1Z0-1052-20 무료 덤프문제 온라인 액세스

If all tasks and subtasks are included in the Performance flow, except the Set Goals task, can the competencies and goals be added for a worker in his or her performance document?

• A.Yes. Only goals can be added in the worker self-evaluation task.
• B.No. Without the Set Goals task, goals and competencies cannot be added in the performance document.
• C.Yes. Only competencies can be added in the manager evaluation of worker tasks.
• D.Yes. Goals and competencies can be added in the manager evaluation of worker tasks only.
• E.Yes. Goals and competencies can be added in the worker self-evaluation task only.
• F.Yes. Goals and competencies can be added in either the worker self-evaluation or the manager evaluation of worker tasks.

After the performance document status is marked complete and goals are updated in Goal Management, can further changes be made to the goals in the performance document, either directly or through Goal Management?

• A.Goals can be updated in the performance document by using Goal Management, but only by the manager.
• B.Goals can be updated in the performance document by both the manager and the worker.
• C.Goals can be updated in the performance document by using Goal Management, but only by the worker.
• D.Goals can be updated in the performance document by both the manager and the worker by using Goal Management only.
• E.Goals cannot be updated in the performance document by the manager or the worker.

What is the maximum number of section types that you can configure in a performance template to meet the requirements of a semiannual evaluation of a company and what are the section types?

• A.two; rating model for risk and impact of loss, and overall summary to provide the overall rating of the worker or manager
• B.three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impact of loss
• 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.four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences
• F.three; HR Specialist final feedback along with rating, overall summary region, and profile content to rate workers' risk of loss

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 goals, manager evaluation of worker, share performance document, 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 next period goals, set goals, first approval, worker self-evaluation, manager evaluation of worker, confirm review meeting held, provide final feedback.
• D.Set goals, worker self-evaluation, manager evaluation of worker, confirm review meeting held, set next period goals.
• E.Set goals, worker self-evaluation, manager evaluation of worker, provide final feedback, confirm review meeting held, set next period goals.
• F.Set goals, worker self-evaluation, manager evaluation of worker, share performance document, first approval, confirm review meeting held, provide final feedback.

You are the IT analyst who has just been handed over a list of Content Types to be set up Person Profile as a free form. You take a look at the requirements and realize that there are system limitations around a few of the Content Types in the given requirements and you would need to communicate the same back to the business group.
Identify the non-free-form Content Types in the requirements.

• A.Potential, Career Preferences, Degrees
• B.Potential, Risk of Loss, Career Preferences
• C.Honors and Awards, Memberships, Licenses
• D.Languages, Accomplishments, Potential
• E.Accomplishments, Degrees, Languages