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Oracle 1z0-1052-22 Exam Syllabus Topics:

Topic	Details
Topic 1	Build performance template sections Configure eligibility criteria Create and manage succession plans
Topic 2	Describe talent pools integrations Evaluate goals and competencies Succession Plans and Talent Pools
Topic 3	Explain performance documents Create and manage talent pools Implement employee goals
Topic 4	Configure talent review dashboard options Configure performance setup options
Topic 5	Perform talent search and profile comparisons Implement questionnaires and templates
Topic 6	Implement performance document approvals Define questionnaire objectives
Topic 7	Set goals and competencies in a performance document Describe goal management concepts

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Oracle Talent Management Cloud 2022 Implementation Professional Sample Questions (Q39-Q44):

NEW QUESTION # 39
Which are two of guidelines to follow when creating a questionnaire template or questionnaire?

• A. A questionnaire can be created without a template.
• B. Format basic information - Make it easier to categorize and control access.
• C. Determine the intended participant for the questionnaire - Is the questionnaire for a widespread audience or specific group?
• D. Make sure that the questionnaire template is fully configured because questionnaires created based on a template cannot override template settings.

Answer: B,D
NEW QUESTION # 40
Which two statements are true regarding a performance template section?

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

Answer: A,B
NEW QUESTION # 41
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 Goals and in the performance template section of Goals setup, choose the option of Use Specific Profile and select Job profile.
• B. 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.
• C. 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.
• D. 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.
• E. 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.
• F. 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.

Answer: A,E
NEW QUESTION # 42
While conducting a Talent Review Meeting for an organization, the Facilitator is unable to move the workers from one box to another box within the box chart.
What setting should be updated to enable the Facilitator to move employees in the 9-box or at what stage is it enabled?

• A. The Facilitator should conduct the meeting only after all the Review Participants have submitted the Review Content Data.
• B. The Facilitator should update the Data Submission deadline to a past date (date earlier that the system date).
• C. The Facilitator should update the Status of the meeting to In Progress if the Meeting Date is scheduled on a future date.
• D. The Facilitator should update the Meeting Date to a past date (date earlier that the system date).

Answer: A
NEW QUESTION # 43
A Human Resources Manager informs the Human Resource Specialist that an Incumbent Succession Plan needs to be updated. The Human Resource Specialist is unable to find the Incumbent Succession Plan. What is the cause of this?

• A. The Human Resource Specialist is not the owner of the Succession Plan even though the data role of the Human Resource Specialist allows him to search for the employee in the person management search.
• B. The Human Resource Specialist is not the owner of the Succession Plan even though the privacy of the plan is Public.
• C. The Human Resource Specialist is one of the owners of the Succession Plan; however, the data role of the Human Resource Specialist doesn't allow him to search for the employee in person management search.
• D. The Human Resource Specialist is one of the owners of the Succession Plan; however, the privacy of the plan is Private.

Answer: C
NEW QUESTION # 44
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