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Oracle 1z1-418 Exam Syllabus Topics:

SectionObjectives
Person Management- Worker types and person records
- Assignments and employment data
Workforce Structures- Jobs, positions, and grades
- Workforce organization modeling
Employment Lifecycle- Hire, transfer, promotion, termination
- Workforce changes and transactions
Reporting and Analytics- HR reporting tools
- Data extraction and analysis
Approvals and Security- Role-based security model
- Approval workflows in Global HR
Enterprise Structures- Legal entities and business units
- Divisions, departments, and locations
Introduction to Oracle Fusion Global Human Resources- Core concepts of Oracle Fusion HCM
- Overview of Global HR functionality

Oracle Fusion Global Human Resources 2014 Essentials Sample Questions:

A manager in an organization plans to implement a three-tier employment model and wants to ensure that the same attributes are applied to each person in the organization.
What approach will you recommend to meet this requirement?

  • A. Don't set the value, in employment terms and prevent override at assignment level.
  • B. Don't set the values in employment terms and allow override at the assignment level.
  • C. Set the values in the employment terms and prevent override at assignment level.
  • D. Set the values in employment terms and allow override at assignment level.
Reveal Solution  Discussion  0

Correct Answer: C  🗳️

Explanation: Only visible for 2Pass4sure members. You can sign-up / login (it's free).

You come across a client scenario where multiple systems are used for Different HR functions. The client is using PeopleSoft 8.8 for Human Resource and payroll. Third-party applications are being used for Talent Management, Recruitment, Learning management, and Time & Labor.
Identify two strategies to minimize the time and cost of adopting Oracle Fusion Applications.

  • A. Continue HR and Payroll in PeopleSoft. Adopt Oracle Fusion Talent management in coexistence with PeopleSoft, later move HR and Payroll to Oracle Fusion. Move other third party applications to Oracle Fusion as and when they are available.
  • B. Upgrade HR and Payroll to the latest version of PeopleSoft. Adopt Oracle Fusion Talent management in coexistence with PeopleSoft Later, move HR and Payroll to Oracle Fusion. Move third party applications to Oracle Fusion as and when they are available.
  • C. Move payroll and Talent Management to Oracle Fusion and be on coexistence model with PeopleSoft HR. Move other third-party applications to Oracle Fusion as and when they are available.
  • D. Adopt Oracle Fusion for HR. Payroll, and Talent Management Integrate other third-party applications with Oracle Fusion. Move other third-party applications to Oracle fusion as and when they are available.
  • E. Continue HR and Payroll in PeopleSoft. Move Talent Management to PeopleSoft. Later move HR Payroll. Talent Management to Oracle Fusion. Move other third-party applications to Oracle Fusion as and when they are available.
Reveal Solution  Discussion  0

Correct Answer: B,D  🗳️

Explanation: Only visible for 2Pass4sure members. You can sign-up / login (it's free).

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?

  • A. Move all the applications to Fusion including Talent Management.
  • B. Move Payroll, Benefits, and Talent Management to Fusion. Adopt coexistence model with EBS 11.5.10. Later, move HR to Fusion.
  • C. Move only Talent management to Fusion and coexist with EBS 11.5.10. Later, move all other application to Fusion.
  • D. 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.
Reveal Solution  Discussion  0

Correct Answer: D  🗳️

Identify the option that best describes "Analyze Workforce Deployment".

  • A. The Analyze Workforce Deployment business process enables line managers and Human Resource (HR) specialists to view statistical and employment related information for individual workers and the workforce.
  • B. The Analyze Workforce Deployment business process enables line managers and Human Resource (HR) specialists to view statistical and employment-related information.
  • C. The Analyze Workforce Deployment business process enables line managers and Human Resource (HR) specialists to analyze the workforce absence information.
  • D. The Analyze Workforce Deployment business process enables line managers, Human Resource (HR) specialists and employees to view statistical and employment-related information for individual workers and the workforce
Reveal Solution  Discussion  0

Correct Answer: A  🗳️

Explanation: Only visible for 2Pass4sure members. You can sign-up / login (it's free).

Action type identifies the type of business process associated with an action and determines what happens when you select that action. As part of implementing Fusion HCM, action types are associated with actions.
Which two statements are correct regarding action types?

  • A. If "Termination" is an action, "Normal Termination" is an action type.
  • B. Additional action types can be created.
  • C. Every action type can have multiple actions within it.
  • D. An action type cannot be associated with user defined actions.
  • E. Action types are seeded.
Reveal Solution  Discussion  0

Correct Answer: C,E  🗳️

Explanation: Only visible for 2Pass4sure members. You can sign-up / login (it's free).

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