Oracle Talent Management Cloud 2023 Implementation Professional (1Z0-1052-23)

Q1. While conducting a Talent Review Meeting for an organization, the Facilitator is
unable to move the workers from one box to another box within the box chart.
What setting should be updated to enable the Facilitator to move employees in the 9-
box or at what stage is it enabled?

A. The Facilitator should update the Meeting Date to a past date (date earlier that the
system date).

B. The Facilitator should update the Data Submission deadline to a past date (date
earlier that the system date).

C. The Facilitator should conduct the meeting only after all the Review
Participants have submitted the Review Content Data.

D. The Facilitator should update the Status of the meeting to In Progress if the Meeting
Date is scheduled on a future date.

Q2. 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. three; profile content to rate worker competencies, goals to rate worker goals, and
rating model for risk and impact of loss

C. five; goals to rate worker goals, overall summary, worker final feedback, manager
final feedback, and profile content to rate worker competencies

D. five; profile content to rate worker competencies, goals to rate worker

goals, overall summary, worker final feedback, and peer review

E. three; HR Specialist final feedback along with rating, overall summary region, and
profile content to rate workers’ risk of loss

F. four; worker and peer final feedback, manager review, HR review, and profile
content to assess career preferences

Q3. After a reorganization, how would a manager's organization goals carry to his or
her new organization?

A. The HR Specialist transfers the goals from the manager's old organization to the
same manager's new organization.

B. The HR Specialist transfers the goals from the organization owner under the old
organization, to the organization owner under the new organization.
C. The organization owner transfers the goals from the old Organization ID to the new
Organization ID.

D. The HR Specialist deletes the goals from the old organization and the
organization owner adds the goals under the new organization.

Q4. When a performance document is shared by the manager or acknowledged by the

worker, what will the corresponding subtask status change to?
Response:

A. Acknowledged
B. Shared
C. Completed
D. Acknowledged or Shared
E. In Progress

Q5. Where do you define the relationship if you want to set up a relationship between
Goals Content Type and Competencies Content Type?
Response:

A. Set up the relationship type as "Is Supported By on Competencies Content Type."

B. Set up the relationship type as "Is Supported By on Goal Content Type."
C. Set up the relationship type as "Is Supported By on Goal and Competencies
Content Type."
D. Set up the relationship type as "Is Related To on Competencies Content Type."
E. Set up the relationship type as "Is Related To on Goal and Competencies Content Type."

Q6. What are two reasons an employee cannot access a goal from the goal library while
adding a goal?
A. Goal plan assigned to the employee is not part of the current review period.
B. Goal created in the library is outside the Start Date and Target Completion
Date.
C. Goal Library profile option is not enabled.
D. The goal is not with Active status in the goal library.
E. Goal Library is not available to the employee.

Q7. Select the correct statement about performance and development goals.

A. Performance goals are assigned per assignment and development goals are
assigned per person.

B. Performance goals are assigned per person and development goals are assigned
per assignment.

C. Both performance goals and development goals are assigned per

assignment.

D. Both performance goals and development goals are assigned per person.
E. Both performance goals and development goals can be assigned per assignment
and per person.

Q69. What happens when a Performance Document approval is rejected?

A. It is deleted.
B. It is inactivated.
C. It is suspended.
D. It is returned to the submitter.

Q70. Your organization may require an annual performance evaluation that includes any
or all of the sections. Which four section types are valid for performance document
template sections?

A. Manager Final Feedback

B. Worker Final Feedback
C. Goals to rate worker goals
D. Questionnaire only for managers
E. Profile Content to rate worker competencies

Q71. Which two statements are true regarding a performance template section?

A. The Profile Content section can be both rated and weighted.

B. The Goals section can be weighted but not rated.

C. The Worker Final Feedback section can be rated and weighted.

D. The Manager Final Feedback section can be rated and weighted.

E. The Overall Summary section can be rated but not weighted.

Q72. Identify four modules with which Fusion Goal Management is integrated.

A. Fusion Profile Management

B. Fusion Performance Management
C. Fusion Benefits
D. Fusion Network at Work
E. Fusion Talent Review
F. Fusion Payroll
G. Fusion Compensation

Q73. Where do you define the relationship if you want to set up a relationship between
Goals Content Type and Competencies Content Type?

A. Set up the relationship type as "Is Supported By on Competencies Content Type."

B. Set up the relationship type as "Is Supported By on Goal Content Type."

C. Set up the relationship type as "Is Supported By on Goal and Competencies

Content Type."
D. Set up the relationship type as "Is Related To on Competencies Content Type."

E. Set up the relationship type as "Is Related To on Goal and Competencies Content
Type."

Q74. The goal plan template is the basis for the generation of goal plans for HR specialists.
Select four correct actions that an HR specialist can perform with respect to goal plan
templates.
Response:

A. Create goal plan templates.

B. Duplicate the goal plan templates.

C. Select goals to include in the template.

D. Change template status to "inactive."

E. Select population for the goal plan template.

F. Delete the templates that were never used.

G. Rename templates.

Q75. Which two statements are true about organization goals?

A. They can be transferred from one organization owner to another.

B. They can be transferred from one organization owner to the organization owner of
a different organization.

C. They can be shared with people in the organization and with those outside
the organization.

D. They can be seen by anyone in the organization hierarchy.

E. They can be seen by anyone in the organization after being published.

Q76. Which two statements are true regarding a performance template section?

A. The Profile Content section can be both rated and weighted.

B. The Goals section can be weighted but not rated.

C. The Worker Final Feedback section can be rated and weighted.

D. The Manager Final Feedback section can be rated and weighted.

E. The Overall Summary section can be rated but not weighted.

Q116. Select the correct statement about performance and development goals.

A. Performance goals are assigned per assignment and development goals are assigned
per person.

B. Performance goals are assigned per person and development goals are assigned per
assignment.

C. Both performance goals and development goals are assigned per assignment.

D. Both performance goals and development goals are assigned per person.

E. Both performance goals and development goals can be assigned per assignment and
per person.

Q117. The goal plan template is the basis for the generation of goal plans for HR
specialists. Select four correct actions that an HR specialist can perform with respect
to goal plan templates.

A. Create goal plan templates.

B. Duplicate the goal plan templates.
C. Select goals to include in the template.
D. Change template status to "inactive."
E. Select population for the goal plan template.
F. Delete the templates that were never used.
G. Rename templates.

Q118. Your organization may require an annual performance evaluation that includes any
or all of the sections. Which four section types are valid for performance document
template sections?

A. Manager only Questionnaire

B. Profile Content to rate worker competencies
C. Manager Final Feedback
D. Worker Final Feedback
E. Goalsto rate worker goal
Q119. Your organization may require an annual performance evaluation that includes
any or all of the sections. Which four section types are valid for performance document
template sections?

A. Manager Final Feedback

B. Worker Final Feedback
C. Goals to rate worker goals
D. Questionnaire only for managers
E. Profile Content to rate worker competencies

Q120. After a reorganization, how would a manager's organization goals carry to his or
her new organization?

A. The HR Specialist transfers the goals from the manager's old organization to the same
manager's new organization.
B. The HR Specialist transfers the goals from the organization owner under the old
organization, to the organization owner under the new organization.

C. The organization owner transfers the goals from the old Organization ID to the new
Organization ID.

D. The HR Specialist deletes the goals from the old organization and the
organization owner adds the goals under the new organization

Q121. Which three goal types are available in Goal Management?

A. Performance
B. Development
C. Organizational
D. Management
E. Personal

Q122. Where do reviewers create and manage notesfor their direct and indirect reports
for a Talent Review Meeting?

A. Prepare Review Content page

B. Talent Review Dashboard

C. Show Details dialog box

D. Manage Notes and Tasks page

Q123. Which two statements are true about organization goals?

A. They can be transferred from one organization owner to another.

B. They can be transferred from one organization owner to the organization owner of a
different organization.

C. They can be shared with people in the organization and with those outside
the organization.

D. They can be seen by anyone in the organization hierarchy.

E. They can be seen by anyone in the organization after being published.