Using Talent Review and Succession management (Part 1)

1. Question

What is the primary purpose of the talent review process?

To design new company policies
To conduct regular company meetings
To evaluate workers and assess their strengths
To hire new employees

2. Question

Who can manage and conduct a talent review meeting?

Only the HR specialist
Any employee
The Facilitator
The participant

3. Question

What action does the facilitator take during a talent review meeting related to goals?

Reviews only existing goals
Creates goals, which are then randomly assigned
Automatically assigns goals created in the meeting to the worker
Removes old goals from the worker's profile

4. Question

What can participants in a talent review meeting view about workers?

Only their current job positions
Only their current salaries
Worker profile, performance, goals, and compensation data
Worker's personal details and background

5. Question

In a talent review meeting, which of these is NOT a rating that can be reviewed on the box chart matrix?

Performance
Potential
Salary expectations
Risk of loss

6. Question

What can you use deep links for in the context of Talent Review?

To navigate directly to related websites
To access external databases
To directly navigate to Talent Review pages
To encrypt data for safety

7. Question

In the Talent Review Life Cycle, who creates the Talent Review Template?

The CEO
The Meeting Facilitator
The HR specialist
The Participant

8. Question

What content can reviewers submit in preparation for a Talent Review Meeting?

Only feedback about their managers
Only self-assessment
Ratings for worker's performance, potential, overall competencies, and other profile data
Only future projections about company performance

9. Question

What is one of the actions a facilitator can perform during the Talent Review Meeting?

Start a new job hiring process
Compare a worker to another worker or to a job profile
Redefine the company's mission statement
Give immediate promotions to workers

10. Question

Where can workers access the performance goals assigned to them after a Talent Review Meeting?

On their personal emails
From their financial record
From their goal management pages
From the company's public website

11. Question

What does the enhanced solution introduce to represent talent content?

Talent Reports
Skills Assessment Tool
Content Templates
Talent Feedback System

12. Question

What can be used to design both person and model talent profiles?

Performance Evaluations
Feedback Mechanisms
Talent Review Dashboard
Content Templates

13. Question

How can you print the Talent Profile report?

By accessing the Talent Review dashboard and selecting "Print"
By selecting the Talent Profile task in the Person Management work area and choosing "Print Profile"
By opening the Talent Analysis window and clicking on "Download as PDF"
By going to the Profiles work area and clicking on "Report"

14. Question

What does the Best-Fit Analysis do?

Calculates the pay grade of an employee
Provides feedback on employee performance
Reviews all profiles of the match type required and calculates the overall score compared to the source profile
Helps in succession planning by identifying potential leaders

15. Question

Which Best-Fit Analysis type helps in identifying job profiles for which a worker is best suited?

Person to Job
Person to Person
Job to Job
Job to Person

16. Question

Who has the privilege to perform a Person to Person Analysis and also a Job to Job Analysis?

Worker
Manager
HR specialist
None of the above

17. Question

By default, what percentage match or greater does the best-fit analysis results show compared to the selected source profile?

0.5
0.7
0.8
0.9

18. Question

Which of the following is NOT considered in best-fit calculations?

Competencies
Past job roles
Degrees
Memberships

19. Question

How is the overall score derived if the total of all individual scores is a decimal?

The decimal is ignored
The score is always rounded up
The score is rounded down if the decimal is less than 5
The score is always rounded to the nearest whole number

20. Question

What does the “Priority Using Details” option allow users to do?

Specify the priority for all content types
Define a common priority value for all content items
Select a common priority value for all content items within a content type
Specify the priority at the content item level

21. Question

How is the individual score of the “Work Requirements” content type calculated if both travel requirements match?

Individual Score = Relative Weight
Individual Score = 0.5 * Relative Weight
Individual Score = Relative Weight * 100
Work requirements are ignored in calculations

22. Question

What value is assigned to the “High” priority level in the application?

1
2
3
5

23. Question

Which rating model does the “Competencies” content type use?

Language Rating Model
Importance Rating Model
Proficiency Rating Model
Work Requirements Rating Model

24. Question

How is the “Relative Weight” of a content item calculated?

Relative Weight = Content item priority / Sum of all content items priorities
Relative Weight = Sum of all content items priorities / Content item priority
Relative Weight = Target Rating / Source Rating
Relative Weight = Source Rating / Target Rating

25. Question

In a person to job analysis, if the source rating is lower than the target rating, how is the relative rating considered in the individual score calculation?

It's not considered
It's always considered
It's considered only when the source rating is greater than or equal to the target rating
It's considered only when the target rating is greater than or equal to the source rating

26. Question

How does the best-fit analysis function?

It compares the content items of a target profile to the source profile
It only considers the source profile
It only takes into account the highest priorities
It disregards the content items of both profiles

27. Question

Which language proficiency does Alex have in Speaking English?

High
Moderate
Low
None

28. Question

In the best-fit calculation for Alex, which degree was considered?

Master of Science
Technical Diploma
Bachelor of Arts
Bachelor of Engineering

29. Question

What is the numeric value of rating for Beth’s proficiency in ‘Communication’ competency?

1
2
3
4

30. Question

What job profile was displayed for Beth in the results section for an overall fit greater than 40%?

Engineer
Teacher
Accountant
Manager

Talent Review and Succession Management