Oracle 1Z0-1046-24 Exam Dumps

Full Detailed in Depth Explanation.

Oracle HCM Cloud uses a matching algorithm to identify duplicate person records during processes like hiring or candidate application, even across different legal employers within the same enterprise. This is critical to avoid creating duplicate records when a person reapplies with a changed national identifier.

Option B ('The application identifies a match if the first name, the first character of the last name, and date of birth are the same; or if the last name, the first character of the first name, and date of birth are the same') is correct. The system employs a configurable person-matching rule that typically uses a combination of key attributes---first name, last name (or initial), and date of birth---to determine if a record already exists. This rule is designed to handle cases where the national identifier changes, as it does not rely solely on that field. The 'Implementing Global Human Resources' guide confirms this matching logic, noting that the system checks these attributes to prevent duplication.

Option A ('Because the national identifier has changed, the system cannot identify the matching record') is incorrect because the matching process does not depend solely on the national identifier.

Option C ('The application searches for the availability of date of birth and middle name to identify the matching record') is incorrect because middle name is not a standard required attribute in the default matching rule.

Option D ('The application cannot identify the matching record and there will be two person records available for further processing') is incorrect because the system is designed to detect matches and avoid duplicate records when possible.

'Oracle Global Human Resources Cloud: Implementing Global Human Resources' -- Section on Person Matching and Duplicate Prevention.

'Oracle Recruiting Cloud: Implementation Guide' -- Candidate matching rules.

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).

'Oracle Global Human Resources Cloud: Implementing Global Human Resources' -- Actions and Action Reasons setup.

'Oracle Human Resources Cloud: Using Workforce Predictions' -- Predictive analytics data sources.

Comprehensive and Detailed Explanation From Exact Extract:

In Oracle Global Human Resources Cloud, workflow requests follow a defined approval process managed by the Business Process Management (BPM) Worklist, which tracks notifications and tasks for approvers. When an HR specialist approves a workflow request and forwards it to the second-level approver, the expectation is that the task will move out of the first approver's worklist. However, if the task remains in the HR specialist's worklist, it indicates that the workflow has returned to them due to specific actions taken by the second-level approver.

According to the Oracle HCM Cloud documentation, the two reasons the workflow request might still appear in the HR specialist's worklist are:

The second-level approver rejected the request: If the second-level approver rejects the request, the workflow task may return to the previous approver (in this case, the HR specialist) for further action, such as review, correction, or resubmission.

The second-level approver executed a pushback on the request: A pushback action allows the second-level approver to return the task to the previous approver without rejecting it outright, typically for clarification or additional information. This keeps the task active in the HR specialist's worklist.

The exact extract from the Oracle documentation states:

'When a task is assigned to an approver, they can approve, reject, or push back the task. If a task is rejected, it may return to the previous approver or initiator based on the workflow configuration. A pushback sends the task back to the previous approver for further action, such as providing additional details or addressing concerns, without terminating the workflow.'

Why the other options are incorrect:

Option C (The second-level approver might have approved the request): This is incorrect because if the second-level approver approves the request, the workflow would proceed to the next stage (if any) or complete, removing the task from the HR specialist's worklist. Approval does not cause the task to remain with the previous approver.

Option D (The second-level approver might have opted for an ad hoc route): This is incorrect because an ad hoc route involves reassigning or delegating the task to another approver, which would not cause the task to return to the HR specialist's worklist. Instead, it would move to the new approver's worklist.

Detailed Analysis of Correct Options:

Rejection (Option A): A rejection by the second-level approver may trigger the workflow to revert to the previous approver (HR specialist) depending on the workflow rules configured in the system. For example, the workflow might be set up to allow the HR specialist to address the reason for rejection and resubmit the request.

Pushback (Option B): A pushback is a specific action in Oracle HCM workflows that explicitly returns the task to the previous approver for further input or clarification. Unlike rejection, pushback does not terminate the workflow but keeps it active, requiring the HR specialist to take additional action.

Oracle Help Center, Using Global Human Resources, Chapter: Approvals and Notifications, Topic: Managing Approvals (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: Approval Management, Section: Configuring Approval Policies (https://docs.oracle.com/en/cloud/saas/human-resources/25b/global-human-resources/implementing-global-human-resources/index.html)

Oracle HCM Cloud, Administering Transaction Console, Topic: Approval Workflow Actions (https://docs.oracle.com/en/cloud/saas/human-resources/25b/global-human-resources/administering-global-human-resources/index.html)

Full Detailed In-Depth

In Oracle Global Human Resources Cloud, saved transactions can disappear from view if overridden, as per the 'Using Global Human Resources' guide. When an identical transaction (e.g., same person and action) is initiated by another user and applied to the database, it supersedes the saved one, removing it from the user's view (Option B). Option A (withdrawn by HR) isn't a standard process for saved transactions. Option C (rejected) would leave it visible with a status.Option D (future dated) affects visibility but not removal. Thus, Option B is correct.

Full Detailed in Depth Explanation.

To track base pay at the worker level in Oracle HCM Cloud, theSalary Basismust be configured. Salary Basis defines how a worker's pay is calculated (e.g., hourly, annual) and links to payroll elements for tracking.

B(Grade) andC(Grade Rate) define pay ranges but are not directly tied to individual pay tracking.