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Oracle Fusion Global Human Resources 2014 Essentials

Question No: 81

If there is only one valid grade for the job or position, the valid value will be automatically defaulted in the grade field. This can be achieved only if .

  1. “Default the Grade from Job/Position (Y/N)” is set to Y

  2. “Default the Grade from Job/Position (Y/N)” is set to N

  3. “Enforce Valid Grades (Y/N)” is set to Y

  4. “Enforce Valid Grades (Y/N)” is set to N

Answer: A

Explanation: Default the Grade from the Job or Position (PER_DEFAULT_GRADE_FROM_JOB_POSITION)

If you set this site-level profile option to Yes, and there is only one valid grade for a job or position, then that grade is used by default in the assignment or employment terms. In addition, if an entry grade is defined for a position, then that grade is used by default when the user creates a new set of employment terms or a new assignment.

If you set this profile option to No, which is the default value, then users can select from all grades.

Reference: Oracle Fusion Applications Workforce Development Implementation Guide 11g, Define Employment Record Values

Question No: 82

Which Oracle Fusion Middleware product is required to enable single sign-on?

  1. Oracle Access Manager

  2. Oracle Identity Management

  3. LDAP

  4. Oracle Business Rules

  5. Oracle Security Management

Answer: A

Explanation: Single Sign-On Options

Following are the options available for a single sign-on solution:

  • Use Oracle Access Manager 11g.

  • Use an existing Oracle Single Sign-On 10g 10.1.2.3.

  • Use an existing Oracle Single Sign-On 10g 10.1.4.3.

  • Install a new Oracle Single Sign-On 10g 10.1.2.3 as part of Oracle Identity Management 10g 10.1.2.3.

  • Install a new Oracle Single Sign-On 10g 10.1.4.3 as part of Oracle Identity Management 10g 10.1.4.3.

Note 1:

Oracle recommends that you consider upgrading to Oracle Access Manager 11g Single Sign on solution to take advantage of additional functionality and architecture.

Note 2: Oracle Platform Security Services comprise Oracle WebLogic Server#39;s internal security framework. A WebLogic domain uses a separate software component called an Authentication Provider to store, transport, and provide access to security data.

Authentication Providers can use different types of systems to store security data. The Authentication Provider that WebLogic Server installs uses an embedded LDAP server.

Oracle Fusion Middleware 11g supports new single sign-on solutions that applications can use to establish and enforce perimeter authentication:

  • Oracle Access Manager solutions

  • Oracle Single Sign-On (OSSO) solution

Customers must carefully choose the solution appropriate to their needs. Selecting the right SSO solution requires careful consideration and depends upon your requirements

Reference: Oracle Fusion Middleware Application Security Guide 11g, Introduction to Single Sign-On in Oracle Fusion Middleware

Question No: 83

Your client is planning to implement Fusion Applications for Financials, HCM, and CRM. Per the client#39;s requirements, certain CRM functionalities are needed to support the person data management in CRM and Financials. You are asked to explore and evaluate suitable options of deployment.

Identify the three possible deployment options that could meet the client#39;s requirements.

  1. pillar-based installation with separate instance and separate data model

  2. suite-based installation with single common Instance for all the pillars and unified data model

  3. hybrid environment with separate instance and separate data model that can be Integrated with other Oracle/non Oracle systems

  4. pillar-based installation with single common instance for all pillars and separate data model

  5. suite-based installation with single common instance for all the pillars and separate data model

Answer: B,C,D Explanation:

Note 1: Oracle Fusion Applications are organized in “pillars.” A pillar is a standalone subset of Oracle Fusion Applications, for example Customer Relationship Management (CRM). A pillar can include multiple “families” or sub-groups. The pillar structure allows patching and upgrades to be performed at a granular level without impacting other pillars. For example,

customers that want to upgrade their financials and supply chain management applications can do so without impacting the CRM applications.

Note 2: Depending on business needs, some Oracle Applications customers may consider a pillar-based coexistence model such as using Oracle Fusion Human Capital Management with Oracle Financials.

Reference: Roadmaps to Oracle Fusion Applications for Current Oracle Applications Customers, Oracle White Paper

Question No: 84

Select the three products offered as part of the Oracle Fusion HCM product family under the business process category of Workforce Rewards.

  1. Compensation Management

  2. Time and Labor

  3. Incentive Management

  4. Benefits Management

  5. Global Payroll

  6. Global HR

Answer: A,C,D

Explanation: Compensation and Benefits are set up and entered within Workforce Rewards.

Note: Workforce Rewards benefits include: Compensation Planning and Simulation

  • Create multiple base and incentive pay plan scenarios to analyze the cost and return on investment of proposed changes.

  • Define compensation plan eligibility groups and base and incentive pay rules.

  • Design pay structures with the optimal mix of base and incentive pay.

  • Adjust pay structures, eligibility rules, and formulas to create compensation models for running scenarios.

    *Identify the difference between actual cost and the eventual employee value of different compensation elements.

    Question No: 85

    You are using Oracle Applications R11.5.10 for HR, Payroll, and Benefits, and a third party application for Talent Management. You are exploring the option of moving to Fusion HCM including Talent Management.

    What is the recommended road map?

    1. Move all the applications to Fusion including Talent Management.

    2. Upgrade HR, Payroll, and Benefits to R12. Adopt Fusion Talent Management and be coexistent with R12. Later, move other modules one by one or all at once.

    3. Move Payroll, Benefits, and Talent Management to Fusion. Adopt coexistence model with EBS 11.5.10. Later, move HR to Fusion.

    4. Move only Talent management to Fusion and coexist with EBS 11.5.10. Later, move all other application to Fusion.

    Answer: B

    Question No: 86

    You need to create an HCM data role user with quot;view allquot; access. This data role is based on the HCM administrator job role and combines those entitlements with unrestricted access to data in the secured objects.

    How can you properly assign a security profile to this new role?

    1. Assign a predefined security profile to relevant functional or duty roles using the Oracle fusion Human Capital Management (HCM) setup task manage data role and security profiles.

    2. Assign a predefined security profile to relevant job or duty roles using the Oracle Fusion Human Capital Management (HCM) setup task manage data role and security profiles.

    3. Assign a predefined security profile to relevant job or abstract roles using the Oracle Fusion Human Capital Management (HCM) setup task manage data role and security profiles.

    4. Assign a predefined security profile to relevant job or functional roles using the Oracle Fusion Human Capital Management (HCM) setup task manage data role and security profiles.

    5. Assign a predefined security profile to relevant data or position roles using the Oracle Fusion Human Capital Management (HCM) setup task manage data role and security profiles.

    Answer: B

    Explanation: Creating a Data Role for Implementation Users

    Create a Human Capital Management Application Administrator View All data role.

    This data role is based on the Human Capital Management Application Administrator job role and extends that role with unrestricted access to data in the secured objects that the role is authorized to access. Users assigned to this data role can perform all of the HCM setup steps.

    In the security reference implementation, the IT Security Manager job role hierarchy includes the Data Role Management Duty role (B), which is entitled to create a data role for Human Capital Management Application Administrator (the entitlement is Manage HCM Data Role). This entitlement provides the access necessary to perform the Create Data Role for Implementation Users task in Oracle Fusion Global Human Resources.

    Reference: Oracle Fusion Applications Workforce Development Implementation Guide 11g, Common Applications Configuration: Define Implementation Users

    Question No: 87

    Identify the three business subprocesses offered under the Compensation Management category of the Oracle Fusion HCM product family.

    1. Manage Benefits

    2. Manage Compensation

    3. Manage Incentive Compensation

    4. Manage Compensation Budgets

    5. Manage Personal Contributions

    Answer: B,D,E

    Reference: Oracle Fusion Applications Compensation Management 11g, Compensation Guide

    Question No: 88

    When a worker who previously had a worker number in an enterprise starts a new employee or Contingent worker work relationship, the existing worker number is reused only if the new work relationship:

    1. is of a different type from the previous work relationship

    2. is of the same type from the previous work relationship

    3. is of the same type as the previous work relationship, But the new work relationship is with a different legal employer and a legal-employer number sequence was used in the previous work relationship

    4. is of the different types as the previous work relationship, but the new work relationship is with a different legal employer and a legal employer number sequence was used in the previous work relationship

    Answer: A

    Explanation: If you select automatic worker-number generation, numbers can be allocated from either an enterprise sequence or a legal employer sequence. If you use a legal- employer sequence, worker numbers are not guaranteed to be unique in the enterprise.

    Also, they cannot be transferred outside the legal employer: if a worker leaves the enterprise and later starts a new work relationship of the same type but with a different legal employer, a new worker number is allocated to the work relationship.

    Reference: Oracle Fusion Applications Workforce Deployment Implementation Guide 11g, Selecting the Number-Generation Method

    Question No: 89

    Identify the correct statements related to support for descriptive flexfields in Profile Management. Select three.

    1. Descriptive flexfields are enabled out of the box for business object quot;Education Establishmentsquot;.

    2. Descriptive flexfields are supported but not enabled out of the box for business object quot;Education Establishments”.

    3. Descriptive flexfields are supported for business object quot;Rating Modelsquot;.

    4. Descriptive flexfileds are supported for business object “Rating Levels”.

    5. Descriptive flexfields are enabled out of the box for business object “Content Items” and “Profile Items”

    Answer: A,C,E Explanation:

    Note:

  • Descriptive flexfields (DFFs) allow you to extend Oracle applications to meet business requirements without the need for programming. You can use descriptive flexfields in the Oracle Trade Management UI to gather information , important and unique to your business, that would not otherwise be captured.

    You can customize a descriptive flexfield to capture just the information your organization needs. The flexfield structure can depend on the value of a context field and display only those fields (segments) that apply to the particular type of context.

  • Two business objects in Profile Management that support Descriptive Flexfields are Education Establishments and Content Items.

Question No: 90

As a Line Manager, you often make use of the Voluntary-termination and performance predictions to abreast of worker dynamics and be able to take corrective actions. You are aware that these predictions are based on specific attributes from an employee record.

At what level are most of the attributes required for the analysis held?

  1. Most of the attributes are held at the payroll level.

  2. Most of the attributes are held at the setup level.

  3. Most of the attributes ate held at the job level.

  4. Most of the attributes are held at the assignment level.

Answer: D

Explanation: Voluntary-termination and performance predictions are based on specific attributes from a worker#39;s personal, employment, absence, compensation, and

talent management information, most of which are held at the assignment level. Reference; Oracle Fusion Applications Workforce Deployment, Human Resources Guide,

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