Free Oracle 1z0-1052-22 Exam 2022 Practice Materials Collection [Q30-Q54]

4/5 - (6 votes)

Free Oracle 1z0-1052-22 Exam 2022 Practice Materials Collection

1z0-1052-22 Exam Info and Free Practice Test All-in-One Exam Guide Dec-2022

Q30. Identify four correct statements about the performance template.

In the performance template, you can specify the processing rules for the document, and enter the periods for which the performance documents are valid.

In the performance template, you can edit sections in the template.

In the performance template, you can select the roles that can access the performance documents created from the template.

In the performance template, you can set rating distributions.

In the performance template, you can set default ratings.

In the performance template, you can select the document type, sections, process flows to use, and any additional content on which to rate workers.

Q31. You are implementing Oracle Goal Management for a midsize company.
Your customer wants to add goals from a legacy application. These goals need to be available to all workers, managers, and organization owners.
Identify two ways to satisfy these requirements.

Add goals to a goal plan.

Add goals to the goal library.

Add the goals as an organizational owner.

Upload goals into the goal library by using an application-generated spreadsheet.

Q32. Your company’s appraisal policy requires that the content of the performance document be added in a collaborative manner.
Implementation requirements include:
Both the worker and the manager are required to rate the worker.
Conduct a review meeting for the worker, which the worker must acknowledge.
Both the manager and the worker should be able to give their comments on the entire evaluation process.
Workers and managers should start setting goals for the next period.
To meet these requirements, what are the correct tasks and their sequence to be designed in the process flow?

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 meeting held, 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.

Q33. You are a manager and are viewing the career development page for one of your employees. Which tile (section) on the career development page is hidden from you?

Favorites

Explore Roles

Career of Interest

Overview

Q34. When a manager is terminated, how will you reassign the performance document and the corresponding tasks of his or her reports to the new manager?

The new manager can be made responsible for the tasks associated with the performance document by using the Transfer Performance Document function.

A new performance document has to be created for the report whose manager has been terminated and it has to be assigned to his or her new manager.

The performance documents are automatically reassigned to the report’s new manager.

The worker must reassign the new manager to their performance document.

New managers can assign tasks in the performance document to themselves.

Q35. The Performance document has an approval step right after the manager Evaluation step in a Performance process flow which also has a Self Evaluation step. In the same performance process flow, the option of “Evaluation tasks can be performed concurrently” is selected.
What happens to the document control when the approval task is triggered and the document approver rejects the approval request?

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 that role.

Q36. Which three statements are true about goal plans?

Goal plans can be used to add goals to goal plans from other sources.

Goals can be added to a Performance goal plan, which is assigned to an organization.

Goal plans can be used to group goals to track them easily for a specific population and time period.

Goals can be assigned to both individuals and an organization by assigning the goal plan to both individuals and an organization.

Goal plan can be used to assign goals to a specific population.

Q37. During the talent review meeting, review participants want to see data from five previous meetings; however, the system does not allow this. What is the reason?

Only data from four meetings can be included in the talent review meeting.

Data from previous meetings can never be included in a current meeting.

Only data from one meeting can be included in the talent review meeting.

Only data from two meetings can be included in the talent review meeting.

Q38. Your customer wants Project Managers to evaluate employees on Competencies but not on Goals when both Goals and Competencies are present in the performance document. How should you achieve this?

Create a project manager performance role and attach it to the competency and overall rating section.

This could be achieved only by using the Matrix Manager Role; the role could be attached to the performance template competency section.

Create a project manager security role with data access restricted to competency profile type.

Attach a security profile with only competency profile type access to the Matrix manager performance role.

Q39. You are in the process of setting up a talent review meeting. When you log in to the application, the talent review template does not appear in the list of values.
Identify the reason for the template not appearing in the list of values.

The template is in Active status.

The template is in Planned status.

The template is in Approved status.

The template is in Inactive status.

The template is in Incomplete status

Q40. Which three statements are true about the Notes added in the Talent Review Meeting?

Business Leaders create and manage notes on the Talent Review dashboard.

Reviewers can see all notes created for the meeting for their direct and indirect reports.

Reviewers create and manage notes for their direct and indirect reports on the Prepare Review Content page.

Facilitators create and manage notes on the Talent Review dashboard.

Q41. You are a review participant and there is a need to analyze the impact of changing the performance and potential rating of a worker reporting to you.
Identify two options available on the talent review dashboard that can be used for calibrating performance and potential.

Zoom in

Zoom out

Mobility

Move marker

Drag-and-drop

Q42. After the performance document status is marked complete and goals are updated in Goal Management, can further changes be made to the goals in the performance document, either directly or through Goal Management?

Goals can be updated in the performance document by using Goal Management, but only by the manager.

Goals can be updated in the performance document by using Goal Management, but only by the worker.

Goals can be updated in the performance document by both the manager and the worker by using Goal Management only.

Goals can be updated in the performance document by both the manager and the worker.

Goals cannot be updated in the performance document by the manager or the worker.

Q43. 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?

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 rate workers’ risk of loss

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

Q44. Which two types of goals can be included in a Performance Document for review?

Development Goals

Organization Goals

Performance Improvement Goals

Performance Goals

Q45. Which statement is true regarding the order of the creation of questionnaires?

You can create a questionnaire with or without creating a template first.

When you create a questionnaire from a template, you cannot edit the configuration settings in the questionnaire that were inherited from the template.

You can create a questionnaire without creating a template first and edit the configuration settings in the questionnaire.

You must first create the template. You can then edit the configuration settings in the questionnaire that were inherited from the template.

Q46. An organization owner creates an organization goal and publishes the goal, while assigning the goal to specific individuals in the organization. Which three statements are true about workers and their goals in the organization?

Workers who create their own goals from the published goal can delete the goal.

Workers can cancel the goal before they start working on it.

Workers who are assigned the goal can delete the goal.

Worker goals created from the published goal are automatically aligned to the published goal.

If the organization owner deletes the goal, the corresponding worker goals will be deleted.

Workers can remove the alignment to the organization goal.

Q47. 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?

Manager only Questionnaire

Profile Content to rate worker competencies

Manager Final Feedback

Worker Final Feedback

Goals to rate worker goals

Q48. Which two statements are true about organization goals?

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

Another organization’s leader can align their organization goal to that of a different leader’s organization goal.

They can be transferred from one organization owner to another.

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

They can be seen by anyone in the enterprise.

Q49. 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?

Content Type

Content Section

Instance Qualifier

Content Item

Content Library

Q50. When exploring roles that may be of interest to you, other than manually searching for a role, which two categories are available on the Explore Roles tile?

Best Matches

Departmental Roles

Recommended Roles from Manager and HR Specialist

Recommendations from Peers

Q51. The performance template is configured in such a way that the Performance Rating given by the manager against a content item is going to update the worker’s profile. Which two statements are true?

Rating an item can be made mandatory.

The Instance Qualifier for the update will be “Supervisor”.

The Job (Model) Profile for the worker can also be updated.

The Instance Qualifier for the update will be “Reviewer ID”

Q52. 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?

Q53. You need to mass-assign goals that exist in the goal library. The requirements are as follows:
Performance goals A1, A2, and A3 should be assigned to Manager 1’s direct reports.
Development goals B1, B2, and B3 should be assigned to Manager 2’s direct reports.
Which option accomplishes these requirements?

Manager 1 and Manager 2 shares goals A1, A2, and A3 and B1, B2, and B3 with direct reports, respectively.

The organization owner should add goals A1, A2, A3, B1, B2, and B3 so they can be accessible as organization goals.

The HR Specialist selects goals from the goal library, and then assigns them to the appropriate population.

Manager 1 adds goals A1, A2, and A3 and manager 2 adds goals B1, B2, and B3 to their direct reports’ performance documents.

Q54. A specific goal from the goal library is added by a worker. Later, the HR specialist changes the status of the goal in the goal library to “Inactive”. How does the system behave when the goal status is saved?

It successfully saves the status without affecting the worker’s goals and the goal is prevented from future copying.

It throws an error saying “Insufficient Privileges”.

It deletes the goal from the worker’s goals and successfully saves the status.

It completely deletes the goal from the system.

It throws an error saying “Goal is already in use.”

Oracle 1z0-1052-22 Exam Syllabus Topics:

Topic	Details
Topic 1	Explain performance documents Create and manage talent pools Implement employee goals
Topic 2	Implement performance document approvals Define questionnaire objectives
Topic 3	Configure performance notifications Describe succession management integrations
Topic 4	Explain concepts and processes for Development Goals, Exploring Roles, and Careers of Interest Configure goal setup options
Topic 5	Describe talent pools integrations Evaluate goals and competencies Succession Plans and Talent Pools
Topic 6	Build performance template sections Configure eligibility criteria Create and manage succession plans
Topic 7	Configure worker performance objectives Configure goals and define worker goal setting objectives
Topic 8	Set goals and competencies in a performance document Describe goal management concepts
Topic 9	Configure talent review dashboard options Configure performance setup options

Pass Oracle 1z0-1052-22 Actual Free Exam Q&As Updated Dump: https://www.prepawaytest.com/Oracle/1z0-1052-22-practice-exam-dumps.html

Oracle 1z0-1052-22 Exam Syllabus Topics:

Leave a Reply Cancel reply