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Oracle HCM Business Process Foundations Associate Rel 2 Sample Questions:

1. An HR Specialist has been tasked with creating a Talent Review template. The Specialist understands that a particular department has a high volume of high performers and wants to understand their flight risk. While creating the template, what type of information would be needed on the dashboard?

A) Risk of loss vs. Impact of loss
B) Succession Plans & Talent Pools
C) Potential vs. Performance
D) Talent Score Rating

2. Which Absence-related data can an employee access apart from being able to add an absence and review existing absences?

A) Absence Processing Rules
B) Balance Adjustment Requests
C) Plan Balances
D) Absence Calculation Rules

3. What is the single desired outcome of the Recruiting Strategy process?

A) The recruiter's average time to fill a requisition is as low as possible.
B) The organization has zero vacancies.
C) The requisition is filled as quickly as possible.
D) The best candidates are successfully hired.

4. An organization is designing their performance process flow. They would like to have a simplified process but also want to capture HR, employee, and manager feedback in the evaluation. As a standard practice, it was decided that once an employee completes their performance self-evaluation, it will then go to the next role. Which role is that?

A) Their manager
B) Remains in their talent profile
C) Their HR Business Partner
D) Their colleague to request peer feedback

5. What terminology is used to label people who were referred for a job requisition or added to a job requisition but who haven't yet completed their job application?

A) Prospect
B) Applicant
C) Referred
D) Candidate

Solutions: