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Cisco 500-701 : Cisco Video Infrastructure Design (VID) Exam

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Test Number : 500-701
Test Name : Cisco Video Infrastructure Design (VID)
Vendor Name : Cisco
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500-701 test Format | 500-701 Course Contents | 500-701 Course Outline | 500-701 test Syllabus | 500-701 test Objectives

The Cisco Video Infrastructure Design (VID) version 1.0 Cisco Training on Demand course is designed for individuals that install and support the Cisco Expressway video network solution. You will learn how to install, configure, operate, and maintain core visual communication components, including Cisco TelePresence endpoints, and to integrate on-premises solutions with cloud solutions, meeting solutions, and management software.
You also learn about Cisco Meeting Server and the Cisco Collaboration Meeting Rooms (CMR) Cloud solution and how you can deploy large-scale telepresence conferencing quickly using Cisco TelePresence Management Suite (TMS). Youll be introduced to Cisco WebEx and Cisco Spark, and will learn how to administer Cisco Spark and how Cisco Spark integrates with Cisco Expressway. In addition, you gain an understanding of the APIs and automation features of Cisco Meeting Server and Cisco Spark.

Upon completion of this course, you should be able to:
=> Define Cisco TelePresence solutions components and architecture
=> Understand Cisco TelePresence Video Communication Server (Expressway) for basic and advanced video networks
=> Understand Cisco TelePresence Management Suite (TMS)
=> Define Cisco Meeting Server features
=> Describe the integration of Cisco collaboration on-premises solutions with Cisco Cloud
=> Demonstrate how Cisco TelePresence Content Server (TCS) interacts with other products within Ciscos TelePresence solution
Course Prerequisites
The knowledge and skills necessary before attending this course are:
=> Basic computer and IP network literacy
=> Basic knowledge of video conferencing and streaming fundamentals Course Outline
=> Section 1: Cisco Video Network Solutions
=> Section 2: Cisco Endpoints Overview
=> Section 3: Cisco Expressway Basic Setup
=> Section 4: Components of Cisco Expressway Security
=> Section 5: Call Control on a Cisco Expressway
=> Section 6: Fundamentals of Subzones and Zones on Cisco Expressway
=> Section 7: Clustering on the Cisco Expressway
=> Section 8: Cisco Meeting Server Features and Capabilities
=> Section 9: Cisco Meeting Server API
=> Section 10: Cisco Meeting Server Resilient and Scalable Deployments
=> Section 11: Additional Features with Cisco Meeting Server
=> Section 12: Cisco CMR Cloud, Premises, and Hybrid Products
=> Section 13: Cisco TelePresence Server and Cisco TelePresence Conductor
=> Section 14: Cisco TMS Solution
=> Section 15: Cisco WebEx and Spark Cloud Solutions
=> Section 16: Cisco Spark Administration
=> Section 17: Cisco Spark Hybrid Services
=> Section 18: Cisco Spark APIs and BOTs

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Cisco Cisco guide

How Cisco Takes Care Of Its employees | 500-701 test dumps and Free PDF

Francine Katsoudas | Cisco


should you are ranked No. 1 on Fortune’s record of the realm’s surest offices two years in a row, you understand you're doing some thing correct as a corporation. if you happen to land the properly spot in 2020 all over a global pandemic and large economic turmoil, you have done something awesome.

I currently had the pleasure of sitting down with Francine Katsoudas, chief people officer at Cisco, a world chief in IT, networking and cybersecurity solutions. They observed Cisco’s journey to the “premier place of work 2020” rating and the way they plan to move forward into 2021 and beyond.

Rasmus Hougaard: Congratulations on Cisco being named the area’s superior place of work once more in 2020. As Chief individuals Officer, how does that make you feel?

Francine Katsoudas: I think an incredible amount of pride. it be marvelous to see Cisco’s adventure. I appear back on where they have been, five, six, seven years in the past, and i see their people feeling so a whole lot greater engaged. I see their satisfaction and that is the reason outstanding.

Hougaard: it is exquisite to get the superb focus of the tradition and americans-established priorities which Cisco has embraced for many years. Now, where do you go from here?

Katsoudas: First, they use the focus to basically problem ourselves. they can say, ‘How would an international's greatest company tackle this difficulty?’ And they push ourselves to rethink the alternatives that we've and to make use of that focus to do more. a part of how they problem ourselves is to do a superb job listening and being open to what their people are telling us.

When it involves listening well, Cisco isn’t just counting on good intentions. in response to Francine, “We use sentiment analysis throughout meetings to bear in mind what the chat feedback or questions are telling us, after which later on they ask for comments and insights as neatly.” And, with information-powered, real-time insights into the mood state of its groups and leaders, Cisco can act with immediacy to roll out options at scale. within the spring of 2020 when tons of the area turned into feeling overwhelmed and anxious about the unknown, Katsoudas and her group noticed that their individuals have been having a tough time stepping away from work. To combat this, they created the theory of a “day-for-me” — a deliberate enterprise-large day without work for personnel to step away and put themselves first.

Katsoudas: What's happened due to the fact that is that their employees now beginning to set off us when they suppose they need an additional “day-for-me”. I believe now they have had three to 4 over the last six months, and i'll be listening for when employees start to assert it be time for one other.

Secondly, they be aware of that there are personnel who do not experience Cisco as the world's surest office. And they know that if an employee can have a positive adventure with their chief and their team, that can reshape the manner they look on the business. And so, they focal point on their leaders. If their leaders are in provider of their individuals, focusing on the strengths of their people, enjoying to their strengths, if you want to make a giant change.

Hougaard: 2020 turned into a yr that validated everyone. Many corporations stepped forward in new how you can confront the challenges and help their employees. What initiative did Cisco undertake in 2020 that you are most proud of?

Katsoudas: The one element that in fact stands out has been their response to the social justice considerations and the creation of their Social Justice Beliefs and movements. The beliefs inspire us to work against a far better aim of what they may also be as a corporation. one in every of their beliefs is ‘expertise for decent.’ They know that expertise will also be utilized in a very wonderful approach to empower people and communities. The beliefs are then coupled with very tangible movements that I consider could be difficult for us to obtain, and i consider it's decent.

final Fall, Cisco launched its Social Justice Beliefs and moves framework which contains 13 daring commitments, together with a 25% raise in the illustration of African-American/Black employees in any respect degrees of the business by way of 2023, the launch of a $50 million undertaking fund to put money into startups with distinct founders and management groups, and the commitment of $50 million over deliver years to raise the variety in its partner ecosystem.

Hougaard: Three years ago, skills task and Cisco begun working together to build Cisco mind sets. are you able to speak somewhat about why you initiated this software?

Katsoudas: after they began, there become this cognizance that they essential to aid their individuals construct resilience. americans have been combating the way to control the every day from a piece perspective after which to be their superior selves in everything else that they did.

We knew that if they have been not cautious, they have been going to discover their lives run by transactions and activities. So, there become this need to definitely core and focus. and i look in any respect of those facets now, and i consider, ‘my goodness, I can not feel of a time when we've got vital that classification of basis greater.’

The Cisco way of thinking programs have helped hundreds of Cisco employees to be aware how their minds are wired and the way to coach their minds in order that preferred behaviors and effects have the area to emerge. lots have viewed improvements in work/lifestyles stability and the capability to be latest and focus. For Cisco, there was a 32% reduce in employee absenteeism. 

Hougaard: The Cisco state of mind program has concentrated on building resilience within the Cisco team of workers. As you seem to be at the yr forward and the carrying on with challenges, what different mindsets do you believe will be crucial?

Katsoudas: From a mind-set point of view, i might say that resiliency continues to be paramount. and that i think or not it's crucial for their individuals to even have empathy. They at the moment are speaking about empathy as a superpower, and they are going to do every little thing that they can to cultivate empathic leaders and ensure that their systems are constructed against empathy.

I think it's additionally so essential for us to proceed to focal point on intellectual health. now they have been on a crusade for the remaining two and a half years to really wreck down the stigma associated with intellectual fitness. i'm so impressed by means of the leaders that have stepped as much as tell their story. once they discuss a controversy after which their people inform us their personal reports, they consider like we've achieved anything appropriate as a result of there is a trust aspect, and they're letting us in.

Hougaard: Cisco has always been a really americans-situated business. Why is this so critical for you and the firm?

Katsoudas: Cisco and different organizations can also be differentiated in how they treat their people, how they see their americans, and the way they help their individuals to have really respectable experiences. They know that if they do something about their individuals, they're going to focus on the company.

from time to time people will are trying to tease out business and individuals, and naturally, I believe they are one and the same. Your company is your americans, appropriate? You want to have an ambiance that brings out the most appropriate.

What they be aware of is that after a person performs to their strengths, they are going to be so a good deal greater inventive within the everyday. they will be more productive, and that they're going to believe much more superb about their existence in widespread.

The vigour is when your enterprise strategy and your intention and your entire people practices come together. and that's the reason actually challenging to do since the world continues to exchange, but I believe those are the things that are most significant.

Hougaard: i'm bound there a powerful want to remain the world’s premiere workplace. what is going to you be specializing in in 2021 to achieve this?

Katsoudas: they will proceed to focal point on groups because they accept as true with it truly is how they win. and each group wants an excellent chief, and that will completely be their focus. they can take all of the analytics and learnings of the previous 4 years and in reality push into the knowing of groups much more.

we will continue to center of attention on their americans and their lives. once in a while they like to say they care about their people, even on the weekend. They recognize that what they do at Cisco is part of who they are, and so their skill to suppose about them holistically is extremely important and should e-book how they care about and guide them.

Hougaard: What information would you deliver to your counterparts in different groups who are looking to strengthen a superb workplace?

Katsoudas: There are basic items that led us on their event, and one of them changed into easily understanding what differentiates us as an organization. They ask ourselves, ‘what does Cisco seem like on a superb day?’ realizing what your optimum feels like as a company is incredibly constructive because it enables then you to lean into ‘how will they do greater of that?’

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