Oracle Oracle Global Human Resources Cloud 2024 Implementation Professional 1z0-1046-24 Exam Dumps: Updated Questions & Answers (October 2025)

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.

Full Detailed in Depth Explanation:

When creating a Legal Entity in Oracle HCM Cloud, selecting theLegal Employercheck box designates the entity as an employer, unlocking additional configuration options in the Manage Legal Entity HCM Information task, such as Work Day Information and Employment Model.

A(Payroll Statutory Unit) enables payroll-related settings but not necessarily Work Day or Employment Model.

Full Detailed in Depth Explanation:

In the Functional Setup Manager (FSM) under the Workforce Deployment functional area, Oracle HCM Cloud provides flexibility in configuration. The objects (e.g., Departments, Locations, Positions) listed on the page are not strictly required to be configured in the order they appear. While Oracle recommends a logical sequence (e.g., defining Departments before Positions), the system does not enforce this as a mandatory requirement. Implementers can adjust the order based on their implementation needs, as long as dependencies (e.g., a Position requiring a Department) are satisfied. The "Implementing Workforce Deployment" section of the Oracle documentation confirms this flexibility, stating that configuration order can vary depending on organizational requirements. Thus, the correct answer isA.

Full Detailed In-Depth Explanation:

Oracle HCM Cloud allows UI customizations via Page Composer (for page-level changes) and Transaction Design Studio (for transaction-specific rules). When conflicting changes occur—e.g., Page Composer making the location field required and Transaction Design Studio hiding it for managers—the system resolves this based on the timestamp of the last modification. The documentation states that if modifications from both tools conflict, the most recent change (based on creation or update date) takes precedence, regardless of the tool used. This ensures predictable behavior without requiring a strict hierarchy between the tools.

Option A (page error) is incorrect as the system doesn’t crash—it resolves conflicts silently. Option B (inconsistent behavior) is misleading because Oracle provides a clear resolution mechanism. Option C (TDS always overrides) and Option D (Page Composer always overrides) are incorrect because precedence isn’t tool-specific but time-based. Option E accurately reflects Oracle’s behavior: the last change applied in either tool wins, aligning with the customer’s observed UI rendering.

Full Detailed In-Depth Explanation:

Geographies in Oracle Global Human Resources Cloud are set up via the "Manage Geographies" task to define address hierarchies (e.g., country, state, city) for location and reporting purposes.

Option A: Correct. The geography structure (levels like country, province) can only be modified before loading the hierarchy data; post-load changes are restricted to maintain data integrity.

Option B: Incorrect. Mapping geographies to reporting establishments is not mandatory; it’s an optional configuration for specific reporting needs.

Option C: Correct. The top level must be defined as "Country," and each level requires a geography type (e.g., State, City) to structure the hierarchy.

Option D: Correct. Geography validation must be enabled for a country’s address style (e.g., US vs. UK format) to ensure accurate address entry, set via Manage Geographies.

The correct answers are A, C, and D, per "Implementing Global Human Resources" on geography setup.

Full Detailed in Depth Explanation:

In Oracle Global Human Resources Cloud, approval routing policies determine how transactions (e.g., promotions, transfers) are routed for approval. These policies are configured using the "Manage Approval Transactions" task and rely on specific hierarchies and groups.

Option B ("Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups") is correct. Oracle HCM Cloud supports the following bases for defining approval rules:

Employee Supervisor Hierarchy: Routes approvals through the employee’s reporting structure.

Position Hierarchy: Uses the position hierarchy if positions are implemented.

Job Levels: Routes based on job level differences (e.g., requiring higher-level approval for significant changes).

Approval Groups: Predefined groups of approvers for specific transactions.

The "Implementing Global Human Resources" guide confirms these as the standard components.Grades and Organization Hierarchy (e.g., Department or Division) are not directly used in approval routing policies, making other options incorrect.

Option A includes "Grades" and "Organization Hierarchy," which are not standard bases.

Option C omits "Approval Groups," which is a key component.

Option D adds "Organization Hierarchy," which is not supported for approval routing.

Full Detailed in Depth Explanation:

Divisions in Oracle HCM Cloud are organizational units often aligned with lines of business. Associating workers with divisions requires leveraging existing structures or custom fields.

Option B ("You configure and deploy an assignment descriptive flexfield that has a table value set that references the Division object"): True. A Descriptive Flexfield (DFF) on the assignment can be configured with a value set linked to the Division object, allowing manual selection during assignment updates, as per the "Implementing Global Human Resources" guide.

Option D ("You have configured an Organization Tree, listing the hierarchy of your Legal Entities, Divisions, Business Units, and Departments"): True. By associating a worker with a department within a division via the organization hierarchy, the worker is indirectly linked to that division, a standard practice in workforce structures.

Option A ("Division is a delivered field on a position"): False. Position has fields like Department, but Division is not a standard delivered field.

Option C ("Division is a delivered field on the worker assignment"): False. Assignment includes fields like Department, not Division directly.

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.

Full Detailed In-Depth Explanation:

In Oracle Global Human Resources Cloud, transferring a worker between legal employers requires an appropriate action linked to an action type, managed via "Manage Actions."

Option A: Incorrect. You cannot create new action types; they are seeded (e.g., Transfer, Hire). Only actions can be created under existing types.

Option B: Correct. Create a new action "Legal Employer Transfer" and associate it with the seeded "Global Transfer" action type, which supports cross-legal-employer movements while retaining the person record.

Option C: Incorrect. Modifying the delivered "Transfer" action risks affecting its standard behavior; a new action is cleaner.

Option D: Incorrect. There is no seeded "Legal Entity Transfer" action type; "Global Transfer" is the appropriate type.

The correct answer is B, per "Implementing Global Human Resources" on employment actions.

Full Detailed in Depth Explanation:

TheSetup and Maintenance work area(FSM) in Oracle HCM Cloud is the central hub for implementers, providing comprehensive access to all configuration tasks required for implementing Core HR. This includes defining enterprise structures, workforce structures, geographies, and other foundational elements. While the Person Management (A), Enterprise Structures (B), and Workforce Structures (C) work areas support specific functions, they are operational or subset areas, not the end-to-end configuration hub. The Oracle "Implementing Global Human Resources" guide confirms that FSM is the primary work area for Core HR setup, makingDthe correct answer.