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LOT-832 - Developing Websites Using IBM Workplace Web Content Mgmt 6 - Dump Information

Vendor : IBM
Exam Code : LOT-832
Exam Name : Developing Websites Using IBM Workplace Web Content Mgmt 6
Questions and Answers : 88 Q & A
Updated On : December 17, 2018
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LOT-832 Questions and Answers

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LOT-832 Developing Websites Using IBM Workplace Web Content Mgmt 6

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LOT-832 exam Dumps Source : Developing Websites Using IBM Workplace Web Content Mgmt 6

Test Code : LOT-832
Test Name : Developing Websites Using IBM Workplace Web Content Mgmt 6
Vendor Name : IBM
Q&A : 88 Real Questions

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IBM Developing Websites Using IBM

greatest innovations in artificial Intelligence as a provider Market to entry world trade avid gamers Like IBM, Google, Amazon net features, Microsoft | killexams.com Real Questions and Pass4sure dumps

global artificial Intelligence as a provider Market is expected to develop at a CAGR of +eleven% all over the forecast duration 2018-2023

This press free up changed into orginally dispensed through SBWire

Houston, TX -- (SBWIRE) -- 11/27/2018 -- This research examine is as a consequence a quantitative as well as a qualitative examine geared toward imparting clear vision of all possible cases and constitution within the global synthetic Intelligence as a carrier market, as smartly because the drivers that may additionally exist between 2018 and 2025.

global artificial Intelligence as a service Market is expected to develop at a CAGR of +11% right through the forecast duration 2018-2023

The report, like any experiences introduced to the artificial Intelligence as a carrier web page, is an all-inclusive and descriptive view of the international market. It elaborates available on the market dynamics, scope of boom in quite a few segments and regions, and other parameters which have been to date effective throughout its expansion when it comes to gaining value and size.

The market segmentation of the international artificial Intelligence As A provider market is validated across the numerous regions, comparable to Latin america, North the usa, Japan, China and India to predict the scope and productiveness. some of the critical facets are regarded to spotlight the method and growth of the market.

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Key gamers in synthetic Intelligence As A provider Market:

IBM, Google, Amazon net capabilities, Microsoft, Salesforce FICO, SAS Institute, Intel, SAP, IRIS AI, Bigml, H2o.AI, Absolutdata, Fuzzy.AI, vital AI, Rainbird technologies, Craft.AI, Sift Science, Mighty.AI, Cognitive Scale, Centurysoft, Yottamine Analytics, Datarobot, Meya.AI

together with this, the record additionally utilizes the monetary information revealed through the desirable key avid gamers within the global artificial Intelligence As A service Market. This certain information is further compiled by using the 360-diploma analysis. moreover, this file also explains the underlying strengths that aids available in the market's increase over a particular duration of time.

The becoming demand for AI as a service in the form of utility Programming Interface (API) and application development equipment (SDK) and starting to be number of ingenious startups are probably the most main components which are expected to drive the AI as a carrier market. additionally, the expanding need for intelligent company functions and growing to be demand for AI carrier integrators are expected to deliver growth alternatives for the market.

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world synthetic Intelligence As A provider Market analysis document 2018-2023

Chapter 1: Market Overview

Chapter 2: world financial influence on industry

Chapter three: world artificial Intelligence As A service Market competition via manufacturers

Chapter 4: world creation, income (value) by using area

Chapter 5: world provide (construction), Consumption, Export, Import through areas

Chapter 6: world creation, revenue (cost), fee style by type

Chapter 7:  artificial Intelligence As A carrier Market analysis by application

Chapter 8: Manufacturing cost evaluation

Chapter 9: Industrial Chain, Sourcing method and Downstream patrons

Chapter 10: advertising and marketing strategy evaluation, Distributors/traders

Chapter eleven:  artificial Intelligence As A service Market effect factors evaluation

Chapter 12: global synthetic Intelligence As A carrier Market Forecast

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IBM, Harvard develop device to handle black container difficulty in AI translation | killexams.com Real Questions and Pass4sure dumps

In fresh years, computer translation has greater immensely because of advances in deep discovering and neural networks. youngsters, the merits of neural networks come on the cost of no longer understanding for certain what goes on interior them, which potential it’s challenging to troubleshoot their blunders, comparable to once they translate “decent morning” in Arabic to “assault them” in Hebrew.

Researchers at IBM and Harvard school have developed a new debugging device to address this problem. introduced on the IEEE convention on visible Analytics Science and technology in Berlin ultimate week, the tool lets creators of deep studying purposes visualize the resolution-making an AI makes when translating a series of phrases from one language to an additional.

called Seq2Seq-Vis, the device is one of the a number of efforts that goal to interpret decisions made through deep neural networks. commonly wide-spread because the “black box issue,” the opacity of neural networks has develop into some of the severe challenges of the AI business, specifically as deep studying finds its method into greater critical domains.

Seq2Seq-Vis is concentrated on “sequence-to-sequence” fashions, the AI architecture used in most modern machine translation programs. “Sequence-to-sequence models can be taught to radically change an arbitrary-size input sequence into an arbitrary-length output sequence,” says Hendrik Strobelt, scientist at IBM analysis, adding that apart from language translation, sequence-to-sequence is additionally utilized in other fields similar to query-answering, summarization of lengthy text and photo captioning. “These models are definitely potent and state-of-the paintings in each one of these tasks,” he says.

In a nutshell, sequence-to-sequence translation models run a source string via a couple of neural networks to map it to the target language and refine the output to be sure it's grammatically and semantically suitable. The introduction of neural networks has superior the outcomes dramatically, however has also made the utility more complicated.

Visualizing desktop translation

Stobelt compares the debugging of average language translator utility to the use of a telephone book. “whenever whatever thing went incorrect, you might look into this ebook and find out the rule that changed into producing the error message, and you might repair the rule of thumb,” he says. “The issue is, for these highly advanced, conclusion-to-conclusion informed networks, you could’t create any such e-book easily. So we have been considering of what could be the replacement for some thing like this. And this essentially drove our goal for Seq2Seq-Vis.”

Stobelt showed us how the device works on its demo web site, which has an example of a German-to-English translation gone incorrect. The sentence “die längsten reisen fangen an , wenn es auf den straßen dunkel wird .” should be translated to “The longest journeys start when it gets dark within the streets.” but the AI model has translated it to “the longest go back and forth begins when it receives to the streets.”

Seq2Seq-vis creates a visual representation of the distinct tiers of the sequence-to-sequence translation process. This allows for the consumer to determine the mannequin’s choice system and find where the error is taking area.

Seq2Seq-Vis additionally suggests how every of the words within the input and output sentences map to practicing examples within the neural networks of the AI mannequin. “the most advanced part of the explanation is how to join the decisions to the training examples,” Stobelt says. “The practicing information describes the world of the mannequin. The mannequin doesn’t comprehend greater concerning the world than what was offered by using the practising statistics. And so it makes feel to take a look on the practicing statistics when debugging a mannequin.”

for example, through the use of the visible equipment, a user can check whether the error turned into due to bad practising examples given to the encoder and decoder, the neural networks that classify sentences in the supply and destination languages; a misconfiguration in the “attention model,” the part that connects the encoder and decoder networks; or a problem in the “beam search,” the AI model that refines the output of the translation mannequin.

Correcting sequence-to-sequence models

Seq2Seq-Vis is not the most effective venture that tries to explain decisions made by artificial intelligence. fixing the black field difficulty has turn into increasingly crucial to the AI business and has attracted a couple of academic associations, significant tech groups, and DARPA, the research arm of the protection department. IBM researchers additionally recently proposed a separate initiative to enhance transparency in AI using factsheets.

Seq2Seq-Vis wants entry to practicing data and other internal details in regards to the AI mannequin it desires to debug. In distinction, one of the most other explainable AI procedures only want access to the outputs of the neural networks to interpret their choices.

however, while most other procedures center of attention solely on deciphering AI selections, Seq2Seq-Vis allows users to follow corrections to their fashions. “We have been able to do both sides. We had been capable of do the visualization, but we had been also capable of trade the underlying backend,” Stobelt says. this is what Stobelt calls “What-if testing.”

as an instance, users can choose and correct words in the output sequence, or they can reconfigure the style the consideration mannequin maps input and output positions.

however the use of Seq2Seq-Vis is not for the conclusion consumer of translation applications. It requires standard advantage of how sequence-to-sequence fashions work. This makes sense of course, as a result of as Stobelt explains, the device is geared toward the architects and trainers of AI fashions.

So who's interested in Seq2Seq-Vis? “We’re currently talking about how we could use it internally at IBM. but the supply code is open source, so i will think about lots of businesses would wish to leap on board,” Stobelt talked about.

Ben Dickson is a application engineer and the founding father of TechTalks, a weblog that explores the approaches expertise is fixing and developing complications.


Riyadh Municipality partners with IBM to advance Blockchain for govt capabilities | killexams.com Real Questions and Pass4sure dumps

No outcomes found, try new key phrase!and Saudi tech firm Elm company will organize workshops to check which functions can be upgraded the use of blockchain. IBM will consequently increase the first blockchain solution at the municipal level, ...

LOT-832 Developing Websites Using IBM Workplace Web Content Mgmt 6

Study Guide Prepared by Killexams.com IBM Dumps Experts


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LOT-832 exam Dumps Source : Developing Websites Using IBM Workplace Web Content Mgmt 6

Test Code : LOT-832
Test Name : Developing Websites Using IBM Workplace Web Content Mgmt 6
Vendor Name : IBM
Q&A : 88 Real Questions

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Developing Websites Using IBM Workplace Web Content Mgmt 6

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Best Websites for Advertising to be Named by Web Marketing Association | killexams.com real questions and Pass4sure dumps

Websites are an effective advertising tool to build brand awareness and engage consumers on a global scale and best websites used as advertising in 86 industries will be named in the 17th annual Internet Advertising Competition (IAC) Awards.

Boston, MA, November 15, 2018 --(PR.com)-- The Web Marketing Association judges will select the best websites used as advertising in 86 industries as part of their 17th annual Internet Advertising Competition (IAC) Awards. The IAC Awards are the first and only industry-based advertising award competition dedicated exclusively to online advertising. Companies or agencies wishing to nominate their website advertising work for consideration may do so at www.IACAward.org before the deadline of January 31, 2019.

“Websites are an effective advertising tool to build brand awareness and engage consumers on a global scale,” said William Rice, president of the Web Marketing Association. “The IAC Awards provides an opportunity to show the world your expertise and ability to develop a website as an advertising vehicle. It’s also a great marketing opportunity for the winners to promote their work to senior management, customers and prospects.”

The IAC Awards were developed to evaluate and recognize innovation and excellence in online advertising which includes a category for Websites. The Web Marketing Association’s WebAward Competition for Website Development will focus on the entire Web site, with particular emphasis on the creativity and functionality of the overall interactive experience. Websites entered into the Website category of the IAC Awards will be judged based on their advertising merit. A site can be entered in both the IAC Awards and the WebAward Competition.

The 2019 Internet Advertising Competition Awards are open to all organizations and individuals (advertising and interactive agencies, corporate marketing departments, etc.) involved in the process of developing Internet advertising. Entries may be submitted online at http://www.iacaward.org. The deadline for entry is January 31, 2019 and will be judged on creativity, innovation, impact, design, copywriting, and use of the medium.

In addition to Websites, awards will be presented within each of the industry categories and advertising formats such as:

Social MediaMobile Apps and websitesOnline ads (including banner, pop-up or interstitial)Rich media adsEmail message campaignOnline newsletter campaignOnline applicationsIntegrated ad campaignOnline Video

“We believe that winning an industry specific award is more valuable to the participant. It allows the participants to be judges against their peers, just like in the marketplace,” said Rice.

The 2017 Best of Show for Websites was given to Wyoming Office of Tourism and Miles Partnership for Travel Wyoming Website.

Past top winners in the Website category include:2017 TMV Group for FaygoUnbottled.com2016 HAVAS PARIS for La Marine Nationale: On Board Careers2015 SapientNitro for The Blight Authority: Changing Blight to Bright2014 Human. for Hudson Yards New York2013 McCann Digital for Donate with Style2012 Saatchi & Saatchi LA for The Camry Effect2011 Rockfish for America's Health Rankings2010 Biggs|Gilmore for FrootLoops.com2009 Verizon, NFL Network, Communifx for Verizon and NFL Network Online Demo

Interactive agencies that win multiple awards will also be in the running for Top Agency Award. In an effort to recognize those organizations that demonstrate exceptional development skills across multiple entries, agencies that win more the 6 awards will also be recognized with an Outstanding Advertising Developer award from the Web Marketing Association. In 2018, four agencies won this honor.

Judging for the IAC Awards will take place in February, 2019. Judges will consist of a select group of Internet advertising professionals with an in-depth understanding of the current state-of-the-art in Web advertising. Past competition judges have included top executives from leading corporations, institutions and media organizations such as Arc Worldwide, Beeby Clark+Meyler, Brunner Digital, Campbell-Ewald, CNN, Deep Interactive Asia, Digitas, EuroRSCG 4D, Google, IBM Interactive, JWT, Mastercard, McCann Worldgroup, Possible, SapientRazorfish, Starwood Hotels & Resorts, Small Army, Tectis GmbH, TMP Worldwide, Universal McCann Interactive and Wunderman / Y&R.

The 2019 Internet Advertising Competition Awards are sponsored by PR.com, iContent, EContent Magazine, Webmaster Radio and Website Magazine.

A complete list of past winners can be found at the IAC Award Website.

About the Web Marketing Association

The Web Marketing Association is an organization working to create a high standard of excellence for Web site development and marketing on the Internet. Staffed by volunteers, it is made up of Internet marketing, advertising, PR and design professionals who share an interest in improving the quality of online advertising, Internet marketing and promotion used to attract visitors to Web sites. The Web Marketing Association’s annual award programs, the WebAward Competition, MobileWebAwards and the Internet Advertising Competition Awards, have been helping interactive professionals promote themselves, their companies, and their best work to the outside world since 1997.


Changing Your Project Management Methodology? How To Get Your Team On The Same Page | killexams.com real questions and Pass4sure dumps

Many companies use various project management systems across different departments. As your business grows, you may need to adjust your methodology and unify the systems your team members are using.

But getting everyone on the same page about your new protocols can be a big challenge, especially if they have to adapt to new tech tools. We asked the experts at Young Entrepreneur Council how they’ve improved company communication in the face of process changes. Follow their advice to create a seamless transition across your teams.

These entrepreneurs share project management tips.All photos courtesy of YEC members.

1. Ask each department what has worked best for them thus far.

This is something we've recently dealt with as our team grew to 50+ people while being 100% remote. My best advice is to look at what your different departments are using. Which department is having the most success with their project management tool? Our departments were mainly using Google Docs and Sheets to track various work. Recently, our marketing department started using software that has vastly increased their outputs to the point where our director has promoted it internally to the rest of the company. Now, we're starting to see our sales department using the same software for their goals. If you have a department that is heavily project-based like our marketing department is, then this is probably where the best company-wide solution will come from. - Justin Cooke, Empire Flippers

2. Determine what each team needs.

Ideally, you would build a single project management system. We have the unique position of being a web-development team, so we can actually write our own code and create dashboards. We can merge in data from a variety of sources. If you don’t have an internal dev team, you can always outsource this to a company that can help build dashboards and project systems and integrate a variety of existing data points. The key is discussing with each team what they need at a core level. If their team is working well, don’t change their process! Rather, just include their data in the overall system. Create different views for each team based on their unique needs. The data can then be shared how each team uses it best. - Peter Boyd, PaperStreet Web Design

3. Get buy-in from your management team.

Make sure that middle management feels heard. If you have a competent team, there’s a reason that your systems have developed as they have. Building new workflow systems from the ground up can destroy your efficiency through redundancy, power struggles and endless meetings with limited productivity if you’re not listening to the input of the teams responsible for doing their own work. What’s worked for me is assuring leadership that they’d retain a certain amount of autonomy as long as we all stayed on the same page and met somewhere in the middle when it came to restructuring and implementing new project management systems as we continued to expand. If your people know what they’re doing, don’t get in the way of that. - Raad Ahmed, LawTrades

4. Hold collaboration sessions.

Using multiple tools is always challenging within a team, let alone an entire company, but sometimes it's inevitable. The best advice I can give is to create a working collaboration session, where one person from each department joins a "collaboration" team and they work together on projects they all touch. Most of the time you could all be working in silence and not talking but by working as a team and having a set time to come together and collaborate on projects, the less challenges and issues arise. We've started to implement this policy as a team after seeing how well it worked during our annual company retreat and our team provided a lot of positive feedback. - Dave Nevogt, Hubstaff.com

5. Integrate each system into a larger one.

It's easy for each department to branch off and create their own processes and systems. However, when integrating departments into a larger and more streamlined process, especially when changing methodology, it's important to get everyone on the same page. Always indicating how each process connects to the whole is important, and when something becomes too difficult for the rest of the company to actively understand or participate in, it needs to go. We've cycled through several different processes to manage content writing, for example. Originally we used a sales funnel in HubSpot, but found that the people who needed access to the information weren't getting enough. The system that then evolved was a Google Doc where everyone had access and could see what was being worked on. - Brandon Stapper, Nonstop Signs

6. Migrate in stages.

As a company grows, you may need to merge two systems together. What once worked well may not be the case now. For example, after a merger it's very common to find that the companies are using completely different tools. You'll need to start consolidating tools to get everyone on the same page and improve communication. It's important to do this in stages. The first week you can migrate 10% over to the new system, then 25%, and so on. Take your time to get the team on the new system and have backups to prevent data loss. - Chris Christoff, MonsterInsights

7. Make the process adaptable across your software stack.

Evolving methodologies come with a new set of workflows, new roles coordinating processes and unique KPIs across every team. While some tools and project management systems are better than others, achieving the same results is usually possible. Project management systems tend to cover a limited set of mandatory features, such as tracking time, assigning tasks across different team members, and supporting lists, grids and boards. When applying a new methodology across the whole company, make sure that your process is adaptable from every system in your software stack. If needed, search for premium extensions or add-ons that get the job done. Speak with the leading project managers and discuss the workflow separately, making sure that goals are met. - Mario Peshev, DevriX

8. Set clear expectations for how each tool should be used.

The biggest challenge in any growing company is fostering positive channels of communication. There are many great tools available to aid in communication, four of which we currently use in our office: Slack, Asana, Trello and Zoom. My best advice would be to set up clear expectations for how each channel should be used. For us, Slack is a great way to communicate internal ideas quickly, and Asana and Trello are fantastic tools for team collaboration or task management. Zoom is a wonderful tool to connect different remote teams to do function sync ups. We have improved company communication by involving all teams in discussions about their progress and expectations during meetings, and by encouraging team members to share regular updates when working on a project cross-functionally. - Angela Pan, Ashley Chloe Inc.

9. Stay flexible.

Staying flexible as a company is growing is essential. We have recently outgrown our previous methods of communication and progress tracking. However, as we move forward, we are sure to take the time to research project management systems and get feedback from the team as we change our methodology. Each branch of our company works in unique ways that we want to work synergistically, so receiving feedback from different areas has been very helpful. Outlining a workflow has been helpful in choosing the new system. Knowing how we need a program to work instead of changing how we work around what a program offers is very valuable. - Mark Krassner, Expectful


A Case for Change at IBM | killexams.com real questions and Pass4sure dumps

This chapter is from the book 

IBM Corporation has not been immune to the phenomenon described so far in this chapter. However, by better understanding client needs, IBM has been able to develop a career framework, a structure that defines the capabilities employees need to provide value to their clients. This framework is supported by a career development process that provides guidance to employees on how to advance in their careers. But this did not happen overnight. In fact, it was only after multiple studies and an evolution of interventions over a period of years that IBM was able to achieve this goal.

The Transformation Begins

Internal surveys from 2003–2004 showed that some IBM employees felt they were not given an opportunity to improve their skills. Additionally, exit surveys revealed that perceived lack of career growth was one of the prime reasons employees voluntarily left the business. In 2004, IBM conducted a research project designed to better understand the challenges facing employees around their career development. Discussions with hundreds of IBM employees and managers, HR executives, review of existing IBM data such as exit surveys, and external benchmarking studies were reviewed. Additionally, input was obtained from an online global event called WorldJam, whereby thousands of IBM employees, managers, and executives collaborated for 72 hours and engaged in discussions on management effectiveness, workplace environment, and other matters. Collectively, input from these various studies and discussions led to a conclusion that IBM had a need for a “new day” in developing its people. These various studies pointed to five key themes that reflected the obstacles and critical success factors:11

  • Career development is not viewed as a business priority.
  • Challenging work assignments and opportunities are critical to employee development.
  • Development tools are disconnected and their value to the employee is not clear.
  • Career and expertise development needs to be aligned with the business strategy.
  • Career development is about human interaction.
  • The study uncovered a huge gap between the corporate view of career development and the employee experience. Employees felt that the business focus on attaining short-term results consistently compromised development plans and activities. Furthermore, findings suggested that while many best-of-breed development resources were already available in IBM, the key challenge was that of execution. The underlying conclusion was that business priorities get in the way of development. While management can improve development practices and continue to create award-winning learning programs, in the end, none of it will make any difference unless career development becomes a business priority and employees have the time and opportunity to stretch their skills and learn new ones.

    This conclusion was later validated by a 2005 study, sponsored by senior executives. The objective of this study was to recommend a strategy and implementation plan for professional development that would help IBM achieve growth and innovation and help employees attain career growth and success in a fast-changing business environment.

    Based on these research findings, IBM put forth a call to action for a new day for career development that would span several years of iterative development and implementation. The new day would require redefining the roles of the employee, manager, and IBM in developing its employees and would focus the company’s efforts on ensuring effective execution of development best practices. The overarching goal of the new day was to align IBM’s values and business agenda with the passion of its great workforce to provide value to the client. It was about responding to employees’ hunger to make a difference, to feel connected to IBM, to be recognized for their contributions, and to realize their potential. An engaged, challenged, and expert workforce would be the key to IBM’s growth and innovation.

    Career Programs Initiated

    The following represent some of the programs IBM put into place from 2005 through 2007 as part of the first phase of this transformation of career development:

  • An overhaul to the content of the new employee orientation program that had been put in place two years earlier that consisted of a 2-day classroom training and subsequent e-learning activities.
  • Introduction to a one-day career event, a highly interactive, live event designed to help IBM employees learn about resources and tools they can use to grow their skills and create an engaging and energetic working experience for themselves today and into the future
  • Introduction of a formal learning program that offers employees the ability to explore and participate in short-term, experienced-based learning activities available outside of the formal classroom or e-learning. It is about finding the best alternatives for personal career growth and development and then creating the optimal solution.
  • Revitalization of mentoring as a way to develop skills and career development of employees.
  • Developing a “one-stop-shop” website that would become the trusted source for all career development guidance and personalized learning recommendations.
  • Between the time the initial analysis began in 2004 through 2007, when these programs were fully deployed and functioning, IBM enjoyed a six-point gain in employee satisfaction on a periodic survey that asked employees about their satisfaction with their ability to improve their skills at IBM. While many factors could contribute to this gain, surely the significant career development programs put in place by management would have had a positive impact on employee perception—and reality.

    In 2006, an IBM study conducted with clients and business partners to better understand how the company could better serve its clients revealed a need to ensure IBM employees have the appropriate skills required to provide value to the client. One of the major outcomes of this study was the need for a common career framework that could benefit all IBM employees. As a result, in 2007, IBM embarked upon an initiative to create an enterprise-wide career framework that would enable career advancement for employees. At the time of this writing, the career framework is in the process of being implemented across IBM in a phased deployment that will take several years to complete. It will ultimately support the majority of job roles across the company. This is described later in this chapter and at length in Chapter 6, “Building Employee and Organizational Capability.”



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    IBM LOT-832 Exam (Developing Websites Using IBM Workplace Web Content Mgmt 6) Detailed Information



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