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1z0-1106-2
Oracle HCM Business Process Foundations Associate Rel2 Questions and Answers

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Questions # 1:

Once a manager arrives on the compensation landing page, what controls the number of plans that the manager has access to allocate compensation?

Options:

All active plans for the current year

Based on the plans that the Line Manager has employees eligible for

Based on a Compensation Manager granting a Line Manager access to the plans

Based on whether the manager is eligible for the plan

Answer

Explanation

The Compensation Manager is responsible for granting access to the plans, and the Line Manager will only have access to the plans that they have been granted access to. Other factorssuch as all active plans for the current year, plans that the Line Manager has employees eligible for, or whether the manager is eligible for the plan, will not affect the number of plans that the manager has access to allocate compensation.

https://docs.oracle.com/en/cloud/saas/human-resources/23a/faiwc/how-you-add-dashboard-otbi-reports-to-the-workforce-compensation-landing-page.html

Questions # 2:

As the Director of IT, you understand that security roles are important to your organization and would like employee profiles to be kept as confidential as possible and to be viewed and managed by the employee and their manager. Apart from an employee and manager, what other role is able to add goals to an employee's development plan?

Options:

An Administrator

An IT Specialist

An HR Specialist

An Implementer

Answer

Explanation

This role is able to add goals to an employee’s development plan2. An Administrator, an IT Specialist and an Implementer are not related to employee development plans.

Questions # 3:

An HR Specialist has been tasked with creating a Talent Review template. The Specialist understands that a particular department has a high volume of high performers and wants to understand their flight risk. While creating the template, what type of information would be needed on the dashboard?

Options:

Succession Plans & Talent Pools

Risk of loss vs. Impact of loss

Talent Score Rating

Potential vs. Performance

Answer

Explanation

This will provide the HR Specialist with critical data about the potential for losing high performers and the impact of such a loss, allowing them to make informed decisions about the Talent Review template. Other information that might be needed includes an overview of the department’s Talent Score Rating, Potential vs. Performance, Succession Plans and Talent Pools.

https://docs.oracle.com/en/cloud/saas/talent-management/21d/fatrs/talent-review-templates.html

Questions # 4:

The payroll manager wants to know what are the three different ways that an element entry can be updated.

Options:

Payroll Batch Loader

Automatically

HCM Data Loader or HCM Spreadsheet Data Loader

Manually

Answer

A, C, D

Explanation

https://support.oracle.com/knowledge/Oracle%20E-Business%20Suite/1378641_1.html

Questions # 5:

Your executive team likes the information that gets displayed in the budget worksheet, but they would like to change the order in which the columns appear. How would you accomplish this task?

Options:

You cannot change the order in which the columns appear.

Use the default sequence field for each column.

Drag the columns to appear in the order that you want them.

Use the display order for each column.

Answer

Explanation

This option allows you to change the order in which the columns appear in the budget worksheet by specifying a number for each column.

https://docs.oracle.com/cd/E28271_01/fusionapps.1111/e20376/F606893AN4B8D8.htm

Questions # 6:

Which part of Work Life does Mentorship fall under?

Options:

Wellness

Personal Brand

Social Reputation

Volunteering

Answer

Explanation

Work Life Solutions is a module within Oracle HCM Cloud that helps employees manage their personal and professional lives. Work Life Solutions includes features such as wellness, personal brand, social reputation, volunteering, and mentorship. Mentorship is a feature that enables employees to find mentors or mentees within the organization based on their skills, interests, and goals. Mentorship helps employees develop their careers and learn from others.

https://mylearn.oracle.com/ou/learning-path/oracle-hcm-cloud-worklife-solutions/90586/

Questions # 7:

Which tool can be used to match candidates to requisitions, based on their skills and qualifications?

Options:

Match Candidates

Resume Matching

Adaptive Intelligence

Find Best Fit

Answer

Explanation

there are three contexts where candidates and requisitions can be automatically matched:

Matching candidates when posting a requisition

Matching candidates when creating a requisition

Matching requisitions when viewing a candidate file

The tool that can be used to match candidates to requisitions, based on their skills and qualifications, is Match Candidates. This tool allows you to view a list of candidates who match the criteria of a requisition and rank them by their match score

https://docs.oracle.com/en/cloud/saas/taleo-enterprise/21c/otrcg/c-matchingcandidatesandrequisitionadmin.html

Questions # 8:

Which of the following is the direct outcome of an employee entering and submitting worked time?

Options:

Calculated time is converted to paid amount.

Reported time is converted to calculated time.

Calculated time is converted to reported time.

Reported time is converted to net pay.

Answer

Explanation

This is an important process in the Oracle HCM Business Process Foundations Associate Rel 1 official book. In this process, reported time is first converted to calculated time. This is done by taking into account any exceptions, such as overtime, shift differentials, or holidays. Once the calculated time is obtained, it is then used to determine the employee's net pay.

According to Oracle Time and Labor datasheet1, one of the key features of Oracle Time and Labor is to support time conversion which transforms reported time into calculated time based on predefined rules1. Reported time is the raw data entered by workers or managers, while calculated time is the processed data that can be used for payroll or other purposes2

Questions # 9:

When using Workforce Compensation and creating budgets, your organization wants the budget amounts to be determined by employee eligible salaries for each manager. What budgeting level would you need to select?

Options:

Worker-Level budgeting

Plan-Level budgeting

Administrator-Level budgeting

Manager-Level budgeting

Answer

Explanation

Worker-Level budgeting is the correct answer. This budgeting method allows you to determine budget amounts by employee eligible salaries for each manager.

https://docs.oracle.com/en/cloud/saas/human-resources/23a/faiwc/budgeting-methods-in-workforce-compensation-plan-budget-pools.html

Questions # 10:

Your company will be using compensation history to display compensation for employees and managers. What are the 4 groups of compensation history that will be displayed?

Options:

Recurring Payments

Benefits

Other Compensation

Stock

Salary

Payroll

Answer

A, C, D, E

Explanation

According to Oracle’s documentation1, the four groups of compensation history that will be displayed are:

Salary: This group includes base salary changes that were applied to the worker, such as promotions, transfers, or adjustments.

Recurring Payments: This group includes recurring payments that were applied to the worker, such as allowances, bonuses, commissions, or overtime.

Other Compensation: This group includes variable cash and non-cash compensation that were applied to the worker, such as awards, gifts, incentives, or recognition.

Stock: This group includes stock option grants that were applied to the worker.

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