Oracle Global Human Resources Cloud 2025 Implementation Professional—Delta Advanced Practice Exam: Hard Questions 2025

After upgrading to the latest release, a customer reports that a previously working responsive UI personalization for the Person page no longer appears for a specific population, but it still appears for HR Specialists. The personalization was intended to be role- and context-specific (based on Legal Employer). Which approach is MOST appropriate to troubleshoot and correct the issue while minimizing risk of breaking other personalizations?

A multinational enterprise uses HCM Redwood pages and has implemented extensive guided journeys. After a release update, they notice that a newly delivered Redwood enhancement changes the placement/visibility of a critical guided journey task for line managers. They need to restore the desired user experience without blocking adoption of other delivered enhancements. What is the BEST design approach?

A customer adopted a new delivered feature that adds additional validation during worker lifecycle transactions. After enabling it, mass changes via an HDL-based process begin failing for a subset of workers with ambiguous error messages. The customer wants to keep the new validation for UI transactions but allow integration loads to proceed with controlled exceptions. What is the MOST appropriate solution pattern?

You are designing global structures for a client with multiple countries, each with different statutory reporting and HR processes. They want to centralize enterprise-wide job architecture but allow local variations in grades and grade steps for compensation. They also require consistent headcount reporting across Legal Employers. Which configuration best balances global standardization with local flexibility?

A client uses positions for headcount control and has a matrix organization where a worker has a primary assignment and multiple dotted-line reporting relationships. They want approvals for job/comp changes to route to the solid-line manager, while performance-related tasks route to a matrix manager. What is the MOST robust configuration approach?

A global enterprise needs to enforce that contingent workers cannot be assigned certain job families and cannot be transferred across specific legal employers due to compliance restrictions. The rules vary by country and are updated periodically. The business wants preventive controls (not just reporting). Which solution is MOST appropriate and maintainable?

A customer performs high-volume worker updates. They use HDL for loads and must ensure referential integrity across workers, assignments, and managers. They also need the ability to replay failed batches idempotently without creating duplicates. Which approach is BEST?

An external HR system sends incremental changes to Oracle HCM. The integration sometimes delivers out-of-sequence effective-dated updates (for example, a backdated transfer arrives after a future-dated promotion). The client wants the target system to reflect the correct history without manual fixes and wants to minimize transaction failures. What is the BEST strategy?

A customer must restrict access to sensitive person data (for example, national identifiers and date of birth) so that HR Analysts can run headcount reports but cannot view or export sensitive fields. They also need to allow a small compliance team to access full details. Which design is MOST aligned with least privilege and auditability?

During an audit, a customer discovers that terminated workers are still appearing in manager search results in certain transactions, and managers can view limited information about them. The business requirement is that managers should not see terminated workers unless they had a direct reporting relationship within the last 90 days. How should you address this with the MOST appropriate security design?