Die Oracle Talent Management Cloud 2017 Implementation Essentials Prüfung gilt als anspruchsvoll, und viele Kandidaten unterschätzen das Niveau der 1z1-966 Fragen. Die 70 Praxisfragen von ExamFragen zeigen Ihnen realistisch, was Sie im Prüfungsraum erwartet.

Oracle 1z1-966 Prüfungsübersicht:

Zertifizierungsanbieter:	Oracle
Prüfungsname:	Oracle Talent Management Cloud Service 2017 Implementierungsgrundlagen
Prüfungsnummer:	1Z0-966
Verwandte Zertifizierungen:	Oracle HCM Cloud Oracle Talent Management Cloud
Prüfungsformat:	Einfachauswahl, Mehrfachauswahl
Prüfungsgebühr:	245 USD
Anzahl der Fragen:	55–65
Prüfungsdauer:	120 Minuten
Gültigkeitsdauer des Zertifikats:	18 Monate
Verfügbare Sprachen:	Englisch
Mindestpunktzahl:	65 %
Empfohlenes Training:	Schulungen bei Oracle University – Talent Management Cloud
Prüfungsanmeldung:	Anmeldung zur Oracle-Zertifizierung Oracle-Prüfungen bei Pearson VUE
Beispielfragen:
Prüfungsmethode:	Online-Prüfung mit Aufsicht über Pearson VUE oder autorisierte Prüfungszentren
Voraussetzungen:	Grundlegende Kenntnisse der Konzepte von Oracle HCM Cloud werden empfohlen; es gibt keine zwingenden Teilnahmevoraussetzungen.
Offizielle Syllabus-URL:	https://education.oracle.com

Oracle 1z1-966 Prüfungsthemen:

Alles Wissenswerte zur 1z1-966 Prüfung im Überblick

Oracle Talent Management Cloud 2017 Implementation Essentials 1z1-966 Prüfungsfragen mit Lösungen

Frage #1

One of the workers reporting to you is appearing in the holding area. Identify three possible reasons for the worker to be in the holding area. (Choose three.)

A. Theworker was not rated before the talent review meeting.
B. The worker joined the organization after the talent review meeting was scheduled.
C. 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.
D. The worker has been placed in the holding area by you during the talent review meeting.
E. The box in which the worker should appear has multiple ratings mapped to it, resulting in the worker being placed in the holding area.

Frage #2

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. E
C. C
D. A
E. D

Frage #3

Which statement is false about Succession Plan types?

A. The Job or Position plancan cover a particular job in a specific business unit or department, or throughout an entire organization.
B. An Incumbent plan type allows you to create a plan to replace a particular individual.
C. The Job or Position plan type allows you to create a plan where one or more potential candidates have been identified to fill a key role or position.
D. An Incumbent plan type allows you to create a plan to replace multiple individuals.

Frage #4

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, manager evaluation of worker, share performance document, confirm review meeting held, provide final feedback.
B. Set goals, worker self-evaluation, manager evaluation of worker, provide final feedback, confirm review meeting held, set next period goals.
C. Set goals, worker self-evaluation, manager evaluation of worker, share performance document, first approval, confirm review meeting held, provide final feedback.
D. Set goals, first approval, manager evaluation of worker, worker self-evaluation, provide final feedback, second approval, set next period goals.
E. Set goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, set next period goals.
F. Set next period goals, set goals, first approval, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback.

Frage #5

A Human Resources Manager informs the Human Resources Specialist that an Incumbent Succession Plan needs to be updated.
The Human Resources Specialist is unable to find the Incumbent Succession Plan.
What is the cause of this?

A. The Human Resources Specialist is one of the owners of the Succession Plan; however, theprivacy of the plan is Private.
B. The Human Resources Specialist is not the owner of the Succession Plan even though the privacy of the plan is Public.
C. The Human Resources Specialist is not the owner of the Succession Plan even though the data role of the Human Resource Specialist allows him to search for the employee in person management search.
D. The Human Resources Specialist is one of the owners of the Succession Plan; however, the data role of the Human Resource Specialist doesn't allow him to search for the employee in person management search.

Fragen und Antworten: