|Exam Name||:||Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting|
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|Updated On||:||July 13, 2018|
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3101-1 exam Dumps Source : Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting
Test Code : 3101-1
Test Name : Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting
Vendor Name : Avaya
Q&A : 68 Real Questions
IntraNext systems introduced that its adventure Intelligence™ computing device Telephony Integration (CTI) software platform has accomplished Avaya compliance and compatibility testing and is rated compliant with Avaya aura® communique manager 7.1 and Avaya air of mystery utility Enablement functions 7.1.
IntraNext’s experience Intelligence capabilities support contact facilities increase efficiencies and increase the degree of provider brought to purchasers. Integrating into present infrastructure environments to collect pre-call intelligence, name routing company suggestions, and client information, allows agents to focus on providing best-in-classification client service. With personalized screen pops and softphone toolbar alternatives, experience Intelligence provides agents with the equipment they need when they need them.
The adventure Intelligence utility answer joins IntraNext’s iGuard™ DTMF statistics seize solution which bought its compliance and compatibility score with Avaya air of mystery 7.1 in 2016. iGuard permits customers to enter in my view Identifiable assistance on their mobilephone keypad effortlessly getting rid of the verbal exchange of delicate data all over are living agent interactions. iGuard helps contact centers with facts safety and PCI DSS compliance.
Patrick Brown, CEO, pointed out, "Compliance with Avaya charisma communication manager and application Enablement features 7.1 skill our shoppers can believe assured that our experience Intelligence answer will successfully interoperate with their existing Avaya communications infrastructure. the usage of experience Intelligence in their contact core can aid purchasers reduce can charge of possession whereas presenting agents with actual-time adventure intelligence to their desktop."
IntraNext is a technology companion within the Avaya DevConnect program and changed into a recipient of the 2015 Avaya DevConnect Innovation Awards.
IntraNext techniques has developed contact middle options for over twenty years. IntraNext’s product portfolio incorporates experience Intelligence™, an industry main computer Telephony Integration (CTI) solution, and iGuard™, a DTMF statistics seize answer for are living agent interactions.
DUBAI, UAE, January 30, 2018 /PRNewswire/ --
Avaya Holdings Corp. (NYSE:AVYA), a number one international company communications company announced it has signed a definitive contract to acquire Spoken Communications ("Spoken"), a number one innovator in contact center as a carrier (CCaaS) solutions for business valued clientele and a provider of transformative true-time client journey management functions constructed on conversational synthetic intelligence. The transaction, which comprises over 170 patents and patent functions, will be funded by money on hand. It follows a co-development partnership shaped by using Avaya and Spoken in 2017 to give CCaaS solutions to Avaya's company manner outsourcing customers.
(photograph: https://mma.prnewswire.com/media/635111/CEO_of_Avaya.jpg )
"With this acquisition, Avaya's significant contact middle consumer base all over may have a transparent migration route to the cloud," talked about Jim Chirico, president and CEO of Avaya. "purchasers can preserve all the performance of their existing premises-based mostly technology and seamlessly migrate that performance, at their tempo, to obtain all the merits of cloud."
Spoken's cloud-native, multitenant architecture is seamlessly built-in with Avaya air of secrecy and Elite technologies. consequently, it additionally provides a strong structure for both Avaya's omnichannel offerings, reminiscent of Oceana, and its Unified Communications as a service solutions.
additionally, shoppers will gain access to Spoken's really good agent quality application applications and features, as well as Spoken's IntelligentWire contact middle automation solutions. IntelligentWire uses synthetic intelligence and deep discovering technologies on are living voice conversations to in the reduction of after-name work, power extra intelligent responses and benefit deeper insight into customer sentiment and journey.
"This transaction is a important step in positioning our clients, companions, and new Cloud enterprise for expanding success," pointed out Mercer Rowe, senior vp and customary manager, Cloud, for Avaya. "We are actually relocating at cloud velocity, capitalizing on Avaya's momentum to provide our customers more desirable alternative and flexibility in how they buy and eat our options, with the identical extraordinary journey even if it's on premises, in the public or inner most cloud, or a hybrid mannequin."
Upon completion of the transaction, Rowe will lead the mixed Spoken and Avaya cloud groups to foster ingenious increase and cloud differentiation in the industry.
Mohamad Afshar, president and CEO of Spoken, stated, "here's a thrilling time to join the Avaya household. Our a success partnership has validated that working collectively, Avaya and Spoken can convey a compelling cloud-native CCaaS portfolio for Avaya purchasers that presents every client, from small and mid-market agencies to international agencies, a seamless path to a modern cloud-primarily based contact middle. additional, Avaya shares our vision for how communications, cloud and synthetic intelligence will come together to radically change the client adventure and drive new efficiencies for groups all over the place. We seem ahead to pursuing this vision collectively and becoming the #1 cloud primarily based contact middle issuer on the earth. I wish to thank all and sundry on the Spoken group for the brilliant contributions they have made to make all of this occur."
The transaction is expected to shut in the 2d quarter of fiscal 2018, field to general closing circumstances.
SAN MATEO, CA--(Marketwire - 03/09/eleven) - IntelePeer Inc. (www.intelepeer.com), a frontrunner within the beginning of communications by means of cloud-primarily based infrastructure, these days announced that IntelePeer SIP Trunking capabilities were confirmed as Avaya-compliant with Avaya Unified Communications (UC) solutions that consist of Avaya air of secrecy® communique supervisor, Avaya aura® Session manager, and Acme Packet net-web 3800 Session Border Controller."As a key player within the unified communications market, Avaya has built a huge customer base on the energy and performance of its options," talked about Margaret Norton, common supervisor, enterprise and applications for IntelePeer. "Being an Avaya-compliant SIP Trunking provider now permits us to deliver entertaining Cloud Communications options that maximize and prolong the value of UC. The attain of our Peering Grid features and SuperRegistry listing containing greater than 478 million endpoints makes it possible for business federation, actual multi-modal rich media communications and carrier-fine SIP Trunking functions, offering Avaya customers a stunning, inexpensive option for connecting their UC programs."As a part of the Avaya DevConnect application, Avaya's compliance trying out ensures the interoperability and performance between established partners and Avaya items. through a collectively developed test plan, IntelePeer labored with DevConnect engineers to check the interoperability of IntelePeer SIP Trunking and Avaya products."IntelePeer additional strengthens our company through serving our purchasers extra with no trouble," mentioned Eric Rossman, vice president, developer members of the family, Avaya. "Our network of companies worried within the DevConnect software creates inventive, IP-enabled UC purposes that lengthen the value of multivendor networks."About Avaya Avaya is a worldwide leader in enterprise communique programs. The business gives unified communications, contact centers, statistics solutions and related services at once and thru its channel companions to main organizations and organizations around the world. agencies of all sizes depend upon Avaya for state-of-the-art communications that increase effectivity, collaboration, client service and competitiveness. For extra guidance, please talk over with www.avaya.com. For extra suggestions on the Avaya DevConnect program, discuss with www.avaya.com/devconnect.About IntelePeer IntelePeer, Inc. is the main company of cloud communications capabilities for agencies and repair providers. The company's patent pending, all-IP platform connects consumers' telecommunications networks and methods on-demand. The IntelePeer CaaS IP platform contains an in depth provider-grade Peering Grid™ service carrying greater than 25 billion minutes yearly, a SuperRegistry™ global listing with more than 478 million telephone numbers, and AppworX® verbal exchange application toolset. IntelePeer's platform with ease and price-without difficulty supplies terrific voice, video, SMS, and other wealthy-media communications to any telephone or IP linked gadget international. by using making it convenient for purchasers to transition from legacy TDM to next-era IP networks, IntelePeer is remodeling communications, while assisting service providers and companies store money, boost productiveness, and generate new sources of earnings. For extra tips visit: www.intelepeer.com.IntelePeer, AppworX and SuperRegistry are emblems of IntelePeer, Inc. All rights reserved global. other trademarks referenced are the property of their respective owners.
3101-1 exam Dumps Source : Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting
Test Code : 3101-1
Test Name : Avaya Aura Communication Manager and CM(R) Messaging - Embedded Maintenance and(R) Troubleshooting
Vendor Name : Avaya
Q&A : 68 Real Questions
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Public corporations for the primary time this 12 months ought to disclose how an awful lot more they pay their chief government than their median employee, a rule born within the wake of the monetary disaster and amid a social backlash towards rising profits inequality.
many of Illinois’ largest groups debuted their CEO-to-employee pay ratios in contemporary regulatory filings, and the gaps, obviously, are large.
What’s less clear is what to make of the brand new assistance.
At Northbrook-based Allstate, CEO Tom Wilson’s $18.76 million compensation closing 12 months became 230 times bigger than the $eighty one,573 earned with the aid of the insurance business’s median worker.
At Deerfield-based mostly Mondelez, former CEO Irene Rosenfeld, who stepped down in November, earned 402 instances greater than the snack-maker’s median worker — $17.eleven million versus $42,893.
And at McDonald’s, CEO Steve Easterbrook’s $21.76 million pay package became 3,101 instances the $7,017 paid to the speedy-meals gigantic’s median employee, which the business defines as an element-time hourly restaurant crew member in Poland.
The leeway businesses got by the Securities and change fee to compute their ratios makes it tricky to attract any meaningful conclusions, critics say, and huge CEO pay applications — which consist of income, bonus, inventory alternatives, rise in pension price and other incentives — are infrequently information. but the disclosure of median worker pay, a much less generally said determine, could show huge for employees renegotiating their own pay or for job candidates evaluating potential employers.
And for many individuals who song government pay, what can be most pleasing is to look how the ratios exchange over time.
“Are they giving themselves a lift while the relaxation of the personnel is hurting?” observed Rob DuBoff, director of corporate research at simply Capital, a nonprofit research company that ranks enterprises in keeping with what its surveys exhibit americans care about most.
The ratio reporting requirement, mandated via Congress within the 2010 Dodd-Frank Act, is meant to provide shareholders extra assistance for managing government compensation. There is not any target ratio, and the ratios differ vastly counting on enterprise measurement, business and team of workers constitution.
Equilar, a compensation research business, has been tracking enterprise disclosures throughout the Russell 3000 index. As of mid-April, the median pay ratio suggested was seventy two:1, in keeping with Equilar. The ratios latitude from 5,908:1 at Weight Watchers, whose new CEO turned into awarded several one-time awards final yr as part of her recruitment, to 0.1:1 at Texas-based mostly energy switch companions, whose CEO chose to take a $1 annual profits and forgo bonus and equity incentives, so his compensation consisted of health merits.
companies can exclude up to 5 p.c of their non-U.S. body of workers however don’t have to, some consist of fitness advantages in the compensation calculation but others don’t, and making charge-of-residing changes for geographic alterations is optional.
additionally, the salaries of half-time, transient or seasonal employees lessen median worker pay, and corporations that rely heavily on these laborers are inclined to have a much broader CEO-to-worker pay gap consequently.
“what is it going to tell people? On steadiness, little or no,” noted Donald Kalfen, partner at Lake wooded area-based mostly Meridian Compensation companions, which advises boards and senior administration on government compensation concerns.
but proponents say any pay transparency is effective, both for shareholders and for employees who've seen their own wages stagnate as CEO pay climbs.
“We may still be neatly-aware of these pay ratios as a result of they may also come lower back to chunk those companies in the event that they’re method out of whack,” spoke of Jay Rehak, president of the board of the Chicago teachers Pension Fund, an institutional investor that manages $10.8 billion in pension investments for 63,000 people.
CEO pay has been rising on the grounds that the 1980s, with a pointy climb all over the 1990s among colossal businesses pushed by hikes in incentives and constrained inventory. with the aid of the turn of the millennium CEOs have been making 120 instances the pay of the average employee, whereas in the Seventies they were making about 30 times greater, in line with analysis by way of finance professor Carola Frydman and affiliate finance professor Dimitris Papanikolaou, each of Northwestern institution’s Kellogg school of management. The researchers have theorized that the pay hole widens during intervals of fast technological innovation since it turns into extra critical to have a talented CEO who can grow the business amid those shifts.
even if highlighting the yawning gap between the rank and file and the CEO shames businesses into bringing CEO pay down, or median worker pay up, is still to be seen, even though a number of specialists noted they doubted a great deal circulate apart from at the extremes.
but most likely extra essential than workers evaluating themselves against the CEO, whose compensation has been public for decades, is that they could now evaluate their pay with that of the business’s median worker, a figure that previously has not been accessible.
there is situation that such comparisons may hurt worker morale, however “that’s variety of the point,” pointed out Ben Harris, former chief economist to vice chairman Joe Biden and now a touring affiliate professor at Kellogg college of administration.
“when you are underpaid, be sure to understand it, remember to suppose dangerous about it and also you should still give you the option to negotiate up,” Harris mentioned.
To Harris, people have been disadvantaged in pay negotiations with employers as a result of most don’t have access to any salary counsel. realizing the median employee pay at their company offers worker's an information element for negotiating, “a tiny step on a really lengthy experience … to making our labor market aggressive,” he talked about.
traditionally, pay transparency hasn’t all the time had the supposed effect.
U.S. CEOs viewed earning 140 times greater than the usual worker »
When Congress mandated disclosure of CEO pay during the terrific depression in 1934, with the intent of narrowing disparities with the commonplace man, the effect changed into to enhance the pay of the lessen paid CEOs who had been miffed that they fell beneath some of their friends, in line with a examine through Princeton tuition researcher Alexandre Mas.
When the salaries of city managers in California were made public in 2010, it resulted in an eight p.c discount of their pay, however also a seventy five % raise in their stop charges, an extra analyze by means of Mas found.
Some teachers be anxious that the new pay ratio disclosure might have other unintended consequences.
as an example, if organizations are self-conscious about a big pay ratio they could try to shrink it with the aid of outsourcing one of the vital reduce-paid work to 3rd parties to get these low salaries off their payrolls, Kellogg’s Frydman mentioned. They might additionally change two half-timers with a full-time worker at double the income.
“organizations that have a lot of half-time or seasonal employees might not are looking to have them anymore,” Frydman spoke of. “these forms of affects be troubled me.”
Brian Tobin, senior customer associate in govt pay and governance apply within the Chicago office of Korn Ferry, a global organizational consulting enterprise, referred to he doesn’t think companies are so fixated on the pay ratio that they might exchange primary business practices. Most of his customers haven't heard shareholders voice subject about the new disclosures, Tobin noted.
however groups should still improve interior speakme features for employees who can also lift questions on where they stand in comparison with the median, in order that supervisors can steer the discussion to issues of ability building and career development, Tobin pointed out.
As businesses display colossal CEO-to-worker pay ratios, some be concerned how low-paid worker's could take the information »
“this is truly a chance to show this around and use it to delivery these discussions,” he observed. “here is how you circulation from your level to that function that will pay extra.”
agencies had been so concentrated on the methodology within the inaugural yr of the reporting requirement that many have left out to communicate with stakeholders to put the numbers in context — a mistake that may compromise their ability to entice and preserve suitable talent, pointed out pleasure Duce, partner in charge of human substances consulting functions at Naperville-primarily based Sikich, an expert services company.
now not most effective may existing employees suppose demoralized if they see they fall under the median, but knowledge new hires possible will examine median employee pay between similar corporations or question salary offers that don’t meet that stage, Duce observed.
“We’re not seeing businesses take manage of their story,” she referred to. “these numbers can have legs, and the bad have an effect on they might have may be enormous.”
a lot of Illinois’ greatest businesses have tried to give context for enormous pay ratios.
At Sears Holdings, CEO Eddie Lampert’s $4.34 million pay changed into 264 instances the $sixteen,442 earned by the retailer’s median employee, who's defined as an element-time hourly employee. but thinking of handiest salaried employees, whose median pay is $sixty five,358, the ratio is sixty six:1, the company pointed out in its filing.
Mondelez, with a 403:1 ratio, notes that of well-nigh 100,000 personnel in more than eighty nations worldwide, most are hourly, many are half-time or seasonal and eighty two percent can be found outside the U.S., with 5 of the six largest worker populations in emerging market international locations. The company excluded four,610 non-U.S. personnel from its median employee calculation, as authorized through SEC rules. It did not practice a value-of-residing adjustment for non-U.S. workers.
“i'd emphasize that we’re assured that we pay our personnel competitively in all markets during which we operate,” Mondelez spokesman Michael Mitchell stated in an e-mail. “We benchmark at each stage of our organization to ensure our pay is reasonable and to enable us to attract and hold the most beneficial talent.”
Median CEO pay at largest groups reaches a list $15.7 million »
At Kraft Heinz, an extra snack-maker with similar earnings, the CEO-to-employee pay ratio is a good deal smaller, at ninety one:1. while its median worker pay, at $forty six,006, is similar to that at Mondelez, CEO Bernardo Hees made just $4.19 million remaining yr, 1 / 4 of former Mondelez CEO Rosenfeld’s pay equipment.
The distinction reveals diverse compensation philosophies. whereas Mondelez uses peer corporations to calculate government pay, comparing itself with corporations of similar dimension and international breadth comparable to Nike and Pfizer, Kraft Heinz adheres to a performance-pushed mannequin that reflects the value its house owners, 3G Capital and Berkshire Hathaway, region on cost efficiencies.
“We function beneath a Pay for efficiency model — an immediate link between delivering outcomes and incomes rewards that’s tied to target achievement,” spokesman Michael Mullen mentioned in an emailed commentary. “As an organization, we didn't meet our world internal goals final yr, therefore, our CEO did not acquire a bonus in accordance with our compensation model, which impacted the pay ratio.”
As for McDonald’s, whose 3,one hundred and one:1 ratio is the biggest among Illinois’ largest organizations reporting so far, the business did not use any authorized exclusions regardless of its world body of workers. It notes that ninety percent of Easterbrook’s pay is in keeping with enterprise performance, and the value of the enterprise grew $36 billion closing yr.
“Steve Easterbrook’s leadership has raised the bar for McDonald’s via main the business out of declining revenue again to powerful boom, unveiling plans to make the enterprise greater sustainable for both shareholders and stakeholders all whereas investing greater within the schooling and skills of the individuals working in our restaurants,” spokeswoman Terri Hickey said in an emailed observation.
To DuBoff at just Capital, the large ratio isn’t the fundamental concern. What matters greater is if increase in CEO compensation is outpacing growth in pay for median personnel who struggle to make ends meet.
simply 10 percent of McDonald’s U.S. worker's make a living wage, meaning their hourly wage is satisfactory to cowl local costs for meals, housing and clinical care, he mentioned.
The enterprise “is an outstanding turnaround story, and the CEO should actually be capable of participate in that,” DuBoff talked about.
LONDON — Accompanied by using a bouncy theme track, the hole credit roll past a photo of an ancient Berlin condo constructing.
motion. house interior: Adolf Hitler walks within the entrance door to a burst of applause from the studio audience. He gives the Nazi salute and shouts the exhibit's title. "Heil Honey, i'm home!"
So goes the opening of a British sitcom concerning the home life of Adolf Hitler and Eva Braun and a few satisfied-go-lucky Jews round the corner. The neighbors, Arny and Rosa Goldenstein, are too nosy for Adolf's taste and always seem to be causing concern.
The exhibit's gimmick, past the various oh-so-humorous situations that flow from the Nazi theme, is that or not it's alleged to look as even though it had been produced in Hollywood right through the late 1950s or early Sixties. The actors have big apple accents.
The series is being produced for the United Kingdom's newest satellite tv for pc network, British satellite tv for pc Broadcasting (BSB), which bypasses the normal kinds of television birth with the aid of beaming classes off a satellite tv for pc at once to buildings fitted with receiver dishes. combating for subscribers against stiff competition, BSB confirmed the pilot episode for "Heil Honey" and has ordered 13 half-hour episodes, that are prone to debut in January.
The exhibit's producers and BSB executives want to say that the series should be "bad," however now not offensive. it's patterned, they say, after "i really like Lucy."
Early within the pilot episode, Hitler (Neil McCaul) is complaining about simply how nosy the Goldensteins are. He says to Eva (Maria Friedman), "when I at last get to invade Poland, who can be the first to grasp? The Poles? No! Rosa Goldenstein!"
a good deal laughter. (despite the fact attributed to a studio audience, the laughing is so excellent and on cue that it appears find it irresistible should be canned.)
The episode's plot line goes like this: After being harangued by Eva for coming domestic late, Adolf tells her that British best Minister Neville Chamberlain is coming over to seek advice from. Eva surmises that it's about Czechoslovakia (volume up on snigger song) and lays into Adolf for not telling her sooner in regards to the visitor so she may have taken anything out of the icebox.
towards Adolf's selected demand, Eva lets slip to Rosa that Chamberlain is coming. Later, intent on meeting Chamberlain, Rosa and Arny carry tea and desserts over to the Hitler house and make themselves relaxed in the lounge whereas they watch for him. Rosa has a drippy relative she desires to fix up with Neville.
Adolf is completely furious! He doesn't want these lowlifes around when the top minister arrives. however how to eliminate them?
At this juncture, some viewers are likely to think to themselves: "i do know what occurs subsequent. Gestapo brokers arrive, arrest the Goldensteins, ship them off to Auschwitz in boxcars and fuel them to loss of life."
but no. not in this episode.
Adolf decides that getting the Goldensteins drunk will someway hasten their departure. best aspect is, when Chamberlain arrives on the apartment, together with his "Peace in Our Time" treaty for Adolf to signal, the Goldensteins are nevertheless there, a pair of sloppy drunks. bad Adolf.
is that this unhealthy? "or not it's in very bad taste," says Hayim Pinner, secretary regular of the Board of Deputies of British Jews, who has viewed the pilot. "we're in opposition t any trivialization of the second World war, Hitler or the Holocaust, and this definitely trivializes those things. it be very distasteful and even offensive."
What's extra, says Pinner, it's no longer humorous. "I think about only a few clever people will watch it as soon as they see a number of seconds of it."
it is what he says. The producers of "Heil Honey i'm home" have their own Jewish staffer, who sees it in a different way. He writes for the reveal and his identify is American Jewish writer Paul Wayne. Or at least that might appear to be his identify, given the variety of instances the BSB publicity workplace refers to him that approach.
"There had been lots of issues doing this however I basically feel we found a method to make it work, being outrageous with out being offensive," A.J.W.P. Wayne is quoted as announcing in an announcement. He did not return phone calls in search of elaboration.
John Gau, head of programming at BSB, says there have been some problems with the pilot: "some of it doesn't work. some of it wasn't very funny." notably, he said, Adolf's relationship with the neighbors didn't work. And Gau wants to be sure Hitler is the butt of the jokes sooner or later.
BSB is hoping that "Heil Honey" can aid supply the 5-channel satellite service some crucial attention. besides the problem of getting people to hand over big sums of funds for a receiver dish, BSB has been beset by way of equipment shortages and stiff competition.
Sky television, a four-channel satellite programming carrier, has an incredible head start over BSB. youngsters Sky continues to be dropping thousands and thousands of greenbacks, it can be considered in way more buildings than BSB.
but BSB has a plan and a role model. Its Galaxy channel, the BSB popular amusement channel on which "Heil Honey" will seem, is going to be programmed in a way "nearer to what Fox is doing in the States," says Gau. He desires to undertake the Fox approach of operating indicates that are different from the suggests accessible in different places on television. (Fox, because it happens, is owned with the aid of the identical adult as Sky: Rupert Murdoch.)
Gau mentions Fox's "Married . . . With toddlers" for example of a a hit demonstrate on the fringe of being offensive.
Being that "Married" attracted a lot of attention for Fox Broadcasting in its early days, might "Heil Honey" had been primarily designed as a means to appeal to consideration to fledgling BSB?
"or not it's not fairly that cynical," Gau says.
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