2024 Latest 1z0-1106-2 dumps Exam Material with 57 Questions
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NEW QUESTION # 30
When using Workforce Compensation and creating budgets, your organization wants the budget amounts to be determined by employee eligible salaries for each manager. What budgeting level would you need to select?
- A. Administrator-Level budgeting
- B. Manager-Level budgeting
- C. Plan-Level budgeting
- D. Worker-Level budgeting
Answer: D
Explanation:
Worker-Level budgeting is the correct answer. This budgeting method allows you to determine budget amounts by employee eligible salaries for each manager.
https://docs.oracle.com/en/cloud/saas/human-resources/23a/faiwc/budgeting-methods-in-workforce-compensation-plan-budget-pools.html
NEW QUESTION # 31
Your company wants to have the ability to use budgets as part of workforce compensation to restrict the managers from allocating more compensation than they have been allocated. How many budget pulls can be tied to a compensation component in a workforce compensation plan?
- A. 0
- B. 1
- C. 2
- D. 3
- E. 4
Answer: B
Explanation:
You can have up to four budget pools tied to a compensation component in a workforce compensation plan.
https://docs.oracle.com/en/cloud/saas/human-resources/23a/faiwc/budget-pools-and-compensation-components.html
NEW QUESTION # 32
When creating absence plan eligibility, what do you need to base it on, if the value changes over time, such as Length of Service and Age?
- A. Employment Attributes
- B. Personal Attributes
- C. Derived Factor
- D. Formula
Answer: C
Explanation:
Derived Factors are used in absence plan eligibility when the value changes over time. According to the Oracle Human Resources Cloud documentation, Derived Factors are used to calculate the value of an attribute, such as Length of Service or Age, based on information that is stored in the system (e.g. hire date). The link you provided gives a detailed explanation of how Derived Factors are used in absence plan eligibility.
https://docs.oracle.com/en/cloud/saas/human-resources/23a/faiam/how-you-configure-eligibility-for-absence-plans.html
NEW QUESTION # 33
An employee just got requested to be a mentor and is excited for the opportunity. The employee looks up the mentee's talent profile but does not know how to begin establishing a relationship with her mentee. The employee has decided to reach out to the HR Business partner, and was informed that she can do one of the following. What did the HR Business partner ask the employee to do?
- A. Schedule a call with the mentee's manager.
- B. Schedule time with the HR Business Partner to design a plan.
- C. Set up regular calls with the mentee.
- D. Review and complete the Mentoring plan.
Answer: D
Explanation:
a mentoring plan is a set of goals and tasks that a mentor and a mentee agree to work on during their mentoring relationship.
https://docs.oracle.com/en/cloud/saas/human-resources/23a/faurm/mentoring-plans.html
NEW QUESTION # 34
Other than the employee, which two other users can manage absence records on behalf of the employee?
- A. Rewards Specialist
- B. Line Manager
- C. System Administrator
- D. HR Specialist
Answer: B,D
Explanation:
According to Oracle HCM Business Process Foundations Associate Rel 1, other than the employee, the HR Specialist and Line Manager can manage the employee's absence records. This includes entering, modifying, and approving absence information.
https://support.oracle.com/knowledge/Oracle%20Fusion%20Applications/1998783_1.html
NEW QUESTION # 35
An HR Administrator has designed the performance evaluation process to suit the competencies tied to an employee role. The administrator also designed the ability to rate how an employee progressed throughout the year to show areas where they have improved. The performance evaluation is designed in such a way that employees can rate their competencies. Other than this information, what criteria is required?
- A. Goals
- B. Communication Style
- C. Skills
- D. Job Role
Answer: A
Explanation:
Goals provide a framework for employees to focus on achieving targets that align with the company's objectives. The performance evaluation process should be tied to the employee's goals, and the goals should be specific, measurable, achievable, relevant, and time-bound. By aligning the performance evaluation process with the employee's goals, the administrator can measure the progress of the employee, identify areas where the employee needs improvement, and provide feedback to help the employee achieve their goals.
https://education.oracle.com/business-process-training
NEW QUESTION # 36
Which are the two elements that make up the Hire to Retire process?
- A. Managing the employee's benefits and compensation
- B. Managing the employee's life cycle
- C. Managing the employee's talent profiles
- D. Adding new hires
Answer: B,D
Explanation:
The Hire to Retire process involves managing the employee's life cycle from when they are hired to when they retire from the organization. This includes activities such as adding new hires, managing the employee's talent profiles, and managing the employee's benefits and compensation.
https://blogs.oracle.com/oraclehcm/post/hire-to-retire-rethinking-hr-with-oracle-hcm-cloud
NEW QUESTION # 37
Which Absence-related data can an employee access apart from being able to add an absence and review existing absences?
- A. Absence Calculation Rules
- B. Balance Adjustment Requests
- C. Plan Balances
- D. Absence Processing Rules
Answer: C
Explanation:
Employees can access their absence-related data, such as plan balances, through their self-service portal or by exploring other reporting and analytics tools. This data includes the balances of their absence plans, such as vacation and sick days, which allows employees to know how much time they can take off. Employees can also review and add absences, as well as adjust their plan balances via balance adjustment requests. Additionally, employees can review the absence calculation and processing rules that have been set up for their organization.
According to Oracle HCM documentation1, plan balances are the remaining balance on a worker's absence plan enrollments, along with summary-level or detailed information on all transactions that have impacted the balance on the plan.
An employee can access their plan balances by using the Plan Balances REST Endpoints23 which allow them to view, update, and delete their plan balance records.
NEW QUESTION # 38
Which part of Work Life does Mentorship fall under?
- A. Volunteering
- B. Social Reputation
- C. Personal Brand
- D. Wellness
Answer: C
Explanation:
Work Life Solutions is a module within Oracle HCM Cloud that helps employees manage their personal and professional lives. Work Life Solutions includes features such as wellness, personal brand, social reputation, volunteering, and mentorship. Mentorship is a feature that enables employees to find mentors or mentees within the organization based on their skills, interests, and goals. Mentorship helps employees develop their careers and learn from others.
https://mylearn.oracle.com/ou/learning-path/oracle-hcm-cloud-worklife-solutions/90586/
NEW QUESTION # 39
Which of the following is the direct outcome of an employee entering and submitting worked time?
- A. Calculated time is converted to reported time.
- B. Reported time is converted to net pay.
- C. Calculated time is converted to paid amount.
- D. Reported time is converted to calculated time.
Answer: D
Explanation:
This is an important process in the Oracle HCM Business Process Foundations Associate Rel 1 official book. In this process, reported time is first converted to calculated time. This is done by taking into account any exceptions, such as overtime, shift differentials, or holidays. Once the calculated time is obtained, it is then used to determine the employee's net pay.
According to Oracle Time and Labor datasheet1, one of the key features of Oracle Time and Labor is to support time conversion which transforms reported time into calculated time based on predefined rules1. Reported time is the raw data entered by workers or managers, while calculated time is the processed data that can be used for payroll or other purposes2
NEW QUESTION # 40
Which part of the Employee Separation process uses employee data to help with the decisions on recruitment, retention, and employee management?
- A. Report on Employee Data
- B. Analyze Workforce Trends
- C. Review Separation Data
- D. Review Workforce Information
Answer: D
Explanation:
This part of the Employee Separation process involves analyzing employee data to identify recruitment needs, retention strategies, and efficient employee management. This process requires an understanding of workforce trends and current employee data to ensure that the separation process is carried out in a timely and effective manner.
https://education.oracle.com/business-process-training-program-lad
NEW QUESTION # 41
Your company will be using compensation history to display compensation for employees and managers. What are the 4 groups of compensation history that will be displayed?
- A. Salary
- B. Benefits
- C. Other Compensation
- D. Stock
- E. Recurring Payments
- F. Payroll
Answer: A,C,D,E
Explanation:
According to Oracle's documentation1, the four groups of compensation history that will be displayed are:
Salary: This group includes base salary changes that were applied to the worker, such as promotions, transfers, or adjustments.
Recurring Payments: This group includes recurring payments that were applied to the worker, such as allowances, bonuses, commissions, or overtime.
Other Compensation: This group includes variable cash and non-cash compensation that were applied to the worker, such as awards, gifts, incentives, or recognition.
Stock: This group includes stock option grants that were applied to the worker.
NEW QUESTION # 42
Once a manager arrives on the compensation landing page, what controls the number of plans that the manager has access to allocate compensation?
- A. All active plans for the current year
- B. Based on the plans that the Line Manager has employees eligible for
- C. Based on whether the manager is eligible for the plan
- D. Based on a Compensation Manager granting a Line Manager access to the plans
Answer: D
Explanation:
The Compensation Manager is responsible for granting access to the plans, and the Line Manager will only have access to the plans that they have been granted access to. Other factors such as all active plans for the current year, plans that the Line Manager has employees eligible for, or whether the manager is eligible for the plan, will not affect the number of plans that the manager has access to allocate compensation.
https://docs.oracle.com/en/cloud/saas/human-resources/23a/faiwc/how-you-add-dashboard-otbi-reports-to-the-workforce-compensation-landing-page.html
NEW QUESTION # 43
Which report is used to monitor absence trends and analyses?
- A. Employee Absence Analyses
- B. Absence Trends Report
- C. Leave Time & Balances Report
- D. Absence Monitoring Report
Answer: D
Explanation:
https://docs.oracle.com/cd/E18727_01/doc.121/e13544/T231404T232576.htm
NEW QUESTION # 44
As an HR Manager, you created a process where Managers play a crucial role in monitoring an employee's goals throughout the year. However, employees have the capability to create new goals for themselves during every review period. With employees being able to create and manage their own goals and still having the involvement of their Manager, what would be the next step after an employee sets their own career goals?
- A. It gets added to their profile to start managing.
- B. It is sent to their Manager for approval.
- C. The Manager sets up a call with the employee to go over the goal.
- D. HR reviews and approves their career goals.
Answer: B
Explanation:
after an employee sets their own career goals, they can share them with their manager and request approval. The manager can then review the goals and either approve or reject them. The employee can also align their goals with organizational or departmental goals to show how they contribute to the overall strategy.
https://docs.oracle.com/en/cloud/saas/talent-management/22c/faugm/approval-process-for-performance-goals.html
NEW QUESTION # 45
What is the single desired outcome of the Recruiting Strategy process?
- A. The organization has zero vacancies.
- B. The best candidates are successfully hired.
- C. The recruiter's average time to fill a requisition is as low as possible.
- D. The requisition is filled as quickly as possible.
Answer: B
Explanation:
This is the single desired outcome of the Recruiting Strategy process, as outlined in the Oracle HCM Business Process Foundations Associate Rel 1 official book. This process is all about finding the best candidates that fit the needs of the organization and can help it to reach its goals. The other options are not the desired outcomes of the Recruiting Strategy process, as they do not focus on finding the best candidates for the job.
https://www.oracle.com/human-capital-management/recruiting/
NEW QUESTION # 46
An organization is designing their performance process flow. They would like to have a simplified process but also want to capture HR, employee, and manager feedback in the evaluation. As a standard practice, it was decided that once an employee completes their performance self-evaluation, it will then go to the next role. Which role is that?
- A. Their HR Business Partner
- B. Their colleague to request peer feedback
- C. Their manager
- D. Remains in their talent profile
Answer: C
Explanation:
According to 1, Oracle Business Process training helps you gain a foundation understanding of how end-to-end business process flows are defined, based on Oracle Modern Best Practice, and enabled by Oracle applications and next-generation digital technologies.
The performance self-evaluation is a step in the performance management process that allows employees to assess their own performance and provide feedback to their managers. After completing their self-evaluation, employees can submit it to their managers for review and approval1.
NEW QUESTION # 47
You have run a payroll process and when verifying the results, you noticed that a large portion of the population was processed incorrectly. What are two ways you can correct this information?
- A. Cancel
- B. Exit
- C. Reversal
- D. Rollback
Answer: C,D
Explanation:
Reversal and Rollback are two ways you can correct information that was processed incorrectly during a payroll process. Reversal enables you to reverse the results of a payroll run for a specific population or for all employees. Rollback allows you to reverse the results for only those employees who were processed incorrectly.
Reference:
https://docs.oracle.com/cd/E26401_01/doc.122/e59079/T4715T233827.htm
NEW QUESTION # 48
A Manager has been invited to be a participant for a Talent Review Meeting for the team. The Manager needs to start to prepare the date for the Talent Review meeting. What data is needed when it comes to preparing and conducting a Talent Review meeting?
- A. Risk of loss assessment
- B. Potential assessment
- C. Location of employees
- D. Last time there was a promotion/salary increase
Answer: B
Explanation:
A potential assessment is needed to help the Manager understand the strengths and weaknesses of their team members, and to identify areas where they can help them grow. Other data that may be needed when preparing and conducting a Talent Review meeting includes Last time there was a promotion/salary increase, Risk of loss assessment and Location of employees.
NEW QUESTION # 49
An employee has created a learning community about graphic designing. She has kept the community open to members. She branded the community and uploaded a video to show how a particular design was created. Members of that learning community have the option to view and comment on the designs that are uploaded. What is another action that members can do to the learning communities they are a part of?
- A. Make the community private
- B. Upload videos
- C. Delete the community page
- D. Invite members from another community to share feedback
Answer: B
Explanation:
Based on the information I found on Oracle's documentation3, members of a learning community can do several actions, such as:
View and comment on content posted by other members
Upload their own content, such as videos, documents or links
Invite other members to join the community or share feedback
Follow the community to receive notifications about new content or activities Rate the community and provide feedback
NEW QUESTION # 50
Which part of the Recruiting Strategy process is all about creating compelling job descriptions and attractive career sites that are attention grabbing as well as informative?
- A. Hiring
- B. Selecting
- C. Screening
- D. Sourcing
- E. Scoping
Answer: D
Explanation:
According to the Oracle HCM Business Process Foundations Associate Rel 1 official book, sourcing is all about creating compelling job descriptions and attractive career sites that are both attention-grabbing and informative. This part of the recruiting process is essential for attracting high-quality and suitable candidates for the job. The other options (Screening, Hiring, Scoping, and Selecting) are not part of the sourcing process and are related to other stages of the recruiting process.
https://www.oracle.com/human-capital-management/recruiting/
NEW QUESTION # 51
Who are the other main users of the HCM processes, apart from Human Resources Specialists and Line Managers?
- A. Employees
- B. Applicants
- C. HCM System Administrators
- D. Security Managers
Answer: A
Explanation:
Oracle Fusion Cloud HCM is a complete cloud solution that connects every human resource process-and every person-across your enterprise. It helps you create a community where people feel valued, heard, and like they belong.
https://www.oracle.com/human-capital-management/
NEW QUESTION # 52
Your company has determined that new life events need to be added to the system and wants to restrict their organizational use. What level can life events be restricted by?
- A. Legislative Data Group
- B. Department
- C. Job
- D. Legal Entity
Answer: A
Explanation:
According to Oracle documentation1, life event rules can be established according to the practices established by the organization1. One of the ways to control whether an employee can automatically update the HR database is by using legislative data group as a restriction level for life events2.
https://docs.oracle.com/cd/E13053_01/hr9pbr1_website_master/eng/psbooks/hebn/htm/hebn06.htm
NEW QUESTION # 53
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