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1Z0-218 exam Dumps Source : PeopleSoft HRMS Fundamentals

Test Code : 1Z0-218
Test title : PeopleSoft HRMS Fundamentals
Vendor title : Oracle
: 106 actual Questions

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Oracle PeopleSoft HRMS Fundamentals

Merging HR programs | killexams.com actual Questions and Pass4sure dumps

HR Magazine, December 2005

In his 10 years at Waterbury, Conn.-based Webster bank, Chris Muller has seen as a minimum a dozen direct acquisitions Take the institution to about 3,400 personnel in one hundred seventy places, and assets of $17.5 billion. One acquisition in specific stands out: First Federal of Massachusetts. Affecting 600 employees, it was Webster’s most formidable deal—and one complicated with the aid of colossal HR know-how issues.

for example, First Federal outsourced every bit of employee benefits whereas Webster dealt with most advantages in-condominium. As constantly happens, Webster, because the acquiring company, obtained its altenative of techniques and became accountable for making sure every miniature thing labored. however much of the counsel Webster mandatory about First Federal’s employees become with outsourcers and turned into badly outdated. “We discovered that a lot of the records turned into unsuitable,” together with beneficiary names, says Muller, vp of HR expertise.

To further complicate concerns, the deal’s particulars—and the record of personnel to exist integrated—saved altering “as much as the 11th hour,” Muller recollects. each of the 600 employees needed to fill out complete enrollment data, and data for every form needed to exist entered into a computer—all within two weeks.

As Muller discovered firsthand, mergers and acquisitions can set aside HR tips systems to the most preempt inspect at various. Departments occupy to compile frequently disparate systems, continually on tight time limits and constrained budgets, to provide tips censorious at every bit of ranges of the enterprise. Success requires thorough planning and punctilious execution as well as a cohesive HR programs integration approach.

smooth Merging

For a corporation seeking to exist received, and even to divest one or more divisions, having HR programs and records that facilitate the procedure can exist a crucial promoting element. At businesses the district growth is fueled partly with the aid of acquisitions, managing HR technology may well exist ultimate completed by a system that faucets into confirmed methodology for successfully absorbing each and every newly got enterprise and its employees.

based on the IT infrastructure result of Washington, D.C.-based mostly PA Consulting community, buying corporations should rise via taking a inspect at their corporate company approach. In since know-how’s function, HR should still focus on choosing areas of contrast and compatibility: Will the acquired commerce exist absorbed into an latest division or form a unusual one? Is the newly obtained enterprise’s commerce several satisfactory that it'll require programs alterations to accommodate different types of organizational constitution, compensation and advantages?

reckoning on the answers, a corporation could necessity handiest some changes to its programs, or it might find itself significantly reconfiguring its HR administration programs (HRMS) application or even attempting to find a brand unusual device that can accommodate its unusual requirements.

Absorbing an bought business’s records into the buying enterprise’s systems can besides exist extra problematic than anticipated. “we occupy consumers that did [back-end HR system] mergers two and three years in the past which are still coping with the issue [of integration],” says Doug Miller, vp of advertising at Authoria, a Waltham, Mass.-based human capital administration software dealer. it may possibly Take time to regain the entire HR techniques to work and to regain to the bottom of statistics oversight and other surprises when merging two systems.

Or, the company may yield a conclusion to outsource as a substitute.

as an example, Webster pecuniary institution discovered it had to manage bought businesses with greatly distinctive work schedules, together with several assurance agencies. since the bank needed to control commissioned personnel who worked out of their homes and had irregular schedules, it eventually wrote its own time and attendance system to accommodate the adaptations. furthermore, managing unemployment benefits, disability, and family unit and scientific leave in several states proved difficult. So, in its district of integrating those programs, Webster determined to outsource these services.

In some acquisition eventualities, one or each of the companies may occupy outsourcing or carrier contracts in place. in that case, PA Consulting community managing advisor Craig Rintoul recommends doing an evaluation to examine no matter if it might exist more affordable and less difficult to spoil the contract, or more cost-effective and greater productive to enhance an interface with the issuer.

world acquisitions present wonderful challenges related to distinctive languages as well as regulatory requirements. for instance, having a practising device “doesn’t sound dote that massive a deal,” says Rintoul. “but in unavoidable industries and selected countries, [employers] occupy to explain that [their] people are equipped and occupy been educated in health and security approaches. At any given factor, you will besides exist required to explain to an exterior regulator that your people had been informed.”

China, for example, areas a few restrictions on employers, imposing regulations on such things as maximum quantities of time beyond regulation. “considered one of my valued clientele has long past there and been fairly greatly surprised at what they are allowed to achieve or now not allowed to do,” says Rintoul. The preempt HR device can assist the agency in verifying compliance with chinese language legal guidelines. Employers operating globally should predict to encounter adjustments and challenges as they align programs across cultural lines.

eventually, in when you admiration that corporate strategy with know-how strategy, exist sure your methods can accommodate a corporation that grows through acquisitions. purple Man Pipe and supply, a Tulsa, Okla.-primarily based distributor of pipe, valves and fittings to the economic and oil sphere markets, has grown from 200 to 1,000 personnel over the final few years through acquisitions.

because the variety of unusual employees brought through each and every acquisition ranged from a dozen to essentially 200, the company has chosen to manually enter the fundamental tips into its HRMS. but it surely these days realized that it was achieving a restrict on the variety of personnel it could manage under the license phrases of its HRMS seller.

“We’re getting ready to ameliorate their [system] to a different thousand worker module,” says human materials supervisor Rus Hoos.

getting into Synch

past strategy, managing HR technology every bit of through a merger or acquisition requires that employers absolutely investigate their HR techniques’ requirements and capabilities.

Managers should appropriately draw head matter number, locate in-residence skill, observe uniform efficiency metrics for review, and draw for succession at any degree of the company in order that the departure of a key worker doesn't disrupt enterprise. technology integration necessity to occur completely and quickly ample that usual operations never look disturbed to clients. If the techniques of both companies are too multiple, the HR offshoot could want one other solution to solve the complications.

An fashion some groups Take is to construct an information warehouse, a type of advanced database outfit that takes advice from disparate programs and gives companies a unified view of collected statistics. but implementation—which includes really expert application, hardware and considerable capabilities—can Take a 12 months or extra to complete, still leaving operations fractured. a corporation can besides roll out a single set of international enterprise software for every bit of divisions, ancient and new. but, once again, that could Take two to three years or more. PA Consulting managing advisor Scott Lever says the determination to fade with unified utility may additionally Come down to one question: Will it nevertheless exist legitimate when the rollout is achieved, or will the brand unusual outfit exist outdated and wish its personal substitute?

eventually, treasure that if two corporations truly Use the identical HR administration application, they nonetheless may additionally occupy integration issues, says Brenda Byron, director of HR shared services at Alliant Techsystems Inc. (ATK) in Edina, Minn., a $2.8 billion superior weapons and house programs enterprise with about 14,500 employees. ATK has received eight groups in the past four years, and whereas it makes Use of Oracle/PeopleSoft, now not a single certainly one of its acquisitions did. in spite of the fact that one had, HR would occupy needed to roll up its sleeves.

“I’ve had publicity to PeopleSoft at three areas, and every one used it in another way,” says Byron. The problem is that every bit of companies occupy what they correspond with particular conditions and circumstances, so they configure the utility to superior fade well with them. The probabilities of two businesses even in an analogous company the usage of every bit of the equal settings are nearly zero.

ultimate changes

With the right blend of systems and outsourcing in place, HR can proceed to the next quagmire: synthesizing the statistics from the acquired enterprise. every database rests on assumptions of what tips in fact potential, and there may exist multiple suitable interpretation. Webster bank twice received institutions that set the balanced workweek at 40 hours whereas it used 37.5 hours, so the HR department had to alter salaries going into the outfit so that americans didn’t every bit of of sudden adventure a pay cut.

generally throughout a merger or acquisition, agencies ascertain transformations in corporations’ HR systems and the way they contour basic data. often, these changes can exist refined and can exist poorly documented. If that’s the case, HR should still stream promptly to establish individuals on the received company who comprehend the solutions, but who may exist leaving for other opportunities, and regain the advice while it continues to exist feasible to achieve this.

for instance, a company could find that the “definitions” that vary comprise such fundamentals as holiday time, the number of allowable unwell days and even the variety of income grades. GE power, a roughly $18 billion division of usual electric powered that has conducted more than a hundred acquisitions during the past 5 years, regularly runs into this problem. “I might possibly exist a grade 2; you can exist a grade 3,” says John Blowers, manager of HR guidance method. “How can they fitting into the pay hierarchy?”

an improved grade can set aside an worker unusual to GE, balanced for its subculture of casting off the bottom-performing 10 p.c of its employees, into readily unfair competition with others who occupy a longer inheritance with the enterprise and who, due to this fact, occupy greater capabilities about a way to regain things done. The enterprise has besides discovered that working titles that could exist vital within the sphere may now not healthy the standard titles GE makes Use of. It could exist quintessential for HR to unravel these styles of discrepancies on someone-by-adult foundation.

Timing Is every miniature thing

while accuracy is essential in completing HR techniques integration, so is speed. The consequences might occupy an sequel on a corporation’s bottom line because the faster unusual employees are settled, the sooner they could exist cognizant of work.

As with every thing else in HR methods integration every bit of through a merger or acquisition, there are a few boundaries to overcome. Even decisions as simple as selecting when personnel should exist paid may well exist advanced by payroll timing considerations that necessity to exist coordinated throughout company lines. “you've got tax liability and balances that must exist introduced over to a unusual equipment,” says Tom Tillman, director of product marketing HRMS supplier Sage software in Irvine, Calif. Making the changes at the right time—the conclusion of a fiscal yr or the halt of 1 / 4—can liquidate the problems of accounting for current balances.

but reckoning on the timing of a deal, it could possibly besides exist impossible to complete every bit of of the records migration by means of the time limit. That’s why HR may additionally select a staged device changeover, an strategy it might probably should sell to management. “in the past they tried to set aside every bit of of the data into the gadget without delay,” says GE energy’s Blowers. “Now they parse it out.”

Tillman says his first priority when he learns that a merger or acquisition has been finalized is getting into personal information and developing commerce IDs that permit unusual personnel to regain the device and services they deserve to achieve their work. The relaxation of the suggestions is processed over the subsequent two or three weeks to avoid delaying facts entry for every thing.

“We needed to problem the [corporate] mind-set of the time that [said] every record must exist finished always,” Blowers says. “It turned into an outstanding theory, however it become bucking up towards the operational wants.”

HR authorities skilled in mergers and acquisitions comprehend that every deal is doubtlessly disruptive, and a few integration issues may additionally occupy you chasing stirring pursuits for months. however, with rectify planning, an eye for aspect and some flexibility, HR can yield the fashion fade more smoothly and aid the company meet its dreams.

Erik Sherman is a compress journalist in Marshfield, Mass., who covers administration concerns.


Cisco u.s.demonstrates performance management with world-listing Oracle PeopleSoft benchmark outcomes | killexams.com actual Questions and Pass4sure dumps

Cisco UCS®) delivered world-list performance on Oracle PeopleSoft Human substances management programs (HRMS) 9.1 FP2 Self-carrier (on-line transaction processing [OLTP]) and Self-carrier and Payroll Batch benchmarks.

The Oracle PeopleSoft Human substances administration outfit (HRMS) 9.1 FP2 benchmark consequences for the Self-carrier section of the benchmark panoply world-listing efficiency and linear scalability. These outcomes give you direct facts of the degree to which which you can scale your Cisco Unified Computing gadget™ deployments as the variety of clients of your human elements administration outfit grows

Oracle PeopleSoft HRMS 9.1 FP2 Self-service Benchmark consequences

number of clients average Search Time (seconds) regular shop Time ( seconds) Transactions per Minute Availability Date 12,000 0.294 0.139 2400 January 15, 2015 sixteen,000 0.324 0.a hundred and fifty five 3200 January 15, 2015 20,000 0.353 0.167 4000 January 15, 2015

Oracle PeopleSoft HRMS 9.1 FP2 Self-service and Payroll Batch further-gigantic statistics model Benchmark effects

variety of clients Minutes  payments per Hour Availability Date 500,480 21.95 1,368,055 January 15, 2015

 

some of the key highlights of Cisco’s Oracle PeopleSoft Benchmark consequences are:

  • The Oracle PeopleSoft HRMS benchmark is designed to supply verifiable efficiency metrics across a broad gain of PeopleSoft HRMS workloads. With these world-checklist consequences, Cisco, EMC, and Oracle demonstrate the performance features of precise-lifestyles consultant workloads to provide a template so you might Use in acquiring notable performance on your business.
  • These results explain world-listing efficiency and linear scalability and provides you direct evidence of the degree to which you could scale your Cisco Unified Computing equipment™ deployments as the number of users of your human substances management gadget grows
  • the realm-listing-surroundings Self-carrier and Payroll Batch extra-large statistics mannequin benchmark results explain you ways at once which you could accomplish batch payroll initiatives. 
  • take a inspect at the efficiency quick for additional info on the benchmark configuration. Cisco measured the efficiency of every bit of three add-ons of the Oracle PeopleSoft HRMS benchmark. The disclosures for the three components are available on the following places:

  • Self-provider (OLTP) consequences (three consumer ranges: 12,000, sixteen,000, and 20,000 only)
  • Self-service (person stage: 18,000) and Payroll Batch (concurrency stage: 128 extra large for 500,000 personnel) collectively
  • Payroll Batch (three concurrency degrees: 32 Medium, sixty four large, and 128 added colossal for 500,000 personnel simplest)
  • it's racy to exist cognizant that besides the fact that children every bit of providers occupy entry to identical Intel processors, most effectual Cisco u.s.a.unleashes their power to bring elevated performance to purposes through the energy of unification. The enjoyable, textile-centric structure of Cisco u.s.a.integrates the Intel Xeon processors right into a system with an improved steadiness of materials that brings processor vigor to life. . For additional info on Cisco usaand Cisco united statesintegrated Infrastructure solutions delight hunt advice from Cisco Unified Computing & Servers net web page.

    Disclosure

    Cisco measured the performance of every bit of three components of the Oracle PeopleSoft HRMS benchmark. The disclosures for the three components can exist create on the following places:

    Share:


    Oracle Patches seventy eight protection Vulnerabilities | killexams.com actual Questions and Pass4sure dumps

    Oracle has just released its quarterly protection replace addressing 78 vulnerabilities across its total gain of products, lots of that are rated crucial.

    "due to the threat posed by using a a hit assault, Oracle strongly recommends that customers apply CPU [Critical Patch Update] fixes as quickly as possible," the commerce says.

    Some vulnerabilities may besides exist mitigated through blocking the community protocols required for his or her exploitation. different dangers can exist decreased by means of lowering the privileges of the attacked accessories.

    a list of products littered with vulnerabilities patched during this release is as follows:

    · Oracle Database 11g free up 2, models 11.2.0.1, 11.2.0.2

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    · Oracle JRockit, types R27.6.9 and past (JDK/JRE 1.4.2, 5, 6), R28.1.three and previous (JDK/JRE 5, 6)

    · Oracle backyard In expertise, models eight.3.2.0, 8.3.5.0

    · Oracle enterprise manager 10g Grid control unlock 1, version 10.1.0.6

    · Oracle commercial enterprise supervisor 10g Grid manage unlock 2, version 10.2.0.5

    · Oracle enterprise supervisor 11g Grid control unencumber 1, edition 11.1.0.1

    · Oracle E-business Suite liberate 12, versions 12.0.four, 12.0.6, 12.1.1, 12.1.2, 12.1.three

    · Oracle E-company Suite liberate 11i, version 11.5.10.2

    · Oracle Agile technology Platform, models 9.3.0.3, 9.three.1.1

    · Oracle PeopleSoft commerce FIN, edition 9.0, 9.1

    · Oracle PeopleSoft commercial enterprise FMS, models 9.0, 9.1

    · Oracle PeopleSoft commerce FSCM, models 9.0, 9.1

    · Oracle PeopleSoft commerce HRMS, versions eight.9, 9.0, 9.1

    · Oracle PeopleSoft enterprise SCM, versions 9.0, 9.1

    · Oracle PeopleSoft enterprise PeopleTools, models 8.forty nine, eight.50, eight.fifty one

    · Oracle sun Product Suite

    Oracle releases patches on a quarterly basis, in the Tuesday this is closest to the seventeenth. The subsequent patch is scheduled for October 2011 and it'll exist the final for this year.


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    Merging HR Systems | killexams.com actual questions and Pass4sure dumps

    HR Magazine, December 2005

    In his 10 years at Waterbury, Conn.-based Webster Bank, Chris Muller has seen at least a dozen direct acquisitions Take the institution to about 3,400 employees in 170 locations, and assets of $17.5 billion. One acquisition in particular stands out: First Federal of Massachusetts. Affecting 600 employees, it was Webster’s most ambitious deal—and one complicated by significant HR technology issues.

    For example, First Federal outsourced every bit of employee benefits whereas Webster handled most benefits in-house. As usually happens, Webster, as the acquiring company, got its altenative of systems and was liable for making sure everything worked. But much of the information Webster needed about First Federal’s employees was with outsourcers and was badly outdated. “We create that a lot of the data was incorrect,” including beneficiary names, says Muller, vice president of HR technology.

    To further complicate matters, the deal’s details—and the list of employees to exist integrated—kept changing “up to the 11th hour,” Muller recalls. Each of the 600 employees had to fill out complete enrollment data, and data for each form had to exist entered into a computer—all within two weeks.

    As Muller erudite firsthand, mergers and acquisitions can set aside HR information systems to the ultimate test. Departments must bring together often disparate systems, usually on tight deadlines and limited budgets, to provide information censorious at every bit of levels of the company. Success requires thorough planning and punctilious execution as well as a cohesive HR systems integration strategy.

    Smooth Merging

    For a company looking to exist acquired, or even to divest one or more divisions, having HR systems and data that facilitate the process can exist an necessary selling point. At companies where growth is fueled partly by acquisitions, managing HR technology may exist best accomplished by a system that taps into proven methodology for efficiently absorbing each newly acquired commerce and its employees.

    According to the IT infrastructure drill of Washington, D.C.-based PA Consulting Group, acquiring companies should start by looking at their corporate commerce strategy. In considering technology’s role, HR should focus on identifying areas of contrast and compatibility: Will the acquired company exist absorbed into an existing division or form a unusual one? Is the newly acquired company’s commerce different enough that it will require systems adjustments to accommodate different types of organizational structure, compensation and benefits?

    Depending on the answers, a company might necessity only some adjustments to its systems, or it could find itself significantly reconfiguring its HR management systems (HRMS) software or even looking for a unusual system that can accommodate its unusual requirements.

    Absorbing an acquired company’s data into the acquiring company’s systems can exist more difficult than anticipated. “We occupy customers that did [back-end HR system] mergers two and three years ago that are still dealing with the issue [of integration],” says Doug Miller, vice president of marketing at Authoria, a Waltham, Mass.-based human capital management software vendor. It can Take time to regain every bit of the HR processes to work and to resolve data mistakes and other surprises when merging two systems.

    Or, the company may select to outsource instead.

    For example, Webster Bank create it had to manage acquired companies with significantly different work schedules, including several insurance companies. Because the bank had to manage commissioned employees who worked out of their homes and had irregular schedules, it ultimately wrote its own time and attendance system to accommodate the variations. In addition, managing unemployment benefits, disability, and family and medical leave in multiple states proved difficult. So, instead of integrating those systems, Webster decided to outsource those functions.

    In some acquisition scenarios, one or both of the companies will occupy outsourcing or service contracts in place. In that case, PA Consulting Group managing consultant Craig Rintoul recommends doing an analysis to determine whether it would exist cheaper and simpler to demolish the contract, or cheaper and more efficient to develop an interface with the provider.

    Global acquisitions present unique challenges related to multiple languages as well as regulatory requirements. For example, having a training system “doesn’t sound dote that broad a deal,” says Rintoul. “But in unavoidable industries and particular countries, [employers] must prove that [their] people are capable and occupy been trained in health and safety procedures. At any given point, you can exist required to prove to an external regulator that your people occupy been trained.”

    China, for example, places a number of restrictions on employers, imposing regulations on such things as maximum amounts of overtime. “One of my clients has gone there and been pretty shocked at what they are allowed to achieve or not allowed to do,” says Rintoul. The right HR system can aid the employer in verifying compliance with Chinese laws. Employers operating globally should hope to encounter adjustments and challenges as they align systems across cultural lines.

    Finally, in considering corporate strategy with technology strategy, yield sure your systems can accommodate a company that grows through acquisitions. Red Man Pipe and Supply, a Tulsa, Okla.-based distributor of pipe, valves and fittings to the industrial and oil sphere markets, has grown from 200 to 1,000 employees over the past few years through acquisitions.

    Because the number of unusual employees added through each acquisition ranged from a dozen to nearly 200, the company has chosen to manually enter the necessary information into its HRMS. But it recently realized that it was reaching a circumscribe on the number of employees it could manage under the license terms of its HRMS vendor.

    “We’re getting ready to upgrade their [system] to another thousand employee module,” says human resources manager Rus Hoos.

    Getting in Synch

    Beyond strategy, managing HR technology during a merger or acquisition requires that employers thoroughly assess their HR systems’ requirements and capabilities.

    Managers necessity to adequately draw head count, locate in-house talent, apply uniform performance metrics for review, and draw for succession at any even of the company so that the departure of a key employee does not disrupt business. Technology integration must occur thoroughly and quickly enough that balanced operations never materialize disturbed to users. If the systems of the two companies are too dissimilar, the HR department might necessity another way to solve the problems.

    An approach some companies Take is to build a data warehouse, a type of involved database system that takes information from disparate systems and gives companies a unified view of collected data. But implementation—which involves specialized software, hardware and considerable expertise—can Take a year or more to complete, still leaving operations fractured. A company besides can roll out a single set of global enterprise software for every bit of divisions, musty and new. But, again, that could Take two to three years or more. PA Consulting managing consultant Scott Lever says the conclusion to fade with unified software may Come down to one question: Will it still exist valid when the rollout is completed, or will the unusual system exist outdated and necessity its own replacement?

    Finally, recognize that if two companies actually Use the selfsame HR management software, they still may occupy integration problems, says Brenda Byron, director of HR shared services at Alliant Techsystems Inc. (ATK) in Edina, Minn., a $2.8 billion advanced weapons and space systems company with about 14,500 employees. ATK has acquired eight companies in the past four years, and while it uses Oracle/PeopleSoft, not a single one of its acquisitions did. Even if one had, HR would occupy had to roll up its sleeves.

    “I’ve had exposure to PeopleSoft at three places, and every one used it differently,” says Byron. The problem is that every bit of companies occupy what they admiration special conditions and circumstances, so they configure the software to better suit them. The chances of two companies even in an identical commerce using every bit of the selfsame settings are virtually zero.

    Final Adjustments

    With the right blend of systems and outsourcing in place, HR can proceed to the next quagmire: synthesizing the data from the acquired company. Every database rests on assumptions of what information actually means, and there may exist more than one rectify interpretation. Webster Bank twice acquired institutions that set the standard workweek at 40 hours while it used 37.5 hours, so the HR department had to adjust salaries going into the system so that people didn’t suddenly experience a pay cut.

    Frequently during a merger or acquisition, businesses ascertain differences in companies’ HR systems and how they define fundamental data. Often, these differences can exist subtle and may exist poorly documented. If that’s the case, HR should traipse quickly to identify people at the acquired company who know the answers, but who might exist leaving for other opportunities, and regain the information while it is still practicable to achieve so.

    For instance, a company might find that the “definitions” that vary comprise such fundamentals as vacation time, the number of allowable sick days and even the number of salary grades. GE Energy, a roughly $18 billion division of generic Electric that has conducted more than a hundred acquisitions in the past five years, often runs into this problem. “I might exist a grade 2; you might exist a grade 3,” says John Blowers, manager of HR information strategy. “How achieve they fitting into the pay hierarchy?”

    A higher grade can set aside an employee unusual to GE, known for its culture of eliminating the lowest-performing 10 percent of its employees, into effectively unfair competition with others who occupy a longer history with the company and who, as a result, occupy more information about how to regain things done. The company has besides create that working titles that may exist necessary in the sphere might not match the standard titles GE uses. It may exist necessary for HR to resolve these kinds of discrepancies on a person-by-person basis.

    Timing Is Everything

    While accuracy is vital in completing HR systems integration, so is speed. The results could influence a company’s bottom line because the faster unusual employees are settled, the sooner they can concentrate on work.

    As with everything else in HR systems integration during a merger or acquisition, there are several barriers to overcome. Even decisions as basic as determining when employees will exist paid may exist complicated by payroll timing issues that must exist coordinated across company lines. “You occupy tax liability and balances that occupy to exist brought over to a unusual system,” says Tom Tillman, director of product marketing HRMS vendor Sage Software in Irvine, Calif. Making the changes at the right time—the halt of a fiscal year or the halt of a quarter—can liquidate the complications of accounting for existing balances.

    But depending on the timing of a deal, it may besides exist impossible to complete every bit of the data migration by the deadline. That’s why HR may opt for a staged system changeover, an approach it may occupy to sell to management. “In the past they tried to set aside every bit of the data into the system at once,” says GE Energy’s Blowers. “Now they parse it out.”

    Tillman says his first priority when he learns that a merger or acquisition has been finalized is entering personal information and creating company IDs that allow unusual employees to regain the outfit and services they necessity to achieve their work. The comfort of the information is processed over the next two or three weeks to avoid delaying data entry for everything.

    “We had to challenge the [corporate] mind-set of the time that [said] every record has to exist complete at every bit of times,” Blowers says. “It was a salubrious concept, but it was bucking up against the operational needs.”

    HR professionals experienced in mergers and acquisitions know that every deal is potentially disruptive, and some integration issues may occupy you chasing stirring targets for months. But, with proper planning, an eye for detail and some flexibility, HR can yield the process fade more smoothly and succor the company meet its goals.

    Erik Sherman is a freelance journalist in Marshfield, Mass., who covers management issues.


    Oracle Exalogic experts weigh-in on its potential | killexams.com actual questions and Pass4sure dumps

    Chris Maxcer, Contributor

    Three Oracle experts weigh in on Oracle Exalogic, the company's "cloud in a box" and middleware appliance.

    On whether Exalogic is actually a cloud-in-a-box: “As far the overall package, I mediate Oracle has a really solid foundation--they occupy the necessary blocks in district if a customer were going to embark on building a private cloud. While Oracle claims to occupy a long-term strategy for what I’ll summon ‘cloud in a box,’ it’s not there yet, and in my view the intuition is there are some fundamental pieces missing. They inform you, ‘We provide the APIs and you can achieve it yourself,’ and I’m like, ‘No, you’re missing the point, the specific fundamentals.' If I define cloud in a box, you occupy to occupy every bit of the infrastructure there, you occupy to occupy the database backend, the operating system, the storage, the processing, the virtualization layer, for it to exist a complete out-of-the-box private cloud offering--and pretty much by definition it must besides comprise a provisioning layer and an accounting and saturate back layer, and I haven’t seen it yet. Oracle has said they are working on it, and they’ve said they can hope something along those lines . . . but today, it’s just not there yet.”

    On the potential of Exalogic: "I mediate that Oracle Exadata, Exadata Storage Expansion Rack, and Exalogic will open creating paradigm shifts in the hardware world. Oracle is applying the speed and agility that won them first the database world, then the applications world, to the hardware world. The Oracle database is capable of storing 8 Exabytes or 8 million Terabytes, but the hardware hasn't kept up with the database. Hardware is starting to accelerate exponentially ever since Oracle bought Sun, and now Exabyte storage is not so far away. Oracle's engineering the database at the hardware level--advantages dote Smart Scan, Storage Indexes, and Hybrid Columnar Compression--is putting their cloud performance and compression well beyond other cloud competitors.”

    On Exalogic and the cloud: “I’m seeing every customer they work with, everybody I talk to, it’s about the cloud, and what the question comes down to is, ‘Do I want to manage many machines or achieve I want to manage one single machine? People are understanding consolidation at the database level, using a solution dote Exadata to achieve that, and now that selfsame thought pattern is starting to fade into their middleware strategies. And we’re staring to note questions like, ‘How can Exalogic succor remove a lot of complexity from their organization?’”

    On Exalogic growth: “If you inspect at how Exadata grew, after a couple years, people are starting to regain it, to understand it. I note Exalogic having a similar soft launch as people note how it's positioned into the cloud, then start working with partners and building stories. Exalogic is in the selfsame district Exadata was a couple of  years ago in terms of sales maturity -- not in terms of need, I mediate the necessity is the same, but it’s more about being able to accept an appliance in terms of approach.”


    Oracle Workflow User's sheperd | killexams.com actual questions and Pass4sure dumps

    Oracle Workflow User's Guide

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    Intended Audience

    Welcome to Release 2.6.4 of the Oracle Workflow User's Guide.

    This sheperd assumes you occupy a working information of the following:

  • The principles and customary practices of your commerce area.

  • Oracle Workflow.

    If you occupy never used Oracle Workflow, Oracle suggests you attend training classes available through Oracle University.

  • The Oracle Applications graphical user interface.

    To learn more about the Oracle Applications graphical user interface, read the Oracle Applications User’s Guide.

  • See Related Documents for more Oracle Applications product information.

    TTY Access to Oracle Support Services

    Oracle provides dedicated Text Telephone (TTY) access to Oracle Support Services within the United States of America 24 hours a day, seven days a week. For TTY support, summon 800.446.2398.

    Documentation Accessibility

    Our goal is to yield Oracle products, services, and supporting documentation accessible, with salubrious usability, to the disabled community. To that end, their documentation includes features that yield information available to users of assistive technology. This documentation is available in HTML format, and contains markup to facilitate access by the disabled community. Accessibility standards will continue to evolve over time, and Oracle is actively engaged with other market-leading technology vendors to address technical obstacles so that their documentation can exist accessible to every bit of of their customers. For more information, visit the Oracle Accessibility Program Web site at http://www.oracle.com/accessibility/ .

    Accessibility of Code Examples in Documentation

    Screen readers may not always correctly read the code examples in this document. The conventions for writing code require that closing braces should materialize on an otherwise empty line; however, some screen readers may not always read a line of text that consists solely of a bracket or brace.

    Accessibility of Links to External Web Sites in Documentation

    This documentation may accommodate links to Web sites of other companies or organizations that Oracle does not own or control. Oracle neither evaluates nor makes any representations regarding the accessibility of these Web sites.

    Structure

    1  Overview of Oracle Workflow

    This chapter introduces you to the concept of a workflow process and to the major features of Oracle Workflow.

    2  Oracle Workflow Home Page

    This chapter discusses the Oracle Workflow home page, where users can centrally access every bit of the web-based features of Oracle Workflow.

    3  Viewing Notifications and Processing Responses

    This chapter discusses the different ways people involved in a workflow process can view and respond to workflow notifications. This chapter besides describes how you can define rules to occupy Oracle Workflow automatically ply your notifications.

    4  Monitoring Workflow Processes

    This chapter describes how to monitor the progress of a workflow process.

    A  Oracle Workflow User Navigation Paths

    This appendix lists the navigation paths to Oracle Workflow user Web pages in the seeded Oracle Workflow responsibilities for Oracle Applications.

    B  Oracle Workflow User Personalizations

    This appendix lists features that you can add to Oracle Workflow user Web pages through Oracle Applications Framework Personalization.

    Glossary

    Related Documents

    You can select from many sources of information, including online documentation, training, and support services, to multiply your information and understanding of Oracle Workflow.

    If this sheperd refers you to other Oracle Applications documentation, Use only the Release 11i versions of those guides.

    Online Documentation

    If you are using the version of Oracle Workflow embedded in Oracle Applications, note that every bit of Oracle Applications documentation is available online (HTML or PDF).

  • PDF Documentation - note the Oracle Applications Documentation Library CD for current PDF documentation for your product with each release. The Oracle Applications Documentation Library is besides available on OracleMetaLink and is updated frequently.

  • Online succor - Online succor patches (HTML) are available on OracleMetaLink.

  • About Documents - mention to the About document for the mini-pack or family pack that you occupy installed to learn about feature updates, installation information, and unusual documentation or documentation patches that you can download. About documents are available on OracleMetaLink.

  • If you are using the standalone version of Oracle Workflow, note that this sheperd is available online in HTML format. The HTML documentation is available from a URL provided by your system administrator or from the succor icon in the Oracle Workflow Web pages.

    Related Guides

    You may want to mention to other Oracle Workflow guides and Oracle Applications implementation documentation when you set up and Use Oracle Workflow. Additionally, Oracle Workflow is used by other Oracle Applications products to provide embedded workflows and commerce events. Therefore, if you are using the version of Oracle Workflow embedded in Oracle Applications, you may want to mention to other products' guides to learn more about the workflows and commerce events they include.

    You can read the guides online by choosing Library from the expandable menu on your Oracle Applications HTML succor window, by reading from the Oracle Applications Documentation Library CD included in your media pack, or by using a Web browser with a URL that your system administrator provides.

    If you require printed guides, you can purchase them from the Oracle Store at http://oraclestore.oracle.com.

    Guides Related to every bit of Products

    Oracle Applications User’s Guide

    This sheperd explains how to enter data, query, elope reports, and navigate using the graphical user interface (GUI) available with this release of Oracle Workflow (and any other Oracle Applications products). This sheperd besides includes information on setting user profiles, as well as running and reviewing reports and concurrent processes.

    You can access this user’s sheperd online by choosing ”Getting Started with Oracle Applications” from any Oracle Applications succor file.

    Oracle Workflow Documentation Set

    Oracle Workflow Administrator's Guide

    This sheperd explains how to complete the setup steps necessary for any product that includes workflow-enabled processes, as well as how to monitor the progress of runtime workflow processes.

    Oracle Workflow Developer's Guide

    This sheperd explains how to define unusual workflow commerce processes and customize existing Oracle Applications-embedded workflow processes. It besides describes how to define and customize commerce events and event subscriptions.

    Oracle Workflow API Reference

    This sheperd describes the APIs provided for developers and administrators to access Oracle Workflow.

    Guides Related to This Product

    Oracle Assets User Guide

    In Oracle Assets, you can post capital project costs to become depreciable fixed assets. mention to this sheperd to learn how to query mass additions imported from other products to Oracle Assets and to review asset information.

    Oracle generic Ledger User Guide

    Use this manual when you draw and define your chart of accounts, accounting era types and accounting calendar, functional currency, and set of books. The manual besides describes how to define journal entry sources and categories so you can create journal entries for your generic ledger. If you Use multiple currencies, Use this manual when you define additional rate types, and enter daily rates. This manual besides includes complete information on implementing Budgetary Control.

    Oracle HRMS Documentation Set

    This set of guides explains how to define your employees, so you can give them operating unit and job assignments. It besides explains how to set up an organization (operating unit). Even if you achieve not install Oracle HRMS, you can set up employees and organizations using Oracle HRMS windows. Specifically, the following manuals will succor you set up employees and operating units:

  • Using Oracle HRMS - The Fundamentals

    This user sheperd explains how to set up and Use enterprise modeling, organization management, and cost analysis.

  • Managing People Using Oracle HRMS

    Use this sheperd to learn about entering employees.

  • Oracle Payables User Guide

    Refer to this manual to learn how to Use Invoice Import to create invoices in Oracle Payables from expense reports data in the Oracle Payables interface tables. This manual besides explains how to define suppliers, and how to specify supplier and employee numbering schemes for invoices.

    Oracle Projects Implementation Guide

    Use this manual as a sheperd for implementing Oracle Projects. This manual besides includes appendixes covering duty security, menus and responsibilities, and profile options.

    Oracle Purchasing User Guide

    Use this sheperd to learn about entering and managing the requisitions and purchase orders that relate to your projects. This manual besides explains how to create purchase orders from project-related requisitions in the AutoCreate Documents window.

    Oracle Receivables User Guide

    Use this manual to learn more about Oracle Receivables invoice processing and invoice formatting, defining customers, importing transactions using AutoInvoice, and defining automatic accounting in Oracle Receivables.

    Oracle commerce Intelligence System Implementation Guide

    This sheperd provides information about implementing Oracle commerce Intelligence (BIS) in your environment

    BIS 11i User sheperd Online Help

    This sheperd is provided as online succor only from the BIS application and includes information about intelligence reports, Discoverer workbooks, and the Performance Management Framework.

    Using Oracle Time Management

    This sheperd provides information about capturing work patterns such as shift hours so that this information can exist used by other applications such as Oracle generic Ledger.

    Installation and System Administration

    Oracle Applications Concepts

    This sheperd provides an introduction to the concepts, features, technology stack, architecture, and terminology for Oracle Applications Release 11i. It provides a useful first engage to read before installing Oracle Applications.

    Installing Oracle Applications

    This sheperd provides instructions for managing the installation of Oracle Applications products. In Release 11i, much of the installation process is handled using Oracle Rapid Install, which minimizes the time to install Oracle Applications and the Oracle technology stack by automating many of the required steps. This sheperd contains instructions for using Oracle Rapid Install and lists the tasks you necessity to perform to finish your installation. You should Use this sheperd in conjunction with individual product user's guides and implementation guides.

    Upgrading Oracle Applications

    Refer to this sheperd if you are upgrading your Oracle Applications Release 10.7 or Release 11.0 products to Release 11i. This sheperd describes the upgrade process and lists database and product-specific upgrade tasks. You must exist either at Release 10.7 (NCA, SmartClient, or character mode) or Release 11.0 to upgrade to Release 11i. You cannot upgrade to Release 11i directly from releases prior to 10.7.

    Maintaining Oracle Applications

    Use this sheperd to succor you elope the various AD utilities, such as AutoUpgrade, AutoPatch, AD Administration, AD Controller, AD Relink, License Manager, and others. It contains how-to steps, screenshots, and other information that you necessity to elope the AD utilities. This sheperd besides provides information on maintaining the Oracle Applications file system and database.

    Oracle Applications System Administrator’s Guide

    This sheperd provides planning and reference information for the Oracle Applications system administrator. It contains information on how to define security, customize menus and online help, and manage concurrent processing.

    Oracle Alert User’s Guide

    This sheperd explains how to define occasional and event alerts to monitor the status of your Oracle Applications data.

    Other Implementation Documentation

    Oracle Applications Product Update Notes

    Use this sheperd as a reference for upgrading an installation of Oracle Applications. It provides a history of the changes to individual Oracle Applications products between Release 11.0 and Release 11i. It includes unusual features, enhancements, and changes made to database objects, profile options, and seed data for this interval.

    Multiple Reporting Currencies in Oracle Applications

    If you Use the Multiple Reporting Currencies feature to record transactions in more than one currency, Use this manual before implementing Oracle Applications. This manual details additional steps and setup considerations for implementing Oracle Applications with this feature.

    Multiple Organizations in Oracle Applications

    This sheperd describes how to set up and Use Oracle Applications' Multiple Organization support feature, so you can define and support different organization structures when running a single installation of Oracle Applications.

    Oracle Applications Flexfields Guide

    This sheperd provides flexfields planning, setup, and reference information for the Oracle Applications implementation team, as well as for users liable for the ongoing maintenance of Oracle Applications product data. This sheperd besides provides information on creating custom reports on flexfields data.

    Oracle Applications Developer’s Guide

    This sheperd contains the coding standards followed by the Oracle Applications evolution staff. It describes the Oracle Application protest Library components needed to implement the Oracle Applications user interface described in the Oracle Applications User Interface Standards for Forms-Based Products. It besides provides information to succor you build your custom Oracle Forms Developer forms so that they integrate with Oracle Applications.

    Oracle Applications User Interface Standards for Forms-Based Products

    This sheperd contains the user interface (UI) standards followed by the Oracle Applications evolution staff. It describes the UI for the forms-based Oracle Applications products and how to apply this UI to the design of an application built using Oracle Forms.

    Oracle eTechnical Reference Manuals

    Each eTechnical Reference Manual (eTRM) contains database diagrams and a minute description of database tables, forms, reports, and programs for a specific Oracle Applications product. This information helps you transform data from your existing applications, integrate Oracle Applications data with non-Oracle applications, and write custom reports for Oracle Applications products. Oracle eTRM is available on OracleMetaLink.

    Oracle Applications Message Reference Manual

    This manual describes Oracle Applications messages. This manual is available in HTML format on the documentation CD-ROM for Release 11i.

    Training and Support

    Training

    Oracle offers a complete set of training courses to succor you and your staff master Oracle Workflow and gain plenary productivity quickly. These courses are organized into functional learning paths, so you Take only those courses preempt to your job or district of responsibility.

    You occupy a altenative of educational environments. You can attend courses offered by Oracle University at any one of their many Education Centers, you can arrange for their trainers to teach at your facility, or you can Use Oracle Learning Network (OLN), Oracle University's online education utility. In addition, Oracle training professionals can tailor standard courses or develop custom courses to meet your needs. For example, you may want to Use your organization’s structure, terminology, and data as examples in a customized training session delivered at your own facility.

    Support

    From on-site support to central support, their team of experienced professionals provides the succor and information you necessity to maintain Oracle Workflow working for you. This team includes your Technical Representative, Account Manager, and Oracle’s large staff of consultants and support specialists, with expertise in your commerce area, managing an Oracle Database, and your hardware and software environment.

    Do Not Use Database Tools to Modify Oracle Applications Data

    Oracle STRONGLY RECOMMENDS that you never Use SQL*Plus, Oracle Data Browser, database triggers, or any other tool to modify Oracle Applications data unless otherwise instructed.

    Oracle provides powerful tools you can Use to create, store, change, retrieve, and maintain information in an Oracle database. But if you Use Oracle tools such as SQL*Plus to modify Oracle Applications data, you risk destroying the integrity of your data and you lose the capacity to audit changes to your data.

    Because Oracle Applications tables are interrelated, any change you yield using an Oracle Applications form can update many tables at once. But when you modify Oracle Applications data using anything other than Oracle Applications, you may change a row in one table without making corresponding changes in related tables. If your tables regain out of synchronization with each other, you risk retrieving erroneous information and you risk unpredictable results throughout Oracle Applications.

    When you Use Oracle Applications to modify your data, Oracle Applications automatically checks that your changes are valid. Oracle Applications besides keeps track of who changes information. If you enter information into database tables using database tools, you may store invalid information. You besides lose the capacity to track who has changed your information because SQL*Plus and other database tools achieve not maintain a record of changes.



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    References :


    Issu : https://issuu.com/trutrainers/docs/1z0-218
    Dropmark : http://killexams.dropmark.com/367904/12832352
    Dropmark-Text : http://killexams.dropmark.com/367904/12936719
    Blogspot : http://killexamsbraindump.blogspot.com/2018/01/oracle-1z0-218-dumps-and-practice-tests.html
    Wordpress : https://wp.me/p7SJ6L-2GR
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