Oracle Talent Management Cloud 2025 Implementation Professional Intermediate Practice Exam: Medium Difficulty 2025

A global manufacturing company is implementing Performance Management and needs to ensure that managers can only view and rate employees within their reporting hierarchy. However, HR Business Partners should have read access to all performance documents across the organization. Which combination of security configurations should the implementation consultant apply?

During a Performance Management implementation, a client wants workers to complete a self-assessment before their manager can access the performance document. The manager's ratings should only become visible after both self and manager assessments are complete. Which configuration approach achieves this requirement?

An organization wants to cascade corporate goals to department heads, who will then further cascade to their teams. The VP of Sales should be able to create goals that automatically align to the corporate 'Revenue Growth' goal without manual selection. What configuration is required?

A client needs to track progress on goals quarterly, but conduct formal performance reviews annually. Goals created in Q1 should contribute to the annual performance rating. How should the implementation consultant configure this requirement?

A company wants to provide employees with a development plan that includes both learning courses and stretch assignments. Managers should be able to recommend development activities, but employees must approve them before they appear in their plan. Which Career Development configuration satisfies this requirement?

During Career Development implementation, the client wants to display job-specific competencies required for the next level position when an employee views potential career paths. The competencies should show the employee's current proficiency gap. What configuration elements must be in place?

A financial services company is configuring succession planning for critical executive positions. They want to identify successors who are 'Ready Now' based on multiple criteria: performance rating of 'Exceeds Expectations' or higher from the last review, risk of loss rating of 'Low', and completion of the 'Executive Leadership' development program. How should this be configured?

During a Talent Review meeting, the CEO wants to see a nine-box grid displaying all senior managers with performance on one axis and potential on the other. The potential rating should be calculated based on leadership competencies and career aspiration level. What configuration must be completed before the talent review?

An implementation consultant needs to ensure that only employees in the 'High Potential' talent pool can be nominated as successors for VP-level positions, while allowing any employee to be considered for manager-level positions. Additionally, HR should be able to override these restrictions when necessary. What is the appropriate configuration approach?

A multinational corporation is implementing Talent Management and needs to ensure that German employees' performance and development data complies with local works council requirements, which mandate employee consent before managers can access certain sensitive information. The solution should allow configuration without custom code. How should this be configured?