HR Management Quiz

Oracle HCM Cloud Certification Exam Reviewer

• Learning Community: An employee created a learning community for graphic design. Members viewed video tutorials and uploaded designs. Members could also upload videos and comment on the work.

• Community Options: Members could also make the community private, delete the community page, or invite members from other communities.

• Director of Sales Meeting: The Director of Sales and Learning Enablement met to discuss training needs for the sales team. A learning community focused on leadership training was deemed beneficial.

• Absence Plan Eligibility: When creating absence plan eligibility, use Employment or Personal Attributes as a basis. Consider elements variable over time, like Length of Service or Age.

• Compensatory Time Off: An Accrual Plan tracks earned compensatory time, such as overtime, that can be used for days or hours off. Agreement plans are not used for that.

• Recruiting Strategy Information: The recruiting strategy process focuses on creating compelling job descriptions and attractive career sites. These pieces should be informative and attention-grabbing.

• Desired Recruiting Outcome: The Recruiting Strategy aims for the lowest possible average time to fill requisitions and successfully hire the best candidates.

• Employee Absence Access: Employees can access absence balances and review existing absences, in addition to requesting and reviewing.

• Security Roles: Employee profiles are kept confidential and viewed by employees and managers only. HR Specialists can add goals to employee development plans.

• Compensation History Display: Compensation history displays Payroll, Recurring Payments, Benefits, Stock, and Salary.

• Performance Evaluation: An HR Administrator designed a performance evaluation process for employee roles aligned with competencies. The evaluation shows an employee's improvement throughout the year. The evaluation process includes areas of required competencies and other required criteria.

• Performance Process Flow: The performance process flow simplifies the process for providing employees, HR, and managers' feedback. Feedback follows the process of self-evaluation by the employee.

• Hire-to-Retire Process: The Hire-to-Retire process involves managing the employee lifecycle, managing the employee's talent profile, adding new hires, and managing the employee's benefits and compensation.

• Payroll Processing: The first critical step in payroll processing is the Electronic Fund Transfer (EFT) process. Calculating payroll, prepayments, and arching periodic payroll results follow.

• Mentorship Program: When an employee is assigned a mentee, they must schedule a call with the mentee's manager and review the mentoring plan.

• Updating Payroll Data: Payroll data can be updated manually, with HCM Data Loaders or HCM Spreadsheet Data Loaders, Payroll Batch Loaders, or through automated systems.

• Manager's Access to Employee Information: Managers have access to employee goals, performance evaluations, and career preference statements.

• Talent Profile Updates: Employees can update their talent profiles with skill, qualification and competency information, along with their accomplishments.

• Referrals: People referred for a job requisition but did not complete an application are classified as applicants.

• Hiring Process Terminology: Candidate Hiring Workflow, Candidate Selection Workflow, Candidate Hiring Process, and Candidate Selection Process are used to describe the hiring process statuses.

• Employee Goal Actions: Employees can use the following actions on goals assigned by their manager: manage and update their goals share their goals with colleagues, and create new goals.

• Reported Time Conversion: When an employee submits worked time information it's converted for payroll to net pay.

• Absence Trends Reports: Absence trends and analyses are monitored using absence trend reports, leave time and balance reports, absence monitoring reports and employee absence analyses reports.

• Talent Review Template Data: A Dashboard showing talent score rating, potential vs. performance, risk of loss vs. impact of loss, and succession plans and talent pools would be beneficial.

• Talent Review Meeting Data: Needed for a talent review meeting are promotion/salary increase history, potential assessments, risk of loss assessments, and employee locations.

• Benefit Elections: An employee's election of benefit options falls under the term "election."

• Benefit Processing: The payroll system processes benefits selections, which will impact an employee's net pay. Payroll is the module within HCM responsible for this.

• Employee Separation Process Steps: Employee Separation processes include Reconciling Absence Records, Finalizing Compensation Payout, and Transferring Employees. Data on employee separation will help to support recruitment, retention, and employee management.

• Goal Management System Types: A goal management system can be aligned with an employee's performance and the company. Two types of goals are Individual and Organizational.

• Goal Assignment Timing: Goals are assigned to employees when the performance document is created, when performance ratings are shared, after the employee life cycle or after applicant life cycle depends on the Goal Management Process.

• Oracle Chatbot Name: The name of Oracle's chatbot is Oracle Digital Assistant.

• Budget Worksheet Column Order: To change the order of columns in the budget worksheet, drag and drop them into the desired order.

• Compensation Rate Reporting: Payroll receives a rate from the benefits election.

• Time Tracking Options: To enter employee time into the system use HCM Data Loader, SQL Loader, HCM Spreadsheet Data Loader, or Payroll Batch Loader.

• Wrong Payroll Information Correction: Rollback and Reversal can correct issues in payroll processing.

• Compensation Allocation: Line managers can grant access to plans through Compensation Manager.

• Benefits Structure: The organization's benefit structure involves plan type, program, option, eligibility profile, and derived factor.

• Life Event Restrictions: Limit organizational use of new life events at the department, Legislative Data Group, job or Legal Entity level.

• Age-Derived Benefit Determination: The age-derived factor determines benefits for those 21 years or older. Benefit Objects used relate to options, plans, benefits programs, and eligibility profiles.

• New Employee Addition to HR System: New employees can be added using the method of converting a pending worker, uploading employees in bulk, adding pending worker, hiring employees, and employees self-registering.

• Talent Retention Plan: A talent retention plan should include worker hire dates, manager feedback, worker salaries and meeting review content.

• Time Card Copying Methods: Employees can copy time cards by copying previous time cards either from a prior period of the current year, last month or from prior time card.

• Time and Labor Options: Web Clock, Element Entry, Time Cards and Time Sheets are the options for entering time for Time and Labor processing.

• Budget Levels: To align employee salaries with budget amounts in workforce compensations, manager-level budgeting is required to determine costs associated with individual employees.

• Mentorship Department: Mentorship is part of the Work Life component.

• Manager Goal Role: Managers monitor an employee's goals throughout the year. Employees can create their own goals during performance reviews. After employees set their goals, the next step is for HR to review and approve those goals and add them to the employee's profile so the goal can be managed.

• Job Offer Extension Purpose: Extending a job offer increases the offer's expiration date, adds offer details, changes the targeted start date for the job candidate or sends the offer to the candidate.

• Personnel Access to Absence Records: Besides the employee two other users with access to absence records are the Rewards Specialist, Line Manager, System Administrator, or HR Specialist.

• HCM Process Users: The primary users within the HCM system are Human Resources Specialists and Line Managers, along with applicants, IT Security Managers and Employees.

• Recruit to Onboard Steps: Talent Acquisition steps preceding the Manage Sourcing step in the Recruit to Onboard process are Intelligent Screening, Driving Candidate Engagement, and Determining Workforce Need activities.

• Candidate Matching: Adaptive Intelligence, Resume Matching, and Finding Best Fit can be used to match candidates to requisitions based on their skills and qualifications.

• Payroll Time Recording: The Time Card mechanism is used to record the time an employee worked.

• Salary Range Control: To enforce a proper salary range, use the Salary Range Violation Behavior set to Error, or assign a Warning.

• Quality Award Allocation: Compensation awards are implemented using the Total Compensation, Workforce Compensation or Individual Compensation areas (the right area depends on the scope the individual quality award needs to pertain to).

• Compensation Calculation: Compensation recalculation of payments based on back-dated changes is known as Pro-Rated Processing.

• Compensation Allocation Steps: The first navigation for allocating employee compensation during the compensation cycle is the Compensation Worksheet, and this navigation is for Allocate Compensation and Compensation Plan. Compensation is passed through the Compensation Landing Page to the payroll system.

• Employee Benefit Enrollment: Two rates are passed from benefits to the payroll system when someone enrolls in a benefits plan that requires both employee and employer costs: Employer and Employee rates.

• Mentorship Setup: The VP of Diversity and Inclusion can make their mentorship availability known to employees by creating a Mentorship Profile and informing their direct reports.

• Payroll Process Requirements: Period End dates will always be needed for any reports or processes in payroll.

Test your knowledge on Human Resource Management and engagement strategies. This quiz covers topics such as absence plans, recruiting strategies, and effective learning communities. Perfect for HR professionals looking to refresh their skills.