|Exam Name||:||IBM Kenexa Engagement and Rewards Fundamentals|
|Questions and Answers||:||68 Q & A|
|Updated On||:||February 15, 2019|
|PDF Download Mirror||:||Pass4sure C2040-417 Dump|
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CARMEL, Ind.--(business WIRE)--Talevation® has expanded their talent Assessments Platform (faucet)™ to over seven hundred online ability assessments. faucet is Talevation’s cloud-primarily based, application-as-a-carrier (SaaS) digital industry, the place users can self-purchase and self-administer (in a personal and secure method) validated capabilities and behavioral skill assessments throughout a large range of job titles, classifications and behavioral criteria. With the extent of ability assessments now purchasable, Talevation also extended their strategic partnership with IBM®, and has now included IBM Watson™ AI, to support ebook users in settling on the correct assessments, for their unique instances.
Scott Abbott, Talevation Managing accomplice cited, “because we now have such an expansive portfolio of skill assessments - and that common key phrase search offers confined consequences - we anticipated that users may have issue landing on the ideal assessment(s) or understand exactly which assessments to take. In response, we constructed a chatbot named TAPbot™, that makes use of IBM Watson functions to convey a guided journey. as an example, TAPbot might suggest taking the ‘facts mining ideas’ assessment, when the user searches for ‘artificial intelligence’. Or for a selected knowledge assessment, TAPbot could also advocate certain behavioral assessments, to enhance their expertise. These connected but distinctive assessments might possibly be ones our user didn't at the start trust. Such self-discovery and support, is on the coronary heart of the faucet event.”
besides IBM Kenexa examine on Cloud™ and IBM Watson, tap leverages other items and features from the IBM Cloud™, together with: Alert Notification, API join, Assistant, Availability Monitoring, certificates supervisor, Cloudant, Cloud Foundry, Cloud functions, Cloud Object Storage, continual start, Discovery, herbal Language figuring out.
added Abbott, “faucet gives the most extensive and complete portfolio of self-carrier talent assessments in the market today. And with the fresh addition of tap U!, our profession services application for faculties, students and up to date or soon-to-be graduates - we're excited that tap can aid hundreds of thousands of americans earn, improve and hold lucrative employment.”
About Talevation: Headquartered in Carmel, IN - Talevation partners with IBM and IBM’s Kenexa talent Assessments - to deliver over 1,000 advantage and behavioral ability assessments used to identify, frame, validate, measure, show and substantiate the fit and talent of knowledge and latest personnel. Talevation helps individuals and organizations of all sizes, take the guesswork out of their talent choices: from hiring the correct people, to career construction, and worker engagement. Talevation supports four,000+ business locations, which mutually administer over one million individual potential and behavioral checks, per thirty days.
For tips about faucet and Talevation, discuss with www.talevation.com.
All company and products are the registered emblems of their respective companies.
IBM Cloud on Wednesday introduced a 5-yr, multi-million greenback settlement with smart power Water (SEW), a SaaS company for the power and utility sector. SEW is migrating critical workloads to IBM from another cloud provider, with plans to faucet into IBM's analytics, AI and IOT capabilities to pace up its utility construction. while IBM's cloud enterprise hasn't grown as quick as Amazon's or Microsoft's, IBM says or not it's now winning company from agencies like SEW that begun their event to the cloud somewhere else.
"further and further, there's an issue purchasers are confronted with," talked about Patrick Grubbs, IBM's VP of Strategic revenue for Watson & Hybrid Cloud Platform. "Many suppose, 'If I've chosen to flow all my workloads to Azure or Amazon, it be all going to work.' The truth is, that is nowhere near the reality.
IBM has made some large bets on a hybrid and multi-cloud future -- including its $34 billion pink Hat acquisition -- and Grubbs suggested or not it's paying off.
"I find loads of clients who have said, 'we have determined to move all of our functions to' -- decide upon your cloud, it could be Google, Azure or Amazon -- they've found they've moved the handy half," he talked about. At that factor, youngsters, they discover they are left with workloads that easily don't run on these clouds, or "the enterprise aid those other clouds purport to have are nowhere near what they really need."
SEW is popping to IBM to deliver a standard world infrastructure for its enterprise net and cellular applications, which serve greater than 150 utility agencies. Its functions encompass consumer engagement and cell personnel engagement functions, online bill processing, power efficiency equipment and equipment for real-time information assortment and administration.
besides assisting SEW host and manipulate its purposes, Grubbs stated IBM will aid the SaaS issuer pace up the growth of its set up base. "or not it's about using IBM Cloud but additionally the rest of IBM," he pointed out, reminiscent of practitioners from IBM capabilities or its AI and IOT choices.
IBM's emphasis on distinctive features and capabilities -- including hybrid and multi-cloud deployments -- is specially useful in the power sector, which has to take care of getting older infrastructure, stringent regulatory necessities and excessive customer expectations. IBM Cloud additionally currently signed offers with TenneT energy, Ista UK, and Hydro Ottawa.
Grubbs pointed out the business is concentrated on a wide array of industries, with fresh big wins within the telco company and financial features. IBM has already secured more than $3 billion in cloud offers in 2019, including a $550 million cloud features agreement with Vodafone and a take care of Westpac, one in every of Australia's greatest banks.Prior and related coverage:
Nowhere is the virtuous circle of business more normal than on this planet of game.
An athlete or crew attracts fans, which drives a following, which attracts company companions and sponsors and allows for the sports company to invest in its company to force success. In doing so, the athlete or membership extends its fan base and loyalty even extra. And on it goes.
I actually have grossly over simplified what are in fact advanced business models, so let me method it from a different attitude. In some other business, we don’t overtly applaud our consumers or supporters, bodily or digitally, yet in game it’s a weekly occurrence.
no matter if you are a sporting union or an important-league baseball group, a lower-league football crew or a globally-recognized basketball brand, probably the most probably path to sustainable income increase is thru fan loyalty and engagement.
expertise is, of path, key to this. It’s the manner through which sporting organizations try to integrate their business ideas with their enthusiasts, players and sponsors.
The application of know-how to enhance aggressive aspect and fan event isn’t new. seem to be no further than basketball, where Nike upward push 2.0 changed into created again in 2014 / 15 with the aid of AKQA in collaboration with Artisan and dandelion + burdock for Nike.
This became the creation of the primary digital court that provided precise-time and interactive participant insights and analytics that have been used to support with coaching choices and working towards patterns and offered fans with a completely new kind of engagement with the recreation they love.
We live in a global where structured and unstructured facts and the use of AI applied sciences are helping to determine new company fashions, create new purchaser experiences and drive distinctive kinds of engagement.
The wearing business isn't any different, and, in reality, all enthusiasts, coaches and expert sports people are information junkies notwithstanding they don’t realize it. figuring out statistics and deriving knowledge from it with using AI is essential for any carrying supplier to improve the performance of its groups, put into effect new styles of fan engagement and eventually force salary increase.
The Rugby football Union (RFU) is no exception: transformation is on the coronary heart of its strategy. Off the back of major success over the closing four years, IBM is delighted to announce it has renewed its partnership with the RFU with a new four-yr deal.
The RFU challenged IBM to support it convey their key strategic initiatives: to develop the game; help it greater interact with their fans, coaches and avid gamers; and help the england crew pressure to the subsequent degree of performance with records, fan engagement and AI.
IBM might be working with the RFU as its Digital event, records Analytics, AI and Cloud platform partner. during the entertaining mixture of IBM application and IBM functions, now not least its digital agency iX, IBM and the RFU might be working collectively to bring a world classification, personalised and primary digital event for its international rugby fanatics.
but it doesn’t cease there. IBM and the RFU will put into effect a consolidated and depended on data skill through a master facts management (MDM) platform, advanced analytics and AI via Watson data Platform (WDP) and scalability during the IBM Cloud.
mixed, this can give participant, fan, performance and in shape insights to support the RFU in its transition to a knowledge-driven and fan adventure-led enterprise.
by way of integrating this suite of capabilities, the RFU could be able to additional address primary issues around company building, enhancing fan experiences and starting to be the enterprise. It’s a lesson different groups can learn from.
Andrew Crisp - government partner, Comms Sector Europe, IBM global business services
WATCH the Tech speak to learn how other media organisations are the use of AI and machine getting to know applied sciences to create new customer engagement and experiences.
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Let’s face it — change is overwhelming, time-consuming and challenges us in ways we may not immediately appreciate. Studies have shown that we are all creatures of habit, and change, while well intended, disrupts our routine. Would you be interested in proven techniques to make change less painful and more effective?
There is actually a science to effectively executing and managing change. This science, organizational change management, is rooted in organizational psychology and solid business management fundamentals.
It came into existence as a result of actions taken to help remedy the poor enterprise resource planning (ERP) software implementations of the 1980s and ’90s. As companies started implementing these enormous software packages they realized that handling the change was just as complicated as implementing the software.
Still, many organizations today embark on change — post-merger integration, process improvement, new programs, etc. — with no plan for handling the organizational and people aspects of change. In the flurry of it all, it appears as if leaders may have forgotten that people are the link between ambition and achievement.
According to recent studies by Gartner, IBM and McKinsey, 70 percent of large-scale change efforts fail.
Here are a few helpful tips for a successful change effort:
Calculate the delta between where your organization is and where it needs to be. Pinpoint gaps and make plans to close them. Prioritize. Perform a change readiness assessment.
Seek to understand the history of how your organization dealt with change in the past, as this serves as a good indicator of how things might play out today. Prepare for those.
Develop a robust change management strategy. Create a plan to address the impact of change on your organization and make sure that people are ready, willing and able to perform effectively in the new environment upon deployment.
Ensure adequate and continuous levels of leadership alignment, sponsorship, communication, stakeholder engagement and training as part of your change program.
Involve key players and naysayers. Change does not easily happen in a vacuum. Gather-up your “A” team and solicit their thoughts and council. For meaningful input don’t overlook naysayers. Through them you will obtain a glimpse into a reality you may not know exists.
Execute milestones. Don’t focus solely on the overall portfolio of initiatives. Go deeper. Know the key milestones and maintain a maniacal focus on executing them on time. You’ve heard the saying “as your milestones go, so goes your project.”
Establish a reward and recognition program from the start. It is vital to celebrate small wins to build momentum toward a successful project. Waiting until the wins happen to launch a recognition program means delayed recognition to those doing the heavy lifting of preparing for and executing change.
Make change stick by focusing on your new key performance indicators. Set an aggressive schedule to monitor and review KPIs with leaders utilizing a “plan, do, check, act” cycle. Ensure all metrics are aligned with and support your new environment.
Niki St. Pierre is the Principal & Managing Director of NSP & Co. Niki’s strategic approach assists clients with planning and managing organizational change resulting from post-merger integrations, new IT system implementations, new operating processes and programs, as well as culture change. Niki is a respected expert in organizational change management, successfully working with more than 30 large-scale programs with Fortune 500, as well as startups, nonprofits and government agencies.
LOUISVILLE, Ky.--(BUSINESS WIRE)--Humana Inc. (NYSE: HUM) received Well-being Top Honors in Washington, D.C., this week as one of the top five companies among all national applicants for the Best Employers for Healthy Lifestyles® award, given by the National Business Group on Health (NBGH) to recognize organizations with the best workforce well-being programs in the U.S. In addition, Humana was named a Platinum award winner for the fourth consecutive year, the highest award distinction.
The Best Employers for Healthy Lifestyles® award program recognizes companies with a well-being strategy shown to improve employee health and productivity and business performance, particularly those with a holistic approach to well-being, encompassing financial, emotional, social, and community well-being. Humana has driven such efforts for several years, embracing a whole-person well-being view focused on improving people’s sense of Purpose, Health, Belonging, and Security.
The special Well-being Top Honors recognition was awarded to Humana for achieving strong results in these broader areas of focus and for connecting employee, family, and community well-being to business performance.
“We’re tremendously proud to receive this honor,” said Humana President and CEO Bruce Broussard. “Since helping people toward achieving their best health and lifelong well-being is our shared purpose at Humana, we know we must start at home and lead by example. And that means investing in our greatest asset - our associates. Health and well-being are at the heart of our culture, and we celebrate, challenge and encourage one another every day as we move forward together. This award serves as further inspiration.”
NBGH honors employers for their ongoing commitment to promoting healthy work environments and encouraging workers to live healthier lifestyles. The Best Employers for Healthy Lifestyles® award recognizes those employers that “have responded to the urgent need to improve their employees’ health, productivity and quality of life.”
“Humana’s focus on financial well-being, resilience and emotional well-being, community and social connections, as well as job satisfaction and overall physical health offer an example and challenge to other employers striving to improve employee health, well-being and productivity,” the NBGH judges said.
Through experiences like paid volunteer time off, network resource groups, flexible work arrangements, financial counseling or participating in an annual 100 Day Dash step challenge, Humana associates remain engaged together. They set collective, team and individual goals, measure progress, and celebrate successes. HumanaVitality, Humana’s health and wellness rewards program, encourages healthier lifestyles and supports associates with resources, health coaching, and other tools along the way.
Humana’s efforts are led and championed by senior leadership, and results show they’re working. Since 2012:
The strong commitment to well-being has helped Humana earn world-class employee engagement rates - consistently in the top 10th percentile of the Kenexa IBM World Norms database of over 16 million employee responses for the last five years - showing that associates understand and appreciate the commitment to helping them build balanced lives.
As Humana’s associates have unified around the purpose of improving health and well-being, they’ve brought that same passion to the members and communities they serve in their business each day.
Humana Inc., headquartered in Louisville, Ky., is a leading health and well-being company focused on making it easy for people to achieve their best health with clinical excellence through coordinated care. The company’s strategy integrates care delivery, the member experience, and clinical and consumer insights to encourage engagement, behavior change, proactive clinical outreach and wellness for the millions of people we serve across the country.
More information regarding Humana is available to investors via the Investor Relations page of the company’s web site at www.humana.com, including copies of:
About the National Business Group on Health®
The National Business Group on Health is the nation’s only non-profit organization devoted exclusively to representing large employers’ perspective on national health policy issues and helping companies optimize business performance through health improvement, innovation and health care management. The Business Group leads initiatives to address the most relevant health care issues facing employers today and enables human resource and benefit leaders to learn, share and leverage best practices from the most progressive companies. Business Group members, which include 72 Fortune 100 companies, provide health coverage for more than 50 million U.S. workers, retirees and their families. For more information, visit www.businessgrouphealth.org.
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