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Killexams : Oracle Essentials book - BingNews https://killexams.com/pass4sure/exam-detail/1Z0-590 Search results Killexams : Oracle Essentials book - BingNews https://killexams.com/pass4sure/exam-detail/1Z0-590 https://killexams.com/exam_list/Oracle Killexams : Oracle layoffs also may be affecting Cerner employees No result found, try new keyword!As Oracle cuts jobs in its quest to eliminate $1 billion in expenses, some of those reductions may creep into its new Cerner unit. Thu, 04 Aug 2022 00:55:00 -0500 text/html https://www.bizjournals.com/kansascity/news/2022/08/04/oracle-cerner-job-layoffs.html Killexams : The HR Software Market Reinvents Itself

The story is simple and has repeated itself. Just as a cottage industry of online recruitment, learning, and performance management vendors disrupted incumbents in the early 2000s (prompting pushing SAP to pay $3.4 billion for SuccessFactors, Oracle to pay $1.9 billion for Taleo, and IBM to pay more than $1.1 billion for Kenexa), a new set of disruptors are doing it again.

The History: From Talent Management Tools To Integrated Talent Management

First let's look at some history. In the early 2000s, when organizations were using installed HR systems, a cadre of innovative software companies (names like Authoria, Docent, Saba, Softscape, SuccessFactors, and others) built enterprise-class tools to automate talent practices. These systems fell into the categories of applicant tracking systems (ATS), performance management systems (PM) and learning management systems (LMS). Note the use of the word “management” – these tools were focused on automating and managing an enterprise-wide talent processes.

In those days companies typically installed “core HR" systems (e.g. PeopleSoft, SAP, others) and they often ran payroll in house. These HR systems were highly customized, complex, difficult to use, and expensive to maintain. Most were built around client/server architectures, and often came from mainframe heritage.

In the late 1990s as the "war for talent" increased, companies started to snatch up these new talent management systems, focused on automating the processes of recruiting, performance appraisal, and online learning. The talent management market quickly grew, reaching over $2 billion by 2007, and we saw growth rates of double digits year after year.

This was an exciting and innovative period for buyers and investors. Vendors like Authoria, CornerstoneOnDemand, GeoLearning, Learn.com, Softscape, SumTotal, SuccessFactors, Taleo and many others were all growing. As the markets of performance, learning, and recruitment emerged, buyers started to realize that they wanted these standalone systems to fit together. This shifted the market from that of “automated talent management to “integrated talent management suites.”

The idea of “integrated talent management” was everywhere. Companies appointed heads of talent management and senior HR and business leaders started studying books on the syllabu (there are now hundreds of books and courses on corporate talent management). I remember early conversations with HR departments and they said "I thought talent management was for Hollywood." It went mainstream.

To help people understand all the software tools Bersin & Associates worked with Bill Kutik to design "shootouts" of these suites at the HR Technology Conference to help people understand what it might be like for performance management, development planning, and other practices to work together. Vendor vision turned into customer demand, and suddenly every HR vendor needed to build a talent management solution.

As vendors grew, the marketplace consolidated (as it always does). SuccessFactors, the pioneer in performance management, built out its recruiting product and later acquired Plateau (a leading LMS provider). Taleo, the pioneer in recruiting, built its performance management product and later acquired Learn.com. ADP acquired Workscape; Ceridian acquired Dayforce; SumTotal acquired GeoLearning, Pathlore, and Softscape; and Kenexa acquired a series of small providers, later to be acquired by IBM. Every HR software company was either buying another vendor or positioning themselves to be sold.

Through strong sales, marketing, and product leadership a few companies became market leaders: SuccessFactors in performance management; Taleo in recruiting; and CornerstoneOnDemand, Saba and SumTotal in learning.

I credit SuccessFactors as the pioneer of this market at the time. This aggressive company popularized the idea of online performance management and heavily pushed the idea of top-down business-aligned goals. (They called their suite "business execution software," conjuring up Jack Welch from GE as a spokesperson). Today, of course, this concept is being totally reinvented, but at that time these concepts were everywhere.

The Shift To Cloud And Core HR

As these vendors grew and the category of integrated talent management became established, cloud computing entered the scene (initially called "on-demand" software). Leveraging this trend, the talent management vendors pointed out that their products were easier to implement than traditional HR software. So they started to compete with core HR providers like Oracle/PeopleSoft, SAP, and ADP. In fact, most big companies buying an integrated talent suite started to ask “why don’t I have all my systems in the cloud, including core HR and payroll?”

 (For those of you not familiar with HR systems, core HRMS and payroll software is dauntingly complex because it has to store all the detailed data about employees, their pay and benefits, compensation history, job history and other essential information. Companies like PeopleSoft, SAP, ADP, and later Workday have invested millions of lines of code in this “system of record” software category.)

Through a bold move by SuccessFactors, this all started to change. SuccessFactors introduced a product called Employee Central, a cloud HR database designed to replace a company's core HRMS. This product, which was little more than an employee directory in its early days, showed buyers they could now buy all their HR software from a talent management company. This move awakened SAP and Oracle (which now owned PeopleSoft), and later helped pave the way for Workday (which was well along with their product plans) to enter the market. (Cornerstone Link, which was just announced this spring, is a similar move in this direction.)

Over the ensuing four to five years the HR software market shifted, and categories of core HR and talent management software collapsed.  SAP acquired SuccessFactors and stated its intention to build out an end-to-end cloud-based HRMS, payroll, and talent management suite. Oracle acquired Taleo and SelectMinds, aggressively redesigned PeopleSoft for the cloud, and introduced Oracle HCM. IBM acquired Kenexa (which owned a highly-scalable applicant tracking systems). ADP acquired Workscape; Skillsoft acquired SumTotal (which had previously acquired Softscape, Cybershift, GeoLearning, and MindSolve). And Workday built out its end-to-end solution, expanding its customer base around the world.

Fig 1: Evolution of the HR Software market in the early 2000s

HR In The Cloud: A Transformed Market

While these software companies were combining, cloud computing was becoming well established. Initially companies were nervous about putting their HR data into the hands of vendors, so they resisted the idea.  But over the next few years, as Workday (“built for the cloud”), Oracle, SAP (SuccessFactors), ADP (always was a cloud company), IBM, and others came to market, buyers realized that cloud was the future.

This led to a rapid period of consolidation (from 2011 to today) where buyers started to replace much of their installed HR software with one or more of these integrated cloud systems. Since most of the ERP vendors now offered talent management as well as core HR and payroll, nearly every buyer decided to select an ERP vendor for their core. And newer HRMS and payroll vendors like Ultimate Software, Ceridian, Namely, Zenefits, Infor, Sage and others came to market and went after other market segments.

(Chapter four of the 2014 Deloitte Global Human Capital Trends was entitled “Race to the Cloud,” describing how rapidly companies have been replacing standalone HR software with integrated cloud platforms.)

Today: Cloud HR Suites Predominate, But None Are Perfect

While it now looks possible to buy everything from one vendor, none have every talent management feature with the same level of maturity. And the concepts and practices of talent management keep changing, so these bigger software vendors have had their hands full keeping up with all the features customers want.

(Oracle, for example, continues to revamp their LMS strategy; Workday’s recruitment product is still relatively new and they have yet to launch their LMS; SuccessFactors’s original performance management product is challenged by competitors as well.)

What about the dozens of standalone talent management vendors? Those that were not acquired (Cornerstone, SumTotal, Saba, PeopleFluent, and many others) continue to sell specialized systems, but their market has become smaller. They now typically sell to smaller companies and focus on coexistence with ERP providers, hoping they can stay ahead.

Well, all this is starting to change. A new breed of HR software vendors has arrived - a generation of what I would call "people management systems."

Innovation Arrives: Next Gen Performance Management, Team Collaboration, Feedback, Video, Goal Alignment, Wellness And More

A new cycle of innovation is here.

While cloud-based HR system consolidation was taking place, businesses tell us they have a new set of problems: employee engagement, driving a high performance culture, creating more feedback and development, and designing a more agile, team-centric organization structure.

As I discuss in “The End of Talent Management, while integrated HR systems are a generally good thing (particularly for analytics), companies no longer see “integration” as their biggest business problem. Today our research shows that companies tend to be focused on issues like revamping performance management, building a more agile organization around teams, improving the capabilities of leadership, improving engagement and retention, and creating an employee-centric learning environment. They want to simplify and Improve the employee experience, extend their recruitment products onto the social internet, and make HR software much more focused on employee needs.

And there are a number of emerging important HR applications as well: a need to teach the organization how to build and manage teams, facilitate wellness and fitness at work, and provide always-on feedback and pulse engagement surveys. Almost none of these features were even imagined in the “integrated talent management” tools designed in the early part of the last decade.

Added to this is the fact that today we don’t really use the “web” like we used to. Today people interact with technology through a growing generation of mobile apps. These apps, unlike cloud-based browser applications, can take advantage of location, sounds, and a wide range of new sensors (many of which we will be wearing), making the HR applications of only a few years ago seem old-fashioned and uninteresting. We call this new world of apps, driven by gamification and design thinking, “Digital HR.”

One of our clients, for example, developed a new mobile workforce management application that automatically clocks an employee into a retail location when they walk into a store. Another has developed an onboarding app that continues for the employees’ first 9 months on the job, providing video learning, people to meet, activities to complete, and fun games to participate in throughout their development process.

To be blunt, one could argue that much of the focus on “integrated talent management” over the last 15 years was focused on making HR tools easier for HR people to use, not more useful to employees. Today we want HR technology that delivers a great employee experience and makes our work-life more productive and interesting. We want our HR tools to feel more like Facebook, Twitter, and YouTube and less like training and performance administration.

One of the Digital HR apps at Deloitte is called “spaces,” which lets a consultant find a desk or office in any city in the world, find our peers who are located in the same location, and communicate with peers – all through a mobile phone.

This shift from “cloud” to “mobile” is disruptive. Just as vendors struggled (and some failed) to move from licensed software to cloud architectures, so will we see a new breed of mobile apps disrupt many incumbents again. An “all-mobile” HR platform is now possible, and this kind of solution will likely be very different. Video will be embedded in real-time, the apps will use gamification (points, authority credits, challenges), analytics will be embedded through recommendations and suggestions, and the application will behave differently based on our location and even heartbeat. (I do believe wearables will enter the HR domain quickly, and companies like FitBit, VirginPulse and Limeaid are making this happen today.)

One of our clients recently built an “all-mobile” HR platform which includes vacation planning, employee directory, time tracking, expense management, and virtually everything else their core HR system does. This app is so compelling that more than 20,000 employees downloaded it the first week, making it the most successful HR application the company has ever built.

The look of these apps has radically changed as well, forcing incumbent vendors to rethink their systems. In the old world of applications we had menus, drop downs, tables, panels, and dashboards to help us manage people practices. Today we build apps that let us swipe, pinch, scan, and scroll. Most provide an “activity stream” to show us what other people are doing, they embed video everywhere, and they are graphically stunning and visually exciting.

The mobile experience is slowly “eating” the browser experience: more than 40% of job candidates try to apply through their phones, and more than 60% of all online video is now consumed on mobile devices (Kleiner Perkins Internet Trends). The next generation of corporate learning systems, for example, could look more like BuzzFeed and YouTube and less like a course catalog.)

Think also about the potential for sensors. Our phone knows where we are, how many steps we took, and soon even our voice, heartbeat, and how we feel. (Lots of sleep aid apps now listen to your breathing, for example, and coach you on new positions and techniques to help you sleep).

We recently wrote about the potential for sociometric badges in the article “IoT meets the Quantified Employee.” You can use information about employee tone of voice and motion to understand what causes stress at work, creating a “mood meter” to help you rearrange the office, make meetings better, and identify leadership behaviors that Improve engagement. Imagine an employee application that coaches you on management and leadership style, helps you stay relaxed and fit at work, and rates meetings based on their usefulness. All these ideas are now possible.

As this shift accelerates, we can expect incumbent HR vendors to adapt. Oracle, SAP, Workday, ADP, Ceridian, Infor, Ultimate Software, Cornerstone, and most other vendors are now laser focused on mobile versions of their platforms (Workday and SAP now build on mobile first). But are they really designing software that's different? In many cases, no. In most cases (with some exceptions) they are mobile implementations of the web-based systems they spent hundreds of millions of dollars building. So there is lots of room for innovation.

This, of course, has opened the door for disruptive startups. Today there are hundreds of small vendors building new tools to make work better (most are led by technologists who never worked in HR). Many start with a new idea (ie. Team goal management), and then realize that there is a huge domain of HR experience they need to tap into. They are fresh creative thinkers and they are bringing amazing innovation into the marketplace.

Consider the world of recruiting, for example. Many of us who have been in this market for years thought the applicant tracking systems (ATS) market was kind of "done." Well companies like Greenhouse, Lever, SmartRecruiters, and dozens of others are now reinventing the space from scratch – leveraging integrated social tools, video interview technology, and new tools for referral marketing and analytics to reinvent recruitment platforms. Similar vendors are focused on performance and goal management, learning and skills management, social rewards and recognition, and wellness.

So just as the talent management vendors disrupted the ERP vendors in the early 2000s, and were later combined into larger companies, the same thing is happening again - this time led by mobile-first, young new companies that focus on technologies like feedback, video, integrated analytics, and gaming.

What's Really New About These Apps?

As I've had the opportunity to watch this new market grow, I've noticed a clear set of new capabilities these apps typically bring to market.

• Feedback is embedded. Every interaction with these apps lets you give feedback, comments, or suggestions to others. So as management tools, they create a tremendous flow of comments, suggestions, insights, and feedback between people. This data is used for coaching, assessment, skills development, and of course performance management. One of these startups, Zugata, specifically uses feedback for competency management and development purposes.

• They rely on feeds, not panels. In the web-based HR applications we had lots of tabbed panels to find things. These apps built on the user design of Facebook, Instagram, and Twitter. They use vertical feeds to offer vast amounts of real time information to users. This helps make using them dynamic and interesting.

• They use video extensively. All the new learning solutions (including Workday's new LMS, Oracle's new LMS, and the new capabilities in SuccessFactors and SumTotal) assume that video-based learning is the "primary media." New tools like Grovo and Axonify go even further, enabling you to build "microlearning" experiences that tell you just what you want to know.

• Gamification is built in. None of these new systems are games, but they use the concepts of gamification everywhere. BetterWorks has visual cues (a beautiful tree) that tell you how far you are in achieving goals, giving you incentive to use the app more often. Reflektive and others use points and various forms of accumulated credits to encourage you to come back. Globoforce, Limeaid, and VirginPulse and other social recognition tools give you badges and other cues to make using them more rewarding and fun.

• Analytics is embedded. These new tools don't focus so much on analytics dashboards and reporting tools, rather they use data to suggest or recommend activity in a useful way.

• Behavioral economics has appeared. Rather than tell you "you have a compliance program to finish," they "suggest" what you should do next. Rather than tell you to "travel less" they show how your travel compares with your peers, for example. These are "nudges" rather than "directives."

• They are simple. These new apps are not cluttered up with dozens of buttons and options. They try to do one or two things well. They are minimalist in their design and require no training to learn to use.

Who Are These Disruptive New Vendors?

My experience studying this marketplace and talking with many of these exciting companies is that they fall into a variety of categories. (And let me warn you, these categories are already starting to merge.) The key categories I see are listed below, with a few of the representative vendors (this is by no means a complete list):

Convergence Of Applications Ahead

Just as the integrated talent management market converged into a set of suites, I see the same thing happening again in the team and app-based HR software market. This time the convergence is even more significant.  The big categories coming together are:

1. Performance management.

2. Engagement and feedback.

3. Wellness, fitness.

4. Always-on learning.

5. Social recognition.

Think about the team-centric work environment of today. You are in a meeting, a team-mate makes a great contribution, you give the person thanks (in the form of feedback) and recognition (in the form of points), the person gets coaching advice from you and others, and when the manager has his "check-in" the social recognition, feedback, and coaching he receives is all available as part of the conversation.

Then, as the individual logs back into his employee app, the system is smart enough to connect him to others with similar interests, shows him videos of experts on the subjects in his feedback, and he or she can sign up for developmental training, or even look at open job opportunities based on his or her interest. And along the way the employee wants to maintain his or her fitness and performance so they sign up for walking or step challenges, inviting others from his team.

One client even wants to take these new employee apps and open them up to customers, so customers can provide "feedback" and recognition points directly to employees. Think about the power of this type of performance review!

It's pretty clear to me, working with all these vendors, that the "wellness" marketplace, which focused primarily on programs to reduce insurance costs, is now starting to converge with the marketplace for employee performance and engagement. In today's always-on environment, our ability to "stay well" and maintain a fit attitude and frame of mind, has a huge impact on our engagement and performance. And the organization must take responsibility for building a work environment which facilitates and supports fitness: from exercise to food to work environment to management.

Who Are The New Winners?

In the last major wave of talent management software, companies like SuccessFactors, Taleo, and Cornerstone emerged from the crowd as highly valued ($Billion or more) vendors, while others were acquired or remained small. In this market reinvention, the same thing is likely to happen: some of these companies will grow, some will be acquired, and others will remain small or disappear.

Buyers, investors, and potential employees want to know - who will most likely succeed?

My experience in the HR software market shows that it typically takes four things to succeed.

• First, the winning companies need a management team that really understands how to position, market and sell their product. The HR marketplace is enormous - virtually every company of every size has an HR department, so it is highly competitive and complex. Winning vendors know how to position themselves well, they hire strong and relevant sales teams, and their executives focus on one segment, industry, or geography. Over my 38 years in the technology industry, I've noticed that sales and marketing always seems to win over the "best product."

• Second, the winning vendors will have product strategies that are relevant and expansive. Every one of these market categories is rapidly changing, so the winning vendors have to develop a highly engaging product that is very easy to use, while simultaneously being ready to expand into new areas as the category changes. The recruiting market is a perfect example: since the original development of the applicant tracking system, features like video interviewing, interview management, sourcing management, candidate marketing, and dozens of new "sub applications" have emerged. The most innovative and fast-moving vendors have stayed up and continue to be relevant to clients year after year.

• Third, the winning vendors will also have a scalable technology architecture and experience building real mobile apps. The new world of HR tools will be app-based and employee-centric, so the winning providers will be able to scan into ERP-scale data management while embedding analytics, video, gamification, and the other disruptive technologies mentioned earlier.

• Fourth, I believe winning HR vendors have patient, and enduring management teams. The HR marketplace is intriguing and attractive to many new entrants, but my experience shows that companies have to really learn the market and patiently build a strong brand. Customer service, company culture, and passion play a major part of success in this marketplace, so I always evaluate vendors based on the level of passion and commitment by the leadership team.

Even with these four characteristics, these fast-growing companies have lots of work ahead. While their marketplace seems hot and exciting today, most HR buyers are conservative and want to buy from well established companies. Vendors have to be aggressive about growth, because every one of the markets I mentioned above is filled with passionate, high-energy vendors. And the big vendors in the market (Oracle, SAP, Workday, ADP, Ceridian, Cornerstone, etc.) are all very experienced and are likely to acquire established vendors as soon as they reach a certain size.

What Should Incumbent Vendors Do?

The interesting part of this market evolution is what the bigger vendors will do. One can always imagine a scenario where Oracle, SAP, Workday and others actually build everything they need to compete in these new markets. While this sounds reasonable, the "innovators dilemma” always seems to take over: bigger providers rarely innovate as fast as a startup. So we can safely assume that as some of these vendors grow, many will be acquired by the bigger players.

Platform As A Service (PAAS) Strategies

If you accept the fact that the HR technology market is reinventing itself, what should the big incumbent ERP-like vendors do? Can they possibly build all the engagement, wellness, performance, collaboration, and analytics apps everyone needs? The strategy that might makes sense for some of the larger HR technology vendors (any HR software company with $200M or more of revenue) is to build an "app marketplace" or “platform as a service” solution. These companies would expose programming interfaces (API’s) to their platforms and work with selected application vendors as partners.

Several vendors are now doing this now:  ADP now has its app marketplace, which has more than 100 solutions available. SAP has announced the HANA Cloud Platform and a partner program to encourage apps built on HANA. Cornerstone has now released Cornerstone Edge, its open platform to enable smaller vendors to build apps and surrounding applications. Each of these vendors have thousands of customers, so any application vendor would do well by joining these marketplaces. Oracle, SAP, and Workday have many technology partners as well, but none have gone quite this far yet. I believe if the market goes as expected, such a strategy makes sense. (Look at how effective it has been for Salesforce.com, which now has thousands of business partners built on Salesforce.)

Imagine if you could go to your existing payroll, HRMS, or talent management vendor and find a family of partners selling wellness apps, engagement apps, feedback apps, etc. on their platform. A learning management systems company might want a family of video sharing tools or video authoring tools or contextual learning tools which plug into their platform. This strategy, becoming a "platform" company, is precisely what companies like Facebook, Google, and Twitter have done - and it often ends up making them even bigger and more profitable companies over time. Vendors who can effectively leverage a platform (Cornerstone's new Platform as a Service strategy, called Edge, is an example), have the potential to scale far beyond the resources of their own R&D.

Disruption Is Coming: Stay Aware

I believe we are in the early days of this shift, but it is starting to accelerate rapidly. I regularly meet with HR technology buyers and senior HR leaders and they are hungry for compelling new employee-centric solutions. Companies of all sizes are now shopping for new apps for recruitment, sourcing, assessment, feedback, performance, employee engagement, and wellness. So while the new generation of vendors are mostly new, disruption starts now.

Sat, 16 Jul 2022 09:54:00 -0500 Josh Bersin en text/html https://www.forbes.com/sites/joshbersin/2016/07/18/the-hr-software-market-reinvents-itself/ Killexams : Top summer reads! Choice Irish books from our Editors

The Ireland of the Welcomes Editor has been hard at work and has chosen some of the top summer reads on offer. These are just some of the wonderful newly released Irish books this summer.

* This article was published in the July / August 2022 issue of Ireland of the Welcomes. Subscribe to our bi-monthly magazine here.

"Idol"

Louise O’Neill 

"Idol" Louise O’Neill 

Ireland’s most exciting voice is back with Idol, examining the price of fame. For Samantha Miller's young fans - her 'girls' - she's everything they want to be. She's an oracle, telling them how to live their lives, how to be happy, how to find and honor their 'truth'.

And her career is booming: she's just hit three million followers, her new book Chaste has gone straight to the top of the bestseller lists and she's appearing at sell-out events.

Determined to speak her truth and bare all to her adoring fans, she's written an essay about her sexual awakening as a teenager, with her female best friend, Lisa. She's never told a soul but now she's telling the world. The essay goes viral.

But then - years since they last spoke - Lisa gets in touch to say that she doesn't remember it that way at all. Her memory of that night is far darker. It's Sam's word against Lisa's - so who gets to tell the story? Whose 'truth' is really a lie?


"Unspoken"

Tom McGrath

Telling the incredible story of Tom McGrath, as uncovered many years later by his son Tom. Tom was conscripted into the British Army resulting in capture and internment in a Prisoner of War camp in Poland. After two years of unspeakable hardship, Tom escapes, first taking refuge in the attic of an old man’s cabin in the woods, then moving house to house thanks to various members of the Resistance and then on to Berlin and Paris and over the Pyrenees into Spain.

Sixty-five years later, Tom’s son and grandson retrace his footsteps on this arduous journey, ultimately unearthing more secrets upon their return to Ireland. This incredible family history presents a moving, unforgettable story of resilience.

"I Am Someone"

Aisling Creegan

"I Am Someone" Aisling Creegan

Aisling Creegan's childhood was dominated by an abusive, alcoholic mother, who tortured her at every turn. From insults to beatings and being threatened with a butcher's knife, Aisling endured unthinkable suffering at the hands of the woman who should have loved her unconditionally. Yet in the midst of this trauma, Aisling was able to rely on the one person she knew she could trust - herself. Possessed of incredible imagination and remarkable resilience, Aisling found escape in the little things in life. But the scars of the past take time to heal, and when Aisling suffered a breakdown it took her on a surprising path to freedom - and forgiveness. I Am Someone is an extraordinary memoir about female cruelty, and ultimately female strength and endurance.


"Cathal Brugha ‘An Indomitable Spirit’"

Daithí Ó Corráin & Gerard Hanley

"Cathal Brugha ‘An Indomitable Spirit’" Daithí Ó Corráin & Gerard Hanley

Based on exhaustive research, this book challenges the often simplistic and reductive depiction of Brugha by providing a nuanced and multi-layered reappraisal of him. It chronicles his public and private life and the influences that shaped him; assesses his multifaceted involvement in the Irish Revolution and his uncompromising commitment to an Irish republic; contextualizes his relationships with contemporaries such as Michael Collins, Éamon de Valera and Richard Mulcahy; explores how his premature death at the age of forty-seven affected his young family and how his wife, Caitlín, upheld his political principles by standing as a Sinn Féin TD; and reflects on how Brugha’s indomitable patriotism was propagandized after his death. The result is a fascinating portrait of a complex, tenacious, and often misunderstood figure.

* This article was published in the July / August 2022 issue of Ireland of the Welcomes. Subscribe to our bi-monthly magazine here.


"Danny Dowdells, Angel Jo, and the Brackish People"

Cresson McIver

"Danny Dowdells, Angel Jo, and the Brackish People" Cresson McIver

A wonderful hilarious book, with many insights into the way Ulster people, Protestant and Catholic, think about each other. The fictional townland of Ballybracken, somewhere in mid-Ulster, is peopled by a gaggle of unforgettable countryfolk. Characters like the philandering Robbie, social-climbing Rosie, the hapless Jim McKnight and his mother, with her subtle but toxic use of ‘petticoat power’, the wealthy grand dame, Mrs. McKendry’s and so many more that will live long in the reader’s imagination.

Follow the antics of Danny himself, so likeable, clever and wily, his useless self-admiring guardian angel Jo, Danny’s striving mother, Rosie, and her partner, Robbie, their hand-to-mouth existence intertwined and contrasted so skilfully in the story with that of the immensely wealthy McKendry and the noble Roxborough families. A great true-to-life story told with much laugh-out-loud humour.


"Living With My Century"

Eda Sagarra

"Living With My Century" Eda Sagarra

Professor Eda Sagarra, born in 1933, has been a significant and influential figure in Irish and European academic policy-making, contributing to the early development of the Erasmus scheme. Now, aged nearly 88, this memoir gives striking evidence of her self discipline and formidable energy. For contemporary critics reconstructing the history of gender equality in Ireland and for readers of feminist history, this makes for essential reading. 

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IrishCentral Book Club

Looking for Irish book recommendations or to meet with others who share your love for Irish literature? Join IrishCentral’s Book Club on Facebook and enjoy our book-loving community.

"Yell, Sam, If You Still Can"

Clíona Ní Ríordáin & Maylis Besserie

"Yell, Sam, If You Still Can" Clíona Ní Ríordáin & Maylis Besserie

"Yell, Sam, If You Still Can" by Maylis Besserie, the first of her Irish trilogy, shows us Samuel Beckett at the end of his life in 1989, living in Le Tiers-Temps retirement home. It is as if Beckett has come to live in one of his own stage productions, peopled with strange, unhinged individuals, waiting for the end of days.

This novel is filled with voices. From diary notes to clinical reports to daily menus, cool medical voices provide a counterpoint to Beckett himself, who reflects on his increasingly fragile existence. 

"Yell, Sam, If You Still Can" won the “Goncourt du premier roman”, the prestigious French literary prize for first-time novelists, just before the country went into lockdown. 


"Edith"

Martina Devlin

Martina Devlin, an award-winning columnist for the Irish Independent and podcaster for Dublin City of Literature #CityofBooks, has delivered a new novel based on the life of Edith Somerville of ‘Somerville and Ross’ fame – authors of The Irish R.M.

In this work, set during the turbulent period of Irish Independence 1921–22, Somerville finds herself at a crossroads. Her position as a member of the Ascendancy is perilous as she struggles to keep her family home, Drishane House in West Cork, while others are burned out. After years in a successful writing partnership with Violet Martin, Edith continues to write after her partner’s death, comforted in the belief they continue to connect through automatic writing and séances.

Against a backdrop of Civil War politics and lawlessness erupting across the country via IRA flying columns, people across Ireland are forced to consider where their loyalties lie.

* This article was published in the July / August 2022 issue of Ireland of the Welcomes. Subscribe to our bi-monthly magazine here.

Tue, 12 Jul 2022 05:17:00 -0500 en text/html https://www.irishcentral.com/culture/top-summer-reads-irish-books
Killexams : New Cloud-Based PM Capabilities Introduced by Oracle, Procore Killexams : New Cloud-Based PM Capabilities Introduced by Oracle, Procore | Engineering News-Record Tue, 19 Jul 2022 16:13:00 -0500 en text/html https://www.enr.com/articles/54467-new-cloud-based-pm-capabilities-introduced-by-oracle-procore Killexams : Mind, Body, Spirit Books 2022: Tarot Meets the Times

Mind-body-spirit publishers are shuffling the deck on tarot cards, bringing forward diverse authors and myriad perspectives ranging from contemplative Christian cards with Bible verses to card guides from LGBTQ authors. Many are branching out from Pamela Colman Smith’s ornate, Eurocentric artwork in the venerable Rider-Waite-Smith tarot 78-card deck, which has been the basis for generations of divination decks since it was first published in 1909.

Weiser Books is tracking both trends. In September, it’s launching The Weiser Tarot, a new edition of the classic Rider-Waite-Smith deck featuring updates by Weiser editors. The original guide to studying the cards will now offer tips and resources for beginners, tarot history, and additional information for people interested in Jewish mysticism and astrology. And Colman Smith’s line art is repainted with a “rich, vibrant palette,” says Weiser associate publisher Peter Turner. He calls it “a landmark event in the tarot world,” which is being timed with Weiser’s 65th anniversary.

The press is also publishing Finding the Fool: A Tarot Journey to Radical Transformation (Mar. 2023), a book with contemporary explanations about each card written by Meg Jones Wall, whom Turner describes as a “self-taught queer tarot reader.” Unlike in most books on tarot, Wall does not include images of cards; rather, Turner says, she is “asking the reader to trust their unique natural sense of intuition, wisdom, and magic. Her writing focuses on keeping tarot intuitive and accessible, using gender neutral language, and welcoming readers of all identities into the community. One of the core challenges for today’s tarot readers is that the traditional images used to convey the archetypal figures in the tarot are clearly patriarchal and binary in sexual orientation. And often the most popular tarot decks don’t include people of color.”

Turner quotes Wall, who says, “The tarot isn’t about following rules or adhering to a strict set of narrow meanings; it isn’t only for a certain kind of person.”

Magic for every body and belief

Running Press is releasing three titles that reflect the idea of tarot for all. One is not a deck but rather a graphic biography of Colman Smith, written and illustrated by artist Cat Willett. The Queen of Wands (Sept.) sheds light on Colman Smith’s experiences, including being mistreated due to her biracial appearance, being paid very little, and, like many women creatives in her time, not being credited or designated any royalties for her work on the famous deck. “Many of the same injustices that contribute to the hardship of marginalized groups today also inhibited Pamela,” Willett says. “The beauty of Pamela’s work is that it made tarot more accessible, and I think that the nature of tarot is to be reimagined over and over again.”

Running Press executive editor Shannon Fabricant is also highlighting two other books aimed at widening the tarot audience. The first is Black Tarot: An Ancestral Awakening Deck and Guidebook (Dec.), by Nyasha Williams, who describes herself online as a social justice griot working to “decolonize” spiritual practices, with illustrations by Kimishka Naidoo. Fabricant calls it “the deck you’ve been missing, complete with 78 tarot cards featuring all Black representations of classic tarot figures and iconography.” The press is also releasing The Trickster’s Journey: A Tarot Deck and Guidebook (Apr. 2023), by painter Jia Sung, which reimagines the tarot “through the lens of Eastern mysticism, folklore, and spirituality,” says Fabricant.

The Sacred Web Tarot (HarperOne, Sept.), a cards and guide set written by yoga teacher and artist Jannie Bui Brown and illustrated by her son, James W. Brown IV, offers a “transformational and timely approach that moves beyond traditional, gendered imagery, card names, and interpretations, focusing on personal and communal growth,” according to the publisher.

And at St. Martin’s Press, executive editor Keith Kahla says the forthcoming deck and accompanying guide One World Tarot (Oct.) was created “to encompass many centuries and cultures, embrace our global diversity, and apply to all genders.” The guide is by Australian author Lena Rodriguez, host of Tarot Down Under on YouTube, and tarot reader Seanna Rose, with writer June Rifkin and illustrator Alexandra Filipek.

Fair Winds editor Keyla Pizarro-Hernandez observes that it’s commonplace in media and mind-body-spirit publishing “to see the same type of group being represented—usually thin, white, blonde, cis—and not all of us relate to that particular community and don’t see ourselves reflected in their stories or circumstances.” The press is publishing The Pulp Girls Tarot Deck (Oct.), by sisters Cailie and Brianna Mitchell; they are artists known for illustrations in the style of old-fashioned fiction magazines called pulps. Their images, the editor says, “reflect a more realistic view of the various groups of women that exist in the world—women of color, women with different body types, and women from the LGBTQ community.”

One worldview rarely included in tarot deck lists, however, is Christian theology. Now, St. Martin’s Essentials is stepping in with The Contemplative Tarot: A Christian Guide to the Cards (Sept.), by Brittany Muller, who writes a monthly newsletter, Blessed Vigil, on Catholic saints and the liturgical seasons. The cards include Bible verses, meditation prompts for personal prayer, and “daily reminders of spiritual truths,” according to the publisher.

Oracle decks, free from the archetypes used in tarot, offer imagery from the heavens, the Earth, and the deck creator’s imagination. The decks, too, reflect mind-body-spirit publishers’ concern with representing and reaching diverse audiences whose interests include searching for love, security, and wealth, as well as protecting the environment.

For example, Sacred Nature Oracle Deck (Beyond Words, Nov.), by photographer Holly Wilmeth, shows men, women, and children of many racial and ethnic backgrounds, each “communing with a different plant,” says Beyond Words marketing director Brennah Hermo. The guide describes the healing power of the plants and herbs depicted. And The Cantigee Oracle: An Ecological Spiritual Guide and Creative Prompt Deck (North Atlantic, Nov.), by yoga and meditation teacher Rae Diamond, with watercolors by Laura Zuspan, includes a guide to use the cards to “address climate change with presence and care,” according to the publisher.

Upcoming oracle and tarot titles include the following:

The All-Seeing Heart Oracle Deck (Watkins, Sept.), by tattoo artist Saira Hunjan, is inspired by Hunjan’s heritage and frequent travels to India. Publisher Fiona Robertson says the images of “protective beings or talismans” set in heart temples can be used for “healing and transformation.”

The Amazonian Angel Oracle: Working with Angels, Devas, and Plant Spirits (Inner Traditions, Aug.), by shaman Howard G. Charing, features images of spirits in backdrops of Amazonian jungle plants and animals, celestial bodies, ancient temples, and more, according to the publisher.

Anime Tarot (Simon Element, out now), by writer and editor Natasha Yglesias, recasts the archetypes and symbols of tarot in modern Japanese anime characters.

Cozy Witch Tarot Deck and Guidebook (Andrews McMeel, Apr. 2023), by poet and witch Amanda Lovelace, interprets the traditional Rider-Waite-Smith deck with the simple country lifestyle viewpoint often called cottagecore. The artwork by Janaina Mediros represents racial and ethnic diversity, and all ages, abilities, and body types, says executive editor Patricia Rice.

Magic Days: Your Journey Through the Astrology, Numerology, and Tarot of Every Day of the Year (Penguin Life, Oct.), by astrologer Nadine Jane, includes daily mantras, rituals, and journaling prompts aimed at promoting self-care and empowerment.

The Tarot Spellbook: 78 Witchy Ways to Use Your Tarot Deck for Magick and Manifestation (Fair Winds, Sept.) is a traditional Rider-Waite-Smith deck with a guide by witch Sam Magdaleno. She focuses on spells, journal prompts, and rituals inspired by the cards to deal with love, money, wellness, career, and more in daily life, according to the publisher.

The Trick or Treat Tarot (Llewellyn, Sept.), by prolific tarot reader and author Barbara Moore with fantasy artist Jonathan Hunt, is fit for Halloween or any-time users want to face the future fearlessly, the publisher says.

The Wild Unknown Pocket Animal Spirit Deck (HarperOne, Oct.), by author and artist Kim Krans, examines the wisdom of creatures both real and imagined, according to the publisher.

Cathy Lynn Grossman is a veteran religion and ethics writer living in Washington, D.C.

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A version of this article appeared in the 08/01/2022 issue of Publishers Weekly under the headline: Tarot Meets the Times

Fri, 29 Jul 2022 11:28:00 -0500 en text/html https://www.publishersweekly.com/pw/by-topic/new-titles/adult-announcements/article/89979-mind-body-spirit-books-2022-tarot-meets-the-times.html
Killexams : Oracle starts job cuts in U.S. - The Information

Oracle Corp has started to lay off employees in the United States, The Information said on Monday, citing a person with direct knowledge of the matter.

The publication in July reported that Oracle was considering cutting thousands of jobs in its global workforce after targeting cost cuts of up to $1 billion. https://bit.ly/3OVYkoq

The company had about 143,000 full-time employees as of May 31, according to its latest annual report.

The layoffs at Oracle will affect employees at its offices in the San Francisco Bay Area, Monday’s report said, but it did not mention the number of employees affected. https://bit.ly/3Q7awTC

Oracle did not immediately respond to a Reuters request for comment.

The report also said layoffs in Canada, India and parts of Europe were expected in the coming weeks and months.

Technology giants Microsoft Corp, Alphabet Inc and Apple Inc have also discussed cuts or a slowdown in hiring plans in response to rising costs and fears of a recession.

(Reporting by Yuvraj Malik in Bengaluru; Editing by Devika Syamnath)

Mon, 01 Aug 2022 06:38:00 -0500 en-CA text/html https://leaderpost.com/pmn/business-pmn/oracle-starts-job-cuts-in-u-s-the-information
Killexams : Oracle Fusion Sales aims to automate repetitive sales tasks

The latest version of Oracle’s Fusion Sales customer relationship management (CRM) application wants to automate the most repetitive sales tasks by providing users with automated recommendations to increase productivity and close more deals.

The new look Fusion Sales tool looks to build on the data Oracle has collected for over 40 years and remove several manual steps in the B2B sales process.

“Traditional CRM systems were designed to be a system of record for planning and forecasting, versus a tool to help sellers sell more," said Rob Tarkoff, executive vice president for Oracle Fusion Cloud Customer Experience. "As a result, sellers spend countless hours on data entry and administration that stunts sales productivity."

The updated sales application already comes bundled with Oracle’s Cloud Customer Experience CRM suite, which also includes marketing, customer service, finance, and HR modules.

Fusion Sales could turn marketing leads into opportunities

The updated sales application offers a step-by-step guide that helps sellers onboard faster. These steps can be based on the custom recommended practices of an individual enterprise, as well as helping to automate the process of qualifying and converting marketing leads into opportunities.

“When connected to Oracle Fusion Marketing, Fusion Sales automatically creates highly qualified leads and then passes them to sellers for follow-up,” the company said in a statement.

Sellers will be able to see quotes, proposals, and implementation schedules once new opportunities are created inside the CX cloud.

These quotes are automatically updated throughout the sales process as a deal progresses and are enriched with historical data that includes prior successful deals, the customer’s industry sector, and other key account attributes.