Archive for the ‘Technology’ Category

Selecting an Assessment Tool – 5 Business Principles Vital to Your Success

December 12, 2015

Executive Summary

The goal within most
organizations is to hire a happy, productive workforce that stays on the
job longer and produces more. That simple mission is often very hard to
execute without an HR tool that is proven to predict a candidate’s
on-the-job performance and tenure. Volumes of research show that an
assessment technology-when positioned and deployed correctly-will reduce
turnover and improve productivity while creating a reservoir of
objective performance data designed to identify prospective employees
who are good fits in specific job roles.

To fulfill the mission of
hiring a productive workforce that stays on the job longer and produces
more, assessment technology has become a mission critical component for
organizations. With the right assessment technology, your company
should have the means to identify, develop, and retain a highly
productive workforce, which is one of the vital ingredients to business
success.

I want to share with you lessons I’ve learned over the
last decade on how to most effectively select, deploy, and study the
effectiveness of an assessment technology solution. Equipped with these
five principles, you possess the fundamental components that must be
top-of-mind when purchasing an assessment technology solution.

The Principles

Principle #1: An assessment technology should be…

Proven to predict employee performance.

Assessment
technologies are designed to assist organizations in identifying
candidates who will be successful on the job. To determine which
assessment can best meet your organization’s needs, you must be
convinced of the system’s ability to predict performance. From an
objective, scientific perspective, performance predictability of an
assessment solution is most often documented through two concepts:
reliability and validity.

Reliability-Only Part of the Equation

I
met a good friend of mine at a golf course in West Texas many years
ago. Our plan was to enjoy a round or two and catch up on old times.
However, due to a high volume of golfers waiting in line, the course
officials paired us up with two “local boys” (that’s a Texanism for two
grown men you don’t know).

I was the last to tee off after
watching my friend and the two local boys really set the pace by
crushing their drives. Embarrassingly, I “topped” the ball, meaning I
barely caught enough of the ball to send it gently skipping down the
middle of the fairway about fifty yards from the tee box.

As golf
etiquette would have it, the player furthest from the hole must hit the
next stroke. As I took a couple of practice swings, I noticed the two
local boys waiting in front and just to the right of my position on the
fairway.

In a neighborly fashion, I called out, “Hey, you boys
might want to move. I have a nasty slice.” (My ball always curls off to
the right.) One of the two nonchalantly called back, “Aw, don’t worry,
you won’t hit us!” Not wanting to disrupt the flow of the game, I warily
continued to line up my shot. I tightened my grip on the club, took one
more practice swing, and then let it rip.

It really was a
beautiful shot-featuring my standard beautiful slice in all its glory.
The ball curved so fast I did not have time to yell “fore.” Before I
knew it, the ball whistled straight at the local boys and struck one
with a loud thud! (I suppose he was fortunate-the ball struck that
padded area between the hamstrings and the lower back.) The golfer with
the smarting backside shrieked so loudly that everyone on the course
felt his pain.

The ever-present slice in my golf swing provides
the perfect illustration of the concept of reliability in an assessment
technology.

In golf, I reliably slice the ball to the right side
of the course every time; you can count on it, and, unfortunately, the
local boys did not heed the warning. To relate this to assessment terms,
anytime you assess someone, you want to receive a reliable result. The
reliability of an assessment focuses on the consistency of the
responses, but not the accuracy. In practical terms, an assessment that
asks several similar questions-using slightly different words-would
yield similar answers. Put another way, if a person took an assessment,
then took it again later, the results should be very similar. By
contrast, if you receive a wide variety of responses, you would likely
determine that the measure is not reliable.

The statistical
reliability of an assessment is measured in several different ways. It
would take a lengthy white paper to cover this topic to my satisfaction,
but, in simple terms, a rule of thumb for a behavioral assessment
instrument is to achieve reliability of.7 to.8. This range will vary due
to the type of assessment that was used. I would encourage you to not
only ask about the reliability of any assessment technology, but also
the background data that defines how that number was generated.

It
is important to remember that reliability is only part of the equation.
Without validity, you will not have a full picture of the assessment’s
effectiveness. For example, to better understand the actual success of
my golf game (or lack thereof), we need to analyze my validity to
determine how accurately I can hit the ball in the hole. (At least I am
reliable…one out of two isn’t bad.)

Validity-Does the Assessment Work?

Validity
answers a very different question. Does it work? In the game of golf,
the number of strokes to complete a round of golf provides a validity
estimate of a player’s golfing abilities. It is important to understand
that one round of golf at one golf course does not provide an accurate
representation of one’s golfing ability. Golfers attain different scores
depending on the course played, weather, type of course, difficulty of
the course, the number of holes played, the number of strokes required
to make par, etc. It is not one round, but the body of evidence
collected over time that provides the validity of a player’s golf game.

This
concept translates nicely to assessment validity. When evaluating the
validity of an assessment technology, you should focus your evaluation
efforts on the volume of studies, types of roles, and the sample sizes
of the various studies. Generally, assessments should deliver a validity
coefficient in the neighborhood of.2 to.4. Like reliability, but even
more so, the range of the validity coefficient may vary due to the
context of the study, sample sizes, length of study, etc. Dig into the
reported validity coefficient as well as the supporting documentation
that details the study process.

Collectively, discussions around
reliability and validity should provide you with the confidence you need
to narrow the choices of possible assessment technologies for your
organization.

Principle #2: An assessment technology should be…

The catalyst to continuous workforce improvement.

To
stay competitive, every company should desire to see continuous
improvement in the workforce. The advantages that an organization gains
through the pursuit of continuous improvement are numerous: more
productive workers, better process efficiencies, lower overall expenses,
and higher revenues, to name a few. The key to that kind of
long-lasting improvement lies in bettering the performance of every
member of the organization. After all, individuals make up teams, teams
make up departments, departments comprise company divisions, and
divisions form corporations. Individual performers are the building
blocks of the entire structure.

Often the key role that individual performers play in creating a culture of continuous improvement is overlooked.

Traditionally,
companies are very good at monitoring and tracking performance of the
masses at the company, regional, and group levels. However, those same
organizations often miss the mark when it comes to tracking and
monitoring performance at the individual level. Without solid tracking
of individual job performance, companies are unable to evaluate
performance on the front lines where it actually occurs: at the
individual level.

As part of your evaluation of assessment
technologies, look for processes that rely heavily, if not solely, on
objective performance metrics to document the effectiveness of
individuals in the workforce. Individual performance numbers will not
only define “success” in your company and culture, but also serve to
link behaviors to performance when a behavioral assessment tool is
introduced into the hiring procedure.

This is how your assessment
technology can become the catalyst for continuous workforce improvement.
If positioned properly, the assessment software will be a crucial
collection point of individual behaviors-and related performance
metrics-that dictate what great performers look like in specific jobs.

To
derive the best results from an assessment technology, it is important
to understand performance in terms of data at the individual level.
Understanding individual performance will provide you with a clear
performance picture surrounding the objectives and desired outcomes for a
position. The clearer the performance picture, the more equipped you
are to accurately capture the behaviors and skills needed for success.

By
installing an assessment technology, your organization’s maintenance
will include reevaluating the clarity of performance data on a continual
basis in order to improve the behavioral/skill capture. In this
process, it is commonplace for companies to focus on higher quality
individual performance metrics to better leverage their assessment
technology. This effect will automatically raise the bar in terms of
selection, training, development, and employee productivity across any
position where an assessment technology is deployed.

In summary,
focusing on detailed, objective performance data collection methods will
inevitably lead to a better capture of behaviors and skills. A better
data capture through an assessment technology leads to the accumulation
of workers who are more aligned with desired business performance goals.
Eventually, one component improves the other, fueling an ongoing cycle
of continuous improvement.]

Principle #3: An assessment technology should be…

Focused on fit; more is not always best.

Have
you heard the saying, “More is better”? In the game of golf, you have a
variety of golf clubs designed for different situations. Some clubs are
for driving the ball great distances down the fairway, while other
clubs are used for shorter shots such as chipping or putting. Imagine
how your golf game would suffer if you believed that the bigger club was
always better. On a par three hole, you may overshoot the green with
one swing. Even worse, once you make it to the green, you will struggle
putting the ball in the hole using your driver. At that point, the
bigger club actually hurts your ability to maneuver the ball where you
want it to go, which is in the hole. By that logic, more is not always
better.

The same concept applies when it comes to using an
assessment. Typically, assessments measure a collection of
characteristics (referred to as factors, dimensions, etc.). Many people
assume-incorrectly- that it is always better to be on the higher side of
a characteristic (the More is Better Syndrome).

Let’s consider
the implications of this thought process. Is being smarter always
better? What about filling a mundane job vacancy? How long would a
brilliant person stay in a non-thinking, repetitive job? Is being highly
sociable a great characteristic for every job? Consider an isolated
role where interaction with others is detrimental to good performance.
Would a person who thrives on socializing enjoy, or be driven to
success, in this type of role?

Of course, I’m exaggerating these
scenarios to drive home the point: it is important to avoid the mistake
of assuming more is always better. The key to fully utilizing the power
of the assessment is to find just the right amount of many
characteristics to predict future success in a specific role.

By
fine-tuning the subtle shades of each assessment characteristic to best
describe your strongest performers, you will be better equipped to
maximize the predictive power of your assessment tool. Again, great
caution should be taken if your objective is to only use assessment
characteristics in the context of “more is better.” That method of
evaluation often leads to selection tactics based on incorrect
assumptions. Additionally, you will effectively dismiss a large amount
of hidden insight that will increase your predictive power to identify
your future top performers who will stay in position longer.

Keep
in mind that most assessment technologies are built according to the
assumption that more is better. Your evaluation of assessment
technologies should only include systems that measure a large group of
behavioral characteristics; moreover, the system must offer flexibility
in specifying the optimal amount of each characteristic an ideal
candidate would possess to succeed in the target job.

Principle #4: An assessment technology should be…

More than just a score.

When
selecting an assessment technology, it is important that the usefulness
of the assessment goes far beyond a simple score or rating of the
candidate. Overall scores are helpful when sorting and sifting
candidates and narrowing the field, but the real value comes when you
dig deeper and fully leverage all the rich information gathered from the
assessment. Specifically, you should be able to apply the assessment
information to areas such as enhancing the interview, on-boarding,
determining future career paths, and developing employees over the long
term.

Enhanced Interviews

Beyond providing a
score, information gained from the assessment should improve your
interview process. A quality assessment can effectively produce targeted
interview questions designed to facilitate discussion around the
specifics of a position. These targeted interview questions also provide
a means to ensure consistency in your interviewing process regardless
of the size or geography of your organization. Additionally, by using
the targeted interview questions, you will maximize your time with the
candidate. At a minimum, you will have a better understanding of the
strengths and opportunities revealed by the assessment in relation to a
specific position.

On-Boarding

On-boarding
is the process of getting a new hire officially authorized for his or
her first day on the job. This hiring phase includes the completion of
various governmental and proprietary forms, plus any other paperwork
required by the hiring company. To expedite this procedure, an
assessment technology will typically be integrated with the company’s
Human Resource Information System (HRIS) to pass on all relevant data
previously collected on the candidate. In essence, the assessment
platform should “fill in the blanks” required on electronic forms in the
HRIS database through a transfer of information from the candidate’s
original application. Without this integration (more on integrations in
the next section), on-boarding remains a manual process and any
potential efficiencies that could be driven from the assessment
technology are negated. Direct your evaluation of assessment
technologies to only those systems with proven integration success with
common HRIS technologies.

Career Pathing

Future career
paths are another area where an assessment technology should allow you
to go beyond a score. In companies with an eye to the future, the
selection strategy is to hire not only for the immediate need, but also
determine each employee’s viability for future positions. For example,
if you are tasked with hiring an assistant manager, you may also be
interested in a candidate’s potential to be a manager at some point down
the road. Your assessment technology should provide you with the
insight to understand and evaluate the potential for candidates to move
into other positions, and not just the job for which they applied.

Employee Coaching and Development

Companies
are often asked to do more work with fewer people on the payroll.
Therefore, coaching and employee development programs have become an
area of emphasis in most organizations. Consider future coaching tools
as an integral part of the assessment technology purchase. The
assessment process captures a wealth of data, which should be used
throughout the life cycle of an employee. By scientifically examining
the relationships between performance data and assessment characteristic
scores, the assessment technology provides specific, detailed
developmental targets to support continued growth of the assessed
individual.

One of the biggest hindrances to creating a quality
coaching and development program is finding specific content
statistically related to performance on the job. Assessment technology
provides the perfect vehicle to supply accurate, job-related content for
training in the current position, as well as in future positions.

Principle #5: An assessment technology should be…

A tool that makes your organization better.

Although
this principle serves as number five, it fits the old adage, “Last but
not least.” Central to any new purchase or program decision is the need
to determine how your organization will ultimately define value. A great
approach to this question is to ask, “How will this assessment
technology make us better?” You will find that value comes in many
forms; each organization has a unique focus that is proven to breed
success. Three universal ways in which an assessment technology can
better an organization are:

  • Better processes.
  • Better retention.
  • Better performance.

Better Process

The primary function of an
assessment technology is to address the fundamental challenge of
identifying candidates who produce more and stay longer on the job. In
fulfilling that primary function, your assessment technology should not
hinder your overall HR process, but in fact should streamline the hiring
workflow. This is most often accomplished through integrations with
existing software systems designed to manage the flow of information as
candidates move from their initial applications to their first day on
the job.

The advent of applicant tracking software (ATS) allowed
companies to manage the data generated during the hiring process. ATS
tools-not to be confused with assessment technology-were designed only
to collect, organize, and move candidates through the HR process. In
other words, they simply manage bits of information. Some applicant
tracking tools provide a few features such as pre-screens or light
assessment functionality, but the central focus is on organizing
information. These features are handy, but secondary, to the primary
objective of hiring the right fit for the job.

To enjoy the
functionality of assessment technology and an ATS, one business option
is to select an assessment technology that can co-exist side by side
with an ATS. However, this arrangement isn’t a requirement. Quality
assessment technology now provides features to categorize and sort
people, collect resumes, store applications, provide detailed reports,
and do many other practical tasks to manage your peopleflow-the path
every candidate takes from the “Apply Now” portal to the final hire/no
hire decision. The focus must always be on selecting the right candidate
for the job, but be aware that an assessment technology may build in
enough information management features to ensure that your hiring
process is smooth, user friendly, and meets your peopleflow needs.

Assessment + ATS = Integration

If
your organization has determined to use, or is currently using, an
applicant tracking software, then you want to make sure that the
assessment technology has the ability to integrate with that specific
ATS. Integration is defined as the process of connecting two or more
technology solutions together to create a seamless flow of information
from one system to another. The seamless flow should be present for both
the applicant and the end-user. The objective of an integration is to
simplify and streamline the data collection and delivery process.

Integrations
are common in the marketplace today. Many systems such as tax credit,
background checks, performance management, applicant tracking, and
payroll or human resource information systems (HRIS) are connected
through a seamless integration. You should expect an assessment
technology to provide you with a history of integrations and examples of
current clients already using the assessment technology integrated with
another ATS or HRIS.

Better Retention

A
business objective that is directly addressed by an effective assessment
technology solution is improving employee retention. Excessive employee
turnover effects all organizations in the form of both direct and
indirect costs. Direct costs include the placement of job postings, plus
the labor hours devoted to screening and interviewing candidates. There
are many indirect costs to consider as well. A few examples are down
time in the vacant position, lost opportunities, overtime expenses for
others to cover job vacancies, not to mention the potential negative
effect on company morale.

Regardless of your current retention
issues, the stakes are high and worthy of careful consideration. Cash
America, an international financial services company that studied its
hire-termination trends over a two-year period, conservatively
calculated the direct and indirect costs for replacing a store manager
at $10,000 each, and around $2,500 for each customer service
representative. Whether your numbers are higher or lower, it’s readily
apparent that for a company with thousands of employees, significant
reductions in employee turnover equates to millions of dollars saved
over time.

A common thread among much of the existing employment
research is the fact that candidates who are good behavioral fits to
their particular jobs tend to stay longer and turnover less frequently.
It is important to recognize that employee retention is a strong
indicator of an improvement effect from an assessment technology. Most
companies keep detailed records of terminations for payroll purposes,
which makes good business sense. No company would willingly continue to
pay an individual who is no longer employed. These records may provide
important data for a quality hire-termination study. For example, as
part of the aforementioned Cash America study consisting of data on
3,248 employees, the hire-termination data documented that the company
experienced a 43% turnover reduction in managerial positions after
implementing an assessment technology.

Keep in mind that obtaining study-worthy results for all positions in the organization simply may not be possible.

Expectations
for turnover studies should be appropriate to the scope of the
position. Roles with small populations, lack of accurate hire and
termination data, or an insufficient amount of time for data collection
can affect your ability to conduct a quality study.

Better Performance

I
have never met an executive who did not measure success in terms of
performance. Companies may evaluate performance in many different ways,
but one business rule is undeniable-improved performance comes from
improving your incumbents and selecting better people. Because so many
companies desire to improve their workforce, assessments are a great way
to drive improvement. An assessment technology modeled after actual
performance data provides a strong tool to select those who have the
greatest potential to perform well in the role.

When evaluating an
assessment technology, a very common question is often posed by company
executives, included in requests for proposals (RFPs), and/or submitted
by committees: “What is your validity coefficient?” By latching on to
this statistical term, the organization is really asking, “Does it
work?” Or, “Can you prove it has made other companies better in target
positions?” Let’s take a moment to dissect the meaning of this question.

As
we touched on in Principle #1, it is important to interpret any answer
to the validity question in the context of the particular situation.
Remember my golf game. If you ask me what I shoot, like any
self-respecting person I am going to tell you my best score. You might
think I am a decent golfer based on that one score. What I conveniently
neglected to tell you was the situation surrounding that score. I left
out the part about all the holes being par threes with no water, sand
traps, or trees to get in the way. On an average competitive golf
course, my performance would be much worse.

Interpreting validity
is more than just asking, “What is your validity coefficient?” You
should dig into the specifics of the situation. Pay attention to
specific items such as sample sizes, types of data being studied, types
of positions, or any other particular items of interest. Some studies
may not, at face value, seem impressive until you understand the
situation and the results based on the situation.

For example, by
deploying an assessment technology, a large call center enterprise hoped
to identify job candidates who could reduce the average time spent on
incoming phone calls. After studying the performance of 704 employees
over their first 12 months on the job, employees hired using the
assessment process averaged call times that were 1.14% shorter than
calls taken by their non-assessed coworkers. That translates to a
savings of approximately four seconds per call, or about the time it
took you to read this sentence.

At first glance, are you impressed
with a 1.14% improvement? Before you answer, consider this: across the
entire corporation consisting of multiple call centers, each second
shaved from the average call time is valued at $175,000 over the course
of a year. That four-second improvement saves over $700,000 per year
company-wide, and the assessment technology has paid for itself many
times over.

While there are plenty of success stories, be aware
that the reverse can occur. A study may appear very impressive at first
glance, but when the situation is exposed to the light, the results may
be found lacking due to tiny sample sizes or some other extreme set of
conditions.

Breaking down the question, “What is your validity
coefficient?” a bit deeper, we find that the terms are in a singular
context. Meaning, the person asking the question is asking for only one
number or one value that represents the entire concept of “Does it
work?” or “How has this made someone else better?” It is important to
realize that a solid, proven assessment technology should be able to
show many studies from different companies, positions, and situations.
Each study, based on the situation, should show a relationship (in one
form or another) between the assessment outcome and the performance
metric. The documented volume of evidence should go way beyond one
“validity coefficient” and provide massive amounts of ongoing research
proving the technology has, and continues, to make other companies
better.

Just as with a hire-termination study, obtaining concrete
performance results for all positions may not be possible. Temper your
expectations for performance studies according to the scope of the
position. Small sample sizes, a lack of objective performance metrics,
or an insufficient amount of time for data collection can affect your
ability to conduct a quality study.

When evaluating an assessment
technology, ask to see multiple client case studies that demonstrate
significant performance improvements based on quality sample sizes.
Reputable assessment technologies should provide access to a technical
manual packed with studies that detail significant improvements in the
areas of turnover and performance.

Summary

There
you have it…the list of five business principles that should guide
your decision on your next purchase, or upgrade, of an assessment
technology. To recap, here are the five principles:

  • Principle #1: An assessment technology should be proven to predict performance.
  • Principle #2: An assessment technology should be the catalyst to continuous workforce improvement.
  • Principle #3: An assessment technology should be focused on fit; more is not always best.
  • Principle #4: An assessment technology should be more than just a score.
  • Principle #5: Assessment technology should be a tool that makes your organization better.

This is by no means an all-inclusive list, but if an assessment
falls short on one or more of these principles, keep shopping. Your
efforts will deliver great dividends for your company when the right
assessment technology is in place.

One tip I recommend to those
evaluating different assessment technology tools is to create a wish
list of features and functionality. Be sure that the needs of all levels
of end-users are included in your wish list. Then categorize the list
into groups consisting of the “must haves” and the “like to haves.” This
little exercise will help you focus your efforts during the evaluation
process to ensure you achieve maximum improvement within the
organization.

Microsoft Office Promo Code 2013 Wonderful options for the users

November 25, 2015

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How a Laser Changed Our Lives and World

November 14, 2015

It has just been 50 years since the first laser has been introduced to the world, by a legend Theodore Maimam in 1960. This first laser named as ruby laser was using a synthetic ruby as grain medium and has shaken the entire world and gave a new definition and understanding in us about the technologies. Since then there are many evolutions that came in laser improvements and with ever new inventions it has been intervening in military, industrial, cosmetic, research, medicine and many other sectors changing our lives. Today they have become the integral part of human life as they are used in sensors and many electronic devices which we use on a daily basis. Apart from the existing benefits and use cases that are in light from a laser, there are many companies as well as laboratories striving to find new possibilities and new applications of the laser that would facilitate the necessities we have in our lives. Few companies have been working towards creating weapons with this technology which might lead to war.

Whats New in a 2013 Laser World?

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With the numerous innovations that are coming up with laser technology it becomes truly difficult to undercover all of them or would take lots of time for a common man to go through the number of possibilities and features that this laser would give us.

Maximize the Green Efficiency of Your Multi-site Technology Deployments through Truck Rolls

November 12, 2015

According to the [Environmental Protection Agency (EPA)], light trucks account for 62% of greenhouse gas emissions,” said Dan Murray, VP at Kentrox, in a recent Telephony Online article series by journalist Carol Wilson. “If a large wireless provider with a fleet of 1000 trucks was able to eliminate three truck rolls a week, which would represent a savings of 3.3 million pounds of carbon dioxide emissions.”

On the heels of the president’s initiative to extend broadband services to the most rural areas of the nation combined with the push for green-centric services, organizations must be concerned with fuel consumption and associated emissions expended when deploying technology on a multi-site national or international scale.

The Current State of the Industry
The U.S. Department of Transportation’s Bureau of Transportation Statistics discovered that the typical 20-gallon-tank work van averaging 18 miles/gallon burns on average of nearly 692 gallons of fuel per year and emits 9.29 grams per mile of carbon monoxide.

There are 3 primary factors that contribute to the massive consumption of fuel and emissions related to multi-site technology deployments across large geographical areas:

1. Not Having Establishing Local Partnerships
The typical technology rollout company will dispatch the closest local technician to each site location. However, most companies do not have the qualified partnerships established prior to a deployment, especially in rural areas. Thus, they can often deploy the closest resource they have available anywhere from 75 to 200 miles or more from the site. Because the typical rollout company’s primary concern is to complete the job for their customer, they give little concern to the “green” effects (or lack thereof) of the dispatch distance. Thus, the more the travel distance is increased, the more fuel is used and emissions expended to complete the work. This also increases overall project costs, due to increased time required for travel of the initial install and maintenance services.

2. Not Consolidating Multiple Services into Fewer Truck Rolls
Traditional service companies do not combine different technologies with varying requirements into a single or minimized number of truck rolls. This results in individual services deployed by individual truck rolls. This increased number of truck rolls skyrockets fuel consumption and associated emissions for a single job site. The results are exponentially increased for multi-site deployments that span large geographical areas.

3. Not Employing Multi-Service Technicians
In a similar fashion, the typical technology rollout company will dispatch a single local technician from one location; however a separate technician providing a different service will be deployed from an altogether different business location. Thus, separate vehicles are deployed. For instance, a demarc extension (i.e., cabling to extend circuit services) may be provided by one local resource, however the equipment installation (e.g., router) will be provided by another resource. This again increases the amount of fuel consumed as well as harmful emissions.

The “Concert Close” Green IT Deployment Program
To address these concerns, the “green” deployment program, called “Concert Close”, has been developed that follows these principles allowing for the reduction of up to 70% fuel consumption and emissions for national multi-site rollouts.

How is “Concert Close” Green?
“Concert Close” sets the following standards for you:

1. Setting maximum travel distances for each truck roll by performing 90% of nationwide projects:

– 20 miles or less one-way for urban areas
– 40 miles or less one-way for rural areas

2. Minimizing the number of truck rolls through multiple service provisioning

We use the Local Multi-Service Deployment Method which, in conjunction with our Maestro Technology Rollout System, allows us to provide Green IT deployments for your projects. For more information, view our Green IT Deployment Video or Technology Rollout White Paper.

Summary
With the rise of project costs and the concern of providing environmentally-friendly solutions, the way in which the technology solution is deployed is a critical factor. Only by addressing the issues of 1) travel distance combined with 2) limiting the number of truck rolls through multi-service provisioning can you be assured of the most green-efficient rollout possible.

Learn more about “Concert Close” Green IT Deployment Program at www.concerttech.com

Curtain Walling Metal Technology

November 3, 2015

Curtain walling metal technology refers to a system of curtain walling that is developed and designed by Metal Technology, a reputed name in window and door systems. It is suitable for high rise and low rise applications.

Windows and doors manufactured by curtain walling metal technology are attractive and have clean lines which are capable to enhance all types of office and commercial facades as demanded by modern building technology.

The Metal Technology high rise curtain wall system is designed as a stick system by curtain walling metal technology. This type of design allows mullions and transoms to be transported to site as prepared components and the grid work is assembled onto the building in stick form.

Carefully designed fixing brackets allow the curtain walling to be fixed back to the structure easily and securely so that all loads are transferred back to the buildings main structural form. Expansion joints are allowed on every floor or every other floor to accommodate any building movement by curtain walling metal technology.

In a case where curtain walling is required for low rise developments curtain walling metal technologys system 8 low rise curtain walling is preferred. Being a metal technology, it is obvious that this kind of curtain walling systems are manufacturing is to exacting standards giving economy with required strength, and many years of aesthetic, trouble-free operation.

In order to help flood the buildings with light, curtain walling metal technology has used System 17 high rise curtain wall, along with its Latitude curtain walling, System 8 low rise and System 10 glazed doors.

Metal Technology’s curtain walling systems offer a wide range of caps and profiles that allow the designer to select a profile to meet the design requirements of the project.

For example, curtain walling metal technology offers the Latitude system which particularly gives a strong horizontal focus and is excellent in drawing attention and drama to a glass elevation.

Curtain walling metal technology also can design and supply bespoke profile options giving the architect greater scope in his design.

Metal Technology has a wide retail portfolio with blue chip clients such as Asda, Tecso, Homebase etc in many parts of the UK and Ireland.

Vnx Solutions Expert Exam For Technology Architects

October 26, 2015

This examination E20-880 is a determining examination for the VNX Technology Architects Professional track.
This examination concentrates on VNX Specific efficiency. Additional focus is on incorporation of VNX with other key technologies: VMware, Oracle, MS Return Hosting server, and MS SQL Hosting server.

EMC provides free exercise assessments to evaluate your knowledge in planning for the examination. Practice assessments allow you to become acquainted with the subjects and question kinds you will find on the proctored examination. Your results on an exercise analyze offer one sign of how prepared you are for the proctored examination and can emphasize subjects on which you need to study and practice further. A moving ranking on the exercise analyze does not assurance a moving ranking on the qualifications examination.

Exam Topics

Topics likely to be protected on this examination include:

VNX Specific Performance

1.VNX Specific efficiency descriptions
2.Block and Data file efficiency resources for research and problem solving
3.Performance significances of different hard drive and RAID kinds
4.VNX Data file AVM performance
5.Block efficiency concerns of FAST VP and FAST Storage cache
6.Performance effect of Data file features such as SnapSure, Replicator, and Data De-duplication
7.Performance significances of using SnapView, SAN Duplicate, and MirrorView

VNX Specific Storage space Integration with VMware vSphere Best Methods

1.Explain general guidelines for VMware virtualized surroundings
2.Discuss the guidelines for ESXi server surroundings
3.Explain the guidelines for VNX storage surroundings
4.Explain guidelines for VMware Visitor OS surroundings
5.Articulate about the guidelines for a VMware Exclusive Facilities management

VNX Specific Storage space Incorporation with MS SQL Hosting server Best Methods

1.Optimal LUN structure for SQL Elements on the Physical Hard drive
2.Optimal RAID structure depending on SQL component kind
3.Architecture of material topology that provides SQL components maximum reaction periods
4.Best practices when applying SQL Hosting server on a VNX range
5.Measuring and measurement the maximum variety of spindles/RAID groups/LUNs for a given SQL Hosting server structure
6.Optimal SQL structure using tools such as Perfmon and SQL Query Analyzer
7.Best practices for applying SQL Hosting server in a virtualized environment for virtual machine, CPU, memory and disk templates

VNX Specific Storage space Incorporation with MS Return Best Methods

1.Sizing an Return Hosting server 2010 data source for performance and capacity on a VNX range
2.Best practices and considerations when applying FAST Storage cache and Storage space Regularly on VNX arrays
3.Best practices for backup and recover of Return 2010 directories and Database Accessibility Categories using EMC Duplication Manager 5.4 and VNX Clones/Snaps
4.Site resiliency options for Return Hosting server 2010 depending on RPO/RTO requirements

VNX Specific Storage space Incorporation with Oracle Best Methods

1.Optimal LUN structure for Oracle Elements
2.Guidelines for Oracle Execution with VMware
3.Optimal RAID structure depending on Oracle Object kind
4.Best practices for RM/SE in Oracle implementations
5.Fabric Topology that provides maximum reaction periods for Oracle components
6.Best practices when applying an Oracle application on VNX
7.Measuring and measurement the maximum variety of spindles/RAID groups/LUNs for a given Oracle structure

Why Input and Output Devices Are So Important in Information Technology

October 7, 2015

To use a computer, we must have some means of entering data into the computer for it to use in its computations. There are a wide variety of input devices, and we will mention only the most commonly used types. The input devices that you as a manager are most likely to use are a microcomputer keyboard and a mouse. In computation, these devices are generally called first-phase devices. In modern days, these devices are slowly getting replaced by some more smart devices, capable of inputting our instructions with touch or even human voices.

A terminal is a simpler device than a PC; it is designed strictly for input/output and does not incorporate a processor (CPU), or at least not a general-purpose processor. The terminal is connected to a computer via some type of telecommunication line. Most terminals consist of a keyboard for data entry and a monitor to show the user what has been entered and to display the output from the computer. Terminals are widely used by clerical personnel involved in online transaction processing. Special types of terminals are also in widespread use as computer input devices. Point-of-sale terminals are in use at most retail stores, and automatic teller machines (ATMs) are commonplace in the banking industry. Like the standard terminals described earlier, these special-purpose devices serve as both input and output devices, usually incorporating a small built-in printer to provide a hard-copy record of the transaction.

Voice input to computers is another input option, although the accuracy of speech recognition software is still less than perfect, with the best packages achieving recognition accuracy in the 95 to 99 percent range. With these numbers, speech recognition software is a productivity- enhancing tool for users with limited typing skills, disabilities, repetitive stress injuries from overusing a computer keyboard, or no time to do anything except dictate (such as medical doctors).

Some input methods read an original document (such as a typed report or a check or deposit slip) directly into the computer’s memory. Check processing is handled this way in the United States through the magnetic ink character recognition (MICR) input method. Bank checks have the account information already printed using code type of numbers and a special magnetizable ink. After a check is cashed in any bank, the bank that cashed it records the amount of the check in magnetizable ink at the bottom of the check. Magnetic ink character reader is a kind of computer device which magnetizes the ink along with understanding the number. It is as well responsible for transmitting the data to the records of bank database.

Hire a virtual assistant and delegate your technology challenges

September 23, 2015

As an entrepreneur, you know you excel at several things. You are really good at what you offer and there are some additional -back office- skills that you handle well too. But you are not good at every single thing, nor should you expect that of yourself.

Sometimes clients who have a lot of technology challenges start to feel this is a sign they are going in the wrong direction. Don’t allow yourself to read the signs incorrectly or take away the wrong message.

You want to focus on what you are really, really good at and then delegate the rest. This can be especially true for online marketing which is so technology driven. With such a big learning curve, delegating these tasks makes the best use of your time. So, who should you seek to help with technology?

Many clients tell me how they seek out friends to help with website construction or online marketing. The problem is, unless you are paying for the service, you are not a true business priority. Your friends have other job responsibilities and clients to serve. You can’t count on when they will have time to get your project done and this can even strain your friendship.

On the other hand, there are big web marketing companies who have lots of talented staff to help you get online or market online. In this case the trouble is these services usually charge hefty fees that might not be affordable to a new business.

The solution I recommend is to find a Virtual Assistant to help with your technology. Hire one to be your online business manager. You can work with them to create a plan for Internet marketing or do your social media. They also are knowledgeable about video conferencing and email marketing. The key is don’t go too small or too big. Find a service that meets your technology needs and feels just right, as well as fits your budget.

Where can you find Virtual Assistants to help? Search online. There are plenty of reputable organizations. Ask colleagues who they use to see if you can get a good referral. You’ll be amazed at the great options they can provide. Don’t waste your time trying to be good at everything. Focus on what you are good at and delegate the rest. That’s just smart business.

Your Client Attraction Assignment

How are you with technology? Do you feel challenged in this area? Allow yourself to get the help you need rather than get frustrated by trying time after time to get something done. Or waiting for friends to get around to helping you. Delegating is the key to expanding your business and leveraging what you are good at. Find a virtual assistant who can take the burden off your to-do list.

How Can Instructional Technology Make Teaching and Learning More Effective in the Schools

September 22, 2015

In the past few years of research on instructional technology has
resulted in a clearer vision of how technology can affect teaching and
learning. Today, almost every school in the United States of America
uses technology as a part of teaching and learning and with each state
having its own customized technology program. In most of those schools,
teachers use the technology through integrated activities that are a
part of their daily school curriculum. For instance, instructional
technology creates an active environment in which students not only
inquire, but also define problems of interest to them. Such an activity
would integrate the subjects of technology, social studies, math,
science, and language arts with the opportunity to create
student-centered activity. Most educational technology experts agree,
however, that technology should be integrated, not as a separate subject
or as a once-in-a-while project, but as a tool to promote and extend
student learning on a daily basis.

Today, classroom teachers may
lack personal experience with technology and present an additional
challenge. In order to incorporate technology-based activities and
projects into their curriculum, those teachers first must find the time
to learn to use the tools and understand the terminology necessary for
participation in projects or activities. They must have the ability to
employ technology to improve student learning as well as to further
personal professional development.

Instructional technology
empowers students by improving skills and concepts through multiple
representations and enhanced visualization. Its benefits include
increased accuracy and speed in data collection and graphing, real-time
visualization, the ability to collect and analyze large volumes of data
and collaboration of data collection and interpretation, and more varied
presentation of results. Technology also engages students in
higher-order thinking, builds strong problem-solving skills, and
develops deep understanding of concepts and procedures when used
appropriately.

Technology should play a critical role in academic
content standards and their successful implementation. Expectations
reflecting the appropriate use of technology should be woven into the
standards, benchmarks and grade-level indicators. For example, the
standards should include expectations for students to compute fluently
using paper and pencil, technology-supported and mental methods and to
use graphing calculators or computers to graph and analyze mathematical
relationships. These expectations should be intended to support a
curriculum rich in the use of technology rather than limit the use of
technology to specific skills or grade levels. Technology makes subjects
accessible to all students, including those with special needs. Options
for assisting students to maximize their strengths and progress in a
standards-based curriculum are expanded through the use of
technology-based support and interventions. For example, specialized
technologies enhance opportunities for students with physical challenges
to develop and demonstrate mathematics concepts and skills. Technology
influences how we work, how we play and how we live our lives. The
influence technology in the classroom should have on math and science
teachers’ efforts to provide every student with “the opportunity and
resources to develop the language skills they need to pursue life’s
goals and to participate fully as informed, productive members of
society,” cannot be overestimated.

Technology provides teachers
with the instructional technology tools they need to operate more
efficiently and to be more responsive to the individual needs of their
students. Selecting appropriate technology tools give teachers an
opportunity to build students’ conceptual knowledge and connect their
learning to problem found in the world. The technology tools such as
Inspiration

E20-329 Backup Recovery Solutions Design Exam For Technology Architects

September 7, 2015

EMC Confirmed Expert qualifications validate an applicant’s skills needed to plan, set up, manage, and make use of your details facilities. EMC produces, provides and can handle details facilities and virtual facilities hardware, software, and services. EMC Confirmed Expert is a comprehensive education and qualifications program.
Exam E20-329

This examination is one of two determining examinations for the Technological innovation Designer Back-up Recovery Alternatives track.
This examination concentrates on guaranteeing individuals are knowledgeable in EMC Information Security Consultant, EMC NetWorker, EMC Avamar and EMC Information Sector focusing on EMC style best methods. The successful selection will demonstrate the details needed to properly style backup and recovery solutions using one or more of these items.

EMC provides free exercise assessments to evaluate your details in planning for the examination. Practice assessments allow you to become familiar with the subjects and question kinds you will find on the proctored examination. Your results on an exercise analyze offer one sign of how prepared you are for the proctored examination and can emphasize subjects on which you need to research and train further. A moving ranking on the exercise analyze does not guarantee a moving ranking on the qualifications examination.
Exam Topics

Topics likely to be covered on this examination include:
Assessing the Atmosphere
Explain the methods, techniques and goals for performing in evaluation
Explain the difficulties of measurement a remedy using Deduplication backup storage (source data kinds, growth rates, data reduction features, duplication considerations)
EMC Information Security Consultant Alternatives Design
Recognize essential item particular subjects for Information Security Consultant solutions style actions
Explain Information Security Consultant particular style and measurement best methods
EMC Information Sector Alternatives Design
Recognize essential item particular subjects for Information Sector solutions style actions
Explain Information Sector particular style and measurement best methods
EMC Avamar Alternatives Design
Recognize essential item particular subjects for Avamar solutions style actions
Explain Avamar particular style and measurement best practices
EMC NetWorker Alternatives Design
Recognize essential item particular subjects for NetWorker solutions style actions
Explain NetWorker particular style and measurement best methods
Cross-Product Alternatives Design
Given a place, style a remedy using one or more of the items in the EMC Back-up Recovery Systems (BRS) profile

Benefits of the EMC Certifications
EMC Qualifications provides you an edge over other applicants as it is the market standard for networking structure.
EMC qualified experts are more effective and efficient in the workplace.
Certified Experts works as a business owners and hold importance in market
The best thought always is work on a product/technology and appears for the examination giving yourself a challenge to analyze your working details.
Preparing for EMC Certifications

Each EMC qualification has a series of specific qualification examination relevant to a particular EMC item, and so, choosing the right training item is very essential. The easiest way to prepare for the EMC qualifications examination is to take exercise assessments on the EMC qualifications examination design and understand the correct as well as wrong answer details to clear your questions. You should also read appropriate technical articles to be skilled in the relevant technology. Study notes, lessons, how to and appropriate examination guidelines lead your way to become an EMC qualified professional.