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2016 Jun 1Z0-548 Study Guide Questions:

Q21. What type of Life Event should be defined for Compensation Workbench (CWB) to work? 

A. Personal 

B. Checklist 

C. Compensation 

D. Work 

E. Payroll 

Answer: C

Life events of Compensation Type should be used for Compensation Workbench Plans. 

Reference: Oracle Human Resources Management Systems Compensation and Benefits Management Guide, Compensation and Awards Management 


Q22. To define a checklist for a new hire, identify the Table Name that needs to be Included in the live event reason associated with the checklist. 

A. PER_ALL_PEOPLE_F 

B. PER_ALL_ASSIGNMENTS_F 

C. PER_PERSON_TYPE_USAGES_F 

D. PER_PERIODS_OF_SERVICE 

E. PER PAY PROPOSALS 

Answer: C

The PER_PERSON_TYPE_USAGES_F Table should be used, which keeps track on an employee’s person type, associated to the latter at creation of employee record 

Note: There are two tables (per_all_people_f,per_person_type_usages_f) where you can find the person_types for an employee. Developers usually gets misguided to which person_type_id we need to consider.The answer is we should always need to use the table per_person_type_usages_f to retrieve the correct person_id. Though the person_type_id in the two tables appear to be same but they are different and that can perty much mislead us..


Q23. You are the Director of XYZ Company. Identify three standard functionalities available to you through Compensation Workbench Budgeting. 

A. You may choose not to pass down budgets to the managers below you. Instead you can hold the entire amount. 

B. You may choose to pass down the budgets only to those managers reporting directly to you. 

C. You cannot do budgeting using Compensation Workbench. 

D. You may choose to pass down budgets to all the managers below you. 

Answer: ABD

Explanation Budgeting in Compensation Workbench 

Compensation Workbench provides two general styles of budgeting: 

* Automatic Budgeting: use this type of budget if you predetermine budgets prior to giving managers access. For example, you enter a budget of 7.5% for all managers in the west, and 10% for all managers in the east. Auto-issuing budgets gives the compensation professional control over the amount a manager can allocate to reporting employees and creates a uniform compensation distribution across the enterprise. You can set up variable rate profiles to vary the flat percentage or amount based on a variety of eligibility criteria such as location. 

* Roll-Down Budgeting: use this type of budget if you predetermine the initial budget only, and line managers complete the budgeting task. As a compensation administrator, you publish the initial budget with the highest-level manager, or with multiple lower managers. Managers roll the budgets down the hierarchy by distributing the budget. Managers decide the level to which they want the budget to trickle down by selecting the budgeting method on the Budget Task. 

Reference: Oracle Human Resources Management Systems Compensation and Benefits Management Guide, Budgeting in Compensation Workbench 


1Z0-548  simulations

Renewal 1Z0-548 free practice exam:

Q24. How can the number of Special Information Types (SIT) available through a specific Human Resource responsibility be restricted? 

A. Number of SIT available cannot be restricted. Extra Information Types needs to be used for any such requirement. 

B. In Human Resource Responsibility navigate to Security > CustomForm and create a new form with the specific restrictions. Add this custom form to the applicable responsibility using task flow. 

C. In Human Resource Responsibility navigate to the SIT form and delete the SIT structure name that needs to be restricted. 

D. SITs are not available to a specific responsibility until the Register Extra Information Types (EITs) concurrent program is run. Hence do not run this concurrent program for the responsibility where the SIT is not required. 

E. Create a Security profile option and use that for restricting SIT for the given responsibility. 

Answer: B 

Explanation: See step 3 below. 

To set up Special Information Types: 

1.Define each Special Information Type as an instance of the Personal Analysis key flexfield. 

2.Enable the Special Information Types you want to use in your Business Group and select how you want to use them. 

3.Consider whether you want to create customized versions of the windows in which you can enter and display Special Information. These are the Special Information window and the List People by Special Information window. 4.Design the task flows for entering personal information, which should include the Special Information window. 5.Design your navigation menus, including the List People by Special Information window (or your customized versions of it) and the personal information task flows. 6.Consider your special information reporting requirements. A standard Skills Matching report is supplied. This compares the special information, such as skills, held by employees and applicants with the requirements of a job or position. 

Note: Special Information Types (SIT) are categories of personal information, such as skills, that you define in the Personal Analysis key flexfield. 

Reference: Oracle Human Resource Management Systems, Special Information Types, Special Information Setup Steps 


Q25. For company XYZ, the Payroll period is Calendar month and Proration is available in the legislation. An employee in the company has applied for leave from 10-May-2009 to 14-Jun-2009. Based on the payroll period the leave payment must be split between May and June payroll months. How can the payment of the leave be prorated across the payroll periods? 

A. Create the leave element as a non-recurring element and attach appropriate proration event group to the element definition. 

B. Create the leave element as a recurring element with the input value as payroll period start date and payroll period end date to split the leave record across the payroll periods. 

C. Create the leave element as a recurring element and attach appropriate proration event group to the element definition. 

D. Select option: Yes for Allow Absence Overlaps in the Absence Types form (Navigation: Total Compensation > Basic > Absence Types). 

E. Create leave element with multiple entries allowed. 

Answer: C


Q26. Identify the four forms that are available for person type applicant? 

A. Address 

B. Competence Profile 

C. Work Preferences 

D. Assignment 

E. Contact 

Answer: ABCE

B: You can update a worker's competency profile at any time using the Competence Profile window in the forms-based interface. 

C: You can enter work preferences (such as preferred work locations and work hours) for an individual in the Oracle HRMS Work Preferences window. 

Note: The Oracle HRMS competency functions enable you to: 

. Identify and measure consistently the knowledge, skills, and behavior displayed by your work-ers across the enterprise. 

. Speed the deployment process within your enterprise and reduce recruitment costs. You can identify and select workers and applicants on a common basis and match them with opportunities that arise across the whole enterprise. This ensures that an able candidate is not rejected because of a mismatch for one vacancy when other suitable vacancies exist. Ensure your enterprise meets its business goals. You do this by linking the competencies held by your workers into the competencies required to meet the business goals of your enterprise. 

Reference: Oracle Human Resources Management Systems Workforce Sourcing, Deployment, and Talent Management Guide, Talent Management 


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Precise 1Z0-548 :

Q27. An element exists with the classification, "Tax Deduction." The element is not appearing in the Adjust balance element list. Identify two reasons for this. 

A. Adjustment cannot be done for the Element classification "Tax Deduction." 

B. A valid element link is not created. 

C. The element must have an input value of the type date. 

D. If a Payroll is run for the effective date, then the element will not be available in the List of Values (LOV). 

E. The element creation date is later than the current effective date. 

Answer: BE


Q28. An employee is in the China Business Group but the permanent address is in the United States. Can the residential address be stored in the US address style? 

A. The address style cannot be changed since it is based on the employee's assignment location. 

B. The address style cannot be changed since it is based on the location attached to be business group. 

C. The address style can be set to the US address style. 

D. The address style cannot be changed since it depends on the legislation attached to the business group. 

E. The address style cannot be changed since it depends on the location attached to the position associated with the employee. 

Answer: C

When entering an employee address, the address style needs to be chosen. In this respect, the US Address style can be selected to enter the address in US style. 


Q29. Identify the two tasks that can be performed in Compensation Workbench (CWB) 

A. Set Budgets 

B. Review and Submit 

C. Change Supervisor 

D. Change Cost Center 

E. Change Job 

Answer: AB 

Explanation: Typically, there are five tasks performed in CWB : 

* Set Budgets 

* Review and Submit 

* Allocate Compensation 

* Manage Approvals 

* Employee Statements 

Reference: Compensation Work Bench, An Overview 


Q30. Which three types of compensations can you distribute using Compensation Workbench (CWB)? 

A. Salary Increases 

B. Bonus 

C. Expense Payments 

D. Timecard entries 

E. Stock Options 

Answer: ABE

Explanation In an enterprise, you need to compensate and award benefits to eligible employees. Your enterprise determines who is eligible for compensation and awards, and who can allocate them. Most compensation cycles include or exclude certain employees, based on enterprise requirements. Compensation could include salary (A), bonus (B), allowances, vehicle mileage payments, and stock options (E). Allocation of compensation may depend on factors such as current salary, grade, position, time since last pay raise, and other factors. You also need to convey this compensation information to your employees easily. 

Reference: Oracle Human Resources Management Systems Compensation and Benefits Management Guide, Compensation and Awards Management Overview