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Oracle Fusion HCM: Talent Management 2014 Essentials Sample Questions:

1. Which statement is true regarding questionnaires?

A) In a questionnaire, you can specify whether to allow respondents to add attachments to the response and you can specify how the responses are presented.
B) In a questionnaire, you cannot specify whether to allow respondents to add attachments to the response, but you can specify how the responses are presented.
C) In a questionnaire, you cannot specify how the responses are presented.
D) In a questionnaire, you cannot specify whether to allow respondents to add attachments to the response, but you cannot specify how the responses are presented.
E) In a questionnaire, you cannot specify whether to allow respondents to add attachments to the response.

2. You need to mass-assign goals that exist in the goal library. The requirements are as follows:
-Performance goals Al, A2, and A3 should be assigned to Brian Joseph's direct reports. -Development goals B1, B2, and B3 should be assigned to Linda Swift's direct reports.
Which option accomplishes these requirements?

A) Brian Joseph adds goals Al, A2, and A3 and Linda Swift adds goals B1, B2, and B3 to their direct reports' performance documents.
B) The organization owner should add goals Al, A2, A3, B1, B2, and B3 to Fusion so they can be accessible as organization goals.
C) Brian Joseph and Linda Swift shares goals A1, A2, and A3 and B1, B2, and B3 with direct reports, respectively.
D) The HR Specialist selects goals from the goal library, and then assigns them to the appropriate population.

3. Which two statements are true regarding succession plan strength?

A) It is a non-calculated description of succession plans that is determined by the number of candidates in the plan and their readiness.
B) It is a non-calculated description of succession plans that is determined by the number of candidates in the plan and their risk of loss.
C) It can be manually overridden.
D) It is also known as plan bench strength.

4. The performance appraisal meeting has started; however, its status is shown as "Not started" to the worker. What is the reason?

A) The "In Progress" status of the meeting is visible only to the manager after sharing the performance document with the worker, before the worker acknowledges the meeting.
B) The HR specialist has not updated the status of the task to "In Progress."
C) The status is updated to "In Progress" and then to "Completed" by the manager only after the meeting is over.
D) The manager has not confirmed that the review meeting has been held.
E) The performance document has not been shared by the manager. After the performance document is shared, the status of the review meeting will automatically be updated to "In Progress."

5. 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?

A) Set goals, worker self-evaluation, manager evaluation of worker, provide final feedback, confirm review meeting held, set next period goals
B) Set goals, first approval, manager evaluation of worker, worker self-evaluation, provide final feedback, second approval, set next period goals
C) Set goals, manager evaluation of worker, share performance document, conform review meeting held, provide final feedback
D) Set goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback, set next period goals
E) Set goals, worker self-evaluation, manager evaluation of worker, share performance document, first approval, confirm review meeting held, provide final feedback
F) Set next period goals, set goals, first approval, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback

Solutions: