HR Management Strategies Quiz

Oracle HCM Cloud Certification Exam Reviewer

• Employee Created Learning Community: An employee created a learning community on graphic design, opening it to all members. The community was branded, and a video demonstrating a design was uploaded. Members can view and comment on uploaded designs. Another action members can take is to invite others.

• Director of Sales & Learning Enablement Meeting: The Director of Sales and the Director of Learning Enablement met to discuss training needs for direct reports. A need for more leadership training was identified, leading to a leadership learning community creation by the Director of Learning.

• Absence Plan Eligibility: Absence plan eligibility should be based on time-dependent data (e.g., Length of Service, Age), since these values may fluctuate.

• Compensatory Time Tracking: An Accrual Plan is used to track earned compensatory time, specifically overtime paid in days or hours off.

• Recruiting Strategy Process: The key part of a recruiting strategy is creating attractive and informative job descriptions and career sites. The goal is to quickly hire the best candidates, minimizing time to fill requisitions.

• Employee Access to Absence-Related Data: Employees have access to Balance Adjustment Requests and Plan Balances, as well as being able to add and review existing absences. They do not have access to Absence Calculation Rules.

• Security Roles and Employee Profiles: Information on security roles for employees and managers. Employee profiles should be kept as confidential as possible, allowing only employees and managers to view them.

• HR Administrator Created Performance Evaluation Process: A performance evaluation process was created to match employee competencies and evaluate how well an employee has improved throughout the year. The process allows employees to rate their competencies, but other criteria such as Goals, Job Role, or Communication Style could also be necessary.

• Next Role for Employee Performance Evaluation Feedback: After completion of the self-evaluation, the evaluation is given to the employee's HR Business Partner.

• Hire to Retire Process: Two elements are involved in the Hire to Retire process: managing the employee lifecycle, and managing the employee's benefits and compensation.

• Payroll Processing Critical Path: The first critical path in payroll processing is the electronic fund transfer (EFT) process.

• HR Support for New Mentoring Relationships: A new mentee request can be scheduled.

• Employee Element Entry Updates: There are three ways to update employee element entries: manually or through HCM Data Loader or HCM Spreadsheet Data Loader, Payroll Batch Loader, or automatically.

• Manager Employee Communication for Development: Managers have access to employee goals, Performance evaluations, and employee career preferences, facilitating more effective employee development conversations.

• Updating Employee Talent Profiles: Employees can update their talent profiles to add/edit/update skills, qualifications, competencies, and accomplishments.

• Referrals and Job Applications: The term used to describe candidates added to a job requisition who haven't completed their applications is referred to as "referred".

• Candidate Process Terminology: Oracle HCM Cloud uses the term "Candidate Selection Workflow" to define the different phases and statuses a candidate goes through during the hiring process.

• Employee Goal Management: Employees can manage their goals and communicate progress with each other and managers.

• Employee Compensation Reporting: Reported time can be converted to net pay.

• Impact of Absences on Net Pay: Some absences will impact employee net pay.

• Absence Trend Analysis: The absence monitoring report is used to follow and analyses absence trends.

• Talent Review Template Components: In order to effectively create the talent review template for employees, the dashboard should contain Talent Score rating, Potential vs. Performance, risk of loss against impact of loss, succession and talent pools.

• Talent Review Meeting Data Preparation: For an effective talent review meeting for managers, data such as last time there was a promotion / salary increase, potential assessment, risk of loss assessment and employee location are required.

• Employee Benefit Enrollment: The term used to describe the process of an employee choosing benefit options is "election".

• HCM Benefits Processing: The Payroll module within HCM is responsible for processing employee-selected benefits, affecting net pay.

• Employee Separation Data Usage: Employee data is used in the employee separation process to help support decision-making in recruitment, retention, and employee management.

• Employee Separation Process Steps: The separation process includes several steps, such as reconciling absence records, finalizing compensation payouts, transfer employee procedures, and updating any applicable benefits options.

• Goal Management System: The system should facilitate employee and organizational goal alignment. It allows goals to be assigned and tracked for both individuals and organizations.

• Goal Assignment during Employee Lifecycle: Employee goals get assigned to a new hire employee during the applicant/employee lifecycle phase when the performance document is created and the performance ratings are shared.

• Goal Assignment Process: Employee goals are assigned when the performance document is created and are shared after the performance rating is shared with the employee.

• Oracle Chatbot: Oracle's chatbot is called Oracle Digital Assistant.

• Budget Worksheet Column Order Changes: Budget worksheet column order changes can be accomplished by dragging the columns to the desired positions.

• Compensation Limit Information: Company rules can be defined that prevent employees' compensation values outside the salary range.

• Compensation Award Management: Compensation awards (like the quality award) are managed in the cloud compensation areas.

• Employee Benefits Structure: The structure of benefits systems comprises plan type, program, options, eligibility profile, and derived factor/plan.

• Life Event Restrictions: Life events additions can be restricted by department, legislative data group, and legal entity level in the system.

• Age-Based Benefit Determination: Age-derived/relevant factors determine benefit eligibility for employees 21 years of age, or older.

• New Employee Onboarding: New hires are added to the HR system via converting pending workers, mass uploading of employees, pending worker self-registration, and/or hiring the employee.

• Talent Retainment Strategy: A strategy to create a plan for retaining top-performing employees in the company. The plan creation involves using worker hire dates, manager feedback, and worker salary information as reference.

• Time Card Information Copying: An employee can copy their current time card information by copying the same period from the past month, year/ or a previous time period as reference.

• Time and Labor Processing Options: Three options exist for entering time for Time & Labor processing: web clock, element entry, and time cards.

• Budgeting Levels for Employee Compensation: You can create budgets based on organization policies, worker levels, plan level/manager level, or with administrator approval, with consideration given to employee eligible salaries.

• Mentorship Program Location: Mentorship falls under the workforce's work life aspect.

• Manager Goal Management Process: Managers play a role in managing employee goals and monitoring them throughout the year. Employee create goals during review periods, and managers provide approval.

• Job Offer Extension Information Management: Information regarding Job offer extensions includes expiration date, detailed offer information, and a targeted start date.

• Absence Management Administration: HR Specialists, Line Managers and System Administrators can manage absence records.

• Candidate Profile Creation: Candidates' application/job profiles need data such as Applicant(s), Prospect(s), Candidate(s), and Referrals which can be labelled.

• HR Processes Other Users: HCM System Administrators, IT Security Managers, and Applicants are part of the HCM processes alongside HR specialists and line managers.

• Recruit to Onboard Process Step Order: Steps in the process from Recruit to Onboard, immediately before Manage Sourcing, include: Perform Intelligent Screening, Drive Candidate Engagement, Determine Workforce Need, and Onboard New Hire.

• Candidate Matching Procedure: The process of matching candidates with a requisition considers their skills and qualifications using skills, resumes matching, adaptive intelligence, or matching through best fit.

Test your knowledge on effective HR management practices, focusing on leadership learning communities, absence plan configurations, and recruiting strategies. This quiz covers essential topics for enhancing employee engagement and performance within organizations.