1Z0-1052-25 sample questions

Question 1

**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 Their current system is a mix of outdated databases and spreadsheets, leading to inconsistent and unreliable skills data.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? ```mermaid 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 end ```

Accepted 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.

Answer

Create a single 'Skills' content section. Use descriptive flexfields to distinguish between Core and Niche skills.

Answer

Use the standard 'Skills and Qualifications' card for both skill types and train employees to prefix niche skills with 'NICHE:'.

Answer

Implement the 'Core Skills' section in Profile Management and use Oracle Journeys to create a task for employees to list their niche skills in a questionnaire.

Question 2

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?

Accepted 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.

Answer

Create a single Eligibility Profile including 'Sales' and 'Full-Time'. Assign this to the Goal Plan. Configure data security policies (SDS) to grant 'View Only' access to the Marketing Job Role for the specific Goal Plan object.

Answer

Create two Eligibility Profiles: one for the Goal Plan assignment (Sales + Full-Time) and a second for the Marketing Matrix Managers. Assign both to the Goal Plan, setting the Marketing profile to 'Read Only' in the goal plan set up options.

Answer

Create a Goal Plan Set. Add the 'FY2025 Sales Objectives' plan to the set. Assign the set to the Sales Department. Share the Goal Plan Set with the Marketing Department using the 'Share Goal Plan' action in the Goal Library.

Question 3

A client, 'FinTech Solutions', wants to implement a weighted scoring mechanism for their 'Annual Employee Survey' questionnaire. They require that questions related to 'Leadership' contribute 60% to the total score, while 'Work Environment' questions contribute 40%. Within the 'Leadership' section, they have 5 questions, but one specific question ('Manager Support') should carry double the weight of the others. Which configuration strategy successfully implements this scoring logic?

Accepted 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.

Answer

Create two separate questionnaires. Assign a weight of 60 to the first and 40 to the second in the Performance Template. Question-level weighting is not supported, so the 'Manager Support' question must be duplicated to count twice.

Answer

Use the 'Scoring Calculation Rule' fast formula. You cannot define weights in the UI. You must write a Fast Formula that multiplies the 'Leadership' responses by 0.6 and the specific question response by an additional factor of 2.

Answer

Configure the 'Rating Model' associated with the 'Manager Support' question to have double the numeric values (e.g., 2, 4, 6, 8, 10) compared to the standard rating model (1, 2, 3, 4, 5). Section weights cannot be used in conjunction with Question weights.

Question 4

While analyzing the implementation of Redwood for Performance Management, you identify a critical gap. The client relies heavily on a custom 'matrix management' approval flow that was built using complex expression language (EL) in the Page Composer for the legacy UI. What is the immediate implication for the Redwood migration?

Accepted 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.

Answer

The EL expressions will automatically translate to Visual Builder Studio (VBS) business rules during the migration process.

Answer

Redwood does not support custom approval flows. The client must revert to the standard approval hierarchy defined in AMX.

Answer

You must use the 'Redwood Migration Assistant' tool to parse the EL expressions and generate a compatible JavaScript file for VBS.

Question 5

**Case Study** **Company Context** 'Apex Dynamics' is an engineering firm moving to a continuous performance model. They want to replace their annual review with quarterly 'Check-Ins' and a simplified year-end 'Summary'. **Requirement 1** Check-Ins must be initiated by the employee but require manager approval before closure. They should not impact the final rating. **Requirement 2** The Year-End Summary must aggregate the discussion topics from all quarterly Check-Ins automatically to provide context for the final rating. **Constraint** The system must minimize administrative overhead; managers should not have to manually copy-paste text between documents. Based on these requirements, which configuration approach is valid?

Accepted 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.

Answer

Configure 'Check-In' templates in Touchpoints. Enable the 'integrate with performance document' setting. In the Year-End Performance Template, add a 'Performance Goals' section configured to pull data from Check-Ins.

Answer

Use the 'Anytime Document' type for Check-Ins. For the Year-End Summary, use the 'All-in-One' evaluation type. Configure the Year-End template to include a 'Check-In' section type, which automatically aggregates completed Anytime Documents within the review period.

Answer

Create a 'Quarterly Review' Performance Document for the check-ins. Use the 'Interim Evaluation' feature to transfer ratings to the Year-End document. Check-in notes cannot be transferred, only ratings.

Question 6

You are configuring a Performance Process Flow for a 'Project-Based Evaluation'. The requirement is that the Project Manager and the Employee must be able to work on the evaluation simultaneously, but the Project Manager cannot submit their final rating until the Employee has submitted their self-evaluation. Which configuration setting in the Process Flow achieves this dependency?

Accepted 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.

Answer

Set the 'Manager Evaluation' task to be 'Sequential' and place it after the 'Worker Self-Evaluation' task.

Answer

Configure both tasks as 'Concurrent'. In the 'Manager Evaluation' task settings, select the 'Worker Self-Evaluation' task as a 'Submittal Requirement' or 'Prerequisite'.

Answer

This is not possible. Concurrent tasks always allow independent submission. You must use a Sequential flow if any dependency exists.

Question 7

The HR Director at 'GlobalTech' wants to use Artificial Intelligence (AI) to enhance their succession planning. Specifically, they want the system to automatically identify potential successors for key roles who may have been overlooked. Which specific AI capability in Oracle Succession Management addresses this need and what data does it primarily analyze?

Accepted 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.

Answer

AI 'Candidate Discovery'; it analyzes external LinkedIn profiles to find external successors.

Answer

AI 'Churn Predictor'; it identifies employees likely to leave and suggests them as successors to retain them.

Answer

AI 'Performance Aggregator'; it strictly looks at the last 3 years of performance ratings to suggest the highest rated employees regardless of job fit.

Question 8

You are setting up a Talent Review meeting. The client wants to ensure that when the meeting concludes, any 'Performance' ratings adjusted during the calibration session are automatically written back to the employee's performance document. Which two configurations are required to achieve this? (Select TWO)

Accepted Answer

The Talent Review Template must include the 'Performance' rating in the Data Options.

Accepted Answer

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).

Answer

The Performance Document must be in a 'Completed' status before the meeting starts.

Answer

The Performance Process Flow must include a 'Talent Review' task type to allow for the integration.

Answer

The Talent Review Meeting configuration must have 'Update Profile' unselected and 'Update Performance Document' selected (if available), or more commonly, the facilitator must execute the 'Submit' action which triggers the write-back based on the integration setup where the Performance Document is the source of truth.

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