What is the best way to prepare for the Oracle 1D0-1052-25-D exam?

Use the OracleDumps provided high-quality 1D0-1052-25-D practice tests to prepare effectively.

How can 1D0-1052-25-D exam questions help me pass the Oracle Talent Management Cloud 2025 Implementation Professional - Delta exam?

They offer real exam scenarios, help you master Oracle basics, and train you to manage time and complexity under pressure.

What makes a good 1D0-1052 Delta practice test?

Updated 1D0-1052-25-D questions, real-exam simulation, detailed explanations, and performance tracking of OracleDumps make a practice test truly valuable.

Can I trust free 1D0-1052-25-D exam questions available online?

Free dumps are often outdated. Stick to verified 1D0-1052-25-D questions providers like OracleDumps to ensure accuracy and relevance.

Do you offer a demo of the 1D0-1052-25-D exam questions before purchase?

Yes, a free 1D0-1052-25-D demo is available so you can check question quality and exam structure before committing.

Do you provide explanations for 1D0-1052-25-D practice test answers?

Absolutely. All 1D0-1052-25-D practice test questions include detailed explanations to enhance learning and conceptual understanding.

Which are the top websites for 1D0-1052-25-D practice questions?

OracleDumps.org offers reliable Oracle 1D0-1052-25-D practice questions that closely match the actual exam format, making it a trusted choice for effective preparation.

Free 1D0-1052-25-D Exam Questions with First Attempt Pass Assurance

Question 1

After the performance document status is marked complete and goals are updated in Goal Management, can further changes be made to the goals in the performance document, either directly or through Goal Management?

Options :

A : Goals can be updated in the performance document by using Goal Management, but only by the manager

B : Goals can be updated in the performance document by using Goal Management, but only by the worker.

C : Goals can be updated in the performance document by both the manager and the worker by using Goal Management only.

D : Goals can be updated in the performance document by both the manager and the worker.

E : Goals cannot be updated in the performance document by the manager or the worker.

Answer: B

Question 2

A manager has several goals and has assigned some of those goals to his or her direct reports. However, when

direct reports complete the goal, their profiles are not updated with the competencies associated with the goal

as Target Outcomes.

What is the reason that the competencies were not added to the profiles?

Options :

A : The Target Outcome was added to the goal after the goal was submitted.

B : The Target Outcome was added after the goal was assigned to the direct reports.

C : Goal Tasks were not associated with the goal.

D : The Target Outcome was added, but the target proficiency was not selected.

E : The goal was assigned to the direct reports after the Target Outcome was added.

Answer: C

Question 3

Your customer wants the Goals and Competency sections of the performance template to be populated based

on the Job which is assigned to a worker.

What two options should you use to configure this requirement?

Options :

A :

Populate the Job profile with Job-specific Competencies and in the performance template section of Competencies setup, choose the option of Use Specific Profile and select Job profile.

B :

Create an eligibility profile based on worker Job and the HR Specialist could mass insert Goals into already created performance documents using the Mass Assign process.

C :

Create an eligibility profile based on worker Job and the HR Specialist could mass insert Competencies into already created performance documents using the Mass Assign process.

D :

Create an eligibility profile based on worker Job and populate worker Competencies using the Mass Assign process before the creation of the performance document. In the performance template section of Goals, choose the option of Use Employee’s Competencies.

E :

Populate the Job profile with Job-specific Goals and in the performance template section of Goals setup, choose the option of Use Specific Profile and select Job profile.

F :

Create an eligibility profile based on worker Job and populate worker Goals using the Mass Assign process before the creation of the performance document. In the performance template section of Goals, choose the option of Use Employee’s Goals.

Answer: A,E

Question 4

What is the maximum number of section types that you can configure in a performance template to meet the requirements of a semiannual evaluation of a company and what are the section types?

Options :

A : two; rating model for risk and impact of loss, and overall summary to provide the overall rating of the worker or manager

B : three; profile content to rate worker competencies, goals to rate worker goals, and rating model for risk and impact of loss

C : five; goals to rate worker goals, overall summary, worker final feedback, manager final feedback, and profile content to rate worker competencies

D : five; profile content to rate worker competencies, goals to rate worker goals, overall summary, worker final feedback, and peer review

E : three; HR Specialist final feedback along with rating, overall summary region, and profile content to rate workers’ risk of loss

F : four; worker and peer final feedback, manager review, HR review, and profile content to assess career preferences

Answer: D

Question 5

When a descriptive flexfield is deployed for a goal template, which will that flexfield will be visible for?

Options :

A : None of the above

B : Existing goals using that goal template

C : New goals that are created from that moment on, using that template

D : All goals previously created using that template along with goals created going forward using that template

Answer: D

Free Oracle 1D0-1052-25-D Exam Practice Questions

Buying Options: