Q1. Which two must be completed before an employee can add a goal to their goal plan?

 A goal plan must be assigned to the employee.

 The employee must select the goal plan when creating the goal.
o The goal plan must include the employee's goal.
o Weighting must be enabled in the goal plan.
o The employee must select the goal from the goal library.

Q2. ‘An employee's goals have been marked as complete. Is it possible to make further amendments to the
goals in this status?

 Yes, goals can be updated in Goal Management, but only if this option has been
configured.
o Yes, goals can be updated in Goal Management, but only by the administrator.
o Yes, goals can be updated but only by using the performance review document.
o No, goals cannot be updated after they have been set to a completed status.

Q3. Which two statements are true about qestio plan setup?

o The performance document attached to a goal plan decides the goal plan inclusion in a performance
document.
o The review period attached to a goal plan restricts the user from creating long-term goals.
o Long-term goals can be created only within long-term goal plans and cannot exist across goal plans.
 The start and end dates of a goal plan have to be within the review period.
 Goal plan dates are defaulted from review period dates.

Q4. You are setting up a questionnaire and want it to be scored. However, the Score Questionnaire check box is
not selected.

What is the reason for this?

o Scoring questionnaires is not enabled in the environment.

 The questionnaire template in use does not have the Score Questionnaire option selected.
o The questions in use are not scored.
o Your role does not have the permission to score questionnaires.

Q5. Which four statements are true about performance templates?

 You can select the roles that can access the performance documents created from the
template.
 You can select the document type, sections, process flows to use, and any additional
content on which to rate workers.
 You can specify the processing rules for the document, and enter the periods for which the
performance documents are valid.
 You can set default ratings.
o You can edit sections in the template.
o You can set rating distributions.

Q6. What feature can a manager use to view the Career Overview and Goals & Performance Overview pages?

o My Team page
o Team Activity Center page
 Career and Performance page

Q7. Which is true on how questionnaires are created and managed?

 o When a template is used to create a questionnaire, the configuration settings are not editable once
they are used in the questionnaire.
 Templates are created first. The configuration settings can be managed at a template level
or the questionnaire level when the template is used to create a questionnaire,
o Questionnaires created for the performance review process can be used in the talent review meeting.
o Questionnaires are created without templates and the configuration settings are independent of the
template if one is used.

Q8. A specific goal in the goal library is added by an employee. Later, an HR specialist changes the status of the
goal to "Inactive".

How does this affect the goal that is already added by the employee?

o Displays the goal as read-only,

 Successfully saves the status without affecting the goal that is already associated with the employee's
goal plan
o Removes the goal automatically from the employee's goal plan
o Sends a message to the employee asking them to delete the goal

Q9. ‘A manager has 10 direct reports and must evaluate their performance ratings in a short window. In what
area of a performance evaluation can a manager leverage the power of Artificial Intelligence (Al) to help
generate tips on development?

o competencygoa
o Anytime feedback
 Development goals
o Participant summary

Q10. You need to configure the ratings and potential ratings for a Talent Review Meeting in Oracle Talent
Management.

How can you achieve this by using the Talent Review Meeting configuration Guided Journey Option?

 Customize the rating scales and potential ratings to match the organization's unique
needs.
o Allow managers to define their own rating scales and potential ratings.
o Use the preconfigured rating scales and potential ratings provided by Oracle.

Q11. Your Talent Specialist wants to employ generative Al features for employees so that they can, among other
things, automatically create an "About Me" entry for the directory. In order to offer this authoring assistance to
employees, which task should you perform?

o Create a new employee information template with Al Assist enabled.

o Request a controlled availability update from Oracle.
 Activate the available embedded Al functionality.
o Disable legacy employee profile pages.

Q12. When a manager is terminated, how can the HR Specialist role reassign the performance document and
the corresponding tasks of their reports to the new manager without waiting for the reassignment to run in HR?

o A new performance document has to be created for the report whose manager has been terminated
and it has to be assigned to their new manager.
o New managers can assign tasks in the performance document to themselves.
o The worker must reassign the new manager to their performance document.
  The new manager can be made responsible for the tasks associated with the performance
document by using the Transfer Performance Document function.
o The performance documents are automatically reassigned to the report's new manager.

Q13. A Manager has 15 direct reports and would like to start using All-In-One Evaluations to streamline the
process of evaluating them all. The Manager notices the Star rating system is not available in All-In-One
Evaluations.
What action can a manager take to provide rating using All-in-One Evaluations ?

o Managers can only rate on goals that is in the goal plan for that year
o Managers rate on target proficiencies based on competencies only
 Managers select an actual rating name
o Managers do not provide a rating using All-In-Evaluations

Explanation: In All-In-One Evaluations, while the Star rating system isn't available, managers can provide
ratings by selecting actual rating names for their evaluations.

Q14. Which statement is NOT true about Succession Plan types?

 An Incumbent plan type allows you to create a plan to replace multiple individuals.
o The Job or Position plan type allows you to create a plan where one or more potential candidates have
been identified to fill a key role or position.
o A Job or Position plan can ver a particular job in a specific business unit or department, or throughout
an entire organization.
o An Incumbent plan type allows you to create a plan to replace a particular individual.
Explanation: This statement is FALSE. An Incumbent plan type is specifically designed to create a plan
to replace a particular individual, not multiple individuals. All other statements are true about
succession plan types.

Q15. An HR Specialist would like to view succession and talent pool information for a group of employees they
have access to. What feature does the HR Specialist have to be able to view talent ratings, succession plans,
and talent pools?

o Quick Action talent pools

o Talent Profiles
 Worker Succession Info page
o Quick Action succession plans
Explanation: The Worker Succession Info page is the feature that allows HR Specialists to view talent
ratings, succession plans, and talent pools for employees they have access to.

Q16. You are tasked with managing an existing Talent Pool for emerging leaders. You have identified several
competencies that these potential leaders should have and now need to populate the Talent Pool.
Which two ways can you start this process?

o Use Spreadsheet Loader.

o Access the Members section of the existing Talent Pool, and then use the Add button to add Best-Fit
members.
 Access the Members section of the existing Talent Pool, and then use the Add button to
add members.
 Access an employee Talent Review Meeting and use the “Add to Talent Pool” action.
o Access an Incumbent Succession Plan and identify the top five contenders, and then use the Best Fit
option to select an existing Talent Pool.

Q17. 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?

o The worker will not appear in the box chart analytic, but will be included in the review.
 o The worker will appear in the box chart analytic, but will be excluded from the review.
o The worker will appear in the box chart analytic and will be included in the talent review.
 The worker will not appear in the box chart analytic and will be excluded from the review.

Explanation: Without ratings and with no holding area enabled, the worker cannot be displayed in the box
chart analytic and will be excluded from the review.

Q18. Which three statements are true about notes added in Talent Review Meeting?

 Facilitators create and manage notes on the Talent Review dashboard.

o Reviewers can see all notes created for the meeting for their direct and indirect reports.
 Participants can create and manage the notes assigned to them.
 Reviewers create and manage notes for their direct and indirect reports on the Prepare
Review content page.
o Business Leaders create and manage notes on the Talent Review dashboard.

Q19. You want to add a new question to a touchpoint request that has already been sent.
What should you do in Oracle Talent Management Requested Feedback for Touchpoints?

o Send a separate email to the participants with the new question.

 Send a new touchpoint request with the additional question.
o Edit the touchpoint request and add the question.

Explanation: Once a touchpoint request has been sent, it cannot be edited. A new request must be sent with
any additional questions.

Q20. A Manager has created a check-in discussion with an employee to review the status of their projects. The
Manager would like to have a weekly status report as a recurring topic during these check-in discussions.
What happens to this recurring topic when a new discussion is created?

o The recurring topic will automatically be carried over to the check-in discussion for future use
o The Manager will have to create a new recurring weekly status topic for future check-in discussions
each time
o The recurring topic will get deleted and will no longer be available for use during check-in discussions
 The recurring topic will get placed under the recommended topic section from where the
Manager can select that topic to include in their check-in discussions

Explanation: Recurring topics are stored in the recommended topics section for easy access in future check-in
discussions.

Q21. The HR Director has announced a skills-based approach to employee development and wants to align all
other HR business processes to that approach. This includes recruiting, talent, performance, and learning.

Which item can be most impactful across this initiative?

o Learning Journeys in HCM Journeys

 Implementing dynamic skills
o Catalog import in the learning application
o Defining proficiency models for competencies

Explanation: Dynamic skills would be most impactful across all mentioned HR processes as it provides a unified
skills framework that can be used across recruiting, talent, performance, and learning.

Q22. Line managers are spending a lot of time developing action plans for competencies where their employees
need development.
What can you suggest to streamline this process?

o Provide an embedded deep link to the competency library.

o Disable competency rating scales.
  Enable AI Assist for performance.
o Use dynamic proficiencies.

Explanation: AI Assist for performance can help automate and streamline the process of developing action plans
for competencies.

Q23. During a talent review meeting, a Manager and Talent Administrator want to review data from five
previous meetings. However, the system is not allowing them to review the data.
What is the reason?

o Data from previous meetings can never be included in a current review meeting.
o Only data from two prior meetings can be included in the Talent Review Meeting.
 Data from previous meetings can be viewed by specifying a prior date range.
o Only data from four prior meetings can be included in the Talent Review Meeting.

Explanation: The system allows viewing of previous meeting data by specifying the appropriate date range.

Q24. HR Specialist 1 and HR Specialist 2 are Human Resource specialists. Manager A is the Line Manager of HR
Specialist 2. HR Specialist 1 is the owner of a succession plan, and HR Specialist 2 is the -owner of the same
succession plan.
There are five candidates specified for the succession plan. Although HR Specialist 1 can view all the five
candidates, HR Specialist 2 can view only three of the five candidates.
What is the reason?

 HR Specialist 2’s data security does not allow them to view the two candidates because the
two candidates fall outside the data spe of HR Specialist 2’s role.
o Out of the five candidates, one candidate is HR Specialist 2 and the other is Manager A.
o HR Specialist 1 has restricted the access to some of the candidates in the succession plan by using the
restrict access feature of the succession plan.
o -owners of a succession plan always have access to less number of candidates because they are not
owners.

Explanation: This is a data security restriction based on role-based access controls.

Q25. As managers, you can view and manage both performance and development goals of your team members
to quickly view various statistics of each goal.

What feature can the manager use to access this information?

 Team Goal Center

o Goal Plans
o Career and Performance apps

Explanation: The Team Goal Center is the feature that allows managers to view and manage both performance
and development goals of their team members and view various statistics for each goal.