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Oracle Fusion HCM: Talent Management 2014 Essentials Sample Questions:

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

2. Your client wants managers to create goals that their team members and indirect reports can use as models for their own goals, and to which team members and indirect reports can align. The client also wants managers to maintain and monitor their own goals, as well as those of their direct and indirect reports.
Your client frequently reorganizes the company. At times, managers are switched from one organization (department, division) to another and at other times, managers and their teams are kept intact but the organization information (department ID and name) changes.
At the project team meeting, you present suggestions on the use of performance goals and organization goals. Which option should be included in your list of suggestions?

A) Managers should use a balanced mix of Organization Goals and Performance Goals, and should share both sets.
B) Managers should use a balanced mix of Organization Goals and Performance Goals, and should publish both sets.
C) Managers should predominantly use Performance Goals, and share those goals with direct and indirect reports.
D) Managers should predominantly use Organization Goals, and publish those goals.
E) Managers should use a balanced mix of Organization Goals and Performance Goals, and should publish the former and share the latter.

3. You are a manager in a financial firm and have a new person report to you. The person is new to Fusion Applications 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 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.
B) 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.
C) 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.
D) 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.
E) 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.

4. 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?

A) Set goals, worker self-evaluation, manager evaluation of worker, share performance document, first approval, confirm review meeting held, provide final feedback
B) Set goals, worker self-evaluation, manager evaluation of worker, provide final feedback, confirm review meeting held, set next period goals
C) Set goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback, set next period goals
D) Set goals, manager evaluation of worker, share performance document, conform review meeting held, provide final feedback
E) Set next period goals, set goals, first approval, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback
F) Set goals, first approval, manager evaluation of worker, worker self-evaluation, provide final feedback, second approval, set next period goals

5. While conducting a talent review meeting the Business Leader felt that the review population in the current meeting is large. Choose four parameters on which the Business Leader can filter the population.

A) Location
B) Grade
C) Job
D) Position
E) Age
F) Competency/Proficiency Level

Solutions: