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C2040-417 | IBM Kenexa Engagement and Rewards Fundamentals

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C2040-417 - IBM Kenexa Engagement and Rewards Fundamentals - braindump

Vendor IBM
Exam Number C2040-417
Exam Name IBM Kenexa Engagement and Rewards Fundamentals
Questions 68 Q & A
Recent Update November 9, 2018
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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 most appropriate offices Survey | killexams.com Real Questions and Pass4sure dumps

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

HRV named finalist in IBM Kenexa top-quality offices Survey for 2014

23 September 2014 – HRV is amongst a opt for community of groups who're finalists in the 2014 IBM Kenexa gold standard workplaces Survey and Awards.

The annual programme is New Zealand’s largest and longest running look at of place of work climate and worker engagement, and identifies the ideal places to work in New Zealand as rated by their employees.

This year over 32,000 employees from 228 New Zealand enterprises, representing the private and public sectors, participated in the survey with 42 organizations accomplishing finalist stage throughout 5 classes.

HRV Chief government Bruce Gordon says the enterprise, which is a finalist within the medium and massive company class, is proud to have made it into the correct tier of the greatest places of work awards.

“This comes on the again of a four 12 months journey for HRV, all over which era we now have made a considerable investment in modernising the business, creating many greater jobs, and reinforcing our place because the #1 domestic solutions business in New Zealand.

“So being a finalist is giant focus from our exceptional team that HRV is not best a busy and forward thinking enterprise, but also one with a enjoyable and supportive work environment to suit it,” says Mr Gordon.

“From the hardworking call centre personnel to the individuals on the entrance line in our revenue groups and those who installation HRV air flow and water methods, our staff are all focussed on making New Zealand buildings healthier, and it’s massively lucrative to grasp that we’re doing the appropriate aspect by way of them too.”

participating companies ask their personnel to complete a exclusive survey about their place of work between may also and August. personnel grade their office and employers across key classes together with leadership, way of life, awareness and engagement.

“i would like to congratulate HRV on attaining finalist fame within the IBM Kenexa premier offices Survey and Awards. The programme is an outstanding acknowledgement of their dedication to guaranteeing their agency is exceptional place to work for their employees,” says Leighton Abbot, Senior consultant, IBM Smarter Workforces, New Zealand.

The winners of the 2014 IBM Kenexa optimum workplaces Survey and Awards could be introduced at a black tie dinner in Auckland on 23 October.

The IBM Kenexa most suitable office Survey and Awards are delivered as part of IBM’s Smarter team of workers initiative, which helps companies follow proven behavioural science, statistical evaluation and psychological concepts to increase employee engagement and organisational performance.

be trained greater about IBM Kenexa surest offices at www.bestworkplaces.co.nz

observe the conversation at #BestWorkNZ

ENDS

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Kenexa now part of IBM | killexams.com Real Questions and Pass4sure dumps

one of Lincoln's largest deals ever is executed.

IBM announced the closing of its acquisition of Kenexa, which has about 400 personnel in Lincoln, basically 3,000 worldwide. IBM paid about $1.3 billion for Kenexa, which has headquarters in Wayne, Pa., however with some local operations and administration.

Kenexa emerged in 1997 because the combination of that business and Human substances improvements, a Lincoln business created in 1994 by means of Troy Kanter and bill Erickson, veterans of Gallup.

What turns into of this new mixture of the smaller recruiting and ability administration application company and one of the most world's oldest and most precious expertise brands continues to be to be considered.

"We should not see any changes in Lincoln," talked about Kanter, chief operating officer of Kenexa, in an effort to preserve its id within IBM. "we will in fact be more aggressive in hiring. It may be business as average, with extended emphasis on R&D, sales and consumer carrier."

Kenexa's meant role in IBM is evident and formidable. 

on the time the deal became announced, Kanter talked about, "the expertise we've developed is among the world's main, all-cloud-based mostly purposes. The personnel here is pretty sophisticated when it comes to skill sets, probably nothing love it within the Midwest."

"Kenexa bolsters IBM's leadership in assisting shoppers include social business capabilities whereas gaining actionable insights from the tremendous streams of advice generated from social networks each day," IBM mentioned on the closing. "Kenexa complements IBM's method of bringing principal facts and advantage into the arms of business leaders inside each purposeful branch, from revenue and advertising to product development and human components.

Alistair Rennie, frequent manager of social company for IBM, referred to in a news unlock: "The combination of Kenexa's world-classification human capital administration options and IBM's social enterprise and analytics management uniquely positions IBM to assist shoppers generate precise returns from their social company investments, whereas assisting them to be greater aggressive in their markets."

Kenexa has more than 8,900 clients across plenty of industries, together with monetary features, prescription drugs, retail and customer, and greater than half of the Fortune 500, IBM stated.

considering the deal was announced in August, IBM said, Kenexa has signed monstrous, multiyear contracts with several fundamental corporations, and lately introduced that Cargill, the foreign agribusiness enterprise, has signed a 3-yr contract to make use of Kenexa to run an worker engagement survey to its team of workers of 140,000 personnel around the globe.

At IBM's connect conference, a social company customer experience in January 2013, IBM spoke of, it will detail the way it will aid purchasers use social technology, analytics, talent administration and human insights to attract and continue the right skill, to permit employee expertise for the best have an impact on and to align activities to enrich company performance -- leading to true, fantastic enterprise consequences and aggressive advantage.

Kanter become traveling Wednesday and commented on his approach to new york about the mixture of the two corporations and cultures: "I believe really decent about it for our shoppers and employees. we've been obtained to be the platform for his or her smarter team of workers method.  I accept as true with what IBM noticed in Kenexa become the people, culture and platform to make Kenexa even more large than it's now."

Kenexa shareholders voted on the acquisition Monday, and Kanter mentioned handiest sixty five votes of 30 million went against the deal. 

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


IBM Leaps Into HR software With Kenexa Acquisition | killexams.com Real Questions and Pass4sure dumps

Add computing gigantic IBM Corp. to the conflict of the titans within the HR software enviornment.

IBM on Aug. 27 said it deliberate to acquire skill administration software issuer Kenexa Corp. for $1.3 billion. big Blue portrayed the take care of Kenexa as a part of its strategy to aid companies make feel of “big data” and the rising social enterprise landscape.

but the stream also places IBM squarely in the human resources software ring with other big technology players: Oracle Corp. and SAP. abruptly, the people-administration area has turn into a contest of some of the largest software organizations.

SAP kicked off the intensified competition late closing year, when it pointed out it might snap up Kenexa rival SuccessFactors Inc. It closed that deal in February. Oracle adopted swimsuit through buying Taleo Corp. in April.

IBM now makes it three titans fighting for skill administration application market share, with a host of smaller companies reminiscent of Salesforce.com Inc., Infor, Kronos Inc., Workday Inc., Cornerstone OnDemand Inc. and supreme utility group Inc. rounding out the box.

ability management applications have been a scorching area in recent years because the application helps organizations maximize the cost of personnel. The class comprises recruiting applications that suit candidates with jobs, efficiency management tools that tie particular person goals to business recommendations and researching utility techniques that music worker capabilities and credentials.

skill management vendors also have been building social networking capabilities into their programs and dealing to make it handy for agencies to investigate all the americans information they generate.

Kenexa presents more than a few application and capabilities, together with recruiting tools and employee engagement survey items.

IBM has treaded into the HR technology world during the past with analytical application. It also has had an HR outsourcing company. The proposed Kenexa purchase now places it in direct competition with different HR application companies.

A recent IBM analyze found that fifty seven % of CEOs identified social company as a desirable priority, greater than seventy three percent are making enormous investments to draw insights into attainable facts, and 70 p.c cite human capital because the single biggest contributor to sustained economic cost.

“every business, throughout every business operation, is asking to faucet into the vigor of social networking to transform the manner they work, collaborate and out innovate their competitors,” Alistair Rennie, IBM’s established supervisor for social company talked about in a written statement. “IBM is uniquely located to assist customers generate real returns from their social company investments, whereas helping them gain intelligence into the information being generated in these networks to be more aggressive of their markets.”

IBM expects the transaction to shut in the fourth quarter, discipline to Kenexa shareholder and regulatory approvals and different time-honored closing circumstances.

Wayne, Pennsylvania-based Kenexa has about 2,800 personnel and operations in 21 nations worldwide. The business may be integrated into IBM’s application and functions organizations, in keeping with a Kenexa news unencumber. IBM has made more than 25 acquisitions during the past three years, and closed eight acquisitions in 2012, the free up stated.

Ed Frauenheim is workforce’s senior editor. remark beneath or email editors@group of workers.com.




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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 Kenexa Engagement and Rewards Fundamentals

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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...

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).


    Kenexa Best Workplaces 2013: Bigger can be better for staff, customers | killexams.com real questions and Pass4sure dumps

    Warehouse Stationery has the singular achievement of being the first to win the new category entitled Enterprise Workplace in the Kenexa (an IBM company) Best Workplaces Award - this after being a finalist in the awards for the past three years in the large business category.

    Kenexa consultant Tess O'Rourke-Ng says: "This new category signifies that more larger organisations are recognising the need to build a workplace where employee engagement is high. It also highlights that larger organisations are capable of doing so despite the challenges they face in managing the workforce."

    Pejman Okhovat, CEO of Warehouse Stationery, says the company is "simply striving" to be the best retailer in New Zealand; to do this, it's about ensuring customers are looked after well. "We see it in terms of happy team/happy customers. Our focus is not to win awards, although it's wonderful to be recognised. For us, it's about being people-focused and living by our values."

    Warehouse Stationery's values and vision are key to its success - the values are based on a passion for the business. Okhovat says: "It's about being passionate about making a real difference for our customers. This means being accountable, ascribing to excellence, and always being the best that we can be, team success and innovation are vital. We're always looking at how to move forward, how best to meet our customer's needs."

    Okhovat says Warehouse Stationery has been a finalist in the large business category for the past three years. This category used to be for companies with 400-plus employees. However, Kenexa saw a need for a new enterprise category for companies with 750 plus employees. He says Warehouse Stationary employs just over 1000 people. "I think it's in recognition the bigger the organisation, the harder it can be to achieve full staff engagement."

    Warehouse Stationery doesn't focus on awards but on customers/people and shareholders. "We genuinely are interested in achieving high staff engagement, we do it for the right reasons, not for awards."

    Okhovat says in the past few years the business has seen dramatic change and transformation. "We've looked at different strategies and focuses. In our fourth year, we've looked at sales growth. It's been about having a clear strategy - focused on the customer, understanding who that is and what their needs are.

    "We have a way of working that includes strong communication and clarity across all functions of the business. We share goals of good communication, investing in structured meetings and forums.

    "When we are about to launch with new products, we bring in road shows at the branches so our staff members understand the products and are united with clear goals."

    Okhovat says it's important the business helps staff be the best they can be. "We have retail learning pathways where staff can progress their careers if they wish to. We are prepared to invest in them to help them achieve success."

    Conversations about moving up in the organisation are encouraged. "This helps us set up training programmes." A lot of the promotions at Warehouse Stationery tend to be internal. "It's been known for someone to go from the cash register to management and beyond."

    The company helps staff feel appreciated with rewards, an acceptable wage and seeing the team as a large family. "Staff members all get their birthdays off."

    Warehouse Stationery comprises 61 stores "these stores are made up of people who love working for us, who are passionate. One way we know this is that people tend to stay - our turnover is very low."

    Okhovat says that generally people want to belong, learn and feel valued. "Pay is, of course, important, but it's not always number one as far as engagement is concerned. However, we do feel that salary does count. We want people to feel they can make a career in retail, and having a career means being able to make a living."

    Part of being successful in retail is appreciating the input of staff. "They need to enjoy being part of the success, after all it's their contribution that makes it what it is."

    Communication is key. Annual events such as conferences, strategy road shows, monthly and weekly structured meetings, team huddles and passing on information daily is all part of it. "Even casual staff are communicated with," says Okhovat.

    Warehouse Stationery has an internal Facebook page that can be accessed only by staff. "Staff can ask for help from others in the group - it's a fantastic tool. A great way of communicating across the stores."

    Warehouse Stationery also has frontline feedback or "brainwaves". "These are emails from staff I read. I tend to get 30 to 40 a week and they're about ideas that staff members may have to improve the way we run things. I respond to each idea personally and, if it's a good idea, I instruct an executive team member to look into it and bring in the improvement.

    "Sometimes doing something better can be something simple - little things can change and improve things. In the end, it's about valuing everyone in the organisation."



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