Oracle Talent Management Exam

Which two options are available in the Page Layout field on the Create Questionnaire Template Contents page when creating a questionnaire template? - 4 column - 2 column - 3 column - 5 column - 1 column

- 2 column - 1 column

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. - Add the goals as an organizational owner. - Add goals to a goal plan. - Upload goals into the goal library by using an application-generated spreadsheet. - Add goals to the goal library.

- Add the goals as an organizational owner. - Upload goals into the goal library by using an application-generated spreadsheet.

When a descriptive flexfield is deployed for a goal template, to which will that flexfield will be visible for? - None of the above. - Existing goals using that goal template. - All goals previously created using that template along with goals created going forward using that template. - New goals that are created from that moment on, using that template.

- All goals previously created using that template along with goals created going forward using that template.

Which functionality in Talent management enables an HR specialist to select an individual based on a specific list of requirements? - Person Portrait - Profile Search - Best-Fit Analysis - Profile Comparison

- Best-Fit Analysis

You are an HR specialist for the Manufacturing Department of your company. This department contains a total of six employees and your CEO has instructed you to perform the following steps: Determine how well the employees' profiles match a job or position profile. Run an analysis, which compares competencies, licenses, and certifications. The process described above is ________. - Determining readiness level - Best-Fit Analysis - Determining plan bench strength - Talent Pool

- Best-Fit Analysis

Which two statements regarding candidates readiness are true? - The readiness level for the succession plan is the same as the advancement readiness selection on the career planning portrait card. - Candidates can have diff readiness level ratings for each plan on which they are candidates. - Readiness is specific to each succession plan and feeds the readiness on the worker profile - You can select the candidate readiness so that it displays on the succession plan and in the analytics to compare candidates

- Candidates can have diff readiness level ratings for each plan on which they are candidates. - You can select the candidate readiness so that it displays on the succession plan and in the analytics to compare candidates

Which three information areas can be evaluated in a performance document? - Competencies - Development Goals - Performance Goals - Qualifications - Languages

- Competencies - Development Goals - Performance Goals

Your customer wants Project Managers to evaluate employees on Competencies but not on Goals when both Goals and Competencies are present in the performance document. How should you achieve this? - Create a project manager security role with data access restricted to competency profile type. - Create a project manager performance role and attach it to the competency and overall rating section. - This could be achieved only by using the Matrix Manager Role; the role could be attached to the performance template competency section. - Attach a security profile with only competency profile type access to the Matrix manager performance role.

- Create a project manager performance role and attach it to the competency and overall rating section.

The Human Resources department manager informs the Human Resource Specialist that Employee 1, who is Head of Sales, plays a vital role in the organization and they must plan for the successors of the employee. What should the Human Resource Specialist do? - Create a Job Profile Succession Plan for the Sales job profile. - Create a Job Succession Plan for the Head of Sales job. - Create a Job Family Succession Plan for the Sales job family. - Create an Incumbent Succession Plan for Employee 1. - Create a Position Succession Plan for the Head of Sales position.

- Create an Incumbent Succession Plan for Employee 1.

You are a functional analyst and have been tasked with creating new content items to be used in various profile templates. What set of steps will you perform to accomplish this task? - Create content type, create item, set fields to be displayed, associate rating model, and save and close. - Create item, set the content type and content item fields, save and close, and repeat the preceding steps for all the required content items. - Create item, set the content type and content item fields, associate rating model, and save and close, and repeat the preceding steps for all the required content items. - Create item and set the content item fields, set content type, save and close, and repeat the preceding steps for all the required content items. - Create item, set the content type and content item fields, associate rating model, and save and close.

- Create item, set the content type and content item fields, save and close, and repeat the preceding steps for all the required content items.

Which are two of guidelines to follow when creating a questionnaire template or questionnaire? - Determine the intended participant for the questionnaire; Is the questionnaire for a widespread audience or specific group? - Make sure that the questionnaire template is fully configured because questionnaires created based on a template cannot override template settings. - Format basic information; Make it easier to categorize and control access. - A questionnaire can be created without a template.

- Determine the intended participant for the questionnaire; Is the questionnaire for a widespread audience or specific group? - Format basic information; Make it easier to categorize and control access.

Which two types of goals can be included in a Performance Document for review? - Development Goals - Organization Goals - Performance Improvement Goals - Performance Goals

- Development Goals - Performance Goals

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? - Document the requirements and create a model person profile, job profile, and position profile. - Document the requirements and create a model profile which can be used only for positions. - Document the requirements and create a model profile, which can be used for both jobs and positions. - 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. - Document the requirements and create a model profile, which can be used only for jobs.

- Document the requirements and create a model profile, which can be used for both jobs and positions.

You are a review participant and there is a need to analyze the impact of changing the performance and potential rating of a worker reporting to you. Identify two options available on the talent review dashboard that can be used for calibrating performance and potential. - Mobility - Zoom out - Drag-and-drop - Zoom in - Move marker

- Drag-and-drop - Move marker

When setting up participant feedback in the performance evaluation template, which three statements are true? - Employees and Managers are required to manage the feedback task for each performance review. - Managers can be named as responsible for the entirety of the feedback process. - The performance evaluation can be set up so that the Employee can request, remind, and view feedback regarding their own performance. - The Employee can be prevented from requesting and viewing feedback regarding their own performance by noting it on the performance template. - Managers can control what employees see in the questionnaire

- Employees and Managers are required to manage the feedback task for each performance review. - The performance evaluation can be set up so that the Employee can request, remind, and view feedback regarding their own performance. - The Employee can be prevented from requesting and viewing feedback regarding their own performance by noting it on the performance template.

Which three statements are true about the goal details held in the performance document and the Goal Management pages? (Choose three.) - Evaluation comments captured in the Comments field in the performance document do not appear on the Goal Management pages. - Goal comments made in the performance document do not appear on the Goal Management pages. - Goal comments captured in the Comments field on the Goal Management pages are not visible in the performance document. Primary goal characteristics, such as the goal name, description, success criteria, and completion date, are kept identical in both locations. - Goal weights added on the Goal Management pages are added to the performance document only when the goal is initially added to the document; thereafter, weights are maintained independently.

- Evaluation comments captured in the comments field in the performance document do not appear on the goal management pages - Primary goal characteristics, such as the goal name, description, success criteria, and completion date, are kept identical in both locations - Goal weights added on the Goal Management pages are added to the performance document only when the goal is initially added to the document; thereafter, weights are maintained independently

You are a manager and are viewing the career development page for one of your employees. Which tile (section) on the career development page is hidden from you? - Overview - Career of Interest - Favorites - Explore Roles

- Favorites

What are the four Feedback sections? - Feedback Given to Me - Feedback Requests About Me - Feedback Given to Others - Feedback Requests About Others - Feedback About Me

- Feedback Given to Me - Feedback Requests About Me - Feedback Given to Others - Feedback Requests About Others

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-owner. Which two will be receiving a notification for this action? (Choose Two) - Feedback Participant - Current Line Manager - HR Specialist - Old Line Manager - Worker

- Feedback participant - Old line manager

When a talent pool is created, in what two ways can candidates for the pool be added? - Added from a Succession Plan - Upload via a spreadsheet - Added from within a Talent Review Meeting - Find Best Fit - Added using Select and Add

- Find Best Fit - Added using Select and Add

Which two statements are true for each type of questionnaire questions? - For the single select question type, the possible responses can be configured only to appear as radio buttons. - You may configure specific responses, but you cannot select the presentation method to determine how the response appears. - 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. - You may configure specific responses and select the presentation method to determine how the response appears. - For the single select question type, the possible responses can be configured only to appear in a single select choice list.

- 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. - You may configure specific responses and select the presentation method to determine how the response appears.

Which three statements are true about goal plans? - Goal plans can be used to group goals to track them easily for a specific population and time period. - Goals can be assigned to both individuals and an organization by assigning the goal plan to both individuals and an organization. - Goal plans can be used to add goals to goal plans from other sources. - Goal plan can be used to assign goals to a specific population.

- Goal plans can be used to group goals to track them easily for a specific population and time period. - Goal plans can be used to add goals to goal plans from other sources. - Goal plan can be used to assign goals to a specific population.

In a performance evaluation, which three options can be accessed by Performance Roles? - Performance document period - Goals Section - Questionnaire - Competency Section - Goals section rating scale - Competency section rating scale

- Goals Section - Questionnaire - Competency Section

After the performance document status is marked complete and goals are updated in Goal Management, can further changes be made to the goals in the performance document, either directly or through Goal Management? - Goals can be updated in the performance document by both the manager and the worker by using Goal Management only. - Goals can be updated in the performance document by using Goal Management, but only by the manager. - Goals can be updated in the performance document by both the manager and the worker. - Goals cannot be updated in the performance document by the manager or the worker. - Goals can be updated in the performance document by using Goal Management, but only by the worker.

- Goals cannot be updated in the performance document by the manager or the worker.

Identify four correct statements about the performance template. - In the performance template, you can select the document type, sections, process flows to use, and any additional content on which to rate workers. - In the performance template, you can select the roles that can access the performance documents created from the template. - In the performance template, you can edit sections in the template. - In the performance template, you can set rating distributions. - In the performance template, you can specify the processing rules for the document, and enter the periods for which the performance documents are valid. - In the performance template, you can set default ratings.

- In the performance template, you can select the document type, sections, process flows to use, and any additional content on which to rate workers. - In the performance template, you can select the roles that can access the performance documents created from the template. - In the performance template, you can edit sections in the template. - In the performance template, you can specify the processing rules for the document, and enter the periods for which the performance documents are valid.

After the completion of the performance document, the employees profile is updated. The HR user wants to be able to identify the source of the ratings that appear in the employees profile. Which object helps a user distinguish between the sources of the ratings? - Content Type - Content Section - Content Library - Instance Qualifier - Content Type - Content Item

- Instance Qualifier

Which two statements are true regarding succession plan strength? - It can be manually overridden. - It is also known as plan bench strength. - It is a non-calculated description of succession plans that is determined by the number of candidates in the plan and their readiness. - It is a non-calculated description of a succession plan that is determined by the number of candidates in the plan and their risk of loss.

- It is also known as plan bench strength. - It is a non-calculated description of succession plans that is determined by the number of candidates in the plan and their readiness.

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? - It completely deletes the goal from the system. - It deletes the goal from the worker's goals and successfully saves the status. - It throws an error saying "Goal is already in use." - It throws an error saying "Insufficient Privilege." - It successfully saves the status without affecting the workers goals and the goal is prevented from future copying.

- It successfully saves the status without affecting the workers goals and the goal is prevented from future copying.

Identify three setup tasks required before goals can be managed. - Manage goal management notification. - Manage value sets (if flexfields are deployed for goals). - Manage worker goal setting lookups. - Mass-assign goals. - Manage goal library.

- Manage goal management notification. - Manage value sets (if flexfields are deployed for goals). - Manage worker goal setting lookups.

Your organization may require an annual performance evaluation that includes any or all of the sections. Which three section types are valid for performance document template sections? - Manager Final Feedback - Profile Content to rate worker competencies - Worker Final Feedback - Manager only Questionnaire - Goals to rate worker goals

- Manager Final Feedback - Profile Content to rate worker competencies - Worker Final Feedback

Which goal task can managers NOT perform for employees that report to them? - Align goals - Assign goals - Mass assign goals - Print goals - Delete goals

- Mass assign goals

You configure questions and responses in the question library to add to the questionnaire. Identify four question types that can be defined in the question library. - Multiple choice; You provide responses and respondents select one or more responses from the options available. - Text; Respondent enters a response in a text field. - No response; It is used to provide additional information or allow respondents to add attachments. - Single choice; Respondent selects a single choice from selections you provide. - Additional response; It is used to provide additional information or add attachments.

- Multiple choice; You provide responses and respondents select one or more responses from the options available. - Text; Respondent enters a response in a text field. - No response; It is used to provide additional information or allow respondents to add attachments. - Single choice; Respondent selects a single choice from selections you provide.

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? - Only data from one meeting can be included in the talent review meeting. - Only data from two meetings can be included in the talent review meeting. - Only data from four meetings can be included in the talent review meeting. - Data from previous meetings can never be included in a current meeting.

- Only data from two meetings can be included in the talent review meeting.

Which three goal types are available in Goal Management? - Personal - Organizational - Management - Performance - Development

- Organizational - performance - development

Your customer wants the Goals and Competency sections of the performance template to be populated based on the Job which is assigned to a worker. What two options should you use to configure this requirement? - 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. - 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. - 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. - 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. - 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 option of Use Employee's Goals. - 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.

- 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. - 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 option of Use Employee's Goals.

Where do reviewers create and manage notes for their direct and indirect reports for a Talent Review Meeting? - Show Details dialog box - Manage Notes and Tasks page - Prepare Review Content page - Talent Review Dashboard

- Prepare Review Content page

The Privacy setting controls access to the questionnaire or template. Select two statements that are true. - Public: Anyone with or without permission to access the questionnaire or template can edit it. - Private: Only the owner and HR administrator can edit the questionnaire or template. - Private: Only the owner can edit the questionnaire or template. - Private: Only the owner and line managers can edit the questionnaire or template. - Public: Anyone with permission to access the questionnaire or template can edit it.

- Private: Only the owner can edit the questionnaire or template. - Private: Only the owner and line managers can edit the questionnaire or template. - Public: Anyone with permission to access the questionnaire or template can edit it.

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. - Aligning goals - Assigning goals - Publishing Performance Goals - Sharing Organization Goals - Publishing Organization Goals - Sharing Performance Goals

- Publishing Organization Goals - Sharing Performance Goals

Which two options are available in the Section Order field on the Create Questionnaire Template Contents page when creating a questionnaire template? - Random - Manual - Sequential - Descending - Ascending

- Random - Sequential

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? - The Job (Model) Profile for the worker can also be updated. - Rating an item can be made mandatory. - The Instance Qualifier for the update will be "Reviewer ID" - The Instance Qualifier for the update will be "Supervisor"

- Rating an item can be made mandatory. - The Instance Qualifier for the update will be "Supervisor"

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? - Include the Allocate Rewards subtask in the process flow, but handle promotions separately in core HR. - In the performance process flow setup, include the tasks Allocate Rewards and Manage Promotions. - Configure the performance document sections to include rewards and promotions. - Include the Manage Promotions task in the process flow, but handle rewards separately in compensation management. - Recommend that the client perform those tasks outside the performance evaluation process in compensation management.

- Recommend that the client perform those tasks outside the performance evaluation process in compensation management.

When exploring roles that may be of interest to you, other than manually searching for a role, which two categories are available on the Explore Roles tile? - Recommendations from Peers - Recommended Roles from Manager and HR Specialist - Departmental Roles - Best Matches

- Recommended Roles from Manager and HR Specialist - Best Matches

Which three statements are true about the Notes added in the Talent Review Meeting? - Reviewers can see all notes created for the meeting for their direct and indirect reports. - Business Leaders create and manage notes on the Talent Review dashboard. - Facilitators create and manage notes on the Talent Review dashboard. - Reviewers create and manage notes for their direct and indirect reports on the Prepare Review Content page.

- Reviewers can see all notes created for the meeting for their direct and indirect reports. - Facilitators create and manage notes on the Talent Review dashboard. - Reviewers create and manage notes for their direct and indirect reports on the Prepare Review Content page.

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? - Use the Incumbent plan type. - Select and add a limited number of internal candidates. - Select and add a large number of candidates. - Use the Job or Position plan type.

- Select and add a large number of candidates. - Use the Job or Position plan type.

Your company's appraisal policy requires that the content of the performance document be added in a collaborative manner. Implementation requirements include: Both the worker and the manager are required to rate the worker. Conduct a review meeting for the worker, which the worker must acknowledge. Both the manager and the worker should be able to give their comments on the entire evaluation process. Workers and managers should start setting goals for the next period. To meet these requirements, what are the correct tasks and their sequence to be designed in the process flow? - Set goals, worker self-evaluation, manager evaluation of worker, provide final feedback, confirm review meeting held, set next period goals. - Set goals, manager evaluation of worker, share performance document, confirm review meeting held, provide final feedback. - Set next period goals, set goals, first approval, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback. - Set goals, worker self-evaluation, manager evaluation of worker, share performance document, first approval, confirm review meeting held, provide final feedback. - Set goals, first approval, manager evaluation of worker, worker self-evaluation, provide final feedback, second approval, set next period goals. - Set goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, set next period goals.

- Set goals, worker self-evaluation, manager evaluation of worker, provide final feedback, confirm review meeting held, set next period goals.

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? - 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. - Manager cannot change the Target completion date of the assigned organizational Goal. - 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. - 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.

- 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.

While conducting a Talent Review Meeting for an organization, the Facilitator is unable to move the workers from one box to another box within the box chart. What setting should be updated to enable the Facilitator to move employees in the 9-box or at what stage is it enabled? - The Facilitator should update the Status of the meeting to In Progress if the Meeting Date is scheduled on a future date. - The Facilitator should conduct the meeting only after all the Review Participants have submitted the Review Content Data. - The Facilitator should update the Data Submission deadline to a past date (date earlier that the system date). - The Facilitator should update the Meeting Date to a past date (date earlier that the system date).

- The Facilitator should update the Status of the meeting to In Progress if the Meeting Date is scheduled on a future date.

Which statement is true about selecting Job and Position information for the talent pool? - The Grade field is disabled. Additional fields are restricted when Department is selected first. Job and Department fields are populated and disabled when Position is selected first. Job Family and Job Profile are enabled when Position is selected first. Business Unit must be selected before position is available

- The Grade field is disabled.

You need to mass-assign goals that exist in the goal library. The requirements are as follows: Performance goals A1, A2, and A3 should be assigned to Manager 1's direct reports. Development goals B1, B2, and B3 should be assigned to Manager 2's direct reports. Which option accomplishes these requirements? - The HR Specialist selects goals from the goal library, and then assigns them to the appropriate population. - Manager 1 adds goals A1, A2, and A3 and manager 2 adds goals B1, B2, and B3 to their direct report' performance documents. - The organization owner should add goals A1, A2, A3, B1, B2, and B3 so they can be accessible as organization goals. - Manager 1 and Manager 2 shares goals A1, A2, and A3 and B1, B2, and B3 with direct reports, respectively.

- The HR Specialist selects goals from the goal library, and then assigns them to the appropriate population.

A Human Resource 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. Identify two reasons for this. - The Business Leader of the Talent Review Meeting is not an owner of any Succession Plans - The Human Resource Specialist creating the Talent Review Meeting does not own any Succession Plans. - Talent Review Template selected for the meeting does not have Include Succession Plans enabled. - The Workers part of the Review Population of the meeting does not have any Succession Plans defined. - The Workers part of the Review Population of the meeting is not part of any Succession Plans.

- The Human Resource Specialist creating the Talent Review Meeting does not own any Succession Plans. - Talent Review Template selected for the meeting does not have Include Succession Plans enabled.

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? - The Human Resource Specialist is not the owner of the Succession Plan even though the privacy of the plan is Public - 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. - The Human Resource Specialist is one of the owners of the Succession Plan; however, the privacy of the plan is Private. - 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 the person management search.

- 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 the person management search.

Which two statements are true regarding a performance template section? - The Goals section can be weighted but not rated. - The Manager Final Feedback section can be rated and weighted. - The Worker Final Feedback section can be rated and weighted. - The Overall Summary section can be rated but not weighted. - The Profile Content section can be both rated and weighted.

- The Overall Summary section can be rated but not weighted. - The Profile Content section can be both rated and weighted.

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 reason that the competencies were not added to the profiles? - The goal was assigned to the direct reports after the Target Outcome was added. - The Target Outcome was added to the goal after the goal was submitted. - The Target Outcome was added, but the target proficiency was not selected. - The Target Outcome was added after the goal was assigned to the direct reports. - Goal Tasks were not associated with the goal.

- The Target Outcome was added after the goal was assigned to the direct reports.

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 process flow, the option of "Evaluation tasks 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? - The control of the document is open and whoever opens and saves the document first, the document is locked for that role. - The control of the document comes to the worker's Line Manager. - The control of the document remains with the approver until the performance document is shared. - The control of the document comes to the worker.

- The control of the document comes to the worker's Line Manager.

What are two reasons an employee cannot access a goal from the goal library while adding a goal? - The goal is not in Active status in the goal library. - Goal Library is not available to the employee. - Goal created in the library is outside the Start Date and Target Completion Date. - Goal Library profile option is not enabled. - Goal plan assigned to the employee is not part of the current review period.

- The goal is not in Active status in the goal library. - Goal Library profile option is not enabled

Which three actions must be completed before a worker adds a goal to an assigned goal plan, including a weight? (Choose three.) - The goal plan must be assigned to the worker. - The goal plan must be assigned to the worker's department. - The worker must select the goal plan when creating the goal. - The goal plan must enable weights. - The worker must select the goal from the goal library. - The goal must have the same Start Date as the goal plan. - The goal plan must include the worker's goal.

- The goal plan must be assigned to the worker. - The worker must select the goal plan when creating the goal. - The goal plan must enable weights.

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 if they don't want to wait for the reassignment to happen in HR? - The performance documents are automatically reassigned to the report's new manager. - The worker must reassign the new manager to their performance document. - The new manager can be made responsible for the tasks associated with the performance document by using the Transfer Performance Document function. - 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. - New managers can assign tasks in the performance document to themselves.

- The new manager can be made responsible for the tasks associated with the performance document by using the Transfer Performance Document function.

Identify two correct statements for Goal Plan setup. - The review period attached to a Goal Plan restricts the user from creating long-term goals. - The performance document attached to a Goal Plan decides the Goal Plan inclusion in a performance document. - The start and end dates of a Goal Plan have to be within the review period. - Goal Plan dates are defaulted from review period dates. - Long-term goals can only be created within long-term goal plans and cannot exist across goal plans.

- The performance document attached to a Goal Plan decides the Goal Plan inclusion in a performance document. - Goal Plan dates are defaulted from review period dates.

Which two statements regarding candidate readiness are true? - Candidates can have diff readiness level ratings for each plan on which they are candidates - The readiness level for the succession plan is the same as the advancement readiness selection on the career planning portrait card - Readiness is specific to each succession plan and feeds the readiness on the worker profile - You can select the candidate readiness so that it displays on the succession plan and in the analytics to compare candidates

- The readiness level for the succession plan is the same as the advancement readiness selection on the career planning portrait card - You can select the candidate readiness so that it displays on the succession plan and in the analytics to compare candidates

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. - The template is in Planned status. - The template is in Approved status. - The template is in Inactive status. - The template is in Active status. - The template is in Incomplete status

- The template is in Inactive status.

Which two actions must be completed before an employee can add a goal to their goal plan? - The worker must select the goal plan when creating the goal. - The worker must select the goal from the goal library. - The employee must have a goal plan assigned to them. - Weighting must be enabled in the goal plan. - The goal plan must include the worker's goal.

- The worker must select the goal plan when creating the goal. - The employee must have a goal plan assigned to them.

One of the workers reporting to you is appearing in the holding area. Which three are possible reasons for the worker to be in the holding area? - The worker was not rated before the talent review meeting. - The worker has been placed in the holding area by you during the talent review meeting. - The Skills and Qualifications of the Employee's profile are incomplete. - The box in which the worker should appear has multiple ratings mapped to it, resulting in the worker being placed in the holding area. - 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.

- The worker was not rated before the talent review meeting. - The worker has been placed in the holding area by you during the talent review meeting. - 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.

You have created a talent review dashboard and have not enabled the holding area a. One of the workers has not been rated before the talent review meeting. Where would you see the worker during the talent review meeting? - The worker will appear in the box chart analytic and will be included in the talent review. - The worker will not appear in the box chart analytic, but will be included in the review. - The worker will appear in the box chart analytic, but will be excluded from the review. - The worker will not appear in the box chart analytic and will be excluded from the review.

- The worker will not appear in the box chart analytic and will be excluded from the review.

Which two statements are true about organization goals? - They can be shared with people in the organization and with those outside the organization. - Another organization's leader can align their organization goal to that of a different leader's organization goal. - They can be seen by anyone in the enterprise. - They can be seen by anyone in the organization after being published. They can be transferred from one organization owner to another.

- They can be seen by anyone in the organization after being published. - They can be transferred from one organization owner to another.

What can you use Questionnaires for before a Talent Review meeting? - To assign Development Goals to workers in your direct reporting line - To assign qualitative or quantitative measurements to assess the level of success of achieving a goal - To view and track development goals of workers outside of your direct reporting line - To calculate the worker potential rating during the content preparation stage

- To calculate the worker potential rating during the content preparation stage

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 should the HR manager incorporate the changes? - Create a new template and edit the goal settings in the new template. - Update the goal management profile options. - Delete the currently used template and create a new one. - Add a new goal plan period row to the current template and update the goal-setting options. - Update the goal-setting options in the current goal plan template.

- Update the goal management profile options.

Part of your tasks 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? - If you delete an organization goal, you cannot remove the alignment between it and any goals that were aligned to it - 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, or leave the alignment as it is. - 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 align to is canceled. They can then cancel or modify their own goals, align their goals to other, or leave the alignment as it is. - If you delete an organization goal, you remove the alignment between it and any goals that were aligned to it

- 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 align to is canceled. They can then cancel or modify their own goals, align their goals to other, or leave the alignment as it is. - If you delete an organization goal, you remove the alignment between it and any goals that were aligned to it

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? - Workers who are assigned the goal can delete the goal. - Worker goals created from the published goal are automatically aligned to the published goal. - Workers can remove the alignment to the organization goal. - Workers can cancel the goal before they start working on it. - If the organization owner deletes the goal, the corresponding worker goals will be deleted. - Workers who create their own goals from the published goal can delete the goal.

- Worker goals created from the published goal are automatically aligned to the published goal. - Workers can remove the alignment to the organization goal. - Workers who create their own goals from the published goal can delete the goal.

If 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? - Yes. Goals and competencies can be added in the manager evaluation of worker tasks only. - Yes. Only competencies can be added in the manager evaluation of worker tasks. - No. Without the Set Goals task, goals and competencies cannot be added in the performance document. - Yes. Goals and competencies can be added in either the worker self-evaluation or the manager evaluation of worker tasks. - Yes. Goals and competencies can be added in the worker self-evaluation task only. - Yes. Only goals can be added in the worker self-evaluation task.

- Yes. Goals and competencies can be added in either the worker self-evaluation or the manager evaluation of worker tasks.

You have specified the minimum number of participants for each role in the performance template. Which statement is correct regarding creating the performance document? - You can add only one more participant over and above the minimum number specified for the role. - You can add more participants over and above the minimum number specified for the role. - You can add only two more participants over and above the minimum number specified for the role. - You cannot add any more participants over and above the minimum number specified for the role.

- You can add more participants over and above the minimum number specified for the role.

Which two statements are true regarding adding goals to and removing goals from a talent pool? - You can only add goals that exist in the goal library. - 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. - When you add a goal to a pool, all members of the pool are assigned the goal. - 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 their goal list.

- You can only add goals that exist in the goal library. - When you add a goal to a pool, all members of the pool are assigned the goal.

Goal Management enables you to print worker goals. What are the two provided output formats? (Choose two.) - rtf - dat - html - pdf - doc - xls

- html - pdf

Which four fields are configurable on the Create Questionnaire Template Basic Information page when creating a questionnaire template? -Owner - Status - Name - Rating Model - Privacy

-Owner - Status - Name - Privacy

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 explains the difference between the two and helps him or her in managing the lists? - 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. - 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. - 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. - 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. - 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.

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.

Which statement is false about Succession Plan types? - The Job or Position plan type allows you to create a plan where one or more potential candidates have been identified to fill a key role or position. - An Incumbent plan type allows you to create a plan to replace a particular individual. - The Job or Position plan can cover a particular job in a specific business unit or department, or throughout an entire organization. - An Incumbent plan type allows you to create a plan to replace multiple individuals.

An Incumbent plan type allows you to create a plan to replace multiple individuals.

When you add a task to a selected worker on the Talent Review Dashboard, what role does the worker automatically assume? - Task Owner - Assignee - Assigned worker - Associated Worker

Associated Worker

What are the 4 sections on the development goal page

Basic Info (contains personal Development Intents), Target Outcomes, Measurement, Tasks

How is band method calculated?

Combine the scores from the sections

Your customer would like two performance templates. They would like to have a Level 1 approval in one performance template, and no approval in another performance template. How should you set this up? - This is not possible at Performance Management configuration level. Changes could be made in the BPM work list to implement this requirement. - Create two process flows for the two different performance templates. Then configure the performance template with approval required for one of the templates - Create two performance documents and attach these with different performance documents. At the performance document level, the approval level could be defined. - Create two performance templates and attach these to different process flows where the approval task could be defined.

Create two performance templates and attach these to different process flows where the approval task could be defined.

You are the IT analyst who has just been handed over a list of Content Types to be set up Person Profile as a free form. You take a look at the requirements and realize that there are system limitations around a few of the Content Types in the given requirements and you would need to communicate the same back to the business group. Identify the non-free-form Content Types in the requirements. - Languages, Accomplishments, Potential - Potential, Career Preferences, Degrees - Honors and Awards, Memberships, Licenses - Potential, Risk of Loss, Career Preferences - Accomplishments, Degrees, Languages

Honors and Awards, Memberships, Licenses

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? -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. - 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. - 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. - Map X-axis with a potential rating model with 2 rating levels and map Y-axis with a performance rating model with 3 rating levels.

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.

HR Specialist 1 and HR Specialist 2 are Human Resource Specialists. Manager A is the Line Manager of HR Specialist 2. HR Specialist 1 is the owner of a succession plan and HR Specialist 2 is the co-owner of the same succession plan. There are five candidates specified for the Succession Plan. While HR Specialist 1 can view all the five candidates, HR Specialist 2 can only view three of the five candidates. What is the cause of this? - HR Specialist 1 has restricted the access to some of the candidates in the succession plan using the restrict access feature of the Succession Plan. - Out of the five candidates, one candidate is HR Specialist 2 and the other is Manager A. - Co-owners of a Succession Plan always have access to less number of candidates since they are not owners. - HR Specialist 2's data security doesn't allow him to view the two candidates since the two candidates fall outside the data scope of HR Specialist 2's role.

Out of the five candidates, one candidate is HR Specialist 2 and the other is Manager A.

Which statement is true regarding lookup hierarchy level? - Site level affects all application configuration options for a given implementation. - Use level affects all applications of a product family. - It is a best practice to set user-level option values before specifying values at any other level. - Location level supersedes user and affects only the experience of the current user.

Site level affects all application configuration options for a given implementation.

An HR specialist recently created a performance goal plan for his or her organization. Two new hires have joined the organization after the existing goal plan was created and assigned. Employee 1 is required to have all the goals in the existing goal plan. Employee 2 needs goals A1 and A2 in addition to the goals in the existing goal plan. Goals A1 and A2 need to be added to the goal library. Which statement addresses these requirements? - The HR specialist can add goals A1 and A2 to the goal library, add those goals to the existing goal plan, and then add both the new hires to the goal plan. - The HR specialist can create a new goal plan with goals from the existing goal plan, add goals A1 and A2 from the goal library, and assign them to both the new hires. - The HR specialist can add the eligibility criteria to new goals (A1 and A2) within the goal plan and assign both the new hires to the existing goal plan. - The HR specialist can assign Employee 1 to the existing goal plan, create a new goal plan with goals (A1 and A2) from the goal library, and then assign the new goal plan to Employee 2.

The HR specialist can assign Employee 1 to the existing goal plan, create a new goal plan with goals (A1 and A2) from the goal library, and then assign the new goal plan to Employee 2.

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 the goal plan period. Choose the correct option that holds true for the goal plan period in this scenario. - The organization owner of the respective worker assigns a goal plan period based on the individual organization goal plan period. - 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. - The workers populate the plan period for the goal plan based on the expected goal's target completion date - The system determines and auto-populates appropriate goal plan and sub-period based on the goal's target date.

The workers populate the plan period for the goal plan based on the expected goal's target completion date

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? - The Notify Manager check box will be deselected in the Mid-Year review template and will be selected for the Annual review template. - 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. - This notification cannot be controlled at the performance template level and once turned on will fire for the step for all Performance. - The Activity Name for Manager Role will be left blank for the Mid-Year review process flow.

This notification cannot be controlled at the performance template level and once turned on will fire for the step for all Performance.

Which statement is true regarding the order of the creation of questionnaires?

a questionnaire template is required before you can create a questionnaire, but when you create a questionnaire, settings can be controlled inside the questionnaire (you're not forced to use the template settings)

Which statement is correct regarding eligibility profiles in the performance evaluation module?

answer mentions eligibility batch process