeded Action Types (e.g., Hire, Transfer, Termination) as part of the base application, which can be used out-of-the-box or extended.
Option C: Incorrect. User-defined Actions can be created and linked to both seeded and custom Action Types, offering customization flexibility.
Option D: Incorrect. While you can create custom Actions, Action Types are seeded and cannot be created anew by users; they can only be extended via Actions.
Option E: Incorrect. "Termination" is an Action Type, and "Normal Termination" would be an Action under it, not the other way around.
The correct answers areAandB, as per "Implementing Global Human Resources" under Action Configuration.
References: Oracle Global Human Resources Cloud - Implementing Global Human Resources, Chapter 6:
Actions and Action Types.

NEW QUESTION # 84
......

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Oracle Global Human Resources Cloud 2025 Implementation Professional Sample Questions (Q79-Q84):

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