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As an HR specialist, you have been asked to create and assign a new schedule to employees that will be working in a new shift. Which steps should you perform to achieve this?
Full Detailed In-Depth
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.
Which option represents the basis on which approval routing policies can be defined?
Full Detailed in Depth Explanatio n:
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.
'Oracle Global Human Resources Cloud: Implementing Global Human Resources' -- Chapter on Approvals, section on configuring approval policies.
'Oracle Human Resources Cloud: Using Approvals' -- Approval routing options.
The Promote transaction was configured by using Page Composer to require the location field. Another change was made to the transaction by using Transaction Design Studio, which indicated that the location field must be hidden when a manager uses the Promote transaction. How does the system determine how the user interface will render?
Full Detailed In-Depth
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.
As an employee of an organization, you can access your Public Information/Spotlight page within the Directory. What updates are you allowed to directly make on the My Public Info page that all users with access to your Public Spotlight will be able to view?
Full Detailed In-Depth
In Oracle Global Human Resources Cloud, the Public Info/Spotlight page in the Directory allows employees to update certain fields visible to others, managed via the 'Edit My Public Info' action.
Option A: 'HR representative information' is not editable by employees; it's system-managed.
Option B: Not a valid answer option.
Option C: 'Peer information' is not a standard editable field on the public profile.
Option D: 'Home address' is private and not part of the public profile; it's restricted.
Option E: Correct. Employees can update:
About me (bio),
Contact information (e.g., work phone),
Profile photo,
Public message (status),
Favorites (e.g., interests),
Background photo (header image).
The correct answer is E, per 'Using Global Human Resources' on Directory features.
As an HR Specialist, it is your responsibility to hire employees and enter their base salary information. After you selected a grade and salary basis, and entered the base salary, you expected to see the compa-ratio information display---but it does not. What is the possible cause for the information NOT displaying?
Full Detailed In-Depth
In Oracle Global Human Resources Cloud, the compa-ratio (comparison ratio) measures an employee's salary against the midpoint of a grade rate range. It's displayed in the employment or salary details section when entering a base salary, provided all components are correctly aligned.
Option A: Incorrect. Grade rates and salary basis don't need to share the same legislative data group (LDG) for compa-ratio calculation; LDGs partition data but don't directly affect this display unless misconfigured at a higher level.
Option B: Incorrect. The grade itself isn't tied to an LDG; it's the grade rate that matters. This option misattributes the relationship.
Option C: Incorrect. While frequency (e.g., monthly vs. annual) must align for accurate salary calculations, compa-ratio is normalized and should still display if the grade rate and salary basis are linked, even with frequency differences (assuming conversion is handled).
Option D: Correct. The compa-ratio requires a grade rate (defining min, mid, max values) to be associated with the salary basis used in the employee's record. If the grade rate isn't linked to the salary basis (via 'Manage Salary Basis' or 'Manage Grade Rates'), the system lacks the reference range to compute and display the compa-ratio. This is a common setup oversight during implementation.
The correct answer isD, as detailed in 'Using Global Human Resources' on salary management and grade rate integration.
