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Oracle Fusion Global Human Resources 2014 Essentials Sample Questions:

1. A manager in an organization plans to implement a three-tier employment model and wants to ensure that the same attributes are applied to each person in the organization.
What approach will you recommend to meet this requirement?

A) Set the values in employment terms and allow override at assignment level.
B) Don't set the values in employment terms and allow override at the assignment level.
C) Don't set the value, in employment terms and prevent override at assignment level.
D) Set the values in the employment terms and prevent override at assignment level.

2. What verification must be conducted before assigning Job or Abstract Roles?

A) For each job or abstract role, review the Job data that it carries so you understand which users should be provisioned with the job, or which adjustments your enterprise requires before the job can be provisioned.
B) For each job or abstract role, review the grade that it carries so you understand which users should be provisioned with the department, or which adjustments your enterprise requires before the grade can be provisioned.
C) For each job or abstract role, review the department that it carries so you understand which users should be provisioned with the department, or which adjustments your enterprise requires before the department can be provisioned.
D) For each job or abstract role, review the duties, role hierarchy, and policies that it carries so you understand which users should be provisioned with the role, or which adjustments your enterprise requires before the role can be provisioned.
E) For each job or abstract role, review the policies and permission grants that it carries so you understand which users should be provisioned with what policies, or which adjustments your enterprise requires before the policies can be provisioned.

3. Your company is using Oracle E-Business Suite 11.5.10 HRMS for HR, Payroll, and Benefits.
You are looking for a strategic way to upgrade your applications and the main factors for consideration are return on Investment and minimal risk.
In the role of a Business Analyst you have been asked to evaluate the options for upgrading to R12 and moving to Oracle Fusion Applications?
What is the first step in the road map to move to Oracle Fusion Applications?

A) Move all the applications to Oracle Fusion.
B) Move Payroll and Benefits to Oracle Fusion. Adopt the coexistence model with HR on EBS 1 1.5.10.
C) Evaluate R12 for the value it would add to the current investment.
D) Move any of the core modules, such as HR, payroll, or benefits, to Oracle Fusion. Later, move other modules to Oracle fusion.

4. What does Oracle Platform Security provide enterprise product development teams, systems integrators (SIs), and independence software vendors (ISVs)?

A) data security
B) segregation of duties
C) confidential data
D) provisioning
E) web services and WebPages

5. 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) 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.
B) 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.
C) 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.
D) 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.
E) 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.

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