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Oracle Fusion HCM: Talent Management 2014 Essentials Sample Questions:

1. 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) Two; rating model for risk and impact of loss, and overall summary to provide the overall rating of the worker or manager
B) Four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences
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) Three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impact of loss
F) Five; goals to rate worker goals, overall summary, worker final feedback, manager final feedback, and profile content to rate worker competencies

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

3. Which are three guidelines to follow when creating a questionnaire template or questionnaire?

A) Make sure that the questionnaire template is fully configured because questionnaires created based on a template cannot override template settings.
B) Determine the intended participant for the questionnaire - is the questionnaire for a widespread audience or specific group?
C) Disregard specific regional or international laws or customs because any question may be asked in any country jurisdiction.
D) Format basic information - Make it easier to categorize and control access.
E) Add and format content - Specify the sequence, appearance, and formatting of questions and responses.

4. Which two statements regarding talent pool owners are true?

A) Talent pool owners can access and manage only the pools that they own in the Succession Plans work area.
B) Talent pool owners can view only those pools that they own.
C) Talent pool owners, regardless of whether they are meeting facilitators, can see the talent pools that are included with the meeting on the Talent Review dashboard.
D) Talent pool owners can associate talent pools to those succession plans for which they are also owners.

5. 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) Yes. Goals and competencies can be added in the manager evaluation of worker tasks only.
B) Yes. Goals and competencies can be added in the worker self-evaluation task only.
C) Yes. Only goals can be added in the worker self-evaluation task.
D) Yes. Only competencies can be added in the manager evaluation of worker tasks.
E) Yes. Goals and competencies can be added in either the worker self-evaluation or the manager evaluation of worker tasks.
F) No. Without the Set Goals task, goals and competencies cannot be added in the performance document.

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