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1Z0-965 - Oracle Global Human Resources Cloud 2017 Implementation Essentials - Dump Information

Vendor : Oracle
Exam Code : 1Z0-965
Exam Name : Oracle Global Human Resources Cloud 2017 Implementation Essentials
Questions and Answers : 91 Q & A
Updated On : December 14, 2018
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1Z0-965 Oracle Global Human Resources Cloud 2017 Implementation Essentials

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1Z0-965 exam Dumps Source : Oracle Global Human Resources Cloud 2017 Implementation Essentials

Test Code : 1Z0-965
Test Name : Oracle Global Human Resources Cloud 2017 Implementation Essentials
Vendor Name : Oracle
Q&A : 91 Real Questions

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Oracle Oracle Global Human Resources

artificial Intelligence Helps CHROs Navigate The altering World of work | killexams.com Real Questions and Pass4sure dumps

Human supplies experts from all over shared recommendations at Oracle OpenWorld for main their companies into the new world of work, one in which synthetic intelligence will support them determine and select the top-rated job candidates, support personnel with movements initiatives, and aid employers maintain their HR counsel comfy.

Christopher Leone, an Oracle senior vp for utility construction, delivered new AI-powered data intelligence capabilities in Oracle Human Capital administration Cloud. One such function helps HR recruiters greater with no trouble consider candidates according to their schooling, work histories, career trajectories, and aspirations.

Oracle

another AI characteristic predicts job candidates’ chance of success via comparing records on their qualifications and past performance to information on the business’s surest employees. Leone verified some of the new Oracle HCM Cloud facets on both a computing device and a smartphone.

Leone also confirmed the development Oracle developers are making to enrich the user event and tighten the safety of Oracle HCM Cloud:

  • HCM adventure Design Studio, coming soon, will let HR specialists specify the steps for personnel and bosses to take for self-provider HR transactions, such as altering merits insurance or finishing promotions.
  • A protection feature now being validated by way of shoppers, called “place-based mostly access control,” automatically restricts person access to certain delicate assistance, like salaries, when the person is working backyard of the office.
  • HCM Controls, which Leone called “the LifeLock of business application,” makes use of machine studying to always video display HR transactions, looking for strange patterns that could, for instance, point out intruders manipulating payroll or cost account assistance. The feature sends automatic notifications of peculiar endeavor to security managers.
  • Ask a Chatbot

    past helping HR group of workers do their jobs enhanced, AI-powered apps within the office can enhance job delight for all employees, in accordance with a contemporary study by way of Oracle and HR consultancy Future office.

    That survey, of 1,320 randomly chosen US-based mostly HR personnel and bosses in loads of industries, exhibits they’re desirous to get the same sorts of time-saving digital assistant equipment they’re used to with Apple’s Siri and Amazon’s Alexa.

    Leone stated Oracle developers are constructing chatbots organized to answer such frequently asked HR questions as: who is my HR rep? How do I get a brand new dental advantages card? And the ever-regularly occurring what's my vacation balance?

    “employees don’t need to continue to sit at their computer systems and fill out cumbersome forms, the ordinary approach of gathering suggestions,” said Emily He, an Oracle senior vp of HCM product advertising. “That’s the fantastic thing about AI and chatbots with natural language interfaces. They enable employees to have a extra human event and have interaction with technology in a conversational approach.”

    Working with LinkedIn

    in other places, to help HR pros locate and appeal to qualified personnel from a broader skill pool, Oracle is working with LinkedIn on a new Oracle HCM Cloud feature called ability Profile Import.

    This feature will let personnel import selected assistance from their LinkedIn profiles into their Oracle HCM Cloud company profiles. The idea is for personnel to call attention to themselves with hiring managers at their personal groups to explore interior profession opportunities.

    To aid organizations simplify their hiring tactics, Oracle will additionally tie its ability acquisition techniques to LinkedIn’s Recruiter gadget connect, helping managers track each job candidate’s growth and move them along to the subsequent milestone if integral.  The Oracle-LinkedIn relationship is cast amid intense world competition to appeal to gifted employees, noted Nagaraj Nadendla, an Oracle group vice president charged with development of the company’s cloud recruiting application. “every job candidate, internal or external, hopes to get discovered, and this agreement will support that turn up,” Nadendla noted.

    meanwhile, Oracle continues to increase its HR platform by way of a time-tested components: by using taking note of purchasers, Leone pointed out. He estimated that eighty% of Oracle HCM Cloud product improvements come from information made throughout customer roundtables and strategy councils.

    One such consumer is Alexandria Smith, who joined the metropolis of Memphis, Tennessee, as CHRO in January 2016, on the end of an austerity length that had stalled hiring and sapped employee morale. a huge center of attention for Smith and her crew is the steady recruitment of police officers and firefighters, as well as 911 operators to aid the metropolis meet demanding new guidelines for emergency response times.

    The metropolis’s HR firm hopes to use Oracle HCM Cloud’s new AI capabilities to determine candidates with the requisite competencies and experiences, in addition to intangibles reminiscent of courage and the skill to believe quickly in a crisis.

    “attempting to find talent for public protection jobs is like attempting to find a needle in a haystack,” Smith spoke of. “I’m gazing what AI can do to help us recruit and maintain the most proficient people.”


    Carlson Wagonlit shuttle (CWT) Deploys Oracle world HR Cloud and Oracle skill management Cloud on a global Scale | killexams.com Real Questions and Pass4sure dumps

    REDWOOD SHORES, CA--(Marketwired - Mar 24, 2014) - Oracle ( NYSE : ORCL )

    news abstract to be able to support a worldwide HR transformation adventure, referred to as "HR moving ahead," Carlson Wagonlit commute (CWT) has selected Oracle HCM Cloud, together with Oracle world Human resources (HR) Cloud and Oracle talent administration Cloud, as its new global HR platform. The cloud solutions will enable CWT to radically change its HR follow by way of enabling more advantageous standardization of tactics. The options will also guide implementing HR shared features and permit constant worker and management journey. The enterprise will be able to reduce and simplify existing systems and guide methods. by means of doing so, the business expects to increase its HR effectivity.

    news records

  • Carlson Wagonlit commute (CWT), a worldwide chief in managing enterprise commute and conferences and events, has chosen Oracle HCM Cloud, together with Oracle international Human supplies (HR) Cloud and Oracle skill management Cloud, as is its new world HR platform. These Oracle cloud functions will aid CWT in its efforts to transform its international HR processes.
  • The Oracle cloud solutions play a pivotal function in CWT's world HR Transformation event, called "HR relocating forward" (HRMF). This application is geared toward constructing a greater contemporary HR provider birth model which comprises up to date know-how and equipment, making CWT a more attractive organization. additionally, CWT desires to make crucial tips obtainable anytime, anywhere for managers and personnel.
  • The enterprise aims to present a one-stop store to empower employees' entry and transact various HR transactions and enable managers to improved manage americans. The program is designed to allow HR business partners to have a greater strategic influence on business results. This ability automating and transferring tactical and transactional work anyplace viable.
  • at last, CWT aspires to increase HR's agility to satisfy evolving wants of the business and carry constant HR services greater easily globally, whereas carrying on with to fulfill business needs at regional and native ranges.
  • Deployment of Oracle international HR Cloud and Oracle ability administration Cloud will help CWT radically change the start of HR services to personnel to better manipulate charges and increase first-rate and effectivity of procedures.
  • furthermore, the applications will enable for more desirable centralization and standardization of techniques in the HR shared capabilities operating model. CWT can enforce HR shared features facilities to guide the HRMF imaginative and prescient and convey employee and manager self service capabilities that are accessible pretty much any place, at any time and from any equipment. also, the company will offer a consistent worker and administration journey that's basic, agile, effective, handy, intuitive, built-in, trendy, and ingenious and be in a position to cut back and simplify the myriad systems and manual procedures that currently contain the HR beginning mannequin.
  • Oracle HCM Cloud is designed to integrate quite simply within the normal technology framework at CWT.
  • assisting prices

  • "After cautiously comparison the quite a lot of HR solutions currently accessible, it changed into within the conclusion a clear determination for us to choose Oracle HCM Cloud. With Oracle HCM Cloud, CWT could have one single source of reality for employee statistics that allows you to simplify our world HCM tactics greatly," noted Jean Luc Duchemin, executive vice president, global HR, at CWT. "this can enhance our HR agility and allow HR to have a extra strategic have an effect on on our company. The consumer journey inside Oracle HCM Cloud is of the maximum standard and it'll support simplify the usage of the HR solutions for our personnel and managers, therefore enabling a high utilization of the options, which is a important a part of our HR transformation."
  • "we are very chuffed to welcome CWT as a brand new HCM Cloud customer," observed Daniel Van den Broeck, vice chairman HCM & HCM Cloud options, Oracle Western Europe. "Our HCM cloud platform is probably the most complete on the earth. We appear forward to helping CWT seriously change its HR strategies and handle the wants of the enterprise on all tiers. including CWT to the continuous growing to be listing of our HCM Cloud valued clientele is of strategic significance to Oracle."
  • supporting substances

    About Oracle Oracle engineers hardware and application to work collectively within the cloud and in your information core. For more assistance about Oracle ( NYSE : ORCL ), consult with www.oracle.com

    trademarks Oracle and Java are registered trademarks of Oracle and/or its associates. different names may be emblems of their respective homeowners.


    Gen 2 cloud: Oracle steals the thunder | killexams.com Real Questions and Pass4sure dumps

    There’s a lot happening within the cloud nowadays. IBM has swallowed purple Hat in a whopping $34-billion deal, enabling massive Blue to turn into, what industry analysts say, “the area’s number 1 hybrid cloud company providing businesses the most effective open cloud answer a good way to free up the entire value of the cloud for their groups.” Oracle, the $37.9-billion pink wood metropolis, California-based tech behemoth, too, is revving up its place to grab a bigger share of the incredibly competitive yet profitable cloud computing company, in which purchasers rent entry to computing infrastructure or company purposes in a pay-as-you-go mannequin.

    in accordance with industry estimates, global cloud IT market revenue is predicted to boost from $one hundred eighty billion in 2015 to $390 billion in 2020, achieving a CAGR of 17%.

    Oracle, which is asserted to be the fastest growing to be cloud business at scale, with web revenue at $3.8 billion in FY2018, has built a second-generation cloud infrastructure that represents a primary re-architecture of the familiar public cloud, as a result of “the present state of the artwork of cloud defenses will not be good sufficient, now not even close,” Oracle govt chairman and CTO Larry Ellison talked about all through his keynote at Oracle OpenWorld in San Francisco. Ellison talked about the applied sciences being included into Oracle’s subsequent-era cloud with a purpose to make records an even greater positive asset.

    The correct mix

    “The design goal of Oracle’s Gen 2 Cloud is one comfy platform to run every little thing. It’s effortless to claim, very complicated to do, to build a cozy cloud. It required a simple re-structure of our cloud,” the Oracle founder talked about. “we have used lots of the newest synthetic intelligence and computer getting to know to discover threats. Our aim has always been as we stream from one era of computing to the subsequent, to protect your funding in statistics and purposes and make it handy to elevate and circulate that into the next era. We did that with Gen 2 Cloud,” he introduced.

    Analysts reckon the groundwork for Oracle’s Gen 2 Cloud, Oracle Cloud Infrastructure is designed to run any enterprise workload securely. Oracle’s infrastructure -as-a-carrier (IaaS) offers native guide for Oracle self sustaining Database and delivers new levels of protection from core to part to offer protection to important statistics.

    Ellison spoke about the existing state of the cyber protection, which he mentioned, “is just not respectable enough.” To address that, he announced new Oracle Cloud Infrastructure security capabilities that are extremely computerized, detective and predictive to aid remediate threats. He illustrated how Oracle self reliant Database uniquely scans for security threats and applies security updates while operating to aid stay away from cyberattacks and statistics theft.

    Ellison additionally discussed Oracle independent Database, the world’s most typical and technologically superior database. most effective Oracle Gen 2 Cloud is developed to run Oracle self sustaining Database, the industry’s first and only self-riding database. “With Oracle self sustaining Database, there's nothing to be taught and nothing to do, which makes it really effortless to make use of. builders are greater productive, they carry up new purposes, they do a better job of analysing information. Your gadget is more legit. It not ever goes down,” he stated.

    In his tackle, Oracle CEO Mark Hurd pointed out that migration to cloud is happening a ways quicker than anticipated. by way of 2025, he expected that 100% of cloud purposes will encompass synthetic intelligence (AI); 85% of all customer interactions could be automatic; 60% of all IT jobs have not been invented yet, but may be in that timeframe. On that final point, Hurd talked about automation will now not change jobs but create them. New careers fueled by means of AI will consist of supervisors for robots, wise metropolis expertise designers, AI-assisted healthcare technicians, and so forth.

    India in highlight

    nearer home, Oracle’s aggressive cloud center of attention has resulted in steady adoption of cloud services across industries adore it/ITeS, telecom, banking and car trade. Oracle India’s VP of key money owed, Mitesh Agarwal, pointed out, “The business’s finished, integrated method makes it handy for corporations to get begun in the cloud and even easier to expand as company grows.”

    For ICICI financial institution, it has been about leveraging AI to enhance employee journey with Oracle’s HR technologies. It has been in a position to automate important HR methods like requests for transfers and even predicting attrition, etc. in a similar way, SBI Card is relying on up to date technologies comparable to AI, Blockchain and Chatbots, etc., from Oracle to increase client as well as employee event.

    the use of Oracle’s clever Bots carrier, Bajaj Electricals turned into capable of increase a pilot chatbot in only two weeks. Bajaj ‘Paddy’, the bot that pops up on the Bajaj Electricals site, includes a dialogue engine to formulate questions that purchasers are prone to ask and ML capabilities to help the bot refine its responses. at the moment, with Oracle revenue Cloud, it's able to join with the container sales crew round the clock. “With this two-manner intelligence sharing manner near true time, the revenue groups are capable of design new promotions and campaigns,” stated Rajnish Sinha, CDO & CIO, Bajaj Electricals.

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    Oracle Global Human Resources Cloud 2017 Implementation Essentials

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    Vanderbilt, Oracle and Huron executives speak to the university’s role as a leader in industry’s move to cloud | killexams.com real questions and Pass4sure dumps

    Vice Chancellor for Information Technology John Lutz addresses SkyVU project participants on Feb. 23. (John Russell/Vanderbilt)

    On Feb. 23, approximately 75 SkyVU project participants gathered to learn more about Vanderbilt’s partnership with Oracle Cloud Solutions and Huron Consulting Group. This forum focused on why this is the right time to implement a cloud-based solution and how SkyVU will better Vanderbilt by freeing up resources to focus on supporting the Academic Strategic Plan.

    “(Through SkyVU), we are going to major on what makes Vanderbilt special, and that’s not business processes,” said John Lutz, vice chancellor for information technology. “This will give us the opportunity to devote more resources to places that differentiate Vanderbilt.”

    With this project, Vanderbilt has become a leader in an overall trend of universities moving their financial and administrative systems to the cloud, said Steve Kish, managing director at Huron Consulting Group.

    L-r: Oracle Global Cloud Services and Support’s Joanne Olsen, Huron Consulting Group’s Steve Kish, Vice Chancellor for Finance Brett Sweet, Assistant Vice Chancellor for IT Rich Germano, Oracle Vice President Gene Casciola, Associate Vice Chancellor for Human Resources Barb Carroll and Vice Chancellor for Administration Eric Kopstain. (John Russell/Vanderbilt)

    “Having tailored solutions has led to highly engineered, highly complex business processes (for higher education),” Kish said. “Today, the trend is toward simplicity in processes, not complexity. … You are deploying state-of-the-art implementation techniques, and the degree of difficulty of that is high—but you are organized to do this.”

    Gene Casciola, a vice president at Oracle responsible for health care, higher education and life sciences industries, said that the corporation has partnered with seven other universities on enterprise resource projects and noted that higher education is a tremendously important market for the next generation of leaders.

    “There’s a spirited interest in moving to the cloud,” Casciola said. “We were thrilled when Vanderbilt gave us their commitment to partner with Oracle.”

    Similar to other institutions, Vanderbilt developed and tailored many of its systems over the past 30 years so much that these have become burdensome to maintain and update.

    “We can free all of that capacity to support our students and faculty,” Brett Sweet, vice chancellor for finance and chief financial officer, said.

    However, this change will not come without its challenges.

    L-r: Vice Chancellor John Lutz, Oracle Global Cloud Services and Support’s Joanne Olsen and Huron Consulting Group’s Steve Kish. (John Russell/Vanderbilt)

    “I often tell clients and my teams that you don’t just check a box,” said Joanne Olsen, executive vice president of Oracle Global Cloud Services and Support. “This is a journey, not an event. It’s a continual transformation.”

    With 5,000 developers dedicated to cloud solutions at Oracle, Olsen assured the audience that research and development is a top priority for the company.

    “We now out-invest IBM in research and development,” Olsen said. “This translates to $5.2 billion spent on R&D to innovate cloud products. Where we’re investing is in the next generation of cloud.”

    As a cloud partner, Oracle will unify and integrate apps, thereby removing this burden from the university, Olsen said. Oracle updates and enhances with new releases twice a year, and Vanderbilt will be able to take full advantage of this continuous innovation.

    “There’s nothing magical or miraculous about the cloud,” Olsen said. “What’s fundamentally different is that this will take the burden off of IT and will design apps that are configurable for Vanderbilt.”

    A SkyVU project participant asks a question at the Feb. 23 meeting. (John Russell/Vanderbilt)

    Eric Kopstain, vice chancellor for administration, said this move to the cloud represents a crucial change that will pay dividends in the future.

    “We have great people working here, and we can now take away the burden of nonstandard processes and stop getting in the way of ourselves,” Kopstain said. “Instead, we can apply more energy to our core mission.”

    SkyVU’s implementation date is slated for Jan. 1, 2018. For more information about this initiative, visit the SkyVU website or email skyvu@vanderbilt.edu.


    Accenture Acquires DAZ Systems, Inc. to Strengthen Its Oracle Cloud ERP Services, Expand Capabilities to Help Clients Become Intelligent Enterprises | killexams.com real questions and Pass4sure dumps

    Accenture Acquires DAZ Systems, Inc. to Strengthen Its Oracle Cloud ERP Services, Expand Capabilities to Help Clients Become Intelligent Enterprises

     NEW YORK; Oct. 21, 2018 – Accenture (NYSE: ACN) has acquired DAZ Systems, Inc., a provider of Oracle ERP Cloud services with broad experience and assets that help organizations deploy and integrate enterprise performance management and human capital management applications. The acquisition further bolsters Accenture’s robust Oracle capabilities and delivers new value for clients on their journeys to the cloud. “DAZ has extensive experience implementing Oracle Cloud solutions, which complements Accenture’s established credentials across the Oracle Cloud portfolio,” said Bhaskar Ghosh, group chief executive, Accenture Technology Services. “Organizations demand proven expertise, as well as new innovative solutions and methods to help them transform their businesses. DAZ will help us continue to deliver the very best thinking and capabilities to our clients.” DAZ’s more than 300 professionals will join Accenture’s Oracle Business Group. Together, Accenture and DAZ combine deep domain knowledge and broad industry expertise to help clients unlock even greater value.  “At Accenture, we continually look for new ways to empower our clients to embrace the power of digital technologies to improve their businesses,” said Annette Rippert, senior managing director, Accenture Technology – North America. “DAZ is a valued Oracle partner and brings an impressive track record and top talent that will help drive significant results for our clients.” DAZ CEO Walt Zipperman added, “DAZ’s mission is to help organizations implement mission-critical business systems by bringing a contemporary perspective and experience-driven insights. Joining Accenture is an incredible opportunity to advance this goal by combining our strengths with Accenture’s in depth capabilities and global scale. Together, we’ll be able to deliver substantial value for clients around the world.” Headquartered in El Segundo, California, DAZ was founded in 1995. It is one of the top Platinum-level partners in Oracle’s PartnerNetwork, having delivered more than 500 successful Oracle implementations to-date. DAZ is Oracle ERP Cloud and HCM Cloud certified and was named Oracle’s Cloud Partner of the Year in 2015, 2016, and 2017.   The addition of DAZ builds on Accenture’s recent acquisition of Certus Solutions, a UK-based Oracle Cloud implementation provider, adding to its growing capabilities in delivering digital transformation on Oracle Cloud. 

    Accenture has been one of Oracle’s leading systems integration partners globally 12 years in a row, with more than 54,000 Oracle-skilled consultants around the world who help accelerate digital transformation by implementing Oracle-based business solutions and new business processes that develop and evolve as their digital business grows. Accenture has teamed with Oracle for more than 25 years and is a Global Cloud Elite and Platinum level member of the Oracle PartnerNetwork. Accenture is also certified as an Oracle Cloud Excellence Implementer. For more information on the Accenture and Oracle relationship, please visit www.accenture.com/oracle. Financial terms of the acquisition were not disclosed. About AccentureAccenture is a leading global professional services company, providing a broad range of services and solutions in strategy, consulting, digital, technology and operations. Combining unmatched experience and specialized skills across more than 40 industries and all business functions – underpinned by the world’s largest delivery network – Accenture works at the intersection of business and technology to help clients improve their performance and create sustainable value for their stakeholders. With 459,000 people serving clients in more than 120 countries, Accenture drives innovation to improve the way the world works and lives. Visit us at www.accenture.com.

    Forward-Looking StatementsExcept for the historical information and discussions contained herein, statements in this news release may constitute forward-looking statements within the meaning of the Private Securities Litigation Reform Act of 1995. Words such as “may,” “will,” “should,” “likely,” “anticipates,” “expects,” “intends,” “plans,” “projects,” “believes,” “estimates,” “positioned,” “outlook” and similar expressions are used to identify these forward-looking statements. These statements involve a number of risks, uncertainties and other factors that could cause actual results to differ materially from those expressed or implied. These include, without limitation, risks that: the transaction might not achieve the anticipated benefits for Accenture; Accenture’s results of operations could be adversely affected by volatile, negative or uncertain economic and political conditions and the effects of these conditions on the company’s clients’ businesses and levels of business activity; Accenture’s business depends on generating and maintaining ongoing, profitable client demand for the company’s services and solutions including through the adaptation and expansion of its services and solutions in response to ongoing changes in technology and offerings, and a significant reduction in such demand or an inability to respond to the changing technological environment could materially affect the company’s results of operations; if Accenture is unable to keep its supply of skills and resources in balance with client demand around the world and attract and retain professionals with strong leadership skills, the company’s business, the utilization rate of the company’s professionals and the company’s results of operations may be materially adversely affected; Accenture could have liability or Accenture’s reputation could be damaged if the company fails to protect client and/or company data from security breaches or cyberattacks; the markets in which Accenture operates are highly competitive, and Accenture might not be able to compete effectively; Accenture’s profitability could materially suffer if the company is unable to obtain favorable pricing for its services and solutions, if the company is unable to remain competitive, if its cost-management strategies are unsuccessful or if it experiences delivery inefficiencies; changes in Accenture’s level of taxes, as well as audits, investigations and tax proceedings, or changes in tax laws or in their interpretation or enforcement, could have a material adverse effect on the company’s effective tax rate, results of operations, cash flows and financial condition; Accenture’s results of operations could be materially adversely affected by fluctuations in foreign currency exchange rates; Accenture’s business could be materially adversely affected if the company incurs legal liability; Accenture’s work with government clients exposes the company to additional risks inherent in the government contracting environment; Accenture might not be successful at identifying, acquiring, investing in or integrating businesses, entering into joint ventures or divesting businesses; Accenture’s global delivery capability is concentrated in India and the Philippines, which may expose it to operational risks; as a result of Accenture’s geographically diverse operations and its growth strategy to continue geographic expansion, the company is more susceptible to certain risks; adverse changes to Accenture’s relationships with key alliance partners or in the business of its key alliance partners could adversely affect the company’s results of operations; if Accenture is unable to protect its intellectual property rights or if Accenture’s services or solutions infringe upon the intellectual property rights of others or the company loses its ability to utilize the intellectual property of others, its business could be adversely affected; Accenture’s ability to attract and retain business and employees may depend on its reputation in the marketplace; if Accenture is unable to manage the organizational challenges associated with its size, the company might be unable to achieve its business objectives; any changes to the estimates and assumptions that Accenture makes in connection with the preparation of its consolidated financial statements could adversely affect its financial results; many of Accenture’s contracts include payments that link some of its fees to the attainment of performance or business targets and/or require the company to meet specific service levels, which could increase the variability of the company’s revenues and impact its margins; Accenture’s results of operations and share price could be adversely affected if it is unable to maintain effective internal controls; Accenture might be unable to access additional capital on favorable terms or at all and if the company raises equity capital, it may dilute its shareholders’ ownership interest in the company; Accenture may be subject to criticism and negative publicity related to its incorporation in Ireland; as well as the risks, uncertainties and other factors discussed under the “Risk Factors” heading in Accenture plc’s most recent annual report on Form 10-K and other documents filed with or furnished to the Securities and Exchange Commission. Statements in this news release speak only as of the date they were made, and Accenture undertakes no duty to update any forward-looking statements made in this news release or to conform such statements to actual results or changes in Accenture’s expectations. 

    # # #

      Contact: Hannah UnkeferAccenture+1 206 839 2172hannah.m.unkefer@accenture.com 

    Standard Life joins Aberdeen Asset Management on Workday after merger | killexams.com real questions and Pass4sure dumps

    Workday was first adopted by AAM as its HR system-of-record prior to the merger due to problems with its previous software Share

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    In 2014, Aberdeen Asset Management (AAM) was one of Europe's largest asset managers, with more than $385 billion under management. These enormous assets required the support of 2,800 employees across 27 countries, but the legacy ADP HR.NET management system that they relied on was no longer fit for purpose and set to lose vendor support.

    As part of the procurement process for a new HR system, AAM took the unusual step of conducting a staff survey to find out what employees needed.

    "I think every single person said it was clunky," Nigel Rogers, global head of HR systems at AAM tells Computerworld UK. "The user experience and user interface was the really important thing."

    Rogers found a user-friendly replacement in the cloud-based Workday, which is now the company’s single HR system-of record across its global operations.

    "It's much more 21st century. It’s a consumer-grade application. It's intuitive. People have at most 15 minutes training in Workday and once you know how to do one process, you can do any process, because it's exactly the same. 

    "It's very straightforward and usually there's more than one way you can find things. Different people will use Workday in slightly different ways but get the same results out of it because of what they're used to and how they're used to operating it."

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    Here's why AAM opted for Workday and how it scaled the system to add another 6,000 employees overnight after its 2017 merger with Standard Life.

    Why Workday?

    Rogers picked Workday after extensive market research. The other leading HR systems at the time were SAP SuccessFactors and Oracle Fusion. Rogers first sought the advice of his fellow HR professionals in the HRS Centre of Excellence, part of the Corporate Executive Board (CEB) advisory firm.

    "Most of them were running SAP for their back office in one way or another and we talked about SuccessFactors," says Rogers.

    "I found out that hardly anybody was using the full suite of SuccessFactors. A lot of people were using Employee Central and they were quite lukewarm about it. But there was one lady in the room that was using Workday and she raved about it. She couldn't stop talking about how good it was. Another lady said she loved Workday too but she couldn't use it because she had SAP in the back office. Those very early informal references helped influence our decision."

    Rogers then approached Oracle, SAP and Workday to hear what they could offer. He set them a test to check the flexibility of their reporting.

    "We asked representatives from each company on the spur of the moment to do some reporting. They had no idea what we were going to throw at them. Workday were able to do reports that the more relational database-reliant systems couldn't do and that really impressed us. We saw this enormous strength and depth of the reporting functionality."

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    In March 2016, AAM went live with Workday. The company now uses the Human Capital Management (HCM), Absence Management, Benefits, Time Tracking, Performance Management, Advanced Compensation and Payroll Connector modules.

    "The original implementation was fantastic," says Rogers. "It was live on time, on budget and with the right scope. Kind of a perfect project. One global big bang across 27 countries."

    An extensive communication and training programme across department and locations helped ease the transition, meaning initial uptake was rapid.

    Although Workday was immediately working as expected, Rogers’ team were still initially inundated with questions from staff about the system.

    "In that first three months after you go live there are loads and loads of queries … this kind of hyper care period just after you go live is really difficult just because of the volumes of queries and it's all people asking the same questions," he says.

    He advises other companies considering a new HR system to avoid the traditional large RFB process of writing down requirements for twelve months and then asking vendors how they can fulfil them. 

    "It's just a completely out of date way of doing things. Especially with a drily standard thing like an HR system. So concentrate on what's different to you and get the vendors to show you that. Then don't underestimate the amount of work needed to move the data from one system to the other."

    Benefits of Workday

    Rogers believes the key benefits of Workday are its usability, reporting and security.

    The product provides easy access to information for both employees and managers, who have gained increased ability to focus on more strategic initiatives.

    "The access to information is much more straightforward in Workday, so rather than us having to write reports in whole, we've got hundreds of standard reports in Workday that managers can run for themselves," says Rogers.

    The whole HR department can use Workday as well as department heads, managers and their staff, all of whom need their own privacy settings.

    Workday enables this by giving individual members of staff access to different data sets and functionalities. Two employees can run the same report and receive separate results based on what they’re permitted to view.

    "Workday's security is very flexible," says Rogers. "There are standard roles and then we can configure those to our particular purposes. They enable not just what data you can look at but which processes you can run, so we can say that for example we need to allow or not allow a manager to start a pay review for somebody."

    Challenges of the merger

    Workday advertises itself as a system that can scale alongside company growth. This claim was put to the test in August 2017, when Aberdeen Asset Management merged with Standard Life to become Standard Life Aberdeen.

    Overnight, the business had become a FTSE 100 member and one of the world's largest investment companies. A mammoth operation was required to harmonise the IT systems and give access to Workday to 6,000 permanent employees at Standard Life as well as a range of contingent workers that support them.

    Shortly after the merger, the company added the recruitment module to the Workday deployment.

    "With this second implementation of rolling it out to Standard Life we've had quite a few challenges," Rogers admits.

    In February 2018, Standard Life Insurance was sold, removing 3,000 employees from Standard Life's total of 6,000. This development was a surprise to the IT department and caused issues with the Workday deployment.

    "That was a massive deal. Workday said that for two months before this move and for three months after they couldn't help us with transferring the rest of the population to Workday, so that put a bit of a spanner in the works in terms of the Workday project.

    "Then we've got this harmonisation of terms and conditions. I'm making sure that everyone's on the same benefits in the UK, everyone’s got the same holidays and those kind of things, and we decided after this first delay that it would make sense to do that at the same day as the Workday project, so we'd get everyone onto the same benefits before we go into Workday.

    "Otherwise we'd have done it once and three months later we'd have had to change it all, so that has also put back our original timescale. Now it's going to be Q3 next year before we go live,” he said.

    Hopes for Workday’s new roadmap

    Workday now has ambitions to grown into a fully-fledged ERP (Enterprise Resource Planning) system. The company has added financial applications to its original HR product and recently introduced enhanced planning capabilities through the acquisition of Adaptive Insights. 

    Read next: Workday CEO explains how the company plans to take on the ERP giants 

    Rogers had bought a license for Workday Planning before the acquisition was announced and may now wait until Adaptive Insights fully integrates with Workday before deploying. He does hope that the expanded product offering doesn’t lead the company to lose sight of what first made it a success.

    "I would rather Workday concentrated on getting the standard HR functionality that we use into the best possible state, rathet than going off to do something else," he says. 

    “Even Workday Finance was something I hadn't anticipated when we bought the product. In terms of ERP, I know Workday are talking about the large datasets and perhaps replacing business intelligence software.

    "Maybe that's appropriate for their huge customers but for the vast majority of Workday's customers are medium and small end it's not something that I think will ever be very important for us."



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