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NEW QUESTION 33
You are a review participant and there is a need to analyze the impact of changing the performance and potential rating of a worker reporting to you.
Identify two options available on the talent review dashboard that can be used for calibrating performance and potential.
- A. Mobility
- B. Zoom out
- C. Move marker
- D. Zoom in
- E. Drag-and-drop
Answer: C,E
NEW QUESTION 34
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 has been placed in the holding area by you during the talent review meeting.
- B. The box in which the worker should appear has multiple ratings mapped to it, resulting in the worker being placed in the holding area.
- C. The Skills and Qualifications of the Employee's profile are incomplete.
- D. The worker was not rated before the talent review meeting.
- E. 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.
Answer: B,D,E
NEW QUESTION 35
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, first approval, manager evaluation of worker, worker self-evaluation, provide final feedback, second approval, set next period goals.
- B. Set goals, manager evaluation of worker, share performance document, confirm review meeting held, provide final feedback.
- C. Set goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, set next period goals.
- D. Set goals, worker self-evaluation, manager evaluation of worker, share performance document, first approval, 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.
Answer: D
NEW QUESTION 36
In a performance evaluation, which three options can be accessed by Performance Roles?
- A. Competency Section
- B. Competency section rating scale
- C. Questionnaire
- D. Goals section rating scale
- E. Goals Section
- F. Performance document period
Answer: C,E,F
NEW QUESTION 37
Which goal task can managers NOT perform for employees that report to them?
- A. Assign goals
- B. Align goals
- C. Print goals
- D. Mass assign goals
- E. Delete goals
Answer: C
NEW QUESTION 38
You are in the process of setting up a talent review meeting. When you log in to the application, the talent review template does not appear in the list of values.
Identify the reason for the template not appearing in the list of values.
- A. The template is in Active status.
- B. The template is in Incomplete status
- C. The template is in Planned status.
- D. The template is in Approved status.
- E. The template is in Inactive status.
Answer: B
NEW QUESTION 39
What can you use Questionnaires for before a Talent Review meeting?
- A. to assign Development Goals to workers in your direct reporting line
- B. to calculate the worker potential rating during the content preparation stage
- C. to view and track development goals of workers outside of your direct reporting line
- D. to assign qualitative or quantitative measurements to assess the level of success of achieving a goal
Answer: B
NEW QUESTION 40
Identify four correct statements about the performance template.
- A. In the performance template, you can select the roles that can access the performance documents created from the template.
- B. In the performance template, you can select the document type, sections, process flows to use, and any additional content on which to rate workers.
- C. In the performance template, you can edit sections in the template.
- D. In the performance template, you can set default ratings.
- E. In the performance template, you can specify the processing rules for the document, and enter the periods for which the performance documents are valid.
- F. In the performance template, you can set rating distributions.
Answer: A,B,C,E
NEW QUESTION 41
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?
- 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; profile content to rate worker competencies, goals to rate worker goals, overall summary, worker final feedback, and peer review
- D. four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences
- E. three; HR Specialist final feedback along with rating, overall summary region, and profile content to rate workers' risk of loss
- F. five; goals to rate worker goals, overall summary, worker final feedback, manager final feedback, and profile content to rate worker competencies
Answer: C
NEW QUESTION 42
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 Organization Goals. Select the goal created by him and click Edit. Change the target completion date and click Submit.
- B. 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.
- C. 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.
- D. Manage cannot change the Target completion date of the assigned organizational Goal.
Answer: C
NEW QUESTION 43
You are a functional analyst and have been tasked with creating new content items to be used in various profile templates.
What set of steps will you perform to accomplish this task?
- A. Create item, set the content type and content item fields, associate rating model, and save and close, and repeat the preceding steps for all the required content items.
- B. Create item, set the content type and content item fields, save and close, and repeat the preceding steps for all the required content items.
- C. Create content type, create item, set fields to be displayed, associate rating model, and save and close.
- D. Create item, set the content type and content item fields, associate rating model, and save and close.
- E. Create item and set the content item fields, set content type, save and close, and repeat the preceding steps for all the required content items.
Answer: A
NEW QUESTION 44
You have created a talent review dashboard and have not enabled the holding area. One of the workers has not been rated before the talent review meeting.
Where would you see the worker during the talent review meeting?
- A. The worker will appear in the box chart analytic, but will be excluded from the review.
- B. The worker will not appear in the box chart analytic, but will be included in the review.
- C. The worker will not appear in the box chart analytic and will be excluded from the review.
- D. The worker will appear in the box chart analytic and will be included in the talent review.
Answer: A
NEW QUESTION 45
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. You can create a questionnaire without creating a template first and edit the configuration settings in the questionnaire.
- C. You must first create the template. You can then edit the configuration settings in the questionnaire that were inherited from the template.
- D. You can create a questionnaire without creating a template first and edit the configuration settings in the questionnaire.
- E. When you create a questionnaire from a template, you cannot edit the configuration settings in the questionnaire that were inherited from the template.
Answer: C
NEW QUESTION 46
A company uses the band method for the overall summary, sum method for the goals section, and average method for the competencies section with rating points. For an employee, the score for the competencies section is 50, and the score for the goals section is 20. The table shows the rating point ranges set up for the overall section rating model to assign the rating level for the overall rating.
What is the overall rating of the employee?
- A. B
- B. D
- C. C
- D. A
- E. E
Answer: E
NEW QUESTION 47
Which two statements are true regarding a performance template section?
- A. The Goals section can be weighted but not rated.
- B. The Overall Summary section can be rated but not weighted.
- C. The Profile Content section can be both rated and weighted.
- D. The Worker Final Feedback section can be rated and weighted.
- E. The Manager Final Feedback section can be rated and weighted.
Answer: B,E
NEW QUESTION 48
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 comes to the worker.
- B. The control of the document remains with the approver until the performance document is shared.
- C. The control of the document is open and whoever opens and saves the document first, the document is locked for that role.
- D. The control of the document comes to the worker's Line Manager.
Answer: D
NEW QUESTION 49
When exploring roles that may be of interest to you, other than manually searching for a role, which two categories are available on the Explore Roles tile?
- A. Best Matches
- B. Recommended Roles from Manager and HR Specialist
- C. Departmental Roles
- D. Recommendations from Peers
Answer: A,C
NEW QUESTION 50
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