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NEW QUESTION # 29
Which three statements are true about HCM Cloud trees?
Answer: A,C,D
Explanation:
Full Detailed in Depth Explanation:
HCM Cloud trees are used to represent hierarchical data structures. The correct statements are:
* A: Multiple versions of a tree can be created to manage changes over time or test configurations, as supported by the tree versioning feature.
* C: Trees in Oracle Fusion HCM are indeed graphical representations of hierarchies (e.g., organization, department), aiding in visualization and management.
* D: For most HCM tree types (e.g., Department, Position), multiple trees can be created, except for geography trees, which are limited to one per country due to their predefined structure.
NEW QUESTION # 30
You are an HR specialist and want to add new values to a lookup. You have access to the specific work area, but are unable to perform the activity. Identify the correct statement about this.
Answer: C
Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, lookups are managed via the "Manage Common Lookups" or
"Manage Standard Lookups" tasks in the Setup and Maintenance work area. Lookupsprovide drop-down values (codes and meanings) for fields, and their editability depends on their type and configuration.
* Option A: Incorrect. You can add new lookup codes and meanings to many existing lookup types, provided they are not system-locked or restricted by security.
* Option B: Correct. Oracle includes predefined system lookups (e.g., seeded values for core fields like Action Types or Employment Status) that are locked for editing to maintain application integrity. If the lookup you're trying to modify is one of these, you'll be unable to add values, even with access to the work area, due to system restrictions.
* Option C: Incorrect. Profile options are unrelated to lookups; they control application behavior, not value lists, and don't explain the inability to edit.
* Option D: Incorrect. You can modify existing lookup types (if not system-locked) and create new ones, depending on permissions and lookup status.
* Option E: Incorrect. There's no specific "enable" step by a system administrator for lookups; editability is determined by the lookup's system status and user privileges.
The correct answer isB, as per "Implementing Global Human Resources" on lookup management, where system lookups are noted as non-editable.
NEW QUESTION # 31
Which three options define Enterprise Structures Configurator (ESC)?
Answer: A,B,E
Explanation:
Full Detailed In-Depth Explanation:
The Enterprise Structures Configurator (ESC) in Oracle HCM Cloud is a wizard-based tool for defining enterprise structures:
* A: True-ESC creates divisions, legal entities, business units, and reference data sets (e.g., job codes, locations), forming the enterprise framework.
* B: False-Departments are operational units, not a primary ESC output (they're managed post-setup).
* C: False-ESC doesn't focus solely on divisions; it builds a broader structure.
* D: True-After ESC defines structures (including jobs/positions), administrators can review, adjust, and load or rollback configurations via FSM.
* E: True-ESC uses an interview-based approach to guide users through setup.
Options A, D, and E align with ESC's purpose and functionality per Oracle's documentation.
NEW QUESTION # 32
You hired an employee on January 1, 2015. This employee got married on June 12, 2015. You received a request from the employee on July 11, 2015, to change their last name from the date of the marriage. You changed the last name of the employee as requested on the same day. What effective start date for this new employee is displayed by the system as of August 15, 2015?
Answer: D
Explanation:
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the "effective start date" for an employee typically refers to the start date of their person record or a specific change, depending on context. Here, the question involves a name change backdated to the marriage date, and we need the effective start date displayed as of August 15,
2015.
* Option A: July 11, 2015, is the date the change was requested and processed. However, the name change was applied retroactively to the marriage date, not this transaction date.
* Option B: Correct. June 12, 2015, is the marriage date, and the request was to update the last name effective from that date. In Oracle HCM, when you update a person's name with an effective date (via Manage Person or a similar task), the system records this as the effective start date of the name change.
As of August 15, 2015, the system displays the name change effective from June 12, 2015, reflecting the backdated update.
* Option C: January 1, 2015, is the hire date and the initial effective start date of the person record.
However, the name change overrides this for the specific attribute (last name), and the question implies the effective date tied to the update.
* Option D: August 15, 2015, is the "as of" date, not an effective start date for any change or the employee's record.
The correct answer isB, as the effective start date of the name change is June 12, 2015, per "Using Global Human Resources" on managing person data with effective dating.
NEW QUESTION # 33
As an HR specialist in your company, you are responsible for setting up a Performance Rating model. You navigate to the Manage Ratings model and select the seeded Performance Rating Model. Which Oracle HCM Cloud product exclusively uses the Review Points tab?
Answer: A
Explanation:
Full Detailed in Depth Explanation:
The Performance Rating Model in Oracle HCM Cloud defines how performance is rated (e.g., scale, descriptions). The "Review Points" tab within "Manage Ratings Model" is specific to certain modules.
Option B ("Performance Management") is correct. The Review Points tab is used exclusively in Oracle Performance Management to assign points to ratings, which are then used in performance evaluations to calculate scores or rankings. This is detailed in the "Implementing Performance Management" guide, distinguishing it from other HCM products like Talent Review (focuses on calibration), Compensation Management (salary adjustments), or Goal Management (goal tracking), which do not utilize review points in this manner.
NEW QUESTION # 34
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