[2025年11月02日] 365日無料更新1z0-1046-24知能問題集をゲット
ベスト品質のOracle 1z0-1046-24試験問題
Oracle 1z0-1046-24 認定試験の出題範囲：
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質問 # 54
A manager checks the availability of a worker. The manager is not aware that the worker does not have a work schedule assigned. Which three items will be used to determine the availability of a worker?
- A. Time Sheet
- B. Calendar Events
- C. Contract Data
- D. Absences
- E. Standard Working Hours
正解：B、D、E
解説：
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, a worker's availability is determined by combining multiple data points that define their working and non-working time. When a work schedule is not assigned, the system relies on alternative sources to calculate availability, as seen in the "Check Availability" feature (e.g., in the Directory or My Team).
* Option A: Contract Data defines employment terms (e.g., full-time/part-time status) but does not directly specify daily or hourly availability without a linked schedule or hours. It's not a primary factor here.
* Option B: Absences (e.g., vacation, sick leave) reduce a worker's availability by indicating time they are not available to work. This is a key component, making it correct.
* Option C: Calendar Events (e.g., public holidays, company-wide closures) from the worker's assigned work day calendar affect availability by marking non-working days. This is included, making it correct.
* Option D: Standard Working Hours, defined at the enterprise or legal employer level (via Manage Enterprise HCM Information or Manage Legal Entity HCM Information), provide a default working pattern (e.g., 9 AM-5 PM) when no specific work schedule is assigned. This is a fallback mechanism and is correct.
* Option E: Time Sheet data tracks actual hours worked but is not used proactively to determine future availability; it's more for payroll or historical analysis.
Thus, the three items used areB (Absences),C (Calendar Events), andD (Standard Working Hours), as outlined in "Using Global Human Resources" under Availability Management.
質問 # 55
A user has reported that one of his or her saved transactions was not available anymore from the transaction page. What could be the reason for this behavior?
- A. The saved transaction was future dated. The application displays only those transactions where the transaction date is less than or equal to system date
- B. An identical transaction that was initiated for the person by another user was applied to the database
- C. The saved transaction was withdrawn by HR
- D. The saved transaction was rejected by the approval authority
正解：B
解説：
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, saved transactions can disappear from view if overridden, as per the "Using Global Human Resources" guide. When an identical transaction (e.g., same person and action) is initiated by another user and applied to the database, it supersedes the saved one, removing it from the user's view (Option B). Option A (withdrawn by HR) isn't a standard process for saved transactions. Option C (rejected) would leave it visible with a status.Option D (future dated) affects visibility but not removal. Thus, Option B is correct.
質問 # 56
Which three of the following tasks must be configured during an HCM implementation?
- A. Manage Legal Entity HCM Information
- B. Update Employment
- C. Manage Enterprise HCM Information
- D. Manage Person
- E. Manage Business Unit
正解：A、C、D
解説：
Full Detailed in Depth Explanation:
During an HCM implementation, foundational configuration tasks include:
A: Manage Enterprise HCM Information sets global HR settings (e.g., employment model, work day information) critical for the enterprise.
B: Manage Legal Entity HCM Information configures legal entity-specific HR data, such as employment models or payroll statutory units.
C: Manage Person establishes person records and configurations, a core component of HR management.
質問 # 57
As an HR Specialist, it is your responsibility to hire employees and enter their base salary information. After you selected a grade and salary basis, and entered the base salary, you expected to see the compa-ratio information display-but it does not. What is the possible cause for the information NOT displaying?
- A. The grade rate and the salary basis are tied to different legislative data groups.
- B. The grade and the salary basis are tied to different legislative data groups.
- C. The grade rate and the salary basis are tied to different frequencies.
- D. The grade rate was not linked to the salary basis.
正解：D
解説：
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the compa-ratio (comparison ratio) measures an employee's salary against the midpoint of a grade rate range. It's displayed in the employment or salary details section when entering a base salary, provided all components are correctly aligned.
Option A: Incorrect. Grade rates and salary basis don't need to share the same legislative data group (LDG) for compa-ratio calculation; LDGs partition data but don't directly affect this display unless misconfigured at a higher level.
Option B: Incorrect. The grade itself isn't tied to an LDG; it's the grade rate that matters. This option misattributes the relationship.
Option C: Incorrect. While frequency (e.g., monthly vs. annual) must align for accurate salary calculations, compa-ratio is normalized and should still display if the grade rate and salary basis are linked, even with frequency differences (assuming conversion is handled).
Option D: Correct. The compa-ratio requires a grade rate (defining min, mid, max values) to be associated with the salary basis used in the employee's record. If the grade rate isn't linked to the salary basis (via
"Manage Salary Basis" or "Manage Grade Rates"), the system lacks the reference range to compute and display the compa-ratio. This is a common setup oversight during implementation.
The correct answer isD, as detailed in "Using Global Human Resources" on salary management and grade rate integration.
質問 # 58
Identify the set enabled objects that are used for partitioning reference data.
- A. Enterprise, legal entity, business unit, position
- B. Department, location, jobs, grades
- C. Legal entity, department, division, location
- D. Jobs, grades, salary plan, rates
正解：B
解説：
Full Detailed In-Depth Explanation:
Reference data partitioning in Oracle Global Human Resources Cloud uses Set-enabled objects, as per the
"Implementing Global Human Resources" guide. These include Department, Location, Jobs, and Grades, which can be assigned to Sets for data sharing across business units (Option D). Option A includes non-set- enabled objects like legal entity. Option B includes "salary plan" and "rates," which aren't standard set- enabled objects. Option C includes enterprise and business unit, which define structure, not reference data partitioning. Thus, Option D is correct.
質問 # 59
For the Change Manager transaction, the first-level approval is set to the Application Role type. The name of the application role is HR Specialist Sales. In the Change Manager approval rule configuration, the Enable Auto Claim option is deselected. Which two actions take place when the transaction for manager change is initiated for employees?
- A. The transaction will be auto-claimed and assigned randomly to anyone who has the HR Specialist Sales role.
- B. The transaction goes for approval to all the workers who inherit the HR Specialist Sales role.
- C. The transaction goes into error because it was not auto-claimed.
- D. One of the HR Specialist Sales representatives should "Claim" the transaction for it to be assigned for approval.
- E. If one of the HR Specialist Sales representatives rejects the transaction, others can still approve it.
正解：B、D
解説：
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, approval rules for transactions like Change Manager are managed via BPM Worklist. The "Application Role" approval type routes tasks to all users with that role (e.g., HR Specialist Sales), and the "Enable Auto Claim" setting determines assignment behavior.
* Option A: Incorrect. Disabling auto-claim does not cause an error; it simply requires manual claiming before approval can proceed.
* Option B: Correct. When auto-claim is disabled, the transaction is sent to all users with the HR Specialist Sales role, appearing in their worklist for claiming.
* Option C: Incorrect. Without auto-claim, the transaction is not automatically assigned; it requires manual intervention.
* Option D: Incorrect. In a parallel approval to multiple role holders, one rejection typically stops the process unless configured otherwise (e.g., consensus or first responder), which is not specified here.
* Option E: Correct. With auto-claim disabled, an HR Specialist Sales representative must manually claim the transaction from the worklist to proceed with approval.
The correct answers areBandE, as detailed in "Using Global Human Resources" under Approval Configuration.
質問 # 60
You are required to set geography validation for country-specific address style. You have configured the application correctly, but users are still entering addresses in the wrong address format. Whatcan be done to change this?
- A. Effective End Date for geography validation is end of time.
- B. Set the geography validation level to Error instead of No Validation.
- C. Educate users to use the country-specific address format only.
- D. Create a new geography validation.
正解：B
解説：
Full Detailed in Depth Explanation:
Geography validation in Oracle HCM Cloud ensures addresses conform to country-specific formats (e.g., postal code rules). If users are entering incorrect formats despite correct configuration, the validation enforcement level needs adjustment.
Option A ("Set the geography validation level to Error instead of No Validation") is correct. Oracle allows configuration of geography validation levels in the "Manage Geographies" task: No Validation (no checks), Warning (alerts but allows saving), and Error (prevents saving invalid formats). If set to No Validation or Warning, users can bypass the country-specific format. Changing it to Error enforces compliance by rejecting incorrect entries, as detailed in the "Implementing Global Human Resources" guide.
* Option B ("Educate users to use the country-specific address format only") is a workaround, not a system solution, and does not enforce compliance.
* Option C ("Effective End Date for geography validation is end of time") is irrelevant, as end-dating applies to data validity, not validation enforcement.
* Option D ("Create a new geography validation") is unnecessary if the existing configuration is correct; the issue lies in the enforcement level.
質問 # 61
Identify three correct statements about Workforce Life Cycle. (Choose three.)
- A. HR specialists and line managers can create and manage work relationships, employment terms, and assignments for all the workers.
- B. The Add Person tasks include creating a new person's first work relationship with the enterprise.
- C. Line managers can create and manage work relationships, employment terms, and assignments for all workers.
- D. HR specialists can create and manage work relationships, employment terms, and assignmentsfor the workers to whom they have security access.
- E. Line Managers can transfer their direct and indirect reports only.
正解：B、D、E
解説：
Full Detailed in Depth Explanation:
The Workforce Life Cycle in Oracle HCM Cloud covers hiring, managing, and terminating workers, with roles like HR specialists and line managers having specific capabilities based on security.
* Option B ("HR specialists can create and manage work relationships, employment terms, and assignments for the workers to whom they have security access"): True. HR specialists' abilities are governed by data security profiles, limiting them to authorized workers, per the "Implementing Global Human Resources" guide.
* Option D ("Line Managers can transfer their direct and indirect reports only"): True. Line managers can initiate transfers for their reporting structure (direct and indirect reports), constrained by their security access, as noted in the "Using Global Human Resources" guide.
* Option E ("The Add Person tasks include creating a new person's first work relationship with the enterprise"): True. The "Add Person" task (e.g., Hire an Employee) establishes the initial work relationship, per standard functionality.
* Option A ("Line managers can create and manage work relationships, employment terms, and assignments for all workers"): False. Line managers are limited to their reports, not all workers.
* Option C ("HR specialists and line managers can create and manage work relationships, employment terms, and assignments for all the workers"): False. Both roles are restricted by security, not granted universal access.
質問 # 62
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. First add the grade to a grade ladder, then add the rates for each step.
- B. First add the rates for each step, then add the grade to a grade ladder.
- C. Add the rates at the same time as when you add the grade using the Manage Grades task.
- D. Add the rates separately using the Manage Grade Rates task.
- E. Use the Default Grade Rates that are available upon creating grades.
正解：C、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 # 63
As an HR specialist, you have been asked to create and assign a new schedule to employees that will be working a new shift. What steps should you follow to meet this requirement?
- A. Create a shift, create a work pattern, create a work schedule, assign the shift through the manage employment task
- B. Create a shift, create a work pattern, assign the work pattern through work schedule assignment
- C. Create a shift, create a work pattern, create a work schedule, assign the schedule through work schedule assignment
- D. Create a work pattern, create a shift, create a work schedule, assign the schedule through workschedule assignment
正解：C
解説：
Full Detailed In-Depth Explanation:
To create and assign a new schedule in Oracle Global Human Resources Cloud, the "Managing Workforce Schedules" guide outlines the process:
* Create a shift: Define the specific work hours (e.g., 9 AM-5 PM).
* Create a work pattern: Combine shifts into a repeating sequence (e.g., 5 days on, 2 off).
* Create a work schedule: Build a schedule using the pattern, specifying start/end dates.
質問 # 64
Which task in the Setup and Maintenance work area generates position codes automatically?
- A. Manage Legal Entity HCM Information
- B. Manage Enterprise HCM Information
- C. Manage Position Synchronization
- D. Manage Position Codes
- E. Manage Positions
正解：B
解説：
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, position codes are unique identifiers for positions, and their automatic generation is configured at the enterprise level.
* Option A: "Manage Legal Entity HCM Information" sets legal employer-specific options (e.g., worker numbers) but not position codes.
* Option B: "Manage Position Synchronization" handles position-to-assignment synchronization, not code generation.
* Option C: Correct. "Manage Enterprise HCM Information" allows enabling automatic position code generation across the enterprise, typically via the Position Code Generation setting.
* Option D: There's no "Manage Position Codes" task; this is a fictitious option.
* Option E: "Manage Positions" is for creating/editing positions but doesn't configure automatic code generation.
The correct answer isC, per "Implementing Global Human Resources" on enterprise setup.
質問 # 65
People update a performance rating for a competency on a worker's profile. What is used to provide a unique identifier for each instance of the competency so that you can determine who provided what rating?
- A. Rating model
- B. Educational establishment
- C. Content library
- D. Content subscriber
- E. Instance qualifier
正解：E
解説：
Full Detailed in Depth Explanation:
In Oracle HCM Cloud, competencies on a worker's profile can be rated by multiple sources (e.g., manager, peer), and tracking the source requires a unique identifier.
Option E ("Instance qualifier") is correct. The instance qualifier uniquely identifies each rating instance for a competency, linking it to the rater and context (e.g., performance review). This is part of the competency framework in the "Implementing Talent Management Base" guide, ensuring auditability of who provided what rating.
* Option A ("Content library") stores competency definitions, not rating instances.
* Option B ("Educational establishment") is unrelated to ratings.
* Option C ("Rating model") defines the scale, not the instance.
* Option D ("Content subscriber") relates to content sharing, not ratings.
質問 # 66
The Promote transaction was configured using Page Composer to require the location field. Another change was made to the transaction using the Transaction Design Studio that indicated the location field must be hidden when a manager uses the Promote transaction. How does the system determine how the user interface will render?
- A. Transaction Design Studio configurations always override Page Composer configurations.
- B. Page Composer configurations always override Transaction Design Studio configurations.
- C. If modifications were made in both tools and the changes conflict, the last change created in either tool will be applied.
- D. When a user tries to use the Promote transaction, the page will error when loading.
正解：C
解説：
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, Page Composer and Transaction Design Studio (TDS) are tools for customizing UI behavior. Page Composer modifies page layouts globally or by role, while TDS applies transaction-specific rules, often by role or context. When configurations conflict, precedence is determined by the system's conflict resolution logic.
* Option A: Incorrect. Page Composer does not universally override TDS; precedence depends on timing and context.
* Option B: Correct. When conflicting changes exist (e.g., Page Composer making location required, TDS hiding it for managers), Oracle applies thelast changemade in either tool. The system uses a timestamp-based approach to resolve conflicts, ensuring the most recent configuration takes effect.
* Option C: Incorrect. Conflicting configurations do not cause page errors; the system resolves them silently.
* Option D: Incorrect. TDS does not universally override Page Composer; it depends on the order of changes.
The correct answer isB, per "Using Global Human Resources" on UI customization tools.
質問 # 67
Which three statements are true about Person Number? (Choose three.)
- A. Person Numbers for contacts are generated automatically.
- B. Initial Person Number can be provided at enterprise level.
- C. If the Person Number generation method is once set to manual, it can be changed to automatic if a person record is created.
- D. Initial Person Number cannot be provided at enterprise level.
- E. If the Person Number generation method is once set to manual, it can be changed to automatic even if no person record is created.
正解：A、B、E
解説：
Full Detailed in Depth Explanation:
Person Number in Oracle HCM Cloud is a unique identifier assigned to individuals (employees, contingent workers, contacts, etc.). Its generation method can be configured at the enterprise level, and its behavior depends on the setup.
* Option A ("Initial Person Number can be provided at enterprise level"): True. During enterprise setup in the "Manage Enterprise HCM Information" task, you can specify whether Person Numbers are generated automatically or manually and provide an initial value (e.g., starting number). This is documented in the "Implementing Global Human Resources" guide.
* Option C ("Person Numbers for contacts are generated automatically"): True. Contacts (e.g., emergency contacts or dependents) automatically receive Person Numbers when created, regardless of the generation method for employees. This ensures uniqueness across all person types, as per Oracle's standard functionality.
* Option E ("If the Person Number generation method is once set to manual, it can be changed to automatic even if no person record is created"): True. The generation method is configurable in the enterprise setup and can be changed from manual to automatic (or vice versa) at any time before or after records are created, though changes after record creation may require careful handling of existing data.
* Option B ("If the Person Number generation method is once set to manual, it can be changed to automatic if a person record is created"): False. This statement is incomplete and misleading. The method can be changed regardless of whether a record exists, but the wording implies a restriction that isn't accurate.
* Option D ("Initial Person Number cannot be provided at enterprise level"): False. As noted in Option A, the initial value can be set at the enterprise level.
質問 # 68
A manager returned from the U.S. Subsidiary to their source location, the U.K. Subsidiary, after a period of three months. What should a Human Resources representative do to reinstate the manager's records in the source legal employer?
- A. Deploy a Descriptive Flexfield to capture the return date. Update this segment with the actual return date to reinstate the record.
- B. Create another assignment with the return date as the effective date.
- C. Entering the return date will automatically reinstate the record on the return date.
- D. Initiate the End Global Temporary Assignment action and specify a return date. The global temporary assignment is terminated and the assignments in the source legal employer are reinstated automatically on the return date.
正解：D
解説：
Full Detailed in Depth Explanation:
For temporary assignments across legal employers (e.g., U.S. to U.K. Subsidiary), Oracle HCM Cloud provides the Global Temporary Assignment feature.
Option D ("Initiate the End Global Temporary Assignment action and specify a return date. The global temporary assignment is terminated and the assignments in the source legal employer are reinstated automatically on the return date") is correct. When a manager returns from a temporary assignment, the HR representative uses the "End Global Temporary Assignment" action, specifying the return date. This automatically terminates the temporary assignment and reinstates the original assignments in the source legal employer (U.K. Subsidiary), as per the "Using Global Human Resources" guide.
Option A (Descriptive Flexfield) is a custom workaround, not a standard process.
Option B is incorrect; entering a date alone doesn't trigger reinstatement.
Option C (new assignment) bypasses the temporary assignment framework.
質問 # 69
A candidate applied for an employment opportunity with a legal employer in the past. The candidate reapplies after some time for an opportunity with a different legal employer in the same enterprise. While applying the second time, the candidate provides a new national identification value. Which option does the application use to check if a matching record already exists in the system?
- A. Because the national identifier has changed, the system cannot identify the matching record.
- B. The application identifies a match if the first name, the first character of the last name, and date of birth are the same; or if the last name, the first character of the first name, and date of birth are the same.
- C. The application searches for the availability of date of birth and middle name to identify the matching record.
- D. The application cannot identify the matching record, and there will be two person records available for further processing.
正解：B
解説：
Full Detailed In-Depth Explanation:
Oracle Global Human Resources Cloud uses a matching algorithm to identify duplicate person records during hiring or reapplication, even across legal employers within the same enterprise. This is critical to avoid duplicate records when national identifiers change.
Option A: Date of birth and middle name alone are not the standard criteria; the algorithm uses a broader combination for accuracy.
Option B: Incorrect. The system attempts to match records before creating duplicates, using predefined rules.
Option C: Incorrect. A changed national identifier does not prevent matching; the system relies on other attributes, not solely the identifier.
Option D: Correct. Oracle's person matching rules (configurable via "Manage Person Duplicate Identification") use combinations like:
First name, first character of last name, and date of birth; or
Last name, first character of first name, and date of birth.These rules identify matches despite a new national identifier, ensuring the candidate is linked to their prior record if other key attributes align.
The correct answer isD, as detailed in "Implementing Global Human Resources" on person record matching.
質問 # 70
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