Latest Free 1z0-1052 Exam Questions With Valid 1z0-1052 Dumps
                     Oracle
1z0-1052
Version: Demo
[ Total Questions: 10]
Essentials
Oracle - 1z0-1052
Question #:1
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?
A.  Manager only Questionnaire
B.  Profile Content to rate worker competencies
C.  Manager Final Feedback
D.  Worker Final Feedback
E.  Goals to rate worker goals
Answer: B C D E
Question #:2
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?
A.  The new manager can be made responsible for the tasks associated with the performance document by
using the Transfer Performance Document function.
B.  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.
C.  The performance documents are automatically reassigned to the report’s new manager.
D.  The worker must reassign the new manager to their performance document.
E.  New managers can assign tasks in the performance document to themselves.
Answer: C
Question #:3
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?
A.  Only data from four meetings can be included in the talent review meeting.
B.  Data from previous meetings can never be included in a current meeting.
C.  
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C.  Only data from one meeting can be included in the talent review meeting.
D.  Only data from two meetings can be included in the talent review meeting.
Answer: D
Question #:4
Your customer wants the Goals and Competency sections of the performance template to be populated based
on the Job which is assigned to a worker.
What two options should you use to configure this requirement?
A.  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.
B.  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.
C.  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.
D.  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.
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 select Job profile.
F.  Create an eligibility profile based on worker Job and populate worker Goals 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 Goals.
Answer: E F
Question #:5
Which goal task can managers NOT perform for employees that report to them?
A.  Align goals
B.  Mass assign goals
C.  Assign goals
D.  Delete goals
E.  
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E.  Print goals
Answer: E
Question #:6
When a descriptive flexfield is deployed for a goal template, which will that flexfield will be visible for?
A.  None of the above
B.  Existing goals using that goal template
C.  New goals that are created from that moment on, using that template
D.  All goals previously created using that template along with goals created going forward using that
template
Answer: D
Question #:7
Where do reviewers create and manage notes for their direct and indirect reports for a Talent Review Meeting?
A.  Prepare Review Content page
B.  Talent Review Dashboard
C.  Show Details dialog box
D.  Manage Notes and Tasks page
Answer: A
Question #:8
What should a manager do if he has assigned an organization goal to his direct reports, but intends to change
the target completion date of Goals for the direct reports?
A.  Sign in as the manager, go to Navigator/About me/ Goals/ My Worker Goals. Select the goal assigned
by him and click Edit. Change the target completion date and click Submit.
B.  Manage cannot change the Target completion date of the assigned organizational Goal.
C.  Sign in as the manager, go to Navigator/ About me/ Goals/ My Organization Goals. Select the goal
created by him and click Edit. Change the target completion date and click Submit.
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D.  Sign in as the manager, go to Navigator/ About me/ Goals/ My Organization Goals. Delete the assigned
goal and select a new goal created by him with the new target completion date and assign the newly
created goal.
Answer: A
Question #:9
A Human Resource Specialist is required to create a Talent Review Meeting for all the Sales Consultants in
the Regional Sales Department. While creating the meeting, the Human Resource Specialist is unable to add
Succession Plan to the meeting.
Identify two reasons for this.
A.  The Human Resource Specialist creating the Talent Review Meeting does not own any Succession
Plans.
B.  The Business Leader of the Talent Review Meeting is not an owner of any Succession Plans.
C.  The Workers part of the Review Population of the meeting is not part of any Succession Plans.
D.  Talent Review Template selected for the meeting does not have Include Succession Plans enabled.
E.  The Workers part of the Review Population of the meeting does not have any Succession Plans defined.
Answer: B C
Question #:10
You are implementing Oracle Performance Management Cloud 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.  In the performance process flow setup, include the tasks Allocate Rewards and Manage 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.  Configure the performance document sections to include rewards and promotions.
Answer: C
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