Course 2026 1z0-1046-25 Test Prep Training Practice Exam Download [Q66-Q84]

To create and assign a new schedule in Oracle HCM Cloud, follow these steps per the documentation:
Create a Shift: Define the shift (e.g., hours) in Manage Shifts.
Create a Work Pattern: Combine shifts into a pattern (e.g., weekly rotation) in Manage Work Patterns.
Create a Work Schedule: Build the schedule using the pattern in Manage Work Schedules.
Assign the Schedule: Use the “Work Schedule Assignment” task (not Manage Employment directly) to assign the schedule to employees’ assignments.
Option A incorrectly assigns the shift via Manage Employment, which handles assignment details, not schedule assignment. Option C skips creating a work schedule, which is required. Option D reverses the logical order (pattern before shift). Option B accurately reflects the sequence and uses the correct “Work Schedule Assignment” task for assignment.
References: Oracle Docs – “Using Global Human Resources” (docs.oracle.com, published 2023-10-03), Work Schedules section.

Full Detailed in Depth Explanation:
Profile Options in Oracle HCM Cloud control system behavior and can be set at:
A: Site level, applying globally to all users and organizations.
D: User level, allowing personalization for individual users.
Reference:Oracle HCM Cloud: Implementing Global Human Resources, “Profile Options Setup”.

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.
References: Oracle Global Human Resources Cloud – Using Global Human Resources, Chapter 8: Person Management.

In Oracle Global Human Resources Cloud, an employee’s work schedule is determined by a precedence order, as outlined in the “Managing Workforce Schedules” guide. The system searches:
Published schedules(specific schedules assigned to the worker, highest priority).
Employment work week(defined in the employment record).
Primary work schedule(a general schedule linked to the worker or job).
Reference:Oracle Global Human Resources Cloud – Managing Workforce Schedules, “Schedule Precedence” section.

In Oracle Global Human Resources Cloud, employment models define how work relationships, assignments, and contracts are structured for employees to meet organizational and regulatory requirements. The scenario indicates that the customer operates in a country requiring contract information for employees, implying that the system must support the tracking of employment contracts. Oracle provides several employment models, including Single Assignment, Single Assignment with Contract, Multiple Assignments, and Multiple Contract – Single Assignment, among others. The task is to identify which two models explicitly support contract information.
* Option A: Contract assignmentThere is no employment model in Oracle Global Human Resources Cloud explicitly named Contract assignment. Oracle documentation defines employment models such as Single Assignment, Single Assignment with Contract, and Multiple Contract – Single Assignment, but Contract assignment is not a recognized term or model. It may be confused with contract-related configurations, but it does not exist as a distinct model. Therefore, this option is incorrect.
* Option B: Single assignment with contractsThis is a valid employment model and a correct answer.
The Single Assignment with Contract model is designed for scenarios where an employee has one work relationship, one assignment, and one or more employment contracts associated with that assignment. This model supports countries that mandate contract information, such as start and end dates, contract types (e.g., fixed-term or permanent), and other contractual terms. The model allows the enterprise to track contract details in the Employment Terms section, ensuring compliance with local regulations. For example, an employee might have a single assignment as a “Consultant” with multiple fixed-term contracts linked to it, each with distinct terms. This model is ideal for the customer’s requirement to track contract information.
* Option C: Multiple assignmentsThe Multiple Assignments model allows an employee to have one work relationship with multiple assignments, each representing different roles or jobs within the organization (e.g., an employee working as both a “Teacher” and an “Administrator”). While this model supports flexibility in managing multiple roles, Oracle documentation does not indicate that it inherently includes contract information as a mandatory component. Contracts can be associated with assignments in other models (e.g., Single Assignment with Contract), but the Multiple Assignments model focuses on assignment multiplicity rather than contract tracking. Since the customer’s requirement emphasizes contract information, this model is not the best fit and is incorrect.
* Option D: Multiple contract – Single assignmentThis is a valid employment model and a correct answer. The Multiple Contract – Single Assignment model is specifically designed for scenarios where an employee has one work relationship, one assignment, and multiple contracts linked to that assignment, with each contract potentially having different terms or conditions. This model is used in countries where regulatory requirements mandate tracking multiple contracts for a single role, such as in cases of temporary or project-based contracts. For example, an employee in a single assignment as a
“Developer” might have multiple contracts for different projects, each with unique durations or clauses.
This model directly supports the customer’s need to track contract information and is appropriate for the scenario.
* Why these two models?Both Single Assignment with Contract and Multiple Contract – Single Assignment explicitly support the tracking of contract information, which is the core requirement of the scenario. The Single Assignment with Contract model is suitable when an employee typically has one primary contract (or a sequence of contracts) tied to their assignment, while the Multiple Contract
– Single Assignment model is used when multiple concurrent or sequential contracts are needed for regulatory compliance. These models allow the customer to capture contract details like type, duration, and terms, ensuring adherence to local laws. The other options (Contract assignment and Multiple Assignments) do not align with Oracle’s predefined models or the requirement for contract information.
References
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID:
docs.oracle.com, Published: 2023-12-12
* Section: Employment Models: “Oracle Fusion HCM provides these employment models: single assignment, single assignment with contract, multiple assignments, multiple assignments with contract, multiple contract – single assignment. You select an employment model when you create a legislative data group.”
* Section: Single Assignment with Contract: “Use this model to manage employees who have one assignment and one or more contracts in a single work relationship.”
* Section: Multiple Contract – Single Assignment: “Use this model for employees who have multiple contracts associated with a single assignment in a single work relationship.”
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.
oracle.com, Published: 2024-07-02
* Section: Employment Contracts: “Some countries require that you record contract information for employees. You can associate one or more contracts with an employee assignment when using the single assignment with contract or multiple contract – single assignment employment models.”
* Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
* Section: Employment Model Enhancements: “Continued support for contract-based employment models to meet global regulatory requirements.”

In Oracle Global Human Resources Cloud, Action Types categorize business processes (e.g., Hire, Terminate), while Actions are specific instances within those types (e.g., Voluntary Termination under Terminate). Understanding their relationship is key.
Option A: Correct. An Action Type (e.g., Termination) can have multiple Actions (e.g., Voluntary Termination, Involuntary Termination), allowing flexibility within a process category.
Option B: Correct. Oracle provides seeded Action Types (e.g., Hire, Transfer, Termination) as part of the base application, which can be used out-of-the-box or extended.
Option C: Incorrect. User-defined Actions can be created and linked to both seeded and custom Action Types, offering customization flexibility.
Option D: Incorrect. While you can create custom Actions, Action Types are seeded and cannot be created anew by users; they can only be extended via Actions.
Option E: Incorrect. “Termination” is an Action Type, and “Normal Termination” would be an Action under it, not the other way around.
The correct answers areAandB, as per “Implementing Global Human Resources” under Action Configuration.
References: Oracle Global Human Resources Cloud – Implementing Global Human Resources, Chapter 6:
Actions and Action Types.

To track voluntary terminations in Oracle HCM Cloud, you need a custom action and action reason:
Create a new action(e.g., “Voluntary Exit”) via Manage Actions.
Associate it with an existing action type(e.g., “Termination”) to categorize it correctly.
Create a new action reason(e.g., “Personal Reasons”) and link it to the action, then use it during termination transactions.
This sequence enables reporting via tools like OTBI. Option B skips the action, limiting granularity. Options C and D create a new action type, which is unnecessary-existing types suffice. Option E misses associating the action with a type. Option A follows Oracle’s recommended process for detailed tracking.
References: Oracle Docs – “Implementing Global Human Resources” (docs.oracle.com, published 2023-12-
12), Actions Framework section.

Per the “Securing HCM” guide, a workflow request reappearing in your worklist after approval can occur if:
Adhoc route(A): The second approver added an extra step, looping it back.
Pushback(B): The second approver returned it to you for clarification.
Reassigned(C): The second approver sent it back to you explicitly.
Reference:Oracle Global Human Resources Cloud – Securing HCM, “Workflow Notifications” topic.

In Oracle Global Human Resources Cloud, the Person Name Format configuration within the “Manage Workforce Information” task allows customization of how names are displayed across the application. This is distinct from defining name fields or their required status, which is handled elsewhere (e.g., via flexfields or page composer).
Option A: You can configure the display format of a worker’s name (e.g., “First Last” or “Last, First”) at the top of employee-level pages, such as the Employment Info page. This is a key feature of the Person Name Format task, making it correct.
Option B: The name fields shown in the Person Details section during hiring are predefinedby the system or customized via page composer/flexfields, not directly through the Person Name Format task, which focuses on display format rather than field visibility.
Option C: The format of a worker’s name in search results (e.g., Directory or Person Search) can be configured here, allowing consistency in name presentation across the application. This is a supported feature, making it correct.
Option D: Defining required name fields (e.g., First Name as mandatory) is managed through the Person Details setup or flexfield configuration, not the Person Name Format task, which is about display rather than data entry rules.
The correct answers areAandC, as confirmed in “Implementing Global Human Resources” under Workforce Information setup.
References: Oracle Global Human Resources Cloud – Implementing Global Human Resources, Chapter 8:
Person Records.

Full Detailed in Depth Explanation:
The Manage Enterprise HCM Information task sets global defaults, some of which can be overridden at the legal entity level:
B: Employment Model (e.g., 2-tier, 3-tier) can be customized per legal entity to reflect local requirements.
D: Work Day Information (e.g., hours per day) can be adjusted for specific legal entities.
E: Position Synchronization settings can be overridden to control position data inheritance at the legal entity level.
Reference:Oracle HCM Cloud: Implementing Global Human Resources, “Manage HCM Information”.

Full Detailed in Depth Explanation:
In Oracle HCM Cloud, grades are part of the compensation and job structure. Deleting a grade is restricted if it’s referenced elsewhere in the system.
Option A (“There are assignment records of one or more employees associated with this grade”): True. If an employee’s assignment references the grade, deletion is blocked to maintain data integrity, per the
“Implementing Global Human Resources” guide.
Option B (“The grade has grade rates defined”): True. Grade rates (e.g., salary ranges) linked to the grade prevent deletion until removed.
Option C (“The grade is linked to a grade ladder”): True. Grades in a grade ladder (progression structure) cannot be deleted until unlinked.
Option D (“A grade cannot be deleted and can only be made inactive by changing the status to ‘Inactive'”):
False. Grades can be deleted if no dependencies exist; inactivation is an alternative, not a requirement.
Option E (“A grade cannot be deleted and can only be end-dated”): False. End-dating is an option, but deletion is possible if constraints are cleared.
References:
“Oracle Global Human Resources Cloud: Implementing Global Human Resources” – Grade management and dependencies.
“Oracle Human Resources Cloud: Using Workforce Structures” – Grade deletion rules.

The Redwood Cancel Work Relationship page in Oracle Global Human Resources Cloud introduces enhancements designed to improve user experience and streamline the process of terminating work relationships. According to Oracle’s 24C and subsequent release notes, one of the key new features is the ability to record additional information during the cancellation of a work relationship. This includes selecting actions and action reasons for the cancellation and utilizing the action occurrence extensible flexfield (EFF) to store extra details in an “Additional Info” section, which is displayed only when configured for the action occurrence EFF. This feature enhances flexibility and allows organizations to capture enterprise-specific data during the termination process.
* Option A: Ability to track employee attendance and absencesTracking employee attendance and absences is not a feature associated with the Redwood Cancel Work Relationship page. Attendance and absence management are handled through separate modules, such as Oracle Absence Management or Time and Labor, and are not integrated into the work relationship cancellation process. Oracle documentation does not mention attendance or absence tracking as part of this page’s functionality, making this option incorrect.
* Option B: Capability to record additional information during work relationship cancellationThis is the correct answer. Oracle’s 24C release notes specify that the Redwood Cancel Work Relationship page allows users to configure multiple actions for the cancellation process and includes an action occurrence EFF in the Additional Info section. This enables the storage of extra information, such as specific reasons or contextual details, during the cancellation. The feature is supported by configuration in the Business Rules to show the Additional Info section and is available only on the Redwood page, not the responsive version, enhancing the user experience with greater customization.
* Option C: Option to generate automated performance reportsGenerating automated performance reports is not a feature of the Redwood Cancel Work Relationship page. Performance reports are typically managed through Oracle Performance Management or Talent Management modules, and no Oracle documentation indicates that the Cancel Work Relationship page includes this capability. This option is unrelated to the termination process and is therefore incorrect.
References
* Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published:
2024-08-27
* Section: Redwood Experience for Cancel Work Relationship Page: “Ability to record extra info while canceling a work relationship – You can now select the action and action reason for canceling the work relationship. You can now configure multiple actions as a part of the Cancel Work Relationship action type. Additionally, the action occurrence extensible flexfield (EFF) is added in the Additional info section so that you can store extra information while canceling a work relationship.”
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.
com, Published: 2024-07-02
* Section: Cancel Work Relationships: “Describes the process to cancel work relationships, including configuration of actions and reasons.”
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.
oracle.com, Published: 2023-12-12
* Section: Extensible Flexfields: “Explains how EFFs can be configured to capture additional attributes for actions like work relationship cancellation

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.
References: Oracle Docs – “Using Global Human Resources” (docs.oracle.com, published 2023-10-03), UI Customization section.

In Oracle Global Human Resources Cloud, enterprise structures like LDGs, divisions, legal employers, and PSUs are configured based on legislative, operational, and payroll needs.
LDGs: One per country (UK, US, Saudi Arabia, UAE, India) due to distinct legislative requirements (e.g., labor laws, tax rules), totaling 5.
Divisions: Operationally, the company can group Saudi Arabia and UAE into one division due to their small size, alongside UK, US, and India, totaling 4 divisions.
Legal Employers: Each country typically requires a legal employer for employees (UK, US, Saudi Arabia, UAE). India’s contingent workers still require a legal employer for compliance, totaling 5.
PSUs: Payroll Statutory Units are needed for payroll processing. India’s contingent workers may not require a PSU if payroll is not processed (common for contingent workers), so 4 PSUs (UK, US, Saudi Arabia, UAE).
Option A: Incorrect; combining Saudi Arabia and UAE into one LDG ignores separate legislative needs.
Option B: Incorrect; only 2 legal employers and PSUs overlook small offices’ compliance needs.
Option C: Incorrect; 5 PSUs assume India needs payroll, which isn’t typical for contingent workers.
Option D: Correct: 5 LDGs, 4 divisions, 5 legal employers, 4 PSUs.
The correct answer isD, per “Implementing Global Human Resources” on enterprise structures.
References: Oracle Global Human Resources Cloud – Implementing Global Human Resources, Chapter 2:
Enterprise Structures.

In Oracle Global Human Resources Cloud, Journey Templates are used to create and manage employee journeys, such as onboarding or training programs, through the Explore tab in the Journeys application. The Archive After Months field determines how long a journey remains active before it is archived, helping manage data lifecycle. The question asks about the behavior of this field when creating a journey from a template.
* Option A: You can make the “Archive After Months” field optional.This option is incorrect.
According to Oracle documentation, the Archive After Months field is mandatory when configuring a Journey Template. This ensures that journeys are archived after a defined period, preventing indefinite retention and supporting data management policies. The field requires a numeric value (e.g., 6 months), and there is no option to make it optional during template creation in the Explore tab.
* Option B: You can enter duration for “Archive After Months” only after entering duration for the “Purge After Months” field.This option is incorrect. The Purge After Months field, which determines when a journey is permanently deleted after archiving, is separate from Archive After Months. Oracle documentation specifies that Archive After Months is a required field, and its value must be set independently of Purge After Months. There is no dependency requiring the purge duration to be entered first. In fact, Purge After Months may also be mandatory, but it does not gate the entry of Archive After Months.
* Option C: You cannot make the “Archive After Months” field optional.This is the correct answer.
When creating a Journey Template via the Explore tab, the Archive After Months field is mandatory, as confirmed by Oracle’s 24C documentation. This field ensures that journeys are archived after a specified period (e.g., 12 months), aligning with data retention policies. The system enforces this requirement to maintain consistency and prevent journeys from remaining active indefinitely, and no configuration option exists to make it optional.
* Why this answer?The mandatory nature of the Archive After Months field supports Oracle’s design for lifecycle management of journeys, ensuring data is archived systematically. Neither making the field optional nor tying it to Purge After Months is supported, making C the only accurate statement.
References
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.
oracle.com, Published: 2024-07-02
* Section: Manage Journeys: “When you create a journey template, you must specify the Archive After Months field to determine when the journey is archived.”
* Oracle Fusion Cloud Human Resources 24C What’s New, Document ID: docs.oracle.com, Published: 2024-08-27
* Section: Journeys Enhancements: “Archive After Months is a required field in Journey Template setup to ensure proper data lifecycle management.”
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID:
docs.oracle.com, Published: 2023-12-12
* Section: Configuring Journey Templates: “Details mandatory fields, including Archive After Months, for journey creation.”

In Oracle HCM Cloud, Position Management settings are defined at the Enterprise level (via Manage Enterprise HCM Information) and can be overridden at the Legal Entity level (via Manage Legal Entity HCM Information). The documentation specifies thatPosition Synchronization Configurationsettings (e.g., enabling synchronization, allowing overrides) are configurable at both levels, with Legal Entity settings taking precedence if specified. This allows tailored synchronization behavior per legal entity while maintaining an enterprise default.
Position Incumbent Validation (e.g., validating position assignments) and Position Hierarchy Configuration (e.
g., hierarchy rules) are managed separately and not explicitly noted as overrideable at the Legal Entity level in the same way. Options B, C, and D include additional settings that lack evidence of Legal Entity override capability in the documentation. Option A correctly identifies Position Synchronization Configuration as the overrideable setting.
References: Oracle Docs – “Implementing Global Human Resources” (docs.oracle.com, published 2023-12-
12), Position Management section.

The Enterprise Structures Configurator (ESC) in Oracle Global Human Resources Cloud is detailed in the
“Implementing Global Human Resources” guide:
Option A: True. ESC allows review, modification, and load/rollback of the enterprise and job/position structures.
Option B: False. ESC doesn’t limit to divisions; it includes broader structures.
Option C: False. Departments are not a primary output; reference data sets are included instead.
Option D: True. ESC creates divisions, legal entities, business units, and reference data sets.
Reference:Oracle Global Human Resources Cloud – Implementing Global Human Resources, “Enterprise Structures Configurator Overview” section.

When configuring checklist tasks in Oracle Global Human Resources Cloud, a task performer must be assigned to indicate who is responsible for completing the task. The “Using Global Human Resources” guide under “Checklists” specifies the supported performer types as: Worker (the individual the checklist pertains to), Manager (the worker’s line manager), Initiator (the person who triggered the checklist), User (a specific named user), and Area of Responsibility (a group defined by responsibility criteria, such as HR representatives). Option A lists all five supported values accurately. Option B adds “HR Specialist Job Role,” which is not a directly supported performer type for checklists (job roles are used in security, not task assignment). Option C omits “User,” and Option D incorrectly includes “HR Specialist Data Role” instead of
“Area of Responsibility.” Thus, A is the correct answer.
Reference: Oracle Global Human Resources Cloud – Using Global Human Resources, “Configuring Checklist Tasks” topic.

In Oracle Global Human Resources Cloud, position hierarchies define reporting structures, and the Delegate Position attribute allows redirection of reporting lines when a parent position is vacant. The synchronization process ensures these changes reflect in person assignments.
Option A: This omits the condition that the parent position must be vacant, which is critical to trigger the delegate reassignment. It’s incomplete.
Option B: Using “Position Trees” is incorrect; Oracle uses the “HCM Position Hierarchy” for line manager synchronization, not generic position trees, which are not a standard synchronization mechanism in this context.
Option C: This is correct:
The parent position is vacant (trigger condition).
A Delegate Position attribute is specified (e.g., via the Manage Positions task) to redirect child position incumbents.
Line manager synchronization is based on the HCM Position Hierarchy (configured in Manage Enterprise HCM Information).
The “Synchronize Person Assignments from Position” ESS process updates assignments to reflect the delegate position.This aligns with Oracle’s position management functionality.
Option D: Like B, it incorrectly references “Position Trees” instead of the HCM Position Hierarchy, making it invalid.
The correct answer isC, as detailed in “Implementing Global Human Resources” under Position Management.
References: Oracle Global Human Resources Cloud – Implementing Global Human Resources, Chapter 9:
Position Structures.