Oracle 1z0-1010 Free Practice Questions

NEW QUESTION 1
You are implementing Oracle Goal Management for a midsize company.
Your customer wants to add goals from a legacy application. These goals need to be available to all workers, managers, and organization owners.
Identify two ways to satisfy these requirements. (Choose two.)

• A. Add goals to the goal library.
• B. Add the goals as an organizational owner.
• C. Upload goals into the goallibrary by using an application-generated spreadsheet.
• D. Add goals to a goal pla

Answer: BC

NEW QUESTION 2
Your customer wants Project Managers to evaluate employees on Competencies but not on Goals when both Goals and Competencies are present in the performance document.
How should you achieve this?

• A. This could be achieved only by using the Matrix Manager Role; the role could be attached to the Performance template competency section.
• B. Create a project manager security role with data access restricted to competency profile type.
• C. Attach a security profile with only competency profile type access to the Matrix manager performance role.
• D. Create a project manager performance role and attach it to the competency and overall rating section.

Answer: C

NEW QUESTION 3
The performance template is configured in such a way that the Performance Rating given by the manager against a content item is going to update the worker’s profile.
Which two statements are true? (Choose two.)

• A. The Instance Qualifier for the update will be “Supervisor”.
• B. The Job (Model) Profile for the worker can also be updated.
• C. Rating an item can be made mandatory.
• D. The Instance Qualifier for the update will be “Reviewer ID”.

Answer: AC

NEW QUESTION 4
What is the maximum number of section types that you can configure in a performance template to meet the requirements of a semiannual evaluation of a company and what are the section types?

• A. five; profile content to rate worker competencies, goals to rate worker goals, overall summary, worker final feedback, and peer review
• B. three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impactof loss
• C. two; rating model for risk and impact of loss, and overall summary to provide the overall rating of the worker or manager
• D. three; HR Specialist final feedback along with rating, overall summary region, and profile content to rate worker’s riskof loss
• E. four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences
• F. five; goals to rate worker goals, overall summary, worker final feedback, manager final feedback, and profile content to rate worker competencies

Answer: A

NEW QUESTION 5
Which functionality in Talent Management enables an HR specialist to select an individual based on a specific list of requirements?

• A. ProfileSearch
• B. Profile Comparison
• C. Best-Fit Analysis
• D. Person Portrait

Answer: C

NEW QUESTION 6
Which two options are available in the Page Layout field on the Create Questionnaire Template Contents page when creating a questionnaire template?

• A. 2 column
• B. 1 column
• C. 3 column
• D. 4 column
• E. 5 column

Answer: BD

NEW QUESTION 7
Your company’s appraisal policy requires that the content of the performance document be added in a collaborative manner.
Implementation requirements include:
- Both the worker and the manager are required to rate the worker.
- Conduct a review meeting for the worker, which the worker must acknowledge.
- Both the manager and the worker should be able to give their comments on the entire evaluation process.
- Workers and managers should start setting goals for the next period.
To meet these requirements, what are the correct tasks and their sequence to be designed in the process flow?

• A. Set next period goals, set goals, first approval, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback.
• B. Set goals, first approval, manager evaluation of worker, worker self-evaluation, provide final feedback, second approval, set next period goals.
• C. Set goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, set next period goals.
• D. Set goals, worker self-evaluation, manager evaluation of worker, share performance document, first approval, confirm review meeting held, provide final feedback.
• E. Set goals, manager evaluation of worker, share performance document, confirm review meeting held, provide final feedback.
• F. Set goals, worker self-evaluation, manager evaluation of worker, provide final feedback, confirmreview meeting held, set next period goal

Answer: D

NEW QUESTION 8
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. New managers can assign tasks in the performancedocument to themselves.
• B. The worker must reassign the new manager to their performance document.
• C. The performance documents are automatically reassigned to the report’s new manager.
• D. A new performance document has to be created for the report whosemanager has been terminated and it has to be assigned to his or her new manager.
• E. The new manager can be made responsible for the tasks associated with the performance document by using the Transfer Performance Document function.

Answer: C

NEW QUESTION 9
Which three statements are true about goal plans? (Choose three.)

• A. Goalscan be assigned to both individuals and an organization by assigning the goal plan to both individuals and an organization.
• B. Goals can be added to a Performance goal plan, which is assigned to an organization.
• C. Goal plans can be used to group goals totrack them easily for a specific population and time period.
• D. Goal plans can be used to assign goals to a specific population.
• E. Goal plans can be used to add goals to goal plans from other source

Answer: CDE

NEW QUESTION 10
One of the workers reporting to you is appearing in the holding are A. Identify three possible reasons for the worker to be in the holding are A. (Choose three.)

• A. The box in which the worker should appear has multiple ratings mapped to it, resulting in the worker being placed in the holding area.
• B. The worker joined the organization after the talent review meeting was scheduled.
• C. Theworker was not rated before the talent review meeting.
• D. The worker has been placed in the holding area by you during the talent review meeting.
• E. The performance rating model that is used to assess the worker’s overall performance rating differed from the performance rating model selected on the talent review configuration template.

Answer: ACE

NEW QUESTION 11
Which three statements are true about the Notes added in the Talent Review Meeting? (Choose three.)

• A. Reviewers create and manage notes for their direct and indirect reports on the Prepare Review Content page.
• B. Reviewers can see all notes created for the meeting for their direct and indirect reports.
• C. Facilitatorscreate and manage notes on the Talent Review dashboard.
• D. Business Leaders create and manage notes on the Talent Review dashboar

Answer: ABC

NEW QUESTION 12
The head of the Human Resources department informs the Human Resource Specialist that the UK Head of Sales position, for which the current incumbent is Employee 1, is a key position in the organization and they must plan the successors for the position irrespective of the incumbent to the position.
What should the Human Resource Specialist do?

• A. Create a Job Succession Plan for the Head of Sales job.
• B. Create a Job Family Succession Plan for the Sales job family.
• C. Create a Job Profile Succession Plan for the Sales job profile.
• D. Create a Position Succession Plan for the UK Head of Sales position.
• E. Create an Incumbent Succession Plan for Employee 1.

Answer: E

NEW QUESTION 13
You are in the process of setting up a talent review meeting. When you log in to the application, the talent review template does not appear in the list of values.
Identify the reason for the template not appearing in the list of values.

• A. The template is in Inactive status.
• B. The template is in Active status.
• C. The template is in Planned status.
• D. The template is in Approved status.
• E. The template is in Incomplete status

Answer: E

NEW QUESTION 14
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 Organization Goal
• B. Select the goal created by him and click Edi
• C. Change the target completion date and click Submit.
• D. Sign in as the manager, go to Navigator/About me/Goals/My Worker Goal
• E. Select the goal assigned by him and click Edi
• F. Change the target completion date and click Submit.
• G. Sign in as the manager, go to Navigator/About me/Goals/My Organization Goal
• H. Delete the assigned goal and select a new goal created by him with the new target completion date and assign the newly created goal.
• I. Manager cannot change the Target completion date of the assigned organizational Goa

Answer: B

NEW QUESTION 15
A manager has several goals and has assigned some of those goals to his or her direct reports. However, when direct reports complete the goal, their profiles are not updated with the competencies associated with the goal as Target Outcomes.
What is the reason that the competencies were not added to the profiles?

• A. Goal Tasks werenot associated with the goal.
• B. The Target Outcome was added, but the target proficiency was not selected.
• C. The Target Outcome was added after the goal was assigned to the direct reports.
• D. The goal was assigned to the direct reports after the TargetOutcome was added.
• E. The Target Outcome was added to the goal after the goal was submitte

Answer: A

NEW QUESTION 16
You are a manager in a financial firm and have a new person report to you. The person is new to Oracle HCM Cloud 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 explains the difference between the two and helps him or her in managing the lists?

• A. 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.
• B. A suggestion list is a manually createdlist 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.
• C. 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.
• D. A suggestion list is an automatically generated when an employee viewshis 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 profil
• E. An interest list is manually created by an employeeby browsing profiles of jobs and positions that he or she might like to pursue and adding them to the list.
• F. A suggestion list is a manually created list of jobs by the employee himself or herself for his or her peer
• G. An interest list is automaticallycreated for the employee based on his or her qualification, skills, and competencies.

Answer: D