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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Forms, Dashboards, and User Interface | 15% | - Build and configure dashboards and infolets - Manage navigation flows and user experience - Design and maintain forms and templates |
| Topic 2: Business Process Configuration | 25% | - Configure Financials module - Configure Capital module - Configure Workforce module - Configure Projects module - Configure Strategic Modeling |
| Topic 3: Planning Application Setup and Configuration | 20% | - Create and configure Planning applications - Manage dimensions, hierarchies, and metadata - Set up and administer security and access permissions |
| Topic 4: Intelligent Performance Management and AI Features | 10% | - Configure IPM and predictive planning features - Leverage AI-driven planning and forecasting capabilities |
| Topic 5: Reporting, Approval, and Maintenance | 5% | - Set up and manage approval workflows - Create and distribute reports and analytics - Perform system maintenance and updates |
| Topic 6: Calculation Rules and Logic | 10% | - Create and manage business rules and scripts - Implement Groovy rules and advanced calculations |
| Topic 7: Data Management and Integration | 15% | - Integrate with external sources and systems - Load, map, and validate data |
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NEW QUESTION # 114
What two levels of workforce detail granularity would you need to perform Merit-Based Planning?
Answer: A,B
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 # 115
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: B,D
NEW QUESTION # 116
You can override expense lines in Financials with the more detailed values that Workforce stores. What steps would you take to move the detailed values to Financials?
Answer: A
Explanation:
In Oracle Planning 2024, integrating detailed Workforce data (such as salary, benefits, and taxes) into Financials involves leveraging out-of-the-box integration features like data maps and Smart Push. To override expense lines in Financials with more detailed values stored in Workforce, the correct approach is to define how Workforce accounts roll up into Financials accounts using the "Financial Statement Integration" data map. This process involves mapping specific Workforce accounts (e.g., payroll taxes, total salary) to corresponding Financials accounts and then synchronizing and pushing the data to update Financials with the detailed values.
Option A is the verified answer because it directly addresses the initial setup required to move detailed Workforce values into Financials by defining the rollup mappings in the Financial Statement Integration data map. After this mapping is configured, administrators can synchronize and push the data to reflect the detailed values in Financials reporting. Option B is incorrect because the Financials Integration Summary form is used to view rolled-up data, not to calculate compensation data for updating underlying Workforce details-this is a Workforce-specific task, not a data movement step. Option C is also incorrect, as there is no "Rollup business rule" explicitly mentioned in the Financials Integration Summary form's Actions menu for this purpose; instead, rollup occurs via data maps. Option D, while related to Compensation Data synchronization, is a narrower action that does not fully address the broader task of moving detailed Workforce values into Financials expense lines, which requires the Financial Statement Integration data map.
The Oracle Planning 2024 Implementation documentation highlights that Financials integrates with Workforce using predefined data maps, such as Financial Statement Integration, to roll up detailed employee expenses into financial reporting, making Option A the most accurate and complete step for this scenario.
Oracle Planning 2024 Implementation Study Guide: "Integration Scenarios and Workflow" (docs.oracle.com, Published 2024-08-19).
Oracle EPM Cloud Documentation: "Oracle 1Z0-1080-20 Planning 2020 Implementation Essentials" (updated for 2024 workflows).
Oracle Planning Documentation: "Administering and Working with Strategic Workforce Planning" (docs.oracle.com, Published 2024-12-04).
NEW QUESTION # 117
From which two locations can you export data files?
Answer: A,D
NEW QUESTION # 118
Which is true about implementing access permissions in Planning?
Answer: D
NEW QUESTION # 119
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