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Test Number : C2070-582
Test Name : IBM Certified Specialist - IBM FileNet Buss Process Mgr V5.1
Vendor Name : IBM
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C2070-582 exam Format | C2070-582 Course Contents | C2070-582 Course Outline | C2070-582 exam Syllabus | C2070-582 exam Objectives


Exam Title : IBM Certified Specialist - FileNet Business Process Manager V5.1
Exam ID : C2070-582
Exam Duration : 90 mins
Questions in exam : 61
Passing Score : 36 / 61
Official Training : Web Resource
Exam Center : Pearson VUE
Real Questions : IBM FileNet Business Process Manager Real Questions
VCE Practice Test : IBM C2070-582 Certification VCE Practice Test

Planning and Architecture
- Demonstrate understanding of IBM FileNet Business Process Manager Architecture
- Identify minimum installation requirements
- Identify product integration options available to the Process Engine 7%
Installation and Configuration
- Demonstrate installation and configuration knowledge (e.g. multiple instances configuration, security)
- Demonstrate knowledge of high availability installation and configuration
- Demonstrate knowledge of deploying add-on software (e.g. P8 eForms, Case Analyzer, Case Monitor)
- Demonstrate knowledge of deployment validation procedures 18%
Administration
- Demonstrate knowledge of system administration tasks (e.g. maintenance tasks, best practices)
- Demonstrate knowledge of workflow administration tools and tasks
- Demonstrate knowledge of Process Engine security. 15%
Designing, Deploying and Testing Workflows and Applications
- Understand the steps needed to plan and create a BPM application (i.e. workflow design) based on FileNet BPM
- Understand the steps needed to design and implement a BPM application (i.e. workflow design) based on FileNet BPM
- Understand the steps needed to deploy an application from development to testing to production
- Understand the steps needed to expose a workflow as a service
- Understand and demonstrate the process engine using custom components (e.g. dropping in Java Code, Step Processors, etc.) 20%
Extending IBM FileNet Business Process Manager Configuration
- Demonstrate knowledge of integration of FileNet BPM with external system using WebServices & JMS.
- Understand how Process Engine interacts with Case Manager
- Understand how to integrate Rules, Case Analyzer, Case Monitor, P8 eForms and Lotus Forms, and Records Manager with workflow 11%
Troubleshooting
- Understand how to use the ISA Lite tool to collect diagnostic information.
- Familiarity with the logging options for the Process Engine (e.g. PE Server System logs and trace logs, VW Tool Trace, log4j)
- Given a scenario, identify the tools available to troubleshoot the Process Engine (e.g. Process Tracker, Process Administrator, vwlog, vwtool, diagnostic URL) 16%
Performance and Tuning
- Demonstrate knowledge of monitoring options (e.g. WebSphere Business Monitor, Case Monitor)
- Understand the principles of performance and tuning recommendations
- Demonstrate knowledge of JVM tuning
- Demonstrate knowledge of database tuning 13%



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IBM Mgr real Questions

16 Questions HR should still Ask right through Exit Interviews | C2070-582 exam dumps and real Questions

When an worker decides to circulation on, the enterprise is losing a positive useful resource. Exit interviews may also be an essential asset to aid companies check no matter if they're doing all of their energy to keep their personnel.

however, the data collected in an exit interview depends upon what questions the interviewer asks. devoid of the appropriate impetus, there's no manner that the business can garner the tips it needs to Excellerate its worker retention. In a time the place skill is intricate to locate, a company needs to do all it may possibly to retain what it has.

To aid, sixteen gurus from Forbes Human substances Council check one of the key questions the Human elements branch may still encompass in exit interviews to make them rewarding.

individuals share some essential inquiries to ask departing employees throughout their exit interview.

pictures courtesy of the particular person individuals.

1. Did You think Valued And appreciated?

a query HR should still ask is, "Did you think like you and your work have been valued and liked at *company name*?" they have all heard the adage: "individuals do not stop their job; they quit their boss.” it's human nature and a part of the human psyche to deserve to be valued and preferred by means of those they look up to. Taking the time to supply certain and trustworthy appreciation to people that work for us is vital in organising productive tenure. - Brandon Batt, Savory

2. What Made You look for a brand new Job?

We recognize that people go away groups typically on account of culture and leadership, so i recommend questions that discover the real nature at the back of the departure, similar to, "What made you delivery hunting for a brand new job?" and "What may they have done enhanced?" My assistance to leaders: ask these questions before they are leaving, similar to all over efficiency reviews and in pulse surveys. - Victoria Pelletier, IBM

3. How was Your Relationship With The supervisor?

it be critical to ask, “What became your relationship together with your manager like?” the relationship between an employee and manager is essentially the most influential of their every day work lives, so it be critical to keep in mind the influence of this relationship on their experience. This enables us to stronger align practising and development for leaders. - Sarika Lamont , Avantus Federal

Forbes Human resources Council is an invite-handiest company for HR executives throughout all industries. Do I qualify?

4. Would You suggest Working here?

"Would you advocate working here to a pal and why?" This net Promoter score query and the explanations behind it are the entire actionable data you need. in the event that they would now not refer a chum, then the observe-up is, "What would they deserve to exchange so that you can advocate working here?" You are searching for their honest viewpoint in an open-ended manner. effective or bad, the insights you glean should be powerful. - Lorna Borenstein, Grokker

5. Did You inform Your reason To Your manager?

When a person leaves the firm, make sure you at all times ask in the event that they discussed their explanation for leaving with their manager, and if not, why? became the supervisor the cause? turned into the supervisor ineffective, and they didn't accept as true with that any concerns can be addressed? it be important to investigate if this exit is indicative of a frontrunner who's ineffective and/or possibly now not dwelling your values. - Nicole Roberts, MVAH companions, LLC

6. were You totally Embraced For Who you are?

organizations are more and more declaring a desire to appreciate and have a good time the "whole adult." despite the fact, they are inclined to lack metrics to substantiate no matter if those leaving suppose fully considered and embraced. i might for this reason indicate including, "Do you believe the firm utterly embraced you for who you are?", adopted by way of an open textual content response to capture a more descriptive narrative of their emotions. - Mark Stelzner, IA

7. What Would Have Made You live?

A crucial query to ask is, "What would have made you reside?" Too frequently, exit interviews center of attention on the difficulty and not the answer. This query offers you insight into what can be completed going forward with a purpose to keep away from greater turnover. It gives perception into the right way to lead the team it truly is left greater, instead of focusing on a person who left and you'll now not reengage. - Lotus Buckner, NCH

8. What Would Have Made You think Engaged?

all over exit interviews, HR should still always ask employees what would have made them consider greater engaged of their place, as sixty four% of employees may additionally give up this yr as a result of feeling disengaged. Responses will supply insight around the way to enhance engagement suggestions to reduce future turnover, given that engagement is crucial to attaining business results and fostering a healthy workplace atmosphere. - Natalie Baumgartner, Achievers

9. Who Helped You Be a hit and how?

Use the interview as a chance to find the bright spots. Ask the question, "As you seem returned at these you labored with continually while at their corporation, who helped you be a hit and how?" This helps establish pockets of excellence and how that created a good worker journey, as well as uncover the hidden influencers in the organization. - Tracy Maylett, DecisionWise

10. What may still They cease, beginning, keep Doing?

I find that questions should be simple and open ended. As a "americans" professional, they deserve to recognize that individuals are already hesitant to speak and be anxious about consequences. For me for my part, I readily ask three questions: 1) What should they cease doing? 2) What should they delivery doing? three) What may still they keep doing? I even have discovered these questions cause a extra organic dialog. - Myra Ebarb, Sachse construction

11. Would You Do It once again if you needed to?

an important question to ask is, "in case you had to do it all over again, would you work here?" The reply provides readability and indicates that individuals have different motivations for coming in the door and for going out. everyone is at all times excited to come on board, but that may change once they get there. They may also go away for causes that have nothing to do with the firm, e.g. if they're relocating or changing career paths. - Regina W. Romeo, CPS HR Consulting

12. what is the brand new Job providing That They don't?

it's essential to take note what the brand new company offers that the departing worker is missing together with your business. this may assist pinpoint the factors that the grownup has chosen to leave — be in related to the latest position, present supervisor, or the company as a whole. - Jeniffer Strub, Vyond

13. What may still They comprehend And enrich?

All exit interviews may still ask a edition of those two questions: "What else do you want us to grasp?" and "What do you suppose they may still increase for everyone else on their crew?" now and again, HR pros wander off in all of their checklists, and it's important to give everybody in an exit interview the opportunity to truly be heard, as a result of they are more likely to be probably the most open with you after they don't have anything to lose. - Sonia Antolec, The mom challenge

14. What should still Future Hires know about Us?

When an worker exits the organization, one key question to ask is, "What may still future new hires be aware of concerning the business that you simply wished you had regular previous to being hired?" The reply can provide insights into viable blind spots relative to recruitment practices, employment branding, company HR practices, nice of administration, tradition, and diversity and inclusion efforts. - Bradley D. Soto, Anthem, Inc.

15. if you could alternate anything, What Would or not it's?

A key query HR may still ask is, "in case you may change the rest in regards to the job or enterprise, what would you indicate?" This question opens the conversation from an exit interview to doubtlessly a reside interview, where you study extra from the exiting worker on how the firm can adapt to maintain their talent. - Betsy Johnson, Cludo

16. What assistance Would You present Your alternative?

Ask, "What's one piece of counsel you possibly can provide to your substitute to be sure they succeed?" The response can shine a lightweight on skills problems within that crew. HR frequently doesn't get hold of positive assistance from exit interviews, as a result of nobody desires to get others "in crisis." Asking this question enables the departing employee to lift considerations obliquely, with out appearing judgmental. - Gina Deciani, association for deliver Chain management


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