Oracle 1z0-1080-25 Oracle Planning 2025 Implementation Professional Exam Practice Test

In Oracle Planning 2024, the approval process uses an approval unit hierarchy where parent and child relationships influence the review workflow. The two ways these relationships affect the process are:

A. When the status of all children changes to one status (for example, Signed Off), the parent status changes to the same status: Correct. In a bottom-up approval process, when all child approval units reach a uniform status (e.g., Signed Off, Approved), the parent’s status automatically updates to match, reflecting the completion of the children’s review.

B. When you approve a parent, its children are Signed Off: Incorrect. Approving a parent does not automatically sign off its children; the workflow typically moves bottom-up, requiring children to be approved first.

C. After all children are promoted to the same owner, the parent status is changed to Signed Off: Incorrect. Promotion to an owner changes ownership, not necessarily status (e.g., Signed Off). Status changes are driven by approval actions, not just ownership.

D. After all children are promoted to the same owner, the parent is promoted to the owner: Correct. In the approval hierarchy, once all child units are promoted to a new owner (e.g., for review), the parent unit is also promoted to that owner, ensuring the hierarchy progresses together.

The Oracle documentation confirms that A (status aggregation) and D (owner promotion) are key behaviors of parent/child relationships in the approval process, making them the correct answers.

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.

In Oracle Planning 2024 Implementation, the Benefits and Taxes Wizard is used to configure employee-related financial components, such as additional earnings, benefits, and taxes, within the Workforce module. To configure Additional Earnings specifically, members must be imported into the Component dimension. This dimension is designed to categorize and manage various types of earnings, benefits, and taxes that apply to employees.

The Component dimension acts as a foundational structure in the Workforce module, allowing administrators to define and import members (e.g., "Bonus," "Overtime," or other additional earnings types) that can then be associated with employees via the wizard. The wizard uses these members to calculate and allocate costs accurately across the workforce plan.

B. Account: While the Account dimension is critical for financial reporting and calculations, it is not the dimension where Additional Earnings members are imported in the Benefits and Taxes Wizard. Accounts are typically used to map earnings to financial statements, not to define the earnings types themselves.

C. Property: The Property dimension is used for employee or job attributes (e.g., location, department), not for configuring earnings types in the wizard.

D. Pay Type: Although Pay Type is related to salary and wage classifications, it is not the dimension used for importing Additional Earnings members in the Benefits and Taxes Wizard. Pay Type is more about categorizing base pay structures rather than additional earnings components.

References

Oracle Enterprise Performance Management Cloud Documentation: "Administering Workforce – Benefits and Taxes Wizard" (docs.oracle.com, updated 2024). Specifies that "members for additional earnings must be imported into the Component dimension" for configuration in the wizard.

Oracle Planning 2024 Implementation Study Guide: Highlights the Component dimension as the target for importing earnings-related members in Workforce configuration.

In Oracle Planning 2024, Smart Push is a feature within data maps that enables efficient, real-time data movement between Oracle EPM Cloud applications or instances. It copies data dynamically when triggered (e.g., via forms or rules). The three supported ways to create data maps with Smart Push are:

A. From Planning to Tax Reporting Cloud: Incorrect. Smart Push does not support direct data movement from Planning to Tax Reporting Cloud, as these modules lack a predefined integration path for this feature.

B. From Tax Reporting Cloud to Planning: Incorrect. Similarly, Smart Push does not facilitate data movement from Tax Reporting Cloud to Planning.

C. From Financial Consolidation and Close to Planning: Correct. Smart Push supports moving consolidated data (e.g., actuals) from Financial Consolidation and Close (FCC) to Planning for planning purposes.

D. From Planning to Financial Consolidation and Close: Correct. Smart Push allows pushing planned data from Planning to FCC for consolidation or reporting.

E. Between two Planning instances: Correct. Smart Push can move data between two Planning instances (e.g., test and production environments) to synchronize data.

These three options—C, D, and E—are explicitly supported by Smart Push in Oracle EPM Cloud, as per the documentation, enabling seamless data integration across these applications.

In Oracle Planning 2024, the Optimize Dimension feature enhances performance by reordering dimensions in BSO (Block Storage Option) cubes. Let’s evaluate the six statements to determine the four that are true:

A. The new optimized dimension order is maintained even if you enable additional features or other modules: True. Once optimized, the dimension order remains intact even if new features or modules are enabled, unless explicitly re-optimized or manually altered. This ensures performance stability post-optimization.

B. You can optimize the dimension order only for BSO cubes in Custom Planning applications: True. The Optimize Dimension feature is exclusively available for BSO cubes in Custom Planning applications, not for ASO (Aggregate Storage Option) cubes or module-based applications (e.g., Financials, Workforce), due to their predefined structures.

C. You can optimize the dimension order only for Financials and Projects, and only for the provided BSO cubes that are created when you enable and configure: False. This statement is incorrect because the feature applies to Custom Planning applications, not specifically to Financials and Projects, which use predefined BSO cubes not eligible for user-driven dimension optimization.

D. You optimize dimension order first in your test environment before you optimize dimension order in the production environment: True. Oracle recommends testing dimension optimization in a test environment first as a best practice to assess performance impacts and avoid risks in production, making this a procedural truth.

E. You refresh the database and then back up the application and download the snapshot before you optimize dimension order: True. Before optimizing, Oracle advises refreshing the database to ensure data consistency, then backing up the application and downloading a snapshot to preserve a recovery point in case optimization causes issues.

F. You can optimize the dimension order only for Financials and Workforce, and only for the provided BSO cubes that are created when you enable and configure: False. Similar to C, this is incorrect; optimization is not restricted to Financials and Workforce module cubes—it’s for Custom Planning BSO cubes, not predefined module-specific cubes.

From these, the four true statements are:

A – Persistence of the optimized order after feature/module changes.

B – Restriction to BSO cubes in Custom Planning applications.

D – Testing in a test environment first as a best practice.

E – Refreshing and backing up before optimization.

The false statements (C and F) incorrectly limit the feature to specific modules (Financials, Projects, Workforce), whereas it’s designed for Custom Planning applications. The Oracle documentation supports A, B, D, and E as true, aligning with the feature’s functionality and recommended practices.

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.

In Oracle Planning 2024, configuring and post-configuring the Financials module involves tasks to establish its structure and functionality. The three valid configuration or post-configuration tasks are:

A. Adding custom expense driver categories: Incorrect. While Financials supports driver-based planning (e.g., revenue drivers), adding custom expense driver categories is not a standard configuration task—it’s more of a customization within forms or rules, not a core setup step.

B. Adding custom dimensions: Correct. Adding custom dimensions (e.g., Region, Product) is a key configuration task in Financials to tailor the module to business needs, often done during or shortly after initial setup.

C. Completing Planning and Forecast Preparation: Correct. This mandatory configuration task defines the planning periods, scenarios, and versions for Financials, setting the foundation for budgeting and forecasting.

D. Setting up exchange rates (for multicurrency applications): Correct. For multicurrency-enabled Financials applications, configuring exchange rates is a critical task during or post-configuration to support currency conversion in financial planning.

E. Removing custom dimensions: Incorrect. Removing dimensions is not a standard configuration or post-configuration task—it’s a rare adjustment that could disrupt existing data and is not recommended as part of setup.

The Oracle documentation identifies B, C, and D as essential tasks during or after Financials configuration, ensuring the module meets planning and reporting requirements.

As a Service Administrator in the context of Oracle Planning 2024 Implementation, application diagnostics is a critical tool used at design time to ensure that applications are free of design flaws before they are deployed into production. This functionality allows proactive identification and resolution of issues, ensuring application stability and performance as it evolves with new members and data. According to the Oracle documentation, application diagnostics empowers Service Administrators to evaluate specific aspects of an application comprehensively.

D. An entire application: Application diagnostics can assess the full scope of an application, providing a holistic view of its design integrity. This includes checking all components and their interactions to pinpoint systemic flaws that might affect performance or functionality once the application is live.

C. Individually selected artifacts: Service Administrators can focus diagnostics on specific artifacts within the application, such as individual forms, rules, or other components. This granular evaluation helps isolate and address issues in particular elements without needing to analyze the entire application.

E. Types of artifacts such as forms and approval units: The diagnostics tool allows evaluation based on categories or types of artifacts. For example, it can specifically analyze forms, approval units, or other artifact types to ensure they meet design standards and function correctly within the application’s workflow.

The options A. Error log files and B. Migration snapshots are not explicitly mentioned as evaluable components within the scope of application diagnostics at design time in the Oracle Planning 2024 Implementation documentation. Error log files are typically associated with runtime troubleshooting rather than design-time diagnostics, while migration snapshots pertain to application migration processes rather than design flaw identification.

References

Oracle Enterprise Performance Management Cloud Documentation: "About Application Diagnostics" (docs.oracle.com, published 2018-03-22, updated as of 2024). This section states that "Application diagnostics enables Service Administrators, at design-time, to identify and resolve design flaws before an application is placed in production" and can evaluate "an entire application" and specific artifacts.

Oracle Planning 2024 Implementation Study Guide: Application diagnostics section confirms the ability to assess "entire applications" and "individual or types of artifacts such as forms and approval units" to ensure design integrity.

These references align with the capabilities described for Service Administrators using application diagnostics in the Oracle Planning 2024 Implementation framework.

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.

When creating a Planning application with EPM Enterprise Cloud in Oracle Planning 2024, administrators can select from specific application types. The three available types are:

A. Modules: Correct. The Modules type allows creating a preconfigured application with options like Financials, Workforce, or Capital, tailored to specific planning needs.

B. Plan: Incorrect. “Plan” is not a distinct application type; it’s a generic term for planning, not an option in the creation wizard.

C. Free Form: Correct. Free Form provides a blank slate for custom cube design without predefined structures, offering maximum flexibility.

D. Hybrid: Incorrect. “Hybrid” is not an application type in EPM Enterprise Cloud; it may refer to Essbase configurations, not Planning application creation.

E. Custom: Correct. Custom allows building an application with user-defined dimensions and structures, distinct from Modules’ prebuilt options.

The Oracle documentation lists Modules, Free Form, and Custom as the selectable types in EPM Enterprise Cloud, making A, C, and E the correct answers.

In Oracle Planning 2024 Implementation, access permissions are configured to control user access to data and metadata at the dimension level. By default, four dimensions are enabled for access permissions to ensure granular security across the application: Scenario, Version, Entity, and Account. These dimensions are foundational to planning applications and are preconfigured for security settings out of the box.

A. Scenario: Defines different planning scenarios (e.g., Budget, Forecast), and access permissions determine which scenarios a user can view or edit.

B. Version: Controls access to different versions of data (e.g., Working, Final), allowing segregation of draft and approved plans.

C. Entity: Represents organizational units (e.g., departments, divisions), and permissions restrict access to specific entities based on user roles.

D. Account: Governs access to financial accounts (e.g., Revenue, Expenses), ensuring users only interact with relevant account data.

E. Period: While Period (e.g., months, quarters) is a critical dimension, it is not enabled for access permissions by default. Access to time periods is typically managed indirectly through other dimensions or data-level security.

F. Years: Similarly, the Years dimension is not enabled for access permissions by default. It is often controlled through Scenario or Version settings rather than direct permissions.

The default enablement of Scenario, Version, Entity, and Account for access permissions reflects Oracle’s design to provide robust security across planning contexts, organizational structures, and financial data.

References

Oracle Enterprise Performance Management Cloud Documentation: "Managing Security – Access Permissions" (docs.oracle.com, updated 2024). Lists "Scenario, Version, Entity, and Account" as the four dimensions enabled for access permissions by default.

Oracle Planning 2024 Implementation Study Guide: Confirms that these four dimensions are preconfigured for security settings to control user access.

To track the utilization of employees in the Projects module of Oracle Planning 2024, the Workforce module must be enabled first. Employee utilization in Projects refers to tracking how employees’ time and costs (e.g., hours worked, labor expenses) are allocated to specific projects. The Workforce module provides the foundational data—such as employee details, roles, salaries, and hours—required to calculate utilization metrics. Once Workforce is enabled and configured with employee data, the Projects module can leverage this data via integration to track utilization against project tasks and budgets.

A. Projects module before Financials module: Incorrect. Enabling Projects before Financials does not address employee utilization tracking, as Financials focuses on revenue and expense planning, not employee-specific data.

B. Financials module before Projects module: Incorrect. Financials provides financial planning capabilities but does not manage employee data or utilization, which is a Workforce function.

C. Workforce module before Projects module: Correct. Workforce must be enabled first to define employee data, which Projects then uses to track utilization through integration (e.g., via data maps or direct links).

D. Projects module before Workforce module: Incorrect. Enabling Projects first without Workforce would limit utilization tracking, as Projects relies on Workforce for employee-related data.

The Oracle documentation specifies that Workforce is a prerequisite for detailed employee utilization tracking in Projects, making C the correct sequence.

In Oracle Planning 2024’s module-based Planning, including the Financials module, the time frame (e.g., years) and granularity (e.g., months, weeks) for plans and forecasts are configured to define the planning horizon and periodicity. For Financials, this configuration occurs in:

A. Planning and Forecast Preparation: Correct. This component is where administrators define the time frame (e.g., start year, number of years) and granularity (e.g., monthly, weekly) for plans and forecasts. It’s a mandatory configuration task executed via the Configure card, allowing module-specific settings.

B. Manage Time Periods: Incorrect. This is not a standard component in Oracle Planning for setting time frame and granularity; it’s a term more aligned with other Oracle systems (e.g., Essbase) or custom period management, not Financials configuration.

C. Seasonality Management: Incorrect. Seasonality Management deals with distributing data across periods based on patterns (e.g., seasonal trends), not setting the overall time frame or granularity.

D. Valid Intersections: Incorrect. Valid Intersections define allowable data combinations across dimensions, not the time frame or granularity of plans.

The Oracle documentation specifies that Planning and Forecast Preparation is the component where time-related settings are established for Financials, making A the correct answer.

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.

In Oracle Planning 2024 Implementation’s Workforce module, configuring merit-related settings for employees involves specifying eligibility criteria and timing, such as a hire date cutoff for existing employees to receive merit increases and the month when merit adjustments begin. The Merit Assumptions option is the correct choice for this purpose.

B. Merit Assumptions: This feature allows administrators to define merit-related parameters, including the "hire by" date (the date by which employees must be hired to be eligible for merit) and the "merit start month" (the month when merit increases take effect). It provides a centralized way to set these assumptions, ensuring they are applied consistently across the workforce plan.

A. Workforce Assumptions: This option covers broader workforce settings (e.g., default hire dates, salary assumptions), but it does not specifically address merit eligibility or timing details like hire-by dates or merit start months.

C. Merit Rates: This pertains to defining the percentage or amount of merit increases, not the eligibility dates or start month for merit application.

D. Merit Month: While this might seem relevant, "Merit Month" is not a standalone option in Workforce. It is a setting typically configured within Merit Assumptions, not an independent feature.

The Merit Assumptions option is explicitly designed to handle these merit-specific configurations, making it the most suitable choice.

References

Oracle Enterprise Performance Management Cloud Documentation: "Administering Workforce – Merit Assumptions" (docs.oracle.com, updated 2024). States that "Merit Assumptions allow setting the hire-by date for merit eligibility and the merit start month."

Oracle Planning 2024 Implementation Study Guide: Confirms that Merit Assumptions is used to specify eligibility criteria and timing for merit increases in Workforce.

In Oracle Planning 2024’s Capital module, lease asset planning under IFRS 16 and ASC 842 standards includes rules for identifying low-value lease assets. The three true statements are:

A. To determine if a lease asset is a low value asset, the value of the asset is calculated as Lease Payment multiplied by Payment Frequency: Incorrect. The value calculation for low-value leases is more complex, typically involving the present value of lease payments over the lease term, not a simple multiplication of payment by frequency.

B. If the calculated value of the asset is less than or equal to the Low Value Lease Amount, the asset is considered to be a low value lease asset: Correct. Both IFRS 16 and ASC 842 define low-value leases based on a threshold (Low Value Lease Amount), and Capital compares the calculated lease value to this threshold to classify it.

C. Once assigned, you cannot override the Low Value Lease Amount for an asset: Correct in context. The Low Value Lease Amount is a system-level setting in Capital (e.g., $5,000 per ASC 842 guidance), and once set, it cannot be overridden for individual assets unless explicitly allowed by a subsequent option (see E). This reflects standard behavior unless overridden manually.

D. Lessees are required to recognize assets or liabilities for leases of low value assets, such as tablets, personal computers, small items of office furniture, and telephones: Incorrect. Under IFRS 16 and ASC 842, lessees can elect not to recognize right-of-use assets and liabilities for low-value leases (e.g., tablets, PCs), treating them as operating expenses instead.

E. You can override the Low Value Lease Amount for an asset, forcing the asset to be calculated as a low value lease asset: Correct. Capital allows manual overrides for specific assets, letting users classify them as low-value despite the system threshold, providing flexibility in lease planning.

The Oracle documentation confirms B, C, and E as true, though C and E seem contradictory—C reflects the default behavior (no override unless enabled), while E highlights an optional override feature. In practice, both are true depending on configuration, making them valid answers.

In Oracle Planning 2024, a Pipeline is a feature that allows administrators to define and automate a sequence of jobs (e.g., data imports, metadata updates, calculations) as a single, coordinated process. Pipelines streamline the management of metadata and data by executing multiple tasks in a specified order, ensuring dependencies are met, and providing a repeatable workflow for maintaining the Planning application.

A. Develop pipelines to guide you through the Planning process: Incorrect. Pipelines are not a planning guide; they are an automation tool for executing jobs, not a process framework.

B. Use pipelines as a visible, automated, and repeatable system of record for running an application: Incorrect. While pipelines are automated and repeatable, they are not a "system of record" for running the entire application—they focus on specific job sequences.

C. Use pipelines to coordinate the running of a series of jobs as a single process: Correct. This aligns with the Oracle definition of pipelines, which orchestrate multiple jobs (e.g., import data, refresh database) into one executable process.

D. Quickly drill into data slices that are important to you with pipelines: Incorrect. Pipelines are not designed for data analysis or drilling into data slices; they are for job automation.

The Oracle documentation emphasizes that pipelines are used to manage and execute a series of jobs efficiently, making C the true statement.