1z1-966 無料問題集「Oracle Talent Management Cloud 2017 Implementation Essentials」

（A）A suggestion list is an automatically generated when an employee viewshis 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 employeeby 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.

（C）A suggestion list is a manually createdlist 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.

（D）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 automaticallycreated for the employee based on his or her qualification, skills, and competencies.

（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）Set goals, first approval, manager evaluation of worker, worker self-evaluation, provide final feedback, second approval, set next period goals.

（B）Set goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, set next period goals.

（C）Set goals, manager evaluation of worker, share performance document, confirm review meeting held, provide final feedback.

（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.

（A）Attach a security profile with only competency profile type access to the Matrix manager performance role.

（B）Create a project manager performance role and attach it to the competency and overall rating section.

（C）Create a project manager security role with data access restricted to competency profile type.

（D）This could be achieved only by using the Matrix Manager Role; the role could be attached to the Performance template competency section.

（A）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.

（B）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.

（C）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 selectJob profile.

（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）Create an eligibility profile based on worker Job and populate worker Goals usingthe
Mass Assign process before the creation of the performance document. In the performance template section of Goals, choose the option of Use Employee's Goals.

（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.

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

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

（C）Make sure that thequestionnaire template is fully configured because questionnaires created based on a template cannot override template settings.

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

（A）Add goals to the goal library.

（B）Add goals to a goal plan.

（C）Upload goals into the goallibrary by using an application-generated spreadsheet.

（D）Add the goals as an organizational owner.

（A）Create item, set the type and content item fields, associate rating model, 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, associate rating model, and save and close.

（C）Create contenttype, 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, save and close, and repeat the preceding steps for all the required content items.

（E）Create item and set the content item fields, set content type, saveand close, and repeat the preceding steps for all the required content items.