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Oracle Fusion HCM: Compensation 2014 Essentials Sample Questions:

1. A Corporation has implemented Oracle Fusion Compensation for a manufacturing client. Per the business requirements, the Fusion consultant must integrate Oracle Fusion Compensation with Oracle Fusion Benefits to fetch the value of Benefits Amount as one of the input values for the Benefit element to get the eligible salary of the employee for the compensation process.
Identify the option that will enable the fetching of Benefits Amount.

A) Create an "Amount" input value at the element eligibility link level.
B) Select the "Allow User Entry" and "Create a Database Item" check boxes for the element input value.
C) Select "Pay Separately" as the "Special Purpose" option.
D) Database items are created by default for the element input values.

2. You are required to explain to your client the use of Hierarchy design in Compensation Process.
Which two Compensation-related activities use Hierarchy?

A) Feedback survey
B) Approval routing
C) Plan access
D) Sending Compensation alerts
E) Allocating budgets

3. Performance Ratings is enabled in compensation plan. Which three statements are correct regarding performance ratings?

A) If you use performance ratings while allocating compensation, you can display the latest ratings to the managers during the compensation cycle.
B) You cannot make performance ratings and documents completed in Oracle Fusion Performance Management available to managers from the worksheet.
C) You can allow managers to enter performance ratings during the compensation cycle to be used only in the compensation plan.
D) You can allow managers to update the overall performance rating, overall goal rating, and overall competency rating in the compensation worksheet.

4. Your client's compensation plan for employees includes a component that is based on years of service in the organization. If a person completes 10 years in the company, he or she will be eligible for a seniority component and the associated fixed salary amount. What type of eligibility profile you would need to create in order to track work experience of people?

A) Derived-factor-based eligibility criteria using length of service
B) User-defined-criteria-based eligibility profile using hire date
C) Employment-based-eligibility-criteria using length of service
D) Employment-based eligibility criteria using hire date

5. After creating a compensation plan and eligibility profiles, you are currently modeling the budget allocation. The HR manager informs you that one employee under Supervisor 1 has been seconded to a different country on a temporary basis with no changes to his employment terms and that this employee must be removed from the budgeting exercise.
What is the correct way of achieving this?

A) Modify the eligibility profile by using a formula to exclude the employee from appearing under Supervisor 1. After the compensation cycle is completed, revert the eligibility profile to its original form, if needed.
B) Use the Include check box next to the employee's name in the Budget worksheet to exclude the employee from the cycle.
C) Use the Edit button in the Employee's included area while creating a model to exclude the employee.
D) Advise Supervisor 1 not to allocate any compensation for the employee. In the meanwhile, manually adjust the budget allocated to Supervisor 1 to exclude the employee's amount.

Solutions: