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Oracle Fusion HCM: Talent Management 2014 Essentials Sample Questions:

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

2. 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?

A) Five; profile content to rate worker competencies, goals to rate worker goals, overall summary, worker final feedback, and peer review
B) Three; HR Specialist final feedback along with rating, overall summary region, and profile content to rate workers' risk of loss
C) Three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impact of loss
D) Five; goals to rate worker goals, overall summary, worker final feedback, manager final feedback, and profile content to rate worker competencies
E) Four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences
F) Two; rating model for risk and impact of loss, and overall summary to provide the overall rating of the worker or manager

3. You are a functional analyze and have been tasked with creating new content items to be used in various profile templates. What steps will you perform to accomplish this task?

A) Create item, set the content type and content item fields, associate rating model, save and close, and repeat the preceding steps for all the required content items.
B) Create content type, create item, set fields to be displayed, associate rating model, and save and close.
C) Create item and set the content item fields, set content type, save and close, and repeat the preceding steps for all the required content items.
D) Create item, set the content type and content item fields, associate rating model, and save and close.
E) Create item, set the content type and content item fields, save and close, and repeat the preceding steps for all the required content items.

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) The user must manually check for changes made on the Goal Management pages and update the performance document accordingly.
B) The changes made on the Goal Management pages are automatically reflected in the performance document.
C) A separate performance document must be created to incorporate the changes made on the Goal Management pages.
D) Use the "Update goals and competencies" action on the performance document.
E) 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.

5. 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 Alignment 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 performance goals and their status.
C) Show the manager how to use the Goal Progress 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 organization goals and their status.

Solutions: