Oracle Fusion HCM: Talent Management 2014 Essentials Sample Questions:

1. Which two statements regarding the creation of a performance document are true?

A) An HR Specialist can mass-create performance documents by using eligibility profiles.
B) An HR Specialist can create a performance document on behalf of a manager.
C) A worker can create his or her own performance document.
D) An organization owner can create performance documents for workers in his or her organization.

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

3. You are implementing Oracle Fusion Performance-Management with the requirements that during performance evaluation, a manager should be able to allocate rewards to direct reports and also be able to promote them. How do you meet these requirements?

A) Include the Allocate Rewards subtask in the process flow, but handle promotions separately in core HR.
B) In the performance process flow setup, include the tasks Allocate Rewards and Manage Promotions.
C) Configure the performance document sections to include rewards and promotions.
D) Recommend that the client perform those tasks outside the performance evaluation process in compensation management.
E) Include the Manage Promotions task in the process flow, but handle rewards separately in compensation management.

4. Your organization wants to implement a project evaluation process and a semiannual evaluation for its workforce. Managers should be able to record the final feedback and profile content to rate worker competencies. There should be a clear distinction between the tasks the managers and workers perform as part of the evaluation process.
Identify the four components that you need to configure to create a performance document that will meet these requirements.

A) Document types of Project evaluation and semiannual evaluation
B) The Performance template section for manager final feedback
C) A section to bring together the document type, template sections, and process flow
D) The Performance template section for profile content to rate worker competencies
E) Process flows with unique step names for managers and workers \j F) Overall Summary section for manager final feedback
F) Calculation rules in the process flow to include semiannual ratings

5. After the completion of the performance document, the employees profile is updated. The HR user wants to be able to identify the source of the ratings that appear in the employees profile.
Which object helps a user distinguish between the sources of the ratings?

A) Content Library
B) Content Item
C) Instance Qualifier
D) DV Content Type
E) Content Section

Solutions: