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| Section | Weight | Objectives |
|---|---|---|
| Forms, Dashboards, and User Interface | 15% | - Design and maintain forms and templates - Manage navigation flows and user experience - Build and configure dashboards and infolets |
| Reporting, Approval, and Maintenance | 5% | - Create and distribute reports and analytics - Perform system maintenance and updates - Set up and manage approval workflows |
| Business Process Configuration | 25% | - Configure Financials module - Configure Projects module - Configure Workforce module - Configure Strategic Modeling - Configure Capital module |
| Intelligent Performance Management and AI Features | 10% | - Configure IPM and predictive planning features - Leverage AI-driven planning and forecasting capabilities |
| Planning Application Setup and Configuration | 20% | - Create and configure Planning applications - Set up and administer security and access permissions - Manage dimensions, hierarchies, and metadata |
| Calculation Rules and Logic | 10% | - Implement Groovy rules and advanced calculations - Create and manage business rules and scripts |
| Data Management and Integration | 15% | - Load, map, and validate data - Integrate with external sources and systems |
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NEW QUESTION # 62
You want to analyze past data and predicted data to help you find patterns and insights into data that you might not have found on your own. To accomplish this, you configure Insights. Which two are steps for configuring Insights?
Answer: C,D
NEW QUESTION # 63
In which two ways do parent/child relationships between approval unit hierarchy members affect the review process?
Answer: B,C
Explanation:
In Oracle Planning 2024, the approval process uses an approval unit hierarchy where parent and child relationships influence the review workflow. The two ways these relationships affect the process are:
A . When the status of all children changes to one status (for example, Signed Off), the parent status changes to the same status: Correct. In a bottom-up approval process, when all child approval units reach a uniform status (e.g., Signed Off, Approved), the parent's status automatically updates to match, reflecting the completion of the children's review.
B . When you approve a parent, its children are Signed Off: Incorrect. Approving a parent does not automatically sign off its children; the workflow typically moves bottom-up, requiring children to be approved first.
C . After all children are promoted to the same owner, the parent status is changed to Signed Off: Incorrect. Promotion to an owner changes ownership, not necessarily status (e.g., Signed Off). Status changes are driven by approval actions, not just ownership.
D . After all children are promoted to the same owner, the parent is promoted to the owner: Correct. In the approval hierarchy, once all child units are promoted to a new owner (e.g., for review), the parent unit is also promoted to that owner, ensuring the hierarchy progresses together.
The Oracle documentation confirms that A (status aggregation) and D (owner promotion) are key behaviors of parent/child relationships in the approval process, making them the correct answers.
Oracle Planning 2024 Implementation Study Guide: "Approval Unit Hierarchies" (docs.oracle.com, Published 2024-09-25).
Oracle EPM Cloud Documentation: "Managing Approvals" (docs.oracle.com, Published 2023-12-20, updated for 2024).
NEW QUESTION # 64
You want to include Named Assets in Capital.
Which two tasks can you perform when enabling Named Assets?
Answer: C,D
Explanation:
In Oracle Planning 2024's Capital module, enabling Named Assets allows planning for specific, individually tracked assets (e.g., equipment, buildings) rather than generic asset categories. The two tasks you can perform when enabling Named Assets are:
A . Add the names of assets to plan at the detail level: Correct. When enabling Named Assets, you can specify the names of individual assets (e.g., "Truck A," "Building 1") to plan their costs, depreciation, and other details at a granular level.
B . Specify the likely number of tangible and intangible assets that you want to add in a planning cycle: Incorrect. While you estimate a maximum number of Named Assets during enablement, you don't specify them by tangible/intangible categories-the distinction is managed later in asset planning, not at enablement.
C . Decrease the number of named assets after enabling Named Assets: Incorrect. Once Named Assets is enabled with a maximum number, you cannot decrease this limit directly; it requires reconfiguration or disabling/re-enabling the feature, which is not a standard task.
D . Increase the number of named assets after enabling Named Assets: Correct. After enablement, you can increase the maximum number of Named Assets (e.g., from 100 to 150) via the Configure card, allowing more assets to be added as needed.
The Oracle documentation confirms that A (adding asset names) and D (increasing the count post-enablement) are supported tasks for Named Assets, making them the correct answers.
Oracle Planning 2024 Implementation Study Guide: "Enabling Named Assets in Capital" (docs.oracle.com, Published 2024-09-20).
Oracle EPM Cloud Documentation: "Capital Named Assets Configuration" (docs.oracle.com, Published 2023-11-10, updated for 2024).
NEW QUESTION # 65
Which module should you enable first to track the utilization of employees in Projects?
Answer: C
Explanation:
To track the utilization of employees in the Projects module of Oracle Planning 2024, the Workforce module must be enabled first. Employee utilization in Projects refers to tracking how employees' time and costs (e.g., hours worked, labor expenses) are allocated to specific projects. The Workforce module provides the foundational data-such as employee details, roles, salaries, and hours-required to calculate utilization metrics. Once Workforce is enabled and configured with employee data, the Projects module can leverage this data via integration to track utilization against project tasks and budgets.
A . Projects module before Financials module: Incorrect. Enabling Projects before Financials does not address employee utilization tracking, as Financials focuses on revenue and expense planning, not employee-specific data.
B . Financials module before Projects module: Incorrect. Financials provides financial planning capabilities but does not manage employee data or utilization, which is a Workforce function.
C . Workforce module before Projects module: Correct. Workforce must be enabled first to define employee data, which Projects then uses to track utilization through integration (e.g., via data maps or direct links).
D . Projects module before Workforce module: Incorrect. Enabling Projects first without Workforce would limit utilization tracking, as Projects relies on Workforce for employee-related data.
The Oracle documentation specifies that Workforce is a prerequisite for detailed employee utilization tracking in Projects, making C the correct sequence.
Oracle Planning 2024 Implementation Study Guide: "Integrating Workforce with Projects" (docs.oracle.com, Published 2024-09-20).
Oracle EPM Cloud Documentation: "Tracking Utilization in Projects" (docs.oracle.com, Published 2023-12-15, updated for 2024).
NEW QUESTION # 66
What two levels of workforce detail granularity would you need to perform Merit-Based Planning?
Answer: A,D
Explanation:
In Oracle Planning 2024's Workforce module, Merit-Based Planning involves planning salary increases or adjustments based on employee performance (merit). To perform this, you need workforce data at a level of granularity that includes individual employee details. The two levels required are:
A . Merit: Incorrect. "Merit" is not a granularity level; it's a planning concept or assumption applied to employee data, not a structural level of detail.
B . Employee and Job: Correct. This level combines employee-specific data (e.g., individual identity) with job-specific data (e.g., role, grade), enabling merit-based adjustments tailored to both the person and their position.
C . Job: Incorrect. Job-level granularity (e.g., aggregated data for a role) lacks individual employee details, which are necessary for merit-based planning.
D . Employee: Correct. Employee-level granularity provides the individual data (e.g., current salary, performance rating) needed to calculate merit increases for specific employees.
Merit-Based Planning requires at least Employee-level detail, and often Employee and Job for more precise planning (e.g., tying merit to job roles or grades). The Oracle documentation confirms these as the key granularity levels for this functionality, making B and D the correct answers.
Oracle Planning 2024 Implementation Study Guide: "Merit-Based Planning in Workforce" (docs.oracle.com, Published 2024-10-10).
Oracle EPM Cloud Documentation: "Workforce Granularity Levels" (docs.oracle.com, Published 2023-11-15, updated for 2024).
NEW QUESTION # 67
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