Oracle Oracle Certifications 1Z0-1049-20 Questions & Answers

• Question 121:

  Which alert is advised to be disabled when you are using HCM co-existence between Oracle PeopleSoft HCM and Oracle Fusion Compensation? (Choose the best answer.)

  A. Allocation exceeding target

  B. Employee termination

  C. Leave of Absence

  D. Any custom alert

  Correct Answer: C

  Reference: https://docs.oracle.com/cd/E37583_01/doc.1116/e22776/F387136AN11E5B.htm (see the note under worksheet)

• Question 122:

  The compensation administrator wants to run Purge Workforce Compensation Data for one of the past compensation plans because the transaction data from that period is not required anymore. However, the compensation administrator does not get the option to include the said plan. What is the reason for this? (Choose the best answer.)

  A. Purge Workforce Compensation Data cannot be run because the Transfer Workforce Compensation Data to HR process has already been run and compensation data transferred to HR.

  B. Purge Workforce Compensation Data can be run only for compensation plans with Inactive status.

  C. Purge Workforce Compensation Data can be run only after Back Out Workforce Compensation Data is run with the "Full Back Out" option.

  D. Purge Workforce Compensation Data can be run only for compensation plans that are valid for the future.

  Correct Answer: C

• Question 123:

  Your customer's compensation has an itemized structure. The company wants to increase the Cost of Living allowance of the employees living in the New Jersey area by 3% to compensate for the increased living costs there. Which feature of Oracle Fusion Workforce Compensation can be used to achieve this? (Choose the best answer.)

  A. Budget Pools

  B. Plan Eligibility

  C. Salary Component

  D. Action and Action Reasons

  E. Plan Access

  Correct Answer: C

• Question 124:

  Which four options are valid refresh options for the Refresh Data process? (Choose four.)

  A. Refresh HR Data

  B. Refresh Base and Eligible Salary

  C. Refresh Plan Access

  D. Refresh Manager Hierarchy

  E. Reevaluate Eligibility

  F. Refresh Plan Currency

  G. Refresh summary totals

  Correct Answer: ADEG

  Reference: https://docs.oracle.com/cd/E37583_01/doc.1116/e22776/F387136AN11E5B.htm (refresh column defaults)

• Question 125:

  Which item is false regarding plan access? (Choose the best answer.)

  A. Compensation administrators have access to all plan configuration tasks for all plans.

  B. Compensation managers have access to the budget sheet and worksheets for all plans and employee administration tasks.

  C. A compensation administrator's general access cannot be overridden.

  D. A compensation administrator's general access can be overridden using roles.

  Correct Answer: C

  Reference: https://docs.oracle.com/cd/E37583_01/doc.1116/e22776/F387136AN11E5B.htm (plan foundation, second bullet)

• Question 126:

  A corporation has set up an individual compensation plan for a contribution. This contribution needs an

  approval hierarchy to be set up.

  Identify the four correct options regarding approval setup. (Choose four.)

  A. Approvals can be set up to be completed when one of the approvers takes an action such as Approve or Reject.

  B. The notifications sent to the approvers can be made actionable.

  C. Expiry, Escalation, and renew settings are possible for notifications.

  D. Reminders can be set for a fixed duration either before expiration or after assignment.

  E. Task attachments cannot be sent using email notifications.

  Correct Answer: ABCD

• Question 127:

  Your client's compensation plan for employees includes a component that is based on years of service in the organization. If a person completes 10 years in the company, he or she will be eligible for a seniority component and the associated fixed salary amount. What type of eligibility profile you would need to create in order to track work experience of people? (Choose the best answer.)

  A. Employment-based eligibility criteria suing hire date

  B. Derived -factor-based eligibility criteria using length of service

  C. User-defined-criteria-based eligibility profile using hire date

  D. Employment-based-eligibility-criteria using length of service

  Correct Answer: D

• Question 128:

  How can you use an earnings element to manage the calculation and payment of absences? (Choose the best answer.)

  A. Ensure that the input to the salary database item formula from the earnings element processes the absence element as Absence classification because payroll runs do not process elements in the Information or Absence classifications.

  B. Define a skip rule for the earnings element that triggers processing when it finds an entry for a non-absence element because payroll runs process elements in the Information or Absence classifications.

  C. Define the earnings element as nonrecurring for the absence element because payroll runs do not process nonrecurring elements in the Information or Absence classifications.

  D. Define a skip rule for the earnings element that triggers processing when it finds an entry for the absence element because payroll runs do not process elements in the Information or Absence classifications.

  Correct Answer: D

  Reference: http://docs.oracle.com/cd/E25054_01/fusionapps.1111/e20376/F566545AN4D67C.htm (using the information or absence classification)

• Question 129:

  After the compensation plan was configured, the Validate Plan Setup process was run successfully with no warnings or errors. However, when the worksheet is accessed by a Line Manager, the Line Manager notices that employees who are ineligible are also visible in the worksheet despite running the Validate Plan Setup process. What is the reason for this? (Choose the best answer.)

  A. The Validate Plan Setup process does not validate eligibility profiles.

  B. The compensation administrator did not run the Validate Plan Setup process and run the Start Compensation Cycle process instead.

  C. The Validate Plan Setup process failed to report errors from the eligibility profiles.

  D. The Validate Plan Setup process showed a warning about errors on the eligibility profiles, which was ignored by the compensation administrator.

  Correct Answer: B

• Question 130:

  Your customer's Workforce Compensation Plan for Annual Salary Review is set up with the following dates in the Plan Cycle: Evaluation Period Start Date: 1-Jan-2014 Evaluation Period End Date: 31-Dec-2014 Worksheet Update Period Start Date: 1-Jan-2014 Worksheet Update Period End Date: 31-Dec-2014 HR Data Extraction: 31-Dec-2014 Eligibility Determination Date: 31-Dec-2014 There is a worker with a termination date of 30-Oct-2014. When the Transfer Data to HR process is run, it fails for this worker. What should you do to successfully add the lump sum award element entries and salary adjustments? (Choose the best answer.)

  A. The worker termination date should be changed to reflect the same date as the HR Data Extraction date.

  B. The salary adjustment or lumpsum effective date must be later that the worker's payroll last standard process date.

  C. The salary adjustment or lumpsum effective date must be earlier than or equal to the worker's termination date.

  D. The salary adjustment or lumpsum must be manually calculated and added for such workers.

  E. Terminated workers should be excluded from being processed in Workforce Compensation plans.

  Correct Answer: C