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

Vendor : IBM
Exam Code : LOT-912
Exam Name : IBM LotusLive 2010 Train 2 Technical(R) Specialist
Questions and Answers : 80 Q & A
Updated On : November 12, 2018
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LOT-912 Questions and Answers

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

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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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IBM IBM LotusLive 2010 Train

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 gives enterprise clients with online email, web conferencing, social network and collaboration purposes inside the cloud.

To spur innovation around the platform, IBM is formally launching LotusLive Labs, an R&D pipeline that combines the elements of IBM analysis with Lotus. The task is kicking off with a suite of latest LotusLive technologies on the convention including Slide Library, a collaborative approach to construct and share displays; Collaborative Recorded meetings, a carrier that records and instantly transcribes assembly displays and audio/video for browsing and tagging; adventure Maps, a means to imagine and engage with conference schedules; and Composer, the means to create LotusLive mashups during the combination of the platform’s features. undertaking harmony will additionally debut as an internet-primarily based document editor for growing and sharing documents, shows and spreadsheets. And IBM might be adding LotusLive aid for the iPhone by means of Labs.

big Blue is also opening up LotusLive’s API to 3rd-birthday party builders (who ought to be an IBM enterprise partner). previously, the platform’s API was best obtainable through a selected application however now all IBM companions can construct upon the collaboration suite know-how. for instance, Salesforce.com will present an integration of its CRM utility with LotusLive and Skype will additionally present the means to combine with LotusLive contacts.

IBM may be rolling out a brand new version of its electronic mail providing inside LotusLive, LotusLive Notes, that will have upgraded connectivity to cellular gadgets, facts migration alternatives, and flexible storage decisions. moreover, the new customer will help hybrid on-premise and public cloud deployments.

LotusLive acquired a lift closing week as Panasonic announced that it was switching over to IBM’s online collaboration suite from Microsoft alternate. This turned into a big win for IBM because the deal represented the greatest commercial enterprise cloud deployment to date, with over a hundred,000 Panasonic employees to use LotusLive.

while this coup strengthens IBM’s vicinity within the collaboration suite cloud, Microsoft is additionally aggressively pursuing the cloud, with a contemporary $250 million cloud computing deal with HP. And Microsoft is pushing its collaboration choices on-line with workplace 2010. As further and further corporations appear to the cloud for collaboration and productivity suites, the panorama to give these capabilities is becoming extraordinarily aggressive. Google is additionally a robust competitor in the area with its Google Apps business offering, and VMware simply upped its stake with the acquisition of Zimbra from Yahoo. Startup Zoho, is additionally becoming at a fast tempo.


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

news

Panasonic Drops exchange, Opts for IBM LotusLive
  • via Kurt Mackie
  • 01/14/2010
  • Panasonic has selected IBM to give hosted email and collaboration functions for its international team of workers.

    The electronics brand is making the stream to more suitable connect its employees, partners and suppliers global, in line with an announcement issued on Thursday through IBM. The deal includes email, file sharing, internet conferencing and collaboration functions.

    Panasonic is planning to regularly migrate from using Microsoft change as its fundamental premises-put in e-mail server.

    in its place, Panasonic will use IBM's hosted LotusLive.com features for e-mail, contacts and calendar aid. in addition, IBM's LotusLive Connections provider will provide Panasonic with a social networking answer.

    A spokesperson for IBM stated that Panasonic expects to connect 100,000 clients international this yr the usage of the functions. despite the fact, in the subsequent two years, that quantity may extend to greater than 300,000 clients. LotusLive services use IBM's federation and encryption applied sciences for e mail safety.

    IBM at present offers six LotusLive features: Connections, engage, activities, conferences, Notes and iNotes. The services can also be ordered a la carte. youngsters, in the case of Panasonic, IBM dependent a bundled service deal, based on the spokesperson.

    The option to go together with LotusLive came after Panasonic investigated offerings from Cisco, IBM, Google and Microsoft. Cisco and Google have been eliminated early within the procedure, the spokesperson noted.

    Late last yr, IBM rolled out a calendar and email provider called LotusLive iNotes, which is designed for moveable contraptions. iNotes is a light-weight, pure cloud-based mostly offering that stems from IBM's acquisition of Hong Kong-primarily based Outblaze Ltd.'s messaging answer in April 2009

    IBM offers a 30-day trial of LotusLive, which is accessible for gratis. IBM now offers LotusLive in eight more languages.

    concerning the author

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


    IBM LotusLive shows indications of sturdy growth | killexams.com Real Questions and Pass4sure dumps

    The disruptive forces of enterprise 2.0 can also appear to provide the brand new gamers with a certain chance for companies new how to streamline but additionally scale productivity and innovation.

    but can these small corporations definitely make any dent available in the market when they face the giants that more and more present similar functions? sure, the new gamers innovate. however appear on the measurement of the channel that a company like IBM has to market its functions.

    A case in factor is these days’s announcement via IBM about the good points with LotusLive and new additions to Lotus Foundations.

    Of course, to win, it takes high best products, too. but IBM appears to have a contender with LotusLive. In January, IBM announced a huge win with Panasonic. And nowadays comes information that in the closing two months, IBM has signed up 200 reseller companions to promote the LotusLive carrier.

    LotusLive is available as cloud-based mostly or on-premise, which correlates to IBM’s hybrid method. IBM is investing heavily in the cloud however Lotus Foundations plays a crucial strategic role as an on-premise offering. And as of today, Lotus Foundations can be packaged with its DB-2 categorical database. There are no limits on the database size nor limits on the variety of databases per server.

    We noticed a demo of Lotus Foundations at Lotusphere in January. it's practically an equipment that a small business can keep on-premise. The addition of the database capability that a client can also use it with an inside software it uses. for instance, a small retailer may additionally use an utility developed for its market sector.

    the brand new elements to Lotus Foundations comes as Microsoft plans to discontinue its home windows essential enterprise Server (EBS). In a blog post, Microsoft observed the carrier may be discontinued as of July 1. The company stated the creation of cloud computing as a factor for discontinuing the carrier:

    in view that the launch of EBS, a couple of changes have passed off that drove our resolution to streamline our server product portfolio. First, midsize businesses are abruptly turning to applied sciences equivalent to administration, virtualization and cloud computing as a means to cut expenses, enhance efficiency, and enhance competitiveness.

    Smaller businesses competing within the enterprise collaboration area won't have the channels like those from a corporation like IBM. They have to be a player in the earliest tiers of the market to be able to benefit any traction. We see some examples of this with organizations integrating with Sharepoint and Google Apps marketplace.

    These smaller corporations do disrupt the market however can best go to this point after they face a competitor that commands a channel as deep as IBM’s.


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

    Study Guide Prepared by Killexams.com IBM Dumps Experts


    Killexams.com LOT-912 Dumps and Real Questions

    100% Real Questions - Exam Pass Guarantee with High Marks - Just Memorize the Answers



    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.


    A practical way to spice things up for new contracting employees | killexams.com real questions and Pass4sure dumps

    A practical way to spice things up for new contracting employees

    One of the biggest problems for getting new hires to stay in the contracting workforce is that they are given clerical-style work to execute, say, simple orders off the GSA schedules or other very small purchases that require little skill. Except maybe for the very first few weeks on the job when a person may be starting from close to scratch, this is a terrible idea, that demotivates these new employees and dramatically underuses the talents of these people, who have college degrees, often with business majors, and often some significant work experience.

    Vern Edwards, a smart procurement observer and trainer with whom I sometimes disagree but always respect, has been arguing recently that a solution to this problem is for the government to make more use of the job classifications GS-1105 ("purchasing agent") and GS-1106 ("procurement clerk"). The idea would be to use people, who would not need a college degree, to do this kind of work.

    A little history here. We used to have a lot more 1105's doing small purchases, but the introduction of the government credit card in the 1990's eliminated the need for many of these people, because transactions under $2,500 came increasingly to be done directly by the end user, using the credit card. So a good deal of the procurement workforce downsizing of the 1990's involved eliminating most of these positions.

    This was a good idea, but it went too far. We still have small purchases being done out of contracting shops, and, if there are no 1105's to do them, they get assigned to young contract specialists. However, it makes much more sense to give this work to people who don't seek an opportunity to be involved in complicated, discretion-filled work and who need jobs that can be properly performed by people with a high school education.

    Making this switch is a win-win -- it gives useful work to high school grads, while allowing college grads to get greater exposure to work that is more challenging for them. It also saves the government salary money, because one should not be hiring contract specialists for work that lower-graded purchasing agents could do equally well. As Edwards points out, the military uses enlisted people -- high-school graduates -- to make many of these small purchases.

    A bunch of policy issues need to be resolved -- different agencies could of course try different approaches, in my view. One is whether these people need to have college degrees. I have strong views on this -- I think college degrees are not only unnecessary, they are probably undesirable at this level. College grads these days are going to want work that requires more judgment and challenge than very simple purchases.

    A second question is whether these 1105's should be warranted (i.e. have the right to sign contracts). Edwards' view is that they should not be warranted beyond the micro-purchase threshold level (the standard limit for credit card purchases); he feels that on anything above that, a contract specialist should review the work. I am inclined to disagree -- I think, based on performance, 1105's with experience should be able to get warrants for higher dollar amounts.

    Some agencies, such as the Veterans Affairs Department, have been using 1105's. I ran into a senior procurement official at the Fed 100 dinner and discussed this idea with her, and she liked it as well. Agencies should go for this.

    Posted by Steve Kelman on Mar 23, 2010 at 7:26 PM



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