QUESTION: 1
Which two statements regarding candidate
readiness are true?
A.
Candidates can have different readiness
level ratings for each plan on which they are candidates.
B.
You
can select the candidate readiness so that it displays on the succession plan
and in the analytics to compare candidates.
C.
Readiness
is specific to each succession plan and feeds the readiness on the worker
profile.
D.
The readiness level for succession plans
is the same as the Advancement Readiness selection on the Career Planning
portrait card.
Answer: A, B
QUESTION: 2
You need to
mass-assign goals that exist in the goal library. The requirements are as
follows:
- Performance
goals Al, A2, and A3 should be assigned to Manager l's direct reports.
-
Development goals Bl, B2, and B3 should
be assigned to Manager 2's direct reports. Which option accomplished these
requirements?
A.
Manager 1 and Manager 2 shares goals Al,
A2, and A3 and Bl, B2, and B3 withdirect reports, respectively.
B.
The
organization owner should add goals Al, A2, A3, Bl, B2, and B3 so they can be accessible
as organization goals.
C.
The
HR Specialist selects goals from the goal library, and then assigns them to the
appropriate population.
D.
Manager 1 adds goals Al, A2, and A3 and
Manager 2 adds goals Bl, B2, and B3 to their direct reports' performance
documents.
Answer: D
QUESTION: 3
Your client has 10 different vice-president jobs
that are expected to have a high turnover rate. The client informs you that
these jobs have identical or nearly identical skill sets. You are tasked with creating
a succession plan, which has maximum plan strength.
Which two tasks should be carried out to
fulfill your client's requirements?
A. Select and add a
limited number of internal candidates.
B. Use the Job or
Position plan type.
C. Use the Incumbent
plan type.
D. Select and add a large number of
candidates.
Answer: A, B
QUESTION: 4
The
Performance document has an approval step right after the Manager Evaluation
step in a Performance process flow which also has a Self-Evaluation step. In
the same performance, the option of "Evaluation activities can be
performed concurrently" is selected. What happens to the document control
when the approval task is triggered and the document approver rejects the approval
request?
A. The control of
the document comes to the worker's Line Manager.
B. The control of
the document comes to the worker.
C.
The control of the document is open and
whoever opens and saves the document first, the document is locked for that
role.
D.
The control of the document remains with
the approver until the performance document is shared.
Answer: A
QUESTION: 5
Which three options can be controlled by
Performance Roles?
A. Competency
Section
B. Questionnaire
C. Goals Section
D. Goals section
rating scale
E. Competency
section rating scale
F. Performance
document period
Answer: B, C, F
QUESTION: 6
As an HR specialist, you want to mass-assign goals
to workers. While assigning the goals, you selected a goal plan but did not select
a goal plan period. Choose the correct option that holds true for the goal plan
period in this scenario.
A.
The organization owner of the respective worker assigns a goal plan period
based on the individual organization goal plan period.
B.
The HR specialist who assigned the goal
plan either sends notification to workers about the goal plan period or
manually populates the plan period based on the expected goal completion date.
C.
The
workers populate the plan period for the goal plan based on the expected goal's
target completion date.
D.
The system determines and auto-populates
appropriate goal plan and sub-period based on the goal's target date.
Answer: B
QUESTION: 7
Identify four correct statements that
describe the Performance Template.
A.
In the performance template, you cannot
specify static content, such as competencies and goals.
B. In the
performance template, you cannot edit sections in the template.
C. In the performance
template, you can edit sections in the template.
D.
In the performance template, you can
select the document type, sections, process flows to use, and any additional
content on which to rate workers.
E. In the
performance template, you can specify the processing rules for the document,
and enter the periods for which the performance documents are valid.
F.
In the performance template, you can
select the roles that can access the performance documents created from the
template.
Answer: C, D, E, F
QUESTION: 8
A specific goal from the goal library is added by a
worker. Later, the HR specialist changes the status of the goal in the goal
library to "Inactive". How does the system behave when the goal
status is saved?
A.
It successfully saves the status without
affecting the worker's goals and the goal is prevented from future copying.
B. It throws an
error saying "Goal is already in use".
C. It deletes the
goal from the worker's goals and successfully saves the status.
D. It throws an
error saying "Insufficient Privileges".
E. It completely
deletes the goal from the system.
Answer: C
QUESTION: 9
An employee transfers from the US Sales department to
the Hong Kong Sales department midway through the period covered by the US
Sales Annual Evaluation performance document. The HR specialist has run the
batch eligibility process for the last time after the employee transferred,
making him ineligible to use the US Sales Annual Evaluation performance
document. However, the organization process requires that the employee be
evaluated using performance documents for both his old and new locations.
The
HR specialist navigates to the Manage Worker Eligibility page, and selects the
employee. Then the HR specialist clicks the Change Eligibility button, selects
the US Sales Annual Evaluation performance documents, and specifies to force it
eligible.
Which statement is correct about the ability of the
employee and his manager to perform evaluation?
A.
Since the employee no longer meets the
eligibility criteria, only the new manager can access the performance document
to perform the evaluation.
B.
Even though the employee no longer meets
the eligibility criteria, he and his new manager can still access the
performance document to perform the evaluation.
C. Since the
employee no longer meets the eligibility criteria, the employee and his manager
are not able to conduct performance evaluation in his new location.
D.
The employee and his manager can access
the performance document to perform evaluation only in a new location.
Answer: A
QUESTION: 10
Your
customer requires a Mid-Year review and Annual Review for the current business
process to work in Oracle Performance Management Cloud. They have a
Self-Evaluation step in both the performance templates but they would like to
notify the employee's manager about the completion of the Self Evaluation step
only in the Annual Review Document to reduce the mail traffic. Which statement
is correct about implementing this requirement?
A.
This notification cannot be controlled
at the performance template level and once turned on will fire for the step for
all the Performance templates.
B.
The Activity Name for Manager Role will
be left bank for the Mid-Year review process flow.
C. The Notify
Manager check box will be deselected in the Mid-Year review template and will
be selected for the Annual review template.
D.
The Notify Manager check box will be not
selected in the Overall Summary section in the Mid-Year review template and
this will be selected for the Annual review template.
Answer: B
QUESTION: 11
The
Department Manager has created an organization goal "Improve Organization
Sales". The goal is assigned to all the workers who fall under the
organization hierarchy. The goal-setting process is competed across the
organization. At the midpoint of the goal period, the Department Manager would
like to know if the workers in his or her organization are achieving the goals
that are aligned to the organization's goal "Improve Organization
Sales". How can the manager see the desired information?
A. Create a new
dashboard report on the My Goals page.
B. Create a new
dashboard report on the Organization Goals page.
C. View the Goal
Alignment Summary report.
D. View
the Goal Progress Summary report.
E. View either the Goal
Alignment Summary report or the Goal Progress Summary report.
Answer: D
QUESTION: 12
Which two statements are true for each
type of questionnaire questions?
A. You
may configure specific responses, but you cannot select the presentation method
to determine how the response appears.
B. For the single
select question type, the possible responses can be configured only to appear
as radio buttons.
C. For the single
select question type, the possible responses can be configured only to appear
in a single select choice list.
D.
You may configure specific responses and
select the presentation method to determine how the response appears.
E.
For the single select question type, you
can specify that the possible responses appear either in a single select choice
list or as radio buttons.
Answer: D, E
QUESTION: 13
Which
functionality in Talent Management enables an HR specialist to select an
individual based on a specific list of requirements?
A. Best-Fit
Analysis
B. Profile Search
C. Profile
Comparison
D. Person Portrait
Answer: A
QUESTION: 14
Your
customer has enabled the notification Participant Feedback - Worker deletes
participant. One of the workers has an open performance document and requested
a Participant Feedback. In the middle of the performance cycle the worker had a
Line manager change, but the worker's performance document owner remained the
old manager. The worker deletes a feedback participant since the feedback was
no longer required by the previous co-worker. Which two will be receiving a
notification for this action?
A. Feedback
Participant
B. Old
Line Manager
C. Worker
D. Current Line
Manager
E. HR Specialist
Answer: A, D
QUESTION: 15
Which two statements are true regarding
succession plan strength?
A.
It is a non-calculated description of
succession plans that is determined by the number of candidates in the plan and
their risk of loss.
B.
It
is a non-calculated description of succession plans that is determined by the number
of candidates in the plan and their readiness.
C. It can be
manually overridden.
D. It is also known
as plan bench strength.
Answer: B, D
QUESTION: 16
Which
two options are available in the Section Order field on the Create Questionnaire
Template Contents page when creating a questionnaire template?
A. Manual
B. Random
C. Sequential
D. Ascending
E. Descending
Answer: B, C
QUESTION: 17
What happens when you publish a goal?
A. It is added to
the competency library.
B. It is available
to workers in the Organization Goals area of the My Goals page.
C. It is added to
the goal library for users to select.
D. It is available
to workers in the Shared Goals area of the My Goals page.
Answer: B
QUESTION: 18
Which two worker information areas can
be evaluated in a performance document?
A. Performance
Goals
B. Career
Preferences
C.
Job Competencies D. Development Goals
Answer: A, C
QUESTION: 19
How do you compare a worker's performance and potential
ratings from one of the previous meetings with his or her performance and
potential ratings for the current year during a talent review meeting?
A.
A comparison can be done only between
different workers and not between workers' records across different time spans.
B. Use the Snow
Progress feature in conjunction with the timeline slider.
C. Use the Move
Marker functionality.
D. Use the Zoom
functionality of the talent review dashboard.
E. Select the worker,
click the Window details button, and then click the Compare tab.
Answer: D
QUESTION: 20
A
Human Resources Specialist is required to create a Talent Review Meeting for
all the Sales Consultants in the Regional Sales Department. While creating the
meeting, the Human Resource Specialist is unable to add Succession Plan to the
meeting. What could be the two reasons for this?
A.
The Workers part of the Review
Population of the meeting does not have any Succession Plans defined.
B.
Talent
Review Template selected for the meeting does not have Include Succession Plans
enabled.
C.
The Workers part of the Review
Population of the meeting is not part of any Succession Plans.
D.
The
Business Facilitator of the Talent Review Meeting is not an owner of any
Succession Plans.
E.
The Human Resource Specialist creating
the Talent Review Meeting does not own any Succession Plans.
Answer: A, D
QUESTION: 21
Which
two options are available in the Page Layout field on the Create Questionnaire
Template Contents page when creating a questionnaire template?
A.
4column
B.
2
column
C.
1
column
D.
3 column
E. 5 column
Answer: A, C
QUESTION: 22
Goal
Management enables you to print worker goals. What are the two provided output
formats?
A. dat
B. pdf
C. html
D. doc
E. xis
F. rtf
Answer: B, C
QUESTION: 23
Which
three actions must be completed before a worker can associate a goal to a goal plan,
including a weight?
A. The goal plan
must be assigned to the worker's department.
B. The goal must
have the same Start Date as the goal plan.
C. The worker must
select the goal plan when creating the goal.
D. The worker must
select the goal from the goal library.
E. The
goal plan must include the worker's goal.
F.
The
goal plan must be assigned to the worker.
G. The goal plan
must enable weights.
Answer: B, E, G
QUESTION: 24
Which statement is true about selecting Job
and Position information for the talent pool?
A. The Grade field
is disabled.
B. Job Family and
Job Profile are enabled when Position is selected first.
C. Job and
Department fields are populated and disabled when Position is selected first.
D. Additional fields
are restricted when Department is selected first.
Answer: A
QUESTION: 25
A manager has assigned a performance goal
"Improve Quality by 20%" to a worker by using the My Direct Goals
page. The manager had picked the goal from the goal library. The goal is
viewable by the worker on the Performance Goals tab of the My Goals page. The
worker has started working towards achieving the goal "Improve Quality by
20%". In the middle of the goal period, when the worker tries to update
the status of the goal, the worker finds that he or she is not allowed to
update the goal attributes.
What is stopping the worker from
updating the goal status?
A. The worker cannot update the goals
assigned by using the My Direct Goals page.
B. The worker cannot
update the performance goal.
C. The worker
cannot update the goals added from the goal library.
D. The manager has
not enabled the flag that allows workers to update goal attributes.
E. The worker is
not allowed to update the goal in the middle of the goal period.
Answer: E
QUESTION: 26
You are implementing Oracle Performance Management
Cloud with the requirements that during performance evaluation, a manager
should be able to allocate rewards to direct reports and also be able to promote
them. How do you meet these requirements?
A.
Include the Allocate Rewards subtask in
the process flow, but handle promotions separately in core HR.
B.
Recommend
that the client perform those tasks outside the performance evaluation process in
compensation management.
C.
In
the performance process flow setup, include the tasks Allocate Rewards and
Manage Promotions.
D. Configure
the performance document sections to include rewards and promotions.
E.
Include the Manage Promotions task in
the process flow, but handle rewards separately in compensation management.
Answer: C
QUESTION: 27
A Human Resources Manager informs the Human Resource
Specialist that an Incumbent Succession Plan needs to be updated. The Human Resource
Specialist is unable to find the Incumbent Succession Plan. What is the cause
of this?
A.
The Human Resource Specialist is not the
owner of the Succession Plan even though the privacy of the plan is Public.
B.
The Human Resource Specialist is one of the
owners of the Succession Plan; however, the data role of the Human Resource
Specialist doesn't allow him to search for the employee in person management
search.
C. The Human
Resource Specialist is one of the owners of the Succession Plan; however, the
privacy of the plan is Private.
D.
The Human Resource Specialist is not the
owner of the Succession Plan even though the data role of the Human Resource
Specialist allows him to search for the employee in person management search.
Answer: B
QUESTION: 28
Which statement is true regarding lookup
hierarchy level?
A. Location level
super cedes user and affects only the experience of the current user.
B. It is a best
practice to set user-level option values before specifying values at any other
level.
C. User
level affects all applications of a product family.
D. Site level
affects all application configuration options for a given implementation.
Answer: A
QUESTION: 29
You
are implementing Oracle Goal Management for a midsize company. Your customer
wants to add goals from a legacy application. These goals need to be available
to all workers, managers, and organization owners. Identify two ways to satisfy
these requirements.
A. Add goals to a
goal plan.
B. Add goals to the
goal library.
C. Upload
goals into the goal library by using an application-generated spreadsheet.
D. Add the goals as
an organizational owner.
Answer: C, D
QUESTION: 30
Your
customer wants a list of items that managers should consider doing when
creating their goals, so that subordinates can create goals that align with or
support their managers' goals. Select two options that should be included in
the training materials for managers to satisfy this requirement.
A.
publishing
Performance Goals
B.
publishing
Organization Goals
C. sharing
Organization Goals
D. sharing
Performance Goals
E. assigning goals
F. aligning goals
Answer: C, F
QUESTION: 31
Which
four fields are configurable on the Create Questionnaire Template Basic
Information page when creating a questionnaire template?
A. Rating Model
B. Status
C. Privacy
D. Owner
E. Name
Answer: A, B, C, D
QUESTION: 32
After the completion of the performance document,
the employee's profile is updated. The HR user wants to be able to identify the
source of the ratings that appear in the employee's profile. Which object helps
a user distinguish between the source of the ratings?
A. Content Section
B. Content Type
C. Instance
Qualifier
D. Content
Item
E. Content Library
Answer: B
QUESTION: 33
A
goal plan is created that includes goals from a previous goal plan. Which two
goals are copied to the new goal plan?
A. Goals with the
status Mark for Copy.
B. Goals with the
status Complete.
C. Goals with the
status In Progress.
D. Goals with the
status Not Started.
Answer: C, D
QUESTION: 34
Which
two statements are true regarding adding goals to and removing goals from a
talent pool?
A.
If you remove a development goal from a
talent pool, that goal will be automatically removed from the workers' goals list,
which inherited the goal from the talent pool.
B. When you add a
goal to a pool, all members of the pool are assigned the goal.
C. You can only add
goals that exist in the goal library.
D.
When you add a goal to pool members who
already have that goal as one of their existing goals, the goal will be
duplicated in the goal list.
Answer: B, C
QUESTION: 35
When
a manager is terminated, how will you reassign the performance document and the
corresponding tasks of his or her reports to the new manager?
A.
The new manager can be made responsible
for the tasks associated with the performance document by using the Transfer
Performance Document function.
B.
A
new performance document has to be created for the report whose manager has
been terminated and it has to be assigned to his or her new manager.
C. The performance
documents are automatically reassigned to the report's new manager.
D. It is not
possible to transfer the performance documents to the report's new manager.
E.
The new manager automatically has access
to view the performance documents but cannot accomplish tasks associated with
it.
Answer: C
QUESTION: 36
Identify two correct statements for Goal
Plan setup.
A.
Long-term goals can only be created within
long-term goal plans and cannot exist across goal plans.
B. The
performance document attached to a Goal Plan decides the Goal Plan inclusion in
a performance document.
C. The review
period attached to a Goal Plan restricts the user from creating long-term
goals.
D. Goal Plan dates
are defaulted from review period dates.
E. The start and
end dates of a Goal Plan have to be within the review period.
Answer: B, E
QUESTION: 37
All
tasks and subtasks are included in the Performance flow except the Set Goals
task. Can the competencies and goals be added for a worker in his or her
performance document?
A. Yes. Only goals
can be added in the worker self-evaluation task.
B. Yes. Only competencies
can be added in the manager evaluation of worker tasks.
C.
Yes. Goals and competencies can be added
in the manager evaluation of worker tasks only.
D. Yes. Goals and
competencies can be added in the worker self-evaluation task only.
E.
No.
Without the Set Goals task, goals and competencies cannot be added in the
performance document.
F.
Yes. Goals and competencies can be added
in either the worker self-evaluation or the manager evaluation of worker tasks.
Answer: E
QUESTION: 38
Your client wants workers to be able to enter goals
in self-service, but wants managers to be able to see all the goals maintained
by workers. What would you advise the customer to configure?
A. Performance
Goals only, and disable the Mark Goals Private indicator
B.
Performance
Goals and Development Goals, and disable the Mark Goals Private indicator
C. Performance
Goals, Development Goals, and Personal Goals
D. Performance
Goals and Development Goals
E. Performance
Goals only
Answer: E
QUESTION: 39
Your
customer wants the Goals and Competency section of the performance template to
be populated based on the Job which is assigned to worker.
What two options should you use to
configure this requirement?
A. Create an eligibility profile based on worker Job
and the HR Specialist could mass insert Competencies into already created
performance documents using the Mass Assign process.
B.
Create an eligibility profile based on
worker Job and the HR Specialist could mass insert Goals into already created
performance documents using the Mass Assign process.
C.
Create an eligibility profile based on
worker Job and populate worker Competencies using the Mass Assign process
before the creation of the performance document. In the performance template
section of Goals, choose the option of "Use Employee's Competencies".
D. Populate the Job
profile with Job-specific Competencies and in the performance template section
of Competencies setup, choose the option of Use Specific Profile and select Job
profile.
E. Populate the Job
profile with Job-specific Goals and in the performance template section of
Goals setup, choose the option of Use Specific Profile and select Job profile.
F.
Create an eligibility profile based on
worker Job and populate worker Goals using the Mass Assign process before the
creation of the performance document. In the performance template section of
Goals, choose the options of Use Employee's Goals.
Answer: E, F
QUESTION: 40
Where
do reviews create and manage notes for their direct and indirect reports for a
Talent Review Meeting?
A. Talent Review
Dashboard
B. Prepare Review
Content page
C. Show
Details dialog box
D. Manage Notes and
Tasks page
Answer: B
QUESTION: 41
A
company uses the band method for the overall summary, sum method for the goals
section, and average method for the competencies section with rating points.
For an employee, the score for the competencies section is 50, and the score
for the goals section is 20. The table shows the rating point ranges set up for
the overall section rating model to assign the rating level for the overall
rating. What is the overall rating of an employee?
A. E
B. C
C.
A
D.
B
E. D
Answer: E
QUESTION: 42
You
are in the process of setting up a talent review meeting. When you log in to
the application, the talent review template does not appear in the list of
values.
Identify the reason for the template not
appearing in the list of values.
A. The template is
in Inactive status.
B. The template is
in Active status.
C. The
template is in Incomplete status.
D. The template is
in Planned status.
E. The template is
in Approved status.
Answer: A
QUESTION: 43
You
have a requirement in your company to set up model talent profiles for various
jobs and positions in your organization's hierarchy. Which profile type
template will suit your requirement?
A.
Document the requirements and create a
model person profile, job profile, and position profile.
B.
Document
the requirements and create a model profile which can be used only for
positions.
C.
Document
the requirements and create a model profile, which can be used for both jobs
and positions.
D.
Document
the requirements and create a model profile, which can be used only for jobs.
E.
Document an incumbent's talent and
create a model person profile and use it for either the job or the position
that you want to create.
Answer: A
QUESTION: 44
An
organization owner creates an organization goal and publishes the goal, while
assigning the goal to specific individuals in the organization. Which three
statements are
true about workers and their goals in
the organization?
A. Workers can
cancel the goal before they start working on it.
B. Workers who
create their own goals from the published goal can delete the goal.
C. Workers who are
assigned the goal can delete the goal.
D.
Worker
goals created from the published goal are automatically aligned to the
published goal.
E.
If the organization owner deletes the
goal, the corresponding worker goals will be deleted.
F. Workers can
remove the alignment to the organization goal.
Answer: C, D, F
QUESTION: 45
The performance template is configured in such a way
that the Performance Rating given by the manager against a content item is
going to update the worker's profile. Which two statements are true?
A. The Instance
Qualifier for the update cannot be "Reviewer ID".
B. The Job (Model)
Profile for the worker can also be updated.
C. The Instance
Qualifier for the update can be "Supervisor" or "Reviewer
ID".
D. Rating an item
can be made mandatory.
Answer: C, D
QUESTION: 46
What
should a manager do if he has assigned an organization goal to his direct
reports, but intends to change the target completion date of Goals for the
direct reports?
A.
Manager cannot change the Target
completion date of the assigned organizational Goal.
B.
Sign
in as the manager, go to Navigator/About me/Goals/My Worker Goals. Select the
goal assigned by him and click Edit. Change the target completion date and
click Submit. C. Sign in as the manager, go to Navigator/About me/Goals/My
Organization Goals. Select the goal created by him and click Edit. Change the
target completion date and click Submit.
D.
Sign in as the manager, go to
Navigator/About me/Goals/My Organization Goals. Delete the assigned goal and select
a new goal created by him with the new target completion date and assign the
newly created goal.
Answer: B
QUESTION: 47
During
the talent review meeting, review participants want to see data from five
previous meetings; however, the system does not allow this. What is the reason?
A. Only data from
two meetings can be included in the talent review meeting.
B. Only
data from one meeting can be included in the talent review meeting.
C. Only data from four
meetings can be included in the talent review meeting.
D. Data from
previous meetings can be included in the current review meeting.
Answer: A
QUESTION: 48
What is the maximum number of section types that you
can configure in a performance template to meet the requirements of a
semiannual evaluation of a company and what are the section types?
A. five;
goals to rate worker goals, overall summary, worker final feedback, manager
final feedback, and profile content to rate worker competencies
B.
four; worker and peer final feedback,
manager review, HR review, and profile content to assess career preferences
C.
three;
profile content to rate worker competencies, goals to rate worker goals, and rating
model for risk and impact of loss
D.
two;
rating model for risk and impact of loss, and overall summary toprovide the
overall rating of the worker or manager
E.
three;
HR Specialist final feedback along with rating, overall summary region, and
profile content to rate worker's risk of loss
F.
five; profile content to rate worker
competencies, goals to rate worker goals, overall summary, worker final
feedback, and peer review
Answer: F
QUESTION: 49
The
Department Manager has created and published an organization goal "Improve
Organization Performance". The goal-setting process is completed across
the organization. At the end of the goalsetting process, the Department Manager
wants to know how many workers in his or her organization have set goals to
"Improve Organization Performance". How can the Department Manager
see the desired information?
A. View either the
Goal Alignment Summery report orthe Goal Progress Summary report.
B. View the Goal
Progress Summary report.
C. Create a new dashboard
report on the Organization Goals page.
D. Create a new
dashboard report on the My Goals page.
E. View the Goal
Alignment Summary report.
Answer: E
QUESTION: 50
Your
customer would like to have the Line Manager's Manager approval in a Performance
Document. Which setup option should you use for implementing this?
A.
Select the option of Include Second
Approval Processing Activity in the Performance template.
B.
Select
the option of Include Approval Processing Activity in the Process Flow attached
to the Performance template.
C. Select the
option of Include Second Approval Processing Activity in the Process Flow
attached to the Performance template.
D. Set the profile
option HRA_PD_AAPR to Y.
Answer: B
QUESTION: 51
While defining a Talent Review Template for a
customer, you are required to set up a 2x3 Performance vs. Potential Box Chart.
Which option should be set up in the Talent Review Template?
A.
Map X-axis with a performance rating
model with 2 rating levels and map Y-axis with a potential rating model with 3
rating levels.
B.
Map
X-axis with a potential rating model with 2 rating levels and map Y-axis with a
performance rating model with3 rating levels.
C.
Map X-axis with a performance rating model
with 2 rating categories and map Y-axis with a potential rating model with 3
rating categories.
D.
Map X-axis with a potential rating model
with 2 rating categories and map Y-axis with a performance rating model with 3
rating categories.
Answer: A
QUESTION: 52
Which three statements are true about
the Notes added in the Talent Review Meeting?
A. Reviewers can
see all notes created for the meeting for their direct and indirect reports.
B. Facilitators
create and manage notes on the Talent Review dashboard.
C. Business Leaders
create and manage notes on the Talent Review dashboard.
D.
Reviewers create and manage notes for
their direct and indirect reports on the Prepare Review Content page.
Answer: A, B, D
QUESTION: 53
When
you add a task to a selected worker on the Talent Review dashboard, what role
does the worker automatically assume?
A. Assigned Worker
B. Task
Owner
C. Associated
Worker
D. Assignee
Answer: A
QUESTION: 54
You
have specified the minimum number of participants for each role in the
performance template. While creating the performance document, you _
A.
cannot add any more participant over and
above the minimum number specified for the role
B.
can
add only one more participant over and above the minimum number specified for
the role
C.
can add only two more participant over
and above the minimum number specified for the role
D. can
add more than two more participant over and above the minimum number specified
for the role
Answer: D
QUESTION: 55
One
of the workers reporting to you is appearing in the holding area. Identify
three possible reasons for the worker to be in the holding area.
A.
The box in which the worker should appear
has multiple ratings mapped to it, resulting in the worker being placed in the
holding area.
B. The worker
joined the organization after the talent review meeting was scheduled.
C.
The performance rating model that is
used to assess the worker's overall performance rating differed from the
performance rating model selected on the talent review configuration template.
D. The worker was
not rated before the talent review meeting.
E.
The worker has been placed in the
holding area by you during the talent review meeting.
Answer: B, C, D
QUESTION: 56
During
performance evaluation, if changes are made to a worker's goals on the Goal
Management pages, how can the changes be reflected in the performance document?
A. Use the "Update
goals and competencies" action on the performance document.
B.
The user must manually check for changes
made on the Goal Management pages and update the performance document
accordingly.
C.
The changes made on the Goal Management pages
are automatically reflected in the performance document.
D.
After the performance document is
created, the changes made on the Goal Management pages cannot be synchronized
with the performance document and, therefore, must be evaluated outside the system.
E.
A separate performance document must be
created to incorporate the changes made on the Goal Management pages.
Answer: C
QUESTION: 57
Your organization may require an annual performance evaluation
that includes any or all of the sections. Which four section types are valid
for performance document template sections?
A. Manager Final
Feedback
B. Worker Final
Feedback
C. Goals
to rate worker goals
D. Questionnaire
only for managers
E. Profile Content
to rate worker competencies
Answer: A, B, C, E
QUESTION: 58
Your
organization wants to implement a project evaluation process and a semiannual
evaluation for its workforce. Managers should be able to record the final
feedback and profile content to rate worker competencies. There should be a
clear distinction between the tasks the managers and workers perform as part of
the evaluation process. Identify the four components that you need to configure
to create a performance document that will meet these requirements.
A. calculation
rules in the process flow to include semiannual ratings
B. Overall Summary
section for manager final feedback
C. process
flows with unique step names for managers and workers
D. a section to
bring together the documents type, template sections, and process flow
E. the Performance
template section for profile content to rate worker competencies
F. the Performance
template section for manager final feedback
G. document types
of Project evaluation and semiannual evaluation
Answer: A, B, C, E
QUESTION: 59
Which two profile options override the
"Available to Use" option to display the performance document on the My
Managers Evaluation and My Evaluation pages so that managers and workers can
access it?
A. Number of future
years from the current date
B. Number of cycles
from the current date
C. Number of past
years from the current date
D.
Number of past days from the current
date E. Number of future days from the current date
Answer: A, C
QUESTION: 60
Part of your task is to set up and maintain goals
alignment against organization objectives. If you delete or cancel a goal, additional
work is needed to complete the deletion or cancellation process. Which two
statements are true?
A.
If you delete an organization goal, you remove the alignment between it and any
goals that were aligned to it.
B. If
you delete an organization goal, you cannot remove the alignment between it and
any goals that were aligned to it.
C.
When you cancel an organization goal,
the alignment to other goals is not removed. Owners of goals that are aligned
to the canceled goal receive email notification that the goal they aligned to
is canceled. They can then cancel or modify their own goals, align their goals
to other goals, or leave the alignment as it is.
D.
When you cancel an organization goal,
the alignment to other goals is not removed. Owners of the goal can then cancel
or modify their own goals, align their goals to other goals, or leave the
alignment as it is.
Answer: A, D
QUESTION: 61
Which statement is false in describing
Succession Plan types?
A. An Incumbent plan
type allows you to create a plan to replace multiple individuals.
B. An Incumbent
plan type allows you to create a plan to replace a particular individual.
C.
The Job or Position plan type allows you
to create a plan to ensure that one or more potential candidates have been
identified to fill a key role or position.
D.
A Job or Position plan can cover a
particular job in a specific business unit or department, or throughout an
entire organization.
Answer: C
QUESTION: 62
You
are a review participant and there is a need to analyze the impact of changing
the performance and potential ratings of a worker reporting to you. Identify
two options available on the talent review dashboard that can be used for
calibrating performance and potential.
A.
Zoom
in
B.
Mobility
C. Zoom
out
D. Drag-and-drop
E. Move marker
Answer: B, D
QUESTION: 63
Which three statements are true about
goal plans?
A. Goals can be added
to a Performance goal plan, which is assigned to an organization.
B. Goal plans can
be used to group goals to track them easily for a specific population and time
period.
C. Goal plans can
be used to assign goals to a specific population.
D.
Goals can be assigned to both
individuals and an organization by assigning the goal plan to both individuals
and an organization.
E. Goal plans can
be used to add goals to goal plans from other sources.
Answer: B, C, E
QUESTION: 64
Which two statements are true regarding
a performance template section?
A. The Profile
Content section can be both rated and weighted.
B. The
Goals section can be weighted but not rated.
C. The Worker Final
Feedback section can be rated and weighted.
D. The Manager
Final Feedback section can be rated and weighted.
E. The Overall
Summary section can be rated but not weighted.
Answer: A, D
QUESTION: 65
A
manager has several goals and has assigned some of those goals to his or her
direct reports. However, when direct reports complete the goal, their profiles
are not updated with the competencies associated with the goal as Target
Outcomes. What is the possible reason that the competencies were not added to the
profiles?
A. The Target
Outcome was added to the goal after the goal was submitted.
B. The
goal was assigned to the direct reports after the Target Outcome was added.
C. The Target
Outcome was added, but the target proficiency was not selected.
D. Goal Tasks were
not associated with the goal.
E. The Target
Outcome was added after the goal was assigned to the direct reports.
Answer: E
QUESTION: 66
The
HR manager is planning for the next goal plan period. She finds that the
current goal plan template being used by the organization does not reflect the
latest organization-wide
changes
with respect to goal management. How could the HR manager incorporate the
changes?
A. Create a new
template and edit the goal settings in the new template.
B. Update the
goal-setting options in the current goal plan template.
C. Update the goal
management profile options.
D. Delete
the currently used template and create a new one.
E.
Add a new goal plan period now to the current
template and update the goal-setting options.
Answer: C
QUESTION: 67
You
are a manager in a financial firm and have a new person report to you. The
person is new to Oracle HCM Cloud and Person Gallery. He or she comes to you
for help in understanding the difference between a suggestion list and an
interest list. Which option would be a good explanation for the difference
between the two and help him or her in managing the lists?
A.
A suggestion list is a manually created
list of jobs by the manager for an employee, whereas an interest list is a list
of jobs or positions created by an employee, which he or she would like to
pursue.
B. A suggestion
list is a manually created list of jobs by the manager for an employee, whereas
an interest list is a list of jobs or positions created automatically for an
employee based on the competencies, skills, and qualifications match on his or
her profile.
C. A suggestion
list is an automatically created list of jobs for an employee based on the
competencies, skills, and qualifications match on his or her profile, whereas
an interest list is a list of jobs or positions created by the manager for an
employee based on employee performance and interests.
D. A suggestion
list is automatically generated when an employee views his or her career
planning card and consists of suitable jobs or position profiles based on how
well an employee's competencies, skills, and qualifications match with those of
the job or position profile. An interest list is manually created by an
employee by browsing profiles of jobs and positions that he or she might like
to pursue and adding them to the list.
E.
A suggestion list is a manually created
list of jobs by the employee himself or herself for his or her peers. An
interest list is automatically created for the employee based on his or her
qualification, skills, and competencies.
Answer: D
QUESTION: 68
The Human Resources department manager
informs the Human Resource Specialist that
Employee
1, who is Head of Sales, plays a virtual role in the organization and they must
plan for the successors of the employee. What should the Human Resource
Specialist do?
A. Create an
Incumbent Succession Plan for Employee 1.
B. Create a Job Succession
Plan for the Head of Sales job.
C. Create a Job
Profile Succession Plan for the Sales job profile.
D. Create
a Job Family Succession Plan for the Sales job family.
E. Create a
Position Succession Plan for the Head of Sales position.
Answer: A
QUESTION: 69
What
are two reasons an employee cannot access a goal from the goal library while
adding a goal?
A. The goal is not
with Active status in the goal library.
B. Goal created in
the library is outside the Start Date and Target Completion Date.
C. Goal Library
profile option is not enabled.
D. Goal Library is
not available to the employee.
E. Goal plan
assigned to the employee is not part of the current review period.
Answer: A, B
QUESTION: 70
What can you use Questionnaires for before
a Talent Review meeting?
A. to view and
track development goals of workers outside of your direct reporting line
B. to assign
qualitative or quantitative measurements to assess the level of success of
achieving a goal
C. to
assign Development Goals to workers in your direct reporting line
D. to calculate the
worker potential rating during the content preparation stage
Answer: D
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