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DELL DES-1241 : Specialist - Platform Engineer, PowerStore Exam

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Exam Number : DES-1241
Exam Name : Specialist - Platform Engineer, PowerStore
Vendor Name : DELL
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Exam Code : DES-1241
Exam Name : Specialist - Platform Engineer, PowerStore
Duration : 90 minutes
Questions : 60
Passing Score : 63

Exam Description:
This certification benefits any professional installing and maintaining PowerStore storage arrays in open systems environments. The certification focuses on installation, cabling, maintenance, upgrades and basic troubleshooting.

PowerStore Concepts and Features 6%
o PowerStore system and use cases
o PowerStore system configuration and models
o PowerStore architecture and hardware components
o Accessing PowerStore reference documentation

PowerStore Installation 7%
o PowerStore installation process
o PowerStore racking considerations
o Power and environmental requirements
o Unpacking and racking tasks

PowerStore Cabling 10%
o Front-end cabling
o Back-end cabling
o Power cabling

PowerStore Implementation 20%
o PowerStore networks
o Ethernet switching, network requirements, configuration options
o Ethernet switching configuration process
o Initial configuration steps
o PowerStore licensing

PowerStore Maintenance 15%
o Power control for maintenance procedures
o ESD handling procedures
o PowerStore CRUs and FRUs
o Replacement procedures

Software Upgrades 12%
o Types of software upgrades
o Performing software non-disruptive upgrade
o NDU operational steps
o Hardware upgrades

Troubleshooting 30%
o PowerStore hardware fault LEDs
o Troubleshooting with LEDs
o Troubleshooting with PowerStore Manager alerts
o Troubleshooting with PSTCLI
o Troubleshooting with the PowerStore node service port
o Troubleshooting with PowerStore service scripts
o Performing PowerStore data collection



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“advantage shortage? You need to be joking,” say ITBusiness.ca readers | DES-1241 test Questions and Latest Questions

“Skills shortage? You must be joking,” say ITBusiness.ca readers

“Skills shortage? You must be joking,” say ITBusiness.ca readers

Many Canadian agencies proceed to bemoan what they name the severe shortage of IT skill, and the have an impact on this is having on their company.

This turned into additionally a typical refrain at the lately concluded Tech Week convention in Toronto, where panelists at the opening event cited how businesses in a variety of sectors are fiercely competing for a dwindling pool of IT authorities.

My article IT talent scarcity “hurting” most Canadian groups highlighted the views of four panelists, who all concurred that there's an IT ability crunch and provided numerous tips on how to deal with it.

Reactions from ITBusiness.ca readers to this article had been swift and unanimous. and that they offered a really distinctive point of view indeed!

essentially all reader responses challenged the very concept that there's an IT ability crunch.

The unanimous view from readers become that groups are having a tough time filling IT positions as a result of they set the bar too excessive for job candidates, and concentrate on a really small pattern of candidates.

And at least two talent certified agree with their readers.

They really submit that many firms fail to land desired personnel by using working under antiquated hiring guidelines, practices and HR methods that stymie instead of aid identification and retention of IT ability.

Our readers’ feedback, in the meantime, ran the gamut – from brief and ironic, to discursive and educational, to desperate. here’s a sampling:

“is that this a joke?” asked one reader who signed in as Malone.

“There looks to be a disconnect between articles,” pointed out Ron. He stated that their outdated reviews mentioned on the slashing of 25,000 positions in Nortel, the viable dying of 3Com, the worsening North American economic circumstance, and the increasing potential of IT experts to work from pretty much any place on the earth. “How is it that Canada is remoted from this talent?” Ron wanted to grasp. “The forty ninth parallel is not an Iron Curtain.”

A reader calling himself the Badger urged corporations to stop outsourcing IT jobs. This observe, he pointed out, outcomes in less certified worker's being hired by using groups that also spend less on worker practicing to maximize profits.

The talents shortage is being perpetuated by a notion that IT jobs are being outsourced to India, says John. college students, are much less more likely to make “4-yr, $40,000 dedication” to a course if their job possibilities are doubtful.

“ironically [IT jobs] will all be outsourced, as a result of media spin,” he noted.

“I have thirty years within the enterprise, constantly practising and upgrading my advantage and capabilities. I managed to at last locate employment in a pizza save.

I even have SmallTalk, Java, Ruby, Rails, etc. Can or not it's that they are too expensive? – wonders Steve Messamore

“If talent is so complicated to locate, why is it that i will be able to’t locate any of those positions needing people. someone please tell me where i will send my résumé or contact suggestions,” says Jayson.

incidentally, he’s an IT network specialist with Unix and Cisco event and is located in eastern Ontario.

one of the vital complications I have seen is that IT employees are expected to acquire practicing at their own rate and possibility, observes on reader named ljp.

Given the shelf life of IT working towards, ljp referred to, the risk of ending up unemployed after getting a certificates is fairly big. 

This turned into an journey shared by means of his relative who spent a couple of lots of greenbacks for a community route, however ended up unemployed and “lots of of prospective Dell personnel who paid for Dell certain lessons…but ended up [being] laid off when Dell shut down the area permanently.”

“quite frankly it’s time the industry stopped blaming the different man for its own moves,” said Glen Ford, one among their readers and a senior associate at TrainingNOW.

TraningNOW is a Mississauga, Ont-based enterprise that offers task-based mostly practicing to entrepreneurs and impartial professionals.

Ford all started out within the development business, but additionally has more than two decades of event in challenge administration consulting. He says the remarks he receives from quite a few purchasers, counsel gleaned from job advertisements, and his personal experience shows that corporations are developing the ability scarcity by using limiting their personal decisions.

He provides seven key explanation why groups are having a hard time nailing down the IT ability they need:

  • Unrealistic Expectations – Many businesses are trying to find americans with wide event in items that haven’t been out there for long. “You won’t find a Java programmer with more than 10 years experience [as] the product is simply eight-years-ancient. in a similar way, he talked about, it might be complicated to find a venture director with “arms-on journey”, as “a undertaking director is as a minimum two tiers removed from project managers who even have the fingers-on journey.”
  • Low practising funds – skills should be nurtured however many corporations skimp on working towards and permit their human belongings to deteriorate.
  • sweet-spot hiring – Let’s face it two to 5 years of event is the top-quality hiring aspect but when no one hires a beginner, there received’t be any two to 5-12 months adventure individuals around. And if nobody hires from the five-years+ crowd, there gained’t be any one to teach the new hires.
  • the use of secretaries to employ technical workforce – Hiring IT workforce is very complicated, Ford says. corporations need people who can take into account the know-how, the market and how it relates to the corporation. The hiring team need to be up to this point with the latest certifications and working towards programs but need to also be aware about what tech potential are transferable to other job cases.
  • Believing “historical dogs can’t gain knowledge of new tricks” – stop limiting your eyes to the below 35 crowd. simply because someone is a child boomer doesn’t suggest he or she isn’t prevalent with the latest know-how, it just skill they’ve considered it earlier than. “If we’ve been round this lengthy they expect and want to learn extra. And sure, they expect superior pay – as a result of they are worth it.”
  • Blaming faculties for not turning out greater IT graduates – The IT business should still get out there and change the circumstance. Make IT careers greater rewarding. “Why would any pupil go right into a career where they ought to coach for 4 years, starve for two, work for three, after which hope they don’t have to search for work once more for the next 10 years?”
  • expecting some thing for nothing – corporations need to be prepared to spend funds to get the ability they want. “if you can’t find the adult you need in the community, you deserve to be organized to fly the talent in and perhaps pay for the cost of shuttle and re-place.”
  • despite the opinions of many readers, from the element of view of Canadian corporations there's a skill scarcity, in line with a consultant of one of Canada’s biggest online job web page.

    “The remarks they get from their purchasers is there is a scarcity of ability,” says Robert Waghorn, communications supervisor for Monster.ca.

    “The greatest problem for a lot of companies is discovering the right and certified match for the position they’re advertising.” Candidates, he noted, ought to fulfill certain criteria that meet the employer’s want.

    youngsters, many businesses “have purchased-into the skill scarcity storyline” as opposed to do some thing in regards to the issue, in line with yet another skill skilled.

    “organizations are missing out on one of the most creative and skilled ability as a result of their hiring practices, guidelines, organizational pondering and yes HR programs are slow, parochial, old-fashioned and albeit on occasion [act as] barriers to ability acquisition,” says Uma G. Gupta, a specialist in skill focus and acquisition.

    She has four standard assistance for companies trying to find IT skill:

    appreciate and invest in talent – organizations have to often overview hiring polices, practices and methods to be sure they don't bog down the acquisition and retention of skill. These methods must be flexible to fulfill bobbing up wants. additionally a there should be a reward device for skill acquisition to motivate better efficiency.

    dispose of net cobwebs – a lot of business profession internet websites are in need of a serious overhaul. They don't seem to be geared to attracting appropriate talent and are also very hard to navigate. Re-evaluate your enterprise internet site, are trying it out your self to examine which elements need to be revamped or delivered.

    are seeking for out unconventional ability – If an organization’s skill pool is cut from the same cloth, community suppose units in. appear for people with leadership advantage from other industries. Take some dangers and hire those with profession paths that are unique and untraditional.

    coach for ability focus – Given the power of nowadays’s skill promote it’s understandable that hiring managers are all the time trying to find candidates who can “hit the ground working.” This, however, can limit a company’s decisions or – even worse – enable the firm to omit out a few gemstones.

    stories have proven many hiring managers aren’t privy to their biases and prejudices that may also result in the rejection of certified candidates, says Gupta.

    The skill to admire ability can also be bought through training, brainstorming and careful mentoring, she said.

    “It’s critical to actively recruit people who, even if they may additionally have a slight handicap within the short run, will in the long term show to be an invaluable asset.”  


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