1z1-420 無料問題集「Oracle Fusion HCM: Talent Management 2014 Essentials」

（A）Data sets and attributes of secondary items

（B）Comparison base attributes and secondary item attributes

（C）Comparison base and secondary items

（D）Secondary items and base attributes

（E）Base item attributes and data sets

（A）Make sure that the questionnaire template is fully configured because questionnaires created based on a template cannot override template settings.

（B）Determine the intended participant for the questionnaire - is the questionnaire for a widespread audience or specific group?

（C）Format basic information - Make it easier to categorize and control access.

（D）Add and format content - Specify the sequence, appearance, and formatting of questions and responses.

（E）Disregard specific regional or international laws or customs because any question may be asked in any country jurisdiction.

（A）No. Without the Set Goals task, goals and competencies cannot be added in the performance document.

（B）Yes. Goals and competencies can be added in either the worker self-evaluation or the manager evaluation of worker tasks.

（C）Yes. Only goals can be added in the worker self-evaluation task.

（D）Yes. Only competencies can be added in the manager evaluation of worker tasks.

（E）Yes. Goals and competencies can be added in the manager evaluation of worker tasks only.

（F）Yes. Goals and competencies can be added in the worker self-evaluation task only.

（A）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.

（B）A suggestion list is 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.

（C）A suggestion list is a manually created list of jobs 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.

（D）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.

（E）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.

（A）You cannot create questionnaires to add to performance documents to gather feedback from participants, other than direct managers, who are requested to provide feedback about workers.

（B）You can create questionnaires to calculate worker potential salary during the content preparation stage before a talent review meeting.

（C）You can create questionnaires to determine additional areas to be added as performance sections in performance documents.

（D）You can create questionnaires to calculate worker potential rating during the content preparation stage before a talent review meeting.

（E）You can create questionnaires to determine worker potential assignments during the content preparation stage before a talent review meeting.

（A）Workers can remove the alignment to the organization goal.

（B）Workers who are assigned the goal can delete the goal.

（C）Worker goals created from the published goal are automatically aligned to the published goal

（D）If the organization owner deletes the goal, the corresponding worker goals will be deleted.

（E）Workers can cancel the goal before they start working on it.

（F）Workers who create their own goals from the published goal can delete the goal.

（A）Four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences

（B）Two; rating model for risk and impact of loss, and overall summary to provide the overall rating of the worker or manager

（C）Five; profile content to rate worker competencies, goals to rate worker goals, overall summary, worker final feedback, and peer review

（D）Five; goals to rate worker goals, overall summary, worker final feedback, manager final feedback, and profile content to rate worker competencies

（E）Three; HR Specialist final feedback along with rating, overall summary region, and profile content to rate workers' risk of loss

（F）Three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impact of loss

（A）The manager has not confirmed that the review meeting has been held.

（B）The "In Progress" status of the meeting is visible only to the manager after sharing the performance document with the worker, before the worker acknowledges the meeting.

（C）The status is updated to "In Progress" and then to "Completed" by the manager only after the meeting is over.

（D）The performance document has not been shared by the manager. After the performance document is shared, the status of the review meeting will automatically be updated to "In Progress."

（E）The HR specialist has not updated the status of the task to "In Progress."