Oracle Oracle Certifications 1Z0-584 Questions & Answers

• Question 11:

  You are an HR specialist in your company and you need to set "Career Potential" as a content type. Which two roles should be granted access for the content section?

  A. Employee

  B. Managers

  C. HR Specialist

  D. Worker

  Correct Answer: BC

• Question 12:

  As an implementation consultant, you are required to explain the differences between person numbers and worker numbers to the client's Super User. Which two options best describe the difference between person numbers and worker numbers?

  A. A. The person number is the person record's unique ID when you create the record. Worker numbers identify employee and contingent worker work relationships.

  B. The person number is allocated automatically when you create the record. Allocation of worker numbers can be either automatic or manual.

  C. The person number is the person record's ID when you create the record. Person number may not be unique in the enterprise. Worker numbers identify employee and contingent worker work relationships. A person with multiple such relationships has multiple worker numbers.

  D. The person number is allocated wither automatically or manually, when you create the record. Allocation of worker number can be either automatic or manual.

  Correct Answer: AB

  *

  person number

  A person ID that is unique in the enterprise, is allocated automatically to the person record, and does not change, even if the person leaves and later rejoins the enterprise.

  *

  Worker numbers can be generated either manually or automatically.

  If you select manual generation, then you are recommended to define a numbering scheme to suit local requirements. For example, determine whether uniqueness within the enterprise or at the legal employer level is important, and define

  the numbering scheme accordingly.

  If you select automatic worker-number generation, numbers can be allocated from either an enterprise sequence or a legal employer sequence. If you use a legal-employer sequence, worker numbers are not guaranteed to be unique in the

  enterprise. Also, they cannot be transferred outside the legal employer: if a worker leaves the enterprise and later starts a new workrelationship of the same type but with a different legal employer, a new worker number is allocated to the

  work relationship.

  Reference:

  Oracle Fusion Applications Workforce Deployment Implementation Guide 11g, Selecting the Number-Generation Method

• Question 13:

  Your company is planning to move its HR system from a legacy application to Fusion. You are looking at a deployment option that allows you to be free from maintaining the infrastructure and applications and gives you more flexibility in terms of upgrading to latest releases of Fusion Applications. You are not expecting any large customizations to be done. What is the best deployment model you can opt for?

  A. On-Premise

  B. SaaS

  C. Hosted

  D. Homegrown

  E. Hybrid

  Correct Answer: B

  Oracle Fusion Human Capital Management (HCM) delivers a complete suite of human resource and talent management applications, all available as Software as a Service (SaaS).

  Note: The adoption of Software as a Service (SaaS) or On-Demand presents several technical and business challenges for all players involved -independent software vendors (ISVs), hosting services providers and the customers. The

  technical challenges for SaaS providers include support for multi-tenancy, integration, security, usability, customization and service-level management. Oracle SaaS Platform consisting of virtualization, database, middleware and management

  software provides a comprehensive platform that addresses these challenges and runs on grid.

  Reference:

  HR in the Cloud: Bringing Clarity to SaaS Myths and Manifestos, Oracle White Paper

• Question 14:

  You come across a client scenario where multiple systems are used for Different HR functions. The client is using PeopleSoft 8.8 for Human Resource and payroll. Third-party applications are being used for Talent Management, Recruitment, Learning management, and Time and Labor. Identify two strategies to minimize the time and cost of adopting Oracle Fusion Applications.

  A. Upgrade HR and Payroll to the latest version of PeopleSoft. Adopt Oracle Fusion Talent management in coexistence with PeopleSoft Later, move HR and Payroll to Oracle Fusion. Move third party applications to Oracle Fusion as and when they are available.

  B. Adopt Oracle Fusion for HR. Payroll, and Talent Management Integrate other third-party applications with Oracle Fusion. Move other third-party applications to Oracle fusion as and when they are available.

  C. Continue HR and Payroll in PeopleSoft. Adopt Oracle Fusion Talent management in coexistence with PeopleSoft, later move HR and Payroll to Oracle Fusion. Move other third party applications to Oracle Fusion as and when they are available.

  D. Continue HR and Payroll in PeopleSoft. Move Talent Management to PeopleSoft. Latermove HR Payroll. Talent Management to Oracle Fusion. Move other third- party applications to Oracle Fusion as and when they are available.

  E. Move payroll and Talent Management to Oracle Fusion and be on coexistence model with PeopleSoft HR.Move other third-party applications to Oracle Fusion as and when they are available.

  Correct Answer: AB

  Note: Recent and upcoming releases of Oracle Apps are iterations on the Road to fusion: Release 12, PeopleSoft 9.0, JDE EnterpriseOne 8.12, JDE World A9.1.

• Question 15:

  In fusion HCM security, what kind of access does the user and role API application framework allow?

  A. access to predefined security profile to relevant Job or Duty roles

  B. access to implementation Users without managing job roles

  C. access to identity information in a uniform and nonportable manner regardless of the particular underlying identity repository

  D. access to identity information in a uniform and portable manner regardless of the particular underlying identity repository

  E. access to implementation Users managing job, Data, and Duty roles

  Correct Answer: C

  User and role: OPSS's User and Role API framework allows applications to access identity information (users and roles) in a uniform and portable manner regardless of the particular underlying identity repository. The User and Role API frees

  the application developer from the intricacies of particular identity sources.

  Reference:

  Oracle Fusion Applications Security Leveraging Oracle Identity Management, Oracle White Paper

• Question 16:

  A worker was first hired on 1-Apr-2005 with a work relationship of "Employee". Later, the worker started the work relationship of Contingent worker on 2-Jun-2006. The worker has two current work relationships with the same legal employer. Identify the three correct options regarding service and seniority dates of the worker.

  A. The enterprise service date of the worker is 1-Jan-2005, the date on which the worker's record is created.

  B. The enterprise seniority date of the worker is l-Apr-2005, the date on which the worker's enterprise service is based.

  C. The enterprise start date of the worker is l-Apr-2005, the staff date of the worker's first work relationship of employee in the enterprise.

  D. The enterprise start date of the worker is 2-Jun 2006, the start date of the worker's first work relationship as Contingent worker in the enterprise.

  E. The enterprise seniority date of the worker is 2-Jun 2006, the date on which the worker's enterprise service is based.

  Correct Answer: ABD

  B: A seniority date is a date on which the calculation of a person's length of service with the enterprise or a legal employer. This date tracks the amount of time that a worker has been with a particular company in the organization. The default date is the hire date, but you can override it.

• Question 17:

  Select three statements regarding Workforce Directory management.

  A. Provides a graphical organization chart that shows an easy and fully integrated view of all information related to an employee

  B. Is designed to support workers that provides access to a 360-degree view point-in-time evaluation of worker performance

  C. Has powerful keyword search that provides access to a 360-degree view of the employee

  D. Is designed to house all data, including talent data and data from other Oracle and third-party HR applications

  E. Support development plans for employees to track their personal growth and career development

  F. Provides a collaborative framework that allows workers to build their own internal social network and connect with other domain experts and colleagues with similar interests

  Correct Answer: ACE

  A: Oracle Fusion Workforce Directory Management's graphical organizational chart provides an integrated view of all information related to an employee with an extremely user friendly interface.

  C: A powerful keyword search provides access to a 360 degree view of the employee and provides both personal (name, address, contact details etc) and professional details (supervisor, department, role, competency etc).

  E:

  *

  Enable managers to make effective decisions using an intuitive, interactive visual organization chart, rich with data

  *

  Empower users to establish relationships across the organization

  *

  Enable workers to focus on individual growth while aligning with organizational objectives

  Reference:

  Oracle Fusion Talent Management Base (Workforce Directory Management), Oracle Data Sheet

• Question 18:

  A manager in an organization plans to implement a three-tier employment model and wants to ensure that the same attributes are applied to each person in the organization. What approach will you recommend to meet this requirement?

  A. Set the values in the employment terms and prevent override at assignment level.

  B. Don't set the value, in employment terms and prevent override at assignment level.

  C. Set the values in employment terms and allow override at assignment level.

  D. Don't set the values in employment terms and allow override at the assignment level.

  Correct Answer: A

  Preventing Override at the Assignment Level

  If you prevent override at the assignment level, then users cannot update assignment attribute values inherited from employment terms. This approach is recommended if you want to enforce particular assignment attribute values.

  The restriction applies only to attribute values that users specify on the employment terms, and they can specify as many or as few attributes as required at that level. Any value that users omit from the employment terms can be updated

  without restriction at the assignment level.

  Note: If you use the three-tier employment model, assignments inherit most attribute values from the associated employment terms. For example, if you set the assignment category to full-time in the employment terms, then all assignments

  associated with those employment terms are full-time by default. For the enterprise or legal employer, you specify whether attribute values inherited from employment terms can be overridden at the assignment level.

  Reference:

  Oracle Fusion Applications Workforce Development Implementation Guide 11g, Employment Terms Override: Explained

• Question 19:

  You want to track changes to certain Human Capital Management (HCM) records, for example, changes to employment and assignment records. You want to create your own actions and associate them with the predefined action types. Identity two correct statements regarding actions

  A. User defined actions can be created and linked to predefined action types.

  B. Actions should always have an action reason associated.

  C. Only one action can be associated with action type.

  D. Actions can be launched from the organization chart page and are controlled by data security.

  E. Actions are not a mandatory work structure.

  Correct Answer: AD

  A: Action Type Action type identifies the type of business process associated with the action and determines what happens when you select an action. An action type is associated with one or more predefined actions. You can create your own actions and associate them with the predefined action types. For example, the Hire an Employee action type is associated with the Hire action. You could create an action Hire Part-Time and associate it with the Hire an Employee action type. Your action appears in the Action list of values on the Hire an Employee page. To hire a part-time employee, you could select the Hire Part-Time action instead of the predefined Hire action.

• Question 20:

  You are a consultant hired to implement Profile Management. One of the requirements is to track the previous employment information for workers, including employer name, dates of employment, and job description. However, it is not

  required to set up and maintain content items for each employer, and this information applies only to person profiles.

  What four actions should be taken?

  A. creating a non free-form content type

  B. creating a free-form content type

  C. adding the content type to the HRMS content subscriber code

  D. adding the content type to the Person profile type

  E. granting access employees, managers, and HR specialists to update the content section

  F. granting access to HR specialists only to update the content section

  G. granting access to employees and managers to update the content section

  Correct Answer: BCDE

  B: Content types are the skills, qualities, and qualifications that you want to track in talent profiles. The content library contains predefined content types such as competencies, languages, and degrees, but you can create new content types

  as needed. You can also create free-form content types.

  Content types contain:

  *

  Properties

  *

  Relationships

  *

  Subscribers

  B, C: Setting Up a Free-Form Content Type

  D: Note that free-form content types do not contain relationships and do not contain properties until you add them to a profile type.

  E:Employees, managers, and HR specialists should all have access to update the content section. Note: Profile management provides a framework for developing and managing talent profiles that meet your industry or organizational

  requirements. Profiles summarize the qualifications and skills of a person or a workforce structure such as a job or position. Profiles are valuable for tracking workers' skills, competencies, and accomplishments, and for various talent

  management activities, such as career planning, identifying training needs, performance management, and in the recruitment process for identifying job requirements and suitable applicants.

  Reference:

  Oracle Fusion Applications Product Information Management Implementation Guide, Profile Management: Explained