PARR: Gateway for Your Career Search: Part B – A New Twist on PARR: Results By…

May 1, 2014

PARR: Gateway for Your Career Search

Assessing your skills before you write your resume

Part B: A NEW TWIST on PARR: Results By…

By

Dominic J. Frúges

www.LinkedIn.com/in/dfruges

A NEW TWIST ON PARR

In the last few years as the number of resumes submitted for jobs has grown the PARR format has come under some criticism for being too “verbose.”  Human Resources staffs have been trimmed and the remaining staffs handling positions are swamped with resumes from both qualified and unqualified candidates.

So, I read about a new format that was explained by a professional staffer from www.TheLadders.com

It allows you to still use the information from a PARR analysis but in a shortened way.

RESULTS BY…

So, now you can shorten the language but use the Results column along with the Resolution column to place a significant bullet that will attract the attention of three things or people:

  1. Resume Scanner
  2. Human Resources staff
  3. Hiring Manager

What this does is gets Results or Resolution up front for the reader’s eyes and minimizes the time explaining the problem.  So, let’s use our example from above that we placed in the PARR format:

  • IMPROVED CUSTOMER CREDIT and MANAGEMENT RESPONSIBILITY: Added $100,000 to company revenues through improved credit processes.  Improved collections by 15%, decreased charge-back investigations by 10%, and speeded up the credit approval process.  Accomplished this by taking responsibility for all credit-related issues and writing appropriate internal rules to address issues.

Well, that’s a view for a process that will help you get through “the forest and the trees” when starting or restarting your career.  I would urge you to try using PARR as an exercise before you write a resume.

Also, your PARR will become your “snippets” of information that you want to feed back to the hiring company.  The first few bullet points on your resume should directly address their specified need for the position.  If what you’ve done that is directly related to their need is on Page 3 of your resume then you won’t hit the mark.  You only have about 8 seconds to attract attention to your resume!  Get what the company wants on Page 1 of your resume.

Here’s where I preach some heresy to career coaches.  I use what I call a “Mini-Hybrid” resume.  So, I try to match the first four or five job requirements that the hiring company has specified to the first portion on Page 1 of the resume.  My bullets from my “snippets” list directly correspond to their needs.

A career coach has stated that you must answer the Requirements for the position not the Duties and Responsibilities.   That’s easier said than done since I could write the War & Peace version of how companies have forgotten or lost the ability to write a succinct job description.  I can tell you that Jason and the Argonauts are still looking for The Golden Fleece and a well written job description.

In any event, if the company states in their Requirements:

  • Need to improve customer credit processes, increase collections, and decrease charge-back investigations to speed up the credit approval process

Then your answer to solve their problem had better be on Page 1 of your resume, not on Page 2 or 3.  Remember, you have 8 seconds to get that in front of their eyes.

  • IMPROVED CUSTOMER CREDIT and MANAGEMENT RESPONSIBILITY: Added $100,000 to company revenues through improved credit processes.  Improved collections by 15%, decreased charge-back investigations by 10%, and speeded up the credit approval process.  Accomplished this by taking responsibility for all credit-related issues and writing appropriate internal rules to address issues.

If you comment in any LinkedIn Group, Facebook, or Twitter: please copy and post your reply on my original blog website: http://ImpalBizBuzz.wordpress.com

Good luck and don’t forget to pay it forward whenever you can.

Dominic J. Frúges

Dominic J. Frúges

www.LinkedIn.com/in/dfruges

Join me on LinkedIn via personal email: dfruges@yahoo.com

Opportunities email: DomFruges@gmail.com

Personal Blog: http://ImpalBizBuzz.wordpress.com

Dominic J. Frúges Bio

Marketing innovator and thought leader who uses strategic, market, and situational analysis to assess strengths or areas for improvement.  Expert at developing value propositions, strategic messaging, features & benefits that position products.  B2B, B2C, High Tech, Services, and sales experience.

Achieves vision by extracting intelligence from market research sources, using situational analysis, and then applying it to positioning and marketing strategies.   Marketing efforts instrumental in a one year $51M revenue increase for a tech firm and generating a new revenue stream of $500K through a brand launch for a consumer products firm.  Ex-military officer who brings the discipline of situational analysis along with prior industry diversity in sales and marketing to identify market needs and solutions.  Three solution launches at Lucent Technologies, seven product launches at Adtran, Inc. (carrier telecom equipment). CloudMASTER® Certificate  – NJIT University,  Mini-MBA in Digital Marketing, and MBA – Rutgers University.

 

 

 

PARR: Gateway for Your Career Search — Part A of Two Parts

April 29, 2014

PARR: Gateway for Your Career Search

Assessing your skills before you write your resume

Part A: Creating Your PARR Tool for Your Career Search

Part A of a two-part series on PARR

By

Dominic J. Frúges

www.LinkedIn.com/in/dfruges 

 In today’s turbulent work environment people can find themselves in a few status stages:

  • Recent college grad or 20-Something Gen Y
  • Returning to Work after Child Rearing or Elder Care status
  • Over 45 – 65 and facing “long-term” unemployed status, skills not up to date, or age discrimination
  • Unemployed – suddenly laid off, downsized, right-sized, or job eliminated

Many people have a shock period with emotional lows, worries about family and economic issues, then an onset of reality.  At that point they sit down and immediately want to create a resume so they can start looking for a job.

As anyone knows who’s been through the myriad of career coaches, books, and webinars there are numerous ways to write a resume.  Many people will agree that if you line up 100 people to review your resume that you will get 100 different opinions.

Some years ago I invested nearly $500 dollars for a professional resume writer to prepare my resume.  The short story is that he in turn passed off the assignment to someone else “on his team”.  What I got back was a document with misspellings, incomplete sentences, and sentences that made no sense.  I had to reach back out to the original writer and express my dissatisfaction.  He then worked directly with me to create a new resume.

However, what I remembered about the entire process was the reams of paperwork that the writer demanded I prepare before a resume could be written.  Ironically, at that time I had a friend going through the same process with a different resume service.  We compared notes and essentially came to the conclusion: that the entire process was like walking over hot coals.

Years later, I acquired the services of a well known career coach in the New Jersey area.  He too had a process and one element he required was the same as the resume writer.  My career coach was quite surprised when I handed in my first draft of this requirement and he said, “You’ve got this done pretty well.”

It’s called PARR: Problem, Action, Resolution, Results

You may have heard the same expressed as PAR, CAR, SARB, and other acronyms.

Here’s why you want to use PARR before you start a resume especially if you are in any of the categories that I described above.

PARR takes you out of resume thinking mode and forces you into a deeper thinking mode.  It makes you reassess all of your experience throughout your entire career.  That could start at the local supermarket when you were a teen all the way up to your most recent position.  Precisely, that’s what it’s intended to do – detach you from resume writing mode to thinker and analyst mode.  You’re analyzing your own career in a way that you’ve probably never done before.

Here’s how it looks in reality.  Open up a new MS Word document and put it in landscape mode.  Then insert a table of four columns.  Add a series of rows for your input.  I would use MS Word here and not MS Excel because most of your input will be verbiage not numbers or equations.

PROBLEM

ACTION

RESOLUTION

RESULTS

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Add as many rows as you may need, it may be multiple pages.

Here’s a sample:

PROBLEM

ACTION

RESOLUTION

RESULT

Customer credit

The company had a problem with customer collections, charge-back investigations, and credit approvals.

Took responsibility for all credit-related issues and wrote appropriate internal rules to address issues.

This improved collections by 15%, decreased charge-back investigations by 10%, and speeded up the credit approval process.

The improved credit process added $100,000 to company revenues.

So, now you have defined a specific challenge / problem that you handled, the action you took, the resolution (that may or may not include a numeric value), and a result that should be numeric in value.

One of the major challenges that I have as a marketing person is that in the old classical marketing days there was often no feedback – either numeric or qualitative – on a given campaign.  Today, as I often half-jokingly say, “You can’t put a stamp on an envelope without a Return on Investment (ROI) on the campaign.”

That’s especially true in the digital marketing world and most of marketing in general.

Look for Part B on Thursday, May 1, 2014: A New Twist on PARR: Results by…

http://ImpalBizBuzz.wordpress.com

 

Good luck and don’t forget to pay it forward whenever you can.

Dominic J. Frúges

Dominic J. Frúges

www.LinkedIn.com/in/dfruges

Join me on LinkedIn via personal email: dfruges@yahoo.com

Opportunities email: DomFruges@gmail.com

Personal Blog: http://ImpalBizBuzz.wordpress.com

Dominic J. Frúges Bio

Marketing innovator and thought leader who uses strategic, market, and situational analysis to assess strengths or areas for improvement.  Expert at developing value propositions, strategic messaging, features & benefits that position products.  B2B, B2C, High Tech, Services, and sales experience. 

Achieves vision by extracting intelligence from market research sources, using situational analysis, and then applying it to positioning and marketing strategies.   Marketing efforts instrumental in a one year $51M revenue increase for a tech firm and generating a new revenue stream of $500K through a brand launch for a consumer products firm.  Ex-military officer who brings the discipline of situational analysis along with prior industry diversity in sales and marketing to identify market needs and solutions.  Three solution launches at Lucent Technologies, seven product launches at Adtran, Inc. (carrier telecom equipment). CloudMASTER® Certificate  – NJIT University, Mini-MBA in Digital Marketing, and MBA – Rutgers University. 

Google’s New “Add-On” Features Store

On March 12, 2013, as reported by www.theVerge.com , Google announced that it is opening an online store where you can buy 3rd party applications that will work with Google Docs and Sheets.

http://www.theverge.com/2014/3/11/5496662/google-launches-add-on-store-for-docs-and-sheets 

This involves the ultimate argument of Google Docs vs Microsoft Office business applications and features.  MS Office has been the standard for most businesses from small through enterprise for documents, spreadsheets, presentation software, and calendar. However, Google has made a few inroads on getting some businesses to use their products.  Also, Google seems to have an edge in the generational gap. 

I have looked at the battle from a more strategic perspective: Is Google really trying to overtake Microsoft with Google Docs or is Google just trying to stay close to the leader of the pack?

Three questions immediately came to my mind:

  1. Will Google’s new “Add-ON” features store close the gap between Google Docs and MS 365? 
  2. Does this signal that Google is looking to expand Google Docs via 3rd party developers vs internal Google resources?
  3. What’s the best development source for Google Drive — internal or external 3rd party resources?

Perhaps the public will decide through their usage of either product as a favorite.  Perhaps time will tell.

I have stated that I thought Google would concentrate on its core business of search and advertising.  How much of their resources are they willing to put into a concerted effort to overtake Microsoft in the core business applications market?

I can tell you that I have at least two friends / business associates that feel Google has a strategy to take over the business applications business sector from Microsoft.

What are your thoughts?

Please post your replies back to this site so the conversation can keep going:  Http://ImpalBizBuzz.wordpress.com 

 

Carnival Cruise Lines: Why Carnival Should Be Saying, “We Are Carnival Cruise Lines”

Recently you’ve probably read or heard about the major incident on the Carnival Triumph ship.  Just the other day the US Coast Guard issued a report tying that problem to a leak in a fuel line aboard the Carnival Triumph.  It is one of the many ships that Carnival Cruise Lines owns around the world.  I went to the www.Carnival.com website and actually found a link http://www.worldsleadingcruiselines.com/ that shows how many lines Carnival actually owns.  Here they are:

  • Carnival Cruise Lines
  • Princess Cruise Lines
  • Cunard Line
  • Holland America Lines
  • Costa Cruises
  • Seabourn

It is quite an impressive list of cruise lines with global scope.  With the Costa Cruises incident involving Costa Concordia off Italy last year it might be easy to say that the company is plagued by disasters.  However, that would be a simplification given the scope of their worldwide operations.  Rather, in the light of the Triumph incident something came out that the company should be taking advantage of.

It seems to me that no matter how bad the situation became aboard the Carnival Triumph there was one shining light.  That was the performance of the crew during the incident.  Universally, every news video report that followed the incident showed passengers praising the performance of the crew.

Many passengers pointed to the efforts of the crew to make the situation on board the Triumph better.

http://tinyurl.com/acnkznh

When I check the www.Carnival.com site however I see some things that are missing and that are present.  These things speak to both what Carnival needs to do and who they are.

Firstly, one of the initial things that I do when I visit any new website is look at the “About Us” page.  That should give me a strong sense of the company mission and management.  In the case of Carnival both items are missing.  I have no idea who their management staff are, nor their mission and value statement.   When I went to their Investor Relations web page I did find some interesting information including more cruise lines that they own.  So, I’d highly recommend that their webmaster or digital media director update their website.  Here are the additional lines that they own:

  • P&O Cruises
  • P&O Cruises Australia
  • Aida Cruises
  • Ibero Cruceros

Secondly, I found something quite interesting.  Carnival Cruise has a tremendous sense of community.  They have two direct links on their website pointing to Carnival’s philanthropic efforts:

St Jude Children’s Research Hospital ®:

http://www.carnival.com/content/stjude.aspx?icid=CC_Footer_425

(that link needs to be shortened!)

In fact, they have reached $2.7 Million in contributions for their goal of $3.0 Million.

Carnival Foundation:

http://www.carnival.com/about-carnival/carnival-foundation.aspx?icid=CC_Footer_401    (link again!)

That webpage notes:

As one of South Florida’s largest employers, Carnival Cruise Lines believes that being a member of a community means giving something back. As such, the company and its employees support a variety of charitable and arts-related organizations.

Carnival’s support is coordinated through the Carnival Foundation, which oversees the company’s myriad of philanthropic efforts, as well as its employee-driven service group, the “Friends Uniting Neighbors (F.U.N.) Team.”

Although Carnival’s contributions are wide-ranging, the company primarily focuses on organizations that are based in South Florida, where the company is headquartered, and in its homeport communities throughout the U.S.

During times of crisis, Carnival works closely with various national and international relief organizations, coordinating corporate and employee donations for emergencies such as hurricanes in the U.S. and Caribbean.

Shipboard personnel also do their part to help our communities, participating in beach clean ups and donating their time and talent to orphanages and children’s charities throughout the Caribbean and other regions.

In the past five years alone, Carnival and its employees have contributed more than $30 million in financial contributions and in-kind donations to a variety of local and national charities. Following the example set forth by Carnival’s founder, the late Ted Arison, and continued by his son Micky, chairman and CEO of Carnival Cruise Lines’ parent company, Carnival Corporation & plc, Carnival and its employees endeavor to make South Florida and its other homeport communities better places to live and work.

Thirdly, let’s get back to the Carnival crew on the Triumph.  If Carnival Cruise is planning there next media campaign it ought to be centered on their skilled crews.  Create an “interview” style commercial with a conversational tone and let the crews tell their story.  That type of ad campaign worked wonders for New York Presbyterian Hospital http://nyp.org/  with their ad campaign last year featuring patients telling their treatment stories.

http://nyp.org/amazingthings/index.html?WT.ac=AT_Pano_All

http://nyp.org/amazingthings/heatherm.html                  Story of young Heather McNamara

Perhaps Carnival might even be able to pair up a crew member with a guest for an uplifting story.

Fourth, Carnival is definitely going to have to come up with a better operations’ plan for the next ship borne incident.  Here are some things that they can do:

  1. Create a “standby” cruise ship that can be put to sea immediately in given regions where Carnival serves.  That may be costly but it could bring in valuable customer rapport from both past and prospective cruise clients.  Given the global scope of Carnival’s operations this is no small task but it may have to be an operational necessity.
  2. Create an operational system for every ship that can easily transport passengers from one ship to another with ease.  Again, an operational challenge given the varying ages and physical conditions of passengers.  Carnival Cruise should be engaging engineering consultants and specialized companies like www.BeumerGroup.com who have vast experience in creating mechanical systems.   Carnival needs to take a “can do” attitude and work with the right partner(s) to get this done.
  3. Create back up energy systems for critical areas of the ship like kitchen galleys, elevators, and medical rooms.  Look into solar energy options for each ship that can store energy and be ready to deliver on a moment’s notice.
  4. Look into purely hydraulic systems that can operate critical equipment in emergencies.

Fifth, I’d recommend moving the Carnival Cruise Video Center from the bottom of the Home Page to an actual video box on the top part of the Home Page – “above the fold”.  It seems like there are a healthy number of videos for the company but they are buried in the website.  I’d move them to the Home Page.  Currently, the upper portion of the Home Page seems very sales oriented; too much like an auto dealership.  There is a great opportunity to use the Carnival Home Page as an interface tool with past, current, and prospective passengers.  I believe that would create a richer experience for both Carnival and people.

Truth & Reality here:  I have never been on a cruise, do not work for Carnival Cruises, nor hold stock in the organization.

If you intend to leave a comment in any LinkedIn Group or Facebook, please copy and paste your comment to my original blog so we can keep the conversation going.

Regards – Dom

Dominic J. Frúges

http://ImpalBizBuzz.wordpress.com

@DomFruges

DomFruges@gmail.com

Cell & Primary: 732-684-4029

30-60-90 Day Private Industry Job Stimulus Plan

Given the less than enthusiastic job numbers that were released last week I decided to re-publish an old blog that I had written.

Some time ago I wrote this plan – I actually had a letter dated November 30, 2009 to President Obama.  At that time I also tried to gather some support by writing to various senators, congress people, and media representatives.  Unfortunately, it received little notice.  However, among the friends who read it I did get some interest and support.  I thought it might be a good time to restate the “30-60-90 Day Private Industry Job Stimulus Plan.”

I have also thought about this year being an election year.  It would be great if Congress would approve this plan now but the reality is that the election process will close down government until after the January 20th inauguration.

Here are some key points to remember when considering this plan:

  • Private Industry: this is a plan for private industry job creation – not government jobs.
  • Private Industry Jobs: this plan lets private industry determine what jobs and titles they need without interference from the Federal Government.
  • Job Creation Rewards: There are pay outs to the private industry owners and companies who create jobs under this plan.  However, there is no pay out before the one year point after the job has been created.   In essence the Federal Government collects taxes from newly hired employees for one full year.  It then pays out the reward to the company that hired the employees.  Hopefully, a good portion of the “reward” pay-out will come from the taxes generated from the newly hired employee.  Congress would have to set aside some money as a back-up provision and could easily do some math calculations to stop the program at perhaps $250,000,000 in pay out monies.  That number could be lower or higher but the three month length of the program helps to limit exposure and keep costs within a reasonable framework.   It also allows the program to be reevaluated after a three month trial.

Here is how the plan would work.

I. Simple plan based on salary– only three categories of jobs with a corresponding job title:

– $25,000 to 50,000

– $51,000 to 75,000

– $76,000 to 125,000

      II.  Three time frames:  30, 60, 90 days to create a job.

III.   ALL NEW JOBS MUST BE CREATED IN THE USA – no entitlement to offshore jobs; no H-1B Visa candidates; US Citizens only.

Example:

  1. Salary: $76,000 to $125,000

We start the program on February 1, 2013. Create a job from $76,000 to 125,000.

Mr. or Ms. Employer — you create a job with a salary of $76 – 125K and the position/job (not the same employee) MUST remain active for one year thereafter.

If you created the job in the period listed below you will get a check back from the US Government — not a tax credit — a check! The check will be received after the first year in the program.

  1. Salary: $76,000 to $125,000

February 1 – February 28: (first 28 days) $25,000 return check

March 1 – March 31: (it took you 60 days to create the job) $15,000 return check

April 1 – April 30: (it took you 90 days to create the job) $7,500 return check

  1. Salary: $51,000 to $75,000

February 1 – February 28: $10,000 return check

March 1 – March 31: $5,000 return check

April 1 – April 30: $2,500 return check

  1. Salary: $25,000 to $50,000

February 1 – February 28: $5,000 return check

March 1 – March 31: $2,500 return check

April 1 – April 30: $1,000 return check

The program would:

— Create incentives for private industry to create jobs that are sitting on paper in file cabinets or on laptops.

— Create incentives to do it QUICKLY!!!

— Create a one year financial build up of paid taxes from employees to the Federal Government that could help pay for the program.

— Provide stiff personal and company financial penalties for those employers who cheat on the system.  Perhaps, the fines would be $50,000 for the company and a $5,000 personal fine for the specific employer.

— Maintain all appropriate Federal and state laws regarding employment obligations and protections for both employers and employees.

— Use Offer Letters, fingerprints, and Driver’s Licenses as proof of employment. After one year the employer sends a copy of paperwork to the US Department of Commerce who verifies paperwork and payroll ID tax.

— If the employee is fired for cause then the company has 30 days to replace the employee and still be eligible for the program. Federal payout to employer would extend an extra 30 days to the 13th calendar month.  There would be a limit of three employee changes per calendar year in the program; therefore the maximum payout period for any employer could extend to 18 calendar months (3 months to look for the employee and then a month’s calendar extension for payout). The bottom line for employers is that they are “not stuck” with a specific employee.

— Employers could NOT reduce their total employee staff by more than 10% during the calendar period that they participate in the program.  Additionally, the employer can NOT “hire and fire” within the specific department where the new employee will work.  That would prevent “salary substitution”, i.e., hire a $50,000 employee but fire a $75,000 employee in the same department.

— The 30-60-90 Day Private Industry Job Stimulus Plan would be implemented on a trial basis for three (3) months with a maximum budget of $250,000,000 for employer payouts. So, as envisioned, the initial commitment by the Federal Government would be $250,000,000.

— Congress would appropriate the funds for administrative costs and review the program after its initial trial period.

People get real jobs at all salary levels up to $125,000. This would be a great boost for the lower and middle classes as well as small to mid-size employers.  However, I would also strongly urge significant Federal budget cuts accompany this program’s implementation.

NOTE: If you comment off of another networking group or blog where you saw this, please copy your comment here in the comments section to keep the conversation going.

Regards – Dom

Dominic J. Fruges

Cell: 732-684-4029

@DomFruges

DomFruges@gmail.com

http://ImpalBizBuzz.wordpress.com

What is this thing called Infrastructure as a Service (IaaS)?

Last time I wrote a blog about Cloud Computing and now I wanted to follow up with one of its components: IaaS.

A simple definition – a provision model in which an organization outsources the equipment used to support operations, including storage, hardware, servers, and networking components.  The service provider owns the equipment and is responsible for housing, running, and maintaining it.  The client typically pays on a per-use basis.

Characteristics and Components of IaaS:

  • Utility computing service and billing model
  • Automation of administrative tasks
  • Dynamic scaling
  • Desktop virtualization
  • Policy-based services
  • Internet connectivity

So, let’s take a look back at the three main elements that are inherent in cloud computing and see if there’s a match.

  1. Sold on demand: IaaS – per-use basis
  2. Elastic: IaaS – dynamic scaling
  3. Service fully managed by the provider: IaaS – the service provider owns the equipment and is responsible for housing, running, and maintaining it.

www.SearchCloudComputing.com recently published a white paper from CIO-Customs Solutions Group and NTT America, “IT Infrastructure at Your Service”.

NTT America http://www.us.ntt.net/ NTT Communications provides consultancy, architecture, security and cloud services to optimize the information and communications technology (ICT) environments of enterprises.

One particular point noted is:

“…While IT capabilities are arguably the lifeline of most companies, IT departments are also under increasing pressure to achieve more with reduced capital and constrained operating budgets for infrastructure facilities, technology acquisition and refresh, and staffing. Adding to the challenge of sustaining operations with tighter budgets is the fact that IT departments are being asked simultaneously to support more services and more users—with the expectation of higher performance and, in some instances, with formal internal SLAs accompanying internal IT charge-backs to the lines of business…”

So, the internal corporate battle has begun.  In today’s tough business economy no department gets a pass.  Now, for the IT Department, it is shape up, perform, and produce.  Conversely, corporate executives are looking at who’s using the most resources and why.  They now are holding specific departments, organizations, or even projects/programs accountable for costs.

One of the major concerns of IT executives is security and control.  Security can be handled by maintaining critical data in-house on private servers.  However, IaaS providers can also work smoothly with corporate IT providers after both sides gain confidence and trust.

Here are some components of an IaaS strategy and implementation plan:

  • Corporate IT Strategy:
    • What’s the overall IT strategy for the firm?
    • How large is the IT function of the firm?
    • What’s the global corporate footprint?
    • How fast are technology and applications changing in the corporate industry?
    • How safe is our data and what is our disaster recovery plan?
    • What IT equipment do we currently use and what are our expected needs over the next 12 – 18 – 24 – 36 months?
    • What is the status of our corporate cash flow situation and receivables?
  • Corporate IaaS Considerations and Strategy:
    • Can we get “mind-share” from our existing IT staff to consider IaaS?
    • What ramifications would IaaS have on our existing IT operations?
    • What parts of our existing IT infrastructure would we consider as a potential outsource to a IaaS provider?
    • What global or regional limitations, regulations, impairments, or considerations would have to factor into our IaaS strategy?
    • What implications does IaaS have in our industry and current operations?
      • Has one of our competitors already implemented IaaS?
    • How do we protect our data in an IaaS environment?
      • What kind of Service Level Agreement can we get from an IaaS provider?
    • What implications and factors must be considered in the cash flow role for internal IT expenses & equipment vs. IaaS monthly payments?
      • How volatile is our industry capital structure?
      • What global events could affect the cost of raising capital to cover internal IT expenditures?
    • What would be a “cut-over plan” and how long would implementation take?
  • IaaS Provider Considerations:
    • What is their expertise area?
    • Who are some current clients?
    • What is their global footprint?
    • What does their financial capital picture look like?
    • Where are their operations centers?
      • Multi-lingual staff?
      • Staff expertise and credentials
      • Where will our corporate data be held?
    • What equipment vendors do they use?
    • What is their disaster recovery plan like?

I’m sure there are many considerations that I’ve missed.  Why not comment and give our readers your experience and expertise.

NOTE: All comments are welcome but I always want comments to contribute to an ongoing conversation.  Please copy and paste you comment back to my original blog:

http://ImpalBizbuzz.wordpress.com

Regards – Dom

Dominic J. Frúges

@DomFruges

DomFruges@gmail.com

 

What is this thing called “Cloud”?

Everyone has been hearing about something called “Cloud” or its’ formal name, “Cloud Computing”.  So, I wanted to create this blog post to help explain Cloud, its’ parts, and answer some questions.  Before I go on at this point I would advise those who are heavy into IT or telecom IT to perhaps stop reading.  My goal here is not to present a technical white paper or review.  It’s really to provide information to people who work at companies – small, mid-size, or large – where cloud computing is happening. Perhaps you’re seeing it as a consumer just downloading applications (apps) from your favorite web store.

What is Cloud Computing? 

Here is the text book definition provided by www.TechTarget.com at http://whatis.techtarget.com/

Cloud computing is a general term for anything that involves delivering hosted services over the Internet. These services are broadly divided into three categories: Infrastructure-as-a-Service (IaaS), Platform-as-a-Service (PaaS) and Software-as-a-Service (SaaS). The name cloud computing was inspired by the cloud symbol that’s often used to represent the Internet in flowcharts and diagrams.

A cloud service has three distinct characteristics that differentiate it from traditional hosting. It is sold on demand, typically by the minute or the hour; it is elastic — a user can have as much or as little of a service as they want at any given time; and the service is fully managed by the provider (the consumer needs nothing but a personal computer and Internet access). Significant innovations in virtualization and distributed computing, as well as improved access to high-speed Internet and a weak economy, have accelerated interest in cloud computing.

So, the big thing to remember here is that cloud computing revolves around a hosted service concept.  Additionally, you may hear the development portion of cloud is based on a “multi-tenant” architecture.  To explain that in simple terms just think of a house.  If it’s a one family house then that sole family pays for all the related housing costs.  Everything.  Additionally, much like a house there are those hidden costs that just pop up over the course of owning the house.  How about cleaning the gutters?  New hot water heater?

What cloud had done is simply take the apartment house concept and applied it to the computing industry.  Now in that scenario there are six or eight families sharing the costs for the house.  Hence the term “multi-tenant”. As opposed to a per license-based software application, many companies are inherently paying the development costs associated with perhaps a software application. The development service provider is then able to break out the development costs across a number of clients. So instead of one company having to pay $500,000 for development there are perhaps 10 or more companies paying $50,000 or far less for the same development costs. This concept has also expanded to other types of services like security, storage, infrastructure, and platforms.

Additionally, let’s get back to those hidden costs with our house example.  Typically, in a software example 90% of the associated costs occur after implementation. They are the “unseen” costs associated with IT staffing, software upgrades, server upgrades, and maintenance just to name a few.

What cloud computing does is to create a different model:

  • Lower costs
  • Reduced time to deploy new functionality
  • Access functionality (not currently available or generated by the business IT operation)
    • Offer the opportunity to provide specific software (or other cloud services) to just a few employees when needed for specific tasks and when needed to accomplish those tasks.
  • Free up resources
    • Typically, this would be IT staff, money, space, or any number of items.

In short, the one great benefit of cloud computing is that it lets client companies concentrate on their core business, not on becoming or staffing an IT resource.

The three major segments of cloud computing (although this is a fast evolving space) are:

  • Infrastructure as a Service (Iaas)
    • Amazon Web Services
  • Platform as a Service (PaaS)
    • SalesForce.com
  • Software as a Service (SaaS)
    • Many hundreds of software applications coming into our technology space almost daily.

If you would like to comment on this blog post I’d ask that you please copy your post to my original blog site so we can keep the conversation going:

https://impalbizbuzz.wordpress.com/

Regards – Dom

Dominic J. Frúges

@DomFruges

DomFruges@gmail.com