VALID DUMPS 1Z0-1162-1 QUESTIONS - 1Z0-1162-1 EXAM PRICE

Valid Dumps 1z0-1162-1 Questions - 1z0-1162-1 Exam Price

Valid Dumps 1z0-1162-1 Questions - 1z0-1162-1 Exam Price

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Oracle 1z0-1162-1 Exam Syllabus Topics:

TopicDetails
Topic 1
  • OMBPs for HR and Payroll: This section of the exam measures the skills of HR process analysts and covers workforce strategies within HR and Payroll. It includes an explanation of business process flows, design considerations, key takeaways, and metrics to measure workforce trends in these OMBPs.
Topic 2
  • Oracle Cloud Applications and Oracle Modern Best Practice (OMBP): This section of the exam measures the skills of cloud application specialists and covers the offerings and capabilities of Oracle Cloud Applications. It includes an overview of the Oracle HCM suite, explaining its key features, data flow, and integration points within the HCM OMBPs.
Topic 3
  • OMBPs for Talent Acquisition and Talent Management: This section of the exam measures the skills of talent management consultants and focuses on the business process flow from recruit to onboard in Talent Management. It explains the design considerations, key takeaways, and metrics used to identify team skills and candidates within these OMBPs.
Topic 4
  • Oracle Cloud Success Navigator and Oracle Cloud Quality Standards: This section of the exam measures the skills of cloud implementation consultants and emphasizes the importance of Cloud Success Navigator and Cloud Quality Standards for optimizing cloud solutions. It explains how OMBPs are embedded with Starter Configuration to streamline implementation processes.
Topic 5
  • OMBPs for Workforce Management and Rewards: This section of the exam measures the skills of workforce management specialists and focuses on business process flows within Workforce Management. It includes key design considerations, takeaways, and metrics to ensure compliance in Workforce Management OMBPs.

Oracle Fusion Cloud Applications HCM Foundations Associate - Rel 1 Sample Questions (Q22-Q27):

NEW QUESTION # 22
How do Talent Management tools, such as automated reminders, pulse surveys, and in-the-moment check-ins, allow managers to track engagement of their team members?

  • A. Ensure that employees are fully engaged in their role and focused on the tasks they should be performing.
  • B. Promote regular engagement and interactions, while providing opportunities to measure team sentiment.
  • C. Track performance record to identify employees for incentives and rewards.

Answer: B

Explanation:
Comprehensive and Detailed Explanation:Oracle Fusion Cloud HCM providesTalent Management tools that enhance employee engagement through frequent interactions and feedback mechanisms.
* Pulse Surveys & Check-ins:Enable managers to gauge employee sentiment in real time.
* Engagement Analytics:Helps organizations track workplace satisfaction and morale.
* Proactive Workforce Strategies:Encourages frequent communication, reducing employee turnover risks.
References:Oracle Fusion Cloud HCM - Employee Engagement and Performance Management Guide.


NEW QUESTION # 23
How does payroll integration within the Absence Tracking to Compliant Absence Management OMBP help ensure compliance with labor regulations?

  • A. Regulatory reporting generates reports on leave usage and compliance, helping organizations meet legal reporting requirements.
  • B. System calculates and updates leave balances based on attendance, reducing manual errors.
  • C. Absence records are automatically updated in the payroll system, ensuring accurate leave calculations for compensation.
  • D. Managers can define rules for leave accrual and carry-over, tailored to specific employee groups.

Answer: C

Explanation:
Comprehensive and Detailed Explanation:Payroll integration within theAbsence Tracking to Compliant Absence Management OMBPhelps ensure regulatory compliance by automating the synchronization of absence records and payroll data.
* Accurate Leave Calculations:The system automatically updates leave balances based on real-time attendance data, reducing errors that could result in incorrect salary deductions or overpayments.
* Regulatory Compliance:Integration ensures that absence records align with labor laws and organizational policies, reducing risks related to non-compliance.
* Efficiency and Transparency:Automating leave calculations in payroll reduces administrative overhead and enhances transparency in employee compensation.
References:Oracle Fusion Cloud HCM - Absence Management and Payroll Integration Guide.


NEW QUESTION # 24
What is the key benefit of embedding OMBPs in a Starter Configuration?

  • A. Provides a fully customized setup of Oracle Fusion Applications implementations.
  • B. Provides a standard configuration that supports solution-led implementation of Oracle Fusion Applications.
  • C. Provides a platform for customers to access third-party Oracle Fusion Applications configurations.

Answer: B

Explanation:
Comprehensive and Detailed Explanation:OracleObjective Measurement and Benchmarking Practices (OMBPs)in Starter Configuration serve as predefined, industry-standard configurations. These configurations enable organizations to streamline the setup process and adopt best practices without needing extensive customization.
* Accelerated Implementation:By leveraging predefined configurations, organizations can reduce the time required for deployment and minimize setup errors.
* Solution-Led Approach:Provides organizations with a ready-to-use framework that alignswith best practices in enterprise resource planning (ERP) and human capital management (HCM).
* Scalability and Flexibility:While the starter configuration provides a foundation, organizations can still customize settings to meet specific business needs.
References:Oracle Fusion Cloud HCM Implementation Guide - Starter Configurations and Embedded OMBPs.


NEW QUESTION # 25
Which two metrics effectively evaluate the Benefits to Coverage OMBP in Oracle Fusion Cloud HCM?

  • A. Benefits Enrollment Ratio, measures the proportion of eligible employees enrolling in benefits plans.
  • B. Provider Network Size, analyzes the variety of benefits providers available to employees.
  • C. Deduction Accuracy Rate, assesses the precision of payroll deductions for benefits, ensuring correct calculations.
  • D. Time to Process Claims, tracks the duration taken to process and approve benefits claims.

Answer: C,D

Explanation:
Comprehensive and Detailed Explanation:TheBenefits to Coverage Objective Measurement and Benchmarking Practice (OMBPs)in Oracle Fusion Cloud HCM help organizations assess the efficiency and effectiveness of their benefits administration processes. The two most crucial metrics are:
* Time to Process Claims:Measures the average time taken for processing benefits claims. A shorter processing time indicates an efficient benefits system that ensures employee satisfaction.
* Deduction Accuracy Rate:Evaluates payroll deductions' precision for employee benefits. Inaccuracies can lead to compliance issues, employee dissatisfaction, and payroll errors.
References:Oracle Fusion Cloud HCM - Benefits Administration and Payroll Integration Guide.


NEW QUESTION # 26
Which metric helps understand the correlation between data points and is useful in mitigating the risk of resentment and burnout?

  • A. Monthly Overtime Hours that indicates potential overwork.
  • B. Weekly Absences and Overtime Trend that compares weekly absence and overtime patterns.
  • C. Absence and Time - Weekly Trend that monitors short-term absence and time-off patterns.
  • D. Total Sickness and Vacation Trend that provides a holistic view of sick and vacation leave.

Answer: B

Explanation:
Comprehensive and Detailed Explanation:TheWeekly Absences and Overtime Trendmetric provides a comparative view of both absence patterns and overtime trends on a weekly basis. This helps organizations identify potential burnout risks by analyzing the correlation between excessive overtime and increased absenteeism.
* Mitigating Burnout:Employees who frequently work overtime without adequate rest may experience stress, fatigue, and reduced productivity. Tracking weekly trends helps HR teams take proactive measures, such as workload redistribution and wellness initiatives.
* Resentment Prevention:If some employees are consistently required to work overtime while others are frequently absent, it can lead to resentment in the workplace. This metric ensures fair workload distribution.
* Data-Driven Decision Making:Managers can analyze trends and take corrective actions, such as implementing flexible work policies or ensuring fair shift distribution.
References:Oracle Fusion Cloud HCM - Absence Management and Workforce Trends Analytics Guide.


NEW QUESTION # 27
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