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LOT-912 - IBM LotusLive 2010 Train 2 Technical(R) Specialist - BrainDump Information

Vendor Name : IBM
Exam Code : LOT-912
Exam Name : IBM LotusLive 2010 Train 2 Technical(R) Specialist
Questions and Answers : 80 Q & A
Updated On : December 17, 2018
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LOT-912 exam Dumps Source : IBM LotusLive 2010 Train 2 Technical(R) Specialist

Test Code : LOT-912
Test Name : IBM LotusLive 2010 Train 2 Technical(R) Specialist
Vendor Name : IBM
Q&A : 80 Real Questions

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these days is Veterans Day, which is a day that honors military veterans who served within the u.s. militia. Many know-how groups constantly hire veterans because of what these candidates can bring to the table rather than seeing it because the appropriate element to do.

for instance, Orion ability conducted a 2018 survey where it learned that 79% of corporations pointed to surprising skills, composure, productivity, capabilities, and management as the reasons why armed forces veterans are employed.

IBM has been looking to employ 2,000 veterans with the aid of 2020 and the enterprise is already 60% of how there. This software is in regards to the particular good talents and capabilities that veterans would convey to IBM. To study greater about this application, I related with IBM to be trained greater about how veterans effectively transfer their skills from the militia to serving cybersecurity roles in the expertise sector.

There are going to be an estimated three.5 million unfilled cybersecurity jobs through 2021, in line with Cybersecurity Ventures. To help fulfill this demand, IBM install i2 and QRadar practicing with its NGO accomplice corporate the usa supports You (CASY) to teach veterans in an effort to fulfill these high-paying “new collar” jobs.

many of these jobs require technical capabilities and a 4-yr faculty diploma isn't essential. And IBM and its enterprise and non-profit partners have licensed a whole bunch of veterans in the u.s., the UK, and Canada. lots of them had been placed into jobs following the certification programs. listed here are some experiences concerning the application:

Aaron Pait

Pait served 12 years on energetic obligation within the united states Marine Corps (first in the infantry after which in counterintelligence/human intelligence). starting out as a radio operator, Pait immediately grew to be the go-to for IT and protection help. In his spare time, Pait developed his personal computer systems and rode bikes.

one in all Pait’s pals labored for IBM and advised him in regards to the company’s cybersecurity training classes. After gaining knowledge of about it, Pait aimed to become an govt so he accomplished a QRadar training path in West Virginia in February 2018.

almost immediately after that, he changed into employed through U-Haul in Richmond, Virginia as a cybersecurity administrator. At a data core in Richmond, he grew to become the fifth rent and managed and supported an exceptional crew.

Chris Greifenberger

Greifenberger ended his military profession with a job at IBM. just before becoming a member of IBM, Greifenberger had military amazing adventure as a container artillery forward observer. And his first task into the civilian body of workers became as a sheriff’s deputy in Pasco County, Florida. After that, he pursued greater discovering with a cyber intelligence center of attention.

remaining 12 months, Greifenberger was counseled by using his college counselor to apply for IBM’s free practicing program concentrated on equipping veterans with utility potential commonplace in protection and law enforcement.

Greifenberger achieved the i2 Analyst’s laptop practising and the IBM QRadar working towards. And now he applies those talents as a legislation enforcement Intelligence Analyst with IBM.

Felicia Barnett

Barnett served in the U.S. Air drive for eight years as a body of workers sergeant where she carried out combat communications, tactical communications, and IT work. within the last 4 years of her provider, Barnett labored in particular operations with the Navy and the army special Forces. And Barnett traveled worldwide programming to be certain that pilots can talk with handle centers on the ground.

Barnett left the defense force in 2010 to focal point on her household and pursue a profession within the private sector. whereas attending a profession reasonable hosted by using TD bank, Barnett learned about IBM’s i2 Analyst’s computer training and certification.

This software helps instruct candidates in detecting and combating fraud at financial institutions. After she signed up for the program, Barnett grew to be a licensed statistics analyst and now she has a job inside TD financial institution’s North American Fraud Analytics team. Plus she is also spearheading the implementation of a brand new IBM cloud analytics platform.


IBM Launches LotusLive Labs; Opens Up Collaboration Platform's API To companions | killexams.com Real Questions and Pass4sure dumps

At IBM’s annual conference, Lotusphere, huge Blue has announced improvements to its cloud-based collaboration platform, LotusLive. LotusLive offers commercial enterprise clients with on-line electronic mail, internet conferencing, social community and collaboration functions in the cloud.

To spur innovation across the platform, IBM is formally launching LotusLive Labs, an R&D pipeline that mixes the resources of IBM research with Lotus. The task is kicking off with a suite of recent LotusLive applied sciences on the conference together with Slide Library, a collaborative technique to build and share presentations; Collaborative Recorded conferences, a carrier that records and instantly transcribes assembly shows and audio/video for browsing and tagging; event Maps, a method to visualize and engage with convention schedules; and Composer, the skill to create LotusLive mashups through the mixture of the platform’s functions. challenge concord will also debut as a web-based mostly document editor for creating and sharing files, presentations and spreadsheets. And IBM might be including LotusLive help for the iPhone by means of Labs.

massive Blue is additionally opening up LotusLive’s API to third-celebration developers (who must be an IBM company companion). prior to now, the platform’s API changed into simplest accessible via a selected software but now all IBM partners can build upon the collaboration suite expertise. for instance, Salesforce.com will present an integration of its CRM application with LotusLive and Skype will also offer the capacity to integrate with LotusLive contacts.

IBM will be rolling out a brand new edition of its e-mail offering within LotusLive, LotusLive Notes, as a way to have upgraded connectivity to cellular devices, information migration options, and versatile storage selections. moreover, the brand new client will assist hybrid on-premise and public cloud deployments.

LotusLive bought a lift last week as Panasonic introduced that it changed into switching over to IBM’s online collaboration suite from Microsoft trade. This changed into a big win for IBM because the deal represented the largest commercial enterprise cloud deployment thus far, with over a hundred,000 Panasonic personnel to use LotusLive.

while this coup strengthens IBM’s location within the collaboration suite cloud, Microsoft is additionally aggressively pursuing the cloud, with a contemporary $250 million cloud computing cope with HP. And Microsoft is pushing its collaboration choices on-line with office 2010. As further and further groups seem to the cloud for collaboration and productivity suites, the panorama to supply these services is fitting extremely aggressive. Google is additionally a robust competitor in the space with its Google Apps commercial enterprise providing, and VMware just upped its stake with the acquisition of Zimbra from Yahoo. Startup Zoho, is also becoming at a rapid pace.


Panasonic Drops change, Opts for IBM LotusLive | killexams.com Real Questions and Pass4sure dumps

news

Panasonic Drops trade, Opts for IBM LotusLive
  • by Kurt Mackie
  • 01/14/2010
  • Panasonic has chosen IBM to supply hosted electronic mail and collaboration functions for its international personnel.

    The electronics brand is making the flow to stronger connect its employees, partners and suppliers global, in line with an announcement issued on Thursday by using IBM. The deal comprises e-mail, file sharing, net conferencing and collaboration capabilities.

    Panasonic is planning to gradually migrate from the use of Microsoft alternate as its basic premises-put in electronic mail server.

    instead, Panasonic will use IBM's hosted LotusLive.com capabilities for e mail, contacts and calendar guide. additionally, IBM's LotusLive Connections provider will give Panasonic with a social networking solution.

    A spokesperson for IBM mentioned that Panasonic expects to connect 100,000 clients global this 12 months using the functions. besides the fact that children, within the next two years, that number may additionally extend to more than 300,000 users. LotusLive features use IBM's federation and encryption applied sciences for email protection.

    IBM at present offers six LotusLive functions: Connections, engage, movements, meetings, Notes and iNotes. The capabilities will also be ordered a la carte. despite the fact, within the case of Panasonic, IBM dependent a bundled service deal, in response to the spokesperson.

    The choice to go together with LotusLive got here after Panasonic investigated choices from Cisco, IBM, Google and Microsoft. Cisco and Google had been eradicated early in the procedure, the spokesperson mentioned.

    Late ultimate year, IBM rolled out a calendar and e mail service called LotusLive iNotes, which is designed for moveable instruments. iNotes is a lightweight, pure cloud-based mostly offering that stems from IBM's acquisition of Hong Kong-based mostly Outblaze Ltd.'s messaging solution in April 2009

    IBM offers a 30-day trial of LotusLive, which is obtainable without charge. IBM now presents LotusLive in eight extra languages.

    in regards to the author

    Kurt Mackie is senior information producer for the 1105 commercial enterprise Computing group.




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    LOT-912 exam Dumps Source : IBM LotusLive 2010 Train 2 Technical(R) Specialist

    Test Code : LOT-912
    Test Name : IBM LotusLive 2010 Train 2 Technical(R) Specialist
    Vendor Name : IBM
    Q&A : 80 Real Questions

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    Brazil’s Brain Strain: Will a Skills Shortage Dampen Growth? | killexams.com real questions and Pass4sure dumps

    This past February, Brazil's Labor Ministry reported that local companies hired 280,799 workers. That was an all-time high, beating the previous record set a year earlier by 34%. Meanwhile, unemployment in the country, having hit an all-time low of 5.3% last year, is still only hovering around 6%. In sharp contrast to so many other economies around the world, it's a job hunter's market in Brazil. For now, that seems like a nice problem to have, but experts wonder whether corporate growth plans will be hindered if supply continues to lag demand.

    "It's hard to say if Brazil will have the labor force it needs in the future," says Rafael Pereira, an analyst at the government's Institute for Applied Economic Research, or IPEA. "We have the numbers. It's the quality that is becoming the problem, and a lot of that is going to depend on a company's willingness to train new talent."

    In a new report, the IPEA says that if Brazil's economy grows an average of 3.5% over the next 10 years, as it has between 2000 and 2010, the supply and demand curve for skilled labor will be relatively stable, despite an on-going skills deficit in a handful of sectors, such as financial services and engineering. But if it grows more than 4%, Brazil's future might look less rosy.

    Even without a worst-case scenario, the impact of the skills shortage is noticeable. One byproduct is migration, with workers moving from the southern half of the country to the faster-growing regions in the north as they seek more — and better paying — opportunities.

    Immigration, too, is changing. According to the Labor Ministry, the number of authorized foreign workers rose 30% in 2010, to 50,000. The majority came from the U.S., the U.K., Germany and the Philippines. Paulo Sergio Almeida of the Labor Ministry's foreign labor department says many immigrant workers were needed for the offshore oil and gas sector — about 15,200 of the total. "The increase also accounts for the expansion of Brazil's industrial parks and the modernization of industry, [which] has required us to purchase equipment and technology overseas that demands specialized training and supervision," Almeida says.

    Mining for Expertise

    During the economic upswing of recent years, highly skilled, specialized workers haven't accounted for a major portion of Brazil's labor pool. Engineers made up just 0.47% of the workforce as of the end of 2009, and directors and managers only 1%, according to the Labor Ministry. If that needs to change dramatically, many companies will be ill-prepared, observe experts.

    "[Skills] management is a problem for the big multinational," says Felipe Monteiro, a Brazilian-born management professor at Wharton. A case in point is Brazilian mining giant Vale. "It has operations in Canada and Africa and has a shortage of middle managers who can work across those countries. Compare Vale to companies like IBM and Unilever, which are more prepared for that level of international expertise and cross-border project management than the big Brazilian companies, which are just getting into it now."

    But Vale is responding to the challenge. On March 17, The Wall Street Journal reported that Vale is spending around US$100 million in 2011, as much as 50% more than 2010, to train new mid- and senior-level project managers.  This year's management trainee group is double the size of 2010's, and includes 29 Brazilians and 11 foreigners.

    For the most part, however, Brazil's growth has created challenges for many corporate HR departments. The industrial sector, which includes energy and mining, grew over 10% last year. And now the development spurt under way in the northern part of the country includes at least three large hydroelectric dams requiring thousands of skilled workers and the re-development of airport, highway and ports infrastructure in time for Brazil to host the FIFA World Cup in 2014 and 2016's Summer Olympic Games. The government says it also wants a multi-billion dollar bullet train between São Paulo and Rio de Janeiro up and running by 2015 — a new project never done in the country before. 

    Such growth is a relatively new phenomenon to Brazil and not experienced since the "miracle" years in the 1980s, when the country was under a dictatorship. In the 1990s and early 2000s, industrial growth was essentially nonexistent. Students were not interested in getting degrees in engineering or management and the volume of graduates in these areas declined, according to Carlos Cavalcanti, director of the business school Instituto Euvaldo Lodi in Brasilia, the nation's capital.

    In 2009, some 38,000 students received engineering degrees. Cavalcanti estimates that with GDP growth over 5%, the country needs 60,000 engineering graduates. In 2010, just 9.3% of the country's university graduates had engineering degrees, according to the Paris-based Organisation for Economic Co-operation and Development, compared with an average of 12.2% among the group's member countries.

    "The big corporate names will snatch up the brightest management and engineering students in the country and train them," Cavalcanti says. "But the mid-sized companies that don't have that kind of brand name power are having a harder time."

    As companies become more sophisticated, so do their labor needs. That's been the case in Brazil's burgeoning sugar and ethanol sector. Companies in the fast-globalizing, volatile sector don't just need a chemical engineer, but a chemical engineer who also knows agriculture or material engineering. Antonio Padua, technical director of Unica, the São Paulo sugarcane industry association notes that, with global interest in non-fossil fuel energy and demand for sugarcane-based ethanol growing, suddenly, "you needed an environmental engineer; you needed a new kind of finance manager, and you needed top-notch mechanical engineers and managers of co-generation power plants that understand the use of [sugarcane fiber called] bagasse and ethanol to generate electricity. This was and is brand new for the labor market."

    Wanted: Specialists

    Overall compensation levels are on the rise for all kinds of managers and engineers. According to local executive recruitment firm Catho, the average salary for senior managers has risen 20% since 2008, to US$30,000 a month.

    While pay levels increase, competition for talent is intensifying, says Flavio Marques, a manager at CTIS, one of Brazil's oldest and largest information technology firms, with a staff of 8,500 and revenue of R$720 million (US$436 million) in 2010. He says generalists are easy to find; specialists are next to impossible. "If I ask my human resource department to find me 50 IT engineers, I will have my qualified 50 engineers in about two weeks," notes Marques. "If I asked HR to find me 10 guys with software engineering backgrounds who can speak fluent English, I'd probably find none…. If you need someone who has solid foreign language skills and can do the same thing as a graduate from [the Massachusetts Institute of Technology], you're out of luck."

    But Paulo Nascimento, one of the lead researchers of the IPEA's study, contends that the lack of highly skilled labor is not as bad as it seems. He notes that 38% of students who graduated with advanced degrees in engineering are working as engineers, and if the economy grows at a steady clip, of 3.5%, that will rise to around 44%. "When you hit 70% of those with engineering degrees working in the field, then it becomes a supply issue," he says. "But that kind of level would be above the worldwide norm."

    Like others, however, he predicts, "Specialist managers and engineers in a few sectors are going to see salaries rise and jobs opening up because demand is greater and know-how in these specialties can be thin."

    Between 2004 and 2009, the pay of biotech engineers rose 24.4% while demand for them rose 35.5%, according to the IPEA. Geologists and geophysicists — the kind of engineer who can locate natural gas and oil deposits, not to mention minerals — saw their salaries rise 11% and demand for their labor rising 43.1%. Demand for computer engineers, such as systems analysts, rose 12% with a moderate salary increase of 3.5%.

    One sector to keep an eye on is energy. The IPEA notes that if the economy grows by an average of just 2.5%, thesector's demand for engineers rise 13.3%. If the economy grows 4% over the next 10 years, demand for engineers is expected to increase by 16%. In mining, 2.5% GDP growth will translate into an 8.7% year-over-year increase in demand for engineers between 2011 and 2020; with 4% GDP growth, demand rises 10%, according to the IPEA.

    Making the Grade

    Some sectors are more prepared than others. Unica's Padua says local agribusiness colleges and universities like Luiz de Queiroz Advanced School of Agricultural Studies, or ESALQ, have been a key supplier of new brain power for Brazil's big agribusiness sector. "ESALQ is preparing the sector for what it needs today," he notes. "And the companies are training lower skilled workers to learn new tasks. Our sector's labor needs are being met."

    Other schools are a work in progress. Billionaire investor and oil magnate Eike Batista is said to be investing in a naval college in Rio de Janeiro to help develop engineers and managers for the massive new Açu Port complex.

    "The long-term solution, of course, is education," says Monteiro of Wharton. "The short-term solution is you have to train people on the job. If you can't afford to hire the engineer you want, you have to get basic-skilled engineers and train [them]. Then you have to retain them by paying them more. It's a concern. It's what keeps managers who are hiring awake at night and has a potential to be a big bottleneck for companies."


    N.Y. Governor Seeks to Create More 'P-TECH' Early-College High Schools | killexams.com real questions and Pass4sure dumps

    Ever since President Obama mentioned the Pathways in Technology Early College High School in his State of the Union speech last year, the P-TECH model has been gaining traction.

    This week, New York Gov. Andrew Cuomo proposed an additional $5 million for P-TECH schools in each of the state's 10 economic-development zones. This would be in addition to the 16 now in development.

    The model leverages a close partnership with businesses to train at-risk students in grades 9-14 in careers in the science, technology, engineering, and mathematics (STEM) fields. (See Marketplace K-12 blog for more details.)

    The program started in 2011 with a Brooklyn, N.Y., school in collaboration with IBM. The model has been replicated elsewhere in New York City, as well as in Chicago and Idaho. The goal is for students to graduate with a high school diploma, a two-year associate degree, and a promise from participating companies to give the students priority consideration for hiring.

    The approach has had promising results and the Aspen Institute has identified the IBM P-TECH as a successful model in its Economic Opportunities Program. 

    Advocates of career-technical education are eager to see the P-TECH model expand and tried out in more rural communities with smaller employers.

    In addition to New York, other states are making investments in new approaches to encourage pathways from high school to college and career.

    Last September, Maryland Gov. Martin O'Malley announced $2 million in grants from the state's Early College Innovation Fund. The money will support six partnerships between local school systems and higher education institutions to support accelerated pathways for students in STEM disciplines or STEM-related CTE programs.

    Also, Vermont lawmakers recently approved a Flexiliby Pathways Act that provides more money for early-college high schools, dual enrollment, work-based learning, and personalized learning plans.


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