Oracle 1z0-1052-22 Oracle Talent Management Cloud 2022 Implementation Professional Exam Practice Test

publishing Performance Goals

Publishing Organization Goals

sharing Performance Goals

aligning goals

sharing Organization Goals

assigning goals

The Human Resource Specialist is not the owner of the Succession Plan even though the data role of the Human Resource Specialist allows him to search for the employee in the person management search.

The Human Resource Specialist is one of the owners of the Succession Plan; however, the privacy of the plan is Private.

The Human Resource Specialist is one of the owners of the Succession Plan; however, the data role of the Human Resource Specialist doesn’t allow him to search for the employee in person management search.

The Human Resource Specialist is not the owner of the Succession Plan even though the privacy of the plan is Public.

In the performance process flow setup, include the tasks Allocate Rewards and Manage Promotions.

Recommend that the client perform those tasks outside the performance evaluation process in compensation management.

Include the Manage Promotions task in the process flow, but handle rewards separately in compensation management.

Include the Allocate Rewards subtask in the process flow, but handle promotions separately in core HR.

Configure the performance document sections to include rewards and promotions.

Set goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, set next period goals.

Set goals, worker self-evaluation, manager evaluation of worker, share performance document, first approval, confirm review meeting held, provide final feedback.

Set goals, first approval, manager evaluation of worker, worker self-evaluation, provide final feedback, second approval, set next period goals.

Set goals, manager evaluation of worker, share performance document, confirm review meetingheld, provide final feedback.

Set next period goals, set goals, first approval, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback.

Set goals, worker self-evaluation, manager evaluation of worker, provide final feedback, confirm review meeting held, set next period goals.

determining plan bench strength

Best-Fit Analysis

determining readiness level

Talent Pool

The control of the document remains with the approver until the performance document is shared.

The control of the document comes to the worker.

The control of the document comes to the worker’s Line Manager.

The control of the document is open and whoever opens and saves the document first, the document is locked for thatrole.

two; rating model for risk and impact of loss, and overall summary to provide the overall rating of the worker or manager

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

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

five; profile content to rate worker competencies, goals to rate worker goals, overall summary, worker final feedback, and peer review

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

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

Populate the Job profile with Job-specific Competencies and in the performance template section of Competencies setup, choose the option of Use Specific Profile and select Job profile.

Create an eligibility profile based on worker Job and the HR Specialist couldmass insert Goals into already created performance documents using the Mass Assign process.

Create an eligibility profile based on worker Job and the HR Specialist could mass insert Competencies into already created performance documents using the MassAssign process.

Create an eligibility profile based on worker Job and populate worker Competencies using the Mass Assign process before the creation of the performance document. In the performance template section of Goals, choose the option of Use Employee’s Competencies.

Populate the Job profile with Job-specific Goals and in the performance template section of Goals setup, choose the option of Use Specific Profile and select Job profile.

Create an eligibility profile based on worker Job and populate worker Goals using the Mass Assign process before the creation of the performance document. In the performance template section of Goals, choose the option of Use Employee’s Goals.

Managers can be named as responsible for the entirety of the feedback process.

The Employee can be prevented form requesting and viewing feedback regarding their own performance by noting it on the performance template.

Employees and Managers are required to manage the feedback task for each performance review.

The performance evaluation can be set up so that the Employee can request, remind, and view feedback regarding their own performance.

When you add a goal to a pool, all members of the pool are assigned the goal.

If you remove a development goal from a talent pool, that goal will be automatically removed from the workers’ goals list, which inherited the goal from the talent pool.

You can only add goals that exist in the goal library.

When you add a goal to pool members who already have that goal as one of their existing goals, the goal will be duplicated in their goal list.