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| Section | Weight | Objectives |
|---|---|---|
| Payroll & Compensation Overview | 15% | - Payroll processing fundamentals - Compensation plans and elements - Benefits plan structure and enrollment |
| Core HR Structure & Enterprise Setup | 25% | - Organizational models and structures - Workforce structures and legal entities - Person records and employment models |
| Talent Management Processes | 15% | - Goal setting and performance management - Talent profiles and qualifications - Succession and career development |
| Reporting & Cloud Navigation | 10% | - Data extraction and analytics overview - Oracle HCM Cloud interface navigation - OTBI reporting basics |
| Workforce Lifecycle Management | 20% | - Recruiting and onboarding processes - Absence and leave management - Transfers, promotions, and terminations |
| Security & Access Control | 15% | - Data security and compliance overview - User provisioning and permissions - Role-based security and data access |
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An HR Administrator has designed the performance evaluation process to suit the competencies tied to an employee role. The administrator also designed the ability to rate how an employee progressed throughout the year to show areas where they have improved. The performance evaluation is designed in such a way that employees can rate their competencies. Other than this information, what criteria is required?
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