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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 : March 15, 2019
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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 is sorry for asking job seekers in the event that they are "yellow" or "mulatto" | killexams.com Real Questions and Pass4sure dumps

IBM is apologizing for what the tech huge calls an "accidental circumstance" that provided job seekers racially insensitive terms to determine themselves online. applicants on an IBM recruitment web page were taken to a drop-down menu giving alternate options including "yellow" and "mulatto," together with Caucasian and black.

The Armonk, big apple-based mostly IT capabilities company removed the ethnic questioning after candidates complained about the technique on social media.

new york web dressmaker Richard Park expressed his frustration with the selections introduced, which he mentioned left him devoid of the alternative of bypassing labels he termed "a bit antiquated." eventually, he chosen "yellow" and "colored," he referred to on social media.

"i used to be appalled to be asked on an IBM internship software to opt for my ethnic neighborhood, and take delivery of the option of 'yellow,'" Alex Gao, a new York institution laptop science scholar, wrote in a tweet. He additionally posted a photograph of the software and its listing of ethnic group options.

IBM stated its recruiting web sites "quickly and inappropriately solicited guidance concerning job applicant ethnicity, in response to native government requirements in Brazil and South Africa." still, the interactive-design internship that prompted the outcry is a place based within the united states.

The objectionable questions were eliminated and "we say sorry," an IBM spokesperson emailed. The enterprise bases its hiring completely on capabilities and qualifications and is taking steps to be certain the state of affairs does not occur once again, he brought.

IBM, led by way of Chairman, President and CEO Virginia ("Ginni") Rometty, has strived in fresh years to boost variety on the greater than century-old company, and this week appointed to its board of directors the primary African-American woman to command a U.S. Navy ship, Admiral Michelle J. Howard.

IBM CEO Ginni Rometty hopes "new collar" capabilities will bridge digital, AI divide

The business also faces proceedings accusing it of discriminating towards older personnel, a claim IBM refutes.

The accusations about its firing practices came in a category-action go well with final September, months after a ProPublica record referred to IBM had disregarded greater than 20,000 laborers older than forty within the ultimate five years because it strove to prune its staff in high-wage areas and rebuild a more youthful base of personnel.  

IBM, which employs basically 400,000 individuals international, together with tens of hundreds within the U.S., rejects the scenario. 

"alterations in our team of workers are about advantage, now not age," a spokesperson for IBM emailed CBS MoneyWatch ultimate September. "really, for the reason that 2010 there is not any change within the age of our U.S. workforce, however the skills profile has changed dramatically. this is why we've been, and will proceed, investing closely in employee potential and retraining — to make absolutely everyone successful in this new period of know-how."


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

At IBM’s annual convention, Lotusphere, massive Blue has announced improvements to its cloud-based collaboration platform, LotusLive. LotusLive gives business users with online electronic mail, web conferencing, social network and collaboration functions inside the cloud.

To spur innovation around the platform, IBM is formally launching LotusLive Labs, an R&D pipeline that mixes the components of IBM analysis with Lotus. The undertaking is kicking off with a collection of latest LotusLive technologies on the conference including Slide Library, a collaborative strategy to build and share displays; Collaborative Recorded conferences, a carrier that statistics and straight transcribes assembly displays and audio/video for shopping and tagging; event Maps, a method to imagine and have interaction with convention schedules; and Composer, the means to create LotusLive mashups in the course of the mixture of the platform’s services. mission concord will additionally debut as a web-based mostly doc editor for developing and sharing files, displays and spreadsheets. And IBM will be including LotusLive assist for the iPhone by the use of Labs.

huge Blue is also opening up LotusLive’s API to third-celebration developers (who must be an IBM enterprise associate). up to now, the platform’s API was best attainable through a selected application however now all IBM companions can construct upon the collaboration suite technology. for instance, Salesforce.com will present an integration of its CRM software with LotusLive and Skype will additionally present the capacity to combine with LotusLive contacts.

IBM can be rolling out a brand new edition of its electronic mail offering within LotusLive, LotusLive Notes, on the way to have upgraded connectivity to cell instruments, data migration alternate options, and flexible storage choices. moreover, the brand new customer will guide hybrid on-premise and public cloud deployments.

LotusLive obtained a boost remaining week as Panasonic announced that it changed into switching over to IBM’s on-line collaboration suite from Microsoft trade. This was a major win for IBM since the deal represented the biggest business cloud deployment to this point, with over one hundred,000 Panasonic personnel to use LotusLive.

while this coup strengthens IBM’s place in the collaboration suite cloud, Microsoft is also aggressively pursuing the cloud, with a fresh $250 million cloud computing cope with HP. And Microsoft is pushing its collaboration offerings on-line with workplace 2010. As further and further agencies seem to be to the cloud for collaboration and productivity suites, the panorama to deliver these features is becoming extraordinarily competitive. Google is additionally a strong competitor in the house with its Google Apps commercial enterprise providing, and VMware just upped its stake with the acquisition of Zimbra from Yahoo. Startup Zoho, is additionally transforming into at a rapid tempo.


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

news

Panasonic Drops trade, Opts for IBM LotusLive
  • by means of Kurt Mackie
  • 01/14/2010
  • Panasonic has chosen IBM to deliver hosted e-mail and collaboration capabilities for its global staff.

    The electronics company is making the move to stronger join its personnel, partners and suppliers international, based on an announcement issued on Thursday by IBM. The deal includes e mail, file sharing, web conferencing and collaboration capabilities.

    Panasonic is planning to steadily migrate from the use of Microsoft alternate as its fundamental premises-put in e-mail server.

    instead, Panasonic will use IBM's hosted LotusLive.com functions for e-mail, contacts and calendar guide. additionally, IBM's LotusLive Connections carrier will provide Panasonic with a social networking answer.

    A spokesperson for IBM referred to that Panasonic expects to join a hundred,000 clients worldwide this yr the use of the features. although, in the next two years, that quantity may expand to greater than 300,000 users. LotusLive functions use IBM's federation and encryption applied sciences for e-mail security.

    IBM at present offers six LotusLive services: Connections, interact, movements, conferences, Notes and iNotes. The features will also be ordered a la carte. although, in the case of Panasonic, IBM dependent a bundled service deal, according to the spokesperson.

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

    Late last year, IBM rolled out a calendar and e mail carrier known as LotusLive iNotes, which is designed for transportable gadgets. iNotes is a light-weight, pure cloud-based offering that stems from IBM's acquisition of Hong Kong-based mostly Outblaze Ltd.'s messaging answer in April 2009

    IBM presents a 30-day trial of LotusLive, which is obtainable for free of charge. IBM now presents LotusLive in eight greater languages.

    about the author

    Kurt Mackie is senior news producer for the 1105 business Computing neighborhood.


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    Microsoft, beta testers tout SQL Server 2008 R2 PowerPivot | killexams.com real questions and Pass4sure dumps

    Key among Microsoft SQL Server 2008 R2 mandates is to make data analysis easier and more powerful for non-database experts.

    The database, which will be available worldwide May 13 (and to TechNet and MSDN subscribers ten days earlier) sports the new PowerPivot tool that can tap into multiple (and non-SQL Server) data sources and run analyses on huge data sets.

    Microsoft execs and a handful of beta testers lauded the new capability on a conference call Wednesday.

    PowerPivot is a big deal, said Lee Blackstone, CEO of Blackstone & Cullen Inc., an Alpharetta, Ga., database specialist who does a lot of SQL Server work.  “It’s a game changer in that it can analyze over 100 million rows of data in memory.”

    One Blackstone & Cullen customer is a very large school system.  “We finished a data warehouse with all of their student data -- a ton of data -- and with PowerPivot we can load all that data onto a netbook,” Blackstone said.

    Previous versions of SQL Server let users pump SQL Server data into Excel and run an analysis, but PowerPivot will now let them mix and match data from Oracle, Teradata and Sybase, all within the same business model. That is important because many accounts, indeed nearly all large accounts, run Oracle or other non-Microsoft databases in addition to SQL Server.

    One of the Microsoft reference accounts on the call said opening up business intelligence to non-database professionals is key.

    “There’s a gap between IT pros and business workers. With the new R2 pivot, they can create their own BI reports without IT involvement,” said Ayad Shammout, lead technical DBA with Boston-based CareGroup Healthcare System.

    At the same time, IT has to be careful that users only have access to data they’re authorized to see.

    With PowerPivot and SharePoint, we have collaboration for users and we meet IT needs for managing compliance and data protection.

    Ayad Shammout, lead technical DBA with CareGroup Healthcare System

    Shammout characterized SQL Server’s BI as self-managing in that IT can allow users to tap the information they can legitimately see and analyze but also assure that HIPAA and other compliance regulations are respected. 

    “Our IT staff can now track the usage of reports, conduct audits and monitor performance. With PowerPivot and SharePoint, we have collaboration for users and we meet IT needs for managing compliance and data protection,” Shammout said.

    PowerPivot requires the use of Office 2010 (for Excel 2010), SharePoint 2010 and the latest database.

    There is also a more centralized management function in this release that manages multiple instances both locally and remotely, Blackstone said.

    “Our four DBAs will spend less  time going to individual servers of the centralized management of policies and features, and our end users will have their environments improved with self-service BI,” said  Ron Van Zanten, directing officer for BI at Premier BankCard LLC.

    Microsoft is positioning this release as a way to woo even big corporations away from Oracle databases.

    “Our data warehouses today scale to the needs of very large data warehouses, but the new version will take us to hundreds of terabytes. Customers can buy one solution to manage in a consistent environment that lets them have a large single version of truth with surrounding data marts and all the reporting tools from one vendor,” said Ted Kummert, senior vice president of Microsoft’s platform division.

    Still, it’s extremely difficult to wean people off of one database for another.  “Almost all of our customers are mixed environments. We see mostly SQL Server and Oracle and to a lesser extent DB2 in IBM mainframe shops,” Blackstone said.

    The recession has forced companies to get the most out of the technology they have, so no one is ready to rip out one database for another. “Databases are core. What most people have done is cut staff and continue to run what database they have. It’s very hard  to train someone on something new,” Blackstone said.

    What Microsoft has going for it is that most of the information workers in many companies already know Excel and SharePoint. 

    SQL Server 2008 R2 debuts 20 months after the last release, so customers with Software Assurance on SQL Server 2008 get it as part of their maintenance contract at no additional charge.


    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."


    Hejduk signs on for one more year | killexams.com real questions and Pass4sure dumps

    [photopress:hejduk_1.jpg,full,pp_image]

    Good news for the Avs, their fans and for Milan Hejduk today. The Duke just signed a one-year contract extension with the team, through 2010-11. I’m still waiting to dig out what the contract will be worth. Probably have it on soon.

    Hejduk is coming off another fine season and has looked great in the preseason so far. He’s a class act and it’ll be good to still see him around.*Hejduk will make $3 million next year. He’s making $4 million this season.



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