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Free PDF 2025 1z0-1046-24: Authoritative Oracle Global Human Resources Cloud 2024 Implementation Professional Trustworthy Pdf
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Oracle Global Human Resources Cloud 2024 Implementation Professional Sample Questions (Q121-Q126):
NEW QUESTION # 121
When working on the Manage Geographies page, in what order do you need to access the areas that are available if you are manually configuring your geographies?
Answer: B
Explanation:
Full Detailed in Depth Explanation:
When manually configuring geographies in Oracle HCM Cloud using the Manage Geographies page, the correct sequence is critical to ensure the geography framework is set up properly. The process begins with defining theStructureof the geography (e.g., country, state, city levels), followed by defining theHierarchy (how these levels relate to one another), and finally setting upValidation(rules to ensure data integrity and usability). This sequence ensures that the foundational structure is in place before relationships are established and validated. According to the Oracle HCM Cloud documentation, specifically the "Implementing Global Human Resources" guide, the recommended order is:
* Structure Defined: Define the levels of geography (e.g., country, province, city).
* Hierarchy Defined: Establish parent-child relationships between geography levels.
NEW QUESTION # 122
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?
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 # 123
As a consultant in your company, you are required to set up names and details of schools, colleges, universities, and so on, so that users can select from this list when entering their qualifications such as degrees. Identify the correct setup task in Functional Setup Manager > Define Workforce Profiles.
Answer: A
Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, educational establishments (schools, universities) are maintained as part of the talent profile to support qualification tracking.
* Option A: "Manage Profile Content Items" defines specific content (e.g., skills), not educational institutions.
* Option B: "Manage Content Subscribers" controls access to content, not the list itself.
* Option C: "Manage Profile Types" defines profile structures, not specific data likeinstitutions.
* Option D: Correct. "Manage Educational Establishments" under Define Talent Profile Content allows setup of a selectable list of schools, colleges, and universities for qualifications.
The correct answer isD, per "Implementing Global Human Resources" on workforce profiles.
NEW QUESTION # 124
A 'Business Visa Introduction Letter' is an example of a document that may be required on a regular basis for certain people who travel and work internationally. To speed up the process of obtaining the letter, the system can store a copy, which the user downloads whenever it is required. Where are the document templates configured, before they are associated with the appropriate Document Type?
Answer: C
Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, document templates, such as a "Business Visa Introduction Letter," are created and managed in BI Publisher (BIP). The "Implementing Global Human Resources" guide under "Document Management" explains that BIP is used to design and store report templates, including reusable documents tied to Document Types. These templates are then associated with a Document Type (e.
g., "Visa Letter") for user access and download. Option B (Page Composer) is for UI customization, not document templates. Option C (Design Studio) configures transactions, not documents. Option D (OTBI) is for analytics, not template creation. Thus, Option A is correct.
NEW QUESTION # 125
Which of the following statuses allows for additional values to be created?
Answer: A
Explanation:
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, statuses control various aspects of a worker's record, and the ability to create additional values depends on the status type:
* A (Payroll Status): This refers to payroll-specific statuses (e.g., Processed, Paid), which are system- defined and tied to payroll processes. These are fixed and cannot be extended with additional values.
* B (Assignment Status): This governs the status of a worker's assignment (e.g., Active, Suspended).
Oracle allows you to create additionalUser-Defined Assignment Statusesvia the "Manage Assignment Status" task, enabling customization (e.g., "On Leave - Special Circumstance") while preserving system statuses like Active or Inactive.
* C (HR Status): This is a broad term, but in context, it typically refers to the Person-level status (e.g., Active, Terminated), which is system-defined and not extensible with additional values.
The Oracle documentation highlights that Assignment Status is unique in allowing user-defined values to meet specific business needs, while Payroll and HR Statuses remain locked to maintain consistency. Thus,Bis the correct answer.
NEW QUESTION # 126
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