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Oracle Fusion HCM: Talent Management 2014 Essentials Sample Questions:

1. Which are three guidelines to follow when creating a questionnaire template or questionnaire?

A) Make sure that the questionnaire template is fully configured because questionnaires created based on a template cannot override template settings.
B) Add and format content - Specify the sequence, appearance, and formatting of questions and responses.
C) Disregard specific regional or international laws or customs because any question may be asked in any country jurisdiction.
D) Determine the intended participant for the questionnaire - is the questionnaire for a widespread audience or specific group?
E) Format basic information - Make it easier to categorize and control access.

2. Which two statements are true regarding a performance template section?

A) The Overall Summary section can be rated but not weighted.
B) The Goals section can be weighted but not rated.
C) The Worker Final Feedback section can be rated and weighted.
D) The Profile Content section can be both rated and weighted.
E) The Manager Final Feedback section can be rated and weighted.

3. Which of the following statements are true about the goals belonging to a goal plan?
I. Goal start date falls between the goal plan start date and goal plan end date.
II. Goal Target Completion date falls between the goal plan start date and goal plan end date.
III.
Goal Actual Completion date falls between the goal plan start date and goal plan end date.

A) I and III only
B) II only
C) I only
D) I, II, and III
E) I and II only
F) III only

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

5. 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 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.
B) 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.
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 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.
E) 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.

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