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NEW QUESTION: 1
Which of the following types of employee rating systems usually results in rating employees along a bell curve?
A. Forced distribution
B. Ranking
C. Nominal scale
D. Paired comparison
Answer: A
Explanation:
Explanation: A forced distribution usually results in rating employees along a bell curve. In a paired comparison, each employee's performance viewed in the context of another employee's performance. A ranking system is usually better for a smaller group of employees but can be difficult to organize with a larger group. A nominal scale is not recognized as a type of employee rating system.
NEW QUESTION: 2
コラボレーティブフォーキャストのマネージャーに階層をロールアップする値はどれですか？
A. 期待収益
B. クォータ量
C. 機会額
D. 製品数量
Answer: C
NEW QUESTION: 3
You have a reporting requirement to track and report the employee status for employees in your workforce ASO Essbase database. Employee status can change over time. One report requires employees down the rows and employee status across the columns.
What is the best solution to meet the all of the requirements?
A. Varying attribute dimension
B. Smart List
C. Alternate hierarchy
D. Text List
E. Separate Employee status dimension
F. User defined attribute
G. Attribute dimension
Answer: G
Explanation:
Explanation: D: An attribute dimension is a special type of dimension that is associated with a standard dimensions.
Use attribute dimensions to report and aggregate data based on characteristics of standard dimensions. In the Sample.Basic database, for example, the Product dimension is associated with the Ounces attribute dimension. Members of the Ounces attribute dimension categorize products based on their size in ounces.
Essbase does not allocate storage for attribute dimension member. Instead, it dynamically calculates the members when the user requests data associated with them.
Attribute dimensions are always sparse dimensions. And you can associate attribute dimensions only with sparse standard dimensions
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