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000-M601 - IBM Healthcare Industry Solutions Sales Mastery Test v1 - Dump Information

Vendor : IBM
Exam Code : 000-M601
Exam Name : IBM Healthcare Industry Solutions Sales Mastery Test v1
Questions and Answers : 30 Q & A
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000-M601 Questions and Answers

Pass4sure 000-M601 Dumps with Real Questions & Practice Test


Reference:

http://www.translationalres.com/article/S1931-5244(09)00274-6/abstract(download the pdf and search for volume and complexity)


QUESTION: 27

What standard becomes important for the rounding of clinical data?


  1. HTML4

  2. HL5

  3. HTML5

  4. HL


Answer: D


Reference:

http://www.hl7.org/newsroom/HL7backgrounderbrief.cfm


QUESTION: 28

Which one of the following is not a common payer portal initiative?


  1. Member account overview

  2. Proactive Health Care

  3. Find a doctor/provider

  4. Member physician appointment scheduling


Answer: B


QUESTION: 29

Member 360 primarily refers to the ability to provide a health plan with which one of the following?


  1. Increased policy sales

  2. A better understanding of employer enrollment metrics

  3. Patient record security and privacy compliance

  4. A longitudinal view of member information and activity


Answer: D


Reference:

http://www-935.ibm.com/services/au/cio/pdf/ciw03051usen.pdf(page 15, first pargraph)


QUESTION: 30

What has IBM done, using proven enterprise architecture that quickly and cost-effectively enables the aggregation and analysis of data?


  1. Built a storage warehouse

  2. Built a supply warehouse

  3. Built a data warehouse

  4. Built data software


Answer: D


Reference:

http://www-01.ibm.com/software/industry/healthcare/provider.html(topic:


enterprise


health

analytics)


IBM 000-M601 Exam (IBM Healthcare Industry Solutions Sales Mastery Test v1) Detailed Information

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First, more and more powerful, versatile, and consumer-friendly new applied sciences -- from the utility that electronics technicians use to examine printed circuitboards to the automated protein analyzers Beth Malloy courses to run experiments -- are disposing of the need for employees to perform many time- consuming routine initiatives, the donkey work of the advanced industrial age. as a result they are freed to address more difficult activities that require judgment and expertise. 2d, as greater businesses depend on know-how to assist get rid of exceptional defects, pace up product construction, and enrich customer carrier, technicians become the entrance-line worker's they rely on. So absolutely has expertise suffused the place of work that technical laborers are starting to emerge from the nearly invisible middling stratum they've traditionally occupied. no longer are they mere subordinates to managers and just a notch above the much less-expert blue- and red-collar loads. As corporate hierarchies collapse and the boundaries between businesses dissolve, employers are beginning to gain a brand new appreciation for the work technicians do -- and their insights into how it should be executed. within the new economy, says Michael Arthur, a administration professor at Suffolk university in Boston, it's competence as opposed to a place in a hierarchical pecking order that defines an worker's cost: "Technical occupations have become the brand new anchor for americans's careers." Who stronger for the smart agency to enlist in the effort to gain a aggressive area than those that in fact man the equipment with the intention to lift us into the longer term? Technical workers support design, manufacture, and service the wondrous clinical contraptions that permit clinic technologists to look into the physique's tissue. Engineering technicians check the integrity of materials used in the development of bridges, constructions, and dams. they are the developers and caretakers of the computing device and telecommunications networks that maintain your business working, and that they produce the marvelous laptop-picture presentations that aid your revenue drive land new consumers. Technicians carry various stages of formal training and credentials to their work. Many enter technical fields without a greater than a excessive faculty diploma and a splash of training got on the job. for the reason that the smaller military of today not turn out technicians within the numbers they did all the way through the cold struggle years, extra aspiring technical people are coming to these careers from a change college or a community faculty. And an ever-expanding number of them have a 4-12 months institution training or superior degrees. in response to projections made via BLS economist Kristina J. Shelley, the variety of school graduates who take jobs in technical fields will grow by seventy five%, to 2.2 million, over the coming decade. To income fully from the extended alternatives open to them in the new economy requires that technical people -- and the groups that make use of them -- adopt a brand new mindset. because many technicians enter the labor force as hourly personnel, they too regularly view the work they do as a job instead of because the basis of a profession. The difference is growing more critical. Jobholders, Suffolk university's Arthur explains, perform a limited range of tasks in the context of a specific corporation. Careerists, against this, define themselves via the cluster of expertise they bring to their work -- knowledge which are transferable from supplier to employer and which they could extend over the course of their working lives. they are ever on the prowl for the subsequent enjoyable project to work on. And businesses that might harness their knowledge need to study new lessons of how to manipulate, motivate, and reward them for this reason. -- supply your technical laborers room to grow -- or someone else will. Richard Mixon, 41, is likely one of the new breed who's actively managing his profession. A senior electronics engineering technician in the seismic trying out division of the Western Atlas oil exploration enterprise in Houston, Mixon early on made it his mission to are searching for out jobs that could allow him to develop. "i needed to have a extensive adequate spectrum of abilities to be able to fit into any technical environment," he says. The son of a development worker, Richard studied electronics for two years at the university of Houston with the intention of working within the computer business. missing the money to proceed his experiences, however, he took a job with IBM ! repairing workplace gadget. The 5 years he spent as a carrier consultant taught him advantageous lessons in how to cope with purchasers, but it surely wasn't getting him any nearer to his goal of working with engineers who design computer circuitboards. He left IBM, in 1978, to join Texas contraptions, which hired him to fix built-in-circuit look at various methods. internal a year, Mixon realized that with out a four-year engineering degree his chances for advancement with TI were limited. but he could see that printed-circuit technology became beginning to unfold to many different industries anyway computer systems -- and with it, his alternatives to take on extra difficult tasks. So when he discovered about an opening for an electronics lab technician at Halliburton, an oil-field capabilities enterprise that turned into booming within the energy-short years of the early Nineteen Eighties, he jumped. The circulation uncovered Mixon to the variety of work he had been longing to do. Over the subsequent 9 years at Halliburton and, later at Schlumberger, which provided him each extra funds and extra exciting assignments, Mixon assisted electronics design engineers in constructing circuitboards that would go into the latest geologic facts-acquisition machine. regardless of the problem, after ages Mixon could see no additional career development watching for him at Schlumberger, so he began to seek opportunities outdoor the enterprise. A recruiter sounded him out about relocating to a bigger job with Western Atlas, and he grabbed the offer. In his current place, Mixon is helping to strengthen an electronic sensing system that might be used to locate oil. besides engaged on the design of recent circuitry, he is the aspect man delegated to work with manufacturing to bring the new gear rapidly into creation. And he is always looking out for new tasks to take on. Says Mixon: "it be greater to apologize than for permission." Mixon's highest quality intention is to build on the vast technical base by way of beginning his own enterprise. greater from Fortune Will Mmmhops be successful? NBA confirms L.A. Clippers sale to ex-Microsoft CEO Steve Ballmer FBI and SEC probe into Carl Icahn and golfer Phil Mickelson FORTUNE 500 existing difficulty Subscribe to Fortune -- Technical people are moving from the lower back workplace to the client interface. With the new company focus on consumer pride, companies like TIE Communications, a telecommunications machine company with annual revenues of $one hundred ten million, are relying extra heavily on their technicians. TIE hopes to win market share from its rankings of smaller rivals and crack new markets that the big regional cellphone corporations are leaving behind. but executives at TIE's headquarters in Overland Park, Kansas, realized that growth would now not come effortlessly with the aid of pushing extra hardware. They also essential to distinguish their company with superior consumer carrier. Falling prices for telecom gear have been bringing products like videoteleconferencing gadget and superior multiplexers for information transmission within sight of the small and midsize organizations that TIE pursuits. issue turned into, the brand new, built-in black-box telephony is intimidatingly advanced, some of it a ways past the servicing capabilities of lots of TIE's four hundred technicians. Says executive vp Eric Carter: "except we did an improved job of training them, our technicians would pressure valued clientele away." TIE got down to mould all of its technical service reps into, as Carter places it, "ambassadors to the clients." The company shrunk with the company academic services division of DeVry Institute of know-how, a number one for- earnings technical training academy that operates 13 colleges all the way through North the us, to aid design a curriculum. besides providing its technicians with a firm grounding in how the complex new circuitry and utility work, TIE wanted the brand new courses to enhance their communications capabilities in order that they might assist promote shoppers on new products and functions. The training, which started final fall, brings groups of some 20 carrier reps from TIE's 58 district places of work to Overland Park all over the first two weeks of each and every month. TIE plans to cycle all of its technical worker's through each and every of three gradually extra superior stages of coaching over the arrival six years. An additional benefit of this guide: by means of mingling with colleagues from diverse offices, the consumer provider techs swap war experiences on issues they've encountered in the field and take hands-on options returned to work. Technicians who had been through the practicing's first part are enthusiastic: Steve Barbier, 32, an eight-12 months TIE veteran within the St. Louis office, says the software "became on fundamental mild bulbs." Barbier is a high school graduate who had worked his means up from the lowly $4.25-per-hour job of pulling cables to a skilled $16-an-hour position supervising new installations and extra sophisticated device restoration. however his confined figuring out of the programs' inner workings made him reluctant to advocate to valued clientele that they improve their networks with gear he become unsure he could provider. That insecurity isn't any longer an issue. Says Barbier: "where i might once take five steps returned to steer clear of a problem, I now take two steps forward with a brand new answer that helps the client, TIE, and me." -- latest technicians are tomorrow's executives. Some organizations are beginning to make the mastery of a technical speciality the prerequisite for profession boom. At Union Pacific, for example, all new employees who aspire to a administration place ought to first develop into a "information integrity analyst." Why the hurdle? Union Pacific consists of 13,000 shipments a day on seven hundred trains working on 19,000 miles of song. Coordinating that massive traffic circulation poses a major records administration problem, one that required a new approach to the rail enterprise. Says national customer capabilities vp Jim Damman: "We noticed that the business's future growth would depend more on the ability of our managers to be masters of technical records rather than overseers of the hourly employees." on the grounds that 1986, Union Pacific has been replacing the paper mountain of delivery orders, bills of lading, and invoices it as soon as swapped with its consumers and their delivery agents with a computerized digital facts interchange (EDI) system it has developed. Now, some two-thirds of the entire railroad's customer communications -- up from simply 3% eight years in the past -- are managed by way of EDI from a single customer-service core in St. Louis instead of through the forty places of work that previously dealt with the unwieldy paper move. Empowered with the aid of EDI, the facts integrity analysts preserve tabs on all of the customers' contacts with the railroad. they invent targeted digital profiles for each shipper that let the customer carrier representatives to facilitate order taking or resolve questions. They also supply the counsel that dispatchers in Omaha use to track shipments and that clerks in accounting count on for accurate billing suggestions. simply as helpful because the huge growth in efficiency that EDI has wrought (worker productiveness at the St. Louis core is up 300% on account that 1986) are the fabulously rich strategic uses Union Pacific could make of the amassed information. The railroad's purpose is to mine that treasure-trove to be capable of offer purchasers greater price-delivered capabilities tailor-made to their wants. consequently, veterans of the information integrity job, like Robyn Bohnert, are promoted to the extra superior technical roles of finding how you can organize the facts for brand spanking new business makes use of. employed as a client carrier consultant in 1990, Bohnert, now 26, spent two years as an information integrity analyst. ultimate February she advanced to a position as task manager for brand new techniques development, which can pay her some $35,000 a 12 months. Her job attracts heavily now not simplest on her technological potential however additionally on her competencies of advertising. She uses the EDI customer profiles to construct new databases that might, say, help a group that works with grain commodity shippers find evolving patterns of their utilization of the railroad's features and promote them on new ones. She has also put her technical skill to make use of in assisting Union Pacific improve its own efficiency, extracting from the databases she's created the sources of customer problems and the way a whole lot it cost the railroad to tackle them. Says Bohnert: "We're simply beginning to scratch the surface of the improvements that a technical evaluation of the facts will show." -- Technical people turn black-container expertise into productivity beneficial properties. lengthy the jealously guarded privilege of administration, entry to information virtually defined energy and status in the common corporate bureaucracy. however with the advent of networked computing, it is quick fitting the average wealth of each employee. Stephen Kellogg, the computing device gadget administrator for an Atlanta engineering and structure company referred to as Armour Cape & Pond (AC&P), plays midwife to that revolutionary exchange. employed into the newly created place ultimate October, Kellogg, 26, is accountable for the hardware and application that together make up AC&P's electronic umbilical wire to the 60 architects, drafters, and earnings and administrative aid body of workers in Atlanta and Washington. The job demands full use of the programming, systems-evaluation, and electronics-preservation capabilities he acquired within the Coast look after and later developed at a technical institute. keeping the device running and handholding the firm's neophyte laptop clients would be job adequate to earn Kellogg his $30,000 annual compensation. but he have to additionally retain data relocating easily among the AC&P's computing device workstations, enabling drafters to translate architect's concepts into full-scale renderings and preserving music of their widely wide-spread design adjustments. The network have to also accommodate the income force and enable the individuals in accounting to music invoices, funds, and payrolls. Says Kellogg: "The payoff from the brand new know-how comes when the complete corporation applies its energy to work in dramatically new methods." Kellogg is the one who makes certain that AC&P capitalizes totally on technological advances. To that end, he has formed an influence-users' group, a | committee made of staffers who're masters of the intricacies of the device. He calls on them to steer month-to-month working towards classes open to all personnel to quicken the unfold of the optimal practices right through the firm. Kellogg is additionally busily scouting out the newest hardware and purposes application which will hold his company on the cutting edge of expertise. So crucial do AC&P partners see that task that they now encompass Kellogg in all their weekly conferences. "I see no restrict to the skills increase of my position," he says. -- The payoff from technical training is large. Automation of producing has been a job killer for tens of lots of semi-professional industrial worker's. however for manufacturing facility technicians who recognize how to operate the brand new, laptop- controlled production equipment, profession opportunities have seldom been superior. it truly is because, as Tom Blunt, a producing consultant from Louisville, puts it: "Employers who automate however take individuals out of the procedure are lobotomizing their factories. A human is the most cost-effective, lightest, totally bendy and reprogrammable desktop money can purchase." Rockwell international's Allen-Bradley unit, a maker of commercial automation machine on account that 1903, is getting more than its funds's value from the one hundred forty technicians who operate its new electronic Manufacturing method (EMS) production lines. during the late Nineteen Eighties, most of the desktop tools the business constructed lacked the smart inside controls that valued clientele wanted. until it could leapfrog the competitors with the aid of constructing in-house the really expert circuitboards its products lacked, the enterprise would continue to lose market share to nimbler international corporations. The problem Allen-Bradley set for itself in developing EMS became ambitious. The enterprise offers 50 different product traces, and each would require a number of different boards of various dimension and configuration. No company had ever produced so gigantic a mixture of such tricky componentry in the low volumes vital to customize every finished product to customer specifications. EMS, which went on-line in 1990, met the exacting standards. however what new kind of employee would it not take to head mano a machino with the fearsomely productive device? answer: one with technical abilities in contrast to any Allen-Bradley had required of its manufacturing unit palms in the past. lots of the enterprise's hourly production laborers assembled basic electrical switches and relays, a repetitive job that required an iron butt to take a seat at a workbench for eight hours a day but little pondering. Working in EMS can be yet another story entirely. It demands that the specialist take into account how the method operates in its entirety and be capable of intervene on every occasion situation arises. "Technicians are the medical doctors of the equipment," says Larry Yost, the senior vice chairman for the operations group that developed EMS. "They ought to be capable of reply to the numerous approaches the device can misalign components or come upon programming system faults." in preference to recruit these experts from outside, Allen-Bradley determined to retrain volunteers from within its production ranks in the new technical knowledge. For Larry Hanson, 51, who joined the company out of high college in 1961 as an assembler, the new probability become a godsend. For years Hanson hungered to break out the tedium of his manufacturing unit job, but with a growing to be family unit to aid he couldn't have the funds for to surrender the job he had and circulate to another enterprise. Hanson had utilized for other technical manufacturing openings within Allen- Bradley but changed into passed up as a result of he lacked the requisite capabilities. To remedy this deficiency and increase his probabilities of being approved into EMS, he enrolled in desktop programming lessons at a local school. "There changed into nothing I appreciated about my job apart from my paycheck. I wasn't going to let anything else stand in my manner of joining this project," he says. together with the other volunteers chosen for EMS, Hanson realized on the job the way to sequence the flow of circuitboards during the gadget, spot advantage defects within the spacing of accessories packed as shut as 0.02-inch aside, and eliminate the bottlenecks that could gradual creation. They additionally spent two days every week after- hours for two years gaining knowledge of school-stage algebra and trigonometry, desktop programming, and concepts of strong-state electronics manufacturing -- a curriculum developed and taught by means of the neighborhood Milwaukee faculty of Engineering and paid for by Allen-Bradley. The practising is now carrying on with in a 2d two-12 months software with courses in charge accounting, enterprise strategy, and crew-constructing expertise. Says technician Hanson of his new position: "My job is charming. there is no longer a day that does not fly by means of." -- Technical worker's demand attention. As with most people who take satisfaction of their work, technical specialists cost awareness just about as much pretty much as good pay. And these days they have got extra alternatives to get each. office gadget restore technicians, nurses who supply home health care features, and computing device-aided image artists and drafters, among many others, are discovering new shops of career delight by way of taking jobs in smaller agencies whose main company is to supply technical functions. instead of toil unappreciated for employers who fail to well known the contribution they make, they're enjoying each the possibility to stretch their abilities and the rewards that come with it in really expert corporations. Dixie Williams, a paralegal by training, has accelerated her profession from a stall to the speedy song by using making any such movement to a litigation assist features firm in Houston known as Looney & Co. A 29-12 months-historical Dallas native with the power of a Texas tornado, Williams is a school graduate who earned her paralegal certification by means of attending college 5 hours an evening, 5 nights per week, for seven months while keeping a full-time day job. Like most paralegals, she employed on with a legislation company, in her case an $18,500 a 12 months position -- the going cost in 1987 -- with a favourite Dallas apply. not lengthy into the job, youngsters, Williams discovered the frustrations that come with being a junior skilled in an outfit run with the aid of temperamental, massive- ego attorneys. She expected to do analysis, interviewing witnesses, drafting pleadings, or aiding at trial as she turned into knowledgeable to do. in its place, her supervisor, whom Williams calls the "dungeon master," assigned her to a senior partner who gave her stultifying tasks like summarizing depositions and indexing files. greater grating for her was gazing the choicer assignments -- ones she felt certified for -- go to the enterprise's far-improved-paid junior acquaintances, the freshly minted law school graduates whom she derisively refers to as "child attorneys." Williams's workload and morale more advantageous dramatically after she efficiently lobbied to be transferred to a job aiding a further accomplice, who depended on her to take on a bigger role. She changed into given everyday oversight for some of the higher circumstances the accomplice supervised however which required most effective occasional direct involvement by means of an lawyer. She additionally took it upon herself to learn how to research circumstances the usage of the brand new computer systems the firm begun to acquire within the late 1980s. Her new skills helped win a massive lawsuit in 1991, and made her one of the company's most sought-after paralegals. but by way of then she identified her profession ceiling on the company could be too low to include her tall ambitions. although she had doubled her initial profits, she saw that pay for essentially the most senior $ paralegals topped out at some $60,000 a year by the point they retired -- about what the "baby attorneys" made to birth. Williams's huge damage came when, in the course of aiding at a deposition, she met Richard Looney, then a courtroom reporter. Looney, too, had considered the competencies for applying to felony follow the vigor of computer systems and the optical scanner know-how that converts textual content on paper documents into digital kind the computer systems can "read." Few legislations enterprises would be able to make adequate use of the computing device expertise to warrant the expense of procuring it. through acquiring the latest device and hiring paralegals to make use of it to do the analysis that supports the litigation of principal cases, he figured that he would be able to sell his business's services without delay to insurance groups and different main establishments desirous to reduce their criminal bills. Impressed with Dixie's desktop wisdom and paralegal knowledge, Looney employed her. once aboard with Looney & Co. in 1992, nothing become going to hang Dixie back. She begun in the Houston office, practising other paralegals within the use of the device and within the criminal strategies to which it could be utilized. inside a year, Looney made her the office supervisor and put her in can charge of hiring all the paralegals -- who now complete 30 -- to personnel three different workplaces he had opened all the way through Texas. Williams's profession change has not simply freed her from the frustrations of coping with curmudgeonly "dungeon masters." With Looney & Co. revenues growing to be by means of some 20% a year to $7.7 million in 1993, she expects that her salary will quickly go away these of the "child attorneys" in the filth. the new power of the technical work force is not handiest releasing employees from the monotony of the industrial age, but it surely is additionally providing agencies with the know-a way to alter their destiny -- to make competitive leaps, to ruin into new markets, and to present their employees wider horizons and far more chance than any generation of employees has encountered earlier than. CHART: no longer obtainable credit score: FORTUNE desk/source: BUREAU OF LABOR records CAPTION: HOW they are growing to be Job growth for technicians will far outpace that for different people over the coming decade, with paralegals and clinical technicians environment the pace. 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