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Oracle has announced the Oracle Cloud Native Framework, to give developers a cloud native solution that spans public cloud, on premises and hybrid cloud deployments.

Capitalizing on Oracle Cloud Infrastructure and the lately announced Oracle Linux Cloud Native environment, the Oracle Cloud Native Framework goals to give a cloud native managed features and on-premise application.

The Oracle Cloud Native Framework also introduces Oracle capabilities, a serverless cloud provider according to the open source Fn undertaking.

with the aid of providing cloud native capabilities and offerings regardless of the deployment scenario and leveraging open requisites centered by using the Oracle is a platinum member of the Cloud Native Computing basis (CNCF), and says that via proposing cloud native capabilities and choices inspite of the deployment situation and leveraging open requisites dependent with the aid of the CNCF, it is proposing its clients with choice whereas meeting the broad deployment wants of builders.

“With the turning out to be popularity of the CNCF as a unifying and organizing drive in the cloud native ecosystem and businesses increasingly embracing multi cloud and hybrid cloud models, builders should have the flexibility to construct and installation their applications anywhere they opt for devoid of the hazard of cloud supplier lock-in. Oracle is making this a reality,” talked about Don Johnson, government vice president, product building, Oracle Cloud Infrastructure.

To additional permit builders to construct and set up contemporary purposes, Oracle is introducing a set of Oracle Cloud Infrastructure functions constructed on Oracle’s Gen 2 Cloud IaaS and existing foundational Kubernetes orchestration and management layer, the Oracle Container Engine for Kubernetes (OKE). These new choices are focused on three important Oracle Cloud Infrastructure cloud native layers: software Definition & construction, Provisioning, and Observability & evaluation

With the announcement of Oracle capabilities, a new serverless solution in keeping with the open source Fn undertaking, builders can install and execute feature-primarily based applications with out the deserve to manage compute infrastructure.

Oracle features is Docker container-based mostly and absolutely pay-per-use, so charges are incurred only when services are run. The underlying Fn venture, which Oracle services offers as a fully-managed service, can run on-premises, in a data center, or on any cloud. The Oracle Cloud Native Framework supports both cloud native and traditional (WebLogic, Java, and database) applications.

For greater suggestions, seek advice from https://cloud.oracle.com/iaas. 


CRN unique: Oracle's Channel Chief Departs For VMware | killexams.com Real Questions and Pass4sure dumps

invoice Swales, who ran North American channels for Oracle, left the enterprise in December for a new place at VMware.

In his three-and-a-half-yr tenure as channel chief for the Redwood Shores, Calif.-based application giant, Swales presided over a large shift of Oracle's accomplice ecosystem to a focus on selling an emerging line of cloud functions.

he'll be replaced via 25-12 months Oracle veteran Dale Weideling, sources told CRN.

Weideling's existing official position is vice chairman of accomplice management, where he develops channel method and programs. It remains uncertain if he is stepping into the channel chief position on a everlasting basis.

[Related: Oracle Product Chief Thomas Kurian Resigns]

VMware advised CRN that Swales may be reporting to Brandon Sweeney, senior vp for worldwide commercial, accomplice and Dell revenue & Operations.

The virtualization software leader could not immediately deliver a title for Swales' new position. A VMware spokesperson only observed he will focus on "a couple of projects to force the business's key boom initiatives, mainly their international business enterprise."

Swales informed CRN in a brief message that he'll be working on "world channel strategic projects" for VMware.

Oracle declined to touch upon the trade in channel management.

Swales got here to Oracle in July of 2015 from Hewlett-Packard, where he changed into vice president of the hardware colossal's industry typical server company in the Americas. He took over for wealthy Geraffo after Geraffo became expanded to senior vice chairman of North the united states expertise, hardware and public-sector earnings.

About half a yr later, in February of 2016, Oracle launched the greatest channel application revamp in its background to stronger respect, permit and reward companions for promoting its cloud capabilities.

When Swales first joined Oracle, the new channel chief did a "world tour" wherein he talked to a whole lot of Oracle's North American companions about what they felt become working, and what wasn't, observed one Oracle companion, who requested to continue to be nameless.

That companion mentioned Swales digested that tips and used it to construct his preliminary channel method—one which proved successful in convincing Oracle's whole channel to focal point on migrating customers' business functions and infrastructure to the cloud from on-premise implementations.

The rent is "a great stream for VMware," the CEO for a big country wide solution company, who did not want to be recognized, advised CRN. "invoice has worked at both Oracle and HP and is neatly revered within the channel. it be certainly a loss for Oracle – which isn't as channel-friendly as VMware."

The CEO pointed out Swales brings commercial enterprise muscle to VMware as it appears to extend its VMware Cloud on AWS business.

one other source referred to Swales’ departure comes with Oracle's North American channel group being reduced enormously over the closing a few years.

at the Oracle OpenWorld convention last October, Swales told CRN that Oracle partners need to focus on differentiation, and simply messaging what sets them apart.

"If a associate does not have a different skill around an Oracle cloud providing, they are of less cost to us," Swales observed in October.

Swales' instant substitute, Weideling, has climbed the ladder at Oracle in view that joining the enterprise in 1994 as a revenue supervisor in the Ohio area.

He grew to become a accomplice alliance manager two years later, and on the grounds that then, his profession has wholly focused on the channel side of Oracle's company.

Swales’ departure comes a couple of months after Thomas Kurian, Oracle's president and product chief answerable for the software tremendous's cloud transformation strategy, verified he left the company. Kurian will take over leadership of the cloud business of Oracle rival Google.


Oracle Unveils Oracle Fusion HCM and skill administration in the Cloud | killexams.com Real Questions and Pass4sure dumps

SAN FRANCISCO, CA--(Marketwire - Oct 5, 2011) - ORACLE OPENWORLD -- Oracle (NASDAQ: ORCL)

information statistics

  • Oracle nowadays launched Oracle Fusion HCM functions within the cloud, unveiling public cloud offerings of Oracle Fusion Human Capital administration (HCM) and Oracle Fusion talent administration.
  • part of the lately announced Oracle Public Cloud, Oracle's business-grade HCM cloud purposes present the merits consumers predict from SaaS (application as a provider), devoid of the barriers of area of interest SaaS solutions. They carry all the vigour of Oracle's most superior applications in a simple subscription pricing model.
  • With the industry's broadest company method insurance, comprehensive company intelligence and ground-breaking person adventure, the new releases supply probably the most complete HCM cloud features purchasable nowadays.
  • The Oracle Fusion HCM Cloud carrier unleashes the vigor of your people -- taking them beyond the work day with the vigor to foretell, align, collaborate, and lead. in contrast to area of interest SaaS offerings, Oracle Fusion HCM includes native capabilities to manage, pay and comply global.
  • The Oracle Fusion ability management Cloud provider gives clever performance studies and compensation administration. it really works hand in hand with Oracle Fusion HCM, or along with your current HR equipment.
  • The business Cloud: as simple as SaaS, As effective As Oracle

  • part of the recently introduced Oracle Public Cloud, Oracle's commercial enterprise-grade HCM cloud purposes present the advantages consumers are expecting from SaaS (application as a provider), without the obstacles of niche options. They carry the power of Oracle Fusion functions in an easy subscription pricing model -- without a hardware to purchase and no software to aid.
  • Oracle's Cloud functions are built on Oracle expertise and support customers' option of deployment models via offering portability between public cloud, private cloud and on-premise deployments.
  • groups can beginning with one module and develop to a full suite over time.
  • Oracle Fusion HCM Cloud carrier: promises a complete HCM suite, together with core HR, payroll, and benefits administration capabilities that permit corporations to:
  • control, song and analyze worker guidance and goals by way of worker dashboards that supply context-certain transactional enterprise intelligence.
  • keep worker directories in a portrait structure to give a complete view of worker profiles and effortless links to join with them.
  • combine worker provisioning and de-provisioning with id management, to simplify the essential on-boarding and off-boarding manner.
  • Oracle Fusion ability management Cloud carrier: gives you compensation management, incentive management, efficiency management and goal administration capabilities as a cloud provider. Oracle Fusion skill management also provides groundbreaking new features: together with network at Work, team of workers directory administration and visual talent evaluate. Oracle Fusion ability administration Cloud provider makes it possible for organizations to:
  • Analyze efficiency by way of embedded analytics that video display ability strategies and analyze effects.
  • set up buildings to advertise most reliable performance corresponding to performance management, goal administration parameters, ranking scales and instructions.
  • establish talents/expert networks by leveraging inner social networking shows to view relationships between employees, including formal organizational charts and advert hoc relationships.
  • Set, cascade and align organizational and particular person goals with individual profile management capabilities.
  • aiding Quote

  • "organizations no longer need to choose between the simplicity of SaaS and the vigor of real enterprise HCM," noted Chris Leone, neighborhood vice president of application development, Oracle. "Oracle Fusion HCM and talent administration within the cloud provide gigantic firms the freedom to take their HR equipment into the cloud, and provides transforming into organizations the vigor to fireplace their area of interest HR solutions and get enterprise grade vigour that can scale with their enterprise."
  • helping resources

    About Oracle OpenWorld Oracle OpenWorld San Francisco, the tips know-how event committed to assisting groups optimize existing systems and remember upcoming technology breakthroughs, attracts greater than forty five,000 attendees from 117 nations. Oracle OpenWorld 2011 presents greater than 2,000 educational periods, 400 product demos, exhibitions from 475 companions showcasing functions, middleware, database, server and storage systems, industries, administration and infrastructure -- all engineered for innovation. Oracle OpenWorld 2011 is being held October 2-6 at the Moscone core in San Francisco. For greater tips please discuss with www.oracle.com/openworld. Watch Oracle OpenWorld live on YouTube for keynotes, classes and more at www.youtube.com/oracle.

    concerning the Oracle Public Cloud The Oracle Public Cloud is an business-grade cloud that presents the advantages valued clientele are expecting from SaaS (utility as a provider) and PaaS (Platform as a provider), devoid of the boundaries of area of interest solutions. The Oracle Public Cloud has the entire vigour of Oracle's most superior expertise and functions in a simple subscription pricing model -- and not using a hardware to buy or utility to support.

    About Oracle Fusion applications Oracle Fusion functions are a hundred% open requirements-based company functions that supply a new regular for the way they innovate, work and adopt technology. Delivered as a complete suite of modular applications, Oracle Fusion functions work in conjunction with current purposes portfolio to adapt enterprise to a brand new degree of efficiency.

    About Oracle purposes Over 65,000 consumers international depend on Oracle's finished, open and built-in business functions to achieve superior outcomes. Oracle gives a secure path for consumers to advantage from the newest technology advances that enrich the client software journey and drive enhanced enterprise performance. Oracle applications unlimited is Oracle's commitment to consumer alternative through continual funding and innovation in latest functions offerings. Oracle's subsequent-era Fusion purposes construct upon that dedication, and are designed to work with and evolve Oracle's functions limitless choices. Oracle's lifetime aid coverage helps ensure consumers will continue to have a call in upgrade paths, in keeping with their enterprise needs. For more information on the newest Oracle applications releases go to: www.oracle.com/applications.

    About Oracle Oracle (NASDAQ: ORCL) is the area's most comprehensive, open, and integrated enterprise utility and hardware techniques business. For more advice about Oracle, please seek advice from their web web site at http://www.oracle.com.

    emblems Oracle and Java are registered logos of Oracle and/or its affiliates. different names may well be emblems of their respective house owners.


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    OOW17 – NSF assesses its move from EBS to Oracle Cloud HCM | killexams.com real questions and Pass4sure dumps

    NSF lab testing - photo via NSFWhen moving an HR system to the cloud, is it better to start incrementally with one or more talent mangement apps, or go straight in with the core HR system? When NSF, a global provider of product testing inspection and certification services, started its upgrade from Oracle E-Business Suite to Oracle HCM Cloud, it chose the incremental approach — but its experience suggests it would have been simpler to dive straight in with core HR.

    With 2,800 employees spread across 63 locations in 26 countries — and more than 3000 contractors in as many as 71 countries — the not-for-profit organization had been running Oracle E-Business Suite (EBS) for ten years, extending across HR and finance functions. But compensation management for merit increases and management bonuses was based on Excel spreadsheets, a time consuming and fragile process that was not sustainable as headcount continued to grow.

    This provided the initial impetus to implement Oracle HCM Cloud for goals, performance and compensation management, rolled out in a first phase to a subset of 1,000 employees in eight countries. One of the biggest challenges this threw up was syncing data between the two systems. The EBS instance was much more tolerant of loose data formats than HCM Cloud, which has more stringent data validation for fields such as address and phone number. This meant devoting a lot of resource preparing the data for use in HCM Cloud.

    The original plan for the next phase was to implement Taleo to provide a much-needed global applicant tracking system. But after taking advice from Oracle and from implementation partner DriveStream, NSF decided to implement core HR before adding any more new applications, to avoid later integration headaches.

    Building cloud advocacy

    In retrospect, the data issues meant it would have been easier to start with core HR at the same time as implementing performance and compensation management, says Wayne Overla, Global HRIS Manager, speaking in a session yesterday at OOW17:

    If they could go back in time I think we’d implement compensation and performance management at the same time as core.

    But while it would have avoided extra work on normalizing the data, it might have been a leap too far for the organization. Putting in those first applications had helped build enthusiasm for going to the cloud, he explains.

    It was that successful implementation of compensation, performance management and goals that allowed us to go in to core HR and take a bigger step into the cloud. It was the proof of concept, if you will.

    Our senior management were all part of that small subset of individuals that were in [the first phase]. They liked using it, found it easy, so when I came to them and said, ‘Hey they need to do core HR,’ there was very little resistance.

    Rolling out the smaller application also helped the change management process as it effectively created a pool of advance advocates for the cloud system.

    It allowed us to introduce a subset, and the next year in compensation they allowed all people leaders to do recognition and an additional 400 people. So for the final jump into the cloud, at least the people leaders had some experience already to be ambassadors to their team. I think it really helped user adoption.

    Benefits of going cloud

    Core HR has just gone live across all 2700 employees in 26 countries, along with employee and manager self-service, benefits, and a basic implementation of absence management. Performance management will be extended next year to those who were not in the initial roll-out. Overla commended the help DriveStream had provided in successfully transferring three years of historic data as well as other aspects of the implementation.

    He mentioned several issues that arose in the course of the project.

  • NFS uses ADP Workforce Now for payroll, for which Cloud HCM does not have built-in integration, so NSF had to build a custom integration.
  • In some countries, NSF has several legal entities. That needs careful forethought as changing legal entities in Cloud HCM is a challenge.
  • Workflow delegation rules that were in place in EBS could not be exported across to Cloud HCM.
  • The default expense account functionality that’s provided in EBS requires a separate finance license in Cloud HCM — it took a while to figure that out.
  • But the benefits gained were worth the effort. Overla highlighted five worthwhile outcomes.

    A standard global HR toolset

    In their business model, a good deal of their growth comes from acquisition. Oftentimes HR is the last to know. I can’t tell you how many times I’ve heard, ‘Oh by the way they just bought a lab, we’re onboarding tomorrow, in Germany.’ In EBS it was much more difficult to integrate a new country, get the legislative packs to run, all the setup to do. It’s much easier to roll them out in the cloud. On top of that, rolling the standard toolset.

    Modern look and feel

    We’ve got the modern look and feel that their employees wanted. Most of them really despised the look and feel of EBS. It made them nervous, versus the modern look and feel of [HCM Cloud], which looks much more like navigating a modern website.

    Our HR staff feels that Fusion’s a lot easier to use. The railroad train stop methodology in hiring an employee, for instance, or promotions, are a lot easier than hunting and picking for the fields that you need to fill out in EBS.

    Business intelligence

    We also got some enhanced business intelligence. There was no visibility into the data for managers before. In fact, managers and employees only had self service in the US. Outside the US, which is about 56% of their population, they had no visibility into their data. So even as simple as, who’s on their team, they’d have to contact HR.

    Data validation

    We have richer built-in data validation for address and phone number.

    Scalable growth

    It’s a more scalable solution for us to roll forward. We’re at about a 15% headcount growth year over year, and this year they added nine new countries. That scalability is really important for us.

    HRTechWorld 2017 Amsterdam digsupport 590px

    Image credit - via NSF International

    Disclosure - Wayne Overla was speaking in a DriveStream partner session at Oracle OpenWorld. Oracle is a diginomica premier partner at time of writing and funded the author's travel to attend OOW17.


    What's The Matter With Workday? | killexams.com real questions and Pass4sure dumps

    No result found, try new keyword!What's the matter with Workday? Nothing really ... HANA does not equal cloud and as far as I can tell they don't have a multi-tenant true cloud offering that is even underway for financials…And from t...

    HIPAA Risk Assessment Guide for Smaller Practices | killexams.com real questions and Pass4sure dumps

    Disconcertingly, one in four practices (25%) are failing meaningful use audits by the Centers for Medicare and Medicaid Services (CMS). The #1 reason for failure is the absence of a full-spectrum healthcare risk assessment.

    These assessments or analyses are important compliance measures, and you do have options in how to move forward. A risk assessment can be conducted in-house if you have that knowledge. You can also contract an outside provider. To see how you would proceed with healthcare-compliant risk analysis on your own, these are the key steps.

    HIPAA Risk Assessment Guide

    Step 1 – Use the ONC risk analysis tool.

    A Security Risk Analysis (SRA) Tool is available from the Office of the National Coordinator for Health Information Technology (ONC). The ONC clarified that installing and going through this software is “not required by the HIPAA Security Rule [from the Health Insurance Portability and Accountability Act of 1996], but is meant to assist providers and professionals as they perform a risk assessment.”

    While this tool is optional, walking through it is a good idea because it directs you through the concerns regulators wants you to have. Also, while government tools are not always user-friendly, and while the design of the SRA Tool is not entirely intuitive, its content is an assistance mechanism in completing these projects.

    The Security Risk Assessment Tool is formatted as a questionnaire, with 156 questions. It essentially goes line by line through the regulations, turning each stipulation of healthcare law into a question of whether your organization is in the right position. As you reply to the questions, you reveal the action steps for you to achieve compliance.

    Step 2 – Review the HIPAA Security Rule safeguards.

    To better understand why risk assessment is critical and how it functions, it helps to review the three-pronged safeguards – administrative, physical, and technical – within the Security Rule. These safeguards are integrally connected with a risk analysis: the Department of Health and Human Services’ (HHS’s) Security Rule summary noted that “by helping to determine which security measures are reasonable and appropriate for a particular covered entity, risk analysis affects the implementation of all of the safeguards contained in the Security Rule.”

    In other words, the way that things look for your organization in terms of what can go wrong and how likely that problem is, you will know where and how to bolster your defenses the most. Also be aware that “reasonable and appropriate” should not be misunderstood: the recent ruling (June 2018) in favor of the OCR and against a Texas cancer center highlights the fact that regulatory flexibility does not mean requirements are optional (i.e., reasonable measures that fit the situation must be taken).

    The essentials on the safeguards are as follows, as indicated by HHS (and again, the specific safeguards you use will be revealed as you perform the risk assessment)

  • Technical safeguards – These defenses include controls related to transmission of data; integrity controls, which protect against the destruction or modification of data; audit controls, mechanisms to log activity within ePHI-containing systems; and access controls, technologies and processes that keep unauthorized users from accessing confidential data.
  • Physical safeguards – These elements include device and workstation protections, including processes and policies for reuse, elimination, migration, and disposal of electronic media. They also include controls, access procedures, and policies that restrict building admittance.
  • Administrative safeguards – These protections include the need for internal assignment of a HIPAA security officer; the implementation of role-based access and other controls to prevent unauthorized exposure; assessment of the management process through which risks are regularly assessed and addressed; the existence of high-quality workforce training and management; and regular reassessment.
  • Step 3 – Follow advice from the HHS & MGMA.

    The basic skeleton of a risk assessment is provided by the HHS in its Security Rule summary, and its parameters are interpreted and extended by the Medical Group Management Association (MGMA) in its 2017 report “Reducing Risk for Small Provider Practices,” published by the National Institute of Standards and Technology (NIST).

    The HHS noted that it is important to gauge risks to health data in terms of how likely they will occur and what the effect would be. Small providers should use this same approach, noted the MGMA, focusing especially on its use of the internet and likelihood of the biggest online threats.

    Another key of a risk assessment, per the HHS, is to implement protections (which could be in numerous forms, such as technologies, policies, and people) to meet the danger to ePHI that is posed by the risks you have revealed. The MGMA added that your concern is the extent to which you have the three types of HIPAA-mandated safeguards (technical, physical, and administrative) in place as described above. Another note from the MGMA is to prioritize. Center your efforts on the most problematic areas that often lead to breaches: remote access; email and texting; mobile access; and staff policies.

    Also record the steps that you have taken to launch, maintain, and routinely review protections, said the HHS. As relevant (i.e., when you are not taking the standard approach), provide your reasoning.

    Finally, said the HHS, the safeguards that you establish must be properly maintained over time (which is follow-through for the regular reassessment plans discussed above).

    Another step you might want to take, from the MGMA, is to get verification from a standardized, independent assessment. “Encourage 3rd party security accreditation/certification,” said the association. One key way to do that is to go beyond expecting HIPAA certification to additional measures such as a Statement on Standards for Attestation Engagements 18 (SSAE 18; formerly SSAE 16) audit, which is a systematized review of your systems following a plan laid out by the American Institute of Certified Public Accountants (AICPA).

    Step 4 – Ensure all your business associates complete risk assessments.

    The HHS also noted specifically that risk assessments are needed by all organizations that handle ePHI, including covered entities and their business associates. That means all companies and agencies that must concern themselves with HIPAA compliance (i.e., ones that handle sensitive health data) must also, by default, perform risk assessments. As you determine your business associate, be certain that risk analysis policies are written into business associate agreements (BAAs) and that the organization meets (as advised by the MGMA) third-party certifications such as SSAE 18 compliance.

    By Marty Puranik



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