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Oracle Fusion HCM: Talent Management 2014 Essentials Sample Questions:

1. How do you compare a worker's performance and potential ratings from one of the previous meetings with his or her performance and potential ratings for the current year during a talent review meeting?

A) Use the Show Progress feature in conjunction with the timeline slider.
B) Select the worker, click the Window details button, and then click the Compare tab.
C) Use the Move Marker functionality.
D) A comparison can be done only between different workers and not between workers' records across different time spans.
E) Use the Zoom functionality of the talent review dashboard.

2. Which statement is false in describing Succession Plan types?

A) The Job or Position plan type allows you to create a plan to ensure that one or more potential candidates have been identified to fill a key role or position.
B) An Incumbent plan type allows you to create a plan to replace a particular individual.
C) A Job or Position plan can cover a particular job in a specific business unit or department, or throughout an entire organization.
D) An Incumbent plan type allows you to create a plan to replace multiple individuals.

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

4. 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 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.
B) 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.
C) 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.
D) 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.
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.

5. During performance evaluation, if changes are made to a worker's goals on the Goal Management pages, how can the changes be reflected in the performance document?

A) The user must manually check for changes made on the Goal Management pages and update the performance document accordingly.
B) A separate performance document must be created to incorporate the changes made on the Goal Management pages.
C) After the performance document is created, the changes made on the Goal Management pages cannot be synchronized with the performance document and, therefore, must be evaluated outside the system.
D) Use the "Update goals and competencies" action on the performance document.
E) The changes made on the Goal Management pages are automatically reflected in the performance document.

Solutions: