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Oracle Fusion HCM: Compensation 2014 Essentials Sample Questions:

1. A corporation needs to set up a compensation plan for a Housing allowance that will allow the company to grant these allowances to only employees above a particular role.
Identify the option that indicates the correct way of implementing it.

A) Set up a salary basis and restrict the eligibility to the required roles.
B) Set up role-based security to the Individual compensation wor1< area so that only managers are allowed.
C) Set up access restrictions to the individual compensation plan using the correct HR act/on so that it can be added only to the specific roles.
D) The payroll administrator must add the element to the employees in the specified roles, because this cannot be achieved through configuration.

2. A corporation implemented oracle Fusion Compensation. The Fusion Consultant followed the approach of Fusion Fast Formula instead of using Dynamic calculation in the Compensation Plan.
Which three statements are true about Fusion Fast Formula?

A) "Working Storage Area" is not one of the components of Fusion Fast Formula.
B) Compensation default and override formula types default the value of a column of Workforce Compensation Plan.
C) Fast Formulas support the business need when existing rules and parameters are adequate.
D) Use Fast Formulas instead of existing application code to obtain non-standard results.
E) Compensation start date and Compensation end date are individual Compensation Plan Formula types.

3. A corporation implemented Fusion Compensation and wants to validate the salaries with the setup. Select the two options that are true about validation setup.

A) Using grade rate validation, a warning message can be generated when the new or adjusted salary is outside the range of salary configured in the grade rate attached to the salary basis.
B) Using either a formula at the element level or criteria at the element link level, approval can be prevented when the new or adjusted salary does not pass the configured validation.
C) Using grade rate validation, approval can be prevented when the new or adjusted salary is outside the range of salary configured in the grade rate attached to salary basis,
D) Using either a formula at the element level or criteria at the element link level, a warning message can be generated when a new or adjusted salary does not pass the configured validation.

4. While administering compensation for the workforce, Manager X accidentally approves a lower manager's. Which three statements will be true in this case?

A) The lower-level manager can still make changes in the worksheet and resubmit it for approval.
B) The lower-level manager's access level is changed to "Approved."
C) The lower-level manager can withdraw the submission and reprocess the compensation allocation.
D) The worksheet goes to next level for approval.

5. What happens when you define Workforce Compensation Plan components but the employee to whom the compensation change is being administered does not have ant component in this or her salary?

A) The component adjustment is not posted as a salary adjustment to the employee's record. While designing the compensation plan, it has to be kept in mind that plan components must have a direct mapping with the employee's salary components.
B) The first component is automatically mapped to the salary and amount associated with this component is posted as a salary adjustment to the employee record.
C) The sum of all components identified to be posted as single salary adjustment amount to the employee salary record.

Solutions: