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HP HPE6-A47 : Designing Aruba Solutions Exam

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Exam Number : HPE6-A47
Exam Name : Designing Aruba Solutions
Vendor Name : HP
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HPE6-A47 test Format | HPE6-A47 Course Contents | HPE6-A47 Course Outline | HPE6-A47 test Syllabus | HPE6-A47 test Objectives

This course teaches you how to plan and design enterprise Aruba campus wireless and wired networks. Hands-on labs supply you experience with network design from information gathering to planning and high-level design including RF Planning, Redundant Campus Architecture design, and Remote Access Branch office design. This course teaches Aruba Mobility Network Design for Aruba Secure wireless and wired network deployments using Aruba Best Practices on how to plan and design enterprise campus networks including designing for redundancy and high availability. This course is approximately 40% lecture and 60% hands-on lab exercises. This 5-day course will help students prepare for the Aruba Certified Design Professional (ACDP) V1 exam.

Topics | Outline | Syllabus
- DetermineCustomerRequirements
- Determine key Stakeholders expectations and requirements
- Determine network usage and requirements
- Identify applications to determine throughput and bandwidth, technologies, and products
- Determine security requirements and Authentication and Compliance
- Determine redundancy requirements
- Determine roaming requirements
- RFPlanning
- RF fundamentals
- RF Planning and Site Survey
- Determine the environment type
- Document wireless RF coverage
- Plan AP physical location
- Selecting APs and antennas
- Channel planning and Airmatch
- ArubaCampusDesign
- Campus Topology
- Aruba Campus WLAN logical architecture
- Overview of Mobility Manager-based architecture
- Planning the deployment architecture
- Controller Scaling
- Planning and selecting licenses
- Using IRIS
- WiredNetworkDesign
- Selecting 2-tier or 3-tier architecture
- VSP and backplane stacking
- L2 vs. L3 design
- Planning the access layer
- Planning the aggregation/core layers
- Planning VLANs based on access control requirements
- Planning Wired VLAN in a Multiple VLAN design
- Planning for a wireless large flat VLAN design
- Redundancy
- Designing types of redundancy: Mobility Master redundancy, mobility controller redundancy, AP redundancy, switch redundancy, and linklevel redundancy
- Mobility Master redundancy
- Mobility Controller redundancy
- Wired Network Redundancy
- PlanningQuality of Service
- Determine what traffic needs to be prioritized - Overview of real-time applications such as voice and video
- Explain the features the Aruba solutions provide for prioritizing traffic
- Map traffic from wireless user device to AP, to controller, and then onto the wired network
- VeryHighDensity (VHD) Design
- VHD Wireless network design
- Planning VHD design for a Wired network
- Planning High Density RF Coverage
- Branch andSMBTopologies
- Designing Remote Access and Branch solutions
- Remote Access Points
- Activation using Aruba Activate
- Aruba Instant APs (IAPs)
- Wired solutions for the branch

Exam Objectives | test Outline
- After you successfully complete this course, expect to be able to:
- Plan and design enterprise Aruba campus wireless and wired networks.
- Evaluate the requirements, and select the wired networking technologies for the design.
- Evaluate the requirements, and select the wireless networking technologies for the design.
- Plan and design an Aruba solution per the customer requirements.
- Produce a detailed design specification document.
- Recommend the solution to the customer.

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HP Aruba test prep

Amazon Expands Social protection internet For Hourly fogeys and military Spouses | HPE6-A47 real Questions and Practice Questions

shut-up of sign with emblem on facade of the regional headquarters of ecommerce company Amazon in the ... [+] Silicon Valley town of Sunnyvale, California, October 28, 2018. (photo through Smith assortment/Gado/Getty photographs)

Getty photographs

against the backdrop of a big social spending invoice languishing in Congress, and many nevertheless reeling from the financial consequences of the global Covid-19 pandemic, some tentatively respectable news for the American worker finally arrived this week from Amazon. The online retail huge, which employs upwards of 1.51 million permanent and temporary employees, announced nowadays a great enlargement of the advantages it offers to its hourly personnel and a brand new program designed to aid the households of armed forces spouses in its employment.

Admittedly, the enterprise has come under fireplace for alleged terrible working conditions in the past, chiefly in its warehouses. before he left his role as CEO, Jeff Bezos introduced a commitment to make Amazon the “World’s most advantageous agency.” Between elevating its general starting wage, the work it's doing with the local weather Pledge and today’s announcements, I consider Amazon, beneath new CEO Andy Jassy, is beginning to change the narrative. Let’s take a better look at the news and what it ability for Amazon personnel.

venture Juno pledges to support military families

unless you or participants of your family are lively-responsibility armed forces, it could possibly come as a surprise to hear that defense force spouses, on regular, movement as soon as every two and a half years. That’s seven instances greater often than their civilian counterparts. Packing up and relocating your family somewhere unfamiliar is stressful and exhausting in and of itself. on the same time, your significant other may be actively deployed elsewhere and potentially now not be part of until months after the move. On true of that, you ought to discover a new job for your new domestic, realizing that your better half could be transferred once again in a couple of years. after which the entire procedure begins all over the place once again.

Amazon’s personnel contains over forty five,000 veterans and military spouses, and amongst those that decide to depart the enterprise, in keeping with Amazon, the number 1 cause referred to become a family unit circulation. here's unhealthy for Amazon—no enterprise within the latest job market, big or small, can manage to pay for to be hemorrhaging skill. more importantly, notwithstanding, it’s dangerous for the fiscal security of their courageous carrier americans and their families. in keeping with Amazon, military companion unemployment has topped out at over 25% for the remaining ten years and is likely one of the leading motives active carrier contributors decide to leave the militia.

assignment Juno is Amazon’s attempt to alleviate this difficulty. nearly, it's a tool that helps quickly-to-be-uprooted militia spouses discover the identical job (if attainable) or an identical position at the business of their new locale. The answer works via leveraging Amazon’s interior global system for managing worker information—quite simply enter the brand new home vicinity and the timeline for the move and the gadget will get to work. in accordance with Amazon, personnel will get hold of an replace on the hunt inside 48 hours of submitting it. It’s worth mentioning that best a corporation with Amazon’s geographic footprint could pull some thing like venture Juno off. With hundreds of Amazon websites hiring in over forty U.S. states, i might imagine the percentages of discovering a suitable replacement job are improved than you’d discover with most employers.

The challenge Juno information comes with the side announcement that Amazon intends to hire 100,000 veterans and army spouses via 2024, emphasizing retainment, construction and promotion these hires.

Introducing FamilyFlex

one of the most biggest challenges of working for hourly pay is the inability of advantages customarily relegated to salaried positions. As many folks are returning to the body of workers, the nation is still midst the caregiving crisis spurred by way of Covid-19. Childcare is tough to discover and prohibitively costly. Many hourly positions lack the proper family unit help materials and versatile scheduling alternatives to make them an employment choice for a working mother or father. And that’s in the event that they even offer anything similar to a living wage. 

With that in mind, Amazon announced a raft of recent benefits for its frontline hourly employees through a program it calls FamilyFlex. the new advantages, accessible by means of both new and existing employees, fall into three categories—flexible scheduling, bendy pay and a beneficiant array of care alternate options and supplies to assist new and expecting parents.

First, the program will let hourly personnel customize their time table, choosing it and changing it as obligatory if a family emergency or anything else comes up. If an worker wants to preserve a professional, set schedule, week after week, they can try this. however they can also swap shifts with other personnel up to the last minute or reschedule their shift to a different day that week. These bendy schedules can be found chiefly to workers in its U.S. achievement and beginning community, with plans to extend additional. yet another flex choice is what Amazon calls every time Shifts, which allows employees in choose roles to select the time and kind of shift that matches them finest. These shifts are cancellable as much as 16 hours before they start. Eligible employees can entry and manage each time Shifts and the other new flexible scheduling alternatives with just a couple of clicks via Amazon’s internal computer and cell app.

subsequent, Amazon announced a brand new flexible pay alternative it calls anytime Pay. many people have had a situation the place payday couldn’t come soon ample at some element in their lives. Say it’s Sunday, you should buy your groceries for the week, but you’re broke except the direct deposit hits on Friday morning. via every time Pay, eligible Amazon employees can switch most of their wages collected seeing that their closing paycheck to a Visa pay card. that you would be able to use the pay card any place that accepts Visa, even withdrawing money at taking part ATMs or transferring the balance to an everyday checking account. None of these can charge a aspect. Over a hundred and fifty,000 Amazon employees can at present access this improvement.

The closing component, new family care alternate options and materials for personnel is the broadest news item. FamilyFlex now presents Amazon personnel loads of wholly paid pregnancy and parental go away alternatives for eligible new parents. via a new choice known as leave Share, employees can also quit to six weeks of paid parental go away to their companion or companion if they aren’t eligible at their place of employment. another application, Ramp lower back, gives new fogeys the flexibility to work partial work hours for eight consecutive weeks post-beginning or adoption. beneath FamilyFlex, new adoptive parents can take up to six weeks of paid go away and be reimbursed for qualified adoption costs as much as $5,000 a toddler.

Amazon’s family unit guide doesn’t cease after delivery. FlexFamily additionally gives employees entry to a free network of over two million childcare, elder care and other care providers, protecting subscription charges to functions like UrbanSitter, Sittercity and Years forward. Admittedly, this sounds stronger than it is—Amazon helps you discover the caregiver, but you nevertheless must pay for the care itself. Which, as mentioned earlier, is expensive. Amazon additionally offers waived registration expenses (as much as $250) and favorite enrollment to brilliant Horizons childcare facilities together with lessons coupon codes at other participating associate centers, discounted tutoring and examine-prep services.

meanwhile, the Rethink program provides Amazon personnel with free consultations, working towards movies, and a library of on-line components for parenting children with autism, ADHD, and different developmental disabilities. fogeys gain entry to a dedicated conduct skilled who is there (via ongoing, remote consultations) to answer certain questions and work along with your newborn on socialization, self-aid, teachers and different talents.

lastly, but important as they at the same time method the trauma of the Covid-19 pandemic are the mental health substances Amazon gives to its employees and their households. Amazon’s materials for dwelling application offers free, 24/7 access to customized, private and easy mental health guide. This comprises three free one-on-one therapy sessions, per subject, per person dwelling in an Amazon worker’s family.

Wrapping up

short of similar family unit guide advantages fitting law, it's going to continue to fall to employers to willingly supply the aid resources workers want for themselves and their households. And when it involves hourly positions, many don't. Amazon, regardless of some perceived previous missteps is making fundamental changes to take greater care of its frontline laborers. at the very least, these new benefits should supply Amazon an side over the other hourly employers struggling to entice candidates within the existing job market. in that case, stay up for others to healthy what Amazon’s doing here within the months and years to come.

observe: Moor Insights & strategy writers and editors may additionally have contributed to this text. 

Moor Insights & approach, like every research and tech business analyst enterprises, gives or has offered paid services to technology businesses. These functions consist of research, evaluation, advising, consulting, benchmarking, acquisition matchmaking, or speaking sponsorships. The company has had or presently has paid enterprise relationships with 8×8, A10 Networks, superior Micro gadgets, Amazon, Ambient Scientific, Anuta Networks, utilized Micro, Apstra, Arm, Aruba Networks (now HPE), AT&T, AWS, A-10 ideas, Bitfusion, Blaize, container, Broadcom, Calix, Cisco programs, Clear utility, Cloudera, Clumio, Cognitive systems, CompuCom, CyberArk, Dell, Dell EMC, Dell technologies, Diablo applied sciences, talk neighborhood, Digital Optics, Dreamium Labs, Echelon, Ericsson, severe Networks, Flex, Foxconn, frame (now VMware), Fujitsu, Gen Z Consortium, Glue Networks, GlobalFoundries, Revolve (now Google), Google Cloud, Graphcore, Groq, Hiregenics, HP Inc., Hewlett Packard business, Honeywell, Huawei applied sciences, IBM, IonVR, Inseego, Infosys, Infiot, Intel, Interdigital, Jabil Circuit, Konica Minolta, Lattice Semiconductor, Lenovo, Linux basis, Luminar, MapBox, Marvell expertise, Mavenir, Marseille Inc, Mayfair fairness, Meraki (Cisco), Mesophere, Microsoft, Mojo Networks, countrywide gadgets, NetApp, Nightwatch, NOKIA (Alcatel-Lucent), Nortek, Novumind, NVIDIA, Nutanix, Nuvia (now Qualcomm), ON Semiconductor, ONUG, OpenStack groundwork, Oracle, Panasas, Peraso, Pexip, Pixelworks, Plume Design, Poly (previously Plantronics), Portworx, Pure Storage, Qualcomm, Rackspace, Rambus, Rayvolt E-Bikes, red Hat, Residio, Samsung Electronics, SAP, SAS, Scale Computing, Schneider electric powered, Silver height (now Aruba-HPE), SONY Optical Storage, Springpath (now Cisco), Spirent, Splunk, dash (now T-mobile), Stratus applied sciences, Symantec, Synaptics, Syniverse, Synopsys, Tanium, TE Connectivity, TensTorrent, Tobii expertise, T-cellular, Twitter, solidarity technologies, UiPath, Verizon Communications, Vidyo, VMware, Wave Computing, Wellsmith, Xilinx, Zayo, Zebra, Zededa, Zoho, and Zscaler. Moor Insights & method founder, CEO, and Chief Analyst Patrick Moorhead is a personal investor in know-how groups dMY expertise neighborhood Inc. VI and Dreamium Labs.

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