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Oracle Fusion HCM: Talent Management 2014 Essentials Sample Questions:

1. A manager has assigned a performance goal "Improve Quality by 20?/o" 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 is not allowed to update the goal in the middle of the goal period.
D) The worker cannot update the goals added from the goal library.
E) The manager has not enabled the flag that allows workers to update goal attributes.

2. Which three statements are true about the goal details held in the performance document and goal management dashboards?

A) Primary goal characteristics, such as the goal name, description, success criteria, and completion date, are kept identical in both the locations.
B) Comments created on the Goal Management pages are not visible in the performance document.
C) Goal ratings that the worker or manager provides in the performance document are available on the Goal Management pages.
D) Comments made in the performance document do not appear on the Goal Management pages.
E) 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.

3. You have created a talent review dashboard and have not enabled the holding area. One of the workers has not been rated before the talent review meeting.
Where would you see the worker during the talent review meeting?

A) The worker will not appear in the box chart analytic and will be excluded from the review.
B) The worker will appear in the box chart analytic and will be included in the talent review.
C) The worker will appear in the box chart analytic, but will be excluded from the review.
D) The worker will not appear in the box chart analytic, but will be included in the review.

4. The goal plan template is the basis for the generation of goal plans for HR specialists. Select four correct actions that an HR specialist can perform with respect to goal plan templates.

A) Delete the templates that were never used.
B) Select population for the goal plan template.
C) Create goal plan templates.
D) Rename templates.
E) Change template status to "inactive."
F) Duplicate the goal plan templates.
G) Select goals to include in the template.

5. 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) Four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences
B) Three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impact of loss
C) Three; HR Specialist final feedback along with rating, overall summary region, and profile content to rate workers' risk of loss
D) Five; profile content to rate worker competencies, goals to rate worker goals, overall summary, worker final feedback, and peer review
E) Five; goals to rate worker goals, overall summary, worker final feedback, manager final feedback, and profile content to rate worker competencies
F) Two; rating model for risk and impact of loss, and overall summary to provide the overall rating of the worker or manager

Solutions: