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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 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.
2. 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 past years from the current date
B) Number of cycles from the current date
C) Number of future years from the current date
D) Number of future days from the current date
E) Number of past days from the current date
3. You are implementing Oracle Fusion Performance-Management 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 Manage Promotions task in the process flow, but handle rewards separately in compensation management.
B) In the performance process flow setup, include the tasks Allocate Rewards and Manage Promotions.
C) Configure the performance document sections to include rewards and promotions.
D) Include the Allocate Rewards subtask in the process flow, but handle promotions separately in core HR.
E) Recommend that the client perform those tasks outside the performance evaluation process in compensation management.
4. 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) No. Without the Set Goals task, goals and competencies cannot be added in the performance document.
B) Yes. Only goals can be added in the worker self-evaluation task.
C) Yes. Goals and competencies can be added in the worker self-evaluation task only.
D) Yes. Only competencies can be added in the manager evaluation of worker tasks.
E) Yes. Goals and competencies can be added in the manager evaluation of worker tasks only.
F) Yes. Goals and competencies can be added in either the worker self-evaluation or the manager evaluation of worker tasks.
5. Which are three guidelines to follow when creating a questionnaire template or questionnaire?
A) Add and format content - Specify the sequence, appearance, and formatting of questions and responses.
B) Determine the intended participant for the questionnaire - is the questionnaire for a widespread audience or specific group?
C) Format basic information - Make it easier to categorize and control access.
D) Disregard specific regional or international laws or customs because any question may be asked in any country jurisdiction.
E) Make sure that the questionnaire template is fully configured because questionnaires created based on a template cannot override template settings.
Solutions:
| Question # 1 Answer: B | Question # 2 Answer: B,E | Question # 3 Answer: A | Question # 4 Answer: F | Question # 5 Answer: A,C,E |
