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  • Webcast - C-level Perspectives on How HR Can Take on a Bigger Role in Strategic Planning

    - by Scott Ewart
    The Economist Intelligence Unit (EIU), on behalf of IBM and Oracle, recently surveyed a number of C-level executives in North America and Western Europe to understand how HR can take on a bigger role in driving growth. The resulting reports highlight the actions senior HR leaders can take to place themselves at the heart of the debate on a company's strategic direction.In this session, IBM and Oracle HCM specialists will review the findings of the EIU research reports and provide guidance on how technology innovation can help to align talent strategies with long term business goals. Participants will gain an understanding of the following: Results of the Economist Intelligence Unit study around "Executive Perceptions of the HR Function" Differences in perspective between CEOs and CFOs Identify how the HR professional can take a bigger role in driving business growth Join us on Thursday, October 25 for a live webcast. Speakers:Gina Wells Global Oracle HCM LeaderIBM Global Business Services Michelle NewellSenior Director, HCM Applications MarketingOracle Register Here For the Webcast on Thursday, October 25.

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  • Supporting HR Transformation with HelpDesk for Human Resources

    - by Robert Story
    Upcoming WebcastTitle: Supporting HR Transformation with HelpDesk for Human ResourcesDate: May 13, 2010 Time: 9:00 am PDT, 10 am MDT, 17:00 GMT Product Family: PeopleSoft HCM & EBS HRMS Summary HR transformation is a strategic initiative at many companies where world-class employee HR service delivery and a reduction of HR operating costs are top priorities. Having a centralized service delivery model and providing employees with tools to better help themselves can be very key to this initiative. This session shares how Oracle's PeopleSoft HelpDesk for Human Resources provides the technology foundation and best practices for this transformation. HelpDesk for Human Resources now integrates with both PeopleSoft HCM and E-Business Suite HRMS. This one-hour session is recommended for technical and functional users who want to understand what is new in PeopleSoft Help Desk for Human Resources 9.1 and how it benefits both PeopleSoft HCM and E-Business Suite HRMS customers. Topics will include: Understand the latest features and functionality Gain insight into future product direction Plan for implementation or upgrade of this module in your current system A short, live demonstration (only if applicable) and question and answer period will be included. Click here to register for this session....... ....... ....... ....... ....... ....... .......The above webcast is a service of the E-Business Suite Communities in My Oracle Support.For more information on other webcasts, please reference the Oracle Advisor Webcast Schedule.Click here to visit the E-Business Communities in My Oracle Support Note that all links require access to My Oracle Support.

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  • Is HR The New IT?

    - by Scott Ewart
    Is HR The New IT?  As recruitment, on-boarding and development head to the cloud and mobile devices put sophisticated tools into everyone’s hands, HR leaders are discovering that technology savvy and analytical skills are key to effective talent management. In this article by Ladan Nikravan in the September edition of Talent Management magazine, Oracle's own Chris Leone, SVP of Fusion Strategy, gives his take on how Technology trends such as social, mobile, big data and the cloud are creating a fundamental change in how employees and HR create value and relationships within the networked organization. Read the full article here: http://d27vj430nutdmd.cloudfront.net/23555/122778/122778.1.pdf

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  • Reduce HR Costs & Improve Productivity with Workforce Communications

    - by Robert Story
    Upcoming WebcastTitle: Reduce HR Costs & Improve Productivity with Workforce CommunicationsDate: May 18, 2010 Time: 12:00 pm EDT, 9:00 am PDT, 17:00 GMT Product Family: PeopleSoft HCM & EBS HRMSClick here to register for this session....... ....... ....... ....... ....... ....... .......The above webcast is a service of the E-Business Suite Communities in My Oracle Support.For more information on other webcasts, please reference the Oracle Advisor Webcast Schedule.Click here to visit the E-Business Communities in My Oracle Support Note that all links require access to My Oracle Support.

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  • Oracle's HR Summit featuring Joyce Westerdahl is next week in Chicago!

    - by Jay Richey, HCM Product Marketing
    This special full day HR Summit will examine the future of work, and how shifting demographics, new talent pools, changing workforce practices, and evolving business models are impacting the HR landscape.   Joyce Westerdahl, Oracle Senior VP for HR, will share her HR strategies and insight as to how she created a flexible, global workforce that has supported the Oracle's ongoing transformation into an integrated technology solutions provider. Marcie van Houton, Fusion HCM Product Strategy Director, will delve into the innovative technologies that Oracle has developed to support all this change. And Sheryl Johnson, Director, Oracle Fusion HCM, PwC, will examine how high performing HR organizations are increasing their relevancy and value to the business, using organizational best practices and transformational technologies to drive real business results. Wednesday, December 7, 2011 11:00 a.m. – 4:15 p.m. JW Marriott Chicago 151 West Adams Street Chicago, Illinois 60603 www.oracle.com/us/dm/h2fy11/17109-nafm11032950mpp025-se-518477.html   

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  • how to create <tr> row and append/insert it into a table a run time ina web page + MSHTML

    - by madhu
    Hi I'm using IHTMLdocument2 to create Element This is my code: IHTMLdocument2 pDoc2;//it is initialized in ma code BSTR eTag = SysAllocString(L"TR"); IHTMLElement *pTRElmt = NULL; hr = pDoc2->createElement(eTag,&pTRElmt); if(FAILED(hr)) return hr; IHTMLDOMNode *pTRNode = NULL; hr = pTRElmt->QueryInterface(IID_IHTMLDOMNode, (void **)&pTRNode); if(FAILED(hr)) return hr; // create TD node IHTMLElement *pTDElmt = NULL; hr = pDoc2->createElement(L"TD",&pTDElmt); if(FAILED(hr)) return hr; IHTMLDOMNode *pTDNode = NULL; hr = pTDElmt->QueryInterface(IID_IHTMLDOMNode,(void **)&pTDNode); if(FAILED(hr)) return hr; IHTMLDOMNode *pRefNode = NULL; hr = pTRNode->appendChild(pTDNode,&pRefNode); if(FAILED(hr)) return hr; // create TEXT Node IHTMLDOMNode *pTextNode = NULL; hr = pDoc3->createTextNode(L"madhu", &pTextNode); if(FAILED(hr)) return hr; IHTMLDOMNode *pRefNod = NULL; hr = pTDNode->appendChild(pTextNode,&pRefNod); if(FAILED(hr)) return hr; //********* setting attributes for <tr> /* VARIANT bgclor; bgclor.vt = VT_I4; bgclor.lVal =0xC0C0C0; hr = newElem->setAttribute(L"bgcolor",bgclor,1); if(FAILED(hr)) return hr; VARIANT style; style.vt = VT_BSTR; style.bstrVal = SysAllocString(L"display: table-row"); hr = newElem->setAttribute(L"style",style,1); if(FAILED(hr)) return hr; VARIANT id; id.vt = VT_BSTR; id.bstrVal = SysAllocString(L"AttrRowMiddleName"); hr = newElem->setAttribute(L"id",id,1); if(FAILED(hr)) return hr; */ //create <td> for row <tr> /* VARIANT Name; Name.vt = VT_BSTR; Name.bstrVal = SysAllocString(L"MiddleName"); hr = newElem->setAttribute(L"name",Name,1); if(FAILED(hr)) return hr; VARIANT Type; Type.vt = VT_BSTR; Type.bstrVal = SysAllocString(L"text"); hr = newElem->setAttribute(L"type",Type,1); if(FAILED(hr)) return hr; VARIANT Value; Value.vt = VT_BSTR; Value.bstrVal = SysAllocString(L"button"); hr = newElem->setAttribute(L"value",Value,1); if(FAILED(hr)) return hr; */ //IHTMLDOMNode *pReturn = NULL; //hr = pParentNode->replaceChild(pdn,pFirstchild,&pReturn); //if(FAILED(hr)) // return hr; VARIANT refNode; refNode.vt = VT_DISPATCH; refNode.pdispVal = pDomNode; IHTMLDOMNode *pREfTochild = NULL; hr = pParentNode->insertBefore(pTRNode,refNode,&pREfTochild); if(FAILED(hr)) return hr; This is inserting something but not visible and inserting as and when tr tag comes I even tried with clone but same problem. pls anybody give right code for this

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  • On The Road with the HR Community

    - by Kathryn Perry
    A guest post by Steve Boese, Director, Talent Strategy, Oracle One of the best ways to connect with and to get a feel for what is on the minds of Human Resources leaders is to get out of the office and hit the road. I’ve had the great honor to attend and/or present at a number of events recently, including the massive SHRM Annual Conference, the HR Florida Conference, and Taleo World in Chicago. These events, and many others, offer solution providers, talent management professionals, business leaders, and even more casual observers of the Human Resources field with tremendous opportunities to connect, to share information, and to learn from each other. Attending the conferences also give people a sense of how they can improve and enhance their skills and knowledge, learn about the latest workforce technologies, and bring new and innovative ideas back to their organizations. And sure, the parties and conference swag can be pretty nice as well! If you attend a few of these industry events, one of the most beneficial by-products that you can emerge with -- whether you are on the front lines in HR at your organization, or as we are at Oracle, in the business of developing and delivering innovative and impactful technology solutions to our customers -- is to get a larger sense of the big ideas and major trends, concerns, and challenges facing organizations all across the landscape, and to be able to better understand how your strategies and solutions can be improved with this greater perspective. So what are HR folks discussing and debating? What questions and problems keep them up at night? What are the bloggers and large community of HR social media enthusiasts buzzing about? From my perspective some of the common themes you see over and again across the HR community break down (broadly), into three main areas: Talent attraction - How can we locate, attract, recruit, and hire the best talent possible? What new strategies, approaches, and technologies can help us in this critically important area? What role do external social networks like LinkedIn, Facebook, and Twitter play in the increasingly competitive search for talent? Talent Retention - How can we make sure to keep that talent on our team? What engagement, development, recognition, and compensation tools can help us in this regard? How can we continue, (or become), an employer of choice? What is our unique and compelling employer value proposition? Talent Empowerment - How can we put our employees in the best position to succeed? What can we do to better align our talent with the organization’s mission and goals, while simultaneously providing the best and most driven to succeed individuals a clear path to achieve their career goals and aspirations? How can new technologies, particularly social and collaboration tools help in this area? While these are the ‘big themes’ that I know I have seen this year, certainly they are not really new, nor are they likely to fundamentally change in the next year or two. I think the reason is that at the core of any successful enterprise is a collection of smart, interested, engaged, challenged, and empowered group of people. And that was likely the case 10 or 20 years ago, and will probably be the case 10 or 20 years into the future. But what has changed, and what you can see -- evidenced by simply following the Twitter backchannel for an event and by reading some of the many fantastic HR blogs out there -- is that the HR professional's ability, along with technology solution providers like Oracle, to connect, to more openly share information with each other, and to make each other better in the process, (and to create new, improved, and more innovative solutions), has never been greater. And I think it is with this heretofore unprecedented level of opportunity to connect with other members of the community that HR professionals will be better equipped to help their organizations attract, retain, and empower their teams. We at Oracle HCM look forward to continuing to meet, engage, and connect with the HR community in the coming months. Until then -- follow us on Twitter and Facebook.

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  • Con Oracle l’Azienda Sanitaria della Provincia di Trento vince l'HR Innovation Award

    - by Lara Ermacora
    Il 14 giugno, si è tenuto il Convegno di presentazione dei risultati della Ricerca 2011 dell'Osservatorio HR Innovation Practice della School of Management del Politecnico di Milano. La Ricerca ha coinvolto 108 Direttori HR delle più importanti aziende operanti in Italia con l'obiettivo di comprendere l'evoluzione dei modelli organizzativi e promuovere l'innovazione dei processi di gestione e sviluppo delle Risorse Umane attraverso l'utilizzo di nuove tecnologie ICT. La presentazione dei risultati della Ricerca è stata seguita da una Tavola Rotonda a cui hanno partecipato i referenti di alcune delle principali aziende che offrono servizi e soluzioni in ambito HR e dalla consegna dei Premi “HR Innovation Award”, un’importante occasione di confronto su casi di eccellenza nell’innovazione dei processi HR . L’Azienda per i Servizi Sanitari di Trento (APSS) ha ricevuto il premio HR Innovation Award nella categoria “Valutazione delle prestazioni e gestione delle carriere”. Riconoscimento conseguito grazie al progetto di miglioramento della gestione del personale portato avanti facendo leva su Oracle PeopleSoft HCM (Human Capital Management) , la soluzione applicativa integrata di Oracle a supporto della direzione risorse umane. Il progetto nasce da una chiara esigenza dell'azienda sanitaria ad utilizzare un sistema applicativo che consentisse di migliorare i processi di gestione delle risorse umane fornendo una visione univoca delle informazioni relative a ciascun dipendente, contrariamente a quanto accadeva in passato. La scelta è caduta su Oracle Peoplesoft HCM per varie motivazioni. Prima di tutto perchè si tratta di una piattaforma unica e integrata che permette una gestione del personale snella. Questo avviene soprattutto perchè la piattaforma, ricostruendo la soria di ciascun dipendente, lo storico delle sue valutazioni e un quadro chiaro delle gerarchie aziendali, mette l’individuo al centro del sistema e consente di sviluppare assetti organizzativi e modalità operative in grado di garantire il collegamento tra tutte le fasi del processo di gestione delle risorse umane. Per maggiori informazioni sul progetto ecco una breve intervista di cui aveva già parlato ad Ettore Turra , responsabile del programma Sviluppo Risorse Umane APPS Trento:

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  • Oracle at HR Tech: What a Difference a Year Makes

    - by Natalia Rachelson
    Last week, I had the privilege of attending the famous HR Technology Conference (HR Tech) in my new hometown of Chicago. This annual event, which draws the who of who in the world of HR technology, was by far the biggest.  It wasn't just the highest level of attendance that was mind blowing, but also the amazing quality of attendees. Kudos go to the organizers, especially Bill Kutik for pulling together such a phenomenal conference. Conference highlights included Naomi Bloom's (http://infullbloom.us) Masters Panel and Mark Hurd's General Session on the last day of the conference. Naomi managed to do the seemingly impossible -- get all of the industry heavyweights and fierce competitors to travel to Chicago for her panel. Here are the executives she hosted: Our own Steve Miranda Sanjay Poonen, President Global Solutions, SAP Stan Swete, CTO, Workday Mike Capone, VP for Product Development and CIO, ADP John Wookey, EVP, Social Applications, Salesforce.com Adam Rogers, CTO, Ultimate Software       I bet you think "WOW" when you look at these names. Just this panel by itself would have been enough of a draw for any tech conference, so Naomi and Bill really scored. TechTarget published a great review of the conference here.  And here are a few highlights from Steve. "Steve Miranda, EVP Apps Dev Oracle, said delivering software in the cloud helps vendors shape their products to customer needs more efficiently. "As vendors, we're able to improve the software faster," he said. "We can see in real time what customers are using and not using." Miranda underscored Oracle's commitment to socializing its HCM platform,and named recruiting as an area where social has had a significant impact. "We want to make social a part of the fabric, not a separate piece," he said. "Already, if you're doing recruiting without social, it probably doesn't make any sense."" Having Mark Hurd at the conference was another real treat and everyone took notice.  The Business of HR publication covered Mark's participation at HR Tech and the full article is available here. Here is what Business of HR had to say: "In truth, the story of Oracle today is a story similar to many of the current and potential customers they faced at the conference this week. Their business is changing and growing. They've dealt with acquisitions of their own and their competitors continue to nip at their heels. They are dealing with growth (and yes, they are hiring in case you're interested). They have concerns about talent as well. If Oracle feels as strongly about their products as they seem to be, they will be getting their co-president in front of a lot more groups of current and potential customers like they did at the HR Technology Conference this year. And here's hoping this is one executive who won't stop talking about the importance of talent just because he isn't at the HR tech conference anymore." Natalia RachelsonSenior Director, Oracle Applications

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  • Oracle President Mark Hurd Highlights How Data-driven HR Decisions Help Maximize Business Performance

    - by Scott Ewart
    HR Intelligence Can Help Companies Win the Race for Talent Today during a keynote at Taleo World 2012, Oracle President Mark Hurd outlined the ways that executives can use HR intelligence to help them make better business decisions, shape the future of their organizations and improve the bottom line. He highlighted that talent management is one of the top three focus areas for CEOs, and explained how HR intelligence can help drive decisions to meet business objectives. Hurd urged HR leaders to use data to make fact-based decisions about hiring, talent management and succession to drive strategic growth. To win the race for talent, Hurd explained that organizations need powerful technology that provides fact-based valuable insight that is needed to proactively manage talent, drive strategic initiatives that promote innovation, and enhance business performance. To view the full story and press release, click here.

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  • Take the CedarCrestone HR Systems Survey!

    - by jay.richey
    Oracle, on behalf of CedarCrestone, invites you to participate in CedarCrestone's 2010-2011 HR Systems Survey: HR Technologies, Service Delivery Choices, and Metrics Survey, 13th Annual Edition through July 5, 2010. The survey is a comprehensive research effort designed to provide organizations with important data to plan, justify, benchmark, and execute HR technologies. All responses are anonymous and will be kept confidential. They are not shared with Oracle. http://www.oracle.com/dm/10q4field/50384_hr_systems_survey.html

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  • Styling a hr for internet explorer

    - by Qwibble
    Hey, in my quest to create as image light a site as possible, I'm looking to create two tone hr's. I've achieved this in modern browsers, but want to achieve the same effect in ie6 and 7. The current code I am using is hr { border-bottom:1px solid #FFFFFF; border-top:1px solid #dcdcdc; clear:both; height:0; border-left:0px; border-right:0px; } I've tried, with no success to make this work in ie6 and 7 without having to target the browsers specifically. Any thoughts? (Heres my current project where I am employing this code, and looking to make it cross browser - http://www.qwibbledesigns.co.uk/preview/aurelius/ ) Cheers Matt

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  • Is HR/Recruitment Really Ready For Innovative Candidates

    - by david.talamelli
    Before I begin this blog post, I want to acknowledge that there are some great HR/Recruitment people out there who are innovative and are leading the way in using new means to successfully attract and connect with talented people. For those of you who fit in this category, please keep thinking outside the square - just because what you do may not be the norm doesn't mean it is bad. Ok, with that acknowledgment out of the way - Earlier this morning (I started this post Friday morning) I came across this online profile via a tweet from Philip Tusing I love the information that Jason has put on his web-pages. From his work Jason clearly demonstrates not only his skills/experience but also I love how he relates his experience and shows how it will help an employer and what the value add of having him on your team is. Looking at Jason's profile makes me think though, is HR/Recruitment in general terms ready to deal with innovative candidates. Sure most Recruiters are online in some form or another, but how many actually have a process that is flexible enough to deal with someone who may not fit into your processes. Is your company's recruitment practice proactive enough to find Jason's web-pages? I am not sure what he is doing in terms of a job search, but if he is not mailing a resume or replying to ads on a Job Board - hopefully Jason comes up on some of the candidate searching you are doing. Once you find this information, would the information Jason provides fit nicely into your Applicant Tracking System or your Database? If not, how much of the intangible information are you losing and potentially not passing on to a Hiring Manager. I think what has worked in the past will not necessarily work in the future. Candidates want to work somewhere they will be challenged and learn and grow. If your HR/Recruitment team displays processes that take don't necessarily convey this message, this potentially could turn people away who were once interested in your company. For example (and I have to admit I still do some of these things myself), once calling up and having a talk to a candidate a company may say: 1) HR Question: Send me in a copy of your resume - Candidate Reply - you actually already have my resume, the web-page is http:// 2) HR Question:Come in for a chat so we can get to know you - Candidate Reply - if this is the basis of a meeting, you already know me and my thoughts by looking at my online links (blog, portfolio, homepage, etc...) These questions if not handled properly could potentially turn a candidate from being interested in your company to not being interested in your company. It potentially could demonstrate that your company is not social media savvy or maybe give the impression of not really being all that innovative. A candidate may think, if this company isn't able to take information I have provided in the public forum and use it, is it really a company I want to work for? I think when liaising with candidates a company should utilise the information the person has provided in the public domain. A candidate may inadvertantly give you answers to many of the questions you are seeking on their online presence and save everyone time instead of having to fill out forms or paperwork. If you build this into your conversations with your candidates it becomes a much more individualised service you are providing and really demonstrates to a candidate you are thinking of them as an individual. Yes I know we need to have processes in place and I am not saying don't work to those processes, but don't let process take away a candidates individuality. Don't let your process inadvertently scare away the top candidates that you may want in your company. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

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  • Mark Hurd Believes HR is the Next Major Revenue Driver: Read His Latest LinkedIn Influencer Blog

    - by kristin.jellison
    “Most CEOs realize they need to make some dramatic changes in how they recruit people, align and manage performance, make compensation decisions, and optimize talent,” Oracle President Mark Hurd writes. The key issue, he explains, is that many CEOs aren’t equipping their HR teams with the tools and resources they need to unlock employees’ full value. This oversight is keeping HR organizations walled off from revenue generation and customer engagements—two chief sources of value for a company. So what is a CEO to do, given tightening budgets, a sluggish economy and a rapidly changing workforce? Hurd’s answer: invest in a modern Human Capital Management (HCM) system—one equipped with built-in intelligence and predictive analytics capabilities. To find out more about how to deliver effective HCM transformations, read Mark Hurd’s full article, “How CEOs Can Transform HR into a Revenue Driver” and visit the Oracle HCM Cloud Service site. We also encourage you to log into your LinkedIn account and “Follow” Mark to receive future posts. Share the link to his blog with your networks via Twitter, Facebook and other social media channels. You can also “Like” the post on Oracle’s LinkedIn and Facebook pages, and/or retweet via @Oracle.

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  • Oracle, Sponsor Officiel de la 24ème Edition du Congrès HR

    - by Louisa Benchekor
    Congrès HR : l’événement phare de la Communauté RH Venez rencontrer les Experts Oracle et découvrir comment l’offre Fusion HCM coexiste avec les offres PeopleSoft, Oracle E-Business Suite, JD Edwards HCM. Participez au rendez-vous incontournable de la fonction RH: votre lieu d'échanges et de décryptage de l'actualité RH un réseau de Décideurs et de Spécialistes une plate-forme pour benchmarker avec 700 homologues Oracle : Sponsor Officiel du Congrès HR Oracle est sponsor de cette nouvelle édition qui se tiendra les 3 & 4 octobre prochain au Pré-Catelan. A cette occasion, Oracle animera une conférence le 4 octobre avec l’un de ses clients, autour de la problématique suivante : Quelles stratégies privilégier dans un contexte d’internationalisation croissante des organisations et de concurrence accrue ? Cliquez ici pour télécharger le programme détaillé des conférences. Plus d’information sur l’événement sur www.congreshr.com.

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  • How to capture live camera frames in RGB with DirectShow

    - by Jonny Boy
    I'm implementing live video capture through DirectShow for live processing and display. (Augmented Reality app). I can access the pixels easily enough, but it seems I can't get the SampleGrabber to provide RGB data. The device (an iSight -- running VC++ Express in VMWare) only reports MEDIASUBTYPE_YUY2. After extensive Googling, I still can't figure out whether DirectShow is supposed to provide built-in color space conversion for this sort of thing. Some sites report that there is no YUV<-RGB conversion built in, others report that you just have to call SetMediaType on your ISampleGrabber with an RGB subtype. Any advice is greatly appreciated, I'm going nuts on this one. Code provided below. Please note that The code works, except that it doesn't provide RGB data I'm aware that I can implement my own conversion filter, but this is not feasible because I'd have to anticipate every possible device format, and this is a relatively small project // Playback IGraphBuilder *pGraphBuilder = NULL; ICaptureGraphBuilder2 *pCaptureGraphBuilder2 = NULL; IMediaControl *pMediaControl = NULL; IBaseFilter *pDeviceFilter = NULL; IAMStreamConfig *pStreamConfig = NULL; BYTE *videoCaps = NULL; AM_MEDIA_TYPE **mediaTypeArray = NULL; // Device selection ICreateDevEnum *pCreateDevEnum = NULL; IEnumMoniker *pEnumMoniker = NULL; IMoniker *pMoniker = NULL; ULONG nFetched = 0; HRESULT hr = CoInitializeEx(NULL, COINIT_MULTITHREADED); // Create CreateDevEnum to list device hr = CoCreateInstance(CLSID_SystemDeviceEnum, NULL, CLSCTX_INPROC_SERVER, IID_ICreateDevEnum, (PVOID *)&pCreateDevEnum); if (FAILED(hr)) goto ReleaseDataAndFail; // Create EnumMoniker to list devices hr = pCreateDevEnum->CreateClassEnumerator(CLSID_VideoInputDeviceCategory, &pEnumMoniker, 0); if (FAILED(hr)) goto ReleaseDataAndFail; pEnumMoniker->Reset(); // Find desired device while (pEnumMoniker->Next(1, &pMoniker, &nFetched) == S_OK) { IPropertyBag *pPropertyBag; TCHAR devname[256]; // bind to IPropertyBag hr = pMoniker-&gt;BindToStorage(0, 0, IID_IPropertyBag, (void **)&amp;pPropertyBag); if (FAILED(hr)) { pMoniker-&gt;Release(); continue; } VARIANT varName; VariantInit(&amp;varName); HRESULT hr = pPropertyBag-&gt;Read(L"DevicePath", &amp;varName, 0); if (FAILED(hr)) { pMoniker-&gt;Release(); pPropertyBag-&gt;Release(); continue; } char devicePath[DeviceInfo::STRING_LENGTH_MAX] = ""; wcstombs(devicePath, varName.bstrVal, DeviceInfo::STRING_LENGTH_MAX); if (strcmp(devicePath, deviceId) == 0) { // Bind Moniker to Filter pMoniker-&gt;BindToObject(0, 0, IID_IBaseFilter, (void**)&amp;pDeviceFilter); break; } pMoniker-&gt;Release(); pPropertyBag-&gt;Release(); } if (pDeviceFilter == NULL) goto ReleaseDataAndFail; // Create sample grabber IBaseFilter *pGrabberF = NULL; hr = CoCreateInstance(CLSID_SampleGrabber, NULL, CLSCTX_INPROC_SERVER, IID_IBaseFilter, (void**)&pGrabberF); if (FAILED(hr)) goto ReleaseDataAndFail; hr = pGrabberF->QueryInterface(IID_ISampleGrabber, (void**)&pGrabber); if (FAILED(hr)) goto ReleaseDataAndFail; // Create FilterGraph hr = CoCreateInstance(CLSID_FilterGraph, NULL, CLSCTX_INPROC, IID_IGraphBuilder, (LPVOID *)&pGraphBuilder); if (FAILED(hr)) goto ReleaseDataAndFail; // create CaptureGraphBuilder2 hr = CoCreateInstance(CLSID_CaptureGraphBuilder2, NULL, CLSCTX_INPROC, IID_ICaptureGraphBuilder2, (LPVOID *)&pCaptureGraphBuilder2); if (FAILED(hr)) goto ReleaseDataAndFail; // set FilterGraph hr = pCaptureGraphBuilder2->SetFiltergraph(pGraphBuilder); if (FAILED(hr)) goto ReleaseDataAndFail; // get MediaControl interface hr = pGraphBuilder->QueryInterface(IID_IMediaControl, (LPVOID *)&pMediaControl); if (FAILED(hr)) goto ReleaseDataAndFail; // Add filters hr = pGraphBuilder->AddFilter(pDeviceFilter, L"Device Filter"); if (FAILED(hr)) goto ReleaseDataAndFail; hr = pGraphBuilder->AddFilter(pGrabberF, L"Sample Grabber"); if (FAILED(hr)) goto ReleaseDataAndFail; // Set sampe grabber options AM_MEDIA_TYPE mt; ZeroMemory(&mt, sizeof(AM_MEDIA_TYPE)); mt.majortype = MEDIATYPE_Video; mt.subtype = MEDIASUBTYPE_RGB32; hr = pGrabber->SetMediaType(&mt); if (FAILED(hr)) goto ReleaseDataAndFail; hr = pGrabber->SetOneShot(FALSE); if (FAILED(hr)) goto ReleaseDataAndFail; hr = pGrabber->SetBufferSamples(TRUE); if (FAILED(hr)) goto ReleaseDataAndFail; // Get stream config interface hr = pCaptureGraphBuilder2->FindInterface(NULL, &MEDIATYPE_Video, pDeviceFilter, IID_IAMStreamConfig, (void **)&pStreamConfig); if (FAILED(hr)) goto ReleaseDataAndFail; int streamCapsCount = 0, capsSize, bestFit = -1, bestFitPixelDiff = 1000000000, desiredPixelCount = _width * _height, bestFitWidth = 0, bestFitHeight = 0; float desiredAspectRatio = (float)_width / (float)_height; hr = pStreamConfig->GetNumberOfCapabilities(&streamCapsCount, &capsSize); if (FAILED(hr)) goto ReleaseDataAndFail; videoCaps = (BYTE *)malloc(capsSize * streamCapsCount); mediaTypeArray = (AM_MEDIA_TYPE **)malloc(sizeof(AM_MEDIA_TYPE *) * streamCapsCount); for (int i = 0; i < streamCapsCount; i++) { hr = pStreamConfig->GetStreamCaps(i, &mediaTypeArray[i], videoCaps + capsSize * i); if (FAILED(hr)) continue; VIDEO_STREAM_CONFIG_CAPS *currentVideoCaps = (VIDEO_STREAM_CONFIG_CAPS *)(videoCaps + capsSize * i); int closestWidth = MAX(currentVideoCaps-&gt;MinOutputSize.cx, MIN(currentVideoCaps-&gt;MaxOutputSize.cx, width)); int closestHeight = MAX(currentVideoCaps-&gt;MinOutputSize.cy, MIN(currentVideoCaps-&gt;MaxOutputSize.cy, height)); int pixelDiff = ABS(desiredPixelCount - closestWidth * closestHeight); if (pixelDiff &lt; bestFitPixelDiff &amp;&amp; ABS(desiredAspectRatio - (float)closestWidth / (float)closestHeight) &lt; 0.1f) { bestFit = i; bestFitPixelDiff = pixelDiff; bestFitWidth = closestWidth; bestFitHeight = closestHeight; } } if (bestFit == -1) goto ReleaseDataAndFail; AM_MEDIA_TYPE *mediaType; hr = pStreamConfig->GetFormat(&mediaType); if (FAILED(hr)) goto ReleaseDataAndFail; VIDEOINFOHEADER *videoInfoHeader = (VIDEOINFOHEADER *)mediaType->pbFormat; videoInfoHeader->bmiHeader.biWidth = bestFitWidth; videoInfoHeader->bmiHeader.biHeight = bestFitHeight; //mediaType->subtype = MEDIASUBTYPE_RGB32; hr = pStreamConfig->SetFormat(mediaType); if (FAILED(hr)) goto ReleaseDataAndFail; pStreamConfig->Release(); pStreamConfig = NULL; free(videoCaps); videoCaps = NULL; free(mediaTypeArray); mediaTypeArray = NULL; // Connect pins IPin *pDeviceOut = NULL, *pGrabberIn = NULL; if (FindPin(pDeviceFilter, PINDIR_OUTPUT, 0, &pDeviceOut) && FindPin(pGrabberF, PINDIR_INPUT, 0, &pGrabberIn)) { hr = pGraphBuilder->Connect(pDeviceOut, pGrabberIn); if (FAILED(hr)) goto ReleaseDataAndFail; } else { goto ReleaseDataAndFail; } // start playing hr = pMediaControl->Run(); if (FAILED(hr)) goto ReleaseDataAndFail; hr = pGrabber->GetConnectedMediaType(&mt); // Set dimensions width = bestFitWidth; height = bestFitHeight; _width = bestFitWidth; _height = bestFitHeight; // Allocate pixel buffer pPixelBuffer = (unsigned *)malloc(width * height * 4); // Release objects pGraphBuilder->Release(); pGraphBuilder = NULL; pEnumMoniker->Release(); pEnumMoniker = NULL; pCreateDevEnum->Release(); pCreateDevEnum = NULL; return true;

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  • Oracle Global HR Cloud Implementation Training Can Help Meet Your Business Needs

    - by HCM-Oracle
    By Jim Vonick A key goal for the deployment of your Oracle Global HR Cloud applications is to accelerate the implementation and adoption of your applications, so that your business can start realizing all of the benefits that this rich solution offers.    Implementation team members need to have the skills and knowledge to ensure a smooth, rapid and successful implementation of your applications. During set-up, you want to optimize the configuration to best meet your business needs. In order to do this you need to understand the foundation and configuration options of your applications, so that decisions can be made during set-up that best align with your business.  To that end product level implementation training is recommended for Oracle Global HR Cloud deployments. Training For Implementation Team Members and Consultants Fusion Applications: HCM Security: Learn how to implement security for Oracle Fusion HCM applications by creating and customizing roles. You'll learn how to create security profiles to restrict data access, provision roles to users, create and manage user accounts, and verify security setup. Fusion Applications: HCM Global Human Resources: Learn how to set up your enterprise and workforce structures, how to perform functional tasks, and how to configure security for Global Human Resources data. Fusion Applications: HCM Compensation: Learn how to implement, configure, and use Oracle Fusion Compensation to manage base pay, individual compensation, workforce compensation, and total compensation statements. Fusion Applications: HCM Benefits: This course teaches you to implement, configure and manage Oracle Fusion Benefits, including how to implement benefit plans and programs.  Fusion Applications: HCM Payroll Implementation (US): This course provides implementation training for payroll managers or payroll administrators. Learn how to process payroll to ensure accurate setup results.  Learn More: See all Fusion HCM Training Jim Vonick is a Senior Product Manager with Oracle University focusing on training for Oracle Applications and Industry Solutions.

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  • HR According to Batman

    - by D'Arcy Lussier
    Any idea who that guy is running alongside the Caped Crusader? That’s Nightwing, but you may know him as Robin…well, the first Robin anyway. There were actually like 5 Robin’s according to Wikipedia: Dick Grayson, the original, who’s parents were circus performers killed by a gangster. Jason Todd, who was caught trying to steal tires off of the Batmobile. Tim Drake, who saw Dick’s parents die and figured out who Batman and Robin were. and a few others that get into recent time travel/altered reality storylines. What does this have to do with HR? Well, it somewhat ties in with an article by Alex Papadimoulis from 2008. In the article he talks about the “Cravath System”. The Craveth system was developed by a law firm called Cravath, Swaine & Moore back in the 19th century. In a nutshell, they believed in hiring the best and brightest straight out of school. These aspiring lawyers would then begin a fight for survival in the firm, with the strong surviving. In what’s termed the “Up and Out” rule, employees needed to be promoted within 3 years or leave the company. They should achieve partner within 7 – 8 years and no later than 10 after initially coming on board (read all about the system on Wikipedia here). Back to Alex’s article, he quotes from a book published in 1947 about the lawfirm: Under the “Cravath system” of taking a substantial number of men annually and keeping a current constantly moving up in the office, and its philosophy of tenure, men are constantly leaving… it is often difficult to keep the best men long enough to determine whether they shall be made partners, for Cravath-trained men are always in demand, usually at premium salaries. And so we see a pattern forming here: 1. Hire a whole whack of smart college graduates 2. Put them to work 3. The ones that stick around should move up the ladder. The ones that don’t stick around served the company well and left to expound the quality of the Cravath firm. Those that didn’t fall into either of those categories were just let go. There’s some interesting undercurrents to these ideas. If you stick around, you better keep your feet moving! I was at a Microsoft shindig a few months back, and was talking to a Microsoft employee. He shared that at MS you have 5 years to achieve a “senior” position within the company. Once you hit that mark, you can stay there for the rest of your career (he told about a guy who’s a “senior” developer and has been for the last 20+ years working on audio drivers for Windows), but you *must* hit that mark within the timeframe. What we see with Microsoft is Cravath’s system in action, whether intentional or not: bring in smart young people and see which ones stick. You need to give people something to work towards. Saying “You must reach this level or else!” is one way to look at it. The other way is to see achieving a higher rank in the organization as something for ambitious employees to reach towards. It’s important for an organization to always have the next generation of executives waiting in the wings, and unless you’re encouraging that early on you may find yourself in a position of needing to fill positions that nobody has been working towards. Now, you might suggest that this isn’t that big of a deal because you could just hire someone from outside the organization, but the Cravath system holds to the tenet of promoting internally; develop your own talent, since your business is the best place for the future leadership to learn teh business from. It’s OK for people to quit. Alex’s article really drives this point home, but its worth noting here also: its OK for your people to quit. In fact its inevitable…and more inevitable that it’ll be good people that leave. Some will stay and work towards the internal awards of promotion, but a number will get experience, serve the organization well, and then move on to something else. This should be expected and treated as a natural business occurrence. The idea of an alumni of an organization begins to come into play here: “That guy used to work for <insert company here>”. There’s a benefit in that: those best and brightest will be drawn to your organization and your reputation will permeate your market through former staff that are sought after because of how well you nurtured them. The Batman Hook All of this brings us back to Batman and his HR practice: when Dick decided he’d had enough of the Robin schtick, he quit and became his own…but he was always associated with Batman and people understood where his training had come from. To the Dark Knight’s credit, he continued training partners under the Robin brand. Luckily he didn’t have to worry about firing any of them (the ship sort of sails when you reveal a secret identity), although there was that unfortunate “quitting” of the second Robin when the Joker blew him up…but regardless, we see the Cravath system at work: bring in talent, expect great things, and be ok with whatever they decide for their careers. It’s an interesting way to approach HR, and luckily for us our business isn’t as dangerous or over-the-top as the caped crusader’s.

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  • Caliber Point Launches Republic, A Platform-Based Multi-Tenant HR Service Delivery Solution

    - by jay.richey
    Caliber Point Business Solutions Ltd., a leading Business Process Outsourcing (BPO) service provider and a Hexaware Technologies subsidiary, today announced the launch of Republic - their multi-tenant HR services delivery solution. Built on the Oracle E-Business Suite Release 12, this ready to use platform will cater to multiple clients under a secure and shared environment. This launch will identify Caliber Point as one of the first BPO service providers in India and one of the few in the world to provide a complete platform-based BPO service. More at http://bit.ly/9yyJDW

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  • HR Executive's Article on Oracle Fusion HCM

    - by jay.richey
    Curious about Fusion? Didn't make it to the HR Technology Conference in Chicago this past fall to hear Gretchen Alarcon and Bill Kutik discuss it in a candid one-on-one session? Human Resource Executive has posted the transcript of that session in an online article entitled "Fusion Unveiled". Gretchen, Vice President of Fusion HCM Applications Strategy, sat down with Bill to both discuss the mechanics of how Fusion was developed and how it works, and the benefits organizations will realize, along with a live demo of the software. Read more at http://www.hreonline.com/HRE/story.jsp?storyId=533326589 And learn more about Oracle Fusion Applications at http://www.oracle.com/fusion

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  • The Importance of Collaboration, Analytics, and Mobile Technologies for Modern HR

    - by HCM-Oracle
    It was 17 years ago, when a McKinsey study uncovered the “war for talent”. Today, it is no point of contention that a strong talent-centric strategy maybe the most important focus for organizations. A talent-centric organization aims at recruiting, retaining and developing the best talent.  The best employees will be able to adapt responsibilities and be able to come up with solutions to solve problems, which are important skills in today’s dynamic work environment, and arguably more important in this recessionary climate.   The notion of hiring and retaining talented employees for organizational sustainability and competitive advantage is not a new concept. But can organizations consider themselves as having a “talent-centric” strategy without up-to-date collaboration tools, HR analytics and mobile technologies in pursuit of attracting, hiring and retaining the best talent? Attend the Upcoming Webcast A webcast on June 19th at 3pm EST will reveal more results of the study. Based on original research done in collaboration between Oracle HCM and HCI, we unveil new findings that explore how critical collaboration, analytic insights and mobile technology are for supporting a talent-centric work environment. You will learn: What are the benefits to being talent-centric? How does collaboration via social networks, analytics with predictive insights and mobile technologies support the talent-centric strategy of an organization? What is the state of play for these technologies? Register Here 

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  • Visual WebGui helps Dawsons put its Windows Forms HR system on the web

    - by Webgui
    Dawsons needed to upgrade their existing Windows Forms LAN human resources system to allow better and flexible access to the ever increasing data size as labor hire clients are demanding easy access to copies of tickets and licenses and etc. The company has some 30,000 applicants on file, but access to this data has been complex and limited with the current system. Therefore the IT department was asked to find a possible solutions that would allow creating a web based application while utilizing as much of the existing Windows Forms code as possible. Visual WebGui was found to be highly regarded in many frameworks comparisons so the team decided to give Visual WebGui a try. It didn’t take long for them to recognize that the Visual WebGui controls appear and react over the web the same as desktop controls. This and the fact that most of the code was directly ported which saved Dawsons hundreds of development hours are what make Visual WebGui so unique and productive. “My first impression of Visual WebGui was perhaps disbelief. Not being a seasoned Web programmer, I initially found it hard to accept so much functionality from a web based application. Also, the speed is exceptional” said John Sainsbury, Financial Controller of the Dawsons Group who added “Since working with Visual WebGui, I have showcased parts of the application to our major clients, some of whom use SAP portals, and they are amazed.” The result was so satisfying that the company is now looking to produce a mobile version for accessing the labor pool on the go. “By removing the barriers of the local network, Visual WebGui has changed how we can do business” said Lloyd Everist, General Manager Dawsons Group. Read more about this story

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  • Navigant Consulting Implements Oracle's PeopleSoft Enterprise 9.1 to Integrate Financial and HR Information

    - by jay.richey
    Integration to Help Global Consultancy Increase Business Productivity and Streamline Operations Redwood Shores, Calif. - Dec. 15, 2010 "Our business is based on the seamless execution and expertise of our highly-trained consultants and we're always seeking ways to improve processes so they can focus on providing excellent client service," said Changappa Kodendera, CIO, Navigant Consulting. "Our phased implementation of Oracle's PeopleSoft Enterprise 9.1 will provide us with a solid technology foundation that we can rely on to support our global consulting business, with a scalable platform that facilitates further improvement." Read the press release Watch their video

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