Free 1Z0-1052-25 sample questions

Correct answer: Create two separate content sections in the person profile type: one for 'Core Skills' using a standard content type with an associated rating model, and another for 'Niche Skills' using a free-form content type with no rating model.

This approach correctly separates the two distinct requirements using standard Profile Management functionality. The 'Core Skills' section uses a standard, HR-managed content type linked to a rating model for structured, reportable data. The 'Niche Skills' section uses a free-form content type, which allows employees to add their own unique skills as text entries without a rating model, making them searchable but unstructured. This perfectly aligns with the case study's needs.

Correct answer: Assign the Goal Plan using an Eligibility Profile for Sales/Full-Time. Enable 'Matrix Manager' synchronization in the goal plan setup. Ensure Marketing Managers are defined as Matrix Managers for the Sales employees in the system, which inherently grants view access based on the Goal Plan's matrix management settings.

The most standard and maintenance-friendly approach in Oracle Goal Management is to utilize the built-in Matrix Manager functionality. By enabling Matrix Manager access in the Goal Plan setup, the system automatically respects the matrix relationships defined in the core HR data (e.g., dotted-line reports). This avoids complex custom security policies or dual eligibility profiles which control assignment, not visibility. The Eligibility Profile on the Goal Plan controls who *gets* the plan (Sales + Full-Time), while the Matrix Manager setting controls who can *see* it.

Correct answer: Define two sections in the Questionnaire Template: 'Leadership' and 'Work Environment'. Set section weights to 60 and 40 respectively. In the 'Leadership' section, manually edit the 'Manager Support' question to have a Question Weight of 2, while leaving others at 1.

Oracle Questionnaire scoring allows for a hierarchical weighting structure. First, you define Sections and assign Section Weights (60/40 in this case). Second, within a section, you can assign individual Question Weights. By default, questions may have a weight of 1. Changing the specific 'Manager Support' question to a weight of 2 doubles its impact relative to the other questions in that same section, achieving the granular scoring requirement.

Correct answer: The custom logic in Page Composer will be ignored. You must recreate the conditional logic using Business Rules in Visual Builder Studio (VBS) to achieve the same matrix management behavior in Redwood pages.

Redwood pages are built using the Oracle JET architecture and are customized via Visual Builder Studio (VBS), not Page Composer (which was for ADF pages). Configurations made in Page Composer, especially complex EL expressions, do not automatically migrate. The consultant must analyze the legacy logic and rebuild it using the 'Business Rules' extensibility framework within VBS for the Redwood pages.

Correct answer: Configure standard 'Check-In' documents. In the Year-End Performance Template, enable the 'Include Check-In Discussions' option within the 'Process' tab. This allows the system to display a region showing all Check-In notes created during the evaluation period directly within the performance document.

Oracle Performance Management provides native integration between Check-Ins and Performance Documents. By enabling the 'Include Check-In Discussions' feature in the Performance Template configuration, the system automatically aggregates Check-In data (notes and discussion topics) that fall within the performance document's date range. This meets Requirement 2 (automatic aggregation) and Constraint 1 (no manual copy-paste). Check-ins are standard functionality that can be employee-initiated (Requirement 1).

Correct answer: Configure both tasks as 'Concurrent'. However, on the 'Manager Evaluation' task, check the 'Required' box for the 'Worker Self-Evaluation' task in the 'Task Completion Rules' section.

In Oracle Performance Management Process Flows, you can set tasks to be 'Concurrent', allowing both parties to enter data simultaneously (meeting the first requirement). To enforce the dependency that the manager cannot *submit* until the worker is done, you configure the 'Task Completion Rules' (often labeled as 'Predecessors' or dependencies in newer UIs) on the Manager task to require the completion of the Worker task. This allows parallel entry but sequential submission.

Correct answer: AI 'Best-Fit Analysis' or 'Suggestions'; it analyzes the Model Profile of the incumbent's job and compares it against the Talent Profiles (Skills, Competencies, Experience) of internal employees to generate a match score.

The AI/ML capability in Succession Management (often referred to as 'Best-Fit' or 'AI Suggestions') works by matching the requirements defined in the Job Model Profile (the target role) against the Person Profiles of employees. It looks at skills, competencies, degrees, and other content sections to calculate a fit score, surfacing candidates who match the criteria but might not have been manually nominated.

Correct answers: The Talent Review Template must include the 'Performance' rating in the Data Options.; The Performance Document associated with the review period must be selected in the Talent Review Meeting configuration, and the document must be in a status that allows updates (e.g., not fully completed/frozen).

First, the template must be configured to actually include Performance ratings as a data point (Data Options).

In the Talent Review meeting setup, you must specifically select the Performance Document (and Review Period) that serves as the data source. When ratings are calibrated, they write back to this specific document.