1z0-418 무료 덤프문제 온라인 액세스

A trainer is employed with an organization based in the United States. She is required to relocate to the organization's subsidiary in the United Kingdom and the global transfer process is initiated for a future date, in the interim, the organization decides to terminate her employment. However, before terminating the work relationship, there are few steps that need to be completed.
Identify two correct options for the stated context.

• A.Transfer is completed and the employee moves to the new location.
• B.Termination of work relationship is not possible if there are any future-dated employment changes initiated in the system.
• C.Delete the future dated global transfer and cancel the new work relationship created for the transfer.
• D.Direct reports are automatically reassigned to one level up manager.
• E.A notification of the work relationship termination is automatically sent to the payroll administrator who then completes the tasks for terminating the payroll.

An organization has a requirement to capture the contract details of a worker. Also, there
may be multiple employment terms for a work relationship. The organization has indicated that it may not have a multiple assignment requirement.
As an implementation consultant, you are aware that this can he handled through the three-tier employment model.
Which option will you select while configuring the employment model for the enterprise or legal employer, to best handle the organization's requirement?

• A.Single Employment Terms with Single Assignment
• B.Multiple Employment Terms with Multiple Assignments
• C.Only Multiple Employment Terms
• D.Single Employment Terms with Multiple Assignments
• E.Multiple employment Terms with Single Assignment

a) Self-service profile management
b) Administrative profile management
c) Request management
d) Delegated administrate

• A.Identify Management Role
• B.Benefit Administrator Role
• C.User Enterprise Role
• D.Administration Role

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.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.
• B.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.
• C.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.
• D.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.
• E.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.

While Implementing Oracle Fusion HCM you would like to use all the seeded Action types available.
Identify four valid Seeded Action Types that can be used for this Implementation.

• A.Hire Contractor
• B.Promotion
• C.Leave of Absence
• D.Hire an employee
• E.Global Transfer
• F.Termination