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Microsoft 98-366 : Networking Fundamentals Exam

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Test Number : 98-366
Test Name : Networking Fundamentals
Vendor Name : Microsoft
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Exam Title : Microsoft Technology Associate (MTA) - Networking Fundamentals
Exam ID : 98-366
Exam Duration : 45 mins
Questions in exam : 40-60
Passing Score : 700 / 1000
Official Training : 40032A: Networking and Security Fundamentals: Training 2-Pack for MTA Exams 98-366 and 98-367 (five days)
40366A: Networking Fundamentals: MTA exam 98-366 (three days)
Exam Center : Pearson VUE
Real Questions : Microsoft Networking Fundamentals Real Questions
VCE practice test : Microsoft 98-366 Certification VCE Practice Test

Understanding network infrastructures (3035%)
Understand the concepts of Internet, intranet, and extranet
Virtual Private Network (VPN), security zones, firewalls
Understand local area networks (LANs)
Perimeter networks; addressing; reserved address ranges for local use (including local loopback IP), VLANs; wired LAN and wireless LAN
Understand wide area networks (WANs)
Leased lines, dial-up, ISDN, VPN, T1, T3, E1, E3, DSL, cable modem, and more, and their characteristics (speed, availability) Understand wireless networking
Types of wireless networking standards and their characteristics (802.11a,b,g,n,ac including different GHz ranges), types of network security (WPA, WEP, 802.1X, and others), point-to-point (P2P) wireless, ad hoc networks, wireless bridging
Understand network topologies and access methods
Star, mesh, ring, bus, logical and physical topologies
Preparation resources

Solution Design Considerations for Network Topologies
Wireless LAN Service Overview
Wired and Wireless Networking with 802.1X Authentication

Understanding network hardware (2025%) Understand switches
Transmission speed, number and type of ports, number of uplinks, speed of uplinks, managed or unmanaged switches, VLAN capabilities, Layer 2 and Layer 3 switches and security options, hardware redundancy, support, backplane speed, switching types and MAC table, understand capabilities of hubs versus switches, virtual switches
Understand routers
Transmission speed considerations, directly connected routes, static routing, dynamic routing (routing protocols), RIP vs. OSPF, default routes; routing table and how it selects best route(s); routing table memory, Network Address Translation (NAT), software routing in Windows Server, installing and configuring routing; Quality of Service (QoS)
Understand media types
Cable types and their characteristics, including media segment length and speed; fiber optic; twisted pair shielded or unshielded; catxx cabling, wireless; susceptibility to external interference (machinery and power cables); susceptibility to electricity (lightning), susceptibility to interception
Preparation resources

Computer Hardware and Windows Server
Routing
Understanding protocols and services (45-50%)
Understand the Open Systems Interconnection (OSI) model
OSI model; Transmission Control Protocol (TCP) model; examples of devices, protocols, applications, and which OSI/TCP layer they belong to; TCP and User Datagram Protocol (UDP); well-known ports for most used purposes (not necessarily Internet); packets and frames
Understand IPv4
Subnetting, IPconfig, why use Internet Protocol version 4 (IPv4), addressing, ipv4toipv6 tunneling protocols to ensure backward compatibility, dual IP stack, subnetmask, gateway, ports, packets, reserved address ranges for local use (including local loopback IP)
Understand IPv6
Subnetting, IPconfig, why use IPv6, addressing, ipv4toipv6 tunneling protocols to ensure backward compatibility, dual IP stack, subnetmask, gateway, ports, packets, reserved address ranges for local use (including local loopback IP)
Understand names resolution
DNS, resource records, Windows Internet Name Service (WINS), steps in the name resolution process, HOSTS file, LMHOSTS file
Understand networking services
Dynamic Host Configuration Protocol (DHCP), Network Address Translation (NAT), firewalls, remote access, VPN
Understand TCP/IP
Tools (such as ping), tracert, pathping, Telnet, IPconfig, netstat, reserved address ranges for local use (including local loopback IP), protocols



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prospective Hires Plied With $1,500 Signing Bonuses and Pizzas | 98-366 Real exam Questions and Question Bank

Apr 05 2021, 6:30 PMApr 06 2021, 6:03 PMApril 05 2021, 6:30 PMApril 06 2021, 6:03 PM

(Bloomberg Businessweek) -- Early in the Covid-19 pandemic, Melissa Anderson laid off all three full-time personnel of her rings-making business, Silver Chest Creations in Burkesville, Ky. She tried to rehire one among them in September and an extra in January as company recovered, however they refused to come lower back, she says. “They’re now not hunting for work.”

(Bloomberg Businessweek) -- Early within the Covid-19 pandemic, Melissa Anderson laid off all three full-time personnel of her rings-making company, Silver Chest Creations in Burkesville, Ky. She tried to rehire certainly one of them in September and yet another in January as business recovered, however they refused to return lower back, she says. “They’re now not trying to find work.”

Sierra Pacific Industries, which manufactures doors, home windows, and millwork, is so desperate to fill openings that it’s offering hiring bonuses of as much as $1,500 at its factories in California, Washington, and Wisconsin. In rural Northern California, the crimson Bluff Job working towards core is attempting to entice younger americans with additional-massive pizzas within the hope that some who cease by means of will also be persuaded to fill out a job software. “We’re trying to get internal their head and support them find employment. organizations can be so wanting to train them,” says Kathy Garcia, the company features and advertising and marketing manager. “There are fully no job seekers.”

These are anecdotes, however they’re borne out by way of facts. On April 1 the national Federation of unbiased business reported that in March a record-excessive percent of small companies surveyed spoke of they had jobs they couldn’t fill: 42%, vs. a normal in view that 1974 of 22%. also 91% of respondents said that they had few or no certified applicants for job openings during the past three months, tied for the third highest for the reason that that question turned into delivered to the NFIB survey in 1993.

here’s an additional sign that workers suppose empowered: The Bureau of Labor statistics said in March that the variety of people quitting jobs hit 2.three% of basic employment in January, just a tenth of a percent element below the checklist going lower back to 2001.

What makes these figures impressive is that the unemployment cost in March, even though neatly off its top of 14.8% a 12 months in the past, was nevertheless 6%. That’s neatly above the 3.5% price of February 2020, earlier than the pandemic. So judging from the jobless fee, which the Federal Reserve tracks intently, there’s nevertheless a whole lot of slack in the labor market. but that’s now not how employers and job counselors see it. There might be even less slack in coming months because the economic system strengthens. The median forecast of economists surveyed by Bloomberg is that the jobless cost will fall to 4.5% in the 2nd quarter of 2022.

There’s some proof for the conservative argument that beneficiant unemployment advantages discourage americans from looking for work. Anderson, the rings maker, says her ex-personnel instructed her they favourite to dwell unemployed—notwithstanding you’re no longer speculated to compile jobless merits if you’re turning down work. The American Rescue Plan that Congress permitted closing month provides an extra $300 a week in jobless merits via Sept. 6. “There nevertheless will be some americans who say, ‘I’m pleased to take my $300 to $four hundred per week and reside home, in place of exit and work and earn $500 every week,’” BTIG LLC analyst Peter Saleh, who covers the restaurant industry, told Bloomberg in March.

Covid is additionally certainly a part of the problem. fear of it maintains some would-be workers home, especially in consumer-facing groups. And with faculties closed by using Covid, some fogeys are turning down work to care for infants, says Holly Wade, executive director of the NFIB analysis center. also, she says, the small groups in the NFIB survey may additionally have concern competing for employees with the likes of Amazon.com Inc., whose worldwide employment grew sixty three% final yr, to 1.3 million.

Plus, some would-be workers may additionally have misplaced their gumption. “I’m concerned that in spite of everything this time that’s gone by, it’s going to be very difficult for lots of people to come lower back full time. It’s simply asking an power stage that individuals haven’t had in a while,” says Garcia, the job counselor in California. She says a full-time job “was once the gold regular,” but now employers are parceling out the work into part-time jobs to trap applicants.

Alienation from work is most normal among the younger. A Pew research core survey in October discovered that fifty three% of those ages 18 to 29 who are working remotely because of Covid noted it was difficult for them to feel motivated to operate their tasks. simplest 20% of these 50 and older mentioned the equal.

On the social community Reddit, which skews younger, a forum known as r/antiwork has 264,000 individuals. It’s full of comments similar to: “You’re telling me I should enslave myself to all these applications for hours on conclusion, competing with my fellow man and girl, giving up my dignity only for an opportunity to enslave myself additional so I don’t actually die? I’m not having it.” One Redditor posted a video of a home laptop’s mouse that’s linked to a swiveling fan so it slides back and forth, making it appear the grownup is working.

This isn’t to assert that every unemployed person is alienated or that any individual who desires a job can get one. Tightness in the labor market varies with the aid of occupation and geography. The March unemployment fee changed into 15% in mining, quarrying, and oil and fuel extraction, and 13% in leisure and hospitality. in contrast, it changed into just 2.7% in govt (which comprises public college teachers) and three.4% in monetary activities. Hawaii had the nation’s optimum unemployment rate in February, 9.2%, whereas South Dakota had the bottom, 2.9%. 

many of the jobs that employers can’t fill are low-paying, while the high-paying ones generally require skills that most people don’t have. The pandemic accelerated digitization of work, creating shortages of ability in such fields as synthetic intelligence, laptop studying, records analysis, protection, and community engineering, says Lisa Levin, the executive government officer of popular meeting, a practising enterprise owned via Adecco group.

Employers would have a less complicated time filling job openings in the event that they raised pay or acquired less choosy about qualifications. Re’gine Johnson, 26, of Chicago stated she interviewed with 40 groups before she landed a job, even after finishing a 3-month accepted assembly boot camp in user interface design. “They’re considering, ‘will they in reality are looking to invest in somebody that’s so junior, can they have the time to train them something they may also not comprehend?’” she says. She’s thriving now at Neon One LLC, the software company that employed her and provided on-the-job working towards.

Employers are going to ought to modify to a world by which people are harder to get. In Cleveland, manufacturers are striving to exchange the old-fashioned influence that their jobs are dirty, boring, or bad as a result of recruitment shortfalls are forcing them to turn away orders, says Ethan Karp, president and CEO of Magnet, a nonprofit consultancy. “It’s their No. 1 difficulty,” he says. —With Leslie Patton


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