1Z0-1052-20 Online Practice Questions and Answers

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 update the Meeting Date to a past date (date earlier that the system date).

B. The Facilitator should update the Data Submission deadline to a past date (date earlier that the system date).

C. The Facilitator should conduct the meeting only after all the Review Participants have submitted the Review Content Data.

D. The Facilitator should update the Status of the meeting to In Progress if the Meeting Date is scheduled on a future date.

What can you use Questionnaires for before a Talent Review meeting?

A. to view and track development goals of workers outside of your direct reporting line

B. to assign Development Goals to workers in your direct reporting line

C. to calculate the worker potential rating during the content preparation stage

D. to assign qualitative or quantitative measurements to assess the level of success of achieving a goal

Identify four correct statements about the performance template.

A. In the performance template, you can specify the processing rules for the document, and enter the periods for which the performance documents are valid.

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

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

D. In the performance template, you can set rating distributions.

E. In the performance template, you can set default ratings.

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

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. Create a project manager performance role and attach it to the competency and overall rating section.

B. This could be achieved only by using the Matrix Manager Role; the role could be attached to the performance template competency section.

C. Create a project manager security role with data access restricted to competency profile type.

D. Attach a security profile with only competency profile type access to the Matrix manager performance role.

The Performance document has an approval step right after the manager Evaluation step in a Performance process flow which also has a Self Evaluation step. In the same performance process flow, the option of "Evaluation tasks can be performed concurrently" is selected. What happens to the document control when the approval task is triggered and the document approver rejects the approval request?

A. The control of the document remains with the approver until the performance document is shared.

B. The control of the document comes to the worker.

C. The control of the document comes to the worker's Line Manager.

D. The control of the document is open and whoever opens and saves the document first, the document is locked for that role.

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 Competencies and in the performance template section of Competencies setup, choose the option of Use Specific Profile and select Job profile.

B. 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.

C. 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.

D. 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.

E. 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.

F. 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.

You have specified the minimum number of participants for each role in the performance template. Which statement is correct regarding creating the performance document?

A. You cannot add any more participants over and above the minimum number specified for the role.

B. You can add only two more participants over and above the minimum number specified for the role.

C. You can add more participants over and above the minimum number specified for the role.

D. You can add only one more participant over and above the minimum number specified for the role.

Which functionality in Talent management enables an HR specialist to select an individual based on a specific list of requirements?

A. Person Portrait

B. Best-Fit Analysis

C. Profile Comparison

D. Profile Search

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 Worker Goals. Select the goal assigned by him and click Edit. Change the target completion date and click Submit.

B. Manage cannot change the Target completion date of the assigned organizational Goal.

C. Sign in as the manager, go to Navigator/ About me/ Goals/ My Organization Goals. Select the goal created by him and click Edit. Change the target completion date and click Submit.

D. Sign in as the manager, go to Navigator/ About me/ Goals/ My Organization Goals. Delete the assigned goal and select a new goal created by him with the new target completion date and assign the newly created goal.

The Department Manager has created an organization goal "Improve Organization Sales." The goal is assigned to all workers who fall under the organization hierarchy. The goal-setting process is completed across the organization. At the midpoint of the goal period, the Department Manager would like to know if the workers in his or her organization are achieving the goals that are aligned to the organization's goal "Improve Organization Sales." How can the Department Manager see the desired information?

A. By viewing either the Goal Alignment Summary report of the Goal Progress Summary report

B. By viewing the Goal Alignment Summary report

C. By viewing the Goal Progress Summary report. The infographics, the pie chart, for each goal on My Organization Goals page will show the summary of aligned goals in different statuses.

D. By creating a new dashboard report on the Organization Goals page

E. By creating a new dashboard report on the My Goals page.