Oracle Oracle 1Z0-1052-26 PDF Oracle Oracle 1Z0-1052-26 PDF Questions Available Here at: https://www.certification-exam.com/en/dumps/oracle-exam/1z0-1052-26- dumps/quiz.html Enrolling now you will get access to 222 questions in a unique set of Oracle 1Z0-1052-26 Question 1 What is the maximum number of section types that you can configure in a performance template to meet the requirements of a semiannual evaluation of a company and what are the section types? Options: A. two; rating model for risk and impact of loss, and overall summary to provide the overall rating of the worker or manager B. three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impact of loss C. five; goals to rate worker goals, overall summary, worker final feedback, manager final feedback, and profile content to rate worker competencies D. five; profile content to rate worker competencies, goals to rate worker goals, overall summary, worker final feedback, and peerreview E. three; HR Specialist final feedback along with rating, overall summary region, and profile content to rate workers’ risk of loss F. four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences Answer: D Explanation: Oracle Talent Management Cloud allows you to configure a maximum of five section types in a performance template. These include Goals, Profile Content, Overall Summary, Worker Final Feedback, and Peer Review. This setup supports a comprehensive semiannual evaluation by covering both objective (goals and competencies) and subjective (feedback and peer input) criteria. The section types help ensure Oracle Oracle 1Z0-1052-26 PDF https://www.certification-exam.com/ all aspects of performance are evaluated thoroughly. Question 2 What are two reasons an employee cannot access a goal from the goal library while adding a goal? Options: A. Goal plan assigned to the employee is not part of the current review period. B. Goal created in the library is outside the Start Date and Target Completion Date. C. Goal Library profile option is not enabled. D. The goal is not with Active status in the goal library. E. Goal Library is not available to the employee. Answer: B, D Explanation: An employee cannot access a goal from the library if the goal's Start Date and Target Completion Date are not within the applicable time window—such goals won’t be visible. Additionally, goals in the Inactive status are excluded from the employee’s view, as only Active goals can be selected and added. These are the primary filters that control goal availability when adding from the goal library. Question 3 Where do reviewers create and manage notes for their direct and indirect reports for a Talent Review Meeting? Options: A. Prepare Review Content page B. Talent Review Dashboard C. Show Details dialog box D. Manage Notes and Taskspage Answer: A Explanation: Reviewers create and manage notes for both direct and indirect reports on the Prepare Review Content page. This page allows them to enter comments, review talent data, and prepare observations in advance of the Talent Review Meeting. It serves as the central workspace for reviewers to capture input prior to the formal discussion. Other options like the dashboard or dialog boxes are used for viewing, not managing notes. Oracle Oracle 1Z0-1052-26 PDF https://www.certification-exam.com/ Question 4 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? Options: 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 Answer: B, C, D, E Explanation: Valid section types in a performance document template include Goals, Profile Content for rating competencies, Manager Final Feedback, and Worker Final Feedback. These sections support comprehensive evaluations and structured input. Manager-only Questionnaire is not a standard, supported section type within Oracle's performance document framework. Only pre-defined section types are allowed in templates. Question 5 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? Options: 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. Oracle Oracle 1Z0-1052-26 PDF https://www.certification-exam.com/ Answer: D Explanation: In Oracle Talent Management Cloud, the ability to move workers within the 9-box chart during a Talent Review Meeting becomes available when the meeting status is set to In Progress. If the meeting date is in the future, but the status hasn’t been updated accordingly, the Facilitator won’t be able to make changes. The system restricts drag-and-drop until the correct phase is active. Question 6 You are implementing Oracle Performance Management Cloud with the requirements that during performance evaluation, a manager should be able to allocate rewards to direct reports and also be able to promote them. How do you meet these requirements? Options: A. In the performance process flow setup, include the tasks Allocate Rewards and Manage Promotions. B. Recommend that the client perform those tasks outside the performance evaluation process in compensation management. C. Include the Manage Promotions task in the process flow, but handle rewards separately in compensation management. D. Include the Allocate Rewards subtask in the process flow, but handle promotions separately in core HR. E. Configure the performance document sections to include rewards and promotions. Answer: A Explanation: To meet the requirement of enabling managers to allocate rewards and promote employees during evaluations, you must explicitly include both the Allocate Rewards and Manage Promotions tasks in the performance process flow setup. This integrates talent actions directly into the performance evaluation, allowing managers to take real-time action without switching modules. Other options separate the tasks, which doesn't align with the client's requirement. Question 7 An HR specialist recently created a performance goal plan for his or her organization. Two new hires have joined the organization after the existing goal plan was created and assigned. Employee 1 is required to have all the goals in the existing goal plan. Employee 2 needs goals A1 and A2 in addition to the goals in the existing goal plan. Goals A1 and A2 need to be added to the goal library. Oracle Oracle 1Z0-1052-26 PDF https://www.certification-exam.com/ Which statement addresses these requirements? Options: A. The HR specialist can assign Employee 1 to the existing goal plan, create a new goal plan with goals (A1 and A2) from the goal library, and then assign the new goal plan to Employee 2. B. The HR specialist can create a new goal plan with goals from the existing goal plan, add goals A1 and A2 from the goal library, and assign them to both the new hires. C. The HR specialist can add the eligibility criteria to new goals (A1 and A2) within the goal plan and assign both the new hires to the existing goal plan. D. The HR specialist can add goals A1and A2tothegoal library, add those goals to the existing goal plan, and then add both the new hires to the goal plan. Answer: A Explanation: In Oracle Talent Management Cloud, a goal plan cannot be personalized per employee—each plan has a fixed set of goals. Since Employee 2 requires additional goals (A1 and A2), a new goal plan must be created with those goals included. Employee 1 can simply be assigned the existing plan. This approach maintains accurate tracking and avoids modifying the shared goal plan for all employees. Question 8 When a descriptive flexfield is deployed for a goal template, which will that flexfield will be visible for? Options: 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 Answer: C Explanation: When a descriptive flexfield (DFF) is deployed for a goal template, it only applies to new goals created after the deployment using that specific template. Existing goals that were created before the DFF was added do not retroactively inherit the new flexfield attributes. This ensures consistent template-driven behavior moving forward without affecting historical data. Question 9 Oracle Oracle 1Z0-1052-26 PDF https://www.certification-exam.com/ What can you use Questionnaires for before a Talent Review meeting? Options: 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 Answer: C Explanation: In Oracle Talent Management Cloud, Questionnaires can be used before a Talent Review meeting to help calculate worker ratings, such as potential, during the content preparation stage. These questionnaires gather structured input from reviewers, which is then used to prepopulate values in the Talent Review meeting. They are not intended for assigning goals or tracking development plans. Question 10 Identify two correct statements for Goal Plan setup. Options: A. Long-term goals can only be created within long-term goal plans and cannot exist across goal plans. B. The review period attached to a Goal Plan restricts the user from creating long-term goals. C. The start and end dates of a Goal Plan have to be within the review period. D. Goal Plan dates are defaulted from review period dates. E. The performance document attached to a Goal Plan decides the Goal Plan inclusion in a performance document. Answer: C, D Explanation: In Goal Plan setup, the start and end dates of the goal plan must fall within the defined review period, ensuring alignment with the evaluation cycle. Additionally, Goal Plan dates are defaulted from the associated review period, simplifying setup but allowing manual overrides. Long-term goals are not restricted to specific plans, and performance documents reference plans but do not govern inclusion directly. Oracle Oracle 1Z0-1052-26 PDF https://www.certification-exam.com/ Would you like to see more? 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