1Z0-1052 Online Practice Questions and Answers

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.

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.

In a performance evaluation, which three options can be accessed by Performance Roles?

A. Performance document period

B. Competency section rating scale

C. Competency Section

D. Goals section rating scale

E. Questionnaire

F. Goals Section

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 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.

A. publishing Performance Goals

B. Publishing Organization Goals

C. sharing Performance Goals

D. aligning goals

E. sharing Organization Goals

F. assigning goals

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 configure questions and responses in the question library to add to the questionnaire. Identify four question types that can be defined in the question library.

A. Additional response ?It is used to provide additional information or add attachments.

B. No response ?It is used to provide additional information or allow respondents to add attachments.

C. Single choice ?Respondent selects a single choice from selections you provide.

D. Text ?Respondent enters a response in a test field.

E. Multiple choice ?You provide responses and respondents select one or more responses from the options available.

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.

You are a manager and are viewing the career development page for one of your employees. Which tile (section) on the career development page is hidden from you?

A. Favorites

B. Explore Roles

C. Career of Interest

D. Overview