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1Z0-330 exam Dumps Source : Oracle Fusion Workforce Compensation Cloud Service 2016 Implementation Essentials
Test Code : 1Z0-330
Test appellation : Oracle Fusion Workforce Compensation Cloud Service 2016 Implementation Essentials
Vendor appellation : Oracle
: 178 real Questions
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Oracle will combine its quickly-to-be-got Taleo cloud-based mostly capacity management applications with its own Fusion Human Capital administration software and with the Oracle Public Cloud service below a diagram outlined through Oracle executives Friday.
"We're bringing the two solutions together on a utility-as-a-service basis, delivered throughout the cloud," talked about Thomas Kurian, Oracle government vp of product building, in a Webcast.
however Oracle will proceed to present the Taleo utility, including functions for worker recruiting, practicing and development as individual modules, Kurian referred to.
earlier this month Oracle and Taleo announced a deal below which Oracle will acquire Taleo, a Dublin, Calif.-based developer of cloud-primarily based human useful resource management functions, for $1.9 billion. The organizations hope to finished the acquisition across the core of the year.
The executives emphasised that while the Taleo acquisition provides to Oracle's Fusion software plans, it would not disrupt them. "there isn't any change to their approach or their Fusion roadmap and unencumber time table," observed Oracle president brand Hurd, within the Webcast. "Taleo is incremental to Fusion."
Oracle's next-technology Fusion fiscal, HCM and CRM functions are designed to at eventual breathe successful its Oracle E-company Suite and acquired applications corresponding to PeopleSoft, JD Edwards and Siebel. Oracle introduced the frequent availability of the Fusion applications, which had been beneath development for a yoke of years, ultimately fall's Oracle OpenWorld conference.
Taleo's functions for worker recruiting, onboarding, and getting to know and pile will develop into a piece of the Fusion HCM lineup. The Taleo performance administration application can breathe combined with the Fusion HCM efficiency administration application "right into a unique providing that has totality the elements [of both&#ninety three; and may enable for a seamless upgrade for totality customers," Kurian stated.
The leisure of the Fusion HCM software lineup will continue to breathe as is, together with application for worker rendezvous and retention, compensation and advantages, and capacity overview. That closing software helps companies resolve the capabilities of their employees and develop hiring, compensation and succession plans to meet the company's anticipated needs.
The Taleo software additionally will become a piece of Oracle's Public Cloud service which additionally became unveiled ultimately 12 months's Oracle OpenWorld. which will expand the purposes' capabilities, corresponding to making it workable to enhance a "talent directory" of worker competencies and utilize predictive analysis to identify key employees who're susceptible to leaving.
"Oracle intends to integrate Taleo with the Oracle Public Cloud because it allows for us to lengthen Taleo's capabilities with gregarious networking, id management, trade analytics and a few other capabilities which are a piece of Oracle's Public Cloud," Kurian talked about.
REDWOOD SHORES, CA, Jul 31, 2014 (Marketwired by the utilize of COMTEX) -- Oracle ORCL, +0.07%
countrywide contraptions (NI) equips engineers and scientists with tools that accelerate productiveness, innovation, and discovery to satisfy no longer most effectual magnificient however likewise each day engineering challenges in an increasingly complicated world, and continues to suffer becoming exact for its technology. To aid meet that exact and scale its company, NI chosen Oracle Human Capital management (HCM) Cloud to superior identify and leverage excellent talent from throughout its global organization. by standardizing on Oracle HCM Cloud for core HR functions, NI is stronger geared up to unify HR information, maneuver personnel and candidates, and maximize the efficiency of notable HR strategies.
news information-- To more advantageous identify and leverage the international skill obligatory to helps its growth, NI has implemented Oracle world Human materials (HR) Cloud, a piece of Oracle Human Capital administration (HCM) Cloud. -- With 7,one hundred personnel in 50 international locations worldwide, NI essential to change multiple legacy HR systems with a modern, cloud-enabled tackle that may efficiently hold consistent and accurate employee assistance on a global scale. -- After evaluating diverse alternate options, NI selected Oracle HCM Cloud, as it offers the scalability and flexibility required to optimize notable initiatives comparable to managing headcount, recruitment, onboarding, and gaining scholarship of. -- Oracle international HR Cloud will additionally back managers and executives better endure in intelligence their personnel and multiply their capacity through supplying a single, true-time device for totality worker statistics it really is thoroughly integrated with NI's current Oracle E-enterprise Suite footprint. -- furthermore, with the aid of streamlining administrative processes, Oracle HCM Cloud will allow NI's HR group to spend extra time nurturing latest talent, competitively recruiting accurate candidates and ensuring each employee is efficiently onboarded. -- employing a phased approach that began with world HR, self-service, and employee benefits administration within the U.S., NI went live on Oracle HCM Cloud in March 2014. -- As a piece of its implementation NI centered a worldwide HR shared service focus to fulfill inevitable the consistency and accountability of employee facts worldwide. this can deliver an exceptional foundation for its adoption of Oracle skill administration Cloud for compensation, performance administration, aim management, capacity review, and recruiting.
helping Quote-- "considered one of their desires at NI is to create a pretty obliging region to work for our employees. As an HR crew they are looking to breathe capable of focal point on constructing our skill. for the reason that they endure skill found in about 50 countries it is very critical that their HR gadget is industry regular and consistent throughout borders, so that HR, managers and personnel can spend much less time gathering statistics and extra time the utilize of that facts for effectual resolution making," observed Wendy Cottrell, senior HRIS manager, NI. "Being a know-how company, they location significant cost on the software they use, it's why they accept as apt with their HCM application now not simply an HR retort but a enterprise solution. They took their election to choose Oracle HCM Cloud very significantly. They hope that it's going to endure an important influence on the way they function and are excited to see the outcomes unfold."
assisting supplies-- Oracle Human Capital management -- Oracle HCM Cloud -- Oracle global Human resources Cloud -- Oracle capacity management Cloud -- Oracle Human Capital management blog -- Oracle HCM on Twitter -- Oracle HCM on facebook -- Video: countrywide contraptions Selects Oracle Fusion HCM to back their trade more desirable manager HR capabilities
About NI since 1976, NI has made it feasible for engineers and scientists to transparent up the world's pattern engineering challenges with potent, resilient technology options that accelerate productivity and constrain speedily innovation. purchasers from a wide selection of industries -- from healthcare to car and from purchaser electronics to particle physics -- utilize NI's integrated hardware and utility platform to multiply the world they reside in.
About Oracle Oracle engineers hardware and utility to work together within the cloud and to your data core. For extra counsel about Oracle ORCL, +0.07% contend with www.oracle.com.
Trademark Oracle and Java are registered logos of Oracle and/or its associates. other names may well breathe trademarks of their respective owners.Contact dataDanielle Cormier-Smith Oracle +1.610.766.3463 e-mail Contact
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With Oracle's Fusion purposes starting to roll out, CRM and HR application garner the most interest from cloud consumers.
Oracle (NASDAQ: ORCL) has begun rolling out its long-awaited Fusion purposes, with greater than one hundred modules spanning financials, human elements, CRM, provide chain administration and governance, possibility and compliance (GRC).
greater than 50 valued clientele are in an early adopter program for Fusion apps. eventual week, Oracle shined a highlight on its human materials (HR) software applications with a pair of webcasts on Oracle Fusion Human Capital administration (HCM).
In an interview with eCRM e book, Gretchen Alarcon, vp of Oracle Fusion HCM method, observed one feature of HCM — and totality of the Fusion functions — is better company intelligence.
With better BI, HR departments can resolve earnings, compensation and promoting considerations and utilize predictive analytics to aid with job pride, worker retention, promotions and efficiency. taking a recognize at considerations dote time in job, vacations taken and lifestyles events, Alarcon pointed out or not it's workable to foretell which personnel are at a extreme haphazard of leaving, for example.
The capacity to measure the repercussion of alterations in compensation, performance and different enterprise processes is "the space loads of HR individuals delivery to obtain in fact excited," she observed.
HCM can likewise breathe deployed as on-premise application or via hosted, on-demand or cloud solutions. Fusion apps are designed to breathe SaaS-ready, she referred to, however HCM and CRM are the purposes which are drawing essentially the most cloud interest from valued clientele to date.
Alarcon stated Oracle Fusion apps endure been designed the usage of what the company has discovered about specifications, expertise and service-oriented architectures (SOA) and matched it with remarks about how people work with a device. HCM, for example, offers a role-based mostly user journey and is in keeping with consumer habits, such as for line managers or frequently interrupted personnel.
HCM presents core HR services dote payroll and benefits and greater superior aspects dote efficiency and goal management, compensation management, body of workers prediction, staff lifecycle administration, talent evaluation and collaboration and gregarious networking.
For extra on Oracle's new Fusion applications, see Oracle Marries enterprise Intelligence with CRM, ERP in New Fusion Apps
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Oracle is getting ready to challenge SaaS human resources vendors dote SuccessFactors and Workday with Fusion HCM (human capital management), one component of its long-awaited Fusion Applications suite.
While totality Fusion Applications will breathe deployable on-premises, during a webcast event on Wednesday Oracle executives spent much of the time laying out the details and benefits of running Fusion HCM in the cloud.
Oracle is now the industry's second-largest SaaS provider, with 5.5 million users being served by its Cloud Services division, said Steve Miranda , senior vice president of Fusion application development. That unit provides traditional application hosting, managed services and subscription SaaS (software as a service).
While Oracle will present standard hosting for Fusion HCM, the software will likewise breathe available in multitenant form, he said.
Multitenancy differs from traditional hosting, in that it allows many companies to participate the selfsame instance of an application while keeping their data separated.
SaaS vendors rarely talk up the technical details of multitenancy. But they endure used its benefits, which comprehend the capacity to apply upgrades frequently and more easily to customers, as marketing pegs.
To that end, "enhancements" to SaaS Fusion HCM will breathe delivered every six months, according to Oracle's website.
In addition, Fusion HCM and other Fusion Applications will endure a unique code line no matter what the deployment model, giving customers the capacity to fulfill an smooth switch if desired, Miranda said.
Fusion Applications, which endure been in development for about five years, are supposed to combine the top attributes of Oracle's various ERP (enterprise resource planning) product lines into a next-generation suite. Oracle has especially touted the software's superior user interface and the presence of analytics throughout the applications.
Fusion HCM's functional areas comprehend payroll and benefits; compensation management; performance and goal management; and workforce prediction, among others.
It likewise has prebuilt integrations with Oracle's PeopleSoft, JD Edwards and E-Business Suite products. This provides some convenience for customers, but likewise underscores the fact that Oracle is expressly avoiding any suggestion that customers will breathe forced to journey to Fusion. The cumbersome stress on SaaS could likewise aid Oracle fulfill sales into companies where they don't endure much of a presence at the application level.
Instead, the vendor has pushed a theme of "coexistence" for Fusion and customers' current implementations, with adoption coming at the pace they desire. The strategy has limited downside for Oracle, since it will continue to collect lucrative annual maintenance revenues from customers who don't occupy to Fusion.
But some already are. Wednesday's webcast featured an appearance from Brian Ness CIO of corporate services at the Principal fiscal Group, a fiscal services company that has gone live on Fusion HCM's Workforce Compensation module as piece of Oracle's early-adopter program.
While any implementation "is going to endure some bumps," and the company did, an overwhelming majority of Principal fiscal Group's users endure expressed positive feedback about the software, according to Ness. It plans to add more Fusion HCM modules over this year and next.
What wasn't transparent from the webcast is when Fusion HCM or other Fusion applications will breathe generally available to customers outside the early-adopter program.
During September's OpenWorld conference, Oracle CEO Larry Ellison told an audience that general availability for Fusion Applications would breathe in the first quarter of 2011.
Under one interpretation of Ellison's statement, Oracle has missed that deadline. But Ellison may endure been referring to the first quarter of Oracle's fiscal year, which begins in June.
Oracle executives did not occupy questions during the conference, and the company did not respond to a request for further remark Wednesday.
Chris Kanaracus covers enterprise software and general technology breaking intelligence for The IDG intelligence Service. Chris's e-mail address is Chris_Kanaracus@idg.comJoin the newsletter!
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In the Information Society that they look to breathe inhabiting, it has become a cliché to talk about the insatiable exact for information technology workers. The IT workforce shortage is an annoying reality, but it makes sense. In agricultural societies of the past, a significant percentage of the populace ended up as farmers to serve that economic model. Things are no different in this era; only the economic engine has changed.
In fact, I'd proceed so far as to vow we're at the very birth of the Information Society — basically the “hunter and gatherer” stage. At this point, whole battalions of tech workers are required to maintain the system humming along.
And there's tiny doubt that the exact for IT workers is growing. This year, a Money magazine article documented that software engineering, a typical IT occupation, can hope 46 percent growth over the next 10 years. Or at least that's the hope. Hardly a month goes by without some report lamenting the fact that we're not turning out enough scientists and engineers to satisfy the demands of the information technology sector. It's not that IT jobs are getting a rotten rap. That selfsame Money magazine article rated software engineering as the top career pick, based on growth, pay, stress levels and other factors.
So what's going on?
Analysts endure proposed a number of reasons why their output of IT professionals is so low. Some believe schools are failing to provide students with enough science and math education in grades K-12. Some are pointing to the dot-com bust that forced workers into other pursuits during the early 2000s. Others believe the high-tech outsourcing phenomenon and the utilize of H1B visas is persuading workers to quest employment in other careers — those that can't breathe shipped overseas or undercut by foreign-born workers.
All of these explanations endure some validity. To breathe sure, college student enrollment in computer science programs is down substantially from the 1990s — around 20 percent according to the Computing Research Association. In fact, the peak numbers reached in the eventual decade reflected the Internet boom and represented twice as many CS students as there were in the 1970s. Outsourcing is helping to meet the exact of some types of IT jobs, but many companies are noiseless hard-pressed to find qualified tech workers.
A recent PricewaterhouseCoopers (PwC) report predicts that competition for high-tech talent is going to become even more ascetic over the next few years as globalization absorbs the remaining technology workers around the world. The report says that while companies endure been forced to recognize offshore in order to gain access to larger pools of talent, even this resource is not bottomless. European and Asian executives anticipate a ascetic shortage of tech talent within the next three years. And, according to the report, worker compensation is being equalized globally; even India and China are not considered low-cost anymore.
The PwC report likewise recognizes that science and math skills, by themselves, are not enough. The most successful tech workers are able to innovate, collaborate and manage change. Technology companies necessity to recognize this and employ strategies to develop and manage their human capital accordingly — such as partnering with schools to develop technology education programs and providing individualized career development for their employees. Some of the larger IT companies, such as Intel, IBM and Yahoo, endure processes in space to conclude things dote this and are achieving various degrees of success. But overall, the industry has not changed the supply-demand imbalance of tech workers.
That's the expansive picture — but maybe not expansive enough. I can't aid thinking something is missing. Eventually, they endure to inquire ourselves why it's so difficult to develop and maintain well-paying jobs that are highly regarded by society. Maybe we're forgetting something more fundamental.
Here's a theory: Most people don't want to breathe information technologists.
In fact, I would guess that at any particular time, only a wee minority of the population is genuinely interested in (and capable of) doing this sort of work. This is reflected by the actual number of people in the IT workforce — around 3.5 million, out of a total workforce of 141 million. You don't endure to recognize too far to understand why. Here's a typical example of a job ad for a software engineer in Silicon Valley:
Company X looking for senior plane engineer to provide technical leadership and implementation skills to aid drive the development team to success in producing attribute software … to build new and maintain existing medium and big scale web-based applications … focused on developing consumer tools and aggregating data from retailers and fulfill its service available to other sites as they recognize to multiply their ad inventory and consumer value.
How many people endure the specialized tech background to match the acronym soup in this job description? And of these individuals, how many are going to want to conclude this job for very long? They can't just assume it's reasonable to whirl big portions of the citizenry into software developers, hardware engineers and database analysts just because their economic model demands it.
Some wishful thinkers are suggesting that they can whirl poets into programmers if the birthright education and incentives are available. But coercion through cultural tinkering or monetary incentives will only occupy us so far. Even in the PwC study, it was preeminent that less than half of the IT execs reported that base pay was a “highly effective” way of compensation for attracting and retaining employees. Other benefits such as resilient work hours, extra leave, telecommuting and day care back can fulfill a job more bearable, but not more fulfilling.
So it's arduous to imagine how we're going to transform their workforce to meet the escalating demands for IT professionals. I submit that if we're going to obtain beyond the “hunter and gatherer” stage of the Information Society, we're going to endure to think about the problem differently. Instead of churning out hordes of technicians, they will need use their precious IT workers more efficiently. From 1750 to 1900, the Agricultural Revolution dramatically reduced the number of farmers by employing advanced food-raising technologies, effectively bringing an halt to agricultural-based economies. A apt Information Revolution could accomplish the selfsame thing for their IT-based economy.
How might this happen? I'll talk about this in next week's issue.
As always, comments about HPCwire are welcomed and encouraged. Write to me, Michael Feldman, at [email protected].
In my recent blog listing the highest paying tech certifications reported in their firm’s long-running benchmark index of cash premiums for certified and noncertified skills, I explained the rationale for companies paying workers extra cash for tech certifications on top of their base salary. In a nutshell, HR departments trying to survive in today’s volatile labor marketplace with adamant pay practices and aging HR systems will utilize skills premiums to compete with peer organizations that already endure greater agility built into their salary and subsidy programs.
[To remark on this story, visit Computerworld's Facebook page.]
But why conclude some employers require a certification and others don’t when it comes recognizing and rewarding special skills? And what about the hundreds of skills for which there are no certifications, such as C++, Ruby on Rails, and dozens of open-source software tools?It’s a local matter
Certifications endure always been controversial. Two chief criticisms endure been vendors that fulfill it too smooth for professionals to deserve certification in their products and the view that earning a certification by itself doesn’t necessarily translate to competence or success on the job.
There endure been testing scandals involving third parties selling test answers. Vendors endure fought back by adding real-time laboratories to demonstrate scholarship in practical terms, and some even began incorporating peer review panels for more advanced plane certifications as the final step in deciding who gets awarded certification and who does not.
But the real issue is this: Are certified workers better qualified than noncertified workers to fulfill a job? Can a 90 question multiple election test truly attest to competency when a passing score is 65%? It’s really a highly subjective local matter.
The fact is, tech skills scholarship and expertise is only one contributor to job success. Most employers endure their own ways of interviewing and evaluating talent for attribute and happy and ascertaining the value of a certification. likewise important: "soft" skills and how well a person adapts to team culture and work environment, and how adept a person is at connecting their skills and aptitude to serving their employer’s customers and trade strategies. There are countless stirring parts for employers to respect in these equations.
Certifications are perhaps best suited for two situations: beginners entering the job market for the first time and established workers looking to change the direction of their career. Having a credential that maps to a target job when you’re just starting out helps establish a perception of commitment and credibility. For those already working -- vow a network administrator with security responsibilities who wants to work in information security complete time -- a certification is just the ticket to expand skills and fulfill that shift.Our data sample
Extra pay awarded to 70,725 U.S. and Canadian IT professionals for 893 certified and noncertified IT and trade skills has been tracked and updated every three months in the IT Skills and Certifications Pay IndexTM (ITSCPI) for seventeen years. Research partnerships with 3,018 employers yields data covering a total of 258,848 IT professionals at companies representing 44 industries plus the public and not-for-profit sectors.Fastest growing tech certifications, eventual six months
The following certifications endure recorded the highest gains in market value pay premiums in the six months ending on January 1, 2017. They've grown between 20 percent and 50 percent in value in this epoch and are shown in descending rank order of market value gain (including ties), arranged alphabetically within each rank.
Certifications that are displaying robust growth aren’t necessarily the newest, most approved irritated skills in the marketplace.
Sometimes they're older certifications no longer in ample supply and spiking in short term exact because of market forces associated with a new product(s) -- or perhaps an event. Other times they may breathe getting a new boost from a certification extension by the vendor. In the list above are a few certifications that appear to breathe enjoying a bit of short term market "heat" that will likely abate in three to six months.
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Copyright © 2017 IDG Communications, Inc.
3COM [8 Certification Exam(s) ]
AccessData [1 Certification Exam(s) ]
ACFE [1 Certification Exam(s) ]
ACI [3 Certification Exam(s) ]
Acme-Packet [1 Certification Exam(s) ]
ACSM [4 Certification Exam(s) ]
ACT [1 Certification Exam(s) ]
Admission-Tests [13 Certification Exam(s) ]
ADOBE [93 Certification Exam(s) ]
AFP [1 Certification Exam(s) ]
AICPA [2 Certification Exam(s) ]
AIIM [1 Certification Exam(s) ]
Alcatel-Lucent [13 Certification Exam(s) ]
Alfresco [1 Certification Exam(s) ]
Altiris [3 Certification Exam(s) ]
Amazon [2 Certification Exam(s) ]
American-College [2 Certification Exam(s) ]
Android [4 Certification Exam(s) ]
APA [1 Certification Exam(s) ]
APC [2 Certification Exam(s) ]
APICS [2 Certification Exam(s) ]
Apple [69 Certification Exam(s) ]
AppSense [1 Certification Exam(s) ]
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Arizona-Education [1 Certification Exam(s) ]
ARM [1 Certification Exam(s) ]
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ASIS [2 Certification Exam(s) ]
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ASTQB [8 Certification Exam(s) ]
Autodesk [2 Certification Exam(s) ]
Avaya [101 Certification Exam(s) ]
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Axis [1 Certification Exam(s) ]
Banking [1 Certification Exam(s) ]
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BlackBerry [17 Certification Exam(s) ]
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Brocade [4 Certification Exam(s) ]
Business-Objects [11 Certification Exam(s) ]
Business-Tests [4 Certification Exam(s) ]
CA-Technologies [20 Certification Exam(s) ]
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Certiport [3 Certification Exam(s) ]
CheckPoint [43 Certification Exam(s) ]
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CIW [18 Certification Exam(s) ]
Cloudera [10 Certification Exam(s) ]
Cognos [19 Certification Exam(s) ]
College-Board [2 Certification Exam(s) ]
CompTIA [76 Certification Exam(s) ]
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Consultant [2 Certification Exam(s) ]
Counselor [4 Certification Exam(s) ]
CPP-Institute [4 Certification Exam(s) ]
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HR [4 Certification Exam(s) ]
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Logical-Operations [1 Certification Exam(s) ]
Lotus [66 Certification Exam(s) ]
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Magento [3 Certification Exam(s) ]
Maintenance [2 Certification Exam(s) ]
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McData [3 Certification Exam(s) ]
Medical [68 Certification Exam(s) ]
Microsoft [375 Certification Exam(s) ]
Mile2 [3 Certification Exam(s) ]
Military [1 Certification Exam(s) ]
Misc [1 Certification Exam(s) ]
Motorola [7 Certification Exam(s) ]
mySQL [4 Certification Exam(s) ]
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Network-General [12 Certification Exam(s) ]
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Nokia [6 Certification Exam(s) ]
Nortel [130 Certification Exam(s) ]
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OMG [10 Certification Exam(s) ]
Oracle [282 Certification Exam(s) ]
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PayPal [1 Certification Exam(s) ]
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PMI [15 Certification Exam(s) ]
Polycom [2 Certification Exam(s) ]
PostgreSQL-CE [1 Certification Exam(s) ]
Prince2 [6 Certification Exam(s) ]
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PsychCorp [1 Certification Exam(s) ]
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QAI [1 Certification Exam(s) ]
QlikView [1 Certification Exam(s) ]
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Sair [8 Certification Exam(s) ]
Salesforce [5 Certification Exam(s) ]
SANS [1 Certification Exam(s) ]
SAP [98 Certification Exam(s) ]
SASInstitute [15 Certification Exam(s) ]
SAT [1 Certification Exam(s) ]
SCO [10 Certification Exam(s) ]
SCP [6 Certification Exam(s) ]
SDI [3 Certification Exam(s) ]
See-Beyond [1 Certification Exam(s) ]
Siemens [1 Certification Exam(s) ]
Snia [7 Certification Exam(s) ]
SOA [15 Certification Exam(s) ]
Social-Work-Board [4 Certification Exam(s) ]
SpringSource [1 Certification Exam(s) ]
SUN [63 Certification Exam(s) ]
SUSE [1 Certification Exam(s) ]
Sybase [17 Certification Exam(s) ]
Symantec [135 Certification Exam(s) ]
Teacher-Certification [4 Certification Exam(s) ]
The-Open-Group [8 Certification Exam(s) ]
TIA [3 Certification Exam(s) ]
Tibco [18 Certification Exam(s) ]
Trainers [3 Certification Exam(s) ]
Trend [1 Certification Exam(s) ]
TruSecure [1 Certification Exam(s) ]
USMLE [1 Certification Exam(s) ]
VCE [6 Certification Exam(s) ]
Veeam [2 Certification Exam(s) ]
Veritas [33 Certification Exam(s) ]
Vmware [58 Certification Exam(s) ]
Wonderlic [2 Certification Exam(s) ]
Worldatwork [2 Certification Exam(s) ]
XML-Master [3 Certification Exam(s) ]
Zend [6 Certification Exam(s) ]
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