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Oracle Global Human Resources Cloud 2024 Implementation Professional 認定 1z0-1046-24 試験問題 (Q37-Q42):

質問 # 37
Which three options define Enterprise Structures Configurator (ESC)? (Choose three.)

A. The tool creates a structure of divisions, legal entities, business units, and reference data sets
B. It is an interview-based tool that guides through the process of setting up a basic enterprise structure
C. The tool creates a structure of divisions that may then be manipulated by the administrator
D. The tool creates a structure of divisions, legal entities, business units, and departments
E. After defining the enterprise structure and the job/position structures, the administrator can review them, make any necessary changes, and then load/rollback the final configuration

正解：A、B、E

解説：
Full Detailed In-Depth Explanation:
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.

質問 # 38
There are two legal employers identified for your current application implementation. The legal employers have inherited the worker number-generation method set at the enterprise level. However, there is a need to override the worker number-generation method at the legal employer level. Which two options are correct?

A. There are no conditions. The worker generation method can be changed to automatic at any time.
B. No Employee or Contingent Worker work relationships should exist for that legal employer.
C. Manual worker-number generation for a legal employer can be selected at any time.
D. The employment model selected should be three-tier.
E. The employment model selected should be one-tier.

正解：A、C

解説：
Full Detailed In-Depth Explanation:
Worker number generation (distinct from person number) is configured at the enterprise level via "Manage Enterprise HCM Information" and can be overridden at the legal employer level via "Manage Legal Entity HCM Information." Option A: Incorrect. The employment model (one-tier, two-tier) does not dictate worker number generation override capabilities.
Option B: Correct. Manual worker number generation can be selected at the legal employer level at any time, overriding the enterprise setting, as the system allows flexibility in numbering methods.
Option C: Correct. There are no strict conditions (e.g., no work relationships) preventing a change to automatic generation at the legal employer level; it's a configuration option available anytime.
Option D: Incorrect. Three-tier models are not a requirement for overriding worker number generation.
Option E: Incorrect. Existing work relationships do not block changes to the generation method; the system adjusts new records accordingly.
The correct answers are B and C, per "Implementing Global Human Resources" on worker number setup.

質問 # 39
An HR administrator is unable to classify an "Intern" because the user type "Intern" has not been set up in the application.
Which two system person types can be used to set up "Intern" as an option?

A. Contingent Worker
B. Pending Worker
C. Person of Interest
D. Contract Worker

正解：A

解説：
In Oracle Global Human Resources Cloud, system person types are predefined categories used to classify individuals within the application, and user person types can be configured under these system person types to meet enterprise-specific needs, such as creating an "Intern" user type. The question asks which system person types can be used to set up "Intern" as an option. Based on Oracle documentation, the system person types available include Employee, Contingent Worker, Nonworker, and Pending Worker. The "Intern" classification typically represents a temporary or contractual worker performing work for the organization, often for a specific duration, which aligns closely with the characteristics of a Contingent Worker.
* Option A: Pending WorkerA Pending Worker is a system person type used for individuals who will be hired or start a contingent worker placement but do not yet have an active work relationship. Their person record is created before the hire or start date, and they are converted to an Employee or Contingent Worker upon confirmation of the hire. While a Pending Worker record could be created for an intern prior to their start date, this system person type is a temporary state and not suitable for classifying an active "Intern" role, as it does not represent an ongoing work relationship. Therefore, Pending Worker is not the best fit for setting up "Intern" as a user type.
* Option B: Person of InterestThe term "Person of Interest" is not a recognized system person type in Oracle Global Human Resources Cloud. Oracle documentation does not define "Person of Interest" as a standard system person type, though it may refer to entities (e.g., persons or organizations) tracked by the company in a broader sense. Nonworkers, such as volunteers or external contacts, might sometimes be loosely associated with this concept, but they are classified under the Nonworker system person type. Since "Person of Interest" is not a valid system person type, this option cannot be used to set up
"Intern."
* Option C: Contract Worker"Contract Worker" is not a predefined system person type in Oracle Global Human Resources Cloud. While Contingent Workers are often contractual in nature (e.g., agency-supplied or self-employed workers with fixed-duration work relationships), Oracle uses the term "Contingent Worker" as the system person type, not "Contract Worker." The application allows management of contract details for Contingent Workers under certain employment models, but
"Contract Worker" itself is not a distinct system person type. Thus, this option is incorrect.
* Option D: Contingent WorkerA Contingent Worker is a predefined system person type used for self- employed or agency-supplied workers whose work relationships with a legal employer are typically of a specified duration. Interns are often temporary workers engaged for a fixed period, performing specific tasks under a work relationship, which aligns with the Contingent Worker system person type. Oracle allows configuration of user person types under the Contingent Worker system person type to reflect enterprise-specific terminology. For example, an enterprise can create a user person type called "Intern" under the Contingent Worker system person type to classify interns. This makes Contingent Worker the most appropriate system person type for setting up "Intern" as an option.
The question specifies "two system person types," but based on Oracle documentation, only Contingent Worker is directly applicable for classifying an active "Intern" role, as Employee might imply a permanent or different contractual arrangement, and Nonworker or Pending Worker do not fit the typical intern profile.
However, since the question requires two answers and Oracle's configuration flexibility allows user person types under multiple system person types, the Employee system person type could theoretically be used if the intern is treated as a regular employee in some enterprises. Nevertheless, the most consistent and widely applicable choice for interns, based on their temporary and contractual nature, is Contingent Worker. Since only one answer aligns perfectly and the question's phrasing may reflect a common test format expecting a single best fit or a potential documentation misalignment, Contingent Worker is selected as the verified answer.
References
* Oracle Global Human Resources Cloud: Implementing Global Human Resources, Document ID: docs.
oracle.com, Published: 2023-12-12
* Section: Person Types: "These are predefined person types that the application uses to identify a group of people. You can't change, delete, or create additional system person types. Each system person type contains a user person type that you can configure to your requirements. For example: If your enterprise refers to its employees as associates instead of employees, you change the Employee user person type to Associate."
* Section: Contingent Worker: "Contractual workers in your enterprise with the Contingent Worker person type."
* Oracle Global Human Resources Cloud: Using Global Human Resources, Document ID: docs.oracle.
com, Published: 2024-07-02
* Section: Worker Types: "Each worker type is denoted by its alphabet value in the ASSIGNMENT_TYPE and PERIOD_TYPE columns of thePER_ALL_ASSIGNMENTS_M and PER_PERIODS_OF_SERVICE tables respectively. For example, pending worker is denoted by P, employee by E, contingent worker by C, nonworker by N."
* Oracle Global Human Resources Cloud: Using Global Human Resources (Glossary), Document ID:
docs.oracle.com, Published: 20D
* Definition: Contingent Worker: "A self-employed or agency-supplied worker. Contingent worker work relationships with legal employers are typically of a specified duration."
* Definition: Pending Worker: "A person who will be hired or start a contingent worker placement and for whom you create a person record that's effective before the hire or start date."

質問 # 40
When working on the Manage Geographies page, in what order do you need to access the areas that are available if you are manually configuring your geographies?

A. Structure Defined, Hierarchy Defined, Validation Defined
B. Hierarchy Defined, Structure Defined, Validation Defined
C. Validation Defined, Address Cleansing Defined, Hierarchy Defined, Structure Defined
D. Validation Defined, Hierarchy Defined, Structure Defined

正解：A

解説：
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.

質問 # 41
A manager checks the availability of a worker. The manager is not aware that the worker does not have a work schedule assigned. Which three items will be used to determine the availability of a worker?

A. Standard Working Hours
B. Time Sheet
C. Contract Data
D. Absences
E. Calendar Events

正解：A、D、E

解説：
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, a worker's availability is determined by combining multiple data points that define their working and non-working time. When a work schedule is not assigned, the system relies on alternative sources to calculate availability, as seen in the "Check Availability" feature (e.g., in the Directory or My Team).
* Option A: Contract Data defines employment terms (e.g., full-time/part-time status) but does not directly specify daily or hourly availability without a linked schedule or hours. It's not a primary factor here.
* Option B: Absences (e.g., vacation, sick leave) reduce a worker's availability by indicating time they are not available to work. This is a key component, making it correct.
* Option C: Calendar Events (e.g., public holidays, company-wide closures) from the worker's assigned work day calendar affect availability by marking non-working days. This is included, making it correct.
* Option D: Standard Working Hours, defined at the enterprise or legal employer level (via Manage Enterprise HCM Information or Manage Legal Entity HCM Information), provide a default working pattern (e.g., 9 AM-5 PM) when no specific work schedule is assigned. This is a fallback mechanism and is correct.
* Option E: Time Sheet data tracks actual hours worked but is not used proactively to determine future availability; it's more for payroll or historical analysis.
Thus, the three items used areB (Absences),C (Calendar Events), andD (Standard Working Hours), as outlined in "Using Global Human Resources" under Availability Management.

質問 # 42
......

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