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Oracle Fusion Global Human Resources 2014 Essentials Sample Questions:

1. 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) 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.
D) 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.
E) 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.

2. You need to create an HCM data role user with "view all" 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?

A) 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.
B) 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.
C) 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.
D) 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.
E) 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.

3. 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?

A) Most of the attributes are held at the assignment level.
B) Most of the attributes are held at the setup level.
C) Most of the attributes ate held at the job level.
D) Most of the attributes are held at the payroll level.

4. As an HR specialist, you need to use the best fit analysis feature to determine the person profile that most closely matches a job profile.
Which two profile type templates will you use to set up the person and job profiles?

A) Position
B) Person
C) Competency
D) Job
E) Model

5. You are a consultant hired to implement Profile Management. One of the requirements is to track the previous employment information for workers, including employer name, dates of employment, and job description. However, it is not required to set up and maintain content items for each employer, and this information applies only to person profiles.
What four actions should be taken?

A) creating a non free-form content type
B) granting access employees, managers, and HR specialists to update the content section
C) granting access to employees and managers to update the content section
D) adding the content type to the Person profile type
E) granting access to HR specialists only to update the content section
F) adding the content type to the HRMS content subscriber code
G) creating a free-form content type

Solutions: