Oracle 1Z0-331 問題集

質問 1：
Which two worker information areas can be evaluated in a performance document?
A. Performance Goals
B. Job Competencies
C. Development Goals
D. Career Preferences
正解：A,B

質問 2：
Your customer wants the Goals and Competency section of the performance template to be populated based on the Job which is assigned to worker.
What two options should you use to configure this requirement?
A. Create an eligibility profile based on worker Job and populate worker Goals using the Mass Assign process before the creation of the performance document. In the performance template section of Goals, choose the options of Use Employee's Goals.
B. Create an eligibility profile based on worker Job and the HR Specialist could mass insert Goals into already created performance documents using the Mass Assign process.
C. Create an eligibility profile based on worker Job and populate worker Competencies using the Mass
Assign process before the creation of the performance document. In the performance template section of
Goals, choose the option of "Use Employee's Competencies".
D. Populate the Job profile with Job-specific Competencies and in the performance template section of
Competencies setup, choose the option of Use Specific Profile and select Job profile.
E. Populate the Job profile with Job-specific Goals and in the performance template section of Goals setup, choose the option of Use Specific Profile and select Job profile.
F. Create an eligibility profile based on worker Job and the HR Specialist could mass insert Competencies into already created performance documents using the Mass Assign process.
正解：A,E

質問 3：
Identify four correct statements that describe the Performance Template.
A. In the performance template, you can edit sections in the template.
B. In the performance template, you cannot edit sections in the template.
C. In the performance template, you can specify the processing rules for the document, and enter the periods for which the performance documents are valid.
D. In the performance template, you can select the document type, sections, process flows to use, and any additional content on which to rate workers.
E. In the performance template, you can select the roles that can access the performance documents created from the template.
F. In the performance template, you cannot specify static content, such as competencies and goals.
正解：A,C,D,E

質問 4：
Which four fields are configurable on the Create Questionnaire Template Basic Information page when creating a questionnaire template?
A. Status
B. Owner
C. Rating Model
D. Name
E. Privacy
正解：A,B,C,E

質問 5：
Which statement is true about selecting Job and Position information for the talent pool?
A. Additional fields are restricted when Department is selected first.
B. Job Family and Job Profile are enabled when Position is selected first.
C. The Grade field is disabled.
D. Job and Department fields are populated and disabled when Position is selected first.
正解：C

質問 6：
The Department Manager has created and published an organization goal "Improve Organization
Performance". The goal-setting process is completed across the organization. At the end of the goalsetting process, the Department Manager wants to know how many workers in his or her organization have set goals to "Improve Organization Performance".
How can the Department Manager see the desired information?
A. View the Goal Progress Summary report.
B. View the Goal Alignment Summary report.
C. Create a new dashboard report on the My Goals page.
D. View either the Goal Alignment Summery report orthe Goal Progress Summary report.
E. Create a new dashboard report on the Organization Goals page.
正解：B

質問 7：
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. three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impact of loss
B. four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences
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 peer review
E. three; HR Specialist final feedback along with rating, overall summary region, and profile content to rate worker's risk of loss
F. two; rating model for risk and impact of loss, and overall summary toprovide the overall rating of the worker or manager
正解：D