Oracle Talent Management Cloud 2025 Implementation Professional Advanced Practice Exam: Hard Questions 2025

A global company uses Performance Management with a single review template for all countries. They enable participant feedback and want to restrict peer evaluators so that employees can select peers only from (a) the same legal employer and (b) the same department hierarchy subtree. HR also requires that HR Specialists can add any evaluator regardless of these constraints. Which configuration best meets the requirement with the least maintenance?

During a midyear performance cycle, managers report that calculated overall ratings are inconsistent: some employees with identical section ratings have different overall ratings. Investigation shows multiple rating model versions were edited after the cycle launched, and a subset of workers were assigned a different document version due to eligibility changes. What is the most appropriate corrective action that preserves auditability and minimizes downstream reporting impact?

A company wants to implement goals where organizational goals cascade to employees, but employee updates should not roll back to the parent goal. They also want to allow managers to mass-align goals for teams, while preventing employees from aligning to goals outside their business unit. Which design best satisfies these requirements?

After enabling Goal Plans with approval workflows, a customer reports that goal approvals intermittently route to the wrong approver when an employee has a dotted-line manager and a matrix team lead. They use an approval rule intended to route to the line manager, but routing sometimes goes to the matrix manager. What is the most likely root cause and best fix?

A company implements Career Development and wants to recommend career moves and learning based on skills. They also want recommendations to consider a worker’s current job, aspirational role, and proficiency gaps. Data must be maintainable by HR without frequent template changes. What architecture best supports these requirements?

A customer complains that some employees cannot see career development tasks created by their manager, while others can. All users have the same career plan template. The affected employees are in a country with stricter data access rules, and the manager has multiple assignments in different legal employers. What is the most probable cause and the best troubleshooting path?

In Succession Planning, HR wants to ensure only readiness levels and risk of loss are visible to managers, while detailed performance ratings and compensation are hidden. However, Talent Review meetings require HRBPs to see everything, including potential, performance history, and compensation. What configuration pattern best meets the requirement without duplicating processes?

A company uses succession plans for critical roles. They want to automatically include candidates who meet eligibility criteria (job family match, minimum time in role, and performance rating threshold) but ensure that once a candidate is manually removed by HR, the person is not re-added by the automation in subsequent runs. What is the best design approach?

A client requires that employees can update goals and career preferences, but cannot view Talent Review outcomes (potential rating, talent flags) or succession nominations. Managers must view succession information only for positions in their hierarchy, while HR can view enterprise-wide. What is the best security design to satisfy least-privilege and avoid unintended access through aggregate roles?

A company has multiple performance and goal cycles running concurrently across business units. They need to troubleshoot why a subset of users cannot create goals in the correct goal plan, and the Create Goal button is missing. The users can access goals generally, and their managers can create goals for them. Which root cause is most likely and what is the best fix?