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Test Number : 1Z0-1010
Test Name : Oracle Talent Management Cloud 2018 Implementation Essentials
Vendor Name : Oracle
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Exam Title : Oracle Talent Management Cloud 2018 Implementation Essentials
Exam ID : 1Z0-1010
Exam Duration : 120 minutes
Questions in test : 70
Passing Score : 70%
Format : Multiple Choice Questions (MCQ)
Exam Center : Pearson VUE
Real Questions : Oracle Talent Management Cloud 2018 Implementation Essentials (OCE)
Recommended Practice : 1Z0-1010 Online VCE Practice Test

Goals - Add organization goals
- Establish worker goals
- Configure goals and define worker goal setting objectives
- Describe goal management concepts
- Configure goal setup options
- Manage the goal library
- Configure goal plans
- Implement worker and organization goals
- Configure eligibility criteria Performance Management - Explain performance documents
- Set goals and competencies in a performance document
- Evaluate goals and competencies
- Configure worker performance objectives
- Configure performance setup options
- Manage performance roles
- Build performance template sections
- Implement performance document approvals
- Configure performance notifications Talent Review - Configure talent review dashboard options
- Conduct a talent review
- Manage talent review data
- Review an action plan
- Perform talent search and profile comparisons Questionnaires - Define questionnaire objectives
- Manage questions
- Implement questionnaires and templates Succession Plans and Talent Pools - Describe succession management integrations
- Create and manage succession plans
- Describe talent pools integrations
- Create and manage talent pools Career Development - (NEW) Explain concepts and processes for Development Goals, Exploring Roles, and Careers of Interest.



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TCS building a future-in a position 'skill cloud' | 1Z0-1010 Free test PDF and test Questions

Tata Consultancy features (TCS), India’s greatest IT enterprise, is building a “talent cloud” or a digital ability pool that will be obtainable for any assignment from throughout places, as per customer demand and venture requirement, as a substitute of the typical industry observe of 1 adult connected to at least one project.

The enterprise believes this could open up greater opportunities for personnel to explore throughout domains, tasks and competencies, and at the identical time allow valued clientele to harness skill via skill pockets as opposed to americans allocations.

“We talk about facts and expertise on cloud, but skill would even be on the cloud, and they might in fact supply the most advantageous potential from at any place they are available,” Milind Lakkad, chief human elements officer at TCS, advised ET.

“This type of mannequin cannot be realised at scale with resume exchanges and americans attaining out to every other analysing jobs and capabilities. So we've been constructing their subsequent-gen profession progression suite of structures and processes,” mentioned Lakkad. “This spans the entire value chain of correct records, democratic profession aspirations, preferences, foresight into future roles/knowledge and algorithmic-skill-market.”

more than ninety six% of the company’s 469,000 body of workers is at present working remotely. The business isn't in a rush to name individuals lower back to work and is being “very cautious”. “That will also be a month from now, two months from now or even later than that,” mentioned Lakkad. “We might be very cautious. They are not the first one to come back returned to work… three.4% of their people are working from workplace. each person else is working from domestic the world over.”

TCS is additionally engaged on a “25x25 mannequin”, beneath which at any aspect of time about 25% of the team of workers could be mandatory in the workplace to be 100% productive. it's going to make a significant change to the satisfactory of lifetime of the employee in addition to benefit the company as being the biggest driver of “ability fungibility” with the barriers of physical places having long gone away.

“The theme of 25x25 would fluctuate based on the customers we're dealing with… it has to work in the activity of the customer,” observed Lakkad.

The model, he said, will vary depending on challenge and function and that the company is at present putting the whole policy framework in location.

The issues that are being checked out are flexitime working, variety of working hours, the time of the working day and variety of working days in every week.

The enterprise also performed its fresher assessments online this 12 months. TCS national Qualifier examine, which permits any one from anywhere within the nation to write the test and become a part of the enterprise, moved fully to the digital mode, with greater than 225,000 brisker candidates evaluated remotely. including laterals, more than 130,000 candidates had been remotely interviewed.

“Our sustained investment in organic skill development is now paying prosperous dividends, helping us aid their business boom… Their initiatives for entry-degree hiring, practising and onboarding have been so a hit, they are now rolling out equivalent fashions for mid-stage hiring and incremental reskilling,” pointed out Lakkad.


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