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Oracle Oracle Absence Management Cloud

Oracle proclaims Cloud aboriginal Framework | killexams.com actual Questions and Pass4sure dumps

Jan 9, 2019

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

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

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

with the aid of providing cloud aboriginal capabilities and offerings regardless of the deployment scenario and leveraging open requisites centered by using the Oracle is a platinum member of the Cloud aboriginal Computing basis (CNCF), and says that via proposing cloud aboriginal 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 election whereas meeting the broad deployment wants of builders.

“With the turning out to breathe popularity of the CNCF as a unifying and organizing drive in the cloud aboriginal ecosystem and businesses increasingly embracing multi cloud and hybrid cloud models, builders should own 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 simultaneous 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 original choices are focused on three considerable Oracle Cloud Infrastructure cloud aboriginal layers: software Definition & construction, Provisioning, and Observability & evaluation

With the announcement of Oracle capabilities, a original 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 race on-premises, in a data center, or on any cloud. The Oracle Cloud aboriginal Framework supports both cloud aboriginal and traditional (WebLogic, Java, and database) applications.

For greater suggestions, hunt recommendation from https://cloud.oracle.com/iaas. 


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

invoice Swales, who ran North American channels for Oracle, left the enterprise in December for a original status 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 big shift of Oracle's accomplice ecosystem to a focus on selling an emerging line of cloud functions.

he'll breathe 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 breathe 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' original position. A VMware spokesperson only observed he will focus on "a brace of projects to constrain the business's key boom initiatives, mainly their international business enterprise."

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

Oracle declined to paw 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 original channel chief did a "world tour" wherein he talked to a all 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 breathe nameless.

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

The rent is "a worthy stream for VMware," the CEO for a mountainous country wide solution company, who did not want to breathe recognized, advised CRN. "invoice has worked at both Oracle and HP and is neatly revered within the channel. it breathe 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 ultimate October, Swales told CRN that Oracle partners exigency to focus on differentiation, and simply messaging what sets them apart.

"If a associate does not own 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 brace 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 capture over leadership of the cloud business of Oracle emulate Google.


Oracle Unveils Oracle Fusion HCM and skill administration in the Cloud | killexams.com actual 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 foretell from SaaS (application as a provider), devoid of the barriers of zone 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 original releases supply probably the most complete HCM cloud features purchasable nowadays.
  • The Oracle Fusion HCM Cloud carrier unleashes the vim of your people -- taking them beyond the drudgery day with the vim to foretell, align, collaborate, and lead. in contrast to zone of interest SaaS offerings, Oracle Fusion HCM includes aboriginal capabilities to manage, pay and comply global.
  • The Oracle Fusion ability management Cloud provider gives sagacious 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 efficacious 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 smooth subscription pricing model -- without a hardware to purchase and no software to aid.
  • Oracle's Cloud functions are built on Oracle expertise and advocate 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 plenary 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 course 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 associate 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 too provides groundbreaking original features: together with network at Work, team of workers directory administration and visual talent evaluate. Oracle Fusion ability administration Cloud provider makes it viable for organizations to:
  • Analyze efficiency by course of embedded analytics that video pomp ability strategies and analyze effects.
  • set up buildings to advertise most trustworthy performance corresponding to performance management, goal administration parameters, ranking scales and instructions.
  • establish talents/expert networks by leveraging inner companionable 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 exigency to elect between the simplicity of SaaS and the vim of actual enterprise HCM," illustrious Chris Leone, neighborhood vice president of application development, Oracle. "Oracle Fusion HCM and talent administration within the cloud provide gigantic firms the license to capture their HR paraphernalia into the cloud, and provides transforming into organizations the vim to fireplace their zone of interest HR solutions and procure 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 recall 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 debate 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 zone 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 original regular for the course they innovate, drudgery and adopt technology. Delivered as a complete suite of modular applications, Oracle Fusion functions drudgery in conjunction with current purposes portfolio to adapt enterprise to a brand original 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 handicap 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 perpetual funding and innovation in latest functions offerings. Oracle's subsequent-era Fusion purposes construct upon that dedication, and are designed to drudgery with and evolve Oracle's functions limitless choices. Oracle's lifetime aid coverage helps ensure consumers will continue to own a summon 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 recommendation about Oracle, please hunt recommendation 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 breathe emblems of their respective house owners.




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    1Z0-967 exam Dumps Source : Oracle Absence Management Cloud 2017 Implementation Essentials

    Test Code : 1Z0-967
    Test title : Oracle Absence Management Cloud 2017 Implementation Essentials
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    Oracle Absence Management Cloud 2017 Implementation Essentials

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    OOW17 – NSF assesses its drag from EBS to Oracle Cloud HCM | killexams.com actual 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 sustain suggests it would own 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 transcend spreadsheets, a time consuming and delicate 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 facet 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 disburse in HCM Cloud.

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

    Building cloud advocacy

    In retrospect, the data issues meant it would own been easier to start with core HR at the identical 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 reflect we’d implement compensation and performance management at the identical time as core.

    But while it would own avoided extra drudgery on normalizing the data, it might own 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 capture a bigger step into the cloud. It was the proof of concept, if you will.

    Our senior management were All allotment of that minuscule 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 exigency to enact core HR,’ there was very cramped resistance.

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

    It allowed us to interlard a subset, and the next year in compensation they allowed All people leaders to enact recognition and an additional 400 people. So for the final jump into the cloud, at least the people leaders had some sustain already to breathe ambassadors to their team. I reflect 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 breathe 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 own built-in integration, so NSF had to build a custom integration.
  • In some countries, NSF has several legal entities. That needs watchful forethought as changing legal entities in Cloud HCM is a challenge.
  • Workflow delegation rules that were in status in EBS could not breathe exported across to Cloud HCM.
  • The default expense account functionality that’s provided in EBS requires a sunder finance license in Cloud HCM — it took a while to design that out.
  • But the benefits gained were worth the effort. Overla highlighted five worthwhile outcomes.

    A yardstick global HR toolset

    In their business model, a trustworthy deal of their growth comes from acquisition. Oftentimes HR is the ultimate to know. I can’t relate you how many times I’ve heard, ‘Oh by the course they just bought a lab, we’re onboarding tomorrow, in Germany.’ In EBS it was much more difficult to integrate a original country, procure 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 yardstick toolset.

    Modern eye and feel

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

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

    Business intelligence

    We too 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 own to contact HR.

    Data validation

    We own 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 original countries. That scalability is really considerable for us.

    HRTechWorld 2017 Amsterdam digsupport 590px

    Image credit - via NSF International

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


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

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

    HIPAA Risk Assessment pilot for Smaller Practices | killexams.com actual questions and Pass4sure dumps

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

    These assessments or analyses are considerable compliance measures, and you enact own options in how to drag forward. A risk assessment can breathe conducted in-house if you own that knowledge. You can too shrink an outside provider. To view how you would proceed with healthcare-compliant risk analysis on your own, these are the key steps.

    HIPAA Risk Assessment Guide

    Step 1 – disburse 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 achieve a risk assessment.”

    While this tool is optional, walking through it is a trustworthy concept 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 birthright position. As you reply to the questions, you divulge 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 illustrious that “by helping to determine which security measures are reasonable and preempt for a particular covered entity, risk analysis affects the implementation of All of the safeguards contained in the Security Rule.”

    In other words, the course that things eye 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. too breathe awake that “reasonable and appropriate” should not breathe misunderstood: the recent ruling (June 2018) in favor of the OCR and against a Texas cancer focus highlights the fact that regulatory flexibility does not breathe of value requirements are optional (i.e., reasonable measures that fortunate the situation must breathe taken).

    The essentials on the safeguards are as follows, as indicated by HHS (and again, the specific safeguards you disburse will breathe revealed as you achieve 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 withhold 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 too include controls, access procedures, and policies that restrict edifice admittance.
  • Administrative safeguards – These protections include the exigency for internal assignment of a HIPAA security officer; the implementation of role-based access and other controls to avert 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 – result recommendation 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 minuscule Provider Practices,” published by the National Institute of Standards and Technology (NIST).

    The HHS illustrious that it is considerable to gauge risks to health data in terms of how likely they will occur and what the effect would be. minuscule providers should disburse this identical approach, illustrious the MGMA, focusing especially on its disburse 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 breathe in numerous forms, such as technologies, policies, and people) to meet the danger to ePHI that is posed by the risks you own revealed. The MGMA added that your concern is the extent to which you own the three types of HIPAA-mandated safeguards (technical, physical, and administrative) in status as described above. Another note from the MGMA is to prioritize. focus 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 own taken to launch, maintain, and routinely review protections, said the HHS. As apropos (i.e., when you are not taking the yardstick approach), provide your reasoning.

    Finally, said the HHS, the safeguards that you establish must breathe 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 procure verification from a standardized, independent assessment. “Encourage 3rd party security accreditation/certification,” said the association. One key course to enact 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 intention laid out by the American Institute of Certified Public Accountants (AICPA).

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

    The HHS too illustrious specifically that risk assessments are needed by All organizations that ply 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 ply sensitive health data) must also, by default, achieve risk assessments. As you determine your business associate, breathe unavoidable 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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    Publisher : McGraw-Hill (Feb 2017)
    ISBN10 : 1260147150
    ISBN13 : 9781260147155
    Our ISBN10 : 1259921883
    Our ISBN13 : 9781259921889
    Subject : Business & Economics, Communication & Media
    Price : $64.00
    Result Page : 1 2 3 4 5