Updated Aug-2022 Test Engine to Practice Test for 1z0-1052-22 Exam Questions and Answers!
Oracle Talent Management Cloud 2022 Implementation Professional Certification Sample Questions and Practice Exam
Oracle 1z0-1052-22 Exam Syllabus Topics:
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NEW QUESTION 20
What can you use Questionnaires for before a Talent Review meeting?
- A. to calculate the worker potential rating during the content preparation stage
- 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 view and track development goals of workers outside of your direct reporting line
Answer: A
NEW QUESTION 21
Which three statements are true about the Notes added in the Talent Review Meeting?
- A. Facilitators create and manage notes on the Talent Review dashboard.
- B. Reviewers can see all notes created for the meeting for their direct and indirect reports.
- 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
NEW QUESTION 22
Which two statements are true regarding a performance template section?
- A. The Goals section can be weighted but not rated.
- B. The Worker Final Feedback section can be rated and weighted.
- C. The Overall Summary section can be rated but not weighted.
- D. The Manager Final Feedback section can be rated and weighted.
- E. The Profile Content section can be both rated and weighted.
Answer: C,D
NEW QUESTION 23
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 ________.
- A. Talent Pool
- B. determining readiness level
- C. Best-Fit Analysis
- D. determining plan bench strength
Answer: C
NEW QUESTION 24
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. Manager only Questionnaire
- C. Worker Final Feedback
- D. Goals to rate worker goals
- E. Profile Content to rate worker competencies
Answer: A,C,D,E
NEW QUESTION 25
You have specified the minimum number of participants for each role in the performance template.
Which statement is correct regarding creating the performance document?
- A. You can add only two more participants over and above the minimum number specified for the role.
- B. You can add only one more participant over and above the minimum number specified for the role.
- C. You cannot add any more participants over and above the minimum number specified for the role.
- D. You can add more participants over and above the minimum number specified for the role.
Answer: D
NEW QUESTION 26
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?
- A. Update the goal-setting options in the current goal plan template.
- B. Delete the currently used template and create a new one.
- C. Add a new goal plan period row to the current template and update the goal-setting options.
- D. Update the goal management profile options.
- E. Create a new template and edit the goal settings in the new template.
Answer: D
NEW QUESTION 27
Which two statements are true for each type of questionnaire questions?
- A. 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.
- B. You may configure specific responses and select the presentation method to determine how the response appears.
- C. You may configure specific responses, but you cannot select the presentation method to determine how the response appears.
- D. For the single select question type, the possible responses can be configured only to appear in a single select choice list.
- E. For the single select question type, the possible responses can be configured only to appear as radio buttons.
Answer: A,B
NEW QUESTION 28
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. The worker must reassign the new manager to their performance document.
- C. 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.
- D. New managers can assign tasks in the performance document to themselves.
- E. The performance documents are automatically reassigned to the report's new manager.
Answer: E
NEW QUESTION 29
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?
- A. 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.
- B. The Skills and Qualifications of the Employee's profile are incomplete.
- C. The box in which the worker should appear has multiple ratings mapped to it, resulting in the worker being placed in the holding area.
- 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: A,C,D
NEW QUESTION 30
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. two; rating model for risk and impact of loss, and overall summary to provide the overall rating of the worker or manager
- B. five; goals to rate worker goals, overall summary, worker final feedback, manager final feedback, and profile content to rate worker competencies
- C. three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impact of loss
- D. five; profile content to rate worker competencies, goals to rate worker goals, overall summary, worker final feedback, and peer review
- E. three; HR Specialist final feedback along with rating, overall summary region, and profile content to rate workers' risk of loss
- F. four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences
Answer: D
NEW QUESTION 31
Which two options are available in the Section Order field on the Create Questionnaire Template Contents page when creating a questionnaire template?
- A. Descending
- B. Random
- C. Ascending
- D. Sequential
- E. Manual
Answer: B,D
NEW QUESTION 32
When setting up participant feedback in the performance evaluation template, which three statements are true?
- A. The performance evaluation can be set up so that the Employee can request, remind, and view feedback regarding their own performance.
- B. Managers can be named as responsible for the entirety of the feedback process.
- C. The Employee can be prevented form requesting and viewing feedback regarding their own performance by noting it on the performance template.
- D. Employees and Managers are required to manage the feedback task for each performance review.
Answer: A,C,D
NEW QUESTION 33
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?
- A. The Facilitator should update the Data Submission deadline to a past date (date earlier that the system date).
- B. The Facilitator should update the Status of the meeting to In Progress if the Meeting Date is scheduled on a future date.
- C. The Facilitator should conduct the meeting only after all the Review Participants have submitted the Review Content Data.
- D. The Facilitator should update the Meeting Date to a past date (date earlier that the system date).
Answer: C
NEW QUESTION 34
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 completely deletes the goal from the system.
- B. It successfully saves the status without affecting the worker's goals and the goal is prevented from future copying.
- C. It throws an error saying "Insufficient Privileges".
- D. It throws an error saying "Goal is already in use."
- E. It deletes the goal from the worker's goals and successfully saves the status.
Answer: E
NEW QUESTION 35
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?
- A. Create a Position Succession Plan for the Head of Sales position.
- B. Create a Job Profile Succession Plan for the Sales job profile.
- C. Create a Job Family Succession Plan for the Sales job family.
- D. Create an Incumbent Succession Plan for Employee 1.
- E. Create a Job Succession Plan for the Head of Sales job.
Answer: D
NEW QUESTION 36
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?
- A. 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.
- B. 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.
- C. 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.
- D. 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.
- E. 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.
- F. 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.
Answer: B,F
NEW QUESTION 37
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?
- A. Goals can be updated in the performance document by using Goal Management, but only by the worker.
- B. Goals can be updated in the performance document by both the manager and the worker by using Goal Management only.
- C. Goals can be updated in the performance document by both the manager and the worker.
- D. Goals cannot be updated in the performance document by the manager or the worker.
- E. Goals can be updated in the performance document by using Goal Management, but only by the manager.
Answer: A
NEW QUESTION 38
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. 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.
- B. 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.
- C. Manage cannot change the Target completion date of the assigned organizational Goal.
- D. 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.
Answer: D
NEW QUESTION 39
Identify two correct statements for Goal Plan setup.
- A. The performance document attached to a Goal Plan decides the Goal Plan inclusion in a performance document.
- B. The start and end dates of a Goal Plan have to be within the review period.
- C. The review period attached to a Goal Plan restricts the user from creating long-term goals.
- D. Long-term goals can only be created within long-term goal plans and cannot exist across goal plans.
- E. Goal Plan dates are defaulted from review period dates.
Answer: A,B
NEW QUESTION 40
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. Recommend that the client perform those tasks outside the performance evaluation process in compensation management.
- B. Include the Manage Promotions task in the process flow, but handle rewards separately in compensation management.
- C. Include the Allocate Rewards subtask in the process flow, but handle promotions separately in core HR.
- D. In the performance process flow setup, include the tasks Allocate Rewards and Manage Promotions.
- E. Configure the performance document sections to include rewards and promotions.
Answer: B
NEW QUESTION 41
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