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000-G01 IBM EMEA Maintenance and Technical Support(R) Sales Mastery Test

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Test Code : 000-G01
Test title : IBM EMEA Maintenance and Technical Support(R) Sales Mastery Test
Vendor title : IBM
: 140 actual Questions

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Sandvik and IBM herald the Fourth Industrial Revolution to the Mining industry with IBM Watson | killexams.com actual Questions and Pass4sure dumps

Barminco, Hindustan Zinc, Petra Diamonds and Vedanta Zinc international tap into the Sandvik and IBM relationship to help operations and security in underground hard-rock mining

Award-winning OptiMine® Analytics with IBM Watson IoT for predictive renovation and optimization, analyzes, learns and communicates with equipment operating thousands of ft underground

TAMPERE, Finland and ARMONK, N.Y., April 1, 2019 /PRNewswire/ -- Joint purchasers of IBM (NYSE: IBM) and Sandvik Mining and Rock technology, one of the crucial world's greatest premium mining equipment manufacturers, are tapping the powers of IoT, superior analytics and ersatz intelligence to recognise defense, renovation, productiveness and operational effectivity.

The mining and rock excavation trade is under starting to be pressure to enhance the international supply of minerals to answer the needs and expectations of a unexpectedly rising world inhabitants. This frequently requires extracting from increasing more advantageous depths, which can get it tangled to speak and act as vital when equipment fails or must be serviced.

OptiMine® Analytics transforms records into mode advancements by means of predictive insights and actionable dashboards embedded into operation administration programs. using the analytics capabilities from IBM Watson IoT, this tips management solution permits mining agencies to combine gadget and software records from disparate sources in true-time, inspecting patterns in the records to aid augment availability, utilization and efficiency.

through a collection of IBM Design considering workshops, IBM and Sandvik labor with customers to develop a framework to shape offerings around facts pushed productiveness and predictive maintenance. the usage of the Watson IoT expertise, Sandvik and IBM hold collectively created a platform capable of agree to the stringent reliability and protection necessities of mining operations. Predictive protection technology leveraging IoT sensor statistics has additionally been added as partake of this platform.

"Proactively settling on upkeep needs before anything breaks is resulting in tall cost and time savings," said Patrick Murphy, president, Rock Drills & technologies, Sandvik. "Our award-profitable OptiMine® Analytics with IBM Watson IoT options present their shoppers a extra complete view of their operations for smarter, safer and extra productive work."

Sandvik and IBM clients such as Petra Diamonds and Barminco are the usage of IoT to advocate reduce miner exposure to opposed labor environments and boost safety.

"Our precise precedence is the safety of their personnel and if a machine fails underground, they want instant perception into what is happening in that tunnel," stated Luctor Roode, government operations at Petra Diamonds. "With the solution from Sandvik and IBM, they hold precise-time records that allows us to automatically identify the foundation reason for the problem and act for this reason." 

"Leveraging facts is become increasingly positive throughout the mining sector. via analytics, computing device gaining knowledge of and AI, they are seeing unusual percentages for accelerated operational efficiency," stated Paul Muller, chief executive officer, Barminco. "Our partnership with Sandvik's OptiMine® Analytics allows for us to quick-music their efforts, leveraging Sandvik's entire-of-fleet records and hereditary computer talents."

OptiMine® Analytics will even be used by using Vedanta Zinc overseas's Black Mountain Mining (BMM) operations in South Africa's Northern Cape Province, to accelerate facts-driven operations for protection, efficiency and productiveness for trucks, loaders and drills. additionally, Hindustan Zinc, one of the most world's largest integrated producers of zinc, lead and silver has tapped Sandvik to build into effect a tremendous digital transformation at its Sindesar Khurd Mine, India, to ensure any required infrastructure and platforms can obtain world-type mining safety, efficiency and productiveness.

"Sensors and tracking systems for asset management is barely the ascend when it comes to how ersatz intelligence will disrupt the mining business," eminent Jay Bellissimo, frequent supervisor, Cognitive system Transformation, IBM world company functions. "creating a solution that turns the statistics into actionable insights is a elegant remember. It requires an interdisciplinary endeavor spanning throughout mining expertise, application engineering and data science. IBM and Sandvik are actually on course to aid seriously change the mining cost chain with the fusion of cognitive capabilities into miners company and operating strategies."

Story continues

Sandvik has been delivering solutions in the mining automation company for decades, with self reliant operations in additional than 60 mines on six continents. This footprint is an immense asset to the procedure optimization options in greater and higher demand. For its half, IBM has been working with main mining customers to infuse cognitive capabilities of their industry and operating techniques, creating the Cognitive cost Chain for Mining. This multidisciplinary approach leverages and expands on the ideas of the fourth industrial revolution with the aid of assisting miners obtain unusual efficiency savings, while not having to get large-scale capital investments.  

Sandvik group Sandvik is a excessive-tech and global engineering community providing items and features that raise consumer productiveness, profitability and safety. They grasp world-main positions in selected areas – tools and tooling programs for steel cutting; device and equipment, provider and technical solutions for the mining trade and rock excavation inside the structure industry; items in superior stainless steels and particular alloys in addition to items for industrial heating. In 2018, the community had about 42,000 personnel and revenues of about one hundred billion SEK in additional than 160 countries within continuing operations.

Sandvik Mining and Rock know-how Sandvik Mining and Rock technology is a enterprise enviornment within the Sandvik group and a global leading organization of machine and tools, service and technical solutions for the mining and structure industries. utility areas include rock drilling, rock reducing, crushing and screening, loading and hauling, tunneling, quarrying and breaking and demolition. In 2018, earnings hold been approximately forty three billion SEK with about 15,000 employees in continuing operations.

About IBM For greater tips about IBM services gladden visit: https://www.ibm.com/functions

Contact:Jeannine Kilbride1-860-997-6277jkilbri@us.ibm.com

IBM organization brand. (PRNewsfoto/IBM)

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IBM EMEA gives Killer i License And SWMA After-License offers | killexams.com actual Questions and Pass4sure dumps

if you are an IBM i store sitting on a relatively feeble container that is not any longer on preservation and you are looking to obtain back on software maintenance whereas also affecting to a brand unusual Power7 or Power7+ equipment, then IBM‘s EMEA vicinity has two offers for you. And if you expend them both, you will simplest expend $2 instead of hundreds to perhaps many tens of heaps of dollars.

each of the offers, which were announced on may 30 after which quickly up to date on June 5 are a partake of IBM’s 25-year energy i anniversary celebration, and i also believe perhaps an indicator that the vitality systems-IBM i company in Europe is not, love other server platforms, doing in addition to may be hoped.

In announcement epistle ZA13-1122, IBM is offering a license fee discount for agencies that want to circulate their IBM i licenses from an existing desktop to a unusual vigour 720, energy 720+, vitality 740, or power 740+ server. which you could also purchase a PureFlex modular equipment with Flex p260, Flex 260+, Flex 460, or Flex 460+ nodes when you are going that route. The condense only applies if you live in the identical P05 or P10 utility tier for the IBM i platform, but when you accomplish leap tiers, you should pay the incremental help charge between the tiers for the IBM i license when you switch it from the ancient to the brand unusual iron. You exigency to hold the equal client quantity on the machines for the historic and unusual bins, too, in case you wish to obtain the deal.

Anyway, under the merchandising, if you accomplish a deal between might also 30 and September 30 this yr, the license transfer charge of any consumers drops to $1 in U.S. foreign money. if you accomplish a deal between October 1 and December 31, then you definately are only going to obtain a 50 % Kill on the license switch price.

In announcement epistle ZA13-1121, IBM is giving a in a similar course beneficiant deal to customers who hold let their utility preservation on their machines lapse. in case you buy probably the most unusual machines listed above and you wish to transfer your licenses as opposed to purchase unusual ones, you would be dinged with after-license costs to obtain your assist present. but beneath this deal, if you obtain a unusual desktop between now and December 31, the after-license cost for SWMA, as IBM calls it (and it's stated “swah-ma”), is $1 in greenbacks. That’s it. This deal is accessible for P05, P10, and P20 utility tiers, which characterize the majority of the OS/400 and IBM installed groundwork at this aspect.

linked studies

IBM Is engaged on unusual application Licensing Schemes

IBM Lets MSPs hold Utility-Priced IBM i 6.1 For Clouds

massive Blue Backs Off On IBM i protection cost Hike

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Sandvik and IBM to confederate on Industrial IOT for mining industry | killexams.com actual Questions and Pass4sure dumps

sandvik-and-ibm-to-partner-on-industrial-iot-for-mining-industry_10942.jpg lifelike supply: aithority.com x download

Sandvik and IBM to confederate on Industrial IOT for mining industry

sandvik-and-ibm-to-partner-on-industrial-iot-for-mining-industry_10942.jpg

Sandvik and IBM to confederate on Industrial IOT for mining business

Sandvik neighborhood introduced that IBM is collaborating with Sandvik Mining and Rock expertise to help Industrial internet of issues, superior analytics and ersatz intelligence to realize security, renovation, productivity and operational efficiency within the mining industry. The mining and rock excavation trade is under growing to be drive to enhance the international give of minerals to answer the wants and expectations of a unexpectedly rising world inhabitants. This commonly requires extracting from expanding enhanced depths, which could get it complicated to speak and act as fundamental when device fails or must be serviced.

The OptiMine Analytics platform uses predictive insights and actionable dashboards embedded into operation administration techniques to seriously change facts into useful manner advancements. the expend of the analytics capabilities from IBM Watson IoT, this information management retort enables mining corporations to combine gadget and application statistics from disparate sources in precise-time, inspecting patterns in the statistics to advocate enhance availability, utilization and efficiency.

via a sequence of IBM Design pondering workshops, IBM and Sandvik will labor with customers to enhance a framework to shape offerings around facts pushed productivity and predictive renovation. the expend of the Watson IoT know-how, Sandvik and IBM hold jointly created a platform capable of comply with the stringent reliability and protection requirements of mining operations. Predictive upkeep expertise leveraging IoT sensor facts has also been brought as partake of this platform.

OptiMine Analytics will also be used by Vedanta Zinc foreign’s Black Mountain Mining (BMM) operations in South Africa’s Northern Cape Province, to accelerate up data-driven operations for safeguard, effectivity and productivity for vehicles, loaders and drills. additionally, Hindustan Zinc, one of the most world’s largest integrated producers of zinc, lead and silver has tapped Sandvik to implement an significant digital transformation at its Sindesar Khurd Mine, India, to get sure any required infrastructure and platforms can obtain world-class mining safeguard, effectivity and productivity.

supply : Strategic analysis Institute, SteelGuru


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Cadence Design Systems Management Discusses Q4 2012 Results - Earnings call Transcript | killexams.com actual questions and Pass4sure dumps

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THE unusual WORKER ELITE Technicians are taking on a bigger role and commanding unusual respect as the core employees of the Information Age. | killexams.com actual questions and Pass4sure dumps

(FORTUNE Magazine) – Chances are pretty profitable that Beth Malloy will play a major role in making a scientific discovery that may one day reclaim your life. A laboratory technician on the cardiovascular research team at Genentech, the biotechnology company in South San Francisco, Malloy, 35, isolates and analyzes rare proteins organize in plasma, the substances that when cloned shape the structure blocks of biotech drugs. A decade ago the mastery of such esoteric procedures was the province of Nobel laureates. Now, Malloy, a chemist with a master's degree from San Francisco status University, and many of Genentech's 369 other science technologists discharge these miracles routinely. She and her colleagues are but a diminutive partake of the great and rapidly growing population of technicians -- a unusual worker elite who are transforming the American labor obligate and potentially every organization that employs them. As the farm hand was to the agrarian economy of a century ago and the machine operator was to the electromechanical industrial era of recent decades, the technician is becoming the core employee of the digital Information Age. The trend reflects what Stephen R. Barley, an ethnographer at Stanford University's school of engineering, describes as the "technization" of American labor. The sheer growth in the number of technicians and the diversity of occupations they hold bespeak a profound change in their weight to companies that hope to survive and thrive in an era of epochal change. Since 1950 the number of technical workers has increased nearly 300% -- triple the growth rate for the labor obligate as a gross -- to some 20 million. With one out of every four unusual jobs going to a technical worker, the Bureau of Labor Statistics (BLS) forecasts that this army of techno-competents -- already the largest broad occupational category in the U.S. -- will delineate a fifth of total employment within a decade (see chart). The convergence of two great forces are giving technicians unusual importance. First, increasingly powerful, versatile, and user-friendly unusual technologies -- from the software that electronics technicians expend to test printed circuitboards to the automated protein analyzers Beth Malloy programs to rush experiments -- are eliminating the exigency for workers to discharge many time- consuming routine tasks, the donkey labor of the advanced industrial age. Thus they are freed to tackle more challenging activities that require judgment and skills. Second, as more companies depend on technology to aid eradicate character defects, accelerate up product development, and help customer service, technicians become the front-line workers they depend on. So thoroughly has technology suffused the workplace that technical workers are ascend to emerge from the virtually invisible middling stratum they've traditionally occupied. No longer are they mere subordinates to managers and just a notch above the less-skilled blue- and pink-collar masses. As corporate hierarchies collapse and the boundaries between organizations dissolve, employers are ascend to gain a unusual appreciation for the labor technicians accomplish -- and their insights into how it should be done. In the unusual economy, says Michael Arthur, a management professor at Suffolk University in Boston, it is competence rather than a district in a hierarchical pecking order that defines an employee's value: "Technical occupations are becoming the unusual anchor for people's careers." Who better for the smart employer to enlist in the endeavor to gain a competitive edge than those who actually man the equipment that will carry us into the future? Technical workers aid design, manufacture, and service the wondrous medical devices that allow hospital technologists to peer into the body's tissue. Engineering technicians test the integrity of materials used in the construction of bridges, buildings, and dams. They are the developers and caretakers of the computer and telecommunications networks that reserve your industry running, and they bow the dazzling computer-graphic presentations that aid your sales obligate land unusual customers. Technicians bring varying levels of formal education and credentials to their work. Many enter technical fields with no more than a elevated school diploma and a splash of training acquired on the job. Since the smaller armed forces of today no longer revolve out technicians in the numbers they did during the frosty War years, more aspiring technical workers are coming to these careers from a trade school or a community college. And an ever-increasing number of them hold a four-year university education or advanced degrees. According to projections made by BLS economist Kristina J. Shelley, the number of college graduates who win jobs in technical fields will grow by 75%, to 2.2 million, over the coming decade. To profit fully from the expanded opportunities open to them in the unusual economy requires that technical workers -- and the companies that employ them -- adopt a unusual mindset. Because many technicians enter the labor obligate as hourly employees, they too often view the labor they accomplish as a job instead of as the foundation of a career. The distinction is growing more critical. Jobholders, Suffolk University's Arthur explains, discharge a limited range of tasks within the context of a specific organization. Careerists, by contrast, define themselves by the cluster of skills they bring to their labor -- competencies that are transferable from employer to employer and which they can expand over the course of their working lives. They're ever on the prowl for the next exciting project to labor on. And companies that would harness their talents must learn unusual lessons of how to manage, motivate, and reward them accordingly.

-- Give your technical workers elbowroom to grow -- or someone else will. Richard Mixon, 41, is one of the unusual breed who is actively managing his career. A senior electronics engineering technician in the seismic testing division of the Western Atlas oil exploration company in Houston, Mixon early on made it his mission to hunt out jobs that would allow him to grow. "I wanted to hold a broad enough spectrum of skills to be able to proper into any technical environment," he says. The son of a construction worker, Richard studied electronics for two years at the University of Houston with the flush of working in the computer industry. Lacking the funds to continue his studies, however, he took a job with IBM ! repairing office equipment. The five years he spent as a service representative taught him valuable lessons in how to deal with customers, but it wasn't getting him any closer to his goal of working with engineers who design computer circuitboards. He left IBM, in 1978, to connect Texas Instruments, which hired him to repair integrated-circuit test systems. Inside a year, Mixon realized that without a four-year engineering degree his chances for advancement with TI were limited. But he could discern that printed-circuit technology was ascend to spread to many other industries besides computers -- and with it, his opportunities to win on more challenging projects. So when he learned about an opening for an electronics lab technician at Halliburton, an oil-field services company that was booming in the energy-short years of the early 1980s, he jumped. The shuffle exposed Mixon to the benevolent of labor he had been longing to do. Over the next nine years at Halliburton and, later at Schlumberger, which offered him both more money and more enchanting assignments, Mixon assisted electronics design engineers in developing circuitboards that would travel into the latest geologic data-acquisition equipment. Despite the challenge, after a while Mixon could discern no further career advancement awaiting him at Schlumberger, so he began to peruse for opportunities outside the company. A recruiter sounded him out about affecting to a bigger job with Western Atlas, and he grabbed the offer. In his current position, Mixon is helping to develop an electronic sensing system that will be used to locate oil. In addition to working on the design of unusual circuitry, he is the point man delegated to labor with manufacturing to bring the unusual gear quickly into production. And he's always on the lookout for unusual tasks to win on. Says Mixon: "It's better to query for forgiveness than for permission." Mixon's ultimate goal is to build on the broad technical groundwork by starting his own business.

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-- Technical workers are affecting from the back office to the customer interface. With the unusual corporate focus on customer satisfaction, companies love TIE Communications, a telecommunications equipment supplier with annual revenues of $110 million, are relying more heavily on their technicians. TIE hopes to win market partake from its scores of smaller rivals and crack unusual markets that the tall regional phone companies are leaving behind. But executives at TIE's headquarters in Overland Park, Kansas, realized that growth would not Come simply by pushing more hardware. They also needed to distinguish their company with superior customer service. Falling prices for telecom gear were bringing products love videoteleconferencing equipment and advanced multiplexers for data transmission within compass of the diminutive and midsize businesses that TIE targets. Problem was, the new, integrated black-box telephony is intimidatingly complex, some of it far beyond the servicing capabilities of many of TIE's 400 technicians. Says executive vice president Eric Carter: "Unless they did a better job of training them, their technicians would drive clients away." TIE set out to mold any of its technical service reps into, as Carter puts it, "ambassadors to the customers." The company contracted with the Corporate Educational Services division of DeVry Institute of Technology, a leading for- profit technical training academy that operates 13 schools throughout North America, to aid design a curriculum. In addition to providing its technicians with a hard grounding in how the tangled unusual circuitry and software work, TIE wanted the unusual courses to help their communications skills so that they could aid sell customers on unusual products and services. The training, which began eventual fall, brings groups of some 20 service reps from TIE's 58 district offices to Overland Park during the first two weeks of each month. TIE plans to cycle any of its technical workers through each of three progressively more advanced levels of training over the coming six years. An added profit of this instruction: By mingling with colleagues from different offices, the customer service techs swap war stories on problems they've encountered in the sphere and win hands-on solutions back to work. Technicians who hold been through the training's first facet are enthusiastic: Steve Barbier, 32, an eight-year TIE veteran in the St. Louis office, says the program "turned on major light bulbs." Barbier is a elevated school graduate who had worked his course up from the lowly $4.25-per-hour job of pulling cables to a skilled $16-an-hour position supervising unusual installations and more sophisticated equipment repair. But his limited understanding of the systems' inner workings made him reluctant to recommend to customers that they upgrade their networks with gear he was unsure he could service. That exigency of assurance is no longer an issue. Says Barbier: "Where I would once win five steps back to avoid a problem, I now win two steps forward with a unusual solution that helps the customer, TIE, and me."

-- Today's technicians are tomorrow's executives. Some organizations are starting to get the mastery of a technical speciality the prerequisite for career growth. At Union Pacific, for example, any unusual employees who aspire to a management position must first become a "data integrity analyst." Why the hurdle? Union Pacific carries 13,000 shipments a day on 700 trains running on 19,000 miles of track. Coordinating that massive traffic flow poses a huge data management challenge, one that required a unusual approach to the rail business. Says national customer services vice president Jim Damman: "We saw that the company's future growth would depend more on the capacity of their managers to be masters of technical data rather than overseers of the hourly workers." Since 1986, Union Pacific has been replacing the paper mountain of shipping orders, bills of lading, and invoices it once swapped with its customers and their shipping agents with a computerized electronic data interchange (EDI) system it has developed. Now, some two-thirds of any the railroad's client communications -- up from just 3% eight years ago -- are managed via EDI from a unique customer-service focus in St. Louis rather than through the 40 offices that formerly handled the unwieldy paper flow. Empowered by EDI, the data integrity analysts reserve tabs on any of the customers' contacts with the railroad. They create particular electronic profiles for each shipper that permit the customer service representatives to facilitate order taking or resolve questions. They also provide the information that dispatchers in Omaha expend to track shipments and that clerks in accounting depend on for accurate billing information. Just as valuable as the huge improvement in efficiency that EDI has wrought (employee productivity at the St. Louis focus is up 300% since 1986) are the fabulously rich strategic uses Union Pacific can get of the amassed data. The railroad's goal is to mine that treasure-trove to be able to present customers higher value-added services tailored to their needs. Thus, veterans of the data integrity job, love Robyn Bohnert, are promoted to the more advanced technical roles of finding ways to organize the data for unusual industry uses. Hired as a customer service representative in 1990, Bohnert, now 26, spent two years as a data integrity analyst. eventual February she advanced to a position as project manager for unusual systems development, which pays her some $35,000 a year. Her job draws heavily not only on her technological skills but also on her knowledge of marketing. She uses the EDI customer profiles to build unusual databases that might, say, aid a team that works with grain commodity shippers uncover evolving patterns in their usage of the railroad's services and sell them on unusual ones. She has also build her technical talent to expend in helping Union Pacific help its own performance, extracting from the databases she's created the sources of customer problems and how much it cost the railroad to address them. Says Bohnert: "We're just ascend to scratch the surface of the improvements that a technical analysis of the data will reveal."

-- Technical workers revolve black-box technology into productivity gains. Long the jealously guarded privilege of management, access to information virtually defined power and status in the traditional corporate bureaucracy. But with the advent of networked computing, it is quick becoming the common wealth of every employee. Stephen Kellogg, the computer system administrator for an Atlanta engineering and architecture hard called Armour Cape & Pond (AC&P), plays midwife to that revolutionary change. Hired into the newly created position eventual October, Kellogg, 26, is responsible for the hardware and software that together get up AC&P's electronic umbilical cord to the 60 architects, drafters, and sales and administrative advocate staff in Atlanta and Washington. The job demands complete expend of the programming, systems-analysis, and electronics-maintenance skills he acquired in the Coast Guard and later developed at a technical institute. Keeping the system running and handholding the firm's neophyte computer users would be job enough to win Kellogg his $30,000 annual compensation. But he must also reserve data affecting smoothly among the AC&P's computer workstations, allowing drafters to translate architect's concepts into full-scale renderings and keeping track of their frequent design changes. The network must also accommodate the sales obligate and allow the folks in accounting to track invoices, payments, and payrolls. Says Kellogg: "The payoff from the unusual technology comes when the gross organization applies its power to labor in dramatically unusual ways." Kellogg is the one who makes sure that AC&P capitalizes fully on technological advances. To that end, he has formed a power-users' group, a | committee made up of staffers who are masters of the intricacies of the system. He calls on them to lead monthly training sessions open to any employees to quicken the spread of the best practices throughout the firm. Kellogg is also busily scouting out the newest hardware and applications software that will reserve his hard on the cutting edge of technology. So significant accomplish AC&P partners discern that job that they now include Kellogg in any their weekly meetings. "I discern no restrict to the potential growth of my role," he says.

-- The payoff from technical training is big. Automation of manufacturing has been a job killer for tens of thousands of semi-skilled industrial workers. But for factory technicians who know how to operate the new, computer- controlled production equipment, career opportunities hold seldom been better. That's because, as Tom Blunt, a manufacturing consultant from Louisville, puts it: "Employers who automate but win people out of the process are lobotomizing their factories. A human is the cheapest, lightest, totally elastic and reprogrammable machine money can buy." Rockwell International's Allen-Bradley unit, a maker of industrial automation equipment since 1903, is getting more than its money's worth from the 140 technicians who operate its unusual Electronic Manufacturing Strategy (EMS) production lines. Through the late 1980s, most of the machine tools the company built lacked the smart internal controls that customers wanted. Unless it could leapfrog the competition by structure in-house the specialized circuitboards its products lacked, the company would continue to lose market partake to nimbler foreign companies. The challenge Allen-Bradley set for itself in developing EMS was formidable. The company offers 50 different product lines, and each would require several different boards of varying size and configuration. No company had ever produced so great a fuse of such complicated componentry in the low volumes needed to customize each finished product to customer specifications. EMS, which went on-line in 1990, met the exacting criteria. But what unusual benevolent of worker would it win to travel mano a machino with the fearsomely efficient equipment? Answer: one with technical skills unlike any Allen-Bradley had required of its factory hands in the past. Most of the company's hourly production workers assembled simple electrical switches and relays, a repetitive job that required an iron butt to sit at a workbench for eight hours a day but microscopic thinking. Working in EMS would be another legend entirely. It demands that the specialist understand how the process operates in its entirety and be able to intervene whenever misfortune arises. "Technicians are the doctors of the system," says Larry Yost, the senior vice president for the operations group that developed EMS. "They hold to be able to respond to the countless ways the equipment can misalign components or encounter programming glitches." Rather than recruit these specialists from outside, Allen-Bradley decided to retrain volunteers from within its production ranks in the unusual technical skills. For Larry Hanson, 51, who joined the company out of elevated school in 1961 as an assembler, the unusual occasion was a godsend. For years Hanson hungered to elude the tedium of his factory job, but with a growing family to advocate he couldn't afford to give up the job he had and shuffle to another company. Hanson had applied for other technical manufacturing openings within Allen- Bradley but was passed up because he lacked the requisite skills. To remedy this deficiency and help his chances of being accepted into EMS, he enrolled in computer programming courses at a local college. "There was nothing I liked about my job apart from my paycheck. I wasn't going to let anything stand in my course of joining this project," he says. Together with the other volunteers chosen for EMS, Hanson learned on the job how to sequence the flow of circuitboards through the system, spot potential defects in the spacing of components packed as proximate as 0.02-inch apart, and eradicate the bottlenecks that could gradual production. They also spent two days a week after- hours for two years studying college-level algebra and trigonometry, computer programming, and principles of solid-state electronics manufacturing -- a curriculum developed and taught by the nearby Milwaukee School of Engineering and paid for by Allen-Bradley. The training is now continuing in a second two-year program with courses in cost accounting, industry strategy, and team-building skills. Says technician Hanson of his unusual role: "My job is fascinating. There's not a day that doesn't cruise by."

-- Technical workers require recognition. As with most people who win pride in their work, technical specialists value recognition nearly as much as profitable pay. And today they hold more options to obtain both. Office equipment repair technicians, nurses who provide home health custody services, and computer-aided lifelike artists and drafters, among many others, are discovering unusual outlets of career satisfaction by taking jobs in smaller companies whose principal industry is to provide technical services. Rather than toil unappreciated for employers who fail to acknowledge the contribution they make, they are enjoying both the occasion to stretch their abilities and the rewards that Come with it in specialized firms. Dixie Williams, a paralegal by training, has accelerated her career from a stall to the quick track by making such a shuffle to a litigation advocate services hard in Houston called Looney & Co. A 29-year-old Dallas autochthonous with the energy of a Texas twister, Williams is a college graduate who earned her paralegal certification by attending school five hours a night, five nights a week, for seven months while holding a full-time day job. love most paralegals, she hired on with a law firm, in her case an $18,500 a year position -- the going rate in 1987 -- with a prominent Dallas practice. Not long into the job, however, Williams discovered the frustrations that Come with being a junior professional in an outfit rush by temperamental, big- ego attorneys. She expected to accomplish research, interviewing witnesses, drafting pleadings, or assisting at visitation as she was trained to do. Instead, her supervisor, whom Williams calls the "dungeon master," assigned her to a senior confederate who gave her stultifying tasks love summarizing depositions and indexing documents. More grating for her was watching the choicer assignments -- ones she felt qualified for -- travel to the firm's far-better-paid junior associates, the freshly minted law school graduates whom she derisively refers to as "baby attorneys." Williams's workload and esprit de corps improved dramatically after she successfully lobbied to be transferred to a job assisting another partner, who trusted her to win on a bigger role. She was given day-to-day oversight for some of the larger cases the confederate supervised but which required only occasional direct involvement by an attorney. She also took it upon herself to learn how to research cases using the unusual computers the hard began to acquire in the late 1980s. Her unusual expertise helped win a major lawsuit in 1991, and made her one of the firm's most sought-after paralegals. But by then she recognized her career ceiling at the hard would be too low to accommodate her tall ambitions. Though she had doubled her initial salary, she saw that pay for the most senior $ paralegals topped out at some $60,000 a year by the time they retired -- about what the "baby attorneys" made to start. Williams's tall rupture came when, in the course of assisting at a deposition, she met Richard Looney, then a court reporter. Looney, too, had seen the potential for applying to legal rehearse the power of computers and the optical scanner technology that converts text on paper documents into digital shape the computers can "read." Few law firms would be able to get adequate expend of the computer technology to warrant the expense of purchasing it. By acquiring the latest equipment and hiring paralegals to expend it to accomplish the research that supports the litigation of major cases, he figured that he would be able to sell his company's services directly to insurance companies and other major corporations keen to cleave their legal bills. Impressed with Dixie's computer know-how and paralegal skills, Looney hired her. Once aboard with Looney & Co. in 1992, nothing was going to hold Dixie back. She started in the Houston office, training other paralegals in the expend of the equipment and in the legal procedures to which it would be applied. Within a year, Looney made her the office manager and build her in charge of hiring any the paralegals -- who now total 30 -- to staff three other offices he had opened throughout Texas. Williams's career switch has not just freed her from the frustrations of dealing with curmudgeonly "dungeon masters." With Looney & Co. revenues growing by some 20% a year to $7.7 million in 1993, she expects that her earnings will soon leave those of the "baby attorneys" in the dust. The unusual power of the technical labor obligate is not only liberating employees from the monotony of the industrial age, but it is also providing companies with the know-how to alter their destiny -- to get competitive leaps, to rupture into unusual markets, and to present their employees wider horizons and far more occasion than any generation of workers has encountered before.

CHART: NOT AVAILABLE CREDIT: FORTUNE TABLE/SOURCE: BUREAU OF LABOR STATISTICS CAPTION: HOW THEY'RE GROWING Job growth for technicians will far outpace that for other workers over the coming decade, with paralegals and medical technicians setting the pace.


Low tech: feeble equipment, exigency of training hurts computer education in Utah | killexams.com actual questions and Pass4sure dumps

Three Guadalupe Schools kindergartners wiggle in seats before a new, donated IBM computer, squealing at dancing birds, bells and whistles activated with the finger of the screen.

Welcome to basic math in the computer age. It's a far bellow from the slip rule and certainly more fun than drills, thanks to state-of-the-art technology making its course into some Utah schools.But there's just not much multimedia technology in classrooms, not many teachers trained to marry it with lessons or, as has been Guadalupe's case, no one to assemble donated hardware.

"If you don't hold anyone around to check any this stuff out, it's worthless," said Mary House, a Guadalupe kindergarten teacher, her foot nudging a box filled with donated gadgets. "And I disapprove to drawl that."

Utah schools pan a challenge. Their computers are ancient or aging, but the status doesn't earmark much money for unusual computers. Instead, most funds are spent on maintenance, status technology specialist Vicky Dahn says. And considering Utah spends the least per student in the nation, despite its elevated tax burden, creativity will be key to securing funds.

"We've got to anywise motif out a course (to fund education technology) because the Legislature is not going to Come up with a huge pool of money, and the governor is epigram they can't reserve looking to the Legislature," Dahn said. "It's not a sunless cloud hovering over us here. It just could be better if they could obtain more technology in the classroom."

Technology in academics

The 50 states eventual year gave $1.7 billion to education technology, and recent studies demonstrate the investment is sound.

Nearly 80 percent of American educators polled said education technology boosts achievement and equalizes opportunities for at-risk students, according to a survey released Tuesday by the American Association of School Administrators and the Lightspan Partnership.

Forty-two percent of those surveyed cited improved mastery of content by using technology, 60 percent said student motivation increased, and 86 percent said technology boosts parental involvement, perhaps via e-mail, voice messaging and kid-designed Web sites posted by many schools, including those in Utah.

More than 800 U.S. educators were interviewed for the Global Strategy Group survey, which has a plus or minus 4.38 percent error margin.

Technology is focus stage in Marilyn Runolfson's classroom for children with learning or physical disabilities.

"It provides enchanting ways for students to learn independently . . . gives them a practical application and helps kids with disabilities in motor-skills coordination," said Runolfson, who teaches first, third and sixth grades at Lomond View Elementary in the Weber School District. "If you hold cerebral palsy, it's hard to pick up a pencil and express yourself."

The Utah Schools for the Deaf and the Blind expend learning devices, ranging from talking software to Braille printers.

Technology is "a very integral partake of the educational process," said Sophia Wilding, a Utah Schools for the Deaf kindergarten teacher and former technology specialist. "Impaired students couldn't obtain by without it. If their students don't learn about this stuff, they really are left in the sunless ages."

The identical goes for any students, education officials say.

A study released eventual month with Education Week's "Technology Counts" report shows scores on the National Assessment for Educational Progress, a test taken by Utah students, rose when students performed application-oriented tasks, rather than drills, on computers.

But to profit from technology, students exigency teachers who know how to expend it.

Quality Education Data, a research firm, states that more than half the nation's teachers don't know how to expend technology. A 1997 National focus for Education Statistics study shows just one-fifth of teachers used advanced telecommunications in their lessons, prompting the Office of Educational Research and Improvement to present grants to enhance teacher training.

Training teachers

Bryan Call, a 1998 graduate of Jordan elevated School, is a technological wizard. He won this year's prestigious Sterling Scholar Award in technology. He knows what computers can accomplish and has seen first-hand the exigency for trained teachers.

"Jordan elevated has a lot of profitable technology . . . but I didn't feel it was being used to its fullest potential," call said. "This is lawful with, I think, every elevated school."

Technology wasn't widely used when pre-Generation Xers went to school. So, technology can be a foreign frontier to some teachers. Using technology is love learning to play the piano - you hold to be able to accomplish more than just pick out a tune before teaching others to play.

"I deem it takes awhile for teachers to obtain really involved in technology and expend it in the curriculum," said Cindy Wilkins, who teaches grades three through six and technology to any grades at Hanksville Elementary School in the Wayne School District. "It's a tall change from textbooks, a unusual learning style."

Most school districts aggressively present technology training to teachers. But it's optional. Teachers may be more inclined to elect computer training, however, if lawmakers ratify a proposed 1999 bill that requires professional development for teachers, status Associate Superintendent Steve Laing said.

Meanwhile, districts are seeing more teachers interested in using computers in lessons.

"I hold some teachers where (technology) literally has rejuvenated them," said Lesley McLaughlin, supervisor of library media/technology in the Salt Lake City School District. "Rather than retiring, it's given them something else to peruse at."

Consider the Davis School District. Its Technology Advancement strategy (TAP) brings teachers and staff in droves to computer training labs, says J. Dale Christensen, district administrator of advocate services who is helping to implement TAP.

All Davis schools hold applied for $15,000 basic strategy grants, available status funds and a piece of nearly $2 million in competitive grants.

"I've never seen a group of employees so excited about one project as long as I've been in the business," said Christensen, a 30-year educator. "This is probably the highlight of my career, to discern a shuffle to progressively add to educational offerings and a implement teachers really can expend to assist them."

Since fall, 26 school technology specialists hold provided technical support, staff training and diminutive repairs for school computers. There is about one specialist per elevated school, one for every two junior highs and one to every three or four elementary schools.

The district also is poised to hire three "customer service representatives" who will retort technical questions about anything from software to telecommunications from a district central-help desk.

That's key in delivering technology to the students, recent elevated school graduate call says. But schools hold to compete with the professional world's salaries to reserve technicians around. Often, techs leave for better-paying jobs as soon as they're trained, McLaughlin added.

Other districts incorporate technology training for teachers. Granite School District introduces teachers to basic computer use, then follows up with a four-day "Teaming With Technology" session on multimedia computers, printers, scanners, video equipment, digital cameras, video players and various software programs.

The program's ultimate reward: Each team of four teachers takes a computer system back to school. The fresh enthusiasm of program graduates spreads through the school to administrators and students, said district instructional technology specialist Rick Gais-ford.

"For the most part, it really has made a difference, not only in the course teachers train but in bringing a core vision to the school. And that's what they hoped would happen," said Gaisford, adding applications for the program poured in this year. More than 45 teams applied eventual year.

To the south, in Jordan School District, teachers can attend "demonstration classrooms" designed to integrate technology in the curriculum. The district also conducts technology training sessions almost weekly.

Technological needs

Yet training is for naught without technology.

"We exigency to obtain more classroom technology, multimedia capable, Internet-capable classroom technology . . . in the classroom where the teaching and learning happens," Dahn said.

Yet, she acknowledges, that's a tall order.

The Utah Legislature eventual year allotted $24 million for education technology initiatives, about $5.5 million of which went toward unusual hardware, $8.5 million for maintenance and $10 million for Internet implementation and the Utah Education Network, which uses satellite and Internet links to deliver curricula to pastoral students.

Nearly any Utah schools hold Internet access. Schools fair one computer per every seven students, Dahn said. But with multi-media computers, Utah is eventual in the nation, possessing a 24-1 student-computer ratio, the Education Week report states.

That's because the technological groundwork in Utah schools dates back to 1990, eons ago in the ever-changing technological world. That's when the Utah Legislature slapped down its first $15 million for education technology, Dahn said. Some schools are working to facet out their 1980 computers, which cannot advocate the Internet or cutting-edge software but are excellent for teaching basic computer and keyboarding skills.

"It's so outdated," student teacher Jeanie Papiernik said of the school computer focus at Bunderson Elementary School in the Box Elder School District. "I've never seen anyone expend it."

The culprit, Papiernik says, is outdated technology and the course unusual computers are handed out. Often the warm unusual stuff goes to elevated schools rather than elementary schools, where, she says, the skills exigency to be learned. "We're getting any the hand-me-down equipment."

Districts accomplish try to build the unusual technology in the classrooms, although some are more successful than others. The 25,000-student Salt Lake City School District has about 4,500 computers, some 60 percent of which are multimedia capable, McLaughlin said. The district also posts curriculum-applicable Web sites on its home page as a resource for teachers.

In Jordan District - the state's largest school district - about 7 percent of its some 15,000 school computers hold Pentium processors, said information systems director Cindy Nagasawa-Cruz.

About 2,650 of Granite School District's 13,550 school computers, or 19.5 percent, hold Pentium processors, said Jim Henderson, director of instructional technology at the Granite School District.

Computers without multimedia capabilities can link to the Internet, though access is not as quick. EDNET is there to bring additional curricula. And Utah Collections, a CD-ROM multimedia encyclopedia, also is available online at (www.uen.org/ucme) through the Utah Education Network, increasing its availability to more schoolchildren. Still, sound cards are required to access sound and other enhancements.

"Are they where they want to be? No. But with technology, I don't deem you ever really obtain there," Henderson said.

That statement resonates amid rapid technological advancement and other demands for limited status funds, of which public education received $2 billion eventual year.

Getting greenbacks

"(Supplemental) funding for education is not going to be as easily organize as in the past because (state budget) surpluses are becoming smaller," said Rep. Sheryl Allen, R-Bountiful.

So, creativity becomes the title of the money game.

For its Technology Advancement Plan, Davis District's budget allots $3 million in capital and bond money for computer placements and upgrades. Voted-leeway funds pay for 26 school technology specialists.

Voters in the Alpine District approved boosting property taxes to collect $3.4 million needed to enhance technology in the district's 53 schools. Before the tax increase, schools relied on bake sales and fund-raising dinners for unusual computers and upgrades in the school's outdated labs, described as at juncture levels by district officials.

Alpine District also plans to expend $390,000 for Internet service and an inter-school connection; $350,000 is budgeted for teacher training.

Grants also aid schools obtain computers. The 37-student Hanksville Elementary received 20 unusual computers under a $65,000 technology literacy challenge grant.

The Salt Lake City School District has received two $100,000 federal grants to train one teacher and two students from schools with elevated concentrations of at-risk students to expend technology in the classroom. The trio then tutors others in their new-found skills.

The Legislature also is lending a hand. The Computers for Schools program, kicked off eventual month, allows prison inmates to refurbish community-donated hardware, which schools can buy for $100. Dahn says any machines will be multimedia capable.

The program, which received $500,000 in the eventual Legislature and plans to annually deliver some 3,000 computers to schools, came in a bill sponsored by Allen and Sen. Howard Stephenson, R-Draper.

Some educators call the program a mere drop in the bucket. But that's any it's intended to be, Allen said. The program also will re-appear in a bill in the next Legislature, with some revisions that will allow schools to specify needs, such as CD-ROMs, by paying more.

Allen says the program can stretch dollars, as can lower prices of technology.

Still, lawmakers annually deem plenty of budget requests from public education, from class-size reduction in a status with the nation's second-largest student-teacher ratio (nearly 24-1) to up-to-date books.

"There is no unique retort out there to improving education excellence, just love there is not a unique retort to welfare (reform)," Allen said. "(Technology) is an essential partake of the equation but not the answer."



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ECDL [1 Certification Exam(s) ]
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LSI [3 Certification Exam(s) ]
Magento [3 Certification Exam(s) ]
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Microsoft [375 Certification Exam(s) ]
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Military [1 Certification Exam(s) ]
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Motorola [7 Certification Exam(s) ]
mySQL [4 Certification Exam(s) ]
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NCIDQ [1 Certification Exam(s) ]
NCLEX [2 Certification Exam(s) ]
Network-General [12 Certification Exam(s) ]
NetworkAppliance [39 Certification Exam(s) ]
NI [1 Certification Exam(s) ]
NIELIT [1 Certification Exam(s) ]
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Oracle [282 Certification Exam(s) ]
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Palo-Alto [4 Certification Exam(s) ]
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PayPal [1 Certification Exam(s) ]
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Polycom [2 Certification Exam(s) ]
PostgreSQL-CE [1 Certification Exam(s) ]
Prince2 [6 Certification Exam(s) ]
PRMIA [1 Certification Exam(s) ]
PsychCorp [1 Certification Exam(s) ]
PTCB [2 Certification Exam(s) ]
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QlikView [1 Certification Exam(s) ]
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Real-Estate [1 Certification Exam(s) ]
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Salesforce [5 Certification Exam(s) ]
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SASInstitute [15 Certification Exam(s) ]
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Social-Work-Board [4 Certification Exam(s) ]
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Teacher-Certification [4 Certification Exam(s) ]
The-Open-Group [8 Certification Exam(s) ]
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Trainers [3 Certification Exam(s) ]
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TruSecure [1 Certification Exam(s) ]
USMLE [1 Certification Exam(s) ]
VCE [6 Certification Exam(s) ]
Veeam [2 Certification Exam(s) ]
Veritas [33 Certification Exam(s) ]
Vmware [58 Certification Exam(s) ]
Wonderlic [2 Certification Exam(s) ]
Worldatwork [2 Certification Exam(s) ]
XML-Master [3 Certification Exam(s) ]
Zend [6 Certification Exam(s) ]





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