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Oracle Incentive Compensation Cloud 2018 Implementation Essentials

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Test Number : 1Z0-1015
Test Name : Oracle Incentive Compensation Cloud 2018 Implementation Essentials
Vendor Name : Oracle
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1Z0-1015 test Format | 1Z0-1015 Course Contents | 1Z0-1015 Course Outline | 1Z0-1015 test Syllabus | 1Z0-1015 test Objectives

Exam Title : Oracle Incentive Compensation Cloud 2018 Implementation Essentials
Exam ID : 1Z0-1015
Exam Duration : 120 minutes
Questions in test : 75
Passing Score : 66%
Format : Multiple Choice Questions (MCQ)
Exam Center : Pearson VUE
Real Questions : Oracle Incentive Compensation 2018 Certified Implementation Specialist (OCS)
Recommended Practice : 1Z0-1015 Online VCE Practice Test

Initial Setup - Set up a Business Unit (BU), including Calendars and Parameters
- Generate Roles and Users
- Enable columns
- Explain the drivers of a BU structure design
- Describe Currency setup Participants - Deploy Employees, Resources, and Suppliers
- Import Participants
- Enable Participant Data
- Implement Roles and Participant Assignments
- Create Paygroups and Payment Plans
- Describe a Plan Acceptance workflow Credits and Earnings - Describe the different process sequences
- Execute Collection, Import, and Classification processes
- Troubleshoot processing errors
- Explain retro-calculations and the Revert process
- Explain incremental and full calculation modes
- Use the Run All option for processing Advanced Plan Structures and Calculations - Build advanced expressions
- Use Intervals, including interval-to-date and year-to-date
- Use Performance Measure outputs and interdependent Plan Components
- Use Phases and Sequences
- Describe user-defined functions
- Use Objective Base Performance Incentives (Management By Objectives) Define Extensibility - Describe the tools used to extend and modify the application
- Enable descriptive flex fields (DFFs) and list of values (LOVs)
- Describe how to create custom applications, schemas, and pages
- Deploy a home page modification
- Describe modifying pages and Personalization
- Manage and Move Configurations Creating and Modifying Roles, Functional and Data Security - Explain Job Roles and Duty Roles
- Create new Roles with modified functional security
- Create new Roles with modified data security
- Describe advanced security topics
- Configure Analyst Groups and Compensation Management Hierarchy Compensation Plans - Configure Classification Rule Hierarchies and Credit Categories
- Create Performance Measures
- Build Plan Components
- Design Rate Tables and Rate Table Dimensions
- Build Expressions
- Set up Estimated Compensation
- Explain Plan Copy Crediting and Rollup - Build a Credit Hierarchy and design a crediting process
- Create a Rollup Hierarchy and Teams, and diagnose a rollup process
- Explain how to enable custom qualifiers
- Describe how to skip Crediting and Rollup
- Enable hybrid crediting with a primary Credit Receiver on a transaction
- Use Research Assistant to troubleshoot crediting Adjustments, Disputes and Payment Approval - Describe the Dispute process
- Execute adjustments and re-processing
- Manage Paysheets and Paysheet submission
- Describe the payment batch and approval process Web service Integrations, Data Import/Export and Process Automation - Design integration with Bulk File Imports and Exports
- Design integration with web services and explain web service invocation
- Run Rule Imports, Goal Imports, and Participant Detail Imports
- Describe the Enterprise Service Scheduler and process automation
- Explain Fusion integrations Business Intelligence (BI) and Analytics - Create analyses with BI Composer and seeded Subject Areas
- Build complex reports with BI Analytics
- Create and manage reports with BI Publisher
- Describe how to build custom schemas and SQL queries
- Explain the BI Extender and how to deploy DFF's
- Describe a BI strategy for complex reporting
- Configure Mobile Commissions Cloud Implementations - Describe Cloud instance management, including Patching, Upgrades, and Clones
- Plan cloud incentive compensation projects
- Describe a testing strategy, a go-live, and a process handoff

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Oracle Questions and Answers

three huge Questions HR desires Analytics To answer | 1Z0-1015 PDF Questions and boot camp

Manisha Gupta and her software construction crew spent greater than two years speaking with human supplies leaders at corporations, government, and nonprofits to answer one big question: What do HR leaders are looking to bear in mind about their groups that they at the moment can’t check?

The three broad insights described under rose to the properly of HR leaders’ wish lists, and that they’re a large a part of the notion for Oracle Analytics for Cloud HCM, a brand new cloud-primarily based device for HR leaders. through combining Oracle Cloud HCM and Oracle Analytics, plus statistics reflecting most fulfilling practices in human components, HR groups now have a new useful resource assisting them make greater selections and boost company efficiency. the new analytics utility facets greater than a hundred records, 50 prebuilt key efficiency indications, and dozens of prebuilt dashboards covering business-ordinary core use situations, in addition to new methods for realizing groups, tradition, and their have an effect on on productivity.

Oracle Analytics for Cloud HCM, a new cloud-primarily based device for HR leaders, goals to aid them make stronger choices and increase company efficiency.

Johnny Greig

Gupta, senior product administration director for Oracle Cloud HCM, and Bruno Aziza, vp of product method for Oracle Analytics, describe the three massive questions that the research printed, and the imaginitive ways that this new product unencumber helps HR leaders tackle these concerns.

1) How can HR analytics help us get beyond analyzing most effective the “what” of worker efficiency?

Most HR analytics systems today let companies analyze just the “what” of their employees’ efficiency, Aziza says. but to more suitable have in mind the attributes of effective teams, leaders wish to check an awful lot extra.

“They purpose to measure ‘how’ they do their work,” Aziza says. “That’s why their strategy has been focused on proposing a turnkey solution that may kickstart the HR analytics initiatives of groups, reminiscent of enabling them to carry external facts from surveys and different sources that seize ‘how’ people do their work and the way engaged they are.”

2. How can groups identify people who will work neatly in groups? Then, when it is time for efficiency experiences, how can they fairly consider their groups’ performance?

“this is chiefly important in service agencies, where the fundamental product is the capabilities of the people,” Aziza says. “businesses wish to document no longer simply how many personnel they have and how tons time they spend on projects, however also how they fit into the way of life of their clients.”

Gupta adds that the new analytics offering is constructed with team constructing in mind. “We are looking to take into account why one group performs more suitable than a further and be able to measure the effectiveness of every team in an analytical manner,” she says. Oracle’s crew composition analytics and key efficiency indications have become rave reports from early adopters, she says.

3. what's a higher manner to investigate information from assorted working areas, comparable to human materials and finance, on the equal time—to venture the fees of latest advantages, as an example?

That variety of cross-functional analysis can book the administration of both organizations.

“Now shoppers can measure headcount and revenue for my part, and additionally how both measurements are connected over time,” Gupta says.

The research by Gupta’s group is removed from finished—they’ll continue assembly with clients to study their largest challenges, the use of that to design additions to the cloud-based mostly analytics application to get to the bottom of them. at the present time, shoppers are wrestling with brand new challenges of how to appoint true ability even all the way through this COVID-19 disaster, for instance. They’re additionally looking to do greater country-by means of-nation analyses of team of workers productiveness developments.

Oracle delivered similar Oracle Analytics equipment for finance professionals last fall, aligned with Oracle Cloud ERP, and it plans to add analytics for its cloud-based provide chain administration, client adventure, and NetSuite utility. “We need to keep in mind the unmet, excessive-precedence wants their valued clientele have and apply their effective analytics to get to the bottom of them,” Gupta says.

be taught extra in regards to the ongoing Oracle analytics summit

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