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It is critical for small business owners to protect confidential data proactively because the average cost of a data breach is huge. And in a worst-case scenario, data breach incidents can force businesses to be defunct as well. In this post, you will learn – what is the cost of a data breach and what you do to cut down the cost.

Let’s explore:

Where do the Data Breach Reports Come From?

Some companies prepare data breach reports each year to help understand various aspects of data breach incidents.

Here are the top three reputed resources for data breach reports:

  • IBM The Cost of Data Breach Report

Sponsored by IBM Security, The Cost of Data Breach Report features research independently done by Ponemon Institute annually. In this report, the institute studies companies impacted by data breaches worldwide.

  • Verizon Data Breach Investigations Report

Each year, Verizon Data Breach Investigations Report explains data-driven, real-world views on what commonly befalls companies with regard to cybercrime. This data breach study offers many actionable insights to beef up your cybersecurity.

  • ForgeRock Consumer Identity Breach Report

If you want to look at how data breaches affect consumers across various reasons and industries, ForgeRock Consumer Identity Breach Report is the right resource. The report also offers insights into how one can strengthen cybersecurity to stay protected from attacks.

Data Breach Costs Key U.S. Findings

Data breaches often have long-term impacts on businesses. In addition to the cost of loss of data and regulatory fines, data breaches also have indirect costs, including employee turnover, lost revenue, customer turnover, negative search results, etc.

The following are key findings pertinent to data breach cost:

1. This is the average cost of data breaches.

The average global cost of a data breach touched $4.35 million globally in 2022, according to the data breach report from IBM. This is an all-time high, up by 2.6% from the last year.

If you are curious about the average total cost of a breach in the US? The answer is $9.44 million. The average cost of a breach in the US is the highest globally.

2. These are the most costly types of data breaches.

Do you want to know the average cost of a data breach by industry? Look at the following data from the IBM report:

  • Health care industry (10.10 million)
  • Financial industry (5.97 million)
  • Pharmaceuticals ($5.01 million)
  • Technology ($4.97 million)

The healthcare industry has the highest data breach costs, and the public sector has the lowest costs.

3. “Smishing” is one of the biggest emerging data breach threats

Smishing, a type of phishing that relies on text messages to induce users to reveal sensitive data, is emerging as one of the most significant data breach threats.

A Proofpoint report states that smishing attacks doubled in US users in 2021. And data from Federal Trade Commission (FTC) revealed that 378,119 SMS-related fraud reports were filed in 2021.

Double checking messages that create a sense of urgency or fear, avoiding clicking suspicious links, and contacting banks and other authorities directly for account-related issues are some effective ways to protect from smishing attacks.

4. These industries are the main data breach victims.

Here are industries that are the main data breach victims, according to the Verizon Data Breach Investigations Report:

  • Finance
  • Professional
  • Healthcare industry
  • Public administration

5. Why paying the ransom isn’t always a good idea.

After threat actors have encrypted data in a ransomware attack, business owners often consider paying the ransom. In fact, 53% of companies opt to pay for ransom. However, paying money isn’t always a good option. This is because paying threat actors encourages them to target more businesses And there is no guarantee that you will get full access to your data after the payment.

Uber paid hackers $100,000 to delete the compromised data but eventually spent $148 million in the final settlement.

6. These top factors contributed the most to data breach costs.

The longer a breach goes undetected, the more time threat actors will have to exfiltrate/encrypt data. So it is no surprise that a shorter data breach lifecycle (time passed between the first detection of the breach and its containment) links with lower data breach costs.

Data breach lifecycle within 200 days related to a global average cost of $3.74 million in 2022. But a data breach lifecycle of more than 200 days is linked with an average cost of $ 4.86 million.

7. This is the cost of a data breach per record.

The average cost of a data breach per record is $164 globally, finds the IBM data breach report. The average data breach per record cost has increased by 1.2% from 2021.

8. Remote work is more susceptible to data breaches.

Having remote workforces increases the costs of data breaches. According to the IBM data breach report, companies having more than 80% remote workforces pay $5.10 million in average data breach costs.

9. This is the average breach lifecycle duration.

According to the IBM report, the average data breach lifecycle duration is 277 days in 2022. In 2021, it took an average of 212 days to identify a breach and 75 days to contain it, making an average data breach lifecycle duration of 287 days. The longer the data breach lifecycle is, the more data breach costs will be.

   

10. Small businesses are heavily impacted when a data breach occurs.

When it comes to data breaches, small businesses are heavily impacted. In fact, 28% of Data Breaches in 2020 involved small businesses, according to 2020 DBIR. An incident of a data breach can result in increased cost of products/services. The IBM report states that 60% of organizations’ breaches cause an increase in prices.

 

11. Want to cut down on the cost of a data breach? Do this.

Implementing security AI and automation, having an incident response team, focusing on risks, and adopting a zero-trust model can cut down on the cost of a data breach.

Here are findings from the IBM report on data breach cost to prove it:

  • Fully deployed security AI and automation reduced average data breach cost by 65%
  • Organizations with incident response capabilities were able to reduce the overall cost of a data breach by 58%
  • Companies focusing on risks, threats, and impacts based on risk qualification techniques experienced a 48% lower average data breach cost
  • Companies that deployed the zero-trust model paid 20% less than the average data breach cost

Conclusion

Now that you know – what is the cost of a data breach? It is time to strengthen your data security to protect customer data or any other kinds of sensitive data from any potential data breach.

Image: Envato Elements

Sun, 16 Oct 2022 22:00:07 -0500 en-US text/html https://www.msn.com/en-us/news/technology/what-is-the-cost-of-a-data-breach/ar-AA132RcR
Killexams : IBM’s former CEO downplays the importance of a college degree for six-figure earning ‘new collar’ jobs that now make up half of its workers

A four-year bachelor’s degree has long been the first rung to climbing America’s corporate ladder.

But the move to prioritize skills over a college education is sweeping through some of America’s largest companies, including Google, EY, Microsoft, and Apple. Strong proponents say the shift helps circumvent a needless barrier to workplace diversity.

“I really do believe an inclusive diverse workforce is better for your company, it’s good for the business,” Ginni Rometty, former IBM CEO, told Fortune Media CEO Alan Murray during a panel last month for Connect, Fortune’s executive education community. “That’s not just altruistic.”

Under Rometty’s leadership in 2016, tech giant IBM coined the term “new collar jobs” in reference to roles that require a specific set of skills rather than a four-year degree. It’s a personal commitment for Rometty, one that hits close to home for the 40-year IBM veteran.

When Rometty was 16, her father left the family, leaving her mother, who’d never worked outside the home, suddenly in the position to provide.

“She had four children and nothing past high school, and she had to get a job to…get us out of this downward spiral,” Rometty recalled to Murray. “What I saw in that was that my mother had aptitude; she wasn’t dumb, she just didn’t have access, and that forever stayed in my mind.”

When Rometty became CEO in 2012 following the Great Recession, the U.S. unemployment rate hovered around 8%. Despite the influx of applicants, she struggled to find employees who were trained in the particular cybersecurity area she was looking for.

“I realized I couldn’t hire them, so I had to start building them,” she said.

In 2011, IBM launched a corporate social responsibility effort called the Pathways in Technology Early College High School (P-TECH) in Brooklyn. It’s since expanded to 11 states in the U.S. and 28 countries.

Through P-TECH, Rometty visited “a very poor high school in a bad neighborhood” that received the company’s support, as well as a community college where IBM was offering help with a technology-based curriculum and internships.

“Voilà! These kids could do the work. I didn’t have [applicants with] college degrees, so I learned that propensity to learn is way more important than just having a degree,” Rometty said.

Realizing the students were fully capable of the tasks that IBM needed moved Rometty to return to the drawing board when it came to IBM’s own application process and whom it was reaching. She said that at the time, 95% of job openings at IBM required a four-year degree. As of January 2021, less than half do, and the company is continuously reevaluating its roles.

For the jobs that now no longer require degrees and instead rely on skills and willingness to learn, IBM had always hired Ph.D. holders from the very best Ivy League schools, Rometty told Murray. But data shows that the degree-less hires for the same jobs performed just as well. “They were more loyal, higher retention, and many went on to get college degrees,” she said.

Rometty has since become cochair of OneTen, a civic organization committed to hiring, promoting, and advancing 1 million Black individuals without four-year degrees within the next 10 years.

If college degrees no longer become compulsory for white-collar jobs, many other qualifications—skills that couldn’t be easily taught in a boot camp, apprenticeship program, or in the first month on the job—could die off, too, University of Virginia Darden School of Business professor Sean Martin told Fortune last year.

“The companies themselves miss out on people that research suggests…might be less entitled, more culturally savvy, more desirous of being there,” Martin said. Rather than pedigree, he added, hiring managers should look for motivation.

That’s certainly the case at IBM. Once the company widened its scope, Rometty said, the propensity to learn quickly became more of an important hiring factor than just a degree.

This story was originally featured on Fortune.com

More from Fortune:

A 2007 flashback: home flippers are in trouble again

Managing Gen Z is like working with people ‘from a different country’

The Renault Nissan empire once held together by fugitive Carlos Ghosn may slowly be unraveling

PayPal tells users it will fine them $2,500 for misinformation, then backtracks immediately

Sun, 16 Oct 2022 06:27:00 -0500 en-US text/html https://finance.yahoo.com/news/ibm-former-ceo-downplays-importance-165139880.html
Killexams : HR Core Administration Software Market Trends, Size, Share, Top Players, Opportunities, Revenue, Regional Analysis, Future Growth by 2022-2028

The MarketWatch News Department was not involved in the creation of this content.

Oct 14, 2022 (The Expresswire) -- Global “HR Core Administration Software Market” (2022-2028) research report offers inside and out examination on market size, share, drivers, limitations, etc. Besides, this report remembers the inexact investigation of various portions for terms of general development, advancement, opportunity, business methodologies, and so on for the gauge time of 2028. The report contains the essentials delivered and headways by various applications Share and The most recent pattern acquiring momentum in the market that builds mindfulness about the HR Core Administration Software market. The report supplies a complete investigation of business angles like worldwide HR Core Administration Software market size, ongoing technological advances, and developments. The examination report comprises of the presentation of the market, vital participants, amazing open doors, restrictions, product and type classification, and large market investigation.

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Market Analysis: Global HR Core Administration Software Market

The global HR Core Administration Software market is projected to reach USD million by 2028 from an estimated USD million in 2022, at a CAGR of % during 2023 and 2028.

Global HR Core Administration Software manufacturers include Automatic Data Processing, LLC, SAP SE, Ultimate Software Group, Inc., Linkedin (Microsoft), Oracle Corporation, Workday, Ceridian HCM, Inc., Kronos, Inc., Infor, IBM Corporation, Cornerstone OnDemand, Paycom Software, Inc., Intuit, SumTotal Systems, LLC (SkillSoft), Sage, Epicor Software, Accenture, Workforce Software, Zenefits, Ramco Systems, EPAY Systems, PeopleStrategy, Inc., etc. The top 2 companies hold a share about 80%. Europe and China are the largest market, with a share both about 40%. In terms of product, synthetic PBO is the largest segment, with a share over %. And in terms of application, the largest application is home pest care, followed by agricultural.

Report Scope

This report aims to provide a comprehensive presentation of the global market for HR Core Administration Software, with both quantitative and qualitative analysis, to help readers develop business/growth strategies, assess the market competitive situation, analyze their position in the current marketplace, and make informed business decisions regarding HR Core Administration Software. The HR Core Administration Software market size, estimations, and forecasts are provided in terms of output/shipments and revenue (millions), considering 2021 as the base year, with history and forecast data for the period from 2017 to 2028. This report segments the global HR Core Administration Software market comprehensively. Regional market sizes, concerning products by types, by application, and by players, are also provided. The influence of COVID-19 and the Russia-Ukraine War were considered while estimating market sizes.

For a more in-depth understanding of the market, the report provides profiles of the competitive landscape, key competitors, and their respective market ranks. The report also discusses technological trends and new product developments.

The report will help the HR Core Administration Software manufacturers, new entrants, and industry chain related companies in this market with information on the revenues, production, and average price for the overall market and the sub-segments across the different segments, by company, product type, application, and regions.

The Global HR Core Administration Software market is anticipated to rise at a considerable rate during the forecast period, between 2022 and 2028. In 2021, the market is growing at a constant rate and with the rising acquisition of strategies by leading players, the market is expected to rise over the projected horizon.

Get a trial Copy of the HR Core Administration Software Market Report 2022

Final Report will add the analysis of the impact of COVID-19 on this industry.

According to our latest study, due to COVID-19 pandemic, the global HR Core Administration Software market size is estimated to be worth in 2021 and is forecast to a readjusted size by 2028 during review period. Online Sales accounting the HR Core Administration Software global market in 2021, is projected to value by 2028, growing in next six years. While HR Core Administration Software segment is altered between 2022 and 2028.

Moreover, it helps new businesses perform a positive assessment of their business plans because it covers a range of syllabus market participants must be aware of to remain competitive. The readers in the section will understand how the HR Core Administration Software market scenario changed across the globe during the pandemic, post-pandemic and Russia-Ukraine War. The study is done keeping in view the changes in aspects such as demand, consumption, transportation, consumer behavior, supply chain management, export and import, and production. The industry experts have also highlighted the key factors that will help create opportunities for players and stabilize the overall industry in the years to come.

COVID-19 and Russia-Ukraine War Influence Analysis

The readers in the section will understand how the HR Core Administration Software market scenario changed across the globe during the pandemic, post-pandemic and Russia-Ukraine War. The study is done keeping in view the changes in aspects such as demand, consumption, transportation, consumer behavior, supply chain management, export and import, and production. The industry experts have also highlighted the key factors that will help create opportunities for players and stabilize the overall industry in the years to come.

To know How COVID-19 Pandemic Will Impact This Market/Industry-Request a trial copy of the report -https://www.researchreportsworld.com/enquiry/request-covid19/21051482

Key Indicators Analyzed

Market Players and Competitor Analysis: The report covers the key players of the industry including Company Profile, Product Specifications, Production Capacity/Sales, Revenue, Price and Gross Margin 2017-2028 and Sales with a thorough analysis of the market's competitive landscape and detailed information on vendors and comprehensive details of factors that will challenge the growth of major market vendors. ● Global and Regional Market Analysis: The report includes Global and Regional market status and outlook 2017-2028. Further the report provides break down details about each region and countries covered in the report. Identifying its sales, sales volume and revenue forecast. With detailed analysis by types and applications. ● Market Trends: Market key trends which include Increased Competition and Continuous Innovations. ● Opportunities and Drivers: Identifying the Growing Demands and New Technology ● Porters Five Force Analysis: The report provides with the state of competition in industry depending on five basic forces: threat of new entrants, bargaining power of suppliers, bargaining power of buyers, threat of substitute products or services, and existing industry rivalry.

Key Companies and Market Share Insights

In this section, the readers will gain an understanding of the key players competing. This report has studied the key growth strategies, such as innovative trends and developments, intensification of product portfolio, mergers and acquisitions, collaborations, new product innovation, and geographical expansion, undertaken by these participants to maintain their presence. Apart from business strategies, the study includes current developments and key financials. The readers will also get access to the data related to global revenue, price, and sales by manufacturers for the period 2017-2022. This all-inclusive report will certainly serve the clients to stay updated and make effective decisions in their businesses. Some of the prominent players reviewed in the research report include:

List of TOP KEY PLAYERS in HR Core Administration Software Market Report are -

● Automatic Data Processing, LLC
● SAP SE
● Ultimate Software Group, Inc.
● Linkedin (Microsoft)
● Oracle Corporation
● Workday
● Ceridian HCM, Inc.
● Kronos, Inc.
● Infor
● IBM Corporation
● Cornerstone OnDemand
● Paycom Software, Inc.
● Intuit
● SumTotal Systems, LLC (SkillSoft)
● Sage
● Epicor Software
● Accenture
● Workforce Software
● Zenefits
● Ramco Systems
● EPAY Systems
● PeopleStrategy, Inc.

Get a trial Copy of the HR Core Administration Software Market Report 2022

The HR Core Administration Software Market is Segmented by Types:

● Core HR and Personnel Management
● Payroll Administration
● Benefits Administration
● Time and Attendance
● Employee Engagement
● Workforce Planning and Analytics

The HR Core Administration Software Market is Segmented by Applications:

● Healthcare
● Financial Services
● Government/Non-Profit
● Retail/Wholesale
● Professional/Technical Services
● Manufacturing

HR Core Administration Software Market Technology Analysis:

In the global coronavirus pandemic, remote working had been introduced as a trend. But with the various virus variants and waves hitting the global locations, remote working has become a necessity to keep up with the trends and maintain a proper flow of the supply chain and production mechanism. With the rising investment in the research and development department and activities, the HR Core Administration Software solutions are acting as an efficient resource that goes easy on formatting. To collaborate motivation with efficiency and personal goals with the organizational HR Core Administration Software industry objectives, the HR Core Administration Software market size is implementing strategies so that there is a feeling of belongingness and recognition integrated with the push and need to come up with comprehensive ideas for the global growth of the market during the forecast period that ends in the year 2028.

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Geographically, this report is segmented into several key regions, with sales, revenue, market share and growth Rate of HR Core Administration Software in these regions, from 2021 to 2027, covering

● North America (United States, Canada and Mexico) ● Europe (Germany, UK, France, Italy, Russia and Turkey etc.) ● Asia-Pacific (China, Japan, Korea, India, Australia, Indonesia, Thailand, Philippines, Malaysia and Vietnam) ● South America (Brazil, Argentina, Columbia etc.) ● Middle East and Africa (Saudi Arabia, UAE, Egypt, Nigeria and South Africa)

Global HR Core Administration Software Market Regional Analysis

Geographically, the global HR Core Administration Software Market is segmented into North America, Europe, South America, Europe, Asia Pacific and the Middle East and Africa. Research has a leading market share of in 2019. The market volume of HR Core Administration Software in Southeast Asia is largely connected to downstream demand.

The objective of the report is to present a comprehensive analysis of the Global HR Core Administration Software Market including all the stakeholders of the HR Core Administration Software industry. The past and current status of the industry with forecasted market share, size and recent and future trends are presented in the report with the analysis of complicated data in simple language. The report covers all the aspects of the marketing 4.0 industry with a dedicated study of key players that includes industry top leading players, new consumers, shareholders.

Reasons to Buy This Report

● This report will help the readers to understand the competition within the industries and strategies for the competitive environment to enhance the potential profit. The report also focuses on the competitive landscape of the global HR Core Administration Software market, and introduces in detail the market share, industry ranking, competitor ecosystem, market performance, new product development, operation situation, expansion, and acquisition. etc. of the main players, which helps the readers to identify the main competitors and deeply understand the competition pattern of the market. ● This report will help stakeholders to understand the global industry status and trends of HR Core Administration Software and provides them with information on key market drivers, restraints, challenges, and opportunities. ● This report will help stakeholders to understand competitors better and gain more insights to strengthen their position in their businesses. The competitive landscape section includes the market share and rank (in volume and value), competitor ecosystem, new product development, expansion, and acquisition. ● This report stays updated with novel technology integration, features, and the latest developments in the market ● This report helps stakeholders to understand the COVID-19 and Russia-Ukraine War Influence on the HR Core Administration Software industry. ● This report helps stakeholders to gain insights into which regions to target globally ● This report helps stakeholders to gain insights into the end-user perception concerning the adoption of HR Core Administration Software. ● This report helps stakeholders to identify some of the key players in the market and understand their valuable contribution.

This HR Core Administration Software Market Research/Analysis Report Contains Answers to your following Questions

● Which Manufacturing Technology is used for HR Core Administration Software? What Developments Are Going On in That Technology? Which Trends Are Causing These Developments? ● Who Are the Global Key Players in This HR Core Administration Software Market? What are Their Company Profile, Their Product Information, and Contact Information? ● What Was Global Market Status of HR Core Administration Software Market? What Was Capacity, Production Value, Cost and PROFIT of HR Core Administration Software Market? ● What Is Current Market Status of HR Core Administration Software Industry? What’s Market Competition in This Industry, Both Company, and Country Wise? What’s Market Analysis of HR Core Administration Software Market by Taking Applications and Types in Consideration? ● What Are Projections of Global HR Core Administration Software Industry Considering Capacity, Production and Production Value? What Will Be the Estimation of Cost and Profit? What Will Be Market Share, Supply and Consumption? What about Import and Export? ● What Is HR Core Administration Software Market Chain Analysis by Upstream Raw Materials and Downstream Industry?

An exhaustive and professional study of the global HR Core Administration Software market report has been completed by industry professionals and presented in the most particular manner to present only the details that matter the most. The report mainly focuses on the most dynamic information of the global market.

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Major Points from Table of Contents:

1 HR Core Administration Software Market Overview

1.1 HR Core Administration Software Product Scope

1.2 HR Core Administration Software Segment by Type

1.3 HR Core Administration Software Segment by Application

1.4 HR Core Administration Software Market Estimates and Forecasts (2017-2028)

2 HR Core Administration Software Estimates and Forecasts by Region

2.1 Global HR Core Administration Software Market Size by Region: 2017 VS 2021 VS 2028

2.2 Global HR Core Administration Software Market Scenario by Region (2017-2021)

2.3 Global Market Estimates and Forecasts by Region (2022-2028)

2.4 Geographic Market Analysis: Market Facts and Figures

3 Global HR Core Administration Software Competition Landscape by Players

3.1 Global Top HR Core Administration Software Players by Sales (2017-2021)

3.2 Global Top HR Core Administration Software Players by Revenue (2017-2021)

3.3 Global HR Core Administration Software Market Share by Company Type (Tier 1, Tier 2 and Tier 3) and (based on the Revenue in HR Core Administration Software as of 2020)

3.4 Global HR Core Administration Software Average Price by Company (2017-2021)

3.5 Manufacturers HR Core Administration Software Manufacturing Sites, Area Served, Product Type

3.6 Manufacturers Mergers and Acquisitions, Expansion Plans

4 Global HR Core Administration Software Market Size by Type

4.1 Global HR Core Administration Software Historic Market Review by Type (2017-2021)

4.2 Global Market Estimates and Forecasts by Type (2022-2028)

4.2.3 Global Price Forecast by Type (2022-2028)

Get a trial Copy of the HR Core Administration Software Market Report 2022

5 Global HR Core Administration Software Market Size by Application

5.1 Global HR Core Administration Software Historic Market Review by Application (2017-2021)

5.2 Global Market Estimates and Forecasts by Application (2022-2028)

6 North America HR Core Administration Software Market Facts and Figures

6.1 North America HR Core Administration Software by Company

6.2 North America HR Core Administration Software Breakdown by Type

6.3 North America HR Core Administration Software Breakdown by Application

7 Europe HR Core Administration Software Market Facts and Figures

8 China HR Core Administration Software Market Facts and Figures

9 Japan HR Core Administration Software Market Facts and Figures

10 Southeast Asia HR Core Administration Software Market Facts and Figures

11 India HR Core Administration Software Market Facts and Figures

12 Company Profiles and Key Figures in HR Core Administration Software Business

13 HR Core Administration Software Manufacturing Cost Analysis

13.1 HR Core Administration Software Key Raw Materials Analysis

13.1.1 Key Raw Materials

13.1.2 Key Raw Materials Price Trend

13.1.3 Key Suppliers of Raw Materials

13.2 Proportion of Manufacturing Cost Structure

13.3 Manufacturing Process Analysis of HR Core Administration Software

13.4 HR Core Administration Software Industrial Chain Analysis

14 Marketing Channel, Distributors and Customers

14.1 Marketing Channel

14.2 HR Core Administration Software Distributors List

14.3 HR Core Administration Software Customers

15 Market Dynamics

15.1 HR Core Administration Software Market Trends

15.2 HR Core Administration Software Drivers

15.3 HR Core Administration Software Market Challenges

15.4 HR Core Administration Software Market Restraints

Continued…

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Killexams : Biden contends a ‘historic manufacturing boom’ is underway — and can act as a bulwark for American democracy

WASHINGTON (AP) — President Joe Biden is working to create a manufacturing revival — even helping to put factory jobs in Republican territory under the belief it can restore faith in U.S. democracy.

The Micron investment announcement represented a commitment in a Republican congressional district that Biden and the company credited to the recently enacted $280 billion CHIPS and Science Act.

“Today is another win for America, and another massive new investment in America spurred by my economic plan,” Biden said in a statement, of the Micron investment. “Together, we are building an economy from the bottom up and the middle out, where we lower costs for our families and make it right here in America.”

Biden traveled to Poughkeepsie, N.Y., to herald the IBM commitment, whose focuses are to include semiconductors, computers, hybrid cloud, artificial intelligence and quantum computers. The company said its projects would directly benefit from Biden’s CHIPS and Science Act.

See: IBM to invest $20 billion in New York’s Hudson Valley region over 10 years

Biden has staked his presidency on what he has called “a historic manufacturing boom,” hoping to succeed where past presidents, governors and hordes of other politicians have struggled for a half-century. His goal is to keep opening new factories in states such as Ohio, Idaho, North Carolina and Georgia — where Democrats’ footholds are shaky at best. Administration officials say they want to spread the prosperity across the entire country, rather than let it cluster in centers of extreme wealth, in a bid to renew the middle class and a sense of national pride.

The push comes at a precarious moment for the global economy. Consumer-price inflation has hurt Biden’s popularity, despite some recent apparent improvement on both scores, and prompted recession concerns. Much of Europe faces a possible downturn due to the jump in energy prices after Russia’s invasion of Ukraine, while the International Monetary Fund just downgraded growth in China. The world economy is defined by uncertainty just as Biden has called for investments in clean energy and technology that could take years to pay off.

The president is hopeful that whatever good manufacturing can do for the U.S. economy also turns out to yield political benefits for himself and other Democrats in 2022 and beyond. He told Democratic donors late last month that the manufacturing and technology investments mean “we have an opportunity” to strengthen the U.S. if Democratic governors and lawmakers are elected this year.

Washington Watch (September 2022): ‘More work still to do’: Biden celebrates Inflation Reduction Act, but latest CPI report tops forecasts, sparking fresh worries

Going into the midterm elections, Biden is telling voters that a factory renaissance has already started. The administration sees its infrastructure spending, computer-chip investments and clean-energy incentives as helping domestic manufacturing in unprecedented ways.

Best New Ideas in Money podcast: Making chips at home again

Also see: Kamala Harris seeks chip-manufacturing partners in Japan meetings

And: U.S., Mexico to cooperate on production of semiconductors, electric vehicles

Recent academic studies suggest that decades of layoffs due to offshoring contributed to the rise of Republican Donald Trump, with his opposition to immigration and global trade. But many of the authors of the studies doubt that Biden can make these demographic trends disappear through the promise of jobs for skilled workers.

Democratic Rep. Ro Khanna of California would like to see the president make a national tour of factory openings, so that his policies could stick better in voters’ minds. Khanna recently attended the groundbreaking of a $20 billion Intel plant in Ohio and laid out his belief that factory job losses helped cause today’s political schisms.

The Silicon Valley congressman reasons that too many Americans have lost faith in a government that seemed indifferent to their own well-being, leading them to embrace hucksters and authoritarians who thrive by exploiting and widening divisions in society.

“How do you get rid of people’s jobs and expect them to believe in democracy?” Khanna asks.

Exclusive: Starbucks urged to work with unions in letter from members of Congress

Factory jobs have risen during Biden’s tenure to the most since 2008 at 12.85 million, yet the task of steadying the country’s middle class and its democratic institutions is far from complete. The industrial Midwest has yet to recover the factory jobs shed in the pandemic, let alone decades of layoffs in which the economic challenges evolved into political tensions.

Labor Department data show that Ohio is still 10,000 factory jobs shy of its pre-pandemic level and 350,000 jobs below its total in 2000. The numbers are similar in Michigan, Pennsylvania and Wisconsin — three states that were key to Biden’s 2020 victory and could help decide control of Congress in November’s elections.

Don’t miss: Biden touts U.S. economy’s progress at Intel plant’s groundbreaking in Ohio, but Democrats’ Senate nominee there suggests president shouldn’t run in 2024

The White House says Biden eschews thinking about Americans as consumers interested only in the cheapest prices and thus promoting outsourcing. Instead, his speeches are woven with talk about people as workers and the identity that working gives them.

What Biden can show with this year’s factory groundbreakings is progress, even if the total number of manufacturing jobs is unlikely to return to the 1979 peak of 19.55 million. Intel’s computer-chip plant being built in New Albany, Ohio, would add 3,000 jobs. Hyundai would add 8,100 jobs with its electric-vehicle plant in Georgia. Wolfspeed with plans to produce silicon carbide wafers in North Carolina, would add 1,800 jobs.

See: Biden team touts impact of policy successes as White House welcomes local government leaders

Jay Timmons, CEO of the National Association of Manufacturers, said the gains in factory jobs reflect five years of effort, starting with the 2017 tax overhaul by congressional Republicans and including Biden’s investments in infrastructure and computer chips as well as efforts to return jobs to the U.S. after global supply-chain disruptions caused by the pandemic.

“There’s a commitment by government at all levels to do more here and a desire by manufacturers to do more here,” Timmons said.

Massachusetts Institute of Technology economist Daron Acemoglu applauded Biden’s plans for spreading factory work across the country. It’s too soon to tell if the administration is succeeding, he said, but Biden is challenging what was once conventional wisdom among economists that little could be done to expand factory work in the U.S.

“I believe the president is right,” said Acemoglu, the co-author of the book “Why Nations Fail.” “‘Good jobs,’ which pay decent wages, have job stability, offer career-addressing opportunities, and endow a sense of accomplishment and dignity, are important for the middle class and social cohesion.”

New academic research released in September suggests that the offshoring of factory jobs led white men to feel like victims and gave way to the rise of grievance politics that helped fuel Trump’s ascendancy among Republican voters. That movement in turn spawned election denialism and political violence that Biden has repeatedly said is “a dagger to the throat of our democracy.”

The research covering 3,500 U.S. citizens finds that factory job losses due to automation are less controversial among voters than the offshoring, which triggered a “self-victimization bias” for whites who were more likely to “view offshoring as leading to greater total harm to the American economy, and to the U.S. position in the world.”

One of the study’s authors, Leonardo Baccini of McGill University in Montreal, still expects factory-job totals to shrink, though a decline primarily due to automation would be less harmful to Democratic candidates. He still anticipates factory-job losses over the long term as advanced economies focus more on productive services to sustain growth.

“From an economic standpoint, the decline of U.S. manufacturing is inevitable and it is actually a good thing,” Baccini said. “Any attempt to stop this structural transformation with protectionism and government subsidies is likely to backfire.”

J. Lawrence Broz, a political scientist at the University of California San Diego, co-wrote a 2019 research paper that found populist support was strongest in communities that endured long-term economic and social decline, a contrast to the superstar cities where technology, finance and a highly educated workforce were magnets for wealth.

“It is unlikely that recent efforts to re-shore manufacturing jobs will produce the intended effects, either economically or politically,” Broz said. “The new factories won’t employ large numbers of less-skilled workers, leaving white industrial workers just as angry as they are now.”

That means the underlying test of Biden’s agenda might be whether enough workers can be educated to meet the needs of a manufacturing sector with higher standards than during the heights of its dominance in the 20th century.

MarketWatch contributed.

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Killexams : Blockchain, Once Overhyped, is Finding Real Transportation Use Cases
An example of how blockchain technology could work in trucking. - Image: Blockchain in Transport Alliance

An example of how blockchain technology could work in trucking.

Image: Blockchain in Transport Alliance

Five years after blockchain technology burst onto the transportation scene, you may wonder whatever happened to it.

In 2017, blockchain was touted as the answer to transportation woes ranging from supply-chain visibility to outdated EDI (electronic data interchange) technology. A new group, the Blockchain in Trucking Alliance, was formed to advance the adoption of blockchain technology by trucking.

BiTA was launched by Craig Fuller, CEO and managing director of TransRisk, with founding partners such as McLeod Software, Triumph Business Capital, U.S. Xpress, Convoy, 10-4 Systems, and Fleet Complete. By the end of the year, it had broadened its focus to all transportation and changed its name to the Blockchain in Transport Alliance. Companies such as Penske and UPS joined the group.

With blockchain-capable transactions, BITA contended, the trucking industry could gain several benefits, such as immediate payments to drivers upon delivery, self-directing fuel and maintenance payments, complete automated settlements, and infinite recording of carrier history and safety.

Blockchain is a combination of technologies that allow transactions between parties via a trusted, shared ledger. Each transaction is coded into a block, which becomes part of a chain of blocks. Entries or changes to the chain cannot be made without authorization of all participating members. The most well-known use of blockchain technology involves cryptocurrencies, such as Bitcoin.

The Blockchain in Trucking Alliance offered this definition when it launched: “To put it simply, a blockchain is like a database — it’s a way of storing records of value and transactions.” The key is that the database is “immutable.” An IBM white paper on the subject noted that in traditional transactions, each party keeps its own record (or ledger) of each transaction. That leads to each participant having its “own version of the truth,” instead of one version of the truth that all participants agree is correct.

Everyone jumped on the bandwagon. But five years later, we’ve seen only a handful of trucking applications using blockchain.

Blockchain's Hype Cycle

With recent cryptocurrency scandals casting a shadow on blockchain in general, trucking reporters at the McLeod Software User Conference asked company officials about the current status of the technology for transportation.

Ken Craig, CIO for McLeod Software and a member of the board of directors for the Blockchain in Transport Alliance, referred to a recent report from Gartner on where blockchain stands in the company’s Hype Cycle of Emerging Technologies.

“Smart contracts and tokens are just computer code and are independent of the greed and corruption of the ‘centralized’ bad actors that took advantage of them,” explained Gartner VP Analyst Avivah Litan in a blog post. “In fact, bad guys experiment with new technologies much faster and earlier than the good guys do. That’s a historical fact. It takes time for the ‘good use cases’ to catch up, and it takes even more time for fraud and security controls to be deployed.”

Blockchain technologies have matured enough to support many business applications, she said, but there haven't really been any "killer apps" for the technology. Instead, we are seeing gradual improvements using blockchain technologies. Some innovations, such as blockchain wallets and smart contracts, are expected to reach maturity in less than five years, Litan said. Overall, Gartner expects that the majority of blockchain innovations will reach maturity within two to 10 years.

As Craig said, a lot of early blockchain adopters couldn’t provide a value. “It’s at least a two- to five-year process, and it shouldn’t be done without a business case,” he said.

Both Craig and Gartner cite the food chain as an example of a business case where blockchain technology makes sense.

Major food companies such as Nestle, Tyson, and Walmart are using or testing blockchain to Improve traceability, deter fraud, and Improve responses to contamination and food-borne illness, according to Scott Haskell with the Institute for Food Laws and Regulations at Michigan State University. And changes in the works at the U.S. Food and Drug Administration could help drive the adoption of blockchain in the food chain with more extensive regulations on food traceability.

Even back in 2017, the 22nd Annual Third-Party Logistics Study warned that it would take a coordinated effort to drive adoption of blockchain in transportation. The study found that while 30% of 3PLs and 16% of shippers saw blockchain as a potential application, they had yet to engage with the technology.

“Blockchain has the potential to make significant improvements in security, transparency, and governance, but only in supply chains where there is value in controlling consumer risk, valuable goods or complying with regulations,” said Ken Toombs, global head of Infosys Consulting, at the time. “Shippers and 3PLs will need to work together to drive value from blockchain, using lessons collectively learned from missteps with other emerging technologies, like Radio Frequency Identification (RFID).”

New Life for Blockchain in Transport Alliance?

While many BiTA members have left the organization, said Craig, the group has reinvented itself. No longer a TransRisk project, he said, it’s now a 501(c) organization.

“We’re still working on standards” for blockchain, he said, and the group already has produced several for the industry.

A few months ago, the IEEE Industry Standards and Technology Organization, an international federation of industry groups dedicated to the advancement of standardized technologies for the benefit of industry, announced the BITA Standards Council as its newest member program.

Incorporated as a 501(c)(6) in March, the BITA Standards Council "has the mission to publish, and certify open-source standards to facilitate global commerce, initially with a focus on blockchain-enabled technologies in the transportation and logistics industries," said the IEEE announcement.

“By standardizing the data formats of attributes on transportation blockchain platforms, we will Improve interoperability within the industry and create efficiencies in the supply chain and track and trace applications” said Dale Chrystie, BSC President and Business Fellow, Blockchain Strategist, for FedEx, in a news release.

“[Blockchain] still has life, but the life is driven by business use cases, not technical hype,” Craig said. “There are several good practical use cases in the trucking industry. It’s still alive and well — we just need to look at it as a technology.”

Wed, 12 Oct 2022 11:22:00 -0500 text/html https://www.truckinginfo.com/10183205/blockchain-once-overhyped-is-finding-real-transportation-use-cases
Killexams : Struggling to find cyber pros? Look to your network admins

Gabriel Esek’s route to cyber began where a lot of tech careers do — at an IT help desk.

From there, he worked his way up the tech ladder, through network administration and engineering, learning as he went about the components of enterprise systems and their vulnerabilities.

“I just never had the confidence that I had what it takes to break into cybersecurity,” said Esek, who is now a level three cybersecurity engineer in the security services department at cybersecurity firm Arctic Wolf.

The skills and confidence Esek cultivated as a network specialist gave him a leg up when he pivoted to cybersecurity early last year. A trifecta of certifications — CompTIA’s A+, Network+ and Security+ — were the icing on the cake.

Cybersecurity is a broad field with many niches that are at once embedded in and distinct from the larger IT world. Understanding networks components — the hardware that comprises IT systems — is fundamental to cyber. With certifications training, it can be relatively easy to cross the natural bridge between network admin and security.

“If you're good at networking, you understand routing and filtering, and you probably understand firewalls and VPNs,” said Ed Skoudis, president of the SANS Technology Institute, SANS Fellow, and founder of cyber consulting service Counter Hack. “These are all amazing and useful building blocks of cybersecurity infrastructures.”

Network professionals typically learn the OSI seven-layer stack model for system connectivity, said Skoudis, who also got his start in network admin. 

“Understanding how that stack works helps with understanding how things are happening from a security perspective,” Skoudis said.

The cyber talent challenge

Recruiting and retaining talent is a challenge throughout tech. Nearly 3 in 5 of the more than 1,400 IT professionals surveyed in June for Spiceworks Ziff Davis’ 2023 tech budget trends report, said their companies are having trouble finding IT talent.

The stakes are particularly high in cyber. The average cost of a data breach reached an all-time global high of $4.35 million this year, according to IBM’s analysis. 

Most companies see cybercrime as a top threat, and more than half of security and IT executives expect an increase in ransomware attacks over the next year, according to a recent PwC study.

“Now that businesses are more digital than ever, being compromised with cyber breach is huge. It can literally bring down your business,” said Curtis Johnstone, distinguished engineer at Quest Software and a Microsoft MVP.

Tapping into network admin to source potential cyber talent in-house would be good news for many organizations, particularly for midsize enterprises, which rank cybersecurity as a top priority and may have a harder time recruiting than larger companies.

Demand = dollars

Esek’s journey from IT desk and network admin to cyber isn’t unique. 

Petr Sidopulos, cybersecurity operations architect for the Teacher Retirement System of Texas, got his start as a webmaster for the Texas Army National Guard. 

Sidopulos worked his way through IT support and server administration to cyber, earning the GIAC Security Essential Certification and numerous other cyber credentials.

“I did not need any certifications to get into cyber in 2012,” said Sidopulos. “But my on-the-job results and the certifications gave me the knowledge and experience to progress into my [current] role.”

Esek and Sidopulos said inherent interest drew them to cyber, and both leveraged network experience, coupled with certifications, to advance in a field plagued by workforce shortages.

For professionals with the right credentials, it’s also one of the better paying fields in IT. Certified Information Security Managers is the second highest paying IT certification, according to Skillsoft’s survey of more than 2,500 tech professionals, and Certified Information Systems Security Professional ranked fourth. Each credential commanded average annual salaries above $150,000.

While it may require a salary bump, there are advantages to drafting talent from within, according to James Stanger, CompTIA chief technology evangelist.