An employee starts employment with her company in France next month. She was employed by the enterprise in the United States for several years but resigned two years ago. Which statement is correct about the person number for the employee?
The employee continues with her old person number if a global sequence is used for person number.
The employee gets a new person number for her employment in France if the legal employer sequence is used for person number.
The employee has a person record with the enterprise, so she will continue with the same person number.
The employee’s new person number will be her previous number suffixed by -1.
Full Detailed In-Depth Explanation:
In Oracle Global Human Resources Cloud, the person number is a unique identifier assigned to an individual within the system. The generation of person numbers can be configured at the enterprise or legal employer level using the "Manage Enterprise HCM Information" or "Manage Legal Entity HCM Information" tasks in the Setup and Maintenance work area. Two common methods for generating person numbers are "Global Sequence" (a single sequence across the enterprise) and "Legal Employer Sequence" (a separate sequence for each legal employer).
Option A: If a global sequence is used, the person number is unique across the enterprise, and typically, a rehired employee might retain their old number if their person record remains active and linked. However, since this employee resigned two years ago, her work relationship with the U.S. legal employer ended. When rehired in France under a different legal employer, Oracle HCM does not automatically reuse the old person number unless explicitly configured to recognize prior records across legal employers, which is not the default behavior for rehires in different jurisdictions.
Option B: When the legal employer sequence is used, each legal employer maintains its own sequence for person numbers. Since the employee is starting employment with a new legal employer in France, she will receive a new person number specific to that legal employer’s sequence, regardless of her previous employment in the U.S. This is the correct behavior as per Oracle’s employment model, where person numbers can differ across legal employers unless a global sequence is enforced and prior records are explicitly linked.
Option C: While the employee has a prior person record with the enterprise, resignation typically ends the active work relationship. When rehired under a different legal employer, a new person number is generated unless the system is configured to reuse the old number (e.g., via global sequence and specific rehire rules). The default behavior does not assume continuity of the same person number across legal employers after a resignation.
Option D: Oracle HCM does not automatically suffix a previous person number with "-1" or any similar pattern for rehires. Person number generation follows the configured sequence method, not a manual or derived modification of prior numbers.
Thus, the correct answer isB, as the legal employer sequence method generates a new person number for the employee in France. This aligns with the documentation in "Implementing Global Human Resources" (e.g., section on Person Number Generation in the Manage Legal Entity HCM Information task).
The Promote transaction was configured by using Page Composer to require the location field. Another change was made to the transaction by using Transaction Design Studio, which indicated that the location field must be hidden when a manager uses the Promote transaction. How does the system determine how the user interface will render?
When a user tries to use the Promote transaction, the page will error when loading.
If modifications were made in both tools and the changes conflict, the result will be inconsistent behavior.
Transaction Design Studio configurations always override Page Composer configurations.
Page Composer configurations always override Transaction Design Studio configurations.
If modifications were made in both tools and the changes conflict, the last change created in either tool will be applied.
Full Detailed In-Depth Explanation:
Oracle HCM Cloud allows UI customizations via Page Composer (for page-level changes) and Transaction Design Studio (for transaction-specific rules). When conflicting changes occur—e.g., Page Composer making the location field required and Transaction Design Studio hiding itfor managers—the system resolves this based on the timestamp of the last modification. The documentation states that if modifications from both tools conflict, the most recent change (based on creation or update date) takes precedence, regardless of the tool used. This ensures predictable behavior without requiring a strict hierarchy between the tools.
Option A (page error) is incorrect as the system doesn’t crash—it resolves conflicts silently. Option B (inconsistent behavior) is misleading because Oracle provides a clear resolution mechanism. Option C (TDS always overrides) and Option D (Page Composer always overrides) are incorrect because precedence isn’t tool-specific but time-based. Option E accurately reflects Oracle’s behavior: the last change applied in either tool wins, aligning with the customer’s observed UI rendering.
Challenge 2
Manage Legal Entity
Scenario
The newly acquired company that manufactures spring hinges for spectacles in Michigan will be its own legal entity. You need to create a legal entity for this company.
Task
Create a legal entity in the HCM system that will be its own Payroll Statutory Unit, where:
The name of the legal entity is X Cloud vision
The identifier is XCLDVIS
The legal address is, as previously created
The EIN or TIN is 93654213X
The Legal Reporting Unit Registration Number is 1212321X
See the solution in Explanation below.
This task requires creating a legal entity in Oracle Global Human Resources Cloud for a newly acquired company,X Cloud Vision, that manufactures spring hinges for spectacles in Michigan. The legal entity must also be its ownPayroll Statutory Unit(PSU), with specific details provided: name, identifier, legal address (previously created), EIN/TIN, and Legal Reporting Unit Registration Number. Below is a verified, step-by-step solution based on Oracle’s official documentation, ensuring accuracy and compliance with the system’s functionality as of the latest releases
Step-by-Step Solution
Step 1: Log in to Oracle Fusion Applications
Action: Log in to Oracle Fusion Applications using a user account with privileges such asApplication Implementation ConsultantorHCM Application Administrator. These roles grant access to the Setup and Maintenance work area.
Explanation: TheSetup and Maintenancework area is the central hub for configuration tasks, including managing legal entities. The user must have permissions to access theWorkforce Structuresfunctional area and theManage Legal Entitytask. Roles likeApplication Implementation Consultantinclude the necessary privileges (e.g.,Manage Legal Entityduty role).
Verification: Oracle documentation confirms that setup tasks require specific security roles, and theManage Legal Entitytask is restricted to authorized users.
Your customer wants to know how many employees are leaving the organization on their own. Identify the correct sequence of steps that you need to perform to meet this requirement.
Create a new action > Create a new reason and use it during termination.
Create a new action type > Create a new action > Create a new action reason and use it during termination.
Create a new action reason and associate it with the available action type. Use it during termination.
Create a new action type > Create a new action reason and use it during termination.
Create a new action > Associate it with an existing action type > Create a new action reason and use it during termination.
Full Detailed in Depth Explanation:
To track voluntary terminations in Oracle HCM Cloud, you need to configure Actions and Action Reasons to categorize terminations accurately, then use reporting to analyze the data.
Option C ("Create a new action reason and associate it with the available action type. Use it during termination") is correct. The simplest and most accurate sequence is:
Use an existing Action Type (e.g., Termination).
Create a new Action Reason (e.g., "Voluntary Resignation") in "Manage Action Reasons."
Associate it with the Termination Action Type.
Apply this reason during termination processes. This leverages existing setups efficiently, as explained in the "Implementing Global Human Resources" guide.
Option A omits associating the reason with an Action Type.
Option B overcomplicates by creating a new Action Type, which isn’t necessary.
Option D skips creating an Action, which is required for proper tracking.
Option E reverses the logical order and assumes an unnecessary new Action.
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