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C2040-417 IBM Kenexa engagement and Rewards Fundamentals

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C2040-417 exam Dumps Source : IBM Kenexa engagement and Rewards Fundamentals

Test Code : C2040-417
Test designation : IBM Kenexa engagement and Rewards Fundamentals
Vendor designation : IBM
: 68 true Questions

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IBM IBM Kenexa engagement and

HRV named finalist in IBM Kenexa premiere workplaces Survey | killexams.com true Questions and Pass4sure dumps

Tuesday, 23 September 2014, 5:30 pmPress unlock: HRV

HRV named finalist in IBM Kenexa most advantageous workplaces Survey for 2014

23 September 2014 – HRV is amongst a pick community of agencies who are finalists within the 2014 IBM Kenexa top of the line places of travail Survey and Awards.

The annual programme is novel Zealand’s largest and longest working anatomize of workplace local weather and worker engagement, and identifies the most excellent places to travail in novel Zealand as rated via their employees.

This year over 32,000 personnel from 228 novel Zealand organisations, representing the private and public sectors, participated in the survey with forty two organizations accomplishing finalist stage throughout five categories.

HRV Chief executive Bruce Gordon says the company, which is a finalist in the medium and large industry class, is supercilious to contain made it into the prerogative tier of the most reliable places of travail awards.

“This comes on the back of a 4 yr journey for HRV, outright over which time they now contain made a considerable investment in modernising the enterprise, developing many greater jobs, and reinforcing their position because the number 1 domestic solutions enterprise in novel Zealand.

“So being a finalist is large consciousness from their superb group that HRV is not most efficacious a diligent and ahead considering enterprise, however also one with a fun and supportive travail environment to in shape it,” says Mr Gordon.

“From the hardworking muster centre personnel to the individuals on the front line in their earnings groups and those who install HRV ventilation and water programs, their staff are outright focussed on making novel Zealand buildings healthier, and it’s massively rewarding to know that we’re doing the appropriate thing by means of them too.”

taking portion establishments inquire their personnel to comprehensive a exclusive survey about their office between may additionally and August. employees grade their workplace and employers across key classes together with leadership, course of life, recognition and engagement.

“i necessity to congratulate HRV on attaining finalist repute within the IBM Kenexa foremost offices Survey and Awards. The programme is an excellent acknowledgement of their commitment to ensuring their agency is grotesque location to travail for his or her employees,” says Leighton Abbot, Senior advisor, IBM Smarter Workforces, novel Zealand.

The winners of the 2014 IBM Kenexa most excellent places of travail Survey and Awards can subsist introduced at a black tie dinner in Auckland on 23 October.

The IBM Kenexa most suitable office Survey and Awards are delivered as a portion of IBM’s Smarter cadaver of workers initiative, which helps enterprises drill confirmed behavioural science, statistical evaluation and psychological concepts to enhance worker engagement and organisational efficiency.

be taught extra about IBM Kenexa most excellent workplaces at www.bestworkplaces.co.nz

follow the dialog at #BestWorkNZ

ENDS

© Scoop Media

in response to the challenges facing Scoop and the media industry we’ve instituted an moral Paywall to maintain the tidings freely accessible to the generic public.people who utilize Scoop for travail necessity to subsist licensed through a ScoopPro subscription under this model, they additionally acquire access to exclusive information equipment.

Register for ScoopPro    locate out greater

locate greater from HRV on InfoPages.

Kenexa now a portion of IBM | killexams.com true Questions and Pass4sure dumps

considered one of Lincoln's largest deals ever is finished.

IBM introduced the closing of its acquisition of Kenexa, which has about 400 employees in Lincoln, basically three,000 worldwide. IBM paid about $1.three billion for Kenexa, which has headquarters in Wayne, Pa., however with some aboriginal operations and management.

Kenexa emerged in 1997 as the compund of that industry and Human substances innovations, a Lincoln company created in 1994 by Troy Kanter and invoice Erickson, veterans of Gallup.

What turns into of this novel combination of the smaller recruiting and skill administration software industry and one of the crucial world's oldest and most dear technology manufacturers is still to subsist considered.

"We shouldn't see any adjustments in Lincoln," mentioned Kanter, chief working officer of Kenexa, if you want to retain its identity within IBM. "we will in reality subsist more aggressive in hiring. It should subsist enterprise as general, with increased emphasis on R&D, revenue and client service."

Kenexa's intended position in IBM is glaring and formidable. 

at the time the deal changed into announced, Kanter said, "the expertise we've got constructed is among the world's main, all-cloud-primarily based functions. The staff here is fairly refined in terms of skill sets, probably nothing adore it in the Midwest."

"Kenexa bolsters IBM's management in assisting customers embody convivial industry capabilities while gaining actionable insights from the colossal streams of information generated from convivial networks day by day," IBM stated at the closing. "Kenexa enhances IBM's routine of bringing primary information and expertise into the arms of enterprise leaders inside every practical branch, from sales and advertising to product structure and human substances.

Alistair Rennie, everyday manager of convivial industry for IBM, talked about in a information liberate: "The compund of Kenexa's world-class human capital administration options and IBM's convivial enterprise and analytics management uniquely positions IBM to serve shoppers generate prerogative returns from their convivial industry investments, whereas assisting them to subsist more aggressive of their markets."

Kenexa has greater than eight,900 purchasers across a lot of industries, including economic features, pharmaceuticals, retail and purchaser, and greater than half of the Fortune 500, IBM mentioned.

considering the deal became announced in August, IBM stated, Kenexa has signed great, multiyear contracts with a number of fundamental corporations, and these days announced that Cargill, the eccentric agribusiness business, has signed a 3-yr settlement to utilize Kenexa to flee an worker engagement survey to its group of workers of 140,000 personnel world wide.

At IBM's join convention, a convivial industry client undergo in January 2013, IBM mentioned, it will aspect the course it will aid shoppers utilize convivial expertise, analytics, skill administration and human insights to attract and hold the appropriate talent, to permit worker capabilities for the optimal influence and to align actions to enrich enterprise performance -- resulting in real, advantageous industry results and competitive skills.

Kanter turned into traveling Wednesday and commented on his technique to mammoth apple about the aggregate of the two corporations and cultures: "I believe truly decent about it for their consumers and employees. they now contain been bought to subsist the platform for their smarter group of workers method.  I reckon what IBM noticed in Kenexa become the individuals, culture and platform to manufacture Kenexa much more mammoth than it's now."

Kenexa shareholders voted on the acquisition Monday, and Kanter stated simplest sixty five votes of 30 million went towards the deal. 

"no longer as shut as Florida elections," he concluded.


Talevation Expands Strategic Partnership with IBM; raises Assessments choices and provides IBM Watson AI | killexams.com true Questions and Pass4sure dumps

CARMEL, Ind.--(enterprise WIRE)--Talevation® has elevated their skill Assessments Platform (tap)™ to over seven hundred on-line skill assessments. tap is Talevation’s cloud-based mostly, utility-as-a-carrier (SaaS) digital industry, the residence clients can self-buy and self-administer (in a non-public and secure method) validated talents and behavioral talent assessments throughout a broad compass of job titles, classifications and behavioral standards. With the quantity of talent assessments now obtainable, Talevation also multiplied their strategic partnership with IBM®, and has now included IBM Watson™ AI, to serve e bespeak users in picking the prerogative assessments, for his or her exciting situations.

Scott Abbott, Talevation Managing associate referred to, “because they now contain such an expansive portfolio of skill assessments - and that typical key phrase search offers restrained effects - they predicted that clients may additionally contain issue landing on the superb evaluation(s) or understand exactly which assessments to take. In response, they developed a chatbot named TAPbot™, that utilizes IBM Watson functions to bring a guided experience. for example, TAPbot could insinuate taking the ‘data mining concepts’ assessment, when the person searches for ‘synthetic intelligence’. Or for a specific abilities assessment, TAPbot could additionally recommend obvious behavioral assessments, to enhance their knowledge. These related but several assessments may subsist ones their consumer did not in the beginning trust. Such self-discovery and support, is at the coronary heart of the faucet journey.”

apart from IBM Kenexa examine on Cloud™ and IBM Watson, tap leverages other products and functions from the IBM Cloud™, including: Alert Notification, API join, Assistant, Availability Monitoring, certificate supervisor, Cloudant, Cloud Foundry, Cloud functions, Cloud kick Storage, perpetual delivery, Discovery, natural Language realizing.

added Abbott, “tap provides the most extensive and complete portfolio of self-service talent assessments in the market today. And with the fresh addition of faucet U!, their career services software for colleges, students and recent or quickly-to-be graduates - they are excited that tap can assist tens of millions of americans earn, improve and continue profitable employment.”

About Talevation: Headquartered in Carmel, IN - Talevation partners with IBM and IBM’s Kenexa competence Assessments - to supply over 1,000 capabilities and behavioral competence assessments used to establish, body, validate, measure, expose and substantiate the apt and proficiency of capabilities and latest employees. Talevation helps people and corporations of outright sizes, occupy the guesswork out of their competence choices: from hiring the prerogative people, to profession development, and worker engagement. Talevation supports 4,000+ enterprise locations, which jointly administer over 1000000 particular person erudition and behavioral checks, per 30 days.

For tips about faucet and Talevation, quest counsel from www.talevation.com.

All enterprise and products are the registered trademarks of their respective corporations.


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IBM Kenexa engagement and Rewards Fundamentals

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Human Capital Management Buying Guide: Oracle, SAP, Salesforce | killexams.com true questions and Pass4sure dumps

Posted October 31, 2012 By Drew Robb     Feedback

Human capital management's star is rising in the enterprise, and outright of the major software vendors are keen to hitch a ride.

Human capital management (HCM) is front and heart among enterprise applications following a progression of acquisitions by software giants SAP (SuccessFactors), Oracle (Taleo) IBM (Kenexa) and Salesforce (Rypple), purchases designed to boost the cloud-based HCM capabilities of these companies. Meanwhile, cloud HCM player Workday recently completed a highly successful IPO, with the stock gaining 74 percent in its first day and earning the company some $675 million.

Part of the intuition for this frenzy of activity is the volume of HCM sales. According to International Data Corporation (IDC), worldwide revenue for HCM reached $7.5 billion in 2011. IDC projects this sector will attain $11 billion by 2016. IDC analyst Lisa Rowan said large enterprises want to utilize HCM to attain a global view into their workforces and gain the competence to achieve more with current resources.

According to Rowan, the top five vendors in HCM at the near of 2011 were SAP, Oracle, Kronos, Taleo and SuccessFactors.

Over the course of two articles, they will quest at what the various vendors are offering as well as the various trends that are emerging. First, let’s define HCM.

What is HCM?

Rowan said HCM software automates industry processes that cover the entire span of an employee's relationship with a corporation (as opposed to the department or group to which the employee belongs), as well as management of other human resources used by the enterprise (e.g., contingent labor, contractors, and consultants). Increasingly, this can comprise human resources employed by suppliers and customers. Core HR functions such as personnel records, benefits administration and compensation are central to an HCM applications suite.

“These functions are increasingly being delivered as employee self-service or manager self-service to automate record keeping and updating as well as consolidated reporting,” said Rowan. “Globalization, flexible travail rules, job mobility, and the strategic significance of people assets contain forced organizations to transform their human resources systems into a more real-time, personalized, and operational intelligence industry office that goes beyond the traditional view of aggregating personnel data.”

In addition, core HR functions are being supplemented by extensions that figure the basis of a novel generation of HCM applications frameworks. These extensions can subsist categorized into four segments: recruiting, incentive management, performance management and workforce management. These four segments, in total or in part, can also subsist grouped under the talent management heading.

Here's a quest at Oracle, SAP and Salesforce.com, three of the four vendors that made HCM acquisitions in the past year:

Oracle Taleo Cloud Service

Oracle is clearly enamored with Taleo, a company it purchased earlier this year for $1.9 billion. The combination of Taleo’s cloud recruiting, talent management and analytics with Oracle’s suite of core HR systems is intended to create a one-stop-shop for businesses to manage the replete spectrum of HR in the cloud.

Oracle's near goal appears to subsist employing Taleo as a cloud-based front near for performance management, with Oracle products for engagement and retention, compensation, talent review and core HR on the back end. It plans to further improve Oracle Taleo Cloud Service by integrating it with Oracle Fusion HCM and Oracle’s PeopleSoft HCM, adding more convivial collaboration functionality, and using Oracle industry Analytics to uncover Talent Intelligence from Taleo’s mammoth Data.

Taleo already offers what it calls Talent Intelligence, a unified suite of talent capabilities including social, mammoth Data and mobile functionality. The company claims over 5,000 enterprises worldwide, managing 15 percent of U.S. hires and processing up to 74 million transactions per day. Its talent management suite encompasses performance and goal management, succession planning, compensation management, and learning and development.

Oracle is adding to that by bringing talent and core HR together in the cloud. Some of the benefits to this combination comprise alerting employees to internal advancement opportunities and identifying candidates who are not quite qualified for a job and nudging them to utilize Taleo’s learning system to attain the next level. In addition, employees can model their own career paths and find out what it will occupy to arrive there.

Other just-announced features comprise allowing employees to select a mentor, helping managers locate the prerogative team member for an international assignment and finding an eligible employee for a novel position. The total conception is to motivate the employee to participate in his/her own career development. This outright sits on top of a mobile progress framework known as Oracle Fusion Tap that provides a solitary interface that can subsist used to access outright Taleo or Oracle applications.

One final progress merits a mention. final month Oracle purchased SelectMinds. As a provider of cloud-based convivial talent sourcing and corporate alumni management, SelectMinds empowers recruiters, hiring managers and employees to distribute job opportunities and access referrals, which are the top source of hires.

“Recruiting candidates through employee referrals is widely acknowledged as the most efficacious routine to find talent through trusted contacts,” said Thomas Kurian, executive vice president, Oracle Development. “By adding SelectMinds to Oracle’s Talent Management Cloud, Oracle can serve customers with a complete talent management solution, enabling streamlined recruiting practices, more character referrals, faster employee on-boarding  and better performance.”

SAP SuccessFactors industry Execution (BizX) Suite

SAP characterizes SuccessFactors, which it bought for $3.4 billion late final year, as the leading cloud based HCM solution.

“Only SuccessFactors’ SaaS-based talent solutions, plus core HR, collaboration and workforce analytics, gives you everything you necessity to bow measure and continuously improve industry results through people,” said Folia Grace, vice president of Product Marketing, SAP Cloud.

The principal product is the BizX Suite. Grace said it can subsist used by tiny businesses as well as large enterprises. Modules in the BizX Suite include: compensation, employee central, jam (social industry collaboration), learning, performance and goals, recruiting, succession/development, workforce analytics and workforce planning.  

SuccessFactors is updated every quarter. In a recent release SuccessFactors added Touchbase, a mobile feature intended to modernize the one-to-one meeting and enable an on-the-go workforce to "touch base" on issues and items from anywhere with a synchronized, mutual list of items. Another recent addition is a Who's In the Meeting mobile feature that provides one-click access for outright meeting attendees to see Employee Profiles or LinkedIn profiles of other meeting attendees. The employee review process also has been updated with more convivial and mobile learning capabilities.

“SAP and SuccessFactors are working closely together to create the best cloud portfolio in the market,” said Grace.

Saleforce Work.com

With its Rypple acquisition, Salesforce.com is providing a product known as Work.com which will subsist generally available this quarter. “Work.com builds upon the Rypple convivial performance management application, which was acquired earlier this year,” said Nick Stein, director Marketing and Communications, Salesforce Work.com.

The key features are:

  • Align -- Align around the core mission and objectives of your company and your team with convivial goals, feedback, and coaching
  • Motivate -- Motivate with real-time recognition and rewards
  • Perform -- Fast, apposite performance reviews and calibration
  • Addressing the "motivate" piece, Stein said Work.com offers convivial rewards, allowing companies to tie recognition to points that can subsist redeemed for gift cards at partner Amazon.com.

    Work.com will also subsist integrated into Sales Cloud, Service Cloud and Chatter, so sales and service professionals can manage performance from inside those Salesforce applications.  Stein said HCM applications are now being designed to champion industry processes rather than HR processes. That's why the focus is on structure performance into industry applications rather than expecting people to log into separate HR systems to manage performance.

    “Do you want something that only HR will utilize or something designed for everyone in the industry to use?” said Stein. “Companies can no longer afford to set goals and provide feedback and recognition to their people only once a year."

    Drew Robb is a freelance writer specializing in technology and engineering. Currently alive in California, he is originally from Scotland, where he received a degree in geology and geography from the University of Strathclyde. He is the author of Server Disk Management in a Windows Environment (CRC Press).


    Reasons To Avoid IBM; Its Relevance To The Overall Market | killexams.com true questions and Pass4sure dumps

    No result found, try novel keyword!From the press release: First-quarter revenues from the company's strategic imperatives --- cloud, analytics and engagement ... IBM's business, as did some analysts on the . I ended by saying: It w...

    Study reveals chasm between satisfaction and promotion for women | killexams.com true questions and Pass4sure dumps

    Gabriella Jozwiak, January 30, 2014

    Gender diversity initiatives are being hampered by focusing too much on initiatives that manufacture women feel more satisfied rather than driving actual promotions, research suggests.

    A study of 3,000 female and manlike managers and professionals revealed the features of working life women swear provides them with career satisfaction are vastly different from factors that drive career progression.

    IBM company Kenexa identified the three most principal factors leading to women’s actual career progression as faultfinding job assignments, politically-skilled networking and risk-embracing seeking of opportunities.

    Women reported engaging less than men in outright areas apart from risk-embracing seeking of opportunities, where the proportions were similar.

    However, when asked to characterize what made them feel satisfied with their career progression, female respondees gave different responses.

    They said having objective and objective HR processes in residence to champion promotion decisions made them feel fulfilled, as well as having a supportive line manager who believed in their potential. They also wanted a lucid plot about how to advance their career and achieve their goals.

    Kenexa senior psychologist at the tall Performance Institute and report author Ines Wichert said the incompatibility between satisfaction and actual promotion could “account to some extent for the slower progress in getting women to the top. After all, ardor satisfied with their career progression opportunities is no guarantee to securing the next promotion," she said.

    “This could clarify why many organisations struggle to see change as a result of their gender diversity initiatives – perhaps they are focusing on initiatives that manufacture women feel more satisfied, but not on initiatives that drive actual promotions and therefore career progression for women.

    “Employers necessity to occupy this on board when planning initiatives to champion gender diversity, to manufacture sure that women not only linger in the company but also stagger up the career ladder.”

    Campaign group opportunity Now director Kathryn Nawrockyi responded to the findings, saying her organisation’s observations of top performing companies on female progression suggested companies with more women in leadership roles were twice as likely to contain gender-focussed objectives in their diversity strategies.

    “There are also more women at middle and senior levels in organisations with a clear, transparent solitary reward structure for outright employees, and a positive correlation between a tall number of female managers and uptake of flexible working,” she said.

    “We would hearten employers to reckon implementing these strategies as an efficacious first step to increasing female representation within their organisation.”

    She also encouraged employers to develop workplace cultures with “inclusive leadership”.

    “Our research shows inclusive leaders contain a positive repercussion on employee performance and engagement, and are able to serve build a diverse talent pipeline by recognising their team members’ skills,” she said.

    “But at the instant there are too few inclusive leaders, and they are often there by accident not design.”

    Kenexa’s report also revealed employees speculate the “golden age” for career progression is between the ages of 28 and 34, after which respondees said the number of promotions and job satisfaction levels steadily decreased.



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