1Z0-1052-25 Talent Management Cloud Practice Questions
Prepare for 1Z0-1052-25 with more than an answer.
- Exam fee
- $245 USD
- Level
- Professional
- Valid for
- As per Cloud Recertification Policy
Domains covered on the exam 9
- Setting Up Goals12%
- Managing Questionnaires10%
- Configuring Performance Management25%
- Creating Succession Plans and Talent Pools15%
- Configuring Talent Review and Career Development15%
- Managing Profiles8%
- Managing Talent8%
- Using AI/ML/Mobile and Other Automation Features4%
- Enabling Redwood Capabilities3%
- 1
True or False: In Oracle Touchpoints, a 'Check-In' can be linked to multiple Performance Goals, but it cannot be linked to Development Goals.
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Correct answer: B
False. Touchpoints and Check-Ins are designed to support comprehensive continuous performance management. They can be linked to both Performance Goals and Development Goals (as well as general discussion topics) to facilitate a holistic conversation.
- 2
You are designing a Performance Document for 'Executive Leadership'. The requirement is to have a section where the Board of Directors can provide feedback. This feedback must be weighted at 20% of the overall score but should NOT be visible to the Executive until the final 'Employee Acknowledgement' step. Which configuration satisfies this?
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Correct answer: A
This requires a combination of Section configuration and Process Flow/Role visibility settings. A 'Participant Feedback' section is appropriate for the Board. Setting the weight handles the scoring. Crucially, the visibility of that section's ratings/comments to the Worker (Executive) is controlled via the Section Properties > Role Visibility settings, which can be restricted during specific phases (like Evaluation) and revealed later.
- 3
Which of the following describes the behavior of the 'Opportunity Marketplace' regarding user access and eligibility?
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Correct answer: B
Opportunity Marketplace supports granular control. You can control general access to the feature via Eligibility Profiles (e.g., only allowing Full-Time employees to participate). Furthermore, individual Gigs can have specific requirements or visibility scopes defined by the Gig creator or administrator.
- 4
Case Study
Scenario
'Nexus Corp' is implementing Talent Pools. They have three distinct requirements:- A 'High Potential' pool that is manually managed by HR.
- A 'Ready for Promotion' pool that automatically adds employees who receive a '5-Outstanding' rating in their last performance review.
- Both pools must be visible to the Talent Review meeting facilitators.
Problem
The 'Ready for Promotion' pool is remaining empty despite several employees receiving '5-Outstanding' ratings last week.What is the most likely configuration error?
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Correct answer: A
This is a common misconception. Talent Pools in Oracle HCM are primarily static groupings. While you can add people to pools from various places (Talent Review, Succession, Directories), there is no native 'automatic rule' on the Pool object itself that says 'If Rating=5, Add to Pool'. The standard process is to hold a Talent Review or run a report/batch process (if custom built) to populate the pool. The 'automatic' requirement in the scenario implies a misunderstanding of standard functionality.
- 5
You need to configure a 'Review Period' that spans two calendar years (e.g., July 2024 to June 2025) for a fiscal year performance cycle. However, the Goal Plan associated with this cycle must also be linked to the same review period. Which constraint must you be aware of regarding the dates?
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Correct answer: A
Oracle enforces validation that Goal Plan start and end dates must be within (or equal to) the start and end dates of the associated Review Period. You cannot have a Goal Plan that starts before or ends after its parent Review Period.
- 6
When enabling the Redwood experience for Goal Management, what happens to the existing 'Goal Plan Sets' that were configured in the responsive UI?
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Correct answer: B
As of the initial Redwood rollouts for Goals (up to 24A/B), Goal Plan Sets (a feature to group multiple plans) were not supported in the Redwood UI. Organizations relying on sets need to evaluate if they can move to individual plans or if they should delay enabling the Redwood page for Goals until feature parity is confirmed in later releases.
- 7
Case Study
Global Logistics Inc. (GLI) is centralizing its talent data using Oracle Profile Management. They have a critical need to maintain a skills inventory that is both structured and allows for employee contributions. Their current system is a mix of outdated databases and spreadsheets, leading to inconsistent and unreliable skills data.
The project has two main requirements. First, HR must define a master list of 'Core Technical Skills' (e.g., 'SQL', 'Python', 'Project Management') that can be rated on a corporate-standard 4-point proficiency scale. This data must be reportable across the entire organization. Second, employees must be able to add 'Niche Skills' (e.g., 'Fluent in Klingon', 'Advanced Drone Piloting') to their own profiles, which may not be on the master list. These niche skills do not need to be rated on the corporate scale but should be searchable.
An implementation consultant needs to design the Profile Management configuration to support both requirements.
Which configuration provides the most effective solution?
graph TD subgraph Profile_Config [Profile Configuration] subgraph Core_Skills [Core Technical Skills Section] direction LR A[Content Type: 'Core Skills'] --> B[Rating Model: '4-Point Proficiency'] A --> C{Content Items: SQL, Python, ...} C --> D[Managed by HR] end subgraph Niche_Skills [Niche Skills Section] direction LR E[Content Type: 'Niche Skills'] --> F[Free-Form Content Type] F --> G[No Rating Model Attached] E --> H{Employee-Managed} end endShow answer details
Correct answer: B
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.
- 8
You are consulting for a multinational enterprise, 'OmniCorp', which is transitioning to Oracle Goal Management Cloud. They have a strict requirement that the 'FY2025 Sales Objectives' goal plan must only be available to employees in the Sales Department who are Full-Time Regular. However, during the mid-year review, they want to allow Matrix Managers from the Marketing Department to view these goals without edit access. How should you architect the Goal Plan and Eligibility Profiles to meet this specific security requirement?
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Correct answer: C
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.
