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1Z0-330 - Oracle Fusion Workforce Compensation Cloud Service 2016 Implementation Essentials - Dump Information

Vendor : Oracle
Exam Code : 1Z0-330
Exam Name : Oracle Fusion Workforce Compensation Cloud Service 2016 Implementation Essentials
Questions and Answers : 178 Q & A
Updated On : December 17, 2018
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1Z0-330 Oracle Fusion Workforce Compensation Cloud Service 2016 Implementation Essentials

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1Z0-330 exam Dumps Source : Oracle Fusion Workforce Compensation Cloud Service 2016 Implementation Essentials

Test Code : 1Z0-330
Test Name : Oracle Fusion Workforce Compensation Cloud Service 2016 Implementation Essentials
Vendor Name : Oracle
Q&A : 178 Real Questions

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Oracle Oracle Fusion Workforce Compensation

Oracle Fusion applications goes are living, but are shoppers ready for it? | killexams.com Real Questions and Pass4sure dumps

ORLANDO, Fla. -- Oracle Fusion functions is right here, and corporations are definitely the use of it reside in construction. kind of.

After greater than half a decade in development, Oracle valued clientele have begun implementing Fusion functions in their IT infrastructures. Most are doing so in a piecemeal way -- a module here, a module there. however for essentially the most half, the wait is over. Fusion purposes have arrived.

more than 50 groups are part of the Oracle Fusion applications early adopter application, and greater have been inspired to sign in all through the Collaborate consumer neighborhood conference in Orlando this week. The Oracle keynote speech, via Senior vice president Steve Miranda, became on Fusion. there have been dozens of classes on Fusion applications. naturally, Oracle is able to have its purchasers go online with Fusion. no matter if customers are able is a unique story.

“I consider the technology looks first rate, really good,” pointed out Alexis Pietraroia, senior vice chairman at a Fortune 500 insurance enterprise with more than $10 billion in annual income. “I just don’t like after they promote it as being all mashed collectively. I truly don’t wish to hear about how good the (consumer interface) is.”

Oracle isn’t definitely pushing the entire-hog method, even though it really is an alternative. Oracle and others in fact wreck down the Fusion applications customer adoption method into three types:

1)      people that are convinced with their funding in present Oracle purposes similar to E-enterprise Suite and PeopleSoft, and who don't have any near-time period activity in moving to Fusion functions.

2)      people that undertake certain modules of Fusion functions -- similar to human capital administration, as an instance -- that reside alongside their latest Oracle applications. here is a method that Oracle is now calling “co-existence.” Miranda mentioned this has been and should be essentially the most conventional adoption method.

3)      these identifying full-blown Fusion applications adoption. In an interview, Miranda mentioned this method would most likely be undertaken by using purchasers who have been new to Oracle functions.

every adoption method provides advantages however additionally leaves Oracle consumers with concerns. the primary might also go away clients wondering how long Oracle will strengthen and aid purposes like E-company Suite, PeopleSoft and J.D. Edwards as they exist today. Miranda pointed out consumers needn't be anxious.

“All we’ve executed is add Fusion functions as one component,” Miranda said, adding that there is now a “roadmap for each and every going forward.” He did say that Oracle will work on producing a lengthier roadmap for every product “so you have a better theory of Oracle’s investment in the entire applications extra down the street.”

issues about how lengthy those roadmaps will final for existing applications are legitimate. A Gartner file in November on Oracle-Siebel CRM talked about that innovation “will likely be concentrated on Oracle Fusion applications, in preference to Siebel.”

“The choice time on even if emigrate to Oracle Fusion applications for CRM is not endless, nonetheless it is elongated unless after 2013,” the report reads. “We estimate that the final important unlock of Oracle Siebel CRM may be as late as 2013, and would have full support for 5 years, with Oracle Sustaining support offered after that.”

The subsequent approach is piecemeal. end clients can undertake definite modules of Oracle Fusion purposes as they healthy their business needs, after which evaluate whether or not they need to undertake greater down the highway. here's the “co-existence” method. Fusion purposes had been in-built such a means that they can integrate with existing Oracle applications.

How smartly that integration works remains a query, notwithstanding economic functions enterprise important economic group -- probably the most first customers that has long gone live with Fusion Apps -- has taken the piecemeal method to date and has been chuffed with it. The enterprise is working PeopleSoft for financials and human capital administration built-in with Fusion personnel Compensation.

but there are considerations that enabling valued clientele to take the piecemeal strategy slowly sucks them into adopting an all-Oracle infrastructure. Fusion functions require Oracle company Intelligence commercial enterprise version and Fusion Middleware. So the problem is that a customer starts implementing items of Fusion functions, and before they comprehend it, they’re completely crimson-stacked.

“Doing all these acquisitions and taking all their code into a brand new platform, that’s never been finished earlier than,” spoke of Sebastian Grady, president of third-birthday celebration Oracle aid enterprise Rimini street Inc. “I’m no longer asserting it gained’t determine; it likely will. however there can be matches and begins.”

Floyd Teter, an Oracle ACE director and consultant at Innowave expertise Inc., has pretty much been working on and testing Fusion purposes because it was first in construction again in the mid-2000s. He mentioned that the performance of Fusion applications is marvelous, however it fees lots when it comes to a company’s physical and software infrastructures.

“You need to suppose about resources in terms of the drain it’s going to put on your methods,” he noted. “That increased efficiency with Fusion functions may also be a problem in case you don’t have the underlying middleware and hardware tweaked to contend with it.”

Teter estimated that new customer adoptions of Fusion purposes will basically be completed in far flung facts centers, hosted by means of Oracle or one other seller. important monetary neighborhood, for example, is hosting their Fusion purposes deployment in an Oracle statistics middle.

“It might be cheaper for many to write a verify to a hoster as a substitute of investing in upgrading the abilities of its people,” he referred to.

Most essential, Teter pointed out, groups should do an in depth can charge-benefit evaluation to determine if Fusion applications is the appropriate fit, or in the event that they should still just proceed on the latest applications roadmaps for youngsters lengthy they may last.


Human Capital management buying ebook: Oracle, SAP, Salesforce | killexams.com Real Questions and Pass4sure dumps

Posted October 31, 2012 via Drew Robb     comments

Human capital administration's famous person is rising within the commercial enterprise, and the entire predominant application carriers are eager to hitch a journey.

Human capital management (HCM) is front and core amongst business functions following a collection of acquisitions by utility giants SAP (SuccessFactors), Oracle (Taleo) IBM (Kenexa) and Salesforce (Rypple), purchases designed to increase the cloud-based mostly HCM capabilities of these corporations. in the meantime, cloud HCM player Workday recently achieved a particularly a success IPO, with the inventory gaining seventy four p.c in its first day and incomes the company some $675 million.

part of the reason behind this frenzy of pastime is the extent of HCM earnings. in line with international records supplier (IDC), worldwide income for HCM reached $7.5 billion in 2011. IDC tasks this sector will attain $11 billion with the aid of 2016. IDC analyst Lisa Rowan spoke of big enterprises are looking to use HCM to reap a global view into their workforces and benefit the potential to do more with existing supplies.

based on Rowan, the precise 5 carriers in HCM at the end of 2011 were SAP, Oracle, Kronos, Taleo and SuccessFactors.

Over the path of two articles, we will look at what the a number of vendors are providing as well as the quite a lot of traits which are rising. First, let’s define HCM.

what's HCM?

Rowan noted HCM software automates business tactics that cowl the complete span of an employee's relationship with a corporation (as opposed to the branch or community to which the worker belongs), in addition to administration of other human elements used via the commercial enterprise (e.g., contingent labor, contractors, and consultants). more and more, this can consist of human elements employed through suppliers and purchasers. Core HR features corresponding to personnel statistics, advantages administration and compensation are primary to an HCM functions suite.

“These functions are increasingly being delivered as employee self-provider or manager self-provider to automate checklist maintaining and updating in addition to consolidated reporting,” talked about Rowan. “Globalization, flexible work suggestions, job mobility, and the strategic significance of americans property have forced agencies to radically change their human resources programs right into a extra actual-time, customized, and operational intelligence company function that goes beyond the natural view of aggregating personnel information.”

furthermore, core HR functions are being supplemented by extensions that form the groundwork of a brand new generation of HCM functions frameworks. These extensions will also be classified into 4 segments: recruiting, incentive management, performance administration and group of workers management. These 4 segments, in whole or partly, can even be grouped below the ability administration heading.

here's a look at Oracle, SAP and Salesforce.com, three of the 4 vendors that made HCM acquisitions in the past year:

Oracle Taleo Cloud service

Oracle is evidently enamored with Taleo, a company it bought previous this 12 months for $1.9 billion. The mixture of Taleo’s cloud recruiting, ability administration and analytics with Oracle’s suite of core HR programs is intended to create a one-cease-shop for agencies to manipulate the complete spectrum of HR in the cloud.

Oracle's end goal looks to be using Taleo as a cloud-based entrance end for efficiency administration, with Oracle items for engagement and retention, compensation, ability evaluate and core HR on the again end. It plans to further enhance Oracle Taleo Cloud provider by way of integrating it with Oracle Fusion HCM and Oracle’s PeopleSoft HCM, including extra social collaboration performance, and using Oracle business Analytics to find talent Intelligence from Taleo’s big facts.

Taleo already offers what it calls talent Intelligence, a unified suite of skill capabilities including social, huge data and mobile performance. The company claims over 5,000 companies global, managing 15 % of U.S. hires and processing up to seventy four million transactions per day. Its skill administration suite encompasses performance and intention management, succession planning, compensation management, and discovering and building.

Oracle is including to that via bringing skill and core HR together in the cloud. one of the benefits to this mixture encompass alerting personnel to internal development opportunities and deciding upon candidates who aren't fairly certified for a job and nudging them to use Taleo’s studying gadget to attain the subsequent level. additionally, personnel can mannequin their personal career paths and discover what it's going to take to reach there.

different just-introduced aspects include enabling employees to choose a mentor, helping managers find the correct crew member for a global task and discovering an eligible employee for a new position. The complete thought is to inspire the employee to take part in his/her own profession construction. This all sits on suitable of a cell building framework referred to as Oracle Fusion faucet that provides a single interface that can also be used to entry all Taleo or Oracle purposes.

One ultimate building merits a mention. last month Oracle purchased SelectMinds. As a issuer of cloud-based social skill sourcing and company alumni management, SelectMinds empowers recruiters, hiring managers and personnel to distribute job opportunities and entry referrals, which can be the correct supply of hires.

“Recruiting candidates via worker referrals is generally acknowledged because the most positive method to find ability through depended on contacts,” talked about Thomas Kurian, government vice chairman, Oracle construction. “with the aid of including SelectMinds to Oracle’s ability administration Cloud, Oracle can aid customers with a complete talent management answer, enabling streamlined recruiting practices, greater excellent referrals, quicker worker on-boarding  and more suitable performance.”

SAP SuccessFactors company Execution (BizX) Suite

SAP characterizes SuccessFactors, which it purchased for $three.4 billion late last year, as the leading cloud based mostly HCM answer.

“best SuccessFactors’ SaaS-based skill options, plus core HR, collaboration and body of workers analytics, offers you everything you deserve to produce measure and continuously enrich business effects via individuals,” pointed out Folia Grace, vp of Product marketing, SAP Cloud.

The important product is the BizX Suite. Grace observed it will also be used by using small agencies as well as tremendous organizations. Modules in the BizX Suite encompass: compensation, employee valuable, jam (social enterprise collaboration), gaining knowledge of, performance and dreams, recruiting, succession/development, group of workers analytics and workforce planning.  

SuccessFactors is up-to-date each quarter. In a fresh release SuccessFactors delivered Touchbase, a cellular function intended to modernize the one-to-one assembly and allow an on-the-go body of workers to "touch base" on considerations and items from anyplace with a synchronized, mutual list of items. one more fresh addition is a Who's in the assembly cell characteristic that gives one-click on access for all assembly attendees to see worker Profiles or LinkedIn profiles of alternative meeting attendees. The employee review procedure also has been up-to-date with extra social and cell learning capabilities.

“SAP and SuccessFactors are working intently collectively to create the top-rated cloud portfolio available in the market,” observed Grace.

Saleforce Work.com

With its Rypple acquisition, Salesforce.com is proposing a product referred to as Work.com which could be frequently available this quarter. “Work.com builds upon the Rypple social efficiency administration utility, which turned into acquired earlier this year,” referred to Nick Stein, director advertising and Communications, Salesforce Work.com.

the key features are:

  • Align -- Align around the core mission and goals of your enterprise and your team with social desires, feedback, and coaching
  • encourage -- motivate with real-time consciousness and rewards
  • perform -- fast, valuable performance experiences and calibration
  • Addressing the "motivate" piece, Stein observed Work.com offers social rewards, enabling groups to tie consciousness to features that may also be redeemed for reward cards at associate Amazon.com.

    Work.com will also be built-in into revenue Cloud, provider Cloud and Chatter, so earnings and repair authorities can manage efficiency from inner these Salesforce applications.  Stein observed HCM applications at the moment are being designed to aid business approaches in preference to HR methods. this is why the focal point is on building performance into business applications in preference to expecting people to log into separate HR techniques to manipulate efficiency.

    “Do you need anything that only HR will use or some thing designed for everyone in the business to use?” mentioned Stein. “corporations can not have enough money to set desires and provide remarks and recognition to their people most effective once a year."

    Drew Robb is a freelance author specializing in expertise and engineering. at present residing in California, he is at the start from Scotland, the place he bought a degree in geology and geography from the tuition of Strathclyde. he's the writer of Server Disk administration in a windows atmosphere (CRC Press).


    When Will computers change Human supplies Managers? | killexams.com Real Questions and Pass4sure dumps

    Emily He, SVP for Human Capital administration in the cloud enterprise group at Oracle.Oracle

    You’ve probably been there. The Human supplies (HC) manager beckons you into the cosy confines of his or her workplace and sits you down ‘to have a bit of of a chat’ and see how things are going. humans are respectable at this sort of instinctive responsiveness and empathy. That should be would becould very well be why it’s known as Human elements.

    Of direction HR directors don’t just sympathize and hand out employment termination lay-off envelopes (despite the fact they do seem like somewhat effortlessly ‘within the zone’ when they do), they also oversee the entire important features of personnel administration from working towards to wages and greater.

    however, like any predominant company feature in the post-millennial age, HR is feeling the load of digital transformation. somewhere down that road, the very label HR looks to be being replaced with HCM, standing for Human Capital administration (HCM); the area of personnel is changing for certain.

    HCM changing humans

    a good deal of what we see in HCM leads us into cloud-based systems which are able to shouldering a big proportion of team of workers administration features that might in the past have required a human. Cloud-primarily based HCM systems can support manipulate vacation approvals, e-studying programs, employee pay and bonus remuneration, workforce productivity analytics etc.

    but just how some distance can digital HCM go? Analyst company IDC produces a 2018 IDC MarketScape assessments for international built-in ability administration, efficiency management, gaining knowledge of administration and Compensation management. neglect the overly flowery market segment tag (that’s commonly an indication of analyst homes desirous to cover as much abilities floor as feasible to sell stories), however do believe the breadth of ‘issues’ in digital HCM that will also be handled from a cloud-based position of centralized manage.

    The ‘historic’ thought of HR

    SAP SuccessFactors international head of advertising Kirsten Allegri Williams (pictured beneath) explains that, for a long time, HR know-how turned into designed readily to facilitate transactions. more particularly, it become designed to effectively process ‘returned office’ transactions involving a narrowly described neighborhood of americans who made up ‘the staff’ for a given organization. She says that this ‘historical’ version of HR helped be certain accuracy, consistency and list maintaining for things like hiring, day off administration and payroll. Plus, it became designed to satisfy the wants of 1 group: HR.

    “today, everything has modified. The team of workers is not any longer a narrowly described group of individuals. for many corporations they are a diverse, globally dispersed, mobile assortment of people who are sometimes dis-engaged from the agencies they work for. in accordance with this, the role of HR has converted. They are no longer ‘back-office’ workforce. HR is now on the front strains and within the front-office -- working to be sure the body of workers is aligned, inspired and engaged to bring on the corporation’s mission and aim. leading human capital administration (HCM) technology has developed to support them in their new, digitally modified function,” talked about Allegri Williams.

    So we’re relocating to a future where we focal point on americans greater than tactics. We’re championing choice over consistency. we are able to nevertheless use a lot of these historic returned workplace methods within the new contemporary notion of HR, but lots of them will now be automated through software.

    Turing legacy

    It’s a view it's reflected elsewhere, area vice president at SumTotal, a Skillsoft business Liam Butler aspects out that it's now greater than 50 years considering the fact that Alan Turing posted his article ‘Computing machinery and Intelligence’. The ‘Turing check’ determines even if a pc can talk with a human with out the individual mindful it is communicating with a laptop.

    “the ubiquitous use of chatbots in HR purposes is providing a much better stage of HR self-carrier and using AI and predictive analytics is fitting the norm in the place of work,” introduced Butler.

    SumTotal’s Butler also thinks that the cloud offers numerous merits for HR, exceptionally around safety and compliance. This he says is because HR applications customarily grasp americans facts -- and preserving compliance standards from an HR perspective is complex and might be onerous in a world context.

    “deciding on to hang HR data in the cloud with a reputable HR cloud seller means your utility will all the time be updated with native legislations and necessities. The cloud also provides merits around consumer engagement.  personnel are buyers – they have got high expectations of what an application should still do for them and a low tolerance for clunky, tough to use HR purposes. Cloud-based mostly HR applications can consistently be up-to-date and refreshed to ensure they remain valuable for personnel,” introduced Butler.

    Hiring is a knowledge problem

    Shon Burton, founder and CEO of AI recruiting platform HiringSolved argues that hiring people today has become a data difficulty more than a people issue, practically.

    “You’re either faced with a breadth of individuals (tens of thousands of candidates per thirty days, with human recruiters drowning in facts) or on the flip aspect, you’re a startup and no person is applying. this is where AI hiring know-how comes in, inspecting candidate/applicant information to make techniques on the way to parse via this facts, who recruiters should still be speaking to, how and the place to open up applicant searches,” noted Burton.

    Burton says that his firm’s technology isn't trying to exchange recruiters. as a substitute, it is trying to help them address a volume of functions they wouldn’t at all times be able to. while expertise provides tremendous price to HR departments, we do nonetheless want the human factor.

    Emily He (pictured above) senior VP of HCM product advertising and marketing at Oracle follows an analogous train of notion. She says that cloud-based HCM systems will replace extra operational and process-oriented functions, however on the identical time they will create new and unique alternatives for HR managers because it frees them up from the mundane.

    “to fulfill the calls for of nowadays’s staff, HR managers want the time to basically customise career paths, give greater administration teaching, work on improving the worker adventure, and so forth. The fastest and top of the line technique to get this time lower back and allow HR managers to focal point on more strategic initiatives, is to automate the strategies which are consuming positive time,” said He.  

    Oracle’s He says that the automation of repetitive and mundane HR tasks is similar to what we up to now noticed in marketing. before advertising automation and CRM systems, entrepreneurs used to ought to spend loads of their time on projects akin to compiling customer contact tips or sending out mass mailers.

    “these days, these capabilities have long gone away and marketing’s function has evolved and grown. We now see entrepreneurs possessing business-wide initiatives just like the consumer event and taking over new functions which are directly mapped to using boom and earnings. The equal might be real for HR. HCM systems will not exchange HR managers and in its place will augment their present capabilities and create new alternatives,” said Oracle’s He. 

    The HR highway ahead

    computers are not about to absolutely exchange human beings within the HR function, however they are about to shake it up. Like many points of cloud and company digitization, where tasks are taken faraway from us as people, we're commonly speaking being given more scope to direct our work towards greater artistic endeavors and to innovate.

    HR HCM managers who fail to embrace the new digital tools of the change could simply possibility demoting themselves to being no longer an awful lot greater than a human shoulder to cry on… and relatively soon there generally is a smartphone app for that as neatly.

    SAP SuccessFactors' Kirsten Allegri WilliamsSAP


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    Human Capital Management Buying Guide: Oracle, SAP, Salesforce | killexams.com real questions and Pass4sure dumps

    Posted October 31, 2012 By Drew Robb     Feedback

    Human capital management's star is rising in the enterprise, and all of the major software vendors are eager to hitch a ride.

    Human capital management (HCM) is front and center among enterprise applications following a series of acquisitions by software giants SAP (SuccessFactors), Oracle (Taleo) IBM (Kenexa) and Salesforce (Rypple), purchases designed to boost the cloud-based HCM capabilities of these companies. Meanwhile, cloud HCM player Workday recently completed a highly successful IPO, with the stock gaining 74 percent in its first day and earning the company some $675 million.

    Part of the reason for this frenzy of activity is the volume of HCM sales. According to International Data Corporation (IDC), worldwide revenue for HCM reached $7.5 billion in 2011. IDC projects this sector will reach $11 billion by 2016. IDC analyst Lisa Rowan said large enterprises want to use HCM to attain a global view into their workforces and gain the ability to do more with current resources.

    According to Rowan, the top five vendors in HCM at the end of 2011 were SAP, Oracle, Kronos, Taleo and SuccessFactors.

    Over the course of two articles, we will look at what the various vendors are offering as well as the various trends that are emerging. First, let’s define HCM.

    What is HCM?

    Rowan said HCM software automates business processes that cover the entire span of an employee's relationship with a corporation (as opposed to the department or group to which the employee belongs), as well as management of other human resources used by the enterprise (e.g., contingent labor, contractors, and consultants). Increasingly, this can include human resources employed by suppliers and customers. Core HR functions such as personnel records, benefits administration and compensation are central to an HCM applications suite.

    “These functions are increasingly being delivered as employee self-service or manager self-service to automate record keeping and updating as well as consolidated reporting,” said Rowan. “Globalization, flexible work rules, job mobility, and the strategic importance of people assets have forced organizations to transform their human resources systems into a more real-time, personalized, and operational intelligence business function that goes beyond the traditional view of aggregating personnel data.”

    In addition, core HR functions are being supplemented by extensions that form the basis of a new generation of HCM applications frameworks. These extensions can be categorized into four segments: recruiting, incentive management, performance management and workforce management. These four segments, in whole or in part, can also be grouped under the talent management heading.

    Here's a look at Oracle, SAP and Salesforce.com, three of the four vendors that made HCM acquisitions in the past year:

    Oracle Taleo Cloud Service

    Oracle is clearly enamored with Taleo, a company it purchased earlier this year for $1.9 billion. The combination of Taleo’s cloud recruiting, talent management and analytics with Oracle’s suite of core HR systems is intended to create a one-stop-shop for businesses to manage the full spectrum of HR in the cloud.

    Oracle's end goal appears to be employing Taleo as a cloud-based front end for performance management, with Oracle products for engagement and retention, compensation, talent review and core HR on the back end. It plans to further improve Oracle Taleo Cloud Service by integrating it with Oracle Fusion HCM and Oracle’s PeopleSoft HCM, adding more social collaboration functionality, and using Oracle Business Analytics to uncover Talent Intelligence from Taleo’s Big Data.

    Taleo already offers what it calls Talent Intelligence, a unified suite of talent capabilities including social, Big Data and mobile functionality. The company claims over 5,000 enterprises worldwide, managing 15 percent of U.S. hires and processing up to 74 million transactions per day. Its talent management suite encompasses performance and goal management, succession planning, compensation management, and learning and development.

    Oracle is adding to that by bringing talent and core HR together in the cloud. Some of the benefits to this combination include alerting employees to internal advancement opportunities and identifying candidates who are not quite qualified for a job and nudging them to use Taleo’s learning system to reach the next level. In addition, employees can model their own career paths and find out what it will take to arrive there.

    Other just-announced features include allowing employees to select a mentor, helping managers locate the right team member for an international assignment and finding an eligible employee for a new position. The whole idea is to motivate the employee to participate in his/her own career development. This all sits on top of a mobile development framework known as Oracle Fusion Tap that provides a single interface that can be used to access all Taleo or Oracle applications.

    One final development merits a mention. Last month Oracle purchased SelectMinds. As a provider of cloud-based social talent sourcing and corporate alumni management, SelectMinds empowers recruiters, hiring managers and employees to distribute job opportunities and access referrals, which are the top source of hires.

    “Recruiting candidates through employee referrals is widely acknowledged as the most effective method to find talent through trusted contacts,” said Thomas Kurian, executive vice president, Oracle Development. “By adding SelectMinds to Oracle’s Talent Management Cloud, Oracle can help customers with a complete talent management solution, enabling streamlined recruiting practices, more quality referrals, faster employee on-boarding  and better performance.”

    SAP SuccessFactors Business Execution (BizX) Suite

    SAP characterizes SuccessFactors, which it bought for $3.4 billion late last year, as the leading cloud based HCM solution.

    “Only SuccessFactors’ SaaS-based talent solutions, plus core HR, collaboration and workforce analytics, gives you everything you need to produce measure and continuously improve business results through people,” said Folia Grace, vice president of Product Marketing, SAP Cloud.

    The principal product is the BizX Suite. Grace said it can be used by small businesses as well as large enterprises. Modules in the BizX Suite include: compensation, employee central, jam (social business collaboration), learning, performance and goals, recruiting, succession/development, workforce analytics and workforce planning.  

    SuccessFactors is updated every quarter. In a recent release SuccessFactors added Touchbase, a mobile feature intended to modernize the one-to-one meeting and enable an on-the-go workforce to "touch base" on issues and items from anywhere with a synchronized, mutual list of items. Another recent addition is a Who's In the Meeting mobile feature that provides one-click access for all meeting attendees to see Employee Profiles or LinkedIn profiles of other meeting attendees. The employee review process also has been updated with more social and mobile learning capabilities.

    “SAP and SuccessFactors are working closely together to create the best cloud portfolio in the market,” said Grace.

    Saleforce Work.com

    With its Rypple acquisition, Salesforce.com is providing a product known as Work.com which will be generally available this quarter. “Work.com builds upon the Rypple social performance management application, which was acquired earlier this year,” said Nick Stein, director Marketing and Communications, Salesforce Work.com.

    The key features are:

  • Align -- Align around the core mission and objectives of your company and your team with social goals, feedback, and coaching
  • Motivate -- Motivate with real-time recognition and rewards
  • Perform -- Fast, relevant performance reviews and calibration
  • Addressing the "motivate" piece, Stein said Work.com offers social rewards, allowing companies to tie recognition to points that can be redeemed for gift cards at partner Amazon.com.

    Work.com will also be integrated into Sales Cloud, Service Cloud and Chatter, so sales and service professionals can manage performance from inside those Salesforce applications.  Stein said HCM applications are now being designed to support business processes rather than HR processes. That's why the focus is on building performance into business applications rather than expecting people to log into separate HR systems to manage performance.

    “Do you want something that only HR will use or something designed for everyone in the business to use?” said Stein. “Companies can no longer afford to set goals and provide feedback and recognition to their people only once a year."

    Drew Robb is a freelance writer specializing in technology and engineering. Currently living in California, he is originally from Scotland, where he received a degree in geology and geography from the University of Strathclyde. He is the author of Server Disk Management in a Windows Environment (CRC Press).


    Digital skills amidst bots and services – a diginomica best-of | killexams.com real questions and Pass4sure dumps

    good-better-bestOne of the core themes of diginomica’s coverage is reckoning with digital skills demands as automation rises.

    Our cornerstone topic page, The new professional and IT as a service, curates the best of that coverage.

    We also look at how outsourcers are grappling with the demands digital places. This piece picks high points from our recent coverage – including debates on the future of work and bot-driven automation. I’ve also got a few “best of the web” picks beyond diginomica.

    Just as a reminder, you can browse all the topic areas by clicking on the menu items directly above. The eighteen topics stem from three areas: Digital enterprise, Cloud apps & processes, and Technology disruptions.

    Before I share my picks, here’s the criteria for the New Professional cornerstone page:

    The as-a-service economy is forcing big changes in professional services. BPO is shifting to digital services and customers expect outcomes – not welcome wagons loaded with consultants. Outsourcing and process automation live on, but buyers want digital partners who deliver more than cost containment. The digital skills gap is a major impediment to digital transformation – and a frequent topic of debate on diginomica. As IT shifts from cost center to IT as a service, CIOs are challenged to think differently about how to serve the business. Use this page as a launching point to learn about the new digital professional, and read field stories about IT services reinvention.

    Wipro Digital head talks transformation, inside and outby: Phil Wainewrightquotage: “This is a very level-headed perspective on digital transformation from Rao, demonstrating that Wipro Digital understands its mission and its implications. Whether that’s enough to fulfill the original ambition of seeing the digital business become one of the firm’s top three service lines by fiscal 2018 remains to be seen.

    why I picked it: Wipro’s acquisition of cloud professional services pioneer Appirio was one of the most interesting buys of the year. Phil’s piece on Wipro’s digital pursuits sets the table for how outsourcing-focused firms must evolve.

    also see: Watch out Accenture, Deloitte – here comes Wip-pirio

    An optimistic view of bot driven automation on the future of jobsby: Denis Pombriantquotage: “Automation does eliminate some jobs but maybe that’s not a bad thing. As we contemplate what to do with the greater freedom the digital disruption will provide, let’s also consider lessons from earlier automation eras.”

    why I picked it: Pombriant’s piece set off a flurry of debate and provoked a monster follow up where he responded to each reader’s objections: Still optimistic about the future of jobs in a bot driven world. While I don’t share Pombriant’s optimism, a well-thought take grounded in historical views is welcome.

    also see: Assessing the business impact of chatbots – with Sergey Gribov of Flint Capital and What happens if the Uber fueled gig economy destroys earning potential?

    SmashFly and the new world of recruitingby: Brian Sommerquotage: “Done well, a SmashFly implementation should transform how companies are perceived by jobseekers. It will change how jobseekers are courted and how the organization’s leadership interacts with them days, months and even years before they get hired. It’s not the old want-ad approach to hiring and the differences will require education and reinforcement so that all-new practices replace old, ineffective and irrelevant ones.”

    why I picked it: The new professional needs a new hiring and recruiting experience. But aside from Monster.com and perhaps LinkedIn, recruitment technology has failed to transform. That may be starting to change. Brian Sommer, rarely impressed, had good things to say about how a company like SmashFly can help – infusing recruiting with new thinking.

    also see: Digital reinvents recruitment – for the third time!, What HR can learn from digital marketing and Can you recruit for diversity with machine learning? A provocative chat with HiringSolved

    Diversity programs and how to do them – some tips from tech leadersby: Cath Everettquotage: “One vendor that has already implemented a supplier diversity programme in more than 170 countries around the world, meanwhile, is IBM – although the firm’s US scheme is by far the most mature. In fact, according to Ross Mandiwall, procurement manager for the UK and Ireland, the company views the scheme as a “strategic business imperative due to the value it adds to the business”.

    why I picked it: Everett switches gears in our diversity coverage by examining how service providers are facing this issue – and what enterprises can learn.

    also see: British Gas turns up the heat on its Women in Technology network and Competency over Pedigree – Plugging the tech skills gap by giving disadvantaged young adults a chance.

    Mapping paths to servitization – can field service lead the way?by: Phil Wainewrightquotage: “In this four-phase view of servitization, moving to a subscription-based consumption model is one example of the traction phase. It enables the manufacturer to stimulate product sales with a different financial model, and it puts them on a pathway to bundling other services into the proposition, before transitioning into a more outcomes-focused model.”

    why I picked it: We can slice and dice the concept of services in different ways – this piece by Phil examines how ServiceMax defines the fusion of products and services.

    also see: Apple – the billion user services company?

    Bonus content – you may also want to track my ongoing series on digital skills gaps and transitions. Here’s a couple recent ones:

    Best of the web – there’s a plethora of content on digital skills and the future of work, some of it of dubious value. Here’s some resources worth a look:

    Image credit - Hand writing the text: Good - Better - Best © gustavofrazao - Fotolia.com.



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    Oracle 1Z0-330 Exam (Oracle Fusion Workforce Compensation Cloud Service 2016 Implementation Essentials) Detailed Information



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