1Z1-1052 試験問題を無料オンラインアクセス

In a performance evaluation, which three options can be accessed by Performance Roles?

• A.Performance document period
• B.Goals Section
• C.Goals section rating scale
• D.Competency section rating scale
• E.Competency Section
• F.Questionnaire

Which three statements are true about goal plans?

• A.Goals can be added to a Performance goal plan, which is assigned to an organization.
• B.Goal plan can be used to assign goals to a specific population.
• C.Goal plans can be used to add goals to goal plans from other sources.
• D.Goal plans can be used to group goals to track them easily for a specific population and time period.
• E.Goals can be assigned to both individuals and an organization by assigning the goal plan to both individuals and an organization.

When a manager is terminated, how will you reassign the performance document and the corresponding tasks of his or her reports to the new manager?

• A.A new performance document has to be created for the report whose manager has been terminated and it has to be assigned to his or her new manager.
• B.The worker must reassign the new manager to their performance document.
• C.The performance documents are automatically reassigned to the report's new manager.
• D.New managers can assign tasks in the performance document to themselves.
• E.The new manager can be made responsible for the tasks associated with the performance document by using the Transfer Performance Document function.

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

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