Will a Battery Desulfator Recover or Extend the Life of My Lead Acid Batteries?

Simple question, complicated answer.

I will try to answer as succinctly as possible.

Sulphate crystal build up has been known about since the Lead Acid battery was first invented, and this build up leads to over 70% of premature failure of lead acid batteries. However all batteries wear out over time and no device can stop that happening.

Over the last 30 years or so battery manufactures have made great strides in combatting sulphate build up and improving the life span of their batteries, by introducing changes to the construction of the battery plates, and in ideal circumstances, proper maintenance and correct charging, sulfation should not be a problem.

However we do not live in a perfect world and sulphate build up remains the major cause of battery failure.

It has been found that a controlled overcharge of the battery will break down the crystals, and if used correctly will keep the batteries in good clean condition, and extend the useful life of the battery. This method is not recommended to be used on sealed lead acid batteries (also known as AGM or VRLA batteries)

Around 20 years ago a simple device that created high voltage pulse sent to the battery was developed, called a pulse generator or desulfator. This, in practice, created the same effect as the controlled overcharge except it was not regulated, so over time these high voltage pulses damaged the battery plates. This negated the positive effect. The circuit board diagrams for this type of device are freely available on the internet and many of the low-cost devices available today are built using these designs. Short-term solution, long-term damage.

At the same time alternative solution were considered and experimentation showed that if a frequency pulse was sent to the battery it could break down the sulphate build up if the correct frequency could be achieved, however different frequencies were required for different sizes of crystal that built up on the plates. So the devices using the single frequency method were and still are, hit and miss, some work some worthless.

What was needed was a device that would work over a range of frequencies, voltages and size of battery. Until the last few years building this type of device was very expensive (in excess of $1,000) and large (the size of an old style video player). As no guarantee could be given to the end-user that sulfation was the problem with their battery no companies were prepared to develop them.

Dramatic drops in the size and cost of components has allowed companies to produce small reasonable prices products able to clean the plates of batteries of various capacities and voltages.

A small number of manufactures around the world now produce products that can clean the plates of old batteries and stop the sulphate build-up on new batteries, so recovering them or keeping new batteries clear of the build-up. In effect recovering many old batteries and extend the life of any battery that is not charged or maintained in the correct way. This is ALL they do and is the only thing responsible manufactures claim that their desulfators can do, they cannot recover batteries with any internal damage, shorted cells or AGM batteries that have dried out.

As it is not possible for suppliers to determine the condition or faults of the batteries customers intend to use the device on you should look for suppliers, who give clear information of how to test for faults within the battery, or offer a telephone or email service to help with any problems you may have with using a desulfator or with your specific battery setup.

In conclusion modern multi frequency desulfators are not a magic bullet that will repair all faulty batteries, but they can significantly extend the life of your lead acid batteries, and recover a large proportion of batteries that are sulphated and would otherwise be scrapped. This would greatly reduce you replacement battery costs, which is not insignificant on applications like solar storage batteries, ride on golf carts, fork trucks, large boats and motor homes.

This article is by Dan Hornby product development manager at Battery Extra Ltd. A leading manufacturer of battery management products.

The Battery Extra desulfator range covers lead acid batteries and battery banks from 12 to 120 volts and up to 3,000Ah in capacity. All carry a 60 day 100% refund guarantee and a 3 year warranty. This allows a user sufficient time to try our product and if it does not work for them to return it to us with no financial penalty.

More information can be found on the Battery Extra website http://www.recovermybatteries.com/

Or search "Battery Extra Desulfator" on YouTube. You will find many videos published by our customers, these are completely independent of us and no payment, discount or any other incentive has been offered to the people to post their videos.



 By Dan Hornby


Article Source: Will a Battery Desulfator Recover or Extend the Life of My Lead Acid Batteries?

9 Common Factors Driving the Freelance Economy

What will drive the Freelance Economy?

I will go out on a limb and state this: Flexible and Freelance work will gain acceptance and accelerate in volume for many years to come. The work landscape will be vastly different a generation (just over two decades) from now; Flexible and Freelance work will be a significant and perhaps dominant aspect of it from today's viewpoint. This is not new - it is likely you have heard about the brave new world of Freelance work already and Uber being used (wrongly) as the example for all things Freelance. While there is hype, there is enough good reason to believe that we are already on our way to a future as predicted above. In this article we will look at the various factors, whose interplay will favor a Flexible/ Freelance work economy. In the subsequent articles we will look at

  Freelancing in technology work (forget Uber example), and  Freelance economy 2.0

What is leading us to the land of Flexible and Freelance work? We need to understand the direct and indirect causal factors in order to be prepared. Here are some key factors in play.

Automation Overheads:

Automation is leading to human work replacement in substantial numbers in manufacturing, distribution, and energy industries, through job redundancies or efficiency improvements. This will accelerate and result in the average number of work hours per person declining inexorably over the years to come. Add in Machine Learning and Artificial Intelligence, the services and healthcare industries will see humongous job losses. Most jobs will see the hours approach part-time territory by current standards (this would seem a safe and conservative prediction when you consider more futuristic predictions of very high but prosperous unemployment - Note 1).

Reducing overheads cost through Outsourcing:

Most businesses prefer variable costs to fixed costs. Most new businesses are designed with low FC model. Payrolls are a significant portion of fixed costs for many companies and as they opportunities to convert full time workers to part-time or independents without affecting company performance, they will use it. This, combined with the well proven approach of focusing on core competencies and leaving the rest to outside entities, creates strong incentives to continue reducing full time employment commitments. The outsourcing entities are incented to increase efficiencies

Variety & Specialization:

Ease of information access, relative abundance, and pace of innovation continue to grow together, creating newer specializations all the time, across industries and knowledge spaces. Many of these specializations do not justify full-time employment in most organizations benefiting from these innovations. This means that the market for specialized freelance services will continue to grow as professionals continue mastering new knowledge areas and offer their services to those who need the same, without the constraints of employment contracts.

Cloud Mentality:

Young companies are born and continue to grow while remaining very lean; established old corporate entities are embracing the cloud mentality too preferring to rely on resources, both material and human, outside their organizations, for services that are even core to their existence. The cloud mentality signifies the willingness of organizations to collaborate with outside workers, developing models of engagement with low overheads and high innovation.

Regulations:

Developing and under-developed nations with limited labor regulations that constrain businesses (and protect labor) will be quicker in adoption and spread of flexible, freelance work structures - as alternate forms of industry self-regulation and support structures (like cooperative wage insurance, medical benefits, etc.) take hold. Contrary to what would be expected, developed nations, like ours, will be slower to adapt due to entrenched structures/ ideologies (like employer linked benefits, protectionist tendencies) and ageing population.

On Demand Information:

As it becomes easier to identify and reach what we need when we need, employers will take the best of breed approach, recruiting resources to address specific needs on an ad-hoc or planned intermittent basis. Workers/ professionals too will find it easier to reach entities that need their help and will get conditioned to holding multiple part-time engagements at the same time.

Service Intermediation:

Conveying and ensuring trust and quality for their clients are the key purposes of most organizations. Services industries have built fortunes on the basis of ensuring trust and quality (through proven business practices and capabilities) bringing together resources and clients in delivery of various services. The intermediation that assures quality and trust will gradually shift to lower overhead platforms with lesser contractual constraints, thanks to technology and collaboration. Novel forms of organizations - Note 2 will take over making part-time and freelance work easy to contract and easier to provide.

Education:

As college education continues to get costlier by the year, the demand for shorter duration programs will increase, with focus on skills that are in demand then. There will be demand for continual short-burst education/ training with newer skills getting added. Most knowledge workers will benefit from such programs by developing specialist skills in select areas.

Retraining:

There will be massive retraining needs as blue collar workers losing out to automation have to be trained in service areas; the ability of the government and society to engineer and manage such a retraining effort will both avert serious pain and pave way to newer industries and businesses that are built on part-time and freelance service labor.

Notes:

Note 1:

There are extreme predictions of most of the working-age humans being without regular employment because of automation; this also means that automation causes such abundance those humans get almost everything they need without working for it (in some form of essential social subsidy).

Note 2:

Will cover the novel forms of organizations in article #3 - Freelance economy 2.0.

Follow our website to know more http://divihn.com/resources/white-papers/


 By Herald Ignatius Manjooran


Article Source:  9 Common Factors Driving the Freelance Economy

Best Recruiting Practices

Best practices:

1. Current employee referrals

This source knows your business inside and out and can help shape the culture fit you are seeking in a new hire. Often time business owners fail to see their current employee pool as an asset that can bring in more of the desired hires they are seeking. Let the employees know what you are seeking and they will often have the opportunity to bring in the next great hire. Don't forget to include new hires in this process, they are often coming from their previous company and know others exploring new careers. Combining this tactic with a cash bonus or incentive is an additional way to bring in the new employees you desire.

2. Former employees

It may seem a bit unconventional but any employee who left on good terms may want to return with good terms. Staying in contact with this segment of former employees can also have the added benefit of referrals as well. In much the same way your internal employees know your business, former employees do as well.

3. New school social media

Getting hard to call this new school anymore but it now has a prolific reach that can have your hiring manager busy for weeks. Linked In remains the default professional site but Facebook, Twitter and even Instagram posts can unearth the candidates you are in need of. The Linked In route will provide the greatest insight on any potential hire but by following industry leaders on the other networks, you may come across some gems as well.

4. From within

Are the talents you are in need of, already employees? This is often the case and may still lead to the need for additional hires but you may fill a greater need immediately. This cost-effective tactic also has the added benefit of inspiring the troops knowing there are opportunities for advancement is great for moral.

5. An internship

This old school tactic can help build a pipeline of future hires while also being a goodwill gesture to your surrounding community. It can be done cost effectively but should not be done on the cheap. Make and create an environment that young future stars of your company want to engage and learn.

6. Job fairs

Again, another old school tactic that still has effective outcomes. Many community colleges host fairs on a regular basis, get it in there and display the reasons why working at your business is the best idea ever!

For any help or guidance on best practices in HR, reach out today at http://www.employerslogic.com


 By Brian Hutchinson


Article Source: Best Recruiting Practices