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NEW QUESTION # 15
Once an employee makes their benefit election, rates will be passed to payroll. What rate from benefits enrollment gets sent to payroll?
- A. Defined Amount
- B. Amount
- C. No rate gets sent to payroll
- D. Communicated Amount
Answer: D
Explanation:
Once an employee makes their benefit election, the communicated amount from the benefits enrollment process is sent to payroll. This communicated amount is the rate associated with the employee's benefit election and is used to calculate the deductions for the benefit. This rate is sent to payroll along with the relevant information about the employee's benefit election, so that the payroll system can accurately calculate the deductions for the benefit.
According to Oracle HCM documentation1, communicated amount is the amount that the participant is told to expect for their contribution or distribution. It may be different from the defined amount, which is the amount that is defined for the rate2.
According to Oracle Support3, communicated rate is defined as per pay period with element frequency rules and it should be calculated properly in Benefits Self Service > Rates > Communicated Amount.
https://docs.oracle.com/cd/F13810_02/hcm92pbr29/eng/hcm/hbbn/task_SettingUpBenefitRates-6e7f4e.html
NEW QUESTION # 16
An employee just got requested to be a mentor and is excited for the opportunity. The employee looks up the mentee's talent profile but does not know how to begin establishing a relationship with her mentee. The employee has decided to reach out to the HR Business partner, and was informed that she can do one of the following. What did the HR Business partner ask the employee to do?
- A. Schedule a call with the mentee's manager.
- B. Schedule time with the HR Business Partner to design a plan.
- C. Set up regular calls with the mentee.
- D. Review and complete the Mentoring plan.
Answer: D
Explanation:
a mentoring plan is a set of goals and tasks that a mentor and a mentee agree to work on during their mentoring relationship.
https://docs.oracle.com/en/cloud/saas/human-resources/23a/faurm/mentoring-plans.html
NEW QUESTION # 17
Which of the following is the direct outcome of an employee entering and submitting worked time?
- A. Calculated time is converted to reported time.
- B. Reported time is converted to net pay.
- C. Reported time is converted to calculated time.
- D. Calculated time is converted to paid amount.
Answer: C
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
NEW QUESTION # 18
The Director of Sales and the Director of Learning Enablement have a meeting to discuss future training needs for the direct reports of the Director of Sales. They notice a desire in this team to have more leadership training. The Director of Learning decides that a learning community on Leadership would bebeneficial for the team. What type of learning community does the Director of Learning create to enable this?
- A. My Learning
- B. Self-Service
- C. Catalog
- D. Leadership Skills
Answer: D
Explanation:
Explanation
The Director of Learning creates a learning community on Leadership to provide leadership training for the team of the Director of Sales. In Oracle HCM, a learning community can be created as a collection of learning objects, such as courses, videos, documents, and discussions, that are related to a particular topic. The learning community can be accessed by employees to gain knowledge, share information, and collaborate with others who have a common interest or goal.
NEW QUESTION # 19
Which report is used to monitor absence trends and analyses?
- A. Employee Absence Analyses
- B. Absence Trends Report
- C. Absence Monitoring Report
- D. Leave Time & Balances Report
Answer: B
Explanation:
Explanation
The Absence Trends Report is used to monitor absence trends and analyses. This report provides details about employee absences, including the type of absence, duration of the absence, and the reason for the absence. The report also provides a summary of the total number of absences and the average number of days absent for each employee. This report can be used to identify any patterns or trends in employee absences and to help managers better understand their employees' absence patterns.
NEW QUESTION # 20
At what stage in the Goal Management process flow are goals assigned to an employee?
- A. After the applicant life cycle
- B. After the employee life cycle
- C. When the performance rating is shared
- D. When the performance document Is created
Answer: B
Explanation:
Explanation
This allows the employee to be aware of the goals they need to accomplish and that they have the necessary resources to do so. Goals can be assigned to an employee manually or automatically, depending on the organization's goal management process.
NEW QUESTION # 21
What is the purpose of extending a job offer?
- A. Add more details to the offer
- B. Change the targeted start date
- C. Send the offer to the candidate
- D. Increase the expiration date of the offer
Answer: C
Explanation:
Explanation
Extending a job offer is the process of formally offering a position to the applicant. This is typically done in writing, either by email or by sending a job offer letter. The purpose of extending a job offer is to provide the candidate with all the necessary information they need to make an informed decision about whether or not they will accept the position.
NEW QUESTION # 22
An employee has created a learning community about graphic designing. She has kept the community open to members. She branded the community and uploaded a video to show how a particular design was created.
Members of that learning community have the option to view and comment on the designs that are uploaded.
What is another action that members can do to the learning communities they are a part of?
- A. Upload videos
- B. Delete the community page
- C. Make the community private
- D. Invite members from another community to share feedback
Answer: D
Explanation:
Explanation
Members of a learning community can invite other members to join and contribute to the community. This helps to build engagement, collaboration, and social learning within the community. Members can share their experiences, best practices, and feedback with others, which can help to foster a sense of community and build a culture of continuous learning. Other actions that members can take include posting questions, sharing resources, and creating or joining sub-groups within the community.
NEW QUESTION # 23
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?
- A. Administrator-Level budgeting
- B. Manager-Level budgeting
- C. Plan-Level budgeting
- D. Worker-Level budgeting
Answer: D
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
NEW QUESTION # 24
Which part of the Employee Separation process uses employee data to help with the decisions on recruitment, retention, and employee management?
- A. Review Workforce Information
- B. Report on Employee Data
- C. Review Separation Data
- D. Analyze Workforce Trends
Answer: A
Explanation:
Explanation
This part of the Employee Separation process involves analyzing employee data to identify recruitment needs, retention strategies, and efficient employee management. This process requires an understanding of workforce trends and current employee data to ensure that the separation process is carried out in a timely and effective manner.
NEW QUESTION # 25
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?
- A. Succession Plans & Talent Pools
- B. Risk of loss vs. Impact of loss
- C. Talent Score Rating
- D. Potential vs. Performance
Answer: B
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
NEW QUESTION # 26
The employee's career development is crucial to your organization as it's a way to retain your top-performing employees at your company. You would like for the Manager and employee to be in communication on this topic on a quarterly basis and be aware of what open roles within the company their direct reports would be a strong fit for. In order to put actions into conversations when it comes to the development of an employee, what employee information do Managers have access to?
- A. Roles of interest
- B. The employee's career preference statement
- C. Goals
- D. Performance evaluation
Answer: A
NEW QUESTION # 27
Once a manager arrives on the compensation landing page, what controls the number of plans that the manager has access to allocate compensation?
- A. Based on whether the manager is eligible for the plan
- B. Based on the plans that the Line Manager has employees eligible for
- C. All active plans for the current year
- D. Based on a Compensation Manager granting a Line Manager access to the plans
Answer: D
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 factors such 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
NEW QUESTION # 28
Which part of Work Life does Mentorship fall under?
- A. Volunteering
- B. Social Reputation
- C. Personal Brand
- D. Wellness
Answer: C
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/
NEW QUESTION # 29
Company XYZ has found it to be efficient for an employee's profile to contain all relevant information from talent to non-talent content items. An employee would like to update their Talent Profile in the areas of their skills, qualifications, competencies, and accomplishments. Where would an employee go to make those updates within their employee talent profile?
- A. Career Preferences
- B. Healthcare coverage
- C. Degrees
- D. Compensation
Answer: A
Explanation:
An employee can update their skills, qualifications, competencies, and accomplishments in their Career Preferences section of their talent profile. The Career Preferences section allows employees to add or remove skills, update qualifications, and add competencies and accomplishments that they have acquired. This information can be used for career planning, succession planning, and development opportunities.
https://mylearn.oracle.com/exam/oracle-hcm-business-process-foundations-associate-rel-1/44447/106279/160766
NEW QUESTION # 30
What terminology is used to label people who were referred for a job requisition or added to a job requisition but who haven't yet completed their job application?
- A. Candidate
- B. Referred
- C. Prospect
- D. Applicant
Answer: A
Explanation:
Explanation
According to Oracle HCM Business Process Foundations Associate Rel 1 official book, a person who is referred for a job requisition or added to a job requisition is known as a Candidate. Once the person has completed their job application and it is approved by the hiring manager, they are then considered an Applicant.
NEW QUESTION # 31
Which of the following is a step in the Employee Separation process?
- A. Update Benefit Options
- B. Finalize Compensation Payout
- C. Reconcile Absence Records
- D. Transfer Employee
Answer: B
Explanation:
Explanation
According to Oracle HCM Business Process Foundations Associate Release 1, the Employee Separation process includes steps such as finalizing compensation payout, reconciling absence records, and updating benefit options. The last step in this process is to transfer the employee's records to the appropriate department.
NEW QUESTION # 32
What terminology is used to label people who were referred for a job requisition or added to a job requisition but who haven't yet completed their job application?
- A. Referred
- B. Prospect
- C. Candidate
- D. Applicant
Answer: B
Explanation:
A prospect is someone who has expressed interest in a job requisition but has not yet applied. A prospect can be referred by an employee, added by a recruiter, or invited by a hiring manager. A prospect can also be someone who has created a profile on a career site but has not yet submitted an application. A prospect can become an applicant by completing and submitting an application for a job requisition.
https://docs.oracle.com/en/cloud/saas/talent-management/22c/faush/job-requisition-phases-and-states.html
NEW QUESTION # 33
A Manager has been invited to be a participant for a Talent Review Meeting for the team. The Manager needs to start to prepare the date for the Talent Review meeting. What data is needed when it comes to preparing and conducting a Talent Review meeting?
- A. Location of employees
- B. Potential assessment
- C. Risk of loss assessment
- D. Last time there was a promotion/salary increase
Answer: B
Explanation:
Explanation
A potential assessment is needed to help the Manager understand the strengths and weaknesses of their team members, and to identify areas where they can help them grow. Other data that may be needed when preparing and conducting a Talent Review meeting includes Last time there was a promotion/salary increase, Risk of loss assessment and Location of employees.
NEW QUESTION # 34
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?
- A. Administrator-Level budgeting
- B. Manager-Level budgeting
- C. Plan-Level budgeting
- D. Worker-Level budgeting
Answer: B
Explanation:
Explanation
According to Oracle HCM Business Process Foundations Associate Rel 1, when creating budgets in Workforce Compensation, you need to select the Manager-Level budgeting option in order for the budget amounts to be determined by employee eligible salaries for each manager. Thisoption allows for the budget amounts to be calculated based on the salaries of the employees who report to each manager.
NEW QUESTION # 35
Other than the employee, which two other users can manage absence records on behalf of the employee?
- A. System Administrator
- B. HR Specialist
- C. Rewards Specialist
- D. Line Manager
Answer: B,D
Explanation:
According to Oracle HCM Business Process Foundations Associate Rel 1, other than the employee, the HR Specialist and Line Manager can manage the employee's absence records. This includes entering, modifying, and approving absence information.
https://support.oracle.com/knowledge/Oracle%20Fusion%20Applications/1998783_1.html
NEW QUESTION # 36
When creating absence plan eligibility, what do you need to base it on, if the value changes over time, such as Length of Service and Age?
- A. Derived Factor
- B. Personal Attributes
- C. Employment Attributes
- D. Formula
Answer: A
Explanation:
Derived Factors are used in absence plan eligibility when the value changes over time. According to the Oracle Human Resources Cloud documentation, Derived Factors are used to calculate the value of an attribute, such as Length of Service or Age, based on information that is stored in the system (e.g. hire date). The link you provided gives a detailed explanation of how Derived Factors are used in absence plan eligibility.
https://docs.oracle.com/en/cloud/saas/human-resources/23a/faiam/how-you-configure-eligibility-for-absence-plans.html
NEW QUESTION # 37
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