Wednesday, August 2, 2017

1Z0-331 - Oracle Talent Management Cloud 2016 Implementation Essentials


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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