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Oracle Fusion HCM: Talent Management 2014 Essentials Sample Questions:

1. Which two statements regarding the creation of a performance document are true?

A) An HR Specialist can mass-create performance documents by using eligibility profiles.
B) An organization owner can create performance documents for workers in his or her organization.
C) A worker can create his or her own performance document.
D) An HR Specialist can create a performance document on behalf of a manager.

2. Your client has 10 different vice-president jobs that are expected to have a high turnover rate. The client informs you that these jobs have identical or nearly identical skill sets. You are tasked with creating a succession plan, which has maximum plan strength.
Which tasks should be carried out to fulfill your client's requirements?

A) Select and add a large number of candidates.
B) Use the Incumbent plan type.
C) Use the Job or Position plan type.
D) Select and add a limited number of internal candidates.

3. You need to mass-assign goals that exist in the goal library. The requirements are as follows:
-Performance goals Al, A2, and A3 should be assigned to Brian Joseph's direct reports. -Development goals B1, B2, and B3 should be assigned to Linda Swift's direct reports.
Which option accomplishes these requirements?

A) The organization owner should add goals Al, A2, A3, B1, B2, and B3 to Fusion so they can be accessible as organization goals.
B) Brian Joseph and Linda Swift shares goals A1, A2, and A3 and B1, B2, and B3 with direct reports, respectively.
C) Brian Joseph adds goals Al, A2, and A3 and Linda Swift adds goals B1, B2, and B3 to their direct reports' performance documents.
D) The HR Specialist selects goals from the goal library, and then assigns them to the appropriate population.

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

5. You are the business leader of a talent review meeting. While the meeting is in progress, you are not able to use the timeline slider available below the talent review dashboard. Identify the reason.

A) The review participants have not entered data from previous meetings while preparing review data for their workers.
B) The facilitator has not enabled the option to include data from previous meetings.
C) There is no data from previous meetings available for any of the review population.
D) The business leader has joined the organization only after the previous meetings were completed.
E) Only the facilitator can use this feature.

Solutions: