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Oracle Fusion Global Human Resources 2014 Essentials Sample Questions:

1. Your company is planning to move its HR system from a legacy application to Fusion. You are looking at a deployment option that allows you to be free from maintaining the infrastructure and applications and gives you more flexibility in terms of upgrading to latest releases of Fusion Applications. You are not expecting any large customizations to be done.
What is the best deployment model you can opt for?

A) SaaS
B) Hybrid
C) Hosted
D) On-Premise
E) Homegrown

2. You created a free-form content type and added it to the person profile type but yet it is not visible on the person profile page.
What do you think needs to be done additionally to ensure that the content type is visible on the person profile page?

A) The new content type must be added to the HRMS content subscriber code.
B) The new content item must be added to the HRMS content subscriber code.
C) A new rating model has to be created.
D) A new instance qualifier has to be created.

3. What are the three ways in which Oracle Authorization Policy Manager may be used to create and administer data security policies?

A) one or more actions (such as view, edit, or delete) performed on database records that correspond to the operations supported by the business object, and which may include custom operations
B) a database resource that references a foreign key corresponding to the database table or view of the business object to be secured
C) a role that has been provisioned with the users who can perform the granted actions
D) a role that has been provisioned with the users who can perform all actions without grant
E) a rule (also known as a condition) to define the available row instances in the form of a SQL predicate or simple filler (stored as XML) defined on the rows of the database resource

4. You come across a client scenario where multiple systems are used for Different HR functions. The client is using PeopleSoft 8.8 for Human Resource and payroll. Third-party applications are being used for Talent Management, Recruitment, Learning management, and Time & Labor.
Identify two strategies to minimize the time and cost of adopting Oracle Fusion Applications.

A) Upgrade HR and Payroll to the latest version of PeopleSoft. Adopt Oracle Fusion Talent management in coexistence with PeopleSoft Later, move HR and Payroll to Oracle Fusion. Move third party applications to Oracle Fusion as and when they are available.
B) Adopt Oracle Fusion for HR. Payroll, and Talent Management Integrate other third-party applications with Oracle Fusion. Move other third-party applications to Oracle fusion as and when they are available.
C) Continue HR and Payroll in PeopleSoft. Move Talent Management to PeopleSoft. Later move HR Payroll. Talent Management to Oracle Fusion. Move other third-party applications to Oracle Fusion as and when they are available.
D) Move payroll and Talent Management to Oracle Fusion and be on coexistence model with PeopleSoft HR. Move other third-party applications to Oracle Fusion as and when they are available.
E) Continue HR and Payroll in PeopleSoft. Adopt Oracle Fusion Talent management in coexistence with PeopleSoft, later move HR and Payroll to Oracle Fusion. Move other third party applications to Oracle Fusion as and when they are available.

5. In fusion HCM security, what kind of access does the user and role API application framework allow?

A) access to implementation Users managing job, Data, and Duty roles
B) access to predefined security profile to relevant Job or Duty roles
C) access to implementation Users without managing job roles
D) access to identity information in a uniform and portable manner regardless of the particular underlying identity repository
E) access to identity information in a uniform and nonportable manner regardless of the particular underlying identity repository

Solutions: