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Oracle Fusion Global Human Resources 2014 Essentials Sample Questions:

1. Your organization is a large scale manufacturing company currently using Oracle Applications 12.1.1 (EBS R12) for HR, payroll, and Benefits. You have a number of customizations in EBS R12. You have decided to upgrade the HR landscape to Oracle Fusion but because the volume of data is huge, you are concerned about data movement, security, and data integrity.
As a Functional Consultant, what would you suggest?

A) Adopt the Oracle Fusion Data Migration solution to move HR, Payroll, and Benefits setup and transaction data. Extend the Oracle solution for custom data migration.
B) Redo the configuration for the entire setup data in Oracle fusion. Adopt conversion process for transaction data.
C) Adopt Oracle Fusion Data Migration solution to move HR setup and transaction data. There is no delivered solution available for Payroll and Benefits data migration.
D) Propose a new data migration solution because there is no delivered solution available for upgrades.

2. Fusion security authorizes end users to access which securable application artifacts created using Oracle Application Development Framework (Oracle ADF)?

A) Multiuser permission with validation of password length, alphanumeric, and special character usage
B) Set of users requesting access based on the job level
C) individual permission to access web services and webpages only
D) Individual permissions to access work areas, dashboards, task flows, pages, reports batch programs, and BI subject areas
E) Individual permission to reset their password for the login application

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

4. Select three statements regarding Workforce Directory management.

A) Is designed to house all data, including talent data and data from other Oracle and third-party HR applications
B) Is designed to support workers that provides access to a 360-degree view point-in-time evaluation of worker performance
C) Provides a graphical organization chart that shows an easy and fully integrated view of all information related to an employee
D) Provides a collaborative framework that allows workers to build their own internal social network and connect with other domain experts and colleagues with similar interests
E) Support development plans for employees to track their personal growth and career development
F) Has powerful keyword search that provides access to a 360-degree view of the employee

5. There are two legal employers identified for your current application implementation. The legal employers have inherited the number generation method set at the enterprise. However, there is a need to override the number generation method at the legal employer level.
Identify two options where an override can be done.

A) Manual worker-number generation for a legal employer can be selected any time.
B) No condition. The worker generation method Can be changed to automatic at any time.
C) The employment model selected should be a two-tier one.
D) The employment model selected should be a three-tier one.
E) No employee or contingent worker work relationships should exist for that legal employer.

Solutions: