1Z0-966 Online Practice Questions and Answers

The Human Resources department manager informs the Human Resource Specialist that Employee 1, who is Head of Sales, plays a virtual role in the organization and they must plan for the successors of the employee. What should the Human Resource Specialist do?

A. Create an Incumbent Succession Plan for Employee 1.

B. Create a Job Succession Plan for the Head of Sales job.

C. Create a Job Profile Succession Plan for the Sales job profile.

D. Create a Job Family SuccessionPlan for the Sales job family.

E. Create a Position Succession Plan for the Head of Sales position.

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.

What should a manager do if he has assigned an organization goal to his direct reports, but intends to change the target completion date of Goals for the direct reports?

A. Manager cannot change the Target completion date of the assigned organizational Goal.

B. Sign in as the manager, go to Navigator/About me/Goals/My Worker Goals. Select the goal assigned by him and click Edit. Change the target completion date and click Submit.

C. Sign in as the manager, go to Navigator/About me/Goals/My Organization Goals. Select the goal created by him and click Edit. Change the target completion date and click Submit.

D. Sign in as the manager, go to Navigator/About me/Goals/My Organization Goals. Delete the assigned goal and select a new goal created by him with the new target completion date and assign the newly created goal.

After a reorganization, how would a manager's organization goals carry to his or her new organization?

A. The HR Specialist transfers the goals from the manager's old organization to the same manager's new organization.

B. The HR Specialist transfers the goals from the organization owner under the old organization, to the organization owner under the new organization.

C. The organization owner transfers the goals from the old Organization ID to the new Organization ID.

D. The HR Specialist deletes the goals from the old organization and the organization owner adds the goals under the new organization.

You are a review participant and there is a need to analyze the impact of changing the performance and potential ratings of a worker reporting to you. Identify two options available on the talent review dashboard that can be used for calibrating performance and potential.

A. Zoom in

B. Mobility

C. Zoom out

D. Drag-and-drop

E. Move marker

When a performance document is shared by the manager or acknowledged by the worker, what will the corresponding subtask status change to?

A. Acknowledged

B. Shared

C. Completed

D. Acknowledged or Shared

E. In Progress

Which statement is true regarding the timing of questionnaire creation?

A. You must first create the template. You can then edit the configuration settings in the questionnaire that were inherited from the template.

B. You can create a questionnaire without creating a template first and edit the configuration settings in the questionnaire.

C. When you create a questionnaire from a template, you cannot edit the configuration settings in the questionnaire that were inherited from the template.

D. You can create a questionnaire without creating a template first. After the questionnaire is created, you cannot edit the configuration settings in the questionnaire.

E. You can create a questionnaire with or without creating a template first.

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.

After selecting the "Show progress" check box next to the timeline slider, one of the workers is displayed by a single marker. Identify two reasons for the worker not having a pair of markers.

A. The worker was not included in the previous meeting.

B. The worker was included in the previous meeting, but was in the holding area.

C. The worker has not progressed since the previous meeting.

D. The worker has progressed, but is currently in the holding area.

E. The worker progress is in a negative direction and, therefore, needs a single marker to highlight the worker.

What can you use Questionnaires for before a Talent Review meeting?

A. to view and track development goals of workers outside of your direct reporting line

B. to assign qualitativeor quantitative measurements to assess the level of success of achieving a goal

C. to assign Development Goals to workers in your direct reporting line

D. to calculate the worker potential rating during the content preparation stage