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1Z1-456 | Oracle Fusion Customer Relationship Management 11g Sales Essentials

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Exam Number 1Z1-456
Exam Name Oracle Fusion Customer Relationship Management 11g Sales Essentials
Questions 133 Q & A
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Test Name : Oracle Fusion Customer Relationship Management 11g Sales Essentials
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Q&A : 133 Dumps Questions

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Oracle Fusion Customer Relationship Management 11g Sales Essentials exam

ability management Merger Mania | 1Z1-456 Dumps and Real exam Questions with VCE Practice Test

June CoverThe mobilephone calls begun quickly after Oracle Corp. introduced in February that it will acquire Taleo Corp., the seller of a cloud-based ability management suite.

"As a Taleo customer who is not the use of Oracle for my HR information system, my mobilephone started ringing with calls from Oracle," says Jacqueline Kuhn, supervisor of people procedures and expertise at Beam Inc., a Deerfield, unwell.-based mostly maker of alcoholic drinks with 3,200 personnel in 23 nations.

These have been not cell calls to welcome her to the household or to reassure her that every one would conclusion neatly for Taleo purchasers akin to her who are not using Oracle's database. The calls were income pitches for Fusion, Oracle's cloud-based mostly suite of company applications, which encompass skill management. Fusion competes with Taleo but lacks a recruiting module. partially, Oracle bought Taleo for its skill sourcing and acquisition capabilities.

What the overlap between Fusion and Taleo in other skill administration areas could mean for shoppers of both California business is just one of many uncertainties surrounding fresh HR software mergers. The HR utility market experienced an onslaught of consolidations in 2010 and 2011 with more anticipated in 2012, growing lots of situations like Kuhn's.

Kuhn also finds herself within the awkward place of using the HR assistance system (HRIS) from Oracle's leading rival—SAP AG, primarily based in Walldorf, Germany. To complicate matters, in December 2011, SAP got SuccessFactors Inc. a San Mateo, Calif.-based mostly dealer of a cloud-based ability management suite and rival of Taleo and Fusion.

Kuhn estimates that she has at least 18 months earlier than Oracle takes any actions that could impact Taleo. For now, SAP and Taleo nevertheless meet Beam's strategic HR wants, and "we will continue our plans to use SAP and Taleo," Kuhn says. "These new offers are so significant that any important trade will take a long time."

James Holincheck, human capital management analyst at Gartner Inc., a expertise advisory firm based in Stamford, Conn., believes Kuhn's strategy is a sound one. "I do not suppose there is any intent to panic brief time period," he advises. "Get the cost from the investments you've got made." When merged vendors advance song information, "see what your circulate is next."

the new commonplace

Given the contemporary wave of HR software mergers, Kuhn's situation might seem standard. in case you have not been affected yet, just wait. The merger mania is not expected to conclusion quickly.

"There are lots of adjustments," says Naomi Bloom, a strategic HR expertise advisor and managing director of Bloom & Wallace in fort Myers, Fla. "there will by no means be a quiet time."

a different key merger changed into Salesforce.com Inc., most effective called a cloud-based mostly client relationship management vendor, acquiring Rypple in December 2011. The move signals entry of Salesforce.com into skill management. Rypple's cloud-based mostly social efficiency management application replaces typical efficiency experiences with a social and collaborative approach so employees are responsible for achieving their goals.

All these adjustments are the natural outgrowth of a long length—a decade or more—of HR utility innovation. Recruiting, studying, compensation planning, efficiency evaluate and other talent management capabilities grew to be proof concepts for—and beneficiaries of—the software-as-a-provider mannequin (SAAS). In SAAS, the consumer leases an utility that resides within the cloud as a substitute of buying a license and operating the utility on its hardware.

as the theory of cloud-based business functions took hold, talent administration was perceived as a comparatively low-chance method to provide the cloud mannequin a are trying. In reaction to SAAS, commercial enterprise application vendors tried however frequently struggled to offer cloud-based models. therefore, it is only herbal that after a decade of establishing and trying out functions and successful market share, Taleo, SuccessFactors and others would become acquisition objectives.

This newest round of consolidation basically represents the greatest fish eating the huge fish: SuccessFactors, Taleo and other SAAS companies went on their personal acquisition sprees earlier than they were bought.

What concerns may still consumers have?

"the first factor we tell our customers is not to panic," says Jason Averbook, chief executive officer of potential Infusion, a Minneapolis-primarily based consulting firm. "groups like Oracle and SAP purchase opponents as a result of they want the valued clientele. In some instances, they also need the skill. In some cases, they additionally need the know-how. however for the most half, they need the consumers."

be aware the expertise and integration road maps of the acquiring companies.

Averbook's calm comes with caution. "proceed down the course you are on, but at the identical time ask what these mergers mean strategically to your enterprise and your HR efforts. After buying Taleo, Oracle now has five distinct HR items, which ability five distinctive code lines. it is time to be aware which they are integrating, which they are continuing to invest in, and ask if that matches your lengthy-term method."

If it doesn't, he says, "start finding out what your migration course goes to be."

anticipating highway Maps

earlier than making migration decisions, HR experts may still consider the technology and integration highway maps of the acquiring corporations. however decent success finding counsel anytime soon.

"There are no road maps as of yet," says prosperous Berger, senior director of international HR suggestions management at Citrix programs Inc., primarily based in fortress Lauderdale, Fla., which develops virtualization, networking, collaboration and cloud computing application. With greater than 7,000 employees in 38 countries, Citrix makes use of SAP for its HR counsel system and products from Peoplefluent for talent administration. Peoplefluent, based in Raleigh, N.C., and Waltham, Mass., is a merger of equals—Peopleclick and Authoria in 2010.

Berger's problem: What does it mean that SAP has bought SuccessFactors, a direct competitor of Peoplefluent?

you will accumulate a widely wide-spread inspiration about Oracle's and SAP's plans in response to their cloud efforts to this point, what analysts and valued clientele say, and a few of their own public statements.

Oracle has labored on its cloud method for six years, adapting some applications and modules from earlier acquisitions, together with PeopleSoft, and constructing fully new applications and modules to include in Fusion. Oracle made Fusion often available in October 2011 in on-premise and Oracle-hosted cloud versions. It seems not going that each one of Taleo's offerings are destined to develop into part of Fusion, although Oracle is expected to integrate Taleo's recruiting and candidate sourcing modules into Fusion. besides offering probably the most main recruitment applications, Taleo has constructed up probably the most biggest candidate databases.

"Oracle has a cloud platform in Fusion," Averbook says. "So it raises the question of what's going to ensue to Taleo future." He and others notice that PeopleSoft clients had considerations when Oracle received that business in 2005. Oracle has now not invested closely in PeopleSoft however has stored it going. Oracle didn't reply to requests for guidance about its plans.

In a webcast in late April, Oracle and Taleo executives spoke in generalities about the future elements of the Taleo product, but probably now not on the level of aspect that could help valued clientele like Kuhn. Neil Hudspith, Taleo's chief customer officer, whom Oracle has employed, reassured current Taleo consumers that the merged company will continue to engage Taleo aid personnel. He suggested that more details concerning the future street map for items would be obtainable at Taleo's annual conference in September.

In contrast to Oracle, SAP likely views its acquisition of SuccessFactors "as plenty extra strategic. SAP has made a commitment to movement all HR products to SuccessFactors," Averbook says. SAP gave SuccessFactors CEO Lars Dalgaard the job of main SAP's broader cloud-SAAS strategy.

whereas this might thrill shoppers lucky sufficient to make use of both SAP and SuccessFactors—who're likely the huge winners—it concerns Berger. "we are an SAP store. it's our lower back end for enterprise aid planning and HRIS, but we do not use any SuccessFactors items," Berger says. "When one looks at that combination, it's in direct battle now with things we use from Peoplefluent."

Berger, vp of the board for the foreign association for Human aid assistance administration, says that, for now, advertising hype exceeds true evaluation. "They haven't had time to create a complete highway map. From the viewpoint of an inside HRIS leader, we're nevertheless in a state of flux with these mergers and it is disruptive."

in line with SAP spokesperson James Dever, the company planned to release extra details, together with a street map, last month. Dever noted SuccessFactors will operate as an independent enterprise and try to meet purchasers' needs, some thing different items they select.

Disruption likely to continue

Holincheck predicts that SAAS acquisitions will create contract uncertainty for valued clientele of the acquired vendors for as a minimum 365 days.

The acquisitions "are a sure sign the SAAS software business market is entering a disruptive consolidation part," he wrote in a Gartner quick in February co-authored by using colleague Robert P. Desisto. The analysts advised HR experts to aspect this into their software suggestions and recommended pre-emptive measures to take when entering into a SAAS settlement.

among their suggestions:

Add language to any new SAAS contract that ensures enforcement and exit clauses if the contract isn't adhered to via any dealer that acquires the SAAS provider.

if in case you have company necessities that must be met all over the next three years, do not wait for a SAAS utility suite to emerge from a single vendor across all domains—finance, candidate relationship administration and human capital management. Pursue a optimal-of-breed approach.

"history tells us once a market starts to consolidate it can speed up very at once," the analysts conclude. "notwithstanding consolidation can promote longer-time period steadiness as big companies with effective viability mitigate the possibility of smaller vendors, it will create turmoil over the short term."

Turmoil doesn't upset Kuhn as a result of Beam has finished what the Gartner analysts suggest. "We have already got contracts and agreements we predict our carriers to reside up to," she says. Her future issue is that Oracle could change its cost mannequin and the way it integrates a non-Oracle product with Taleo.

"purchasers whose contracts with these companies are expiring in the subsequent three hundred and sixty five days or so may also are looking to wait to look what happens. You might also now not want to prolong your contract thoroughly for 3 years or longer except you have got extra factual data about the highway map. Do a one-year renewal as a substitute," Kuhn advises. do not let mergers "keep you from relocating ahead in your initiatives with HR," she adds.

Stress method

Merger mania among HR utility carriers underscores the want for HR executives to feel strategically and to pay close consideration to tendencies that could influence their capability to help their corporations. enterprise needs should power ability approach, and skill approach should still force the licensing of helping application.

Gathering "rigorous, competitive intelligence on your key companions is a part of your responsibility day in and day out," Bloom says. "that you could wake up the following day morning, and there can be disruptions not just in possession but in management and strategic path of these companies."

An HR method that supports business strategy, combined with an HR utility street map that supports HR approach, can prove to be a safeguard in turbulent instances. Amid steady trade, "step again and discover some sanity and balance. that's the place you need the strategic marketing strategy," Bloom says. "Even because the moving components or strategies maintain altering, you ought to stay focused on where you try to get to."

this is what Kuhn capacity when she says Taleo and SAP still meet Beam's strategic needs. Beam has an HR approach aligned with enterprise approach.

no matter if this is extensively proper of HR corporations isn't clear. Researchers at CedarCrestone Inc., an Alpharetta, Ga.-based provider of consulting, technical and managed features, shed some easy on the area.

In a 2011 survey of 727 respondents global about know-how systems, full-time HR professionals were asked "the place do you spend as a minimum 25 % of your time?" Respondents might select more than one reply, and the third most standard answer, chosen by using forty seven p.c, was "HR gadget approach."

requested that manner, it is not possible to verify if the different fifty three % spend less time on it or none, notes Alexia Martin, CedarCrestone's director of research and analytics. She surmises that about half of HR agencies be aware the magnitude of getting an HR expertise strategy and spend time working on it.

however it also suggests, Martin says, that "a sizable portion of HR groups don't seem to be spending lots, if any, time on HR system method."

The creator is know-how contributing editor for HR journal and is based mostly in Silicon Valley.

net Extras​

SHRM article: the way to Get pride from SAAS (HR magazine)

SHRM article: looking beneath the SAAS mannequin’s Hood (HR journal)

SHRM article: Vetting, cautiously (HR magazine)

SHRM article: using a road Map for HR technology (HR magazine)

weblog: In Full Bloom (Naomi Bloom)


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