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C2040-417 - IBM Kenexa Engagement and Rewards Fundamentals - Dump Information

Vendor : IBM
Exam Code : C2040-417
Exam Name : IBM Kenexa Engagement and Rewards Fundamentals
Questions and Answers : 68 Q & A
Updated On : April 17, 2019
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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 Name : IBM Kenexa Engagement and Rewards Fundamentals
Vendor Name : IBM
Q&A : 68 Real Questions

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IBM IBM Kenexa Engagement and

HRV named finalist in IBM Kenexa premiere workplaces Survey | killexams.com Real 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 choose community of agencies who are finalists within the 2014 IBM Kenexa top of the line places of work Survey and Awards.

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

This year over 32,000 personnel from 228 New 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 business class, is proud to have made it into the true tier of the most reliable places of work awards.

“This comes on the back of a 4 yr journey for HRV, all over which time we now have made a considerable investment in modernising the enterprise, developing many greater jobs, and reinforcing our position because the number 1 domestic solutions enterprise in New Zealand.

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

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

taking part establishments ask 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, way of life, recognition and engagement.

“i need 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 fantastic location to work for his or her employees,” says Leighton Abbot, Senior advisor, IBM Smarter Workforces, New Zealand.

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

The IBM Kenexa most suitable office Survey and Awards are delivered as a part of IBM’s Smarter body of workers initiative, which helps enterprises practice 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

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Kenexa now a part of IBM | killexams.com Real 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 native operations and management.

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

What turns into of this new combination of the smaller recruiting and skill administration software business and one of the crucial world's oldest and most dear technology manufacturers is still to be 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 be more aggressive in hiring. It should be 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 social business capabilities while gaining actionable insights from the colossal streams of information generated from social networks day by day," IBM stated at the closing. "Kenexa enhances IBM's method of bringing primary information and expertise into the arms of enterprise leaders inside every practical branch, from sales and advertising to product building and human substances.

Alistair Rennie, everyday manager of social business for IBM, talked about in a information liberate: "The mixture of Kenexa's world-class human capital administration options and IBM's social enterprise and analytics management uniquely positions IBM to help shoppers generate true returns from their social business investments, whereas assisting them to be 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 foreign agribusiness business, has signed a 3-yr settlement to use Kenexa to run an worker engagement survey to its group of workers of 140,000 personnel world wide.

At IBM's join convention, a social business client experience in January 2013, IBM mentioned, it will aspect the way it will aid shoppers use social 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 business results and competitive skills.

Kanter turned into traveling Wednesday and commented on his technique to big apple about the aggregate of the two corporations and cultures: "I believe truly decent about it for our consumers and employees. we now have been bought to be the platform for their smarter group of workers method.  I consider what IBM noticed in Kenexa become the individuals, culture and platform to make Kenexa much more enormous 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 Real 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 place clients can self-buy and self-administer (in a non-public and secure method) validated talents and behavioral talent assessments throughout a broad range 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 help e book users in picking the right assessments, for his or her exciting situations.

Scott Abbott, Talevation Managing associate referred to, “because we now have such an expansive portfolio of skill assessments - and that typical key phrase search offers restrained effects - we predicted that clients may additionally have issue landing on the superb evaluation(s) or understand exactly which assessments to take. In response, we developed a chatbot named TAPbot™, that utilizes IBM Watson functions to bring a guided experience. for example, TAPbot could suggest taking the ‘data mining concepts’ assessment, when the person searches for ‘synthetic intelligence’. Or for a specific abilities assessment, TAPbot could additionally recommend definite behavioral assessments, to enhance their knowledge. These related but distinct assessments may be ones our 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 Object Storage, continual 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!, our career services software for colleges, students and recent or quickly-to-be graduates - we 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 ability Assessments - to supply over 1,000 capabilities and behavioral ability assessments used to establish, body, validate, measure, show and substantiate the fit and proficiency of capabilities and latest employees. Talevation helps people and corporations of all sizes, take the guesswork out of their ability choices: from hiring the right people, to profession development, and worker engagement. Talevation supports 4,000+ enterprise locations, which jointly administer over 1000000 particular person knowledge and behavioral checks, per 30 days.

For tips about faucet and Talevation, seek advice 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 real questions and Pass4sure dumps

Posted October 31, 2012 By Drew Robb     Feedback

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

Human capital management (HCM) is front and center among enterprise applications following a series 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 reason 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 reach $11 billion by 2016. IDC analyst Lisa Rowan said large enterprises want to use HCM to attain a global view into their workforces and gain the ability to do more with current resources.

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

Over the course of two articles, we will look 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 business 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 include 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 work rules, job mobility, and the strategic importance of people assets have forced organizations to transform their human resources systems into a more real-time, personalized, and operational intelligence business function that goes beyond the traditional view of aggregating personnel data.”

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

Here's a look 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 full spectrum of HR in the cloud.

Oracle's end goal appears to be employing Taleo as a cloud-based front end 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 social collaboration functionality, and using Oracle Business Analytics to uncover Talent Intelligence from Taleo’s Big Data.

Taleo already offers what it calls Talent Intelligence, a unified suite of talent capabilities including social, Big 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 include alerting employees to internal advancement opportunities and identifying candidates who are not quite qualified for a job and nudging them to use Taleo’s learning system to reach the next level. In addition, employees can model their own career paths and find out what it will take to arrive there.

Other just-announced features include allowing employees to select a mentor, helping managers locate the right team member for an international assignment and finding an eligible employee for a new position. The whole idea is to motivate the employee to participate in his/her own career development. This all sits on top of a mobile development framework known as Oracle Fusion Tap that provides a single interface that can be used to access all Taleo or Oracle applications.

One final development merits a mention. Last month Oracle purchased SelectMinds. As a provider of cloud-based social 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 effective method 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 help customers with a complete talent management solution, enabling streamlined recruiting practices, more quality referrals, faster employee on-boarding  and better performance.”

SAP SuccessFactors Business Execution (BizX) Suite

SAP characterizes SuccessFactors, which it bought for $3.4 billion late last 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 need to produce measure and continuously improve business results through people,” said Folia Grace, vice president of Product Marketing, SAP Cloud.

The principal product is the BizX Suite. Grace said it can be used by small businesses as well as large enterprises. Modules in the BizX Suite include: compensation, employee central, jam (social business 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 all meeting attendees to see Employee Profiles or LinkedIn profiles of other meeting attendees. The employee review process also has been updated with more social 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 be generally available this quarter. “Work.com builds upon the Rypple social 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 social goals, feedback, and coaching
  • Motivate -- Motivate with real-time recognition and rewards
  • Perform -- Fast, relevant performance reviews and calibration
  • Addressing the "motivate" piece, Stein said Work.com offers social rewards, allowing companies to tie recognition to points that can be redeemed for gift cards at partner Amazon.com.

    Work.com will also be 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 support business processes rather than HR processes. That's why the focus is on building performance into business applications rather than expecting people to log into separate HR systems to manage performance.

    “Do you want something that only HR will use or something designed for everyone in the business 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 living 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 real questions and Pass4sure dumps

    No result found, try new 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 Q&A. I ended by saying: It w...

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

    Gabriella Jozwiak, January 30, 2014

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

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

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

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

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

    They said having fair and objective HR processes in place to support promotion decisions made them feel fulfilled, as well as having a supportive line manager who believed in their potential. They also wanted a clear plan about how to advance their career and achieve their goals.

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

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

    “Employers need to take this on board when planning initiatives to support gender diversity, to make sure that women not only stay in the company but also move 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 have gender-focussed objectives in their diversity strategies.

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

    “We would encourage employers to consider implementing these strategies as an effective 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 have a positive impact on employee performance and engagement, and are able to help build a diverse talent pipeline by recognising their team members’ skills,” she said.

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

    Kenexa’s report also revealed employees think 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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