1z0-1046-24的中問題集 & 1z0-1046-24最新資料

多くの受験生の反応によって、Fast2testの模擬試験は全面的で質量が高いです。Oracle試験は難しいですから、参考資料がないなら、試験に合格するのは簡単ではありません。我々の的中率が高くて安い1z0-1046-24問題集を利用して試験に気楽に合格することができます。弊社の問題集がありましたら、易く成功できます。

Oracle 1z0-1046-24 認定試験の出題範囲：

トピック	出題範囲
トピック 1	チェックリスト、スケジュール、ツリー、ジャーニーの設定：このセクションでは、人事スペシャリストのスキルを評価し、オンボーディング、タスク追跡、ワークフロー自動化といった主要な人事プロセスの設定について学習します。具体的には、雇用移行のためのチェックリストの作成、勤務スケジュールの定義、プロファイルオプションの設定、報告および承認のためのカレンダーイベントとツリーの管理などが含まれます。さらに、従業員および個人のイベントを効率化するためのジャーニーの設定も含まれます。
トピック 2	ワークフォース構造の定義：このセクションでは、ワークフォースプランニングアナリストのスキルを評価し、組織のワークフォース構造の構築に焦点を当てます。組織、部門、法人の設立、地域の定義、企業構造の構築などが含まれます。また、等級、職務、役職といったワークフォース属性の設定に加え、効果的な日付設定と企業HCM設定を通じて、システムがビジネスニーズに適合していることも確認します。
トピック 3	人事管理：このセクションでは、人事管理者のスキルを評価し、従業員データの管理、従業員ディレクトリの維持、雇用関連情報の設定などを網羅します。人事・雇用モデルの概要、従業員ライフサイクル管理、従業員と管理者向けのセルフサービスオプションの設定などが含まれます。また、Experience Design Studioを使用してディレクトリ検索を設定し、HCM Cloudをセットアップすることも求められます。
トピック 4	ワークフロー、承認、通知の管理：このセクションでは、人事システム管理者のスキルを評価し、人事部門の承認とコミュニケーションの自動化に焦点を当てます。承認ポリシーの定義、ルールと承認者タイプの設定、そしてシームレスなワークフロー実行を実現するための通知の展開などが含まれます。また、承認トランザクションのポリシー作成方法や、システム生成通知によるコミュニケーション強化のためのAlerts Composerの使用方法も学習します。

>> 1z0-1046-24的中問題集 <<

試験の準備方法-検証する1z0-1046-24的中問題集試験-有難い1z0-1046-24最新資料

Fast2testの1z0-1046-24問題集は的中率が高いですから、あなたが一回で試験に合格するのを助けることができます。これは多くの受験生たちによって証明されたことです。ですから、問題集の品質を心配しないでください。これは間違いなくあなたが一番信頼できる1z0-1046-24試験に関連する資料です。まだそれを信じていないなら、すぐに自分で体験してください。そうすると、きっと私の言葉を信じるようになります。

Oracle Global Human Resources Cloud 2024 Implementation Professional 認定 1z0-1046-24 試験問題 (Q87-Q92):

質問 # 87
The Human Resource Representative of the organization is trying to set up the grade rates. During the process, she realizes that the grades were created without steps. Identify two options for adding rates to the grade.

A. Add the rates at the same time as when you add the grade using the Manage Grades task.
B. First add the grade to a grade ladder, then add the rates for each step.
C. Use the Default Grade Rates that are available upon creating grades.
D. Add the rates separately using the Manage Grade Rates task.
E. First add the rates for each step, then add the grade to a grade ladder.

正解：A、D

解説：
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, grade rates define the pay values associated with grades, which can be set up with or without steps. When grades are created without steps (i.e., flat grades rather than grade ladders with progression steps), you can still assign rates to them. The system provides multiple methods to achieve this, and the question asks for two correct options.
* Option A: Default grade rates are not automatically available upon creating grades unless predefined during initial setup. The system does not inherently provide "default grade rates" for every grade unless explicitly configured, making this option incorrect for grades without steps.
* Option B: Adding a grade to a grade ladder implies the grade is part of a stepped structure. However, the question specifies that the grades were created without steps, so this option is not applicable as it assumes a grade ladder with steps exists or needs to be created, which contradicts the scenario.
* Option C: The "Manage Grade Rates" task allows you to define salary ranges or specific rates for grades independently of grade ladders. For grades without steps, you can use this task to add rates (e.g., minimum, midpoint, maximum) directly to the grade. This is a valid and straightforward method, making it a correct option.
* Option D: This option assumes a stepped structure where rates are added for each step before linking to a grade ladder. Since the grades lack steps, this approach is not feasible in this context.
* Option E: The "Manage Grades" task allows you to create or edit grades and, during thisprocess, associate grade rates directly (e.g., by linking to a grade rate range). For grades without steps, you can add rates at the time of grade creation or modification, making this a correct option.
Thus, the two correct options areC(using the Manage Grade Rates task) andE(adding rates via the Manage Grades task). This is supported by Oracle documentation in "Implementing Global Human Resources," which details grade and grade rate setup processes.

質問 # 88
You are working with a customer whose enterprise operates in a country that requires contract information for employees.
Which two employment models can be configured to meet the customer's needs?

A. Single assignment with contracts
B. Multiple contract - Single assignment
C. Multiple assignments
D. Contract assignment

正解：A、B

解説：
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, includingSingle Assignment,Single Assignment with Contract,Multiple Assignments, andMultiple 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 namedContract assignment. Oracle documentation defines employment models such asSingle Assignment,Single Assignment with Contract, andMultiple Contract - Single Assignment, butContract assignmentis 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.
TheSingle Assignment with Contractmodel 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 assignmentsTheMultiple Assignmentsmodel 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 theMultiple 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. TheMultiple Contract - Single Assignmentmodel 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?BothSingle Assignment with ContractandMultiple Contract - Single Assignmentexplicitly support the tracking of contract information, which is the core requirement of the scenario. TheSingle Assignment with Contractmodel is suitable when an employee typically has one primary contract (or a sequence of contracts) tied to their assignment, while theMultiple Contract - Single Assignmentmodel 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 assignmentandMultiple 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."

質問 # 89
An organization is running a fitness program. They want to identify a Fitness Representative who will be responsible for a group of people in the organization. How should you set this up?

A. Define the person's area of responsibility to reflect Fitness Representative.
B. Deploy a Descriptive Flexfield to capture the information.
C. Create a new job Fitness Representative and associate that to the person.
D. Deploy a Key Flexfield to capture the information.

正解：A

解説：
Full Detailed in Depth Explanation:
Oracle HCM Cloud allows assigning responsibilities to individuals for specific tasks or groups, such as a Fitness Representative for a fitness program. The setup should leverage existing functionality efficiently.
Option D ("Define the person's area of responsibility to reflect Fitness Representative") is correct. In Oracle HCM, "Areas of Responsibility" (AOR) can be defined via the "Manage Areas of Responsibility" task to assign specific duties (e.g., Fitness Representative) to a person for a group of workers. This is a standard feature for designating responsibilities without requiring new jobs or flexfields, as outlined in the
"Implementing Global Human Resources" guide.
* Option A ("Deploy a Key Flexfield to capture the information") is incorrect. Key Flexfields (KFFs) are used for structured data (e.g., job codes), not responsibilities.
* Option B ("Deploy a Descriptive Flexfield to capture the information") could work for custom attributes but is overkill when AOR is available.
* Option C ("Create a new job Fitness Representative and associate that to the person") is unnecessary; a job defines a role, not a specific responsibility for a program.

質問 # 90
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. No Employee or Contingent Worker work relationships should exist for that legal employer.
B. Manual worker-number generation for a legal employer can be selected at any time.
C. The employment model selected should be three-tier.
D. There are no conditions. The worker generation method can be changed to automatic at any time.
E. The employment model selected should be one-tier.

正解：B、D

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 # 91
A Human Resource Representative is in the process of transferring an employee from France Subsidiary to US Subsidiary and exercises the option of Global Transfer. Identify the three options for the Global Transfer process. (Choose three.)

A. The existing set of employment terms and assignments in the source work relationship are terminated and their status is set to Inactive - Payroll Eligible by default.
B. The Human Resources Representative can override the default by deselecting the assignments that are not required to be terminated; these assignments retain their original status and the work relationship is not terminated.
C. The Human Resources Representative cannot override the default changes.
D. A new work relationship in the destination legal employer is created automatically.
E. A new work relationship in the destination legal employer is not created automatically.

正解：A、B、D

解説：
Full Detailed in Depth Explanation:
The Global Transfer feature in Oracle HCM Cloud facilitates moving an employee between legal employers within the same enterprise, such as from France Subsidiary to US Subsidiary.
* Option C ("The Human Resources Representative can override the default by deselecting the assignments that are not required to be terminated; these assignments retain their original status and the work relationship is not terminated"): True. During a Global Transfer, the HR representative can choose which assignments to terminate or retain, overriding defaults, as explained in the "Using Global Human Resources" guide.
* Option D ("The existing set of employment terms and assignments in the source work relationship are terminated and their status is set to Inactive - Payroll Eligible by default"): True. By default, the source work relationship's assignments are terminated and marked Inactive - Payroll Eligible, preserving payroll history, per standard Oracle behavior.
* Option E ("A new work relationship in the destination legal employer is created automatically"): True.
A Global Transfer automatically creates a new work relationship in the destination legal employer, effective from the transfer date.
* Option A ("A new work relationship in the destination legal employer is not created automatically"):
False. This contradicts the automated nature of Global Transfer.
* Option B ("The Human Resources Representative cannot override the default changes"): False.
Overrides are allowed, as noted in Option C.

質問 # 92
......

Fast2testクライアントに1z0-1046-24学習資料の3つのバージョンを提供し、PDFバージョン、PCバージョン、APPオンラインバージョンが含まれます。異なるバージョンは、独自の利点とメソッドの使用を後押しします。 1z0-1046-24試験トレントの内容は同じですが、クライアントごとに異なるバージョンが適しています。たとえば、PCバージョンの1z0-1046-24学習教材は、Windowsシステムを搭載したコンピューターをサポートします。Oracleその利点には、Oracle Global Human Resources Cloud 2024 Implementation Professional実際の操作試験環境をシミュレートし、試験をシミュレートでき、期間限定試験に参加できることです。そして、バージョンが何であれ、ユーザーは自分の喜びで1z0-1046-24ガイドOracle Global Human Resources Cloud 2024 Implementation Professional急流を学ぶことができます。タイトルと回答は同じであり、コンピューターまたは携帯電話またはラップトップで製品を使用できます。

1z0-1046-24最新資料: https://jp.fast2test.com/1z0-1046-24-premium-file.html

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1z0-1046-24的中問題集 & 1z0-1046-24最新資料

Oracle 1z0-1046-24 認定試験の出題範囲：

試験の準備方法-検証する1z0-1046-24的中問題集試験-有難い1z0-1046-24最新資料

Oracle Global Human Resources Cloud 2024 Implementation Professional 認定 1z0-1046-24 試験問題 (Q87-Q92):

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