Oracle History and Profile

Oracle History
Larry Ellison co-founded Oracle Corporation in 1977 with Bob Miner and Ed Oates under the
name Software Development Laboratories (SDL). Ellison took inspiration[8] from the 1970
paper written by Edgar F. Codd on relational database management systems (RDBMS)
named A Relational Model of Data for Large Shared Data Banks. He heard about the IBM
System R database from an article in the IBM Research Journal provided by Oates. Ellison
wanted to make Oracle's product compatible with System R, but failed to do so as IBM kept
the error codes for their DBMS a secret. SDL changed its name to Relational Software, Inc
(RSI) in 1979, then again to Oracle Systems Corporation in 1983 to align itself more closely
with its flagship product Oracle Database. The name also drew from the 1977 CIA project
codename, which was also Oracle's first customer.[12] At this stage Bob Miner served as the
company's senior programmer. On March 12, 1986, the company had its initial public
offering. In 1995, Oracle Systems Corporation changed its name to Oracle Corporation,
officially named Oracle, but is sometimes referred to as Oracle Corporation, the name of the
holding company. Part of Oracle Corporation's early success arose from using the C
programming language to implement its products. This eased porting to different operating
systems most of which support In 2005, Oracle acquired PeopleSoft, an ERP company, and
in 2006 Siebel, a CRM company. In 2008 Oracle acquired BEA Systems, an enterprise
infrastructure software company and in 2010 it acquired Sun Microsystems, a computer
hardware and software company (famous for its Java programming language). On December
20, 2021, Oracle announced the acquisition of Cerner, a health information technology
company.

Oracle Profile
Oracle Corp (Oracle) is a provider of cloud-based solutions for enterprises. The company
offers database and middleware software, application software, cloud infrastructure
software and hardware systems. It also offers integrated cloud solutions including
Infrastructure-as-a-Service (IaaS) and Software-as-a-Service (SaaS). Oracle provides licenses
for on-premises new software, updates licenses and offers related support solutions. The
company markets solutions through independent software and hardware vendors, system
integrators and resellers. Its on-premises offerings include hardware, servers, storage,
networking and industry-specific products and related support and services. The company’s
operations span the Americas, Europe, the Middle East and Asia-Pacific. Oracle is
headquartered in Austin, Texas, the US.

Oracle Training and Development

HOW ORACLE TRAINING HELPS

Oracle Learning (part of Oracle Cloud Human Capital Management) empowers your business
to grow and adapt seamlessly in a rapidly changing business climate. The integration of
traditional, compliance-based learning with social, informal learning will help your
organization to perform to its fullest potential. As a central part of your growth and learning
strategy, Oracle Learning enables your organization to quickly respond to changes in the
business environment, increase productivity through collaboration, and enable knowledge
sharing across different communities. A PERSONALIZED LEARNING EXPERIENCE A simple,
elegant and responsive user experience allows employees to fit learning into the flow of
work while making it accessible anytime, anywhere through mobile devices and a digital
assistant. The learning experience starts with a personalized homepage that engages the
user. From here, users can view and launch mandatory learning, continue any
developmental courses they are enrolled in, and review recommendations from the system,
managers, and even peers. Learners can also browse and search courses and content from
various criteria like learning engagement history, current work assignments, and career
goals which ensure learners develop the most relevant skills. COLLABORATIVE SOCIAL
LEARNING Oracle Learning provides an easy to use, social learning solution where
employees can discover and follow key contributors recognized for delivering high value
content. By sharing knowledge, Subject Matter Experts (SMEs) in your organization become
content curators who deliver the best content for their domain. Learners can connect and
share material that covers a single topic in depth or create learning paths to address a more
complex need.

These SMEs are empowered to create and share their own personalized learning paths by
curating the Oracle Learning helps you: best learning resources (internal or external). Users
can also easily record or publish their own videos to share with their peers to encourage
more bite-sized learning. All this user-generated content is then discovered and consumed
along with other formal catalog items. This gives you and your learners more control,
increases engagement and creates a digital, personalized learning experience for everyone.
By contributing high-quality content, your employees can also build their reputation and
inspire others to share their own expertise. Managers can identify individuals whose
personal expertise and influence add value to the organization and recognize them during
performance reviews.

AUTOMATED COMPLIANCE TRAINING

Learning administrators get a simple yet powerful interface to manage the learning catalog
and assignments. With robust reporting tools, managers and administrators can track
compliance training and reduce the risk of non-completion. Oracle Learning also enables
certification compliance with complex assignment rules around expiration and renewal. In
addition, administrators can set up dynamic learning assignments based on organizational
business rules.

LEARNING BUILT INTO THE TALENT LIFECYCLE

Oracle Learning natively integrates with Oracle Talent Management. It can provide
recommendations that will help employees better qualify for their careers of interest by
identifying any gaps in their skills versus the desired job role. Likewise, as part of the
ongoing performance and career management, learners can choose courses and content to
help them achieve their development goals. Learning outcomes/achievements are recorded
in the employee’s talent profile so other business processes such as internal recruiting,
performance, even succession planning, can leverage the skills and capabilities that the
employee has developed through learning.
EMPOWERED MANAGERS AND ADMINISTRATORS
Using Oracle Learning, your managers can quickly respond to time sensitive performance
and learning needs specific to their organization. They can assign required viewing items for
their teams, set completion deadlines, track progress, and take corrective action using a
simple and intuitive dashboard. Managers and learning administrators can create effective
reports and dashboards in real time using learning status and engagement data.

Self-directed skills development Capability

 Provide smart recommendations for courses and content based on career objectives
and development goals.
 Combine content from internal and external resources.

Mobile learning Capability

 Learn anywhere, anytime on your chosen device
 Download content for offline access
 iOS, Android smartphone and tablet apps

Course design and delivery

 Provide assessments and reporting
 Create media-rich tutorials
 Develop learning paths including video, formal learning, documents or content from
external sources
 Enable team discussion and ratings on any learning content
 Support for SCORM, AICC, PDF
 Integration to content providers.
 Extend catalog access to partners

Certification and compliance

 Easily design your own certifications that are valid for pre-defined periods of time
 Support a variety of compliance scenarios that might require recertification

Blended learning
 Mix eLearning with classroom and/ or virtual training
 Create and share blended learning paths

Social learning
 Provide discussion forums
 Create communities
 Enable sharing and rating of content

Learning management
 Give managers and admins the ability to prescribe learning to their team and track
progress Automate learning assignments to different groups based on various
criteria including job title, location and more
 Assign personalized and relevant learning paths to groups or users
  Use targeted alerts and notifications to increase engagement
 Leverage rich analytics, reports and dashboards to track development and
completion

Assessments and evaluations

 Support multiple types of questions
 Extensive reporting on test results
 Collect and analyse survey responses

Coaching and mentoring

 Track learning activities for the team through My Team dashboard
 Manage team and individual assignments and goals.
 Identify and reward subject matter experts for sharing their insight and content

Key Features of Training

 Personalized learning recommendations to drive employee engagement and
upskilling efforts across the organization
 Learn whenever and wherever you wish through easy content accessibility anytime,
anywhere including offline
 Social learning tools enable peer-to-peer created and shareable learning
 Conversational experience via a digital assistant gives users the ability to get to their
learning quickly through voice or text alone
 Automated assignments for recertification and compliance
 Powerful analytics, dashboards and reporting to manage compliance, engagement
and progress
 Scalable and secure Oracle Cloud Infrastructure that supports a unified experience
and expansive course catalogue.

Key Benefits of Training

 Engage and retain employees with social, peer-to-peer and community-based
learning
 Track and drive compliance across teams to maintain consistency in service levels
 Simplify learning administration management through dynamic rules, reporting, and
dashboards
 Empower managers to create learning paths for individual and team development
initiatives

Training through Oracle Academy & Certification

Oracle Academy offers a variety of computer science education resources to secondary
schools, vocational colleges and universities. In addition, OA also offers training courses to
students and faculty of member institutions. All institution members are granted the right
to use Oracle’s software in classrooms for teaching, academic and research.

The Oracle Certification Program certifies candidates on skills and knowledge related to
Oracle products and technologies.
There are 6 levels of Oracle Certification credentials: Oracle Certified Junior Associate
(OCJA), Oracle Certified Associate (OCA), Oracle Certified Professional (OCP), Oracle
Certified Master (OCM), Oracle Certified Expert (OCE) and Oracle Certified Specialist (OCS).
These credentials are spread across 9 technology pillars and further broken down into
product family and product groupings. Certifications are also defined by job role on the
Oracle Certification website.

The Oracle Certified Junior Associate (OJA) credential is a novice-level certification

focused on students in secondary schools, two-year colleges and four year colleges and
universities and faculty members who teach foundational Java and computer science
classes.

The Oracle Certified Associate (OCA) credential is the first step toward achieving an
Oracle Certified Professional certification. The OCA credential ensures a candidate is
equipped with fundamental skills, providing a strong foundation for supporting Oracle
products.

The Oracle Certified Professional (OCP) credential builds upon the fundamental skills
demonstrated by the OCA. The Oracle Certified Professional has a command of a specific
area of Oracle technology and demonstrates a high level of knowledge and skills. IT
managers often use the OCP credential to evaluate the qualifications of employees and job
candidates.

The Oracle Certified Master (OCM) credential recognizes the highest level of
demonstrated skills, knowledge and proven abilities. OCMs are equipped to answer the
most difficult questions and solve the most complex problems. The Oracle Certified Master
certification validates a candidate's abilities through passing rigorous performance-based
exams. The certification typically builds upon the fundamental skills of the OCA and the
more advanced skills of the OCP.

The Oracle Certified Expert (OCE) credentials recognize competency in specific, niche
oriented technologies, architectures or domains. Credentials are independent of the
traditional OCA, OCP, OCM hierarchy, but often build upon skills proven as an OCA or OCP.
Competencies falling under the umbrella of the Expert program range from foundational
skills to mastery of advanced technologies.

The Oracle Certified Specialist (OCS) credentials are typically implementation-oriented

certifications targeting employees of current Oracle partners, though the certifications are
available to all candidates, partner or not. These certifications are built on very focused
products or skillsets and provide a solid measure of a candidate's level of expertise in a
particular area.

Training through Oracle HCM

Here are five key considerations as you embark on the learning journey.

1. Compelling experience
The way we learn and consume information has significantly changed over the years, and
it’s easier than ever to access the information we seek. For example, smart digital assistants
offer suggestions even before we ask for them. We expect to see relevant recommendations
on Netflix based on our viewing history. Spotify has a playlist updated weekly with
recommendations based on our listening history.

We expect similar experiences at work, including guidance on how we can best grow our
careers within our current company. However, some organizations have not evolved their
employee experience initiatives at the same pace, particularly in learning
interactions. Workers want technology to help them drive their careers and may look for
work elsewhere if their employer cannot provide the necessary tools. To offer the support
and guidance employees expect, your L&D leaders need technology that delivers a
consistent, tailored, and easy experience for their people to find, locate, and consume
content and resources. As individuals develop their skills and grow their careers, their
learning experience should be a natural part of their day at work. For example, as your
workers review their career goals, relevant recommended training should be offered to help
them close skill gaps and achieve career aspirations.
Some of your workers find it better to learn by doing, so it’s also important to provide them
opportunities where they can discover different gigs with teams across the organization to
learn new skills A unified and personalized experience that connects learning in the flow of
work increases engagement and improves productivity.
2. Personalized recommendations
Everyone's learning journey is different. The capabilities a marketing specialist wants to
develop differ from those of a supply chain manager. You can support your workforce's
efforts by investing in AI-driven technology that provides recommendations based on
employee criteria, including job role, work assignments, or career goals. This approach
improves engagement, productivity, and retention while also developing your people with
the necessary skills to progress into their next role. It's also important to remember that
these recommendations need to evolve as an employee moves within the organization,
whether they are getting promoted, taking on a gig role, or developing new interests.
3. Skills focus
Skills are at the core of every talent process in your organization as they fuel the company’s
health, growth, and agility. Your HR leaders also recognize the need to push the workforce
towards in-demand skills, especially as the job market changes. To effectively upskill the
workforce at the increasing pace of evolving jobs, they need to be able to answer:

 How do we know what skills we need now? For the future?

  Where do we have skills gaps?
 How can we ensure an always current view of skills and capabilities?
By completely understanding the skills in your organization, you can understand how to
assign work. An assessment uncover any gaps, providing an opportunity to deliver relevant
learning that benefits your employees and the company.

4. One home for all learning

The importance of having a central place for all learning cannot be overlooked. Josh Bersin
has found that the average company has around 22 different learning and development
tools and platforms. A disorganized array of course catalogs can be overwhelming and lead
to employee burnout. With a single location for internal and external learning, such as
courses from LinkedIn Learning and Skillsoft, your employees can find and consume a
breadth of courses in one place. In addition, tagging content with associated skills makes it
easier for your people to find the opportunities most relevant to them. Housing and
managing internal, external, formal, and informal content in one space helps you track
progress and address critical issues across the board versus multiple disparate solutions.

5. User-generated content
Keeping employees connected and fostering knowledge sharing is important, whether they
work remotely, hybrid, or fully in the office. A recent report by Deloitte found that about 61
percent of organizations believe that it is imperative for learning and development teams to
redefine how they promote a knowledge-sharing ecosystem.. To foster a mentoring and
developmental culture, you can empower your subject matter experts to record their own
content and share it with their peers through discussion forums or learning communities.
Self-created learning resources encourage a more bite-sized approach by covering a single
topic in-depth or addressing a more complex need. Each of these tactics can help you adapt
to the new state of learning. By providing personalized experiences and tailored resources,
you create lifelong learners that contribute to the success of your business.