1Z0-1052-20 Online Practice Questions and Answers

Where do reviewers create and manage notes for their direct and indirect reports for a Talent Review Meeting?

A. Prepare Review Content page

B. Talent Review Dashboard

C. Show Details dialog box

D. Manage Notes and Tasks page

Your organization may require an annual performance evaluation that includes any or all of the sections. Which four section types are valid for performance document template sections?

A. Manager only Questionnaire

B. Profile Content to rate worker competencies

C. Manager Final Feedback

D. Worker Final Feedback

E. Goals to rate worker goals

When a descriptive flexfield is deployed for a goal template, which will that flexfield will be visible for?

A. None of the above

B. Existing goals using that goal template

C. New goals that are created from that moment on, using that template

D. All goals previously created using that template along with goals created going forward using that template

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

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

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

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

C. The box in which the worker should appear has multiple ratings mapped to it, resulting in the worker being placed in the holding area.

D. 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.

E. The Skills and Qualifications of the Employee's profile are incomplete.

A Human Resource Specialist is required to create a Talent Review Meeting for all the Sales Consultants

in the Regional Sales Department. While creating the meeting, the Human Resource Specialist is unable

to add Succession Plan to the meeting.

Identify two reasons for this.

A. The Human Resource Specialist creating the Talent Review Meeting does not own any Succession Plans.

B. The Business Leader of the Talent Review Meeting is not an owner of any Succession Plans.

C. The Workers part of the Review Population of the meeting is not part of any Succession Plans.

D. Talent Review Template selected for the meeting does not have Include Succession Plans enabled.

E. The Workers part of the Review Population of the meeting does not have any Succession Plans defined.

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.

You are an HR specialist for the Manufacturing Department of your company. This department contains a

total of six employees and your CEO has instructed you to perform the following steps:

Determine how well the employees' profiles match a job or position profile. Run an analysis, which

compares competencies, licenses, and certifications.

The process described above is ________.

A. determining plan bench strength

B. Best-Fit Analysis

C. determining readiness level

D. Talent Pool

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 statement is correct regarding eligibility profiles in the performance evaluation module?

A. They must be marked as required on the general and document periods tabs of the evaluation to ensure that employees receive the evaluation.

B. They are used to determine which audience receives which questionnaire.

C. They are the sole determining factor in how employees receive access to performance evaluations.

D. They can be on the general tab and/or the document periods tab however at least one of the profiles must match the review period on the performance evaluation.

During the talent review meeting, review participants want to see data from five previous meetings; however, the system does not allow this. What is the reason?

A. Only data from four meetings can be included in the talent review meeting.

B. Data from previous meetings can never be included in a current meeting.

C. Only data from one meeting can be included in the talent review meeting.

D. Only data from two meetings can be included in the talent review meeting.

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. The new manager can be made responsible for the tasks associated with the performance document by using the Transfer Performance Document function.

B. A new performance document has to be created for the report whose manager has been terminated and it has to be assigned to his or her new manager.

C. The performance documents are automatically reassigned to the report's new manager.

D. The worker must reassign the new manager to their performance document.

E. New managers can assign tasks in the performance document to themselves.

The Privacy setting controls access to the questionnaire or template. Select two statements that are true.

A. Private: Only the owner and line managers can edit the questionnaire or template.

B. Private: Only the owner can edit the questionnaire or template.

C. Public: Anyone with permission to access the questionnaire or template can edit it.

D. Public: Anyone with or without permission to access the questionnaire or template can edit it.

E. Private: Only the owner and HR administrator can edit the questionnaire or template.

A specific goal from the goal library is added by a worker. Later, the HR specialist changes the status of the goal in the goal library to "Inactive". How does the system behave when the goal status is saved?

A. It successfully saves the status without affecting the worker's goals and the goal is prevented from future copying.

B. It throws an error saying "Insufficient Privileges".

C. It deletes the goal from the worker's goals and successfully saves the status.

D. It completely deletes the goal from the system.

E. It throws an error saying "Goal is already in use."

The Human Resources department manager informs the Human Resource Specialist that Employee 1, who is Head of Sales, plays a vital role in the organization and they must plan for the successors of the employee. What should the Human Resource Specialist do?

A. Create an Incumbent Succession Plan for Employee 1.

B. Create a Job Succession Plan for the Head of Sales job.

C. Create a Position Succession Plan for the Head of Sales position.

D. Create a Job Profile Succession Plan for the Sales job profile.

E. Create a Job Family Succession Plan for the Sales job family.