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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
: 178 Real Questions

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Oracle Oracle Fusion Workforce Compensation

Oracle offers Roadmap For Combining Taleo, Fusion purposes | killexams.com Real Questions and Pass4sure dumps

Oracle will combine its quickly-to-be-got Taleo cloud-based mostly ability management applications with its own Fusion Human Capital administration software and with the Oracle Public Cloud service below a plan outlined through Oracle executives Friday.

"We're bringing the two solutions together on a utility-as-a-service basis, delivered throughout the cloud," talked about Thomas Kurian, Oracle government vp of product building, in a Webcast.

however Oracle will proceed to present the Taleo utility, including functions for worker recruiting, practicing and development as individual modules, Kurian referred to.

earlier this month Oracle and Taleo announced a deal below which Oracle will acquire Taleo, a Dublin, Calif.-based developer of cloud-primarily based human useful resource management functions, for $1.9 billion. The organizations expect to finished the acquisition across the core of the year.

The executives emphasised that while the Taleo acquisition provides to Oracle's Fusion software plans, it would not disrupt them. "there isn't any change to their approach or their Fusion roadmap and unencumber time table," observed Oracle president Mark Hurd, within the Webcast. "Taleo is incremental to Fusion."

Oracle's next-technology Fusion fiscal, HCM and CRM functions are designed to at last be successful its Oracle E-company Suite and acquired applications corresponding to PeopleSoft, JD Edwards and Siebel. Oracle introduced the frequent availability of the Fusion applications, which had been beneath development for a couple of years, ultimately fall's Oracle OpenWorld conference.

Taleo's functions for worker recruiting, onboarding, and getting to know and building will develop into a part of the Fusion HCM lineup. The Taleo performance administration application can be combined with the Fusion HCM efficiency administration application "right into a single providing that has all the elements [of both&#ninety three; and may enable for a seamless upgrade for all customers," Kurian stated.

The leisure of the Fusion HCM software lineup will continue to be as is, together with application for worker engagement and retention, compensation and advantages, and ability overview. That closing software helps companies analyze the capabilities of their employees and develop hiring, compensation and succession plans to meet the company's anticipated needs.

The Taleo software additionally will become a part of Oracle's Public Cloud service which additionally became unveiled ultimately 12 months's Oracle OpenWorld. which will expand the purposes' capabilities, corresponding to making it possible to enhance a "talent directory" of worker competencies and use predictive analysis to identify key employees who're susceptible to leaving.

"Oracle intends to integrate Taleo with the Oracle Public Cloud because it allows for us to lengthen Taleo's capabilities with social networking, id management, business analytics and a few other capabilities which are a part of Oracle's Public Cloud," Kurian talked about.


country wide devices Transforms global HR With Oracle HCM Cloud | killexams.com Real Questions and Pass4sure dumps

REDWOOD SHORES, CA, Jul 31, 2014 (Marketwired by the use of COMTEX) -- Oracle ORCL, +0.07%

news summary

countrywide contraptions (NI) equips engineers and scientists with tools that accelerate productiveness, innovation, and discovery to satisfy no longer most effective grand however also each day engineering challenges in an increasingly complex world, and continues to experience becoming demand for its technology. To help meet that demand and scale its company, NI chosen Oracle Human Capital management (HCM) Cloud to superior identify and leverage excellent talent from throughout its global organization. by standardizing on Oracle HCM Cloud for core HR functions, NI is stronger geared up to unify HR information, manipulate personnel and candidates, and maximize the efficiency of important HR strategies.

news information

-- To more advantageous identify and leverage the international skill obligatory to helps its growth, NI has implemented Oracle world Human materials (HR) Cloud, a part of Oracle Human Capital administration (HCM) Cloud. -- With 7,one hundred personnel in 50 international locations worldwide, NI essential to change multiple legacy HR systems with a modern, cloud-enabled equipment that may efficiently hold consistent and accurate employee assistance on a global scale. -- After evaluating diverse alternate options, NI selected Oracle HCM Cloud, as it offers the scalability and flexibility required to optimize important initiatives comparable to managing headcount, recruitment, onboarding, and gaining knowledge of. -- Oracle international HR Cloud will additionally support managers and executives better bear in mind their personnel and increase their ability through supplying a single, true-time device for all worker statistics it really is thoroughly integrated with NI's current Oracle E-enterprise Suite footprint. -- furthermore, with the aid of streamlining administrative processes, Oracle HCM Cloud will allow NI's HR group to spend extra time nurturing latest talent, competitively recruiting accurate candidates and ensuring each employee is efficiently onboarded. -- employing a phased approach that began with world HR, self-service, and employee benefits administration within the U.S., NI went live on Oracle HCM Cloud in March 2014. -- As a part of its implementation NI centered a worldwide HR shared service center to make certain the consistency and accountability of employee facts worldwide. this can deliver an exceptional foundation for its adoption of Oracle skill administration Cloud for compensation, performance administration, intention management, ability review, and recruiting.

helping Quote

-- "considered one of their desires at NI is to create a pretty good region to work for our employees. As an HR crew they are looking to be capable of focal point on constructing our skill. for the reason that they have skill found in about 50 countries it is very critical that their HR gadget is industry regular and consistent throughout borders, so that HR, managers and personnel can spend much less time gathering statistics and extra time the use of that facts for effective resolution making," observed Wendy Cottrell, senior HRIS manager, NI. "Being a know-how company, they location significant cost on the software they use, it's why they accept as true with their HCM application now not simply an HR answer but a enterprise solution. They took their choice to choose Oracle HCM Cloud very significantly. They expect that it's going to have an important influence on the way they function and are excited to see the outcomes unfold."

assisting supplies

-- Oracle Human Capital management -- Oracle HCM Cloud -- Oracle global Human resources Cloud -- Oracle ability management Cloud -- Oracle Human Capital management blog -- Oracle HCM on Twitter -- Oracle HCM on facebook -- Video: countrywide contraptions Selects Oracle Fusion HCM to support their business more desirable manager HR capabilities

About NI since 1976, NI has made it feasible for engineers and scientists to clear up the world's ideal engineering challenges with potent, flexible technology options that accelerate productivity and force fast innovation. purchasers from a wide selection of industries -- from healthcare to car and from purchaser electronics to particle physics -- use NI's integrated hardware and utility platform to increase the world they reside in.

About Oracle Oracle engineers hardware and utility to work together within the cloud and to your data core. For extra counsel about Oracle ORCL, +0.07% discuss with www.oracle.com.

Trademark Oracle and Java are registered logos of Oracle and/or its associates. other names may well be trademarks of their respective owners.

Contact dataDanielle Cormier-Smith Oracle +1.610.766.3463 e-mail Contact

supply: Oracle company

(C) 2014 Marketwire L.P. All rights reserved.


Oracle Sees HR utility, CRM Catching On in the Cloud as Fusion Apps Launch | killexams.com Real Questions and Pass4sure dumps

home   →   management application   →   Oracle Sees HR application, CRM Catching On within the Cloud as Fusion Apps Launch Posted April 27, 2011 by way of Paul Shread     remarks

With Oracle's Fusion purposes starting to roll out, CRM and HR application garner the most interest from cloud consumers.

Oracle (NASDAQ: ORCL) has begun rolling out its long-awaited Fusion purposes, with greater than one hundred modules spanning financials, human elements, CRM, provide chain administration and governance, possibility and compliance (GRC).

greater than 50 valued clientele are in an early adopter program for Fusion apps. last week, Oracle shined a highlight on its human materials (HR) software applications with a pair of webcasts on Oracle Fusion Human Capital administration (HCM).

In an interview with eCRM e book, Gretchen Alarcon, vp of Oracle Fusion HCM method, observed one feature of HCM — and all of the Fusion functions — is better company intelligence.

With better BI, HR departments can analyze earnings, compensation and promoting considerations and use predictive analytics to aid with job pride, worker retention, promotions and efficiency. taking a look at considerations like time in job, vacations taken and lifestyles events, Alarcon pointed out or not it's possible to predict which personnel are at a excessive chance of leaving, for example.

The capacity to measure the impact of alterations in compensation, performance and different enterprise processes is "the place loads of HR individuals delivery to get in fact excited," she observed.

HCM can also be deployed as on-premise application or via hosted, on-demand or cloud solutions. Fusion apps are designed to be SaaS-ready, she referred to, however HCM and CRM are the purposes which are drawing essentially the most cloud interest from valued clientele to date.

Alarcon stated Oracle Fusion apps have been designed the usage of what the company has discovered about specifications, expertise and service-oriented architectures (SOA) and matched it with remarks about how people work with a device. HCM, for example, offers a role-based mostly user journey and is in keeping with consumer habits, such as for line managers or frequently interrupted personnel.

HCM presents core HR services like payroll and benefits and greater superior aspects like efficiency and goal management, compensation management, body of workers prediction, staff lifecycle administration, talent evaluation and collaboration and social networking.

For extra on Oracle's new Fusion applications, see Oracle Marries enterprise Intelligence with CRM, ERP in New Fusion Apps


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Oracle Fusion Workforce Compensation Cloud Service 2016 Implementation Essentials

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Oracle goes after Workday, SuccessFactors with Fusion HCM | killexams.com real questions and Pass4sure dumps

Oracle is getting ready to challenge SaaS human resources vendors like SuccessFactors and Workday with Fusion HCM (human capital management), one component of its long-awaited Fusion Applications suite.

While all Fusion Applications will be deployable on-premises, during a webcast event on Wednesday Oracle executives spent much of the time laying out the details and benefits of running Fusion HCM in the cloud.

Oracle is now the industry's second-largest SaaS provider, with 5.5 million users being served by its Cloud Services division, said Steve Miranda , senior vice president of Fusion application development. That unit provides traditional application hosting, managed services and subscription SaaS (software as a service).

While Oracle will offer standard hosting for Fusion HCM, the software will also be available in multitenant form, he said.

Multitenancy differs from traditional hosting, in that it allows many companies to share the same instance of an application while keeping their data separated.

SaaS vendors rarely talk up the technical details of multitenancy. But they have used its benefits, which include the ability to apply upgrades frequently and more easily to customers, as marketing pegs.

To that end, "enhancements" to SaaS Fusion HCM will be delivered every six months, according to Oracle's website.

In addition, Fusion HCM and other Fusion Applications will have a single code line no matter what the deployment model, giving customers the ability to make an easy switch if desired, Miranda said.

Fusion Applications, which have been in development for about five years, are supposed to combine the top attributes of Oracle's various ERP (enterprise resource planning) product lines into a next-generation suite. Oracle has especially touted the software's superior user interface and the presence of analytics throughout the applications.

Fusion HCM's functional areas include payroll and benefits; compensation management; performance and goal management; and workforce prediction, among others.

It also has prebuilt integrations with Oracle's PeopleSoft, JD Edwards and E-Business Suite products. This provides some convenience for customers, but also underscores the fact that Oracle is expressly avoiding any suggestion that customers will be forced to move to Fusion. The heavy emphasis on SaaS could also help Oracle make sales into companies where they don't have much of a presence at the application level.

Instead, the vendor has pushed a theme of "coexistence" for Fusion and customers' current implementations, with adoption coming at the pace they desire. The strategy has limited downside for Oracle, since it will continue to collect lucrative annual maintenance revenues from customers who don't take to Fusion.

But some already are. Wednesday's webcast featured an appearance from Brian Ness CIO of corporate services at the Principal Financial Group, a financial services company that has gone live on Fusion HCM's Workforce Compensation module as part of Oracle's early-adopter program.

While any implementation "is going to have some bumps," and the company did, an overwhelming majority of Principal Financial Group's users have expressed positive feedback about the software, according to Ness. It plans to add more Fusion HCM modules over this year and next.

What wasn't clear from the webcast is when Fusion HCM or other Fusion applications will be generally available to customers outside the early-adopter program.

During September's OpenWorld conference, Oracle CEO Larry Ellison told an audience that general availability for Fusion Applications would be in the first quarter of 2011.

Under one interpretation of Ellison's statement, Oracle has missed that deadline. But Ellison may have been referring to the first quarter of Oracle's fiscal year, which begins in June.

Oracle executives did not take questions during the conference, and the company did not respond to a request for further comment Wednesday.

Chris Kanaracus covers enterprise software and general technology breaking news for The IDG News Service. Chris's e-mail address is Chris_Kanaracus@idg.com

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The IT Workforce Conundrum | killexams.com real questions and Pass4sure dumps

In the Information Society that they seem to be inhabiting, it has become a cliché to talk about the insatiable demand for information technology workers. The IT workforce shortage is an annoying reality, but it makes sense. In agricultural societies of the past, a significant percentage of the populace ended up as farmers to serve that economic model. Things are no different in this era; only the economic engine has changed.

In fact, I'd go so far as to say we're at the very beginning of the Information Society — basically the “hunter and gatherer” stage. At this point, whole battalions of tech workers are required to keep the system humming along.

And there's little doubt that the demand for IT workers is growing. This year, a Money magazine article documented that software engineering, a typical IT occupation, can expect 46 percent growth over the next 10 years. Or at least that's the hope. Hardly a month goes by without some report lamenting the fact that we're not turning out enough scientists and engineers to satisfy the demands of the information technology sector. It's not that IT jobs are getting a bad rap. That same Money magazine article rated software engineering as the top career pick, based on growth, pay, stress levels and other factors.

So what's going on?

Analysts have proposed a number of reasons why their output of IT professionals is so low. Some believe schools are failing to provide students with enough science and math education in grades K-12. Some are pointing to the dot-com bust that forced workers into other pursuits during the early 2000s. Others believe the high-tech outsourcing phenomenon and the use of H1B visas is persuading workers to seek employment in other careers — those that can't be shipped overseas or undercut by foreign-born workers.

All of these explanations have some validity. To be sure, college student enrollment in computer science programs is down substantially from the 1990s — around 20 percent according to the Computing Research Association. In fact, the peak numbers reached in the last decade reflected the Internet boom and represented twice as many CS students as there were in the 1970s. Outsourcing is helping to meet the demand of some types of IT jobs, but many companies are still hard-pressed to find qualified tech workers.

A recent PricewaterhouseCoopers (PwC) report predicts that competition for high-tech talent is going to become even more severe over the next few years as globalization absorbs the remaining technology workers around the world. The report says that while companies have been forced to look offshore in order to gain access to larger pools of talent, even this resource is not bottomless. European and Asian executives anticipate a severe shortage of tech talent within the next three years. And, according to the report, worker compensation is being equalized globally; even India and China are not considered low-cost anymore.

The PwC report also recognizes that science and math skills, by themselves, are not enough. The most successful tech workers are able to innovate, collaborate and manage change. Technology companies need to recognize this and employ strategies to develop and manage their human capital accordingly — such as partnering with schools to develop technology education programs and providing individualized career development for their employees. Some of the larger IT companies, such as Intel, IBM and Yahoo, have processes in place to do things like this and are achieving various degrees of success.  But overall, the industry has not changed the supply-demand imbalance of tech workers.

That's the big picture — but maybe not big enough. I can't help thinking something is missing. Eventually, they have to ask ourselves why it's so difficult to develop and maintain well-paying jobs that are highly regarded by society. Maybe we're forgetting something more fundamental.

Here's a theory: Most people don't want to be information technologists.

In fact, I would guess that at any particular time, only a small minority of the population is genuinely interested in (and capable of) doing this type of work. This is reflected by the actual number of people in the IT workforce — around 3.5 million, out of a total workforce of 141 million. You don't have to look too far to understand why. Here's a typical example of a job ad for a software engineer in Silicon Valley:

Job description:

Company X looking for senior level engineer to provide technical leadership and implementation skills to help drive the development team to success in producing quality software … to build new and maintain existing medium and large scale web-based applications … focused on developing consumer tools and aggregating data from retailers and make its service available to other sites as they look to increase their ad inventory and consumer value.

Requirements:

  • 3+ years of PHP programming, 7-10+ years of professional programming experience
  • 5+ years of programming within Unix/Linux environments
  • 3-5+ years of Java
  • 5+ years working with Production Relational Database Systems (MySQL, Oracle or Postgres)
  • 3+ years acting as a development lead
  • Perl/BASH/Shell scripting experience
  • Javascript and AJAX experience
  • Very comfortable working with and debugging Apache
  • Strong object-oriented programming skills
  • Oracle and MySQL and PHP integration
  • Working knowledge of Subversion and repositories a plus
  • Experience with Zend IDE and tools a big plus
  • Understanding security issues surrounding deploying distributed, large scale web-based applications
  • Confidence to participate, contribute and lead within a fast-paced, technically aggressive, and highly skilled development team
  • How many people have the specialized tech background to match the acronym soup in this job description? And of these individuals, how many are going to want to do this job for very long? They can't just assume it's reasonable to turn large portions of the citizenry into software developers, hardware engineers and database analysts just because their economic model demands it.

    Some wishful thinkers are suggesting that they can turn poets into programmers if the right education and incentives are available. But coercion through cultural tinkering or monetary incentives will only take us so far. Even in the PwC study, it was noted that less than half of the IT execs reported that base pay was a “highly effective” method of compensation for attracting and retaining employees. Other benefits such as flexible work hours, extra leave, telecommuting and day care support can make a job more bearable, but not more fulfilling.

    So it's hard to imagine how we're going to transform their workforce to meet the escalating demands for IT professionals. I propose that if we're going to get beyond the “hunter and gatherer” stage of the Information Society, we're going to have to think about the problem differently. Instead of churning out hordes of technicians, they will need use their precious IT workers more efficiently. From 1750 to 1900, the Agricultural Revolution dramatically reduced the number of farmers by employing advanced food-raising technologies, effectively bringing an end to agricultural-based economies. A true Information Revolution could accomplish the same thing for their IT-based economy.

    How might this happen?  I'll talk about this in next week's issue.

    —–

    As always, comments about HPCwire are welcomed and encouraged. Write to me, Michael Feldman, at [email protected].


    25 fastest growing tech certifications right now | killexams.com real questions and Pass4sure dumps

    In my recent blog listing the highest paying tech certifications reported in their firm’s long-running benchmark index of cash premiums for certified and noncertified skills, I explained the rationale for companies paying workers extra cash for tech certifications on top of their base salary. In a nutshell, HR departments trying to survive in today’s volatile labor marketplace with inflexible pay practices and aging HR systems will use skills premiums to compete with peer organizations that already have greater agility built into their salary and bonus programs.  

    [To comment on this story, visit Computerworld's Facebook page.]

    But why do some employers require a certification and others don’t when it comes recognizing and rewarding special skills? And what about the hundreds of skills for which there are no certifications, such as C++, Ruby on Rails, and dozens of open-source software tools?   

    It’s a local matter

    Certifications have always been controversial. Two chief criticisms have been vendors that make it too easy for professionals to earn certification in their products and the idea that earning a certification by itself doesn’t necessarily translate to competence or success on the job.

    There have been testing scandals involving third parties selling test answers. Vendors have fought back by adding real-time laboratories to demonstrate knowledge in practical terms, and some even began incorporating peer review panels for more advanced level certifications as the final step in deciding who gets awarded certification and who does not.

    But the real issue is this: Are certified workers better qualified than noncertified workers to perform a job? Can a 90 question multiple choice test truly attest to competency when a passing score is 65%? It’s really a highly subjective local matter.

    The fact is, tech skills knowledge and expertise is only one contributor to job success. Most employers have their own ways of interviewing and evaluating talent for quality and fit and ascertaining the value of a certification. Also important: "soft" skills and how well a person adapts to team culture and work environment, and how adept a person is at connecting their skills and aptitude to serving their employer’s customers and business strategies. There are countless moving parts for employers to consider in these equations.

    Certifications are perhaps best suited for two situations: beginners entering the job market for the first time and established workers looking to change the direction of their career. Having a credential that maps to a target job when you’re just starting out helps establish a perception of commitment and credibility. For those already working -- say a network administrator with security responsibilities who wants to work in information security full time -- a certification is just the ticket to expand skills and make that shift.  

    Our data sample

    Extra pay awarded to 70,725 U.S. and Canadian IT professionals for 893 certified and noncertified IT and business skills has been tracked and updated every three months in the IT Skills and Certifications Pay IndexTM (ITSCPI) for seventeen years. Research partnerships with 3,018 employers yields data covering a total of 258,848 IT professionals at companies representing 44 industries plus the public and not-for-profit sectors.    

    Fastest growing tech certifications, last six months  

    The following certifications have recorded the highest gains in market value pay premiums in the six months ending on January 1, 2017. They've grown between 20 percent and 50 percent in value in this period and are shown in descending rank order of market value gain (including ties), arranged alphabetically within each rank.

  • Certified Secure Software Lifecycle Professional  
  • (Tie) Certified in the Governance of Enterprise IT  GIAC Information Security Fundamentals  
  • GIAC Certified Perimeter Protection Analyst
  • (Tie) HP Accredited Technical Professional (all)Linux Professional Institute certification
  • (Tie) Red Hat Certified System Administrator in Red Hat OpenStack
  • (Tie) Certified in Risk and Information Systems ControlGIAC Secure Software Programmer -- Java
  • (Tie) EC-Council Certified Security AnalystGIAC Enterprise DefenderGIAC Web Application Penetration TesterJuniper Networks Certified Internet AssociateOracle Certified Associate -- WebLogic Server AdministratorSAS Certified Advanced Programmer
  • (Tie) EMC Storage Administrator -- SpecialistGIAC Certified Penetration TesterGIAC Exploit Researcher and Advanced Penetration TesterGIAC Systems and Network AuditorInfoSys Security Architecture Professional (ISSAP/CISSP)Juniper Networks Certified Internet ProfessionalMicrosoft Certified Professional Developer (all)Microsoft Certified Technology Specialist: SQL Server 2008 (all)Microsoft Certified Solutions Expert: Business IntelligenceOracle Certified Professional -- Oracle Fusion Middleware11g Forms Developer
  • A word on pay vectors for certifications

    Certifications that are displaying robust growth aren’t necessarily the newest, most popular hot skills in the marketplace.

    Sometimes they're older certifications no longer in ample supply and spiking in short term demand because of market forces associated with a new product(s) -- or perhaps an event. Other times they may be getting a new boost from a certification extension by the vendor. In the list above are a few certifications that appear to be enjoying a bit of short term market "heat" that will likely abate in three to six months.  

    This article is published as part of the IDG Contributor Network. Want to Join?

    Copyright © 2017 IDG Communications, Inc.



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