Oracle Fusion HCM: Talent Management 2014 Essentials Sample Questions:

1. You have created a talent review dashboard and have not enabled the holding area. One of the workers has not been rated before the talent review meeting.
Where would you see the worker during the talent review meeting?

A) The worker will not appear in the box chart analytic, but will be included in the review.
B) The worker will appear in the box chart analytic and will be included in the talent review.
C) The worker will appear in the box chart analytic, but will be excluded from the review.
D) The worker will not appear in the box chart analytic and will be excluded from the review.

2. You are a manager in a financial firm and have a new person report to you. The person is new to Fusion Applications and Person Gallery. He or she comes to you for help in understanding the difference between a suggestion list and an interest list.
Which option would be a good explanation for the difference between the two and help him or her in managing the lists?

A) A suggestion list is automatically generated when an employee views his or her career planning card and consists of suitable jobs or position profiles based on how well an employee's competencies, skills, and qualifications match with those of the job or position profile. An interest list is manually created by an employee by browsing profiles of jobs and positions that he or she might like to pursue and adding them to the list.
B) A suggestion list is a manually created list of jobs by the manager for an employee, whereas an interest list is a list of jobs or positions created automatically for an employee based on the competencies, skills, and qualifications match on his or her profile.
C) A suggestion list is a manually created list of jobs by the manager for an employee, whereas an interest list is a list of jobs or positions created by an employee, which he or she would like to pursue.
D) A suggestion list is an automatically created list of jobs for an employee based on the competencies, skills, and qualifications match on his or her profile, whereas an interest list is a list of jobs or positions created by the manager for an employee based on employee performance and interests.
E) A suggestion list is a manually created list of jobs by the employee himself or herself for his or her peers. An interest list is automatically created for the employee based on his or her qualification, skills, and competencies.

3. All tasks and subtasks are included in the Performance flow except the Set Goals task. Can the competencies and goals be added for a worker in his or her performance document?

A) Yes. Only goals can be added in the worker self-evaluation task.
B) No. Without the Set Goals task, goals and competencies cannot be added in the performance document.
C) Yes. Goals and competencies can be added in the worker self-evaluation task only.
D) Yes. Only competencies can be added in the manager evaluation of worker tasks.
E) Yes. Goals and competencies can be added in either the worker self-evaluation or the manager evaluation of worker tasks.
F) Yes. Goals and competencies can be added in the manager evaluation of worker tasks only.

4. Which two statements are true for each type of questionnaire questions?

A) You may configure specific responses, but you cannot select the presentation method to determine how the response appears.
B) For the single select question type, you can specify that the possible responses appear either in a single select choice list or as radio buttons.
C) For the single select question type, the possible responses can be configured only to appear in a single select choice list.
D) You may configure specific responses and select the presentation method to determine how the response appears.
E) For the single select question type, the possible responses can be configured only to appear as radio buttons.

5. Which statement regarding online processing thresholds is true?

A) The online processing threshold only applies when the HR specialist mass-assigns goals.
B) The number of records in the process is calculated by multiplying the number of goals by the number of assignees.
C) This profile option determines only the number of records that the application can manually process.
D) The default maximum number of processing records is 100.

Solutions: