최신Oracle Talent Management Cloud 2017 Implementation Essentials - 1z0-966무료샘플문제

A. Worker Final Feedback

B. Manager Final Feedback

C. Goals to rate worker goals

D. Manager only Questionnaire

E. Profile Content to rate worker competencies

A. can add only one more participant over and above the minimum number specified for the role

B. cannot add any more participants over and abovethe minimum number specified for the role

C. can add only two more participants over and above the minimum number specified for the role

D. can add more than twoparticipants over and above the minimum number specified for the role

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

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

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

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

A. Create an eligibility profile based on worker Job and populate worker Competencies using the Mass Assign process before the creation of the performance document. In the performance template section of Goals, choose the option of Use Employee's
Competencies.

B. Create an eligibility profile based on worker Job and the HR Specialist could mass insert
Competencies into already created performance documents using the Mass Assign process.

C. Create an eligibility profile based on worker Job and populate worker Goals usingthe
Mass Assign process before the creation of the performance document. In the performance template section of Goals, choose the option of Use Employee's Goals.

D. Populate the Job profile with Job-specific Competencies and in the performance template section of Competencies setup, choose the option of Use Specific Profile and select Job profile.

E. Populate the Job profile with Job-specific Goals and in the performance template section of Goals setup, choose the option of Use Specific Profile and selectJob profile.

F. Create an eligibility profile based on worker Job and the HR Specialist could mass insert
Goals into already created performance documents using the Mass Assign process.

A. It can be manually overridden.

B. It is also known as plan bench strength.

C. It is a non-calculated description of succession plans that is determined by the number of candidates in the plan and their readiness.

D. 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.

A. The HR specialist can assign Employee 1 to the existing goal plan, create a new goal plan with goals (A1 and A2) from the goal library, and then assign the new goal plan to Employee 2.

B. The HR specialist can create a new goal plan with goals from the existing goal plan, add goals A1 and A2 from the goal library, and assign them to both the new hires.

C. The HR specialist can add the eligibility criteria to newgoals (A1 and A2) within the goal plan and assign both the new hires to the existing goal plan.

D. The HR specialist can add goals A1 and A2 to the goal library, add those goals to the existing goal plan, and then add both the newhires to the goal plan.

A. Include the Allocate Rewards subtask in the process flow, but handle promotions separatelyin core HR.

B. Recommend that the client perform those tasks outside the performance evaluation process in compensation management.

C. In the performance process flow setup, include the tasks Allocate Rewards and Manage
Promotions.

D. Include the Manager Promotions task in the process flow, but handle rewards separately in compensation management.

E. Configure the performance document sections to include rewards and promotions.