Performance Management System Questionnaire PDF

Performance Management System -- Questionnaire ============================================== 1. SUGAR Cosmetics' \"Employee Performance Evaluation\" form for their \"Strategic Marketing\" team members looks like this for the Fiscal Year (2024 -- 2025) **Below are some specifications abou...

Performance Management System -- Questionnaire ============================================== 1. SUGAR Cosmetics' \"Employee Performance Evaluation\" form for their \"Strategic Marketing\" team members looks like this for the Fiscal Year (2024 -- 2025) **Below are some specifications about the configuration:** - - - - - - - - - - - - - - - - - - - - - - - - +-----------------------------------------------------------------------+ | **Option 4:** | | | | - In \"Framework Configuration,\" select all the frameworks the | | company utilizes. | | | | - Link employees in the \"Strategic Marketing\" team to SMART Goals | | using the \"Link Framework\" feature. | | | | - Create a time period for the fiscal year. | | | | - Create a custom \"Goal Score Rating\" scale. | | | | - Add a new preference for Goals with Sub-Goals, enabling | | categories, tasks, status, and priority. | | | | - Restrict the number of goals to 5 per time period, and the number | | of sub-goals to 15. | | | | - Enable \"Text Generation\" in the AI module for SMART Goals | | rephrasing. | | | | - Set the lower bound value to \"True\" and use \"Interpolation\" | | as the calculation type. | | | | - Link the default rating scale created in the system. | | | | - Rename Goals to Objectives, and rename Sub-Goals to KRAs for | | consistency. | | | | - Set up an approval workflow where updates are routed to the | | respective managers for approval. | | | | - Create the status options and categories as requested by the | | client. | | | | - Disable all permissions for roles other than HR. | | | | - Ensure only HR has access to bulk upload features within Role | | Management. | +-----------------------------------------------------------------------+ - - - - - - - 2. A client has outlined a performance evaluation process that spans four quarters, with seven consistent goals set for each quarter. However, the client has specified that the rating scale used to measure progress for each goal varies across quarters. Given this requirement, how should we configure our platform to best accommodate the client's needs? +-----------------------------------------------------------------------+ | Option 3: | | | | Create all seven unique rating scales corresponding to each goal's | | specific requirements. Set one as the default in preferences, | | allowing users to select and change the appropriate rating scale when | | creating or updating goals. | +-----------------------------------------------------------------------+ 3. Which of the following statements are applicable to the process of importing goals from a different time period? --------------------------------------------------------------------------------- **Option 1:**\ Verify that the goals have not already been imported from the same time period. --------------------------------------------------------------------------------- ---------------------------------------------------------------------------------------------------- **Option 2:**\ Ensure that a goal plan request is submitted with updated weightages for the newly imported goals. ---------------------------------------------------------------------------------------------------- 4. Below are options to establish the relationship between different SMART Goals frameworks and group creations. Which of the following statements is accurate? - - - - - - - - - - - - +-----------------------------------------------------------------------+ | **Option 3:** | | | | - **KRA vs. Goals:** Open, Closed Fixed, and Closed Variable | | | | - **KRA and Goals:** Open Groups Only | | | | - **Goals with Sub-Goals:** Groups not required | | | | - **Goals:** Groups not required | | | | - **KRA vs. Goals with Sub-Goals:** Open, Closed Fixed, and Closed | | Variable | | | | - **KRA and Goals with Sub-Goals:** Open Groups Only | +-----------------------------------------------------------------------+ **Option 4:** - - - - - - 4. Below are options to establish the relationship between different SMART Goals frameworks and group creations. Which of the following statements is accurate? **Option 1:** - **KRA vs. Goals:** Open, Closed Fixed, and Closed Variable - **KRA and Goals:** Open, Closed Fixed, and Closed Variable - **Goals with Sub-Goals:** Only Open Groups - **Goals:** Only Open Groups - **KRA vs. Goals with Sub-Goals:** Open, Closed Fixed, and Closed Variable - **KRA and Goals with Sub-Goals:** Open, Closed Fixed, and Closed Variable **Option 2:** - **KRA vs. Goals:** Open, Closed Fixed, and Closed Variable - **KRA and Goals:** Open, Closed Fixed, and Closed Variable - **Goals with Sub-Goals:** Closed Fixed and Closed Variable only - **Goals:** Only Open Groups - **KRA vs. Goals with Sub-Goals:** Open, Closed Fixed, and Closed Variable - **KRA and Goals with Sub-Goals:** Open, Closed Fixed, and Closed Variable +-----------------------------------------------------------------------+ | **Option 3:** | | | | - **KRA vs. Goals:** Open, Closed Fixed, and Closed Variable | | | | - **KRA and Goals:** Open Groups Only | | | | - **Goals with Sub-Goals:** Groups not required | | | | - **Goals:** Groups not required | | | | - **KRA vs. Goals with Sub-Goals:** Open, Closed Fixed, and Closed | | Variable | | | | - **KRA and Goals with Sub-Goals:** Open Groups Only | +-----------------------------------------------------------------------+ **Option 4:** - **KRA vs. Goals:** Open, Closed Fixed, and Closed Variable - **KRA and Goals:** Open, Closed Fixed, and Closed Variable - **Goals with Sub-Goals:** Groups not required - **Goals:** Groups not required - **KRA vs. Goals with Sub-Goals:** Open, Closed Fixed, and Closed Variable - **KRA and Goals with Sub-Goals:** Open, Closed Fixed, and Closed Variable 5. ----------------------------------------------------------------------------- **Option 1:**\ Notifications are only activated when the \"Approvals\" feature is enabled. ----------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- **Option 2:**\ If a user submits a goal plan that requires approval from their reporting manager (RM), and the RM grants approval, the employee will receive an approval notification only if the \"GOPLAP (Notification)\" setting is enabled for the \"Employee (Role).\" -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- **Option 3:**\ Notifications function properly even in the absence of an approval chain. **Option 4:**\ If a user submits a goal plan that requires approval from their RM, and the RM grants approval, the employee will receive an approval notification only if the \"GOPLAP (Notification)\" setting is enabled for the \"User (Role).\" 6. The feedback form includes several sections, but management wants only the HR employees to have access to the \"Custom Levels\" section for rating purposes, while the rest of the users will have \"View\" access to this section. In terms of weightage, employee feedback accounts for 40% of the final rating, and RM feedback constitutes 60% of the final rating. **Which of the following configurations apply in this scenario?** **Option 1:**\ Select \"Peers\" as the rater type in the feedback list. **Option 2:**\ Set the minimum limit for \"Specific Users\" to 0 and the maximum limit to 2. ------------------------------------------------------------------------------- **Option 3:**\ Set the minimum limit for \"Specific Users\" to 2 and the maximum limit to 2. ------------------------------------------------------------------------------- ------------------------------------------------------------------- **Option 4:**\ Add four distinct \"Custom Level Sections\" in the feedback form. ------------------------------------------------------------------- **Option 5:**\ Create a route map with only the HR role (Single Step - Update). ------------------------------------------------------------------ **Option 6:**\ Create a route map with only the RM role (Single Step - Update). ------------------------------------------------------------------ **Option 7:**\ Enable both comments and rating capability for \"Specific Users\" and assign them a weightage of 100. ---------------------------------------------------------------- **Option 8:**\ Assign a weightage of 10 to each of the custom level sections. ---------------------------------------------------------------- **Option 9:**\ Assign a weightage of 25 to each of the custom level sections. **Option 10:**\ Enable \"Rate\" access exclusively for the four custom level sections for \"Specific Users\" and grant \"View\" access to the remaining sections. **Option 11:**\ Grant \"Rate\" access only to \"Specific Users\" for the custom level sections and hide these sections from other users. **Option 12:**\ Assign equal weightage to the four sections under the \"Individual Section Ratings.\" **Option 13:**\ Create four distinct Multi-Rater Feedback (MRF) forms, one for each quarter. ------------------------------------------------------------------------ **Option 14:**\ Set the cycle period for feedback submission to cover the entire year. ------------------------------------------------------------------------ 7. A white grid with black text Description automatically generated ---------------------- **Option 1: Answer** ---------------------- Goal Score Rating for first KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 0 2 C 40 92 3 B 60 93 4 A 80 94 5 S 100 95 Goal Score Rating for second KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 0 2 C 40 92 3 B 60 93 4 A 80 94 5 S 100 95 Goal Score Rating for third KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 4000 2 C 40 3500 3 B 60 3000 4 A 80 2500 5 S 100 0 Goal Score Rating for fourth KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 2001 2 C 40 1501 3 B 60 1001 4 A 80 739 5 S 100 0 Goal Score Rating for fifth KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 12.01 2 C 40 12 3 B 60 11 4 A 80 10 5 S 100 0 Goal Score Rating for sixth KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 0 2 C 40 0.5 3 B 60 1 4 A 80 2 5 S 100 2.01 Goal Score Rating for seventh KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 0 2 C 40 2 3 B 60 3 4 A 80 5 5 S 100 10 Final Label received by the employee (given in the example): A Option 2: Goal Score Rating for first KRA: Metric Lookup: Automatic Rating Scale Based on Progress **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 0 2 C 40 92 3 B 60 93 4 A 80 94 5 S 100 95 Goal Score Rating for second KRA: Metric Lookup: Automatic Rating Scale Based on Progress **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 0 2 C 40 92 3 B 60 93 4 A 80 94 5 S 100 95 Goal Score Rating for third KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 4000 2 C 40 3500 3 B 60 3000 4 A 80 2500 5 S 100 0 Goal Score Rating for fourth KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 2001 2 C 40 1501 3 B 60 1001 4 A 80 739 5 S 100 0 Goal Score Rating for fifth KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 12.01 2 C 40 12 3 B 60 11 4 A 80 10 5 S 100 0 Goal Score Rating for sixth KRA: Metric Lookup: Automatic Rating Scale Based on Progress **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 0 2 C 40 0.5 3 B 60 1 4 A 80 2 5 S 100 2.01 Goal Score Rating for seventh KRA: Metric Lookup: Automatic Rating Scale Based on Progress **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 0 2 C 40 2 3 B 60 3 4 A 80 5 5 S 100 10 Final Label received by the employee (given in the example): A Option 3: Goal Score Rating for first KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 0 2 C 40 92 3 B 60 93 4 A 80 94 5 S 100 95 Goal Score Rating for second KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 0 2 C 40 92 3 B 60 93 4 A 80 94 5 S 100 95 Goal Score Rating for third KRA: Metric Lookup: Automatic Rating Scale Based on Progress **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 4000 2 C 40 3500 3 B 60 3000 4 A 80 2500 5 S 100 0 Goal Score Rating for fourth KRA: Metric Lookup: Automatic Rating Scale Based on Progress **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 2000 2 C 40 1500 3 B 60 1000 4 A 80 739 5 S 100 0 Goal Score Rating for fifth KRA: Metric Lookup: Automatic Rating Scale Based on Progress **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 12.01 2 C 40 12 3 B 60 11 4 A 80 10 5 S 100 0 Goal Score Rating for sixth KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 0 2 C 40 0.4 3 B 60 0.9 4 A 80 1.9 5 S 100 2 Goal Score Rating for seventh KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 1 D 20 0 2 C 40 2 3 B 60 3 4 A 80 5 5 S 100 10 Final Label received by the employee (given in the example): B Option 4: Goal Score Rating for first KRA: Metric Lookup: Automatic Rating Scale Based on Progress **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 5 S 100 0 4 A 80 92 3 B 60 93 2 C 40 94 1 D 20 95 Goal Score Rating for second KRA: Metric Lookup: Automatic Rating Scale Based on Progress **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 5 S 100 0 4 A 80 92 3 B 60 93 2 C 40 94 1 D 20 95 Goal Score Rating for third KRA: Metric Lookup: Automatic Rating Scale Based on Progress **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 5 S 100 4000 4 A 80 3500 3 B 60 3000 2 C 40 2500 1 D 20 0 Goal Score Rating for fourth KRA: Metric Lookup: Automatic Rating Scale Based on Progress **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 5 S 100 0 4 A 80 739 3 B 60 1001 2 C 40 1501 1 D 20 2001 Goal Score Rating for fifth KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 5 S 100 12.01 4 A 80 12 3 B 60 11 2 C 40 10 1 D 20 0 Goal Score Rating for sixth KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 5 S 100 0 4 A 80 0.5 3 B 60 1 2 C 40 2 1 D 20 2.01 Goal Score Rating for seventh KRA: Metric Lookup: Automatic Rating Scale Based on Value **Level** **Label** **Rating Score** **Target Value** ----------- ----------- ------------------ ------------------ 5 S 100 0 4 A 80 2 3 B 60 3 2 C 40 5 1 D 20 10 **Final Label received by the employee (given in the example):** S 8. **Rating Scale Values** **Rating Scale Scores** ------------------------- ------------------------- 1 20 2 40 3 60 4 80 5 100 **Performance Form:**  **Options:** Option 1: 73.9 Option 2: 71.7 --------------------- **Option 3:** 69.65 --------------------- Option 4: 65.19 9. **Option 1**:\ Employees will be automatically placed in PIP. The respective RMs will subsequently assign the necessary training and goals to facilitate improvement. **Option 2**:\ Employees will be automatically placed in PIP, using the same metrics from their performance appraisal. Their progress will be reassessed after a default period of three months. ------------------------------------------------------------------------------------------------------------------------------------- **Option 3**:\ HR will generate a list of employees eligible for PIP. HR can then initiate the PIP by adding relevant goals and training programs. ------------------------------------------------------------------------------------------------------------------------------------- **Option 4**:\ HR will generate a list of employees eligible for PIP. After initiating the PIP by adding goals and training, the approval chain will review the process. Upon approval, the PIP will officially begin. 10. **Performance Rating Scale:** **Goal Progress Target:** **Which of the following actions are possible? {Multi-select}** - It uses the exact labels and scores configured in the **Performance Rating Scale** when linked to goals and cannot be edited. - It uses the exact labels and scores configured in the **Goal Score Rating** when linked to goals and cannot be edited. - It uses the exact labels and scores configured in the **Performance Rating Scale** when linked to goals, and they can be edited. +-----------------------------------------------------------------------+ | - It uses the exact labels and scores configured in the **Goal | | Score Rating** when linked to goals, and they can be edited. | +-----------------------------------------------------------------------+ - It allows the use of the same **Performance Rating Scale** with identical labels, but different rating scores and target percentages can be configured when linked to goals. +-----------------------------------------------------------------------+ | - It allows the use of the same **Goal Score Rating**, but | | different labels, rating scores, and target percentages can be | | configured when linked to goals. | +-----------------------------------------------------------------------+ - A new rating scale can be created in **Goal Management** and configured as required. +-----------------------------------------------------------------------+ | - Using the same **Goal Score Rating**, different goals can have | | different target percentages configured with the same label and | | rating score. | +-----------------------------------------------------------------------+ 11. Which of the following statements are accurate regarding the **Calibration process**? {Multi-select} +-----------------------------------------------------------------------+ | - Employees can be included in calibration sessions even if their | | individual ratings have not been finalized. | +-----------------------------------------------------------------------+ +-----------------------------------------------------------------------+ | - An employee may participate in multiple calibration sessions. | +-----------------------------------------------------------------------+ +-----------------------------------------------------------------------+ | - The rating assigned during the **Calibration** process will be | | considered the final rating for the employee. | +-----------------------------------------------------------------------+ - If an employee is not included in any calibration session, despite completing their rating process on time, the final rating will be marked as \"No Rating\" (represented as \"-\"). +-----------------------------------------------------------------------+ | - If **Score to Rating** is enabled in the appraisal process, even | | if the employee's rating is modified during the calibration | | session, the final rating will still fall within the defined | | score-to-rating range. | +-----------------------------------------------------------------------+ - If **Show Scores** is enabled in the appraisal, after a rating update during the calibration process, the final score from calibration will be displayed in the **Completion** stage. 12. In OKRs, when **Team Objectives** are configured to allow employees to align or assign their **Key Results** to team objectives, there is a scenario where a Key Result needs to be shared with all the subordinates of a Reporting Manager (RM). How can this be achieved? - The configuration allows users to align or assign their **Key Results** to **Team Objectives**, but in this case, a **Key Result** can only have one owner, so the above scenario is not possible. +-----------------------------------------------------------------------+ | - Users can create their own **Key Results** and align them with | | the **Team Key Result**, ensuring that all subordinates | | contribute toward the same team goal. | +-----------------------------------------------------------------------+ - Since a **Key Result** cannot be divided, the same **Key Result** must be created for the **Objective** and assigned individually to each subordinate. - For an **Objective** with a **Key Result**, create sub-key results under the main **Key Result** and assign them to each subordinate for more granular tracking. - This scenario can be handled, but not in the exact manner described above. Alternative solutions, such as adjusting the structure of the Key Results, may be required. 13. Which of the following are applicable when raising a **1:1 Meeting Request**? {Multi-select} - Any employee in the organization can initiate a meeting request with any other employee. +-----------------------------------------------------------------------+ | - Only Reporting Managers (RMs) have the authority to directly | | schedule meetings with their subordinates. | +-----------------------------------------------------------------------+ - When an RM schedules a meeting, subordinates have the ability to add **Agenda Points** to the meeting. - Employees can request a **1:1 Meeting** with their RMs, and these requests are subject to approval by the HR department. \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-- 15. Which of the following are applicable in \"Continuous Feedback\"? - You can request feedback from anyone in the organization but give feedback to only your peers. - You can request and give feedback to only your peers. - All your feedbacks will be refreshed every year. - You can display your feedbacks in the \"Talent History\" tab  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-- 1. In Succession Planning, the Successors can be added to which of the following: {multi-select}  a. Job Role  b. Job Position  c. Critical Positions   d. Talents  e. Designations  Ans: b, c, d  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-- 2. When we compare Successors in Succession Planning, the profile match percentage is displayed. It is calculated based on comparison of what attributes. {single-select}  a. Overall Experience; Talent information like Risk of loss, Impact of loss and Readiness  b. Talent information like Risk of loss, Impact of loss and Readiness  c. Skills and Competencies, and Talent information like Risk of loss, Impact of loss and Readiness  d. Skills and Competencies  Ans: d  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-- 3. In Career Development Planning, in Career Plan à Role Readiness, the percentage of match is calculated based on comparison of the Skills and Competencies that linked to {single-select}  a. Job Role and Employee Profile  b. Job Position and Employee Profile  c. Job Role and Job position  d. None of the above  Ans: a  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-- 4. In Career Development Planning, which of the following actions are possible to be done on the development goals that are created by the user {multi-select}  a. Can used for assessment in Appraisal  b. Can be used to upgrade the Skills and Competencies after completing them.  c. The LMS trainings can be linked to the development goals.  d. Can have automatic goal rating calculation done for appraisal.  e. Skills and Competencies that are linked to the Goals can be automatically updated to the Job Profile after user completing the Goals.  Ans: a, b, c  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-- 5. In Learning path, the courses with the following status can be added. {multi-select}  a. Draft  b. Upcoming  c. Ongoing  d. Completed  e. Published   f. Expired  Ans: b, c  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-- 6. In Learning Path what types of Trainings can be added. {multi-select}  a. Self-paced  b. Blended  c. SCORM  d. Self-paced {Integrated to Go-1}  Ans: a, c, d  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-- 7. Client would like to have a security compliance training every month for the employees. In which of the following ways we can configure. {single select}  a. Create Self-paced trainings for every month.   b. Create Blended Trainings with recursive batches enabled for every month  c. Both a and b  d. Not possible to configure   Ans: b  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-- 8. Which of the following cases are possible in LMS. {multi-select}  a. Automatically trigger training when an employee gets onboarded  b. Allow user to do only 5 trainings at a time  c. Training's Training Manager can also enrol as learner to the same training.  d. Certificate to be provided to User, only if HOD allows it.   Ans: a, b, c  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-- 9. Which of the following cases are possible, if pre-assessment and post-assessment is enabled for a course. {multi-select}  a. Allow user to access training only if he passes the pre-assessment.  b. Allow user to access certification only if he passes the post-assessment.  c. Allow user to access training even if he fails the pre-assessment.  d. Allow user to access certification even if he fails the post-assessment.  e. Allow user to attempt pre-assessment after 2 days of registration.  f. Allow user to attempt post-assessment after 2 days of 100% progress completion.  Ans: a, b, c, d, f  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-- 10. What actions can RM perform on user in LMS {multi-select}  a. Enrol to a course  b. Suggest a course  c. Raise a Training request  d. Unenroll to a course  e. Answer the survey/feedback  f. Update a Skill/ Competency  Ans: a, b, c, d, e  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-- 2. In HR role, in SMART Goals when we create Groups of different types for Employees, which of the following use cases is possible? {Single-select}  a. Set limitations like, maximum and minimum number of KRAs and Goals with minimum value of weight for each using Open type.  b. Assign KRAs and its Goals with weights by using Closed-fixed type  c. Assign only Goals without weights using Closed-variable type  d. None of the use cases mentioned in options are possible to configure.    \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\--   3. If we enable Goal Plan in Goal Preferences and configured RM approval flow for **Goal Plan Creation** in SMART Goal Approvals. Which of the following approval requests can be triggered? {Muti-select}  a. For a single Time-period, all Goal update requests will be triggered as a single request.  b. For a single Time-period, all Goal creation requests will be triggered as a single request.  c. For a single Time-period, all Goal creation requests, and Goal weight update request will be triggered as a single request.  d. For a single Time-period, all Goal edit requests, and Goal weight update request will be triggered as a single request.  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\--   4. In SMART Goals settings à Link KRA's, a KRAs group is created with a name Sales KRA and linked to a department named "Sales"; similarly, KRA groups were created and linked to Marketing and Engineering departments respectively. Now, which of the following will happen to users. {Multi-select}  a. The KRAs will be assigned to the employees in the respective departments.  b. When HR creates Department-wise Closed-Variable type Groups, the --respective KRAs that were linked to the departments will be assigned to the employee, where they can assign weights in their SMART Goals tab.  c. When HR creates Department-wise Closed-Fixed type Groups, the respective KRAs need to be manually assigned to the employees in one of their SMART Goals tab.  d. When HR creates Department-wise Open type Groups, the respective KRAs need to be manually assigned to the employees in one of their SMART Goals tab.      e. Can be configured but not as mentioned above.   \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\--   5. For an employee, the Organization, Department, and Individual OKRs are assigned with weights for a time-period. Which of the following scenarios are possible in Appraisal while rating the Key results? {multi-select}  a. In the first step of appraisal (if it is a Rating type step) the weights and ratings need to be provided for all Key Results to submit.  b.  In the first step of appraisal (if it is Comments only Step) the weights need to be provided for all Key Results to submit.  c. In the first step of appraisal (if it is a Rating type step) the ratings need to be provided for all Key Results to submit, as weights can be automatically fetched from OKRs.  d.  In the first step of appraisal (if it is Comments only Step) the comments need to be provided for all Key Results to submit, as weights can be automatically fetched from OKRs.  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\--   6. In OKRs, for a Team objective, there is a Key-result, which is to be shared to all the subordinates of a RM. How can we share? {muti-select}  a. As Key result can have only one owner, the above scenario is not possible.  b. Users can create Key results and align them to the Team Key Result.  c. As Key result cannot be broken down, create the same Key result to that Objective and assign them to each subordinate.   d. As for an Objective there is a Key-result, create sub-key results to the key-result and then assign them to each subordinate.  e. Can be done but not as mentioned above.  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-- 7. Choose the right way to create a MRF route map for the following flow: The raters need to be selected by the User and need to get the list approved by the RM, where if RM would like to change the raters, then he should be able to do and submit the same so that the Evaluation can be done. {Single select}  a. In Process stage, Step 1: Raters selection by User, Step type: Update, and Single Role, Role: User; Step 2: Raters finalization by RM, Step type: Update, and Single Role, Role: RM. Next Evaluation Stage.  b. In Process stage, Step 1: Rater's selection, Step type: Update, and Collaborate, Role: User, and RM (Exit User); Next Evaluation Stage.    c. In Process stage, Step 1: Rater's selection, Step type: Update, and Iterative, Role: User (Entry User), and RM (Exit User); Next Evaluation Stage.    d. a; c  e. a; b; c  Ans: **d**  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-- 8. For a Client, Core Competencies and Role-Specific Competencies need to be configured to use them in Appraisal for performance rating. Among those competencies few have 4 behavioral levels, and few have 3 behavioral levels, where users need to evaluate the competencies based on behavioral levels only.   Example: Competency A has 4 behavioral levels: Maximum rating that can be awarded is 4 to that competency.  For an Appraisal, a 5 Star rating scale is configured, and Core competency and Role-Specific competency sections are enabled in Phase template.  What is the possibility of configuring the above scenario. {multi-select}  a. The above case cannot be configured.  b. Create behaviors to the competencies based on the data provided by client and link them in respective areas. Enable Show Behaviors in both the Competency phase configurations.  c. The above case can be configured in Competency masters but in Appraisal users can give rating for 5-star only as 5-Star rating scale is configured to Appraisal.   d. Create two Custom Sections (on the name of Core and Role-Specific) with Levels and Sub-levels and link them to Appraisal.   e. Can be configured but not as mentioned above.  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\--     10. Which of the following actions are possible in Appraisal, once the process is initiated? {multi-select}  a. Extend the timelines, even after the timelines were crossed.  b. Remove employees from the Appraisal.  c. Add employees to the Appraisal.  d. Delete Calibration sessions of an Appraisal, after session is submitted.   e. Delete Appraisal.  f. Update Reviewers, whenever required, even after completion of Appraisal process.  \-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\--