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Oracle Fusion Global Human Resources 2014 Essentials

Question No: 51

If multiple people update a performance rating for a competency on a worker’s profile, what is used to provide a unique identifier to each instance of the competency so that you can determine who provided what rating?

  1. Rating model

  2. Content subscriber

  3. educational establishment

  4. Instance Qualifier

  5. Content library

Answer: D

Explanation: You assign instance qualifiers to content types. Instance qualifier sets uniquely identify multiple instances of a content item on a profile. For example, if multiple people update a performance rating for a competency on a worker#39;s profile, instance qualifiers provide a unique identifier to each instance of the competency so that you can determine who provided each rating.

Reference: Oracle Fusion Applications Marketing Implementation Guide 11g, Instance Qualifier Sets

Question No: 52

As the HR Manager of your organization you are required to perform certain changes on assignment related data of workers.

Identify four action types that are predefined as part of the action framework for Oracle Fusion HCM that will help you track the changes done on workers’ assignment records.

  1. Hire an Employee

  2. Promotion

  3. Termination

  4. Move Department

  5. Periodic Grade Increase

Answer: A,B,C,D

Question No: 53

As an HR Specialist in your company, you are responsible for setting up the Performance rating model. You navigate to Manage Ratings Model and select seeded quot;Performance Rating Modelquot;.

Out of the four tabs available to update, the Distributions tab is used only by which Oracle Fusion product in determining target distributions?

  1. Goal Management

  2. Compensation Management

  3. Performance Management

  4. Talent Review

Answer: C

Explanation: Create a rating model distribution to set target percentages for worker overall performance ratings that your organization prefers for each rating level of a rating model.

The comparison of the target rating model distribution to the actual distribution of overall ratings managers give their workers on completed performance documents appears in

the Rating Distribution analytic that appears on the Performance Manager Overview page.

Reference: Oracle Fusion Applications Marketing Implementation Guide 11g, Manage Target Ratings Distribution

Question No: 54

Identify four benefits of the Oracle Fusion HCM Person Model.

  1. global person support

  2. multiple employment support

  3. up-to-date business requirement

  4. separation of legislative data

  5. cleaner separation of product architecture

  6. upgrade is easier

  7. separation of attributes with many-to-many relationship with person

Answer: A Explanation:

Note:

  • Fusion HCM is based on research driven latest functional architecture. The foundation areas like person, employment and workstructures are rewritten using Global Person model, 3-Tier employment model and Enterprise structures models. Fusion HCM can support multi tenancy (MT) using its enhanced architectural capabilities.

  • Because Oracle Fusion HCM has a single people model underpinning every module, it preserves a single, consistent, master employee record across every HR process, from payroll and benefits through to learning and development. It can accurately reflect even the most complex organizational hierarchies, including cross-border reporting lines, multiple reporting lines and globally-dispersed teams. The single view of each person also makes it easy to monitor and ensure compliance with the relevant employment laws for every employee, in every country.

  • Question No: 55

    Identify the set of enabled objects that are used for partitioning reference data.

    1. legal entity, department, division, location

    2. jobs, grades, salary plan, rates

    3. enterprise, legal entity, business unit, position

    4. department, location, jobs, grades

    Answer: D

    Explanation: When you set up an HCM coexistence environment, you must identify the reference data sets you need. Reference data sets provide a mechanism for separating and sharing definitions of specific business objects among business units. The set-enabled business objects that are relevant to all uses of HCM coexistence are locations, grades, jobs, and departments.

    Note: Reference data sharing facilitates sharing of configuration data such as jobs and payment terms, across organizational divisions or business units. You define reference data sets and determine how the data is shared or partitioned. Use reference data sets to reduce duplication and maintenance by sharing common data across business entities where appropriate. Depending on the requirement (specific or common), each business unit can maintain its data at a central location, using a set of values either specific to it or shared by other business units.

    Reference: Oracle Fusion Applications Coexistence for HCM Implementation Guide, Reference Data Sets for HCM Coexistence: Points to Consider

    Question No: 56

    You are about to process the transfer for an employee. You realized that an appropriate action reason not available in the Action Reason field after entering the value in the Action field.

    What must you do to proceed with the transfer process?

    1. Customize the UI and Business Process for this because user defined Action Reasons are not allowed.

    2. Handle this scenario manually.

    3. Create a new user defined Action Reason because the creation of user-defined Action Reasons is allowed.

    4. Do the updates from the back end because the UI does not support this.

    Answer: C Explanation:

    Note: Action Reason

    You can optionally associate reasons with actions, for example, a generic action of termination could have reasons such as voluntary retirement or involuntary layoff. The primary reason for doing this is for analysis and reporting purposes. You can view the action and reason details in the Employee Termination Report. Line managers can view predictions about who is likely to leave voluntarily, which are based on existing and historical terminations data. The process that generates the predictions uses the action and

    reason data to identify whether a termination is voluntary or involuntary. When managers allocate compensation to their workers, they can select from a list of action reasons that help identify the type of or reason for the compensation allocation.

    Reference: Oracle Fusion Applications Coexistence for HCM Implementation Guide, Action Reason

    Question No: 57

    Can a person have a contingent work relationship type with two different legal employers at the same time?

    1. A person cannot have the same work relationship type at the same time with two different legal employers.

    2. A person can have the same work relationship type with two different legal employers at the same time.

    3. A person needs to end the work relationship type with one legal employer before starting a similar work relationship type with another legal employer.

    4. A person can never have the same work relationship type with two different legal employers.

    Answer: A Explanation:

    Note: contingent worker

    A self-employed or agency-supplied worker. Contingent worker work relationships with legal employers are typically of a specified duration. Any person who has a contingent worker work relationship with a legal employer is a contingent worker.

    Question No: 58

    An enterprise operates in a country where contract information is required for the employees.

    What kind of employment model can an enterprise use?

    1. multiple assignments

    2. single assignment with contracts

    3. single assignment

    4. multiple assignment with contracts

    5. CONTRACT ASSIGNMENT

    Answer: B

    Explanation: Single Assignment with Contract

    If you select Single Assignment with Contract, users can include contract information in the single assignment. This approach enables those legislations that require contract information in employment records to meet their obligations without having to use a three- tier employment model.

    Note: The two-tier employment model comprises two types of entities, which are work relationships and assignments. Employment terms occur in the three-tier employment model only.

    When you configure the employment model for the enterprise or legal employer (when you create or update the enterprise or legal employer), you can select from three two-tier options:

    • Single Assignment

    • Single Assignment with Contract

      If you select Single Assignment with Contract, users can include contract information in the single assignment. This approach enables those legislations that require contract information in employment records to meet their obligations without having to use a three- tier employment model.

    • Multiple Assignments

    Reference: Oracle Fusion Applications Coexistence for HCM Implementation Guide, The Two-Tier Employment Model: Explained

    Question No: 59

    You are a consultant hired to implement Profile Management. One of the requirements is to track the corporate citizenship activities of all employees and rate them on their involvement in the organization.

    What five action should be taken?

    1. using a seeded rating model

    2. creating a new rating model

    3. creating a non-free-form content type

    4. creating a free-form content type

    5. creating content items

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

    7. adding the content type to the person profile type

    Answer: B,C,E,F,G

    Explanation: Creating Content Types and Content Items: Worked Example

    This example demonstrates how to set up a new content type and content items to track the corporate citizenship activities of your workers so that you can rate them on their involvement in the organization. This example also demonstrates how to set up a rating model to be used with the content type and add the new content type to the person profile.

    To track corporate citizenship for your workers, complete the following tasks:

    • Create a rating model. (B) Note (B, not C):

      Can a predefined rating model be used to rate corporate citizenship?

      No. The predefined rating models do not have relevant rating descriptions.

    • Create a content type. (C, not D)

      Should the content type be a free-form content type?

      No. Content items are needed, and the content should be stored in the content library.

    • Create content items. (E)

    • (F) When the content type is added to the person profile as a content section, what properties should the fields contain?

      Both the Comments field and the Company Contribution fields should display in the detail view of the content section, they should be required, and they should be included in search results.

    • Add the content type to the person profile type. (G)

    In order to be visible on the person profile, the new content type must be added to the HRMS content subscriber code.

    Reference: Oracle Fusion Applications Marketing Implementation Guide 11g, Creating Content Types and Content Items: Worked Example

    Question No: 60

    You are implementing Oracle Fusion HCM and you make regular updates to your HR Data. For tracking these updates, you are using Data Tracking, which is a means of manipulating a history of changes to personal records. A user can date track by setting an “Effective Date”. An effective date is at a particular point in time when a person’s record is effective.

    Identify the three valid statements regarding effective date.

    1. Effective date enables you to maintain history of data.

    2. Effective date is the date on which you create the date.

    3. Effective date specifies when the data goes into effect.

    4. Effective date ensures that the data is valid at a given point of time.

    5. Effective date feature is applicable to all the HR objects.

    Answer: A,C,D

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