Employee Management and Recruiting Strategies

Oracle HCM Cloud | Business Process - Certification Exam Reviewer

• Question 1: Members of a graphic design learning community can upload videos, make the community private, delete the community page, or invite members from other communities.

• Question 2: The Director of Learning creates a Leadership Skills learning community for the Sales team to improve leadership training.

• Question 3: Absence plan eligibility should be based on employment attributes like Length of Service and Age, if those values change over time.

• Question 4: A Compensatory Plan tracks earned compensatory time, such as overtime, which can be used for time off.

• Question 5: Sourcing in the recruiting strategy creates compelling job descriptions and attractive career sites.

• Question 6: The desired outcome of the recruiting strategy is to hire the best candidates as quickly as possible, minimizing time to fill requisitions.

• Question 7: Employees can access Absence Calculation Rules and Balance Adjustment Requests besides reviewing and adding absence information.

• Question 8: An HR Specialist can add goals to an employee's development plan, along with the employee and manager.

• Question 9: Compensation history displays four groups: Payroll, Recurring Payments, Benefits, and Other Compensation.

• Question 10: Performance evaluation criteria include role, communication style, goals, skills and employee self-assessment of performance improvement throughout the year.

• Question 11: Once an employee finishes their performance self-evaluation, it goes to their HR Business Partner.

• Question 12: The Hire to Retire process involves managing an employee's life cycle and their talent profile, in addition to benefits and compensation.

• Question 13: The initial critical path of payroll processing is the electronic fund transfer (EFT) process.

• Question 14: The HR Business partner asked the employee to schedule a call with the mentee's manager, as well as set up regular calls with the mentee, in addition to reviewing and completing the Mentoring plan.

• Question 15: Payroll entries can be updated manually, via the HCM Data Loader or HCM Spreadsheet Data Loader, or through payroll batch loader.

• Question 16: Managers can access employee goals, performance evaluations, and career preferences statements to support employee development.

• Question 17: Employees can update their Talent Profile skills, qualifications, competencies, and accomplishments by navigating to their career preferences.

• Question 18: People referred to a job requisition, or added to a requisition but haven't completed their application, are labeled as applicants.

• Question 19: The phases and statuses through which candidates go through in the hiring process are called Candidate Selection Process.

• Question 20: Employees can manage and update goals, share goals with colleagues, and update the progress of their goals when their manager assigns a goal.

• Question 21: Entering and submitting worked time results in calculated time converted to paid amounts.

• Question 22: Some absences affect an employee's net pay; absence management and payroll are connected.

• Question 23: The report Employee Absence Analysis is used to monitor absence trends and analyses.

• Question 24: A Talent Review template's dashboard needs talent score rating, potential vs. performance, risk of loss vs. impact of loss, and succession plans/talent pools.

• Question 25: To prepare a Talent Review meeting, data like promotion/salary increase history, potential assessments, and risk of loss assessments is essential.

• Question 26: An employee selects benefits options through election.

• Question 27: Payroll processes benefits selections that impact net pay.

• Question 28: The Review Separation Data section of the Employee Separation process uses employee data for decisions on recruitment, retention, and employee management.

• Question 29: Finalize Compensation Payout, is a step in the Employee Separation Process.

• Question 30: Goal management system types of goals are both Organizational and Performance and Individual and Performance.

• Question 31: Goals are assigned to a new hire during performance document creation.

• Question 32: Goals are assigned to an employee when performance ratings are shared.

• Question 33: Oracle's chatbot is called Oracle Digital Assistant.

• Question 34: Column order in the budget worksheet can be changed by dragging columns to the desired position.

• Question 35: A maximum of 5/four budget pulls can be tied to a compensation component in a workforce compensation plan.

• Question 36: Defined Amount is passed from benefits enrollment to payroll.

• Question 37: HCM Spreadsheet Data Loader and Payroll Batch Loader can be used to enter employee time.

• Question 38: Two ways to correct an incorrect payroll processing are Rollback and Reversal.

• Question 39: The number of plans a manager can access for compensation allocation is based on the plans the line manager has access to and the manager's eligibility.

• Question 40: Benefit system structure elements are plan type, program, option, eligibility profile, derived factor, and plan.

• Question 41: Legal Entity is the highest level for restricting life event use.

• Question 42: An Eligibility Profile is tied to an age-derived factor.

• Question 43: Pending Workers can be manually added, or come from recruiting.

• Question 44: Mass Upload Employees, add pending worker, and hire employee are ways to add new employees to the HR system.

• Question 45: Worker Hire Dates, manager feedback, and workforce review content are needed for a successful Talent Review meeting.

• Question 46: Employees can copy previous time cards or same period from previous year, last month, or copy other time cards.

• Question 47 : Time and labor options include Web Clock, element entry, and time cards.

• Question 48: Budget amounts are determined by employee eligible salaries for each manager.

• Question 49: Wellness is a category for Work Life Mentorship.

• Question 50: The next step after employees set their goals would be for the manager to review and approve them.

• Question 51: The purpose of extending a job offer is to send the offer to the candidate.

• Question 52 : The Line Manager and System administrator along with the employee, can manage absence records.

• Question 53: Specialists and Line Managers, Applicants, and IT security managers are apart from the Human Resources main users of HCM processes.

• Question 54: Drive Candidate Engagement in the Recruit to onboard process precedes Manage Sourcing.

• Question 55: Adaptive Intelligence matches candidates to requisitions based on skills and qualifications.

• Question 1: Salary grades are used to restrict salary increases to defined ranges.

• Question 2: If salary range violation behavior is set to "Warning", the system alerts to out-of-range salary amounts.

• Question 3: Workforce Compensation is used to award job well done qualities.

• Question 4 : Retro Processing recalculates payments.

• Question 5: Compensation is allocated via the Compensation Worksheet.

• Question 6 : Employer and Actuary rates are passed through benefits enrollment and to the payroll system when an employer and employee-share cost selection is made.

• Question 7: Employees can sign up to be mentored by completing a Career and Development Profile.

• Question 8: Employees manage and update goals and communicate their progress to Managers when assigned a goal.

• Question 9: Job is the appropriate type for the Business Development Representative succession plan.

• Question 10: Process Date is always needed regardless of the report or process.