Free Oracle 1Z0-965 Exam Practice Questions & Explanations
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An implementation team wants terminated workers, contingent workers and pending workers to be searchable in the Person Gallery keyword search, and they also want keyword searches to include custom flexfield attributes such as "Certification".
The consultant states: "Keyword searches in the Person Gallery are based on the keyword table populated by the Update Person Search Keywords process, and only attributes that are defined as keyword-enabled (including selected flexfield segments) are searchable."
Is this statement correct?
True. Person Gallery keyword search does not query every HCM table directly; it queries a denormalized keyword table maintained by the Update Person Search Keywords scheduled process. Only a defined set of attributes (such as name, work email, job, department, competencies, areas of interest, and flexfield segments that have been keyword-enabled) are indexed and therefore searchable. Attributes not keyword-enabled will not return results, and newly added or changed data is not searchable until the process runs.
An HR specialist must record that an existing employee is moving from the Finance department to the Operations department, with a new job and grade, effective the first of next month. The change must be visible in the worker's assignment history and be reportable by reason.
Which approach should the specialist use?
A transfer within the same legal employer is handled by the Transfer (or Change Assignment) action, which creates a new date-effective assignment record as of the specified effective date and stores the action and action reason for reporting and history.
B is excessive and would break continuous service within the legal employer. C would destroy history by overwriting the original data rather than creating a date-effective change. D would create concurrent employment, which is not what the scenario requires.
A line manager reports that after a worker was terminated yesterday, the worker still appears in the manager's Directory and organization chart, and the manager's reports in Workforce Deployment analytics still count the worker.
What is the most likely explanation the implementation consultant should give?
Person gallery/directory searches are driven by keyword data stored in a dedicated keyword table (PER_KEYWORDS). The Update Person Search Keywords process must run (typically scheduled to run frequently) to synchronize changes such as new hires, name changes and terminations into the keyword data. Until it runs, recently changed records can appear stale.
B is false - terminated workers drop out once keywords refresh and the termination date passes. C is wrong - a missing data role would prevent seeing the record, not cause stale data. D is wrong - action reasons do not control directory visibility.
An implementation team is loading geography data for the United Kingdom so that address validation and geography-based tax/reporting can work. They have imported the master reference geography hierarchy but users still cannot see structured address fields validated for the UK.
Which two steps must the team complete for validation to take effect?
Geography setup follows a defined sequence: define the geography structure (levels such as County, City, Postal Code), then the geography hierarchy (actual geography data), and then geography validation, where you choose the address style, mark which levels are enabled for validation and/or list of values, and set the validation level (Error or No Validation).
C is wrong - Load Legislative Data loads legislative rules, not geographies. D is wrong - country extensions control which HCM features (Payroll, HR only, etc.) apply, not geography validation. E is invented; person types are unrelated to geographies.
A consultant is explaining the Fusion Person Model to a customer. An employee, Sara, currently works as a Sales Representative in the US legal employer and has just been given an additional concurrent assignment as a Trainer in the same legal employer. Later she leaves the company and is rehired two years later in a different legal employer.
Which statement correctly describes how the Person Model handles this?
In the Fusion Person Model, the person record is global to the enterprise and holds person-level data (name, national ID, date of birth) and a single person number. Work relationships are held with legal employers, and each work relationship contains one or more assignments (which support concurrent employment). A rehire into a different legal employer simply creates a new work relationship under the same person record.
B is wrong because person records are enterprise-level, not legal-employer-level. C is wrong because concurrent assignments sit under a work relationship, not under separate person records. D is wrong because person numbers are assigned per person, not per assignment (assignment numbers are separate).