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Oracle 1Z1-330 Exam Overview:
| Certification Vendor: | Oracle |
|---|---|
| Exam Name: | Oracle Workforce Compensation Cloud 2017 Implementation Essentials |
| Exam Number: | 1Z0-330 |
| Exam Format: | Multiple Select, Multiple Choice |
| Related Certifications: | Oracle Fusion Workforce Compensation Cloud Service 2016 Certified Implementation Specialist |
| Exam Duration: | 120 minutes |
| Available Languages: | English |
| Passing Score: | 65% |
| Exam Price: | $245 USD |
| Real Exam Qty: | 76 |
| Certificate Validity Period: | Retired, no active validity |
| Recommended Training: | Oracle University Training |
| Exam Registration: | Oracle Certification Portal Pearson VUE |
| Sample Questions: |  |
| Exam Way: | Proctored online or onsite via Pearson VUE; exam retired |
| Pre Condition: | No mandatory prerequisites; recommended 2–5 years of field experience and 3–5 Oracle Cloud implementations |
| Official Syllabus URL: | http://education.oracle.com/pls/web_prod-plq-dad/db_pages.getpage?page_id=5001&get_params=p_exam_id:1Z0-330 |
Oracle 1Z1-330 Exam Syllabus Topics:
| Section | Objectives |
|---|---|
| Elements, Balances, and Formulas | - Create element eligibility criteria - Explain earnings - Explain deductions - Manage fast formulas - Describe element classifications |
| Workforce Compensation Plans and Batch Processes | - Validate workforce compensation plans - Execute related batch processes - Implement compensation processes |
| Total Compensation Statements | - Explain total compensation statements - Generate total compensation statements - Configure compensation items - Manage statement definitions - Set up compensation categories |
| Individual Compensation | - Explain individual compensation plans - Configure compensation history - Manage personal contributions - Configure individual compensation - Describe variable allocation approvals |
| Base Pay | - Manage base pay - Set up grade rates - Describe salary components - Explain salary basis |
| Workforce Compensation | - Implement approvals - Configure plan access - Set up plan cycles - Explain compensation plan design choices - Configure performance ratings - Configure budget page layouts - Manage compensation worksheets and budgets |
Oracle 1Z1-330 Exam: Answers Worth Your Time
Oracle Workforce Compensation Cloud 2017 Implementation Essentials is an official Oracle certification exam, registered under the code 1Z1-330. Passing it awards the Oracle Workforce Compensation Cloud 2017 Certified Implementation Specialist certification, a credential at the Specialist level. It also connects to Oracle Fusion Workforce Compensation Cloud Service 2016 Certified Implementation Specialist. Successfully passing matters to every candidate because the credential keeps working for your career long after exam day.
You will answer 76 questions within 120 minutes on the Oracle Workforce Compensation Cloud 2017 Implementation Essentials exam. That combination rewards candidates who practiced under realistic timing, so make timed sessions in the TestkingPDF engine a daily habit; one to two hours a day is enough when every minute rehearses the real thing.
Oracle Workforce Compensation Cloud 2017 Implementation Essentials requires 65% to pass, and official registration costs $245 USD. Since every retake charges $245 USD again, diligent daily practice is the cheapest strategy available. Let your TestkingPDF practice scores confirm readiness across several consecutive sessions before you book.
Oracle recommends the following training for Oracle Workforce Compensation Cloud 2017 Implementation Essentials candidates.
Training broadens your technology knowledge; the 180 practice questions in the TestkingPDF 1Z1-330 package sharpen it into exam-day scoring ability.
Sign-up for Oracle Workforce Compensation Cloud 2017 Implementation Essentials runs through the official channels below.
One logistics note: the exam is delivered Proctored online or onsite via Pearson VUE; exam retired.
No mandatory prerequisites; recommended 2–5 years of field experience and 3–5 Oracle Cloud implementations
Vendor requirements do change, so verify the current conditions before registering on the official exam page.
The Oracle Workforce Compensation Cloud 2017 Implementation Essentials blueprint covers 6 domains, with the largest being Individual Compensation, Elements, Balances, and Formulas, and Base Pay. The full topic list is above on this page; it tells you exactly where your daily hour or two earns the most marks.
Yes, download the free demo of the Oracle Workforce Compensation Cloud 2017 Implementation Essentials questions before deciding, and read former customers' comments for an independent verdict. After purchase, new versions download free for one year, and when your product expires you can extend the update service at a 50% discount. Returning customers also enjoy bountiful discounts on future exams.
Your purchase carries a 100% money-back guarantee with defined conditions. Take the Oracle Workforce Compensation Cloud 2017 Implementation Essentials exam within 60 days of purchase; if you fail, you may claim a full refund, provided the exam matches your product. Attempts within 3 days of purchase are ineligible, as are downloaded-but-unused products, free materials, and expired orders; the candidate name must match the payer name. Submit a scanned enrollment slip and the official Score Report PDF within 2 days of the exam, and claims are processed within 7 days. Alternatively, exchange for two other exam products of equal value, free, with your original purchase keeping its update service.
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Oracle Workforce Compensation Cloud 2017 Implementation Essentials Sample Questions:
Your Workforce Compensation Plan has the following Plan Cycle setup:
* Evaluation Period Start Date: 1-Jan-2014
* Evaluation Period End Date: 31-Dec-2014
* Worksheet Update Period Start Date: 1-Jan-2014
* Worksheet Update Period End Date: 31-Dec-2014
* HR Data Extraction: 31-Dec-2014
* Eligibility Determination Date: 31-Dec-2014
* Worksheet Update Period Start Date: 1-Nov-2014
* Worksheet Update Period End Date: 31-Jan-2015
Due to reorganization in the month of December 2014, the Marketing department was split into two new departments: Branding and Communications, which resulted in transfers of many employees from one manager to another.
You, as the compensation administrator, are required to ensure that all the relevant organizational changes are included in the Compensation Worksheet. What would you have to do to accomplish this? (Choose the best answer.)
- A. Schedule the Refresh Workforce Compensation Data process nightly to ensure that line managers see the most current data, including the recent transfers and other employment changes.
- B. Run the Back Out Workforce Compensation Data process with the "Full back out" option.
- C. Validate Plan Setup to ensure that all HR Data updates are accounted in the worksheet.
- D. Run the Refresh Workforce Compensation Data process on 1-Nov-2014 because that is the date when line managers start updating the worksheet.
Correct Answer: A 🗳️
A corporation has generated total compensation statements and all workers received their total compensation statements. As a compensation executive, you realize that some corrections are needed in the generated statements.
Which corrective action will you take? (Choose the best answer.)
- A. Start manual changes in each worker's total compensation statement.
- B. Edit "Statement Definition," make the required corrections, and regenerate the total compensation statements as a newer version.
- C. Ignore any corrective action.
- D. Educate the workers that corrections are not possible after the total compensation statements have been generated.
Correct Answer: B 🗳️
Per your client's policy on eligibility for a compensation revision cycle, employees who are in a notice period are not eligible. A particular manager is currently in a notice period, but his direct reports are still eligible for the compensation cycle. You observe that the system allows that manager to administer compensation for his direct reports.
You research this and find out that manager is still allowed to carry out the compensation allocation because his Eligibility Status is _________. (Choose the best answer.)
- A. Provisional
- B. Restricted
- C. Eligible
- D. Limited
- E. Ineligible
Correct Answer: B 🗳️
Your customer is planning to configure an Individual Compensation Company Car Plan to include only the Sales department employees. The customer also wants to restrict luxury model vehicles to executive positions.
Which three statements are true about accomplishing this? (Choose three.)
- A. Create an eligibility profile to include executive positions and attach it to Company Car Plan.
- B. Create an eligibility profile to include the executive positions and attach it to the Luxury models option.
- C. You cannot achieve this because you cannot attach eligibility profiles with Plan and Option.
- D. Create an eligibility profile to include the Sales department and the executive positions and attach it to Company Car Plan and the Luxury models option.
- E. Create an eligibility profile to include only the Sales department and attach it to Company Car Plan.
- F. You can attach eligibility profiles with Plan, Option, or both.
Correct Answer: A,D,E 🗳️
Explanation: Only visible for TestkingPDF members. You can sign-up / login (it's free).
Contingent workers are ineligible as per the eligibility rules defined for your organization's compensation plan. The compensation plan cycle is started. As is the standard practice, the compensation administrator schedules the "Refresh Workforce Compensation Data" nightly. A worker who was a contingent worker is now an employee of the organization and the next day shows up in Manager's worksheet. How is this possible? (Choose the best answer.)
- A. Hide Ineligible Workers is selected in the compensation plan.
- B. Process Ineligible Workers is selected in the compensation plan.
- C. Show Ineligible Workers is selected in the compensation plan.
- D. Track Ineligible Workers is selected in the compensation plan.
Correct Answer: B 🗳️
Baron -
I passed 1Z1-330 today.