1Z0-1052 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.

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.

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 goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, set next period goals.

B. Set goals, worker self-evaluation, manager evaluation of worker, share performance document, first approval, confirm review meeting held, provide final feedback.

C. Set goals, first approval, manager evaluation of worker, worker self-evaluation, provide final feedback, second approval, set next period goals.

D. Set goals, manager evaluation of worker, share performance document, confirm review meeting held, provide final feedback.

E. Set next period goals, set goals, first approval, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback.

F. Set goals, worker self-evaluation, manager evaluation of worker, provide final feedback, confirm review meeting held, set next period goals.

After the performance document status is marked complete and goals are updated in Goal Management, can further changes be made to the goals in the performance document, either directly or through Goal Management?

A. Goals can be updated in the performance document by using Goal Management, but only by the manager.

B. Goals can be updated in the performance document by using Goal Management, but only by the worker.

C. Goals can be updated in the performance document by both the manager and the worker by using Goal Management only.

D. Goals can be updated in the performance document by both the manager and the worker.

E. Goals cannot be updated in the performance document by the manager or the worker.

Which two actions must be completed before an employee can add a goal to their goal plan?

A. Weighting must be enabled in the goal plan.

B. The goal plan must include the worker's goal.

C. The employee must have a goal plan assigned to them.

D. The worker must select the goal from the goal library.

E. The worker must select the goal plan when creating the 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.

Which statement is true regarding the order of the creation of questionnaires?

A. You can create a questionnaire with or without creating a template first.

B. When you create a questionnaire from a template, you cannot edit the configuration settings in the questionnaire that were inherited from the template.

C. You can create a questionnaire without creating a template first and edit the configuration settings in the questionnaire.

D. You can create a questionnaire without creating a template first and edit the configuration settings in the questionnaire.

E. You must first create the template. You can then edit the configuration settings in the questionnaire that were inherited from the template.

An organization owner creates an organization goal and publishes the goal, while assigning the goal to specific individuals in the organization. Which three statements are true about workers and their goals in the organization?

A. Workers who create their own goals from the published goal can delete the goal.

B. Workers can cancel the goal before they start working on it.

C. Workers who are assigned the goal can delete the goal.

D. Worker goals created from the published goal are automatically aligned to the published goal.

E. If the organization owner deletes the goal, the corresponding worker goals will be deleted.

F. Workers can remove the alignment to the organization goal.

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.

The HR manager is planning for the next goal plan period. She finds that the current goal plan template being used by the organization does not reflect the latest organization-wide changes with respect to goal

management.

How should the HR manager incorporate the changes?

A. Update the goal-setting options in the current goal plan template.

B. Add a new goal plan period row to the current template and update the goal-setting options.

C. Update the goal management profile options.

D. Create a new template and edit the goal settings in the new template.

E. Delete the currently used template and create a new one.

Which two types of goals can be included in a Performance Document for review?

A. Development Goals

B. Organization Goals

C. Performance Improvement Goals

D. Performance Goals

Which two statements are true for each type of questionnaire questions?

A. For the single select question type, the possible responses can be configured only to appear in a single select choice list.

B. For the single select question type, you can specify that the possible responses appear either in a single select choice list or as radio buttons.

C. You may configure specific responses and select the presentation method to determine how the response appears.

D. You may configure specific responses, but you cannot select the presentation method to determine how the response appears.

E. For the single select question type, the possible responses can be configured only to appear as radio buttons.

When setting up participant feedback in the performance evaluation template, which three statements are true?

A. Managers can be named as responsible for the entirety of the feedback process.

B. The Employee can be prevented form requesting and viewing feedback regarding their own performance by noting it on the performance template.

C. Employees and Managers are required to manage the feedback task for each performance review.

D. The performance evaluation can be set up so that the Employee can request, remind, and view feedback regarding their own performance.

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.