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Oracle Fusion HCM: Talent Management 2014 Essentials Sample Questions:

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

2. A senior manager with your client wants to see a report that shows how much progress is being made on the goals that support his or her performance goals. How would you satisfy this requirement?

A) Create a new analytic that shows the goals that are aligned to the manager's performance goals and their status.
B) Show the manager how to use the Goal Alignment Summary analytic on the My Organization Goals page, avoiding a custom report.
C) Create a new analytic that shows the goals that are aligned to the manager's organization goals and their status.
D) Show the manager how to use the Goal Progress Summary analytic on the My Organization Goals page, avoiding a custom report.

3. After selecting the "Show progress" check box next to the timeline slider, one of the workers is displayed by a single marker. Identify two reasons for the worker not having a pair of markers.

A) The worker progress is in a negative direction and, therefore, needs a single marker to highlight the worker.
B) The worker has progressed, but is currently in the holding area.
C) The worker has not progressed since the previous meeting.
D) The worker was not included in the previous meeting.
E) The worker was included in the previous meeting, but was in the holding area.

4. Which three actions must be completed before a worker can associate a goal to a goal plan, including a weight?

A) The worker must select the goal plan when creating the goal.
B) The goal must have the same Start Date as the goal plan.
C) The goal plan must be assigned to the worker's department.
D) The goal plan must enable weights.
E) The goal plan must include the worker's goal.
F) The worker must select the goal from the goal library.
G) The goal plan must be assigned to the worker.

5. 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) Five; profile content to rate worker competencies, goals to rate worker goals, overall summary, worker final feedback, and peer review
D) Five; goals to rate worker goals, overall summary, worker final feedback, manager final feedback, and profile content to rate worker competencies
E) Three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impact of loss
F) Three; HR Specialist final feedback along with rating, overall summary region, and profile content to rate workers' risk of loss

Solutions: