This document provides an overview of competencies and rating scales within career management in Oracle HRMS. It discusses defining competencies, determining why rating scales are used, and describing different methods of measuring behavior using rating scales and proficiency levels. The document also covers setting up rating scales and competence requirements, as well as copying competencies between different levels like the business group, organization, job, or position.
This document discusses generating reports and letters in Oracle HRMS Recruiting. It describes several reports available to view recruiting information like requisitions, new hires, skills matching, and assignment status. It also outlines how to create standard letters that are triggered by changes in an applicant's status and how to submit letter requests.
This document provides instructions for using Oracle's HRMS software to manage recruitment activities. It describes how to identify staffing needs, create requisitions and define vacancies. It also explains how to define recruitment activities using the software and associate activities with organizations and vacancies. The purpose is to help users attract qualified applicants in an efficient manner while tracking activity costs.
The document discusses Oracle HRMS recruitment modeling and self-service functions. It describes the typical recruitment cycle as including preparation, selection, and appointment stages. It outlines how Oracle HRMS allows users to track applicant progress through the recruitment cycle and enter applicant details. The document also summarizes the self-service functions available for recruitment in Oracle HRMS, including viewing vacancies, applying for jobs, suitability matching, and creating and approving candidate offers.
The document describes the iRecruitment system, an internet recruitment module of Oracle Application HRMS e-Business Suite. It allows managing all recruitment activities through a single, web-based interface. The summary discusses the key functions and processes of iRecruitment.
The document provides an overview and agenda for Oracle iRecruitment. It discusses features for site visitors, registered users, managers, recruiters, and agencies. Key functions covered include creating and managing vacancies, searching and processing candidates, working with applicants, making offers, and hiring applicants. The goal of iRecruitment is to streamline the recruitment process from sourcing candidates to hiring.
The document discusses setting up workforce profiles in Oracle Fusion HCM. It covers configuring profile settings like lookups and notifications. It also covers setting up profile content such as the content library, content types, educational establishments, and rating models. Finally, it discusses setting up profile types to define templates for worker profiles.
Best practices for fusion hcm cloud implementationmohamed refaei
The document provides best practices for implementing Oracle Fusion HCM Cloud, including establishing the project scope and approach, conducting workshops on the product, configuring security and integrations, validating test environments, migrating data between environments, and going live. It outlines the methodology, tools, content and services available from Oracle's HCM Center of Excellence to help customers implement Oracle Fusion HCM Cloud successfully.
This document discusses generating reports and letters in Oracle HRMS Recruiting. It describes several reports available to view recruiting information like requisitions, new hires, skills matching, and assignment status. It also outlines how to create standard letters that are triggered by changes in an applicant's status and how to submit letter requests.
This document provides instructions for using Oracle's HRMS software to manage recruitment activities. It describes how to identify staffing needs, create requisitions and define vacancies. It also explains how to define recruitment activities using the software and associate activities with organizations and vacancies. The purpose is to help users attract qualified applicants in an efficient manner while tracking activity costs.
The document discusses Oracle HRMS recruitment modeling and self-service functions. It describes the typical recruitment cycle as including preparation, selection, and appointment stages. It outlines how Oracle HRMS allows users to track applicant progress through the recruitment cycle and enter applicant details. The document also summarizes the self-service functions available for recruitment in Oracle HRMS, including viewing vacancies, applying for jobs, suitability matching, and creating and approving candidate offers.
The document describes the iRecruitment system, an internet recruitment module of Oracle Application HRMS e-Business Suite. It allows managing all recruitment activities through a single, web-based interface. The summary discusses the key functions and processes of iRecruitment.
The document provides an overview and agenda for Oracle iRecruitment. It discusses features for site visitors, registered users, managers, recruiters, and agencies. Key functions covered include creating and managing vacancies, searching and processing candidates, working with applicants, making offers, and hiring applicants. The goal of iRecruitment is to streamline the recruitment process from sourcing candidates to hiring.
The document discusses setting up workforce profiles in Oracle Fusion HCM. It covers configuring profile settings like lookups and notifications. It also covers setting up profile content such as the content library, content types, educational establishments, and rating models. Finally, it discusses setting up profile types to define templates for worker profiles.
Best practices for fusion hcm cloud implementationmohamed refaei
The document provides best practices for implementing Oracle Fusion HCM Cloud, including establishing the project scope and approach, conducting workshops on the product, configuring security and integrations, validating test environments, migrating data between environments, and going live. It outlines the methodology, tools, content and services available from Oracle's HCM Center of Excellence to help customers implement Oracle Fusion HCM Cloud successfully.
18 checklists, actions, and workforce predictionsmohamed refaei
The document discusses Oracle Fusion HCM implementation and defines key concepts. It covers defining checklists, actions, and reasons to track tasks and changes. It also covers managing predictive workforce models to identify high performers and potential voluntary terminations. The models use historical data to generate predictions and can be updated regularly to improve accuracy.
The document discusses core HR functions in Oracle including recruitment. It describes setting up locations and organizations in the work structures module. Recruitment activities like creating vacancies, recruitment activities, and applicants are covered. Interview planning and mass applicant updates are also included. The document discusses using key flexfields, descriptive flexfields, extra information types and security indicator types to customize data capture. It provides navigation details to perform various core HR and recruitment tasks in Oracle HRMS like people entry and maintenance.
20 best practices for fusion hcm cloud implementationmohamed refaei
This document provides best practices for implementing Oracle Fusion HCM Cloud. It outlines the implementation methodology and tools available from Oracle's HCM Center of Excellence to help speed up implementations. It discusses reviewing delivered business processes and setup content, using tools like the Enterprise Structure Configurator and spreadsheet/file loaders to configure initial structures and import data. The document also provides examples of customer implementations that leveraged these best practices and resources to successfully deploy Fusion HCM Cloud on time and on budget. It emphasizes the importance of staffing projects with qualified resources, using a SaaS methodology, applying basic project management practices, and understanding how to work with an Oracle SaaS environment.
Defining employees and their assignments in Oracle R12 HRMS
Strategic deployment of employees in Oracle R12 HRMS
Analyzing the framework and dimensions of roles for employees
Gathering payroll information at employee level
Various other features in Oracle R12 HRMS
The document summarizes new enhancements in Oracle Learning Management Release 12.1. Key enhancements include improved training evaluations, learner attachments, learner groups, mandatory enrollments, and additional reports. The system allows evaluating online and classroom training, viewing attachments for courses and learners, improved grouping and flexibility for delivering content, automatic enrollment in mandatory training, and new reports. It provides an integrated learning and development solution that can manage costs, deliver online training, and support standards.
This document provides an overview of the Oracle Learning Management system and discusses some key decisions that must be made when implementing it. It describes how OLM supports online and offline learning delivery and integrates with other Oracle applications like Human Resources and Financials. The document outlines OLM's main features, including catalog management, content administration, resources, enrollments, self-service interfaces, and its ability to handle internal and for-profit learning. It stresses the importance of planning before setting up OLM and adopting a staged approach, focusing first on essential areas based on an organization's learning requirements.
The document discusses Oracle HRMS (Human Resource Management System) and its key components. It covers the HRMS information model including people, work, assignment, and pay. It then describes the work structure flexfields, information types, and how Oracle HRMS can track employee dates and the people lifecycle from applicant to employee and termination. HRMS allows modeling the enterprise as either project-based or rule-based.
The document discusses Oracle Fusion organization structures. It describes locations as identifying physical addresses of workforce structures like departments and positions. Location information can be used for reporting and determining employee eligibility. Trees provide graphical representations of hierarchical organization data for departments, positions, and geography. The document also mentions creating locations, divisions, and departments.
The document provides an overview of Oracle Payroll setup and processes. It discusses defining compensation elements and linking them to employees. It also covers creating payrolls, writing formulas, and processing payroll runs. The document outlines managing corrections and post-payroll activities like costing and transferring data to the general ledger.
This document provides an overview of setting up Oracle R12 Core HR. It discusses defining responsibilities and users, setting up flexfields and value sets, defining locations and business groups, and creating jobs, positions, and grades. It also covers entering and maintaining employee data. The goal is to understand the basic setup of Oracle R12 Core HR and how to configure different components like flexfields, values sets, and organizational structures.
The document discusses setting up workforce records, employment records, and documents in Oracle Fusion HCM. It defines availability based on work schedules, absences, and calendar events. It also describes managing person record values like name formats and person types. Employment records involve defining assignment statuses and managing lookups. Documents involve setting up types, categories, statuses, and delivery preferences.
This document provides an overview and instructions for configuring security in Aasonn Onboarding. It discusses groups and roles, and how they control user permissions. Groups are assigned roles that determine what activities users can perform. The document also covers managing users, assigning them to groups, and setting relations and attributes to filter what data they can access. Mass importing and resetting passwords for users is also addressed. The goal is to help administrators understand how to structure security settings to control what each user can do within the onboarding system.
The document provides information on various components of Oracle Human Capital Management (HCM) including:
1. Time-based information which allows setting effective dates for changes and processes all validation and processing based on the date-effective information.
2. Work structures which define the organizational hierarchy and roles independent of employees, and include items like business groups, organizations, jobs, positions, and grades.
3. People management which covers identifying employees, maintaining personal information, assignments, and terminations.
4. Recruitment which discusses defining recruitment needs, performing recruitment activities, and selecting and hiring applicants.
Oracle HRMS R12 business applications OverviewAlex Antonatos
This document provides an agenda and overview of Oracle R12 HRMS Business Applications. It discusses Oracle HRMS as a best of breed solution, highlights changes and new features in Oracle R12 including improvements to compensation, benefits, and analytics. It also briefly mentions the talent management solution Saba and recommends several Oracle information sites.
The document provides an overview of Oracle HRMS and payroll systems. It discusses the main components of Oracle HRMS, including the HRMS information model, work structure, flexfields, and recruitment. It also summarizes the key modules in Oracle HRMS like human resources, payroll, time and labor, and recruitment. Finally, it provides a brief introduction to the payroll overview in Oracle.
Aerotek is a large staffing company that specializes in technical, professional, and industrial staffing. It has over 150 field offices and places over 55,000 contract employees annually. Aerotek provides staffing services across various industries such as oil and gas, power, engineering, and renewable energy. It ensures quality and fit through its Perfect Fit program which thoroughly screens and selects candidates.
The document discusses SkillObjects, which are detailed descriptions of occupational skills that define the tasks, skills, tools, knowledge, and performance standards required for a job. SkillObjects are developed through a multi-stage process involving subject matter experts and job incumbents to ensure valid and reliable data. Organizations can use SkillObjects for various strategic applications such as training, staffing, and workforce planning.
This document provides instructions for setting up Oracle Purchasing. It outlines 18 steps for the basic setup including:
1. Creating users and defining purchasing responsibilities
2. Setting profile options and adding responsibilities to users
3. Defining departments, jobs, positions, and employees
4. Associating employees with users, defining buyers, and financial and purchasing options
5. Defining document security, approval hierarchies, and controlling purchasing periods
The document provides an overview and agenda for a presentation on Oracle HRMS (Human Resource Management System). It discusses the Oracle HRMS modules, information model, types of enterprises, HRMS work structure including flexfields, information types, date tracking, recruitment, and people lifecycle. The presentation aims to explain how Oracle HRMS can help organizations hire, train, deploy, assess, motivate and reward employees.
This document discusses defining appraisals in Oracle HRMS. It describes different types of appraisals including manager-employee, 360 degree, and self-appraisals. It covers how to design appraisal and assessment templates to evaluate competencies and set objectives. It also discusses using appraisal information for suitability matching and succession planning. The document provides guidance on performing self-appraisals in SSHR and using appraisal data for reporting and analysis.
The document discusses defining and mapping the complete testing skill set in order to understand which skills are needed for different testing roles. It suggests that no single person can possess all testing skills and that roles require different subsets of skills. Mapping the full skill set and associating skills with roles would aid in learning and development, screening, selection, and performance evaluation processes. The overall testing skill set is always evolving as new skills emerge and others become obsolete.
18 checklists, actions, and workforce predictionsmohamed refaei
The document discusses Oracle Fusion HCM implementation and defines key concepts. It covers defining checklists, actions, and reasons to track tasks and changes. It also covers managing predictive workforce models to identify high performers and potential voluntary terminations. The models use historical data to generate predictions and can be updated regularly to improve accuracy.
The document discusses core HR functions in Oracle including recruitment. It describes setting up locations and organizations in the work structures module. Recruitment activities like creating vacancies, recruitment activities, and applicants are covered. Interview planning and mass applicant updates are also included. The document discusses using key flexfields, descriptive flexfields, extra information types and security indicator types to customize data capture. It provides navigation details to perform various core HR and recruitment tasks in Oracle HRMS like people entry and maintenance.
20 best practices for fusion hcm cloud implementationmohamed refaei
This document provides best practices for implementing Oracle Fusion HCM Cloud. It outlines the implementation methodology and tools available from Oracle's HCM Center of Excellence to help speed up implementations. It discusses reviewing delivered business processes and setup content, using tools like the Enterprise Structure Configurator and spreadsheet/file loaders to configure initial structures and import data. The document also provides examples of customer implementations that leveraged these best practices and resources to successfully deploy Fusion HCM Cloud on time and on budget. It emphasizes the importance of staffing projects with qualified resources, using a SaaS methodology, applying basic project management practices, and understanding how to work with an Oracle SaaS environment.
Defining employees and their assignments in Oracle R12 HRMS
Strategic deployment of employees in Oracle R12 HRMS
Analyzing the framework and dimensions of roles for employees
Gathering payroll information at employee level
Various other features in Oracle R12 HRMS
The document summarizes new enhancements in Oracle Learning Management Release 12.1. Key enhancements include improved training evaluations, learner attachments, learner groups, mandatory enrollments, and additional reports. The system allows evaluating online and classroom training, viewing attachments for courses and learners, improved grouping and flexibility for delivering content, automatic enrollment in mandatory training, and new reports. It provides an integrated learning and development solution that can manage costs, deliver online training, and support standards.
This document provides an overview of the Oracle Learning Management system and discusses some key decisions that must be made when implementing it. It describes how OLM supports online and offline learning delivery and integrates with other Oracle applications like Human Resources and Financials. The document outlines OLM's main features, including catalog management, content administration, resources, enrollments, self-service interfaces, and its ability to handle internal and for-profit learning. It stresses the importance of planning before setting up OLM and adopting a staged approach, focusing first on essential areas based on an organization's learning requirements.
The document discusses Oracle HRMS (Human Resource Management System) and its key components. It covers the HRMS information model including people, work, assignment, and pay. It then describes the work structure flexfields, information types, and how Oracle HRMS can track employee dates and the people lifecycle from applicant to employee and termination. HRMS allows modeling the enterprise as either project-based or rule-based.
The document discusses Oracle Fusion organization structures. It describes locations as identifying physical addresses of workforce structures like departments and positions. Location information can be used for reporting and determining employee eligibility. Trees provide graphical representations of hierarchical organization data for departments, positions, and geography. The document also mentions creating locations, divisions, and departments.
The document provides an overview of Oracle Payroll setup and processes. It discusses defining compensation elements and linking them to employees. It also covers creating payrolls, writing formulas, and processing payroll runs. The document outlines managing corrections and post-payroll activities like costing and transferring data to the general ledger.
This document provides an overview of setting up Oracle R12 Core HR. It discusses defining responsibilities and users, setting up flexfields and value sets, defining locations and business groups, and creating jobs, positions, and grades. It also covers entering and maintaining employee data. The goal is to understand the basic setup of Oracle R12 Core HR and how to configure different components like flexfields, values sets, and organizational structures.
The document discusses setting up workforce records, employment records, and documents in Oracle Fusion HCM. It defines availability based on work schedules, absences, and calendar events. It also describes managing person record values like name formats and person types. Employment records involve defining assignment statuses and managing lookups. Documents involve setting up types, categories, statuses, and delivery preferences.
This document provides an overview and instructions for configuring security in Aasonn Onboarding. It discusses groups and roles, and how they control user permissions. Groups are assigned roles that determine what activities users can perform. The document also covers managing users, assigning them to groups, and setting relations and attributes to filter what data they can access. Mass importing and resetting passwords for users is also addressed. The goal is to help administrators understand how to structure security settings to control what each user can do within the onboarding system.
The document provides information on various components of Oracle Human Capital Management (HCM) including:
1. Time-based information which allows setting effective dates for changes and processes all validation and processing based on the date-effective information.
2. Work structures which define the organizational hierarchy and roles independent of employees, and include items like business groups, organizations, jobs, positions, and grades.
3. People management which covers identifying employees, maintaining personal information, assignments, and terminations.
4. Recruitment which discusses defining recruitment needs, performing recruitment activities, and selecting and hiring applicants.
Oracle HRMS R12 business applications OverviewAlex Antonatos
This document provides an agenda and overview of Oracle R12 HRMS Business Applications. It discusses Oracle HRMS as a best of breed solution, highlights changes and new features in Oracle R12 including improvements to compensation, benefits, and analytics. It also briefly mentions the talent management solution Saba and recommends several Oracle information sites.
The document provides an overview of Oracle HRMS and payroll systems. It discusses the main components of Oracle HRMS, including the HRMS information model, work structure, flexfields, and recruitment. It also summarizes the key modules in Oracle HRMS like human resources, payroll, time and labor, and recruitment. Finally, it provides a brief introduction to the payroll overview in Oracle.
Aerotek is a large staffing company that specializes in technical, professional, and industrial staffing. It has over 150 field offices and places over 55,000 contract employees annually. Aerotek provides staffing services across various industries such as oil and gas, power, engineering, and renewable energy. It ensures quality and fit through its Perfect Fit program which thoroughly screens and selects candidates.
The document discusses SkillObjects, which are detailed descriptions of occupational skills that define the tasks, skills, tools, knowledge, and performance standards required for a job. SkillObjects are developed through a multi-stage process involving subject matter experts and job incumbents to ensure valid and reliable data. Organizations can use SkillObjects for various strategic applications such as training, staffing, and workforce planning.
This document provides instructions for setting up Oracle Purchasing. It outlines 18 steps for the basic setup including:
1. Creating users and defining purchasing responsibilities
2. Setting profile options and adding responsibilities to users
3. Defining departments, jobs, positions, and employees
4. Associating employees with users, defining buyers, and financial and purchasing options
5. Defining document security, approval hierarchies, and controlling purchasing periods
The document provides an overview and agenda for a presentation on Oracle HRMS (Human Resource Management System). It discusses the Oracle HRMS modules, information model, types of enterprises, HRMS work structure including flexfields, information types, date tracking, recruitment, and people lifecycle. The presentation aims to explain how Oracle HRMS can help organizations hire, train, deploy, assess, motivate and reward employees.
This document discusses defining appraisals in Oracle HRMS. It describes different types of appraisals including manager-employee, 360 degree, and self-appraisals. It covers how to design appraisal and assessment templates to evaluate competencies and set objectives. It also discusses using appraisal information for suitability matching and succession planning. The document provides guidance on performing self-appraisals in SSHR and using appraisal data for reporting and analysis.
The document discusses defining and mapping the complete testing skill set in order to understand which skills are needed for different testing roles. It suggests that no single person can possess all testing skills and that roles require different subsets of skills. Mapping the full skill set and associating skills with roles would aid in learning and development, screening, selection, and performance evaluation processes. The overall testing skill set is always evolving as new skills emerge and others become obsolete.
This chapter discusses methods for measuring employee performance, including measuring results and behaviors. It outlines developing accountabilities, objectives, and performance standards to measure results. This involves identifying key tasks, determining objectives that are specific and time-bound, and setting standards related to quality and quantity. To measure behaviors, the chapter recommends identifying competencies and indicators, and choosing a measurement system such as comparative or absolute ratings. Examples of developing these elements are provided.
Performance Management 101 on Self Evaluations and writing Self Appraisal for...Manuswath K.B
Post setting your yearly KRA and KPI's, In case you are looking for a structured way of entering in your self appraisal form, then look no further than this presentation.
An easy guide with examples on which framework to use to enter in details pertaining to the work you have done over the past year.
The document provides instructions for defining grades, grade rates, and grade ladders in Oracle Fusion HCM, including creating grades without steps, defining grade rates with fixed amounts or ranges, and setting up grade ladders with or without steps. It also describes how grades, rates, sets, and legislative data groups work together and how grades and rates integrate with compensation and payroll.
This document provides instructions for using Oracle's HRMS software to manage recruitment activities. It describes how to identify staffing needs, create requisitions and define vacancies. It also explains how to define recruitment activities using the software and associate activities with organizations and vacancies. The purpose is to help users attract qualified applicants in an efficient manner while tracking activity costs.
This Presentation discusses some of the professional certificates found in the labor market in the field of Agile and made some comparisons between them.
Then It refers to the PMI-Agile Certified Practitioner (PMI-ACP) and how it could be achieved, and the benefits that the examiner has for him and I compared her with other professional certificates related to Agile.
Lastly, It talks about the PMI Agile Practice Guide issued by the PMI.
IKM offers knowledge measurement solutions to assess employees, identify specific training needs, and measure training effectiveness. Their suite of industry-specific assessments provides a comprehensive profile of employee knowledge, skills, and behaviors. This allows organizations to determine who needs training, in what areas, and evaluate the impact of training programs. IKM's solutions identify training requirements, link assessments to tailored training courses, and ensure training is optimized for maximum ROI.
To maximize your Oracle investment and drive innovation, it's important to have a clear understanding of your business goals and how Oracle's technologies can help you achieve them. Start by identifying the Oracle products and services that are most relevant to your needs, and then work with a trusted partner or consultant to develop a comprehensive strategy for implementation and ongoing maintenance.
In this webinar on demand you'll learn how organizations leverage Oracle Cloud support strategies and increase focus on core business processes while boosting end-user satisfaction. We will show some strategies to help you improve response times, leverage the latest functionality, and lower your total cost of ownership. There will be an open Q&A at the end of our session.
A capability discovery tool assesses the capabilities an employee possesses against a defined capability framework.
For more content like this, check out Acorn Labs: https://acornlms.com/enterprise-learning-management
Understand terms such as Competency Framework, Competent, Competence, and Competencies in this article and download your Free Competency Frameworks
http://www.makingbusinessmatter.co.uk/blog/competency-framework/
Plateau Performance provides integrated performance management solutions to help organizations develop employee potential, link strategic goals across business units, and improve performance processes. It enables companies to create a culture where employees understand their role and impact on company goals. Plateau Performance offers goal setting and assessments, synchronized goals alignment, and 360-degree feedback to effectively manage performance.
Oracle Support Accreditation – Level 1 Study Guidep6academy
ORACLE | P6ACADEMY.COM
Shared from our members
A word from the program team
Thank you for deciding to include Oracle Support Accreditation as part of
your learning experience.
The content in this accreditation is fast-paced and targeted to experienced
users actively using My Oracle Support core functions on a regular basis.
Make sure the content and level of information is right for your current
level of experience. If any topic is new to you, take time to study it in more
detail before continuing.
Accreditation is self-paced. You can begin your accreditation at any time
This document discusses enablers in the Scaled Agile Framework (SAFe). There are three types of enablers - exploration enablers which support learning what to develop in a feature, architectural enablers which help accelerate feature development through reusable architecture, and compliance enablers which support activities like validation and documentation for external compliance. Enablers can exist at the portfolio, program, and team levels and are broken down into smaller stories to implement at the team level. Teams allocate capacity at each program increment boundary to decide what percentage of work will go to developing enablers versus features, with more capacity initially going to enablers.
This document contains the resume of Abey Thomas which includes his contact information, objective, professional summary, education, certification and training, technical skills, functional skills, organizational experience and projects profile. The professional summary highlights his over 9 years of overall IT experience in software testing and development with specific experience in software testing, design and development. It also lists his expertise in various Oracle and PeopleSoft applications and tools.
The document describes an online exam software called Skill Evaluation Lab that can be used to conduct online exams as an alternative to paper-based exams. It lists several features of the software including the ability to create questions in various formats, include voice questions and handwritten responses, communicate with exam takers, and generate performance reports. It then provides examples of how the software could be used by colleges, corporations, schools, governments, training institutions, and recruitment agencies to conduct exams, evaluate skills, and improve training and recruitment processes.
This document discusses training and development in organizations. It defines training as a process of learning skills to perform a job effectively, whereas development helps employees handle a variety of assignments to promote them. Some key advantages of training are that it facilitates business strategy implementation, improves performance by filling skills gaps, and enhances employee retention. The document outlines various techniques for analyzing training needs such as observation, performance analysis, employee surveys, and assessment centers. It also discusses the training program design process which involves setting objectives, developing content and schedule, choosing methods, locations, and trainers.
XP Practices as Scaffolding for Breakthrough Companies⇥ Tung Lam Vu ⇤
This document discusses how XP practices can provide scaffolding or temporary support structures for breakthrough companies looking to sustain high innovation while addressing legacy challenges. It suggests implementing an Agile approach to keep delivering value while iteratively improving technical debt. Automation is emphasized to safeguard changes. External help can strengthen scaffolding through training, assessments and coaching. Communities of practice help sustain changes by advancing practices without much management.
The document describes the offerings of a testing training company. It provides information on:
- Training programs in areas like agile testing, automation testing, security testing, and performance testing.
- Experience in training over 4,000 professionals across major IT companies in testing methods.
- Specialized induction programs and assessments for testers.
- Expertise in agile testing and being licensed trainers for agile testing certifications.
- Workshops on topics like test strategy formulation, risk-based testing, and test estimation.
QA Agility Technologies is an Indian testing training company with extensive experience in manual testing, agile testing, test automation, and other testing areas. They offer a variety of training programs including workshops, certifications, and customized corporate training. Their trainers have many years of experience in testing and managing large IT projects for major companies.
Generating privacy-protected synthetic data using Secludy and MilvusZilliz
During this demo, the founders of Secludy will demonstrate how their system utilizes Milvus to store and manipulate embeddings for generating privacy-protected synthetic data. Their approach not only maintains the confidentiality of the original data but also enhances the utility and scalability of LLMs under privacy constraints. Attendees, including machine learning engineers, data scientists, and data managers, will witness first-hand how Secludy's integration with Milvus empowers organizations to harness the power of LLMs securely and efficiently.
GraphRAG for Life Science to increase LLM accuracyTomaz Bratanic
GraphRAG for life science domain, where you retriever information from biomedical knowledge graphs using LLMs to increase the accuracy and performance of generated answers
Building Production Ready Search Pipelines with Spark and MilvusZilliz
Spark is the widely used ETL tool for processing, indexing and ingesting data to serving stack for search. Milvus is the production-ready open-source vector database. In this talk we will show how to use Spark to process unstructured data to extract vector representations, and push the vectors to Milvus vector database for search serving.
Trusted Execution Environment for Decentralized Process MiningLucaBarbaro3
Presentation of the paper "Trusted Execution Environment for Decentralized Process Mining" given during the CAiSE 2024 Conference in Cyprus on June 7, 2024.
Dive into the realm of operating systems (OS) with Pravash Chandra Das, a seasoned Digital Forensic Analyst, as your guide. 🚀 This comprehensive presentation illuminates the core concepts, types, and evolution of OS, essential for understanding modern computing landscapes.
Beginning with the foundational definition, Das clarifies the pivotal role of OS as system software orchestrating hardware resources, software applications, and user interactions. Through succinct descriptions, he delineates the diverse types of OS, from single-user, single-task environments like early MS-DOS iterations, to multi-user, multi-tasking systems exemplified by modern Linux distributions.
Crucial components like the kernel and shell are dissected, highlighting their indispensable functions in resource management and user interface interaction. Das elucidates how the kernel acts as the central nervous system, orchestrating process scheduling, memory allocation, and device management. Meanwhile, the shell serves as the gateway for user commands, bridging the gap between human input and machine execution. 💻
The narrative then shifts to a captivating exploration of prominent desktop OSs, Windows, macOS, and Linux. Windows, with its globally ubiquitous presence and user-friendly interface, emerges as a cornerstone in personal computing history. macOS, lauded for its sleek design and seamless integration with Apple's ecosystem, stands as a beacon of stability and creativity. Linux, an open-source marvel, offers unparalleled flexibility and security, revolutionizing the computing landscape. 🖥️
Moving to the realm of mobile devices, Das unravels the dominance of Android and iOS. Android's open-source ethos fosters a vibrant ecosystem of customization and innovation, while iOS boasts a seamless user experience and robust security infrastructure. Meanwhile, discontinued platforms like Symbian and Palm OS evoke nostalgia for their pioneering roles in the smartphone revolution.
The journey concludes with a reflection on the ever-evolving landscape of OS, underscored by the emergence of real-time operating systems (RTOS) and the persistent quest for innovation and efficiency. As technology continues to shape our world, understanding the foundations and evolution of operating systems remains paramount. Join Pravash Chandra Das on this illuminating journey through the heart of computing. 🌟
Skybuffer AI: Advanced Conversational and Generative AI Solution on SAP Busin...Tatiana Kojar
Skybuffer AI, built on the robust SAP Business Technology Platform (SAP BTP), is the latest and most advanced version of our AI development, reaffirming our commitment to delivering top-tier AI solutions. Skybuffer AI harnesses all the innovative capabilities of the SAP BTP in the AI domain, from Conversational AI to cutting-edge Generative AI and Retrieval-Augmented Generation (RAG). It also helps SAP customers safeguard their investments into SAP Conversational AI and ensure a seamless, one-click transition to SAP Business AI.
With Skybuffer AI, various AI models can be integrated into a single communication channel such as Microsoft Teams. This integration empowers business users with insights drawn from SAP backend systems, enterprise documents, and the expansive knowledge of Generative AI. And the best part of it is that it is all managed through our intuitive no-code Action Server interface, requiring no extensive coding knowledge and making the advanced AI accessible to more users.
Your One-Stop Shop for Python Success: Top 10 US Python Development Providersakankshawande
Simplify your search for a reliable Python development partner! This list presents the top 10 trusted US providers offering comprehensive Python development services, ensuring your project's success from conception to completion.
Programming Foundation Models with DSPy - Meetup SlidesZilliz
Prompting language models is hard, while programming language models is easy. In this talk, I will discuss the state-of-the-art framework DSPy for programming foundation models with its powerful optimizers and runtime constraint system.
Taking AI to the Next Level in Manufacturing.pdfssuserfac0301
Read Taking AI to the Next Level in Manufacturing to gain insights on AI adoption in the manufacturing industry, such as:
1. How quickly AI is being implemented in manufacturing.
2. Which barriers stand in the way of AI adoption.
3. How data quality and governance form the backbone of AI.
4. Organizational processes and structures that may inhibit effective AI adoption.
6. Ideas and approaches to help build your organization's AI strategy.
Ivanti’s Patch Tuesday breakdown goes beyond patching your applications and brings you the intelligence and guidance needed to prioritize where to focus your attention first. Catch early analysis on our Ivanti blog, then join industry expert Chris Goettl for the Patch Tuesday Webinar Event. There we’ll do a deep dive into each of the bulletins and give guidance on the risks associated with the newly-identified vulnerabilities.
5th LF Energy Power Grid Model Meet-up SlidesDanBrown980551
5th Power Grid Model Meet-up
It is with great pleasure that we extend to you an invitation to the 5th Power Grid Model Meet-up, scheduled for 6th June 2024. This event will adopt a hybrid format, allowing participants to join us either through an online Mircosoft Teams session or in person at TU/e located at Den Dolech 2, Eindhoven, Netherlands. The meet-up will be hosted by Eindhoven University of Technology (TU/e), a research university specializing in engineering science & technology.
Power Grid Model
The global energy transition is placing new and unprecedented demands on Distribution System Operators (DSOs). Alongside upgrades to grid capacity, processes such as digitization, capacity optimization, and congestion management are becoming vital for delivering reliable services.
Power Grid Model is an open source project from Linux Foundation Energy and provides a calculation engine that is increasingly essential for DSOs. It offers a standards-based foundation enabling real-time power systems analysis, simulations of electrical power grids, and sophisticated what-if analysis. In addition, it enables in-depth studies and analysis of the electrical power grid’s behavior and performance. This comprehensive model incorporates essential factors such as power generation capacity, electrical losses, voltage levels, power flows, and system stability.
Power Grid Model is currently being applied in a wide variety of use cases, including grid planning, expansion, reliability, and congestion studies. It can also help in analyzing the impact of renewable energy integration, assessing the effects of disturbances or faults, and developing strategies for grid control and optimization.
What to expect
For the upcoming meetup we are organizing, we have an exciting lineup of activities planned:
-Insightful presentations covering two practical applications of the Power Grid Model.
-An update on the latest advancements in Power Grid -Model technology during the first and second quarters of 2024.
-An interactive brainstorming session to discuss and propose new feature requests.
-An opportunity to connect with fellow Power Grid Model enthusiasts and users.
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HCL Notes und Domino Lizenzkostenreduzierung in der Welt von DLAUpanagenda
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-und-domino-lizenzkostenreduzierung-in-der-welt-von-dlau/
DLAU und die Lizenzen nach dem CCB- und CCX-Modell sind für viele in der HCL-Community seit letztem Jahr ein heißes Thema. Als Notes- oder Domino-Kunde haben Sie vielleicht mit unerwartet hohen Benutzerzahlen und Lizenzgebühren zu kämpfen. Sie fragen sich vielleicht, wie diese neue Art der Lizenzierung funktioniert und welchen Nutzen sie Ihnen bringt. Vor allem wollen Sie sicherlich Ihr Budget einhalten und Kosten sparen, wo immer möglich. Das verstehen wir und wir möchten Ihnen dabei helfen!
Wir erklären Ihnen, wie Sie häufige Konfigurationsprobleme lösen können, die dazu führen können, dass mehr Benutzer gezählt werden als nötig, und wie Sie überflüssige oder ungenutzte Konten identifizieren und entfernen können, um Geld zu sparen. Es gibt auch einige Ansätze, die zu unnötigen Ausgaben führen können, z. B. wenn ein Personendokument anstelle eines Mail-Ins für geteilte Mailboxen verwendet wird. Wir zeigen Ihnen solche Fälle und deren Lösungen. Und natürlich erklären wir Ihnen das neue Lizenzmodell.
Nehmen Sie an diesem Webinar teil, bei dem HCL-Ambassador Marc Thomas und Gastredner Franz Walder Ihnen diese neue Welt näherbringen. Es vermittelt Ihnen die Tools und das Know-how, um den Überblick zu bewahren. Sie werden in der Lage sein, Ihre Kosten durch eine optimierte Domino-Konfiguration zu reduzieren und auch in Zukunft gering zu halten.
Diese Themen werden behandelt
- Reduzierung der Lizenzkosten durch Auffinden und Beheben von Fehlkonfigurationen und überflüssigen Konten
- Wie funktionieren CCB- und CCX-Lizenzen wirklich?
- Verstehen des DLAU-Tools und wie man es am besten nutzt
- Tipps für häufige Problembereiche, wie z. B. Team-Postfächer, Funktions-/Testbenutzer usw.
- Praxisbeispiele und Best Practices zum sofortigen Umsetzen
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Instructor Note
A reminder of information touched on in Unit 1 Lesson 1
Instructor Note
Oracle Training Administration must be purchased separately to use the functionality described in the third bullet.
Instructor Note
This is a recap of information contained in Unit 1 lesson 1
Online Help
For details on how to set up Rating Scales and Competencies, please refer to the online Help path :
Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS Global > Career and Succession Management > How To > Create a Rating Scale
Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS Global >Career and Succession Management > How To > Create a Competence
Instructor Note
Whether to hold competencies at organization or job level, or to repeat them at position level, is an important implementation decision.
Instructor Note:
There is no practice to follow this demo.
Instructor Note
Online Help
For details on how to set up Recruitment Activities, please refer to the online Help path :
Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS Global > Career and Succession Management > How To >Develop your Competence Approach > Copy Competencies
Instructor Note
Online Help
For details on how to set up Recruitment Activities, please refer to the online Help path :
Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS Global > Career and Succession Management > How To >Develop your Competence Approach > Group Competencies into Types