Your client wants managers to create goals that their team members and indirect reports can use as models for their own goals, and to which team members and indirect reports can align. The client also wants managers to maintain and monitor their own goals, as well as those of their direct and indirect reports.

Your client frequently reorganizes the company. At times, managers are switched from one organization (department, division) to another and at other times, managers and their teams are kept intact but the organization information (department ID and name) changes.

At the project team meeting, you present suggestions on the use of performance goals and organization goals. Which option should be included in your list of suggestions?

A. Managers should predominantly use Organization Goals, and publish those goals.

B. Managers should predominantly use Performance Goals, and share those goals with direct and indirect reports.

C. Managers should use a balanced mix of Organization Goals and Performance Goals, and should publish both sets.

D. Managers should use a balanced mix of Organization Goals and Performance Goals, and should share both sets.

E. Managers should use a balanced mix of Organization Goals and Performance Goals, and should publish the former and share the latter.

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 Organization Goals

D. sharing Performance Goals

E. assigning goals

F. aligning goals

What happens when a Performance Document approval is rejected?

A. It is deleted.

B. It is inactivated.

C. It is suspended.

D. It is returned to the submitter.

Which statement is true regarding lookup hierarchy level?

A. Location level supercedes user and affects only the experience of the current user.

B. It is a best practice to set user-level option values before specifying values at any other level.

C. User level affects all applications of a product family.

D. Site level affects all application configuration options for a given implementation.

You are a manager in a financial firm and have a new person report to you. The person is new to Oracle HCM Cloud and Person Gallery. He or she comes to you for help in understanding the difference between a suggestion list and an interest list.

Which option would be a good explanation for the difference between the two and help him or her in managing the lists?

A. A suggestion list is a manually created list of jobs by the manager for an employee, whereas an interest list is a list of jobs or positions created by an employee, which he or she would like to pursue.

B. A suggestion list is a manually created list of jobs by the manager for an employee, whereas an interest list is a list of jobs or positions created automatically for an employee based on the competencies, skills, and qualifications match on his or her profile.

C. A suggestion listis an automatically created list of jobs for an employee based on the competencies, skills, and qualifications match on his or her profile, whereas an interest list is a list of jobs or positions created by the manager for an employee based on employee performance and interests.

D. A suggestion list is automatically generated when an employee views his or her career planning card and consists of suitable jobs or position profiles based on how well an employee's competencies, skills, and qualifications match with those of the job or position profile. An interest list is manually created by an employee by browsing profiles of jobs and positions that he or she might like to pursue and adding

them to the list.

E. A suggestion list is a manually created list ofjobs by the employee himself or herself for his or her peers. An interest list is automatically created for the employee based on his or her qualification, skills, and competencies.