Get Oracle 1Z0-1080-24 Exam Dumps

Answer : B

In Oracle Planning 2024, the Application cluster in the navigator includes cards for managing application settings and features. The card that allows you to enable modules (e.g., Workforce, Projects) is:

A . Settings: Incorrect. Settings is not a card in the Application cluster; it's typically a broader system-level option, not specific to module enablement.

B . Configure: Correct. The Configure card in the Application cluster provides access to the Enable Features page, where administrators can turn on modules like Financials, Workforce, or Projects.

C . Tools: Incorrect. The Tools card offers utilities (e.g., diagnostics, job scheduling), not module enablement.

D . Enable Features: Incorrect. While 'Enable Features' is the specific action/page, it is accessed via the Configure card, not a standalone card in the Application cluster.

E . Cube Editor: Incorrect. Cube Editor is for managing cube structures (e.g., dimensions), not enabling modules.

The Oracle documentation specifies that the Configure card is the entry point for enabling modules, making B the correct answer.

Oracle Planning 2024 Implementation Study Guide: 'Enabling Modules in Planning' (docs.oracle.com, Published 2024-08-30).

Oracle EPM Cloud Documentation: 'Application Cluster Navigation' (docs.oracle.com, Published 2023-12-05, updated for 2024).

Answer : D

To budget for future headcount and related personnel expenses (e.g., salary, benefits, taxes) in Oracle Planning 2024, the Workforce module must be enabled and configured. This module is specifically designed for detailed employee planning, including:

A . Financials: Incorrect. Financials focuses on revenue, expense, and financial statement planning at an aggregated level, not detailed headcount or personnel expenses like benefits and taxes.

B . Strategic Modeling: Incorrect. Strategic Modeling is for high-level scenario analysis (e.g., mergers, long-term strategies), not granular headcount budgeting.

C . Sales Planning: Incorrect. Sales Planning (if available as a custom module) targets sales forecasts and quotas, not employee-related expenses.

D . Workforce: Correct. Workforce enables budgeting for headcount (e.g., hiring plans) and calculates associated costs---salaries, benefits (e.g., health insurance), and taxes (e.g., payroll taxes)---with predefined and customizable options.

The Oracle documentation confirms that Workforce is the module tailored for headcount and personnel expense budgeting, making D the correct answer.

Oracle Planning 2024 Implementation Study Guide: 'Overview of Workforce Module' (docs.oracle.com, Published 2024-10-05).

Oracle EPM Cloud Documentation: 'Planning Personnel Expenses' (docs.oracle.com, Published 2023-11-25, updated for 2024).

Answer : B, C

In Oracle Planning 2024's Strategic Modeling module, balancing a model with a deficit involves adjusting funding options to ensure cash flow or balance sheet equilibrium. When there's a deficit (e.g., insufficient cash), you can either increase inflows or decrease outflows. The two valid statements are:

A . You can decrease Preferred to balance the model: Incorrect. 'Preferred' typically refers to preferred stock (an equity component), but decreasing it (e.g., reducing preferred equity) would not directly increase available funds to cover a deficit---it might even worsen it by reducing capital.

B . You can increase Debt or Equity to balance the model: Correct. Increasing Debt (e.g., issuing loans) or Equity (e.g., issuing stock) provides additional funds to cover a deficit, a common strategy in Strategic Modeling to balance cash needs.

C . You can decrease Dividends or Assets to balance the model: Correct. Decreasing Dividends reduces cash outflows, retaining more funds, while decreasing Assets (e.g., selling assets) generates cash inflows, both helping to balance the model.

D . You can increase Contra-Equity to balance the model: Incorrect. Contra-Equity (e.g., treasury stock) reduces total equity when increased (e.g., buying back shares), which decreases available funds, not helping to balance a deficit.

The Oracle documentation highlights that increasing Debt/Equity or decreasing Dividends/Assets are standard funding options in Strategic Modeling to address deficits, making B and C the correct statements.

Oracle Planning 2024 Implementation Study Guide: 'Balancing Models in Strategic Modeling' (docs.oracle.com, Published 2024-09-15).

Oracle EPM Cloud Documentation: 'Funding Options in Strategic Scenarios' (docs.oracle.com, Published 2023-12-10, updated for 2024).

Answer : B, D

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).

Answer : C

In Oracle Planning 2024's Workforce module, certain configuration tasks are mandatory to enable basic functionality, while others are optional depending on the organization's needs. The task that is not mandatory is:

A . Employee Type: Incorrect. Defining Employee Type (e.g., full-time, part-time) is mandatory because it establishes the categories of employees to be planned, forming the foundation of workforce data.

B . Planning and Forecast Preparation: Incorrect. This task is mandatory as it sets up the planning periods, scenarios, and versions, which are essential for Workforce to function within the broader Planning application.

C . Benefits and Taxes: Correct. Configuring Benefits and Taxes is optional. While Workforce provides predefined options to calculate benefits (e.g., health insurance) and taxes (e.g., payroll taxes), organizations can choose not to configure these if they do not need detailed compensation planning beyond salaries.

D . Workforce Assumptions: Incorrect. Workforce Assumptions (e.g., hiring rates, salary increases) are mandatory to drive calculations and populate employee data over time.

The Oracle documentation specifies that while Benefits and Taxes enhance Workforce planning, they are not required for core functionality, making C the non-mandatory task.

Oracle Planning 2024 Implementation Study Guide: 'Configuring Workforce Module' (docs.oracle.com, Published 2024-10-01).

Oracle EPM Cloud Documentation: 'Workforce Configuration Tasks' (docs.oracle.com, Published 2023-11-20, updated for 2024).