You are a human resource specialist and a workflow request is showing in your worklist notification even after you approved it (sent it to the second-level approver). What are three possible causes of this behavior?
Correct Answer: A,D,E
Full Detailed In-Depth Explanation: In Oracle Global Human Resources Cloud, BPM Worklist manages approval workflows. A request reappearing after approval suggests a change in its routing. Option A: Correct. A pushback from the second-level approver returns the request to prior approvers (e.g., you), causing it to reappear. Option B: Incorrect. Rejection typically closes the request or routes it differently, not back to you unless configured unusually. Option C: Incorrect. Approval moves it forward or completes it, not back to your worklist. Option D: Correct. An ad hoc route (inserting additional approvers) could loop it back to you ifyou're included again. Option E: Correct. Reassignment to you by the second-level approver would place it back in your worklist. The correct answers are A, D, and E, per "Using Global Human Resources" on approval workflows.
Question 22
Your customer wants you to create a new resource alert for the upcoming probation period end dates. Which statement is true about being able to configure a resource alert in Alerts Composer?
Correct Answer: C
Full Detailed In-Depth Explanation: Alerts Composer in Oracle HCM Cloud allows creating and managing resource alerts, such as probation period end dates. The documentation specifies security requirements: to create or modify user-defined alerts, users need the "Human Capital Management Integration Specialist" role or a custom role with the "Manage User Defined Alerts" privilege (not a generic "predefined alerts" or "user-defined alerts" privilege). However, modifying predefined (seeded) alerts specifically requires the "Manage User Defined Alerts" privilege, as predefined alerts are treated as customizable templates. Access to REST API resources is optional and only relevant if integrating alerts externally, not for basic configuration in Alerts Composer. Option A is incorrect because it misrepresents the privilege name and REST API necessity. Option B's "predefined alerts privilege" doesn't exist-privileges are more specific. Option D adds an unnecessary REST API requirement. Option E is false-privileges are mandatory. Option C correctly identifies the need for a user-defined alerts privilege (aligned with "Manage User Defined Alerts") to modify predefined alerts.
Question 23
Which three settings on the Manage Enterprise HCM Information Task can be overwritten at the Manage Legal Entity HCM Information task?
Correct Answer: B,D,E
Full Detailed in Depth Explanation: The Manage Enterprise HCM Information task sets global defaults, some of which can be overridden at the legal entity level: * B: Employment Model (e.g., 2-tier, 3-tier) can be customized per legal entity to reflect local requirements. * D: Work Day Information (e.g., hours per day) can be adjusted for specific legal entities. * E: Position Synchronization settings can be overridden to control position data inheritance at the legal entity level.
Question 24
As an implementation consultant, you have configured several rules in Transaction Design Studio within the test environment. How do you migrate these changes to your production environment?
Correct Answer: D
Full Detailed In-Depth Explanation: Transaction Design Studio (TDS) customizations, such as rules for transactions, are migrated using the Configuration Set Migration tool, as per the "Implementing Global Human Resources" guide. Located in the Configuration > Migration work area, this tool allows export and import of TDS configurations between environments (e.g., test to production). Option A refers to a broader migration capability, not specific to TDS. Option B (Functional Setup Manager) is for setup data, not TDS rules. Option C is incorrect, as migration is supported. Thus, Option D is correct.
Question 25
When a parent position becomes vacant, you need the incumbents in the child positions to be assigned to a delegate position rather than the second-level parent position. To achieve this, what steps must be followed?
Correct Answer: C
Full Detailed In-Depth Explanation: In Oracle Global Human Resources Cloud, position hierarchies define reporting structures, and the Delegate Position attribute allows redirection of reporting lines when a parent position is vacant. The synchronization process ensures these changes reflect in person assignments. * Option A: This omits the condition that the parent position must be vacant, which is critical to trigger the delegate reassignment. It's incomplete. * Option B: Using "Position Trees" is incorrect; Oracle uses the "HCM Position Hierarchy" for line manager synchronization, not generic position trees, which are not a standard synchronization mechanism in this context. * Option C: This is correct: * The parent position is vacant (trigger condition). * A Delegate Position attribute is specified (e.g., via the Manage Positions task) to redirect child position incumbents. * Line manager synchronization is based on the HCM Position Hierarchy (configured in Manage Enterprise HCM Information). * The "Synchronize Person Assignments from Position" ESS process updates assignments to reflect the delegate position.This aligns with Oracle's position management functionality. * Option D: Like B, it incorrectly references "Position Trees" instead of the HCM Position Hierarchy, making it invalid. The correct answer isC, as detailed in "Implementing Global Human Resources" under Position Management.
