1Z0-966 Online Practice Questions and Answers

An employee transfers from the US Sales department to the Hong Kong Sales department midway through the period covered by the US Sales Annual Evaluation performance document. The HR specialist has run the batch eligibility process for the last time after the employee transferred, making him ineligible to use the US Sales Annual Evaluation performance document. However, the organization process requires that the employee be evaluated using performance documents for both his old and new locations.

The HR specialist navigates to the Manage Worker Eligibility page, and selects the employee. Then the HR specialist clicks the Change Eligibility button, selects the US Sales Annual Evaluation performance documents, and specifies to force it eligible.

Which statement is correct about the ability of the employee and his manager to perform evaluation?

A. Since the employee no longer meets the eligibility criteria, only the new manager can access the performance document to perform the evaluation.

B. Even though the employee no longer meets the eligibility criteria, he and his new manager can still access the performance document to perform the evaluation.

C. Since the employee no longer meets the eligibility criteria, the employee and his manager are not able to conduct performance evaluation in his new location.

D. The employee and his manager can access the performance document to perform evaluation only in a new location.

Your customer has enabled the notification Participant Feedback ?Worker deletes participant. One of the workers has an open performance document and requested a Participant Feedback. In the middle of the performance cycle the worker had a Line manager change, but the worker's performance document owner remained the old manager. The worker deletes a feedback participant since the feedback was no longer required by the previous co-worker.

Which two will be receiving a notification for this action?

A. Feedback Participant

B. Old Line Manager

C. Worker

D. Current Line Manager

E. HR Specialist

Which statement is true regarding questionnaires?

A. In a questionnaire, you cannot specify whether to allow respondents to add attachments to the response.

B. In a questionnaire, you can specify whether to allow respondents to add attachments to the response and you can specify how the responses are presented.

C. In a questionnaire, you cannot specify how the responses are presented.

D. In a questionnaire, you cannot specify whether to allow respondents to add attachments to the response, but you cannot specify how the responses are presented.

E. In a questionnaire, you cannot specify whether to allow respondents to add attachments to the response, but you can specify how the responses are presented.

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

Which three options can be controlled by Performance Roles?

A. Competency Section

B. Questionnaire

C. Goals Section

D. Goals section rating scale

E. Competency section rating scale

F. Performance document period

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 next period goals, set goals, first approval, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback

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

C. Set goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback, set next period goals

D. Set goals, worker self-evaluation, manager evaluation of worker, share performance document, first approval, confirm review meeting held, provide final feedback

E. Set goals, manager evaluation of worker, share performance document, conform 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 manager has several goals and has assigned some of those goals to his or her direct reports. However, when direct reports complete the goal, their profiles are not updated with the competencies associated with the goal as Target Outcomes. What is the possible reason that the competencies were not added to the profiles?

A. The Target Outcome was added to the goal after the goal was submitted.

B. The goal was assigned to the direct reports after the Target Outcome was added.

C. The Target Outcome was added, but the target proficiency was not selected.

D. Goal Tasks were not associated with the goal.

E. The Target Outcome was added after the goal was assigned to the direct reports.

While conducting a talent review meeting the Business Leader felt that the review population in the current meeting is large. Choose four parameters on which the Business Leader can filter the population.

A. Job

B. Grade

C. Position

D. Location

E. Competency/Proficiency Level

F. Age

Identify four modules with which Fusion Goal Management is integrated.

A. Fusion Profile Management

B. Fusion Performance Management

C. Fusion Benefits

D. Fusion Network at Work

E. Fusion Talent Review

F. Fusion Payroll

G. Fusion Compensation

The performance appraisal meeting has started; however, its status is shown as "Not started" to the worker. What is the reason?

A. 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.

B. The manager has not confirmed that the review meeting has been held.

C. The HR specialist has not updated the status of the task to "In Progress."

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

E. 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."