[Free] 2018(Jan) EnsurePass Testinsides Oracle 1z0-331 Dumps with VCE and PDF 11-20

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Oracle Talent Management Cloud 2016 Implementation Essentials

Question No: 11

A company uses the band method for the overall summary, sum method for the goals section, and average method for the competencies section with rating points. For an employee, the score for the competencies section is 50, and the score for the goals section is 20. The table shows the rating point ranges set up for the overall section rating model to assign the rating level for the overall rating.

What is the overall rating of an employee?

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  1. E

  2. C

  3. A

  4. B

  5. D

Answer: E

Question No: 12

After the completion of the performance document, the employee’s profile is updated. The HR user wants to be able to identify the source of the ratings that appear in the employee’s profile.

Which object helps a user distinguish between the source of the ratings?

  1. Content Section

  2. Content Type

  3. Instance Qualifier

  4. Content Item

  5. Content Library

Answer: B

Question No: 13

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.

  1. Add goals to a goal plan.

  2. Add goals to the goal library.

  3. Upload goals into the goal library by using an application-generatedspreadsheet.

  4. Add thegoals as an organizational owner.

Answer: C,D

Question No: 14

Identify four correct statements that describe the Performance Template.

  1. In theperformance template, you cannot specify static content, such as competencies and goals.

  2. In the performance template, you cannot edit sections in the template.

  3. In the performance template, you can edit sections in the template.

  4. In theperformancetemplate, you can select the document type, sections, process flows to use, and any additional content on which to rate workers.

  5. In the performance template, you can specify the processing rules for the document, and

    enter the periods for which the performance documents are valid.

  6. In the performance template, you can select the roles that can access the performance documents created from the template.

Answer: C,D,E,F

Question No: 15

Your customer wants a list of items that managers should consider doing when creating their goals, so that subordinates can create goals that align with or support their managers’ goals.

Select two options that should be included in the training materials for managers to satisfy this requirement.

  1. publishing Performance Goals

  2. publishing Organization Goals

  3. sharing Organization Goals

  4. sharing Performance Goals

  5. assigning goals

  6. aligning goals

Answer: C,F

Question No: 16

Your customer requires a Mid-Year review and Annual Review for the current business process to work in Oracle Performance Management Cloud. They have a Self-Evaluation step in both the performance templates but they would like to notify the employee’s manager about the completion of the Self-Evaluation step only in the Annual Review Document to reduce the mail traffic.

Which statement is correct about implementing this requirement?

  1. This notification cannot be controlled at the performance template level and once turned on will fire for the step for all the Performance templates.

  2. The Activity Name for Manager Role will be left bank for the Mid-Year review process

    flow.

  3. The Notify Manager check box will be deselected in the Mid-Year review template and will be selected for the Annual review template.

  4. The Notify Manager check box will be not selected in the Overall Summary section in the Mid-Year review template and this will be selected for the Annual review template.

Answer: B

Question No: 17

Your customer wants the Goals and Competency section of the performance template to be populated based on the Job which is assigned to worker.

What two options should you use to configure this requirement?

  1. Create an eligibility profile based on worker Job and the HR Specialist could massinsert Competencies intoalready created performance documents using the Mass Assign process.

  2. 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.

  3. 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”.

  4. 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.

  5. 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.

  6. Create an eligibility profile based on worker Job and populate worker Goals using the Mass Assign process before the creation ofthe performance document. In the performance template section of Goals, choose the options of Use Employee’s Goals.

Answer: E,F

Question No: 18

Which two statements regarding candidate readiness are true?

  1. Candidates canhavedifferent readiness level ratings for each plan on which they are candidates.

  2. You can select the candidate readiness so that it displays on the succession plan and in the analytics to compare candidates.

  3. Readiness is specific to each succession planand feeds the readiness on the worker profile.

  4. The readiness level for succession plans is the same as the Advancement Readiness selection on the Career Planning portrait card.

Answer: A,B

Question No: 19

One of the workers reporting to you is appearing in the holding area. Identify three possible reasons for the worker to be in the holding area.

  1. The box in which the worker should appear has multiple ratings mapped to it, resultingin the worker beingplaced in the holding area.

  2. The worker joined the organization after the talent review meeting was scheduled.

  3. The performance rating model that is used to assess the worker’s overall performance rating differed from theperformance rating model selected on the talent review configuration template.

  4. The worker was not rated before the talent review meeting.

  5. The worker has been placed in the holding area by you during the talent review meeting.

Answer: B,C,D

Question No: 20

You are a review participant and there is a need to analyze the impact of changing the performance and potential ratings of a worker reporting to you. Identify two options available on the talent review dashboard that can be usedfor calibrating performance and potential.

  1. Zoom in

  2. Mobility

  3. Zoom out

  4. Drag-and-drop

  5. Move marker

Answer: B,D

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