Using Talent Review and Succession management (Part 4)

What happens when the administrator in First Software runs the Succession Plan Incumbents process?

What can you see on the Plan History page in relation to a succession plan?

In which column can you see “HCM Data Loader” in the Plan History?

By default, how far back can you see changes made in the Plan History?

What does a succession organization chart provide information about?

How many tabs does the succession organization chart have?

Which tab shows both direct and indirect reports of the selected person who have succession plans?

In which section of the Plan History page can you view the changes made in the Owners section of a succession plan?

When can HR specialists view a succession organization chart?

On the succession organization chart, what does a red flag on the person card for the direct reports indicate?

What controls the display order of the readiness levels in the succession organization chart?

How can an HR specialist access the Talent Pools work area?

When planning for the retirement of a Sales Director, which of the following is NOT a step mentioned?

When setting up a talent review meeting, what can you associate with the meeting?

Who can access all succession plans?

What happens if a readiness category lookup is removed?

Under what condition is the alert checkbox for the plan incumbent changing roles visible?

What action should you take to refresh the list of incumbents shown in a Job type succession plan?

What is a talent pool used for in organizations?

If a talent pool is marked as private, who can access it?

How can you add members to a talent pool?

What does the Best-Fit analysis results show by default?

How can you access talent pools?

Which of the following can a talent pools super user do?

How can you add a development goal to a talent pool?

What happens if you remove a development goal from a talent pool?