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Oracle Fusion HCM: Talent Management 2014 Essentials Sample Questions:

1. You are a manager in a financial firm and have a new person report to you. The person is new to Fusion Applications and Person Gallery. He or she comes to you for help in understanding the difference between a suggestion list and an interest list.
Which option would be a good explanation for the difference between the two and help him or her in managing the lists?

A) A suggestion list is a manually created list of jobs by the manager for an employee, whereas an interest list is a list of jobs or positions created automatically for an employee based on the competencies, skills, and qualifications match on his or her profile.
B) A suggestion list is an automatically created list of jobs for an employee based on the competencies, skills, and qualifications match on his or her profile, whereas an interest list is a list of jobs or positions created by the manager for an employee based on employee performance and interests.
C) A suggestion list is a manually created list of jobs by the employee himself or herself for his or her peers. An interest list is automatically created for the employee based on his or her qualification, skills, and competencies.
D) A suggestion list is a manually created list of jobs by the manager for an employee, whereas an interest list is a list of jobs or positions created by an employee, which he or she would like to pursue.
E) A suggestion list is automatically generated when an employee views his or her career planning card and consists of suitable jobs or position profiles based on how well an employee's competencies, skills, and qualifications match with those of the job or position profile. An interest list is manually created by an employee by browsing profiles of jobs and positions that he or she might like to pursue and adding them to the list.

2. One of the workers reporting to you is appearing in the holding area. Identify three possible reasons for the worker to be in the-holding area.

A) The worker joined the organization after the talent review meeting was scheduled.
B) The box in which the worker should appear has multiple ratings mapped to it, resulting in the worker being placed in the holding area.
C) The worker has been placed in the holding area by you during the talent review meeting.
D) The worker was not rated before the talent review meeting.
E) The performance rating model that is used to assess the worker's overall performance rating differed from the performance rating model selected on the talent review configuration template.

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

4. During performance evaluation, if changes are made to a worker's goals on the Goal Management pages, how can the changes be reflected in the performance document?

A) Use the "Update goals and competencies" action on the performance document.
B) After the performance document is created, the changes made on the Goal Management pages cannot be synchronized with the performance document and, therefore, must be evaluated outside the system.
C) The changes made on the Goal Management pages are automatically reflected in the performance document.
D) A separate performance document must be created to incorporate the changes made on the Goal Management pages.
E) The user must manually check for changes made on the Goal Management pages and update the performance document accordingly.

5. A company uses the band method for the overall summary, sum method for the goals section, and average method for the competencies section with rating points. For an employee, the score for the competencies section is 50, and the score for the goals section is 20. The table shows the rating point ranges set up for the overall section rating model to assign the rating level for the overall rating.
What is the overall rating of the employee?

A) C
B) F
C) B
D) E
E) A
F) D

Solutions: