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ServiceNow Servicenow-CIS-EM : Certified Implementation Specialist - Event Mangement Exam

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Exam Number : Servicenow-CIS-EM
Exam Name : Certified Implementation Specialist - Event Mangement
Vendor Name : ServiceNow
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Servicenow-CIS-EM exam Format | Servicenow-CIS-EM Course Contents | Servicenow-CIS-EM Course Outline | Servicenow-CIS-EM exam Syllabus | Servicenow-CIS-EM exam Objectives


The ServiceNow Certified Implementation Specialist Event Management Exam Specification defines the purpose- audience- testing options- exam content coverage- test framework- and prerequisites to become Certified Implementation Specialist Event Management certified.

Six (6) months field experience participating in ServiceNow deployment projects or maintaining ServiceNow instances
Participation in at least two ServiceNow ITOM deployments specifically for Event Management
Intermediate or above Windows and Unix administration skills
Intermediate or above SNMP query knowledge
Intermediate or above JavaScript and regular expression scripting skills
Introductory or above network administration knowledge
General familiarity with industry terminology- acronyms- and initialisms

Learning Domain % of Exam
1 Event Management Overview
IT Operations Management (ITOM) solution
Define customer challenges
Event Management key features and capabilities
Graphical user interfaces (operator workspace- alert intelligence- dependency maps)
Common Service Data Model (business- application- and technical services)
13%
2 Architecture and Discovery
Discovery and MID server architecture
Event Management architecture and CMDB
The monitoring process
Install a MID server
13%

3 Event Configuration and Use
Event setup (event processing- event rules- event filter- event thresholds- operator workspace)
Event Management process flow (event table- message key- event processing jobs- event field mapping- CI binding- best practices)
Connectors (preconfigured- customized)
Scripting (Regex- JavaScript- PowerShell)
Event Management Troubleshooting (event errors- credentials)
34%
4 Alerts and Tasks
Alert defined (alert record attributes- scheduled jobs
Alerts process flow (alert management rules- CI binding- priority scores- priority groups- incidents- best practices)
Alert grouping (correlation rules- alert aggregation)
Alert Intelligence
Alert impact profile (impact tree- impact rules- cluster example- SLAs)
30%
5 Event Sources
Identify event sources
Push vs. pull methods
Use inbound actions
Configure a monitoring connector
10%
Total 100%

Exam Structure
The exam consists of approximately (30) questions. For each question on the examination- there are multiple possible responses. The person taking the exam reviews the response options and selects the most correct answer to the question.
Multiple Choice (single answer)
For each multiple-choice question on the exam- there are at least four possible responses. The candidate taking the exam reviews the response options and selects the one response most accurately answers the question.
Multiple Select (select all that apply)
For each multiple-select question on the exam- there are at least four possible responses. The question will state how many responses should be selected. The candidate taking the exam reviews the response options and selects ALL responses that accurately answer the question. Multiple-select questions have two or more correct responses.
Exam Results
After completing and submitting the exam- a pass or fail result is immediately calculated and displayed to the candidate. More detailed results are not provided to the candidate.



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ServiceNow Event certification

make money working from home is right here to live: businesses ought to regulate to succeed says ServiceNow's Chief client and companion Officer | Servicenow-CIS-EM real Questions and Free exam PDF

a woman smiling for the camera: Lara Caimi, Chief Customer and Partner Officer at ServiceNow © photo: ServiceNow

Lara Caimi, Chief client and partner Officer at ServiceNow

regardless of Morgan Stanley CEO James Gorman saying he needs laborers lower back in their long island city workplaces this fall, and financial institution of the usa chief Brian Moynihan asserting he expects vaccinated people to come to the workplace after Labor Day, many businesses all over the world are working to reimagine the office ambiance and certainly the complete office experience. And with good cause.

research has shown that many employees want and predict far flung work to continue after the Covid-19 pandemic ends. A March 2021 survey of far off worker's accomplished by Caprelo, a work relocation business, found that 87% spoke of being able to work remotely can be a part of their future employment selections. Likewise, an April 2021 report published through the world staffing business Robert Half discovered that as many as a third of people may additionally quit if they have been asked to come back to the office full-time. The number of personnel more likely to go away their job if faraway work is taken off the desk is even higher among working folks. An April 2021 survey of over 1,a hundred working parents conducted through FlexJobs found that 62% of respondents talked about they "would quit their latest job if they can't continue remote work."

ServiceNow has been going via a change itself and helping its purchasers do the equal. I currently spoke with Lara Caimi, Chief client and partner Officer at ServiceNow, to discuss these considerations and the future of the workplace. the following is a transcript of the interview, edited for readability.

nobody desires to play office anymore

bill Detwiler: All right, so at a ServiceNow's expertise 2021 experience, I had an opportunity, with loads of other media and analysts, to communicate with invoice McDermott [President and CEO of ServiceNow]. and i received a superb quote from him, that i really like, once I requested about this new standard of kind of work from any place, and the upward push in a hybrid and remote working environments, which changed into, "no person wants to play workplace anymore." and that i idea that become simply an excellent quote since it embodies what I've heard from a large number of executives and it turned into additionally blunt and to the point.

i'd love with you to delivery there as a result of i know you just took over a extremely massive corporation and are doing it fully remotely. however also, out of your perspective, what are you listening to from ServiceNow purchasers round how they may be designing variety of this new general?

a woman smiling for the camera: Lara Caimi, Chief Customer and Partner Officer at ServiceNow Image: ServiceNow © provided by way of TechRepublic Lara Caimi, Chief customer and partner Officer at ServiceNow photograph: ServiceNow

Lara Caimi: Yeah. well, I also love that soundbite from invoice. go away it to bill. he'll at all times be direct and blunt and memorable, for bound. Yeah, I mean, I suppose it be completely authentic. there may be absolute confidence that the area changed dramatically. And what's so interesting is on account of the nature of this world pandemic, they went via this exchange that in the end, any one that could were talking about exchange management, like earlier than the pandemic, would have talked about, "certainly not possible. on no account viable."

And they absorbed so a lot alternate all of sudden globally, and it lasted for a big amount of time, appropriate? They focus on it takes at least four months of something to build habits. neatly, we've been in this factor now for a 12 months and a half. We're nevertheless in their buildings, and that i'm here in mine. it's dramatically changed the style their work and lives function, and that i believe or not it's basically right here to live.

I absolutely accept as true with bill. They should not have been enjoying workplace before, and definitely nobody desires to play it now. What I believe the reality is, hybrid is the brand new commonplace, and or not it's truly all about flexibility and choice, correct? And it be no longer just a shift in like location policy, which is I suppose what a lot of people focal point on, and that is the reason a huge part of it, however it is a good deal broader of how we'll be certain that they drive this in a fit manner going ahead. That it's in reality, we're enabling individuals to be empowered in a new manner it really is much greater appealing and that I feel is going to power massive productivity.

I feel it's a brilliant interesting time to be leading an organization, frankly. And sure, I took over a company where I nevertheless have not met in-grownup, as their boss, the americans that work for me. And yet, they have defined a methodology, now they have come together as a crew, we've got obtained a healthy and productive firm, we're offering on their numbers. In all of this, we're sort of managing to do remotely.

I consider it is going to be wonderful. And honestly, and of course, let's be very blunt, I believe the area continues to be very hybrid because it's in very distinct areas. You outlined abilities '21, I've spent a bunch of time speaking to partners and valued clientele globally. And it changed into unbelievable how distinctive, given the state of the pandemic in distinctive international locations, individuals are in very distinctive cases. And so here's going to variety of take ages to get to anything it is usual, and or not it's going to appear distinct in different locations. and it will nevertheless be, I believe, a bit bit up and down. but the thought of moving to whatever thing it is a bit bit extra flexible, that does have alternative, that does have options, appropriate?

We had been talking before they all started this concerning the exhilaration of truly having a enterprise dinner. I feel it should create variety of a brand new set of dimensions which are going to be basically in shape for individuals.

SEE: Working from domestic: The future of business is far off (ZDNet/TechRepublic special feature) | Working from domestic: a way to get far flung appropriate (free PDF) (TechRepublic)

a way to build a hybrid office that works for personnel and employers

bill Detwiler: Let's dive down on that a bit bit, since you mentioned you taking over this corporation. How do corporations construct an atmosphere that is flexible as americans go lower back into the workplace and they need to have those in-grownup experiences, but then again, they also do not want to surrender some of the flexibility that they've had with no longer having a travel, either out of your own standpoint in the way you've had to do it over this closing 12 months, and every person has needed to do it? Or going forward, how do agencies kind of build an workplace event that basically does meet the needs of the company and what people expect now?

Lara Caimi: Yep, yep. For certain. Let me start with the real basics at the back of this, which of course we've got all learned is health and safeguard, correct, of their people; and so it actually starts with that. They understand that the pandemic, there may be going to be evolutions, we've got already viewed usaand downs of opening and closing throughout agencies, there's distinctive vaccine fees, et cetera.

Being able to get individuals back safely when they may be competent, make sure that they've the acceptable checking out protocols in vicinity, that they have the PP&E and rules and distancing required. All of it is a crucial trade that they never had to take care of earlier than, right?

a bit plug for ServiceNow, we've a return-to-work product that in reality now they have had massive success all over the pandemic getting this available in the palms of companies like Uber, like bank United. I mean, only a ton of groups that are the use of this to make certain that they have that variety of health and security protocols in vicinity, remotely, handy for personnel to make use of, to be sure that that part is taken care of. that is sort of no 1, it's basics.

however what you're asking about is, are the more enjoyable things, which is how do you suppose about this, correct? How do you lead through it? and obviously, I feel that there's a piece of this, which is absolutely on coverage, right, making a decision on what you might be doing as an organization. And at ServiceNow, they have decided, look, it's 100% full choice until September, appropriate, except Labor Day. however after that, it may be a a lot extra bendy world.

and naturally, there are some capabilities that are going to want different amounts of tips, appropriate? There are some features that absolutely kind of need to be in-person to... I imply, retail laborers, correct? they're in shops. They ought to be there, so of direction there are some capabilities, even in a company world, that deserve to be in-grownup. And they even have an honest early in career inhabitants. And so for certain early-in-profession population, or not it's going to be crucial to form of come collectively and find out how to do your job, learn how to work for the primary time on your existence.

I think there'll at all times be a few of that, however I feel for the majority of potential employees, actually in my organization, it really is a customer-dealing with company, it be going to be about employee alternative and adaptability. And so there's org guidelines that support that, there may be there is supervisor practising, there's variety of way of life, all of these issues they will get into, after which the role of the place of work. How can they change truly their physical footprint and make sure that we're enabling hybrid work and collaborative work and the work in-adult that has to be performed in the most constructive method?

I feel there may be loads of dimensions of how they have to believe about that and the manner they should allow leaders to lead in what is frankly a distinct world than the manner they lead pre-COVID. They should consider about that entire gadget.

SEE: COVID vaccination coverage (TechRepublic top class)

shifting from an in-adult work subculture to a hybrid work subculture

invoice Detwiler: Yeah, let's discuss these cultural points. I mean, i might love to hear your ideas. as a result of once more, you have very own experience with this, but then you additionally talked to quite a lot of consumers like you pointed out. there's the defense factor of it, which you referred to. there is the technical aspect of it, which we're all time-honored with, Zoom meetings and dealing out of Slack channels or whatever thing your collaboration and workplace productivity suite is of choice, appropriate? there may be that part of it. And that seems to be... or not it's no longer excellent. I consider we're all perhaps a bit tired of video conferences, to some extent, however it is a solved problem. you've gotten acquired automation methods and issues which are dealing with workflows and new tips on how to digitize approaches that might have been finished in-person before.

however I believe the more enjoyable, as you mentioned, is that cultural factor and that shift in administration vogue or the equipment that managers use or that groups use, leaders of giant B use, that they use to carry a mission and to construct culture and to make sure that people consider connected. can you talk to that a little bit? I suggest, what has worked for you or what have you viewed out of your clients it really is working for them to build that, to manage in a brand new manner with this form of increasingly hybrid team of workers?

Lara Caimi: Yeah. Yeah, I believe there's a bunch of points of this, and that i believe it is a extremely wonderful one that we're continuing to study and evolve, frankly, and from each and every other. it truly is why i like speakme to purchasers and companions about their experiences here. and i'm bound on your job, invoice, it's the equal. it be like these experiences of what distinct people are seeing. it could really create a prosperous tapestry of learnings.

And so one of the crucial things that i'm hearing people focus on is how, peculiarly for definite agencies that had a pretty in-grownup lifestyle however possibly had some far off work, which ServiceNow turned into kind of in that camp. They had about, I do not know what it was, 20-ish p.c sort of far flung work. well, it created a bit little bit of the sort of haves and have-nots in that a lot of the individuals with the strongest voices, the people that were variety of promoted into the management positions that endured to upward push in the organization tended to be a bit bit around that in-adult orbit.

graphical user interface, application, website: mp;A with ServiceNow CEO Bill McDermott & Chief Product Officer CJ Desai © provided with the aid of TechRepublic mp;A with ServiceNow CEO bill McDermott & Chief Product Officer CJ Desai

What I've heard corporations talk about, customers focus on, is how dazzling it be been truly within the pandemic that there's this variety of feel of this digital world being the outstanding equalizer and making us recognise how a lot ability we've available on their teams. it's equalizing voices. you may have obtained equal dimension of your little tiles on the monitor, and greater individuals are speakme up who perhaps weren't in the room were quieter before. and they're seeing truly folks possibly in remote places or in a satellite tv for pc area getting promoted into leadership roles throughout the pandemic that would have on no account in fact had that opportunity earlier than.

And so I do feel there may be form of acknowledging some of those extraordinary points of this democratization of your skill and equalizer of your talent during this. What are the takeaways that they should take from that, which is, there will all the time be a sense of like folks that are in a hybrid world, appropriate, that are sort of in the room, and a few that are remote. however how do you be certain that you create a tradition and type of operating norms that say, seem, once they talk about enterprise, they speak concerning the assembly, we're going to be doing it on the tiles, and basically even in the room. some of us are going to show up with their individual tiles, appropriate. They can also all be muted, however you are going to be able to see my individual reveal as a result of i'll have my display up and that i'll show up as a tile so you should not have to just seem on the big room if you're far flung. You see everybody, appropriate. They show up in that identical variety of democratized tile, and we're most effective going to enable conversations about this assembly to turn up in this assembly.

once we're outdoor taking a toilet ruin or grabbing a snack or whatever, we'll discuss different issues to form of make sure that they do not create the haves and have-nots within the rooms. it be little issues like that, that I hear people doing that I think you might be going to be remarkable changes in order to continue the culture of this.

The different element I suppose is americans are being definitely-

invoice Detwiler: Oh, go forward. i am sorry.

Lara Caimi: No, I believe the other thing is just being in reality idea... I mean, one of the issues, honestly, is companies are realizing like, "Wow, they had been spending a lot of money on interior T&E and it's sort of first-rate to have that added OPEX to spend in a distinct way." And can they deserve to do all of that sooner or later? And what are those actually vital issues that they need to be within the room collectively for? the place do they really want those white-boarding periods, getting that inventive juices flowing? When do they really need that, these moments of connection and intimacy to build team and spend time collectively bodily?

there's super uses for being in-grownup. however also both-a-day meetings with everybody in-adult talking about manner too many subjects that all and sundry dreaded, that take an entire week out of, including shuttle, out of a person's life, can they deserve to do that? I've observed their board meetings are shorter and it be like, why had been they so long before? We're actually hitting at the points, but we're doing it in a an awful lot greater concise way and allowing for the subjects of conversations that should be observed... it be a really mark Twain to me. it be like, if I had more time, i'd write a shorter letter.

or not it's actually forced us to be greater considerate with americans's time. And boy, i am hoping that continues. i am hoping they proceed to be strategic and considerate about how they use in-person, how they do that in a time-constructive method. And we're really faraway is fully desirable and perhaps improved as a result of they wouldn't have to waste per week of their lives touring. They do not need to trip for one and a half hours each and every approach, which changed into my shuttle and i'm very satisfied not to do this, et cetera.

believe is critical in a hybrid work atmosphere

invoice Detwiler: and that i was going to claim right there that that changed into one of the bits of comments that one of the crucial individuals that I managed always told me, that we're all the time far off. They talked about that become the one element time and again that they tried to work on turned into making certain that they failed to consider unnoticed, that they failed to fail to spot these water cooler, those hallway, these spontaneous interactions that had to do with enterprise and weren't just, "hello, what did you watch final night? Or what are you doing over the weekend?" however those spontaneous conferences that could have lots of impact on kind of strategy or just building connections, or "Oh, let's try this instead," that they felt like they failed to miss that out.

I consider that's a extremely critical point, and that i'd like to hear your tackle how do you hold from falling returned into those historical habits? as a result of i like what you're asserting and that i hope greater executives take it to coronary heart, however i am additionally beginning to see a little bit of some information coming in that americans are asserting, "smartly, sure, they are expecting to be all back in the workplace via X," or "We predict to be... "

i'm starting to see some individuals that possibly weren't as ahead pondering might be as you're talking about, or don't seem to be as open to those kinds of new interactions or making these integral changes to going again to the historic method of greater command and manage, of being in the workplace so i will be able to watch and ensure that initiatives are being achieved in order that i can make sure I actually have butts in the seats. i used to be an adjunct professor and that is the reason what they used to name it, appropriate, is only getting americans within the room, which is totally no longer a measure of the effectiveness of the discovering for me when i was doing that or the work that is being carried out. How have you ever guarded against that and the way are you seeing other companies be a hit in guarding towards?

Lara Caimi: Yeah, I imply, I believe or not it's all about management, invoice. I imply, it be about announcing, as a management team, having those tough conversations, which is like, "What do they basically trust and what will they think the longer term appears like? what is the ability market going to demand of us, frankly, and what is the smartest thing? What classes have they discovered that really challenged some of their core assumptions about how work will also be carried out?"

And for me, what we've completely confirmed is they will have faith their employees. they are getting their work achieved. They don't deserve to be there and count on that like when the cat's away, the mouse performs, whatever thing nonsense. people are doing the appropriate aspect. if in case you have a aim and you're inspiring your individuals and also you are making a change and also you're speaking that simply, people are going to work difficult and make that take place. and they don't should be there counting butts in seats to make that ensue.

To me, it is very historic original pondering. And so it's about aligning as a leadership crew and sort of getting those hard conversations. there's individuals in their own leadership crew, who once they variety of plotted the place they thought they might become have been in different places. And they had to have a true conversation of like, smartly why do you believe that, what assumptions do you have, et cetera, and what are their first ideas about this? And so I believe it begins with that, which starts with the leadership tone.

after which I believe you should be basically sincere about being attentive to your personnel and looking on the market. there may be absolute confidence, right, millennials... Even, frankly, historic individuals like me at this stage, americans want flexibility, correct? They need to be relied on. They are looking to be empowered. They need to have agency over how they spend their days and the way they can be their most efficient selves.

And so I just suppose that deliver and demand is going to play slightly of a task here. They be aware of in their industries in tech, or not it's now not like... there is a war for skill, let's be very, very clear, and so we'll need to take heed to what the ability wishes. and albeit, for us as a ServiceNow, they are empowering the future of work. If we're no longer main that with what we're doing internally with their own guidelines, how can they possibly be pitching this to their valued clientele? They comprehend what the statistics says. They know what their valued clientele are telling us, and they should lead the way there. there is an awful lot about that.

and then I feel once you agree as a management crew, when you align and say, "appear, this is the way they deserve to be," that that revision to the norm is completely bad, appropriate, which is why I think you should be really purposeful about these items. You need to consider about now not just your real estate footprint and the respectable area coverage for employees, but you must think about, "k, what are their workplace policies? What are their norms that they want to put in location? What are the reminders that they need to put in their conference rooms about how they will have interaction? What are the leadership trainings that they wish to motivate people to take to continue to guide far flung groups?"

And for me in my opinion, or not it's additionally about modeling. i'm no longer going to be the first person lower back within the workplace. I in reality don't desire americans to believe like they deserve to be there because i am there 5 days per week. i'm fairly considerate about what i am announcing, and i in reality need these folks who do not think comfortable, who're lots greater productive at domestic, some thing, to consider like it's an okay choice, right?

bill Detwiler: and i believe that is so essential as a frontrunner to recognize the outsize impact that your moves have on others and especially your group members.

SEE: health at work: a way to assist your crew's intellectual fitness (free PDF) (TechRepublic)

Hybrid work models can enrich diversity and inclusion in tech

invoice Detwiler: The remaining element i might like to contact base on real short, as a result of i know you've got to run, is something that I've pointed out with loads of professionals is that this new circulation to far off work and change in... You type of talked concerning the group of workers and being capable of appeal to top ability. i know bill as neatly. And so I feel one of the most issues I've heard from individuals is that this actually helps open up their recruiting pools, the people they're concentrated on for hiring to underserved populations, no matter if that is as a result of they weren't in a position to are living in a selected enviornment, they weren't able to circulation, they weren't already there. and that i'd love to get your tackle that as they variety of wrap things up.

Lara Caimi: completely. you've gotten basically hit on type of a passion subject of mine, for sure, which is they need more range inclusion belonging in tech. They want extra girls, they want more individuals of colour, they want more underrepresented populations. because frankly, there is an important volume of we're all starting to be quickly. They should be able to entice and maintain the absolute best skill, and people are people from all walks of life, correct, that are living in all kinds of distinctive areas.

I suppose we've got all seen the records. They understand that diverse teams characteristic more suitable. They make more suitable choices. They symbolize their purchasers better. All of those things that lead us to be greater more healthy agencies. variety drives all of that. And so I consider this is completely a kind of very fantastic externality of this sort of awakening that the realm has come through with this hybrid work is like, "Wow, I do not deserve to just employ americans in San Francisco or in the Bay enviornment. i will be able to search for talent all over the place."

And the place are those populations that frankly don't are looking to move right here? They don't want to go away their communities, they do not want to leave their households, they do not want to depart their aid structures, in an effort to go to them. they can let them work the place they need to work, and they will have a much richer, greater diverse body of workers by means of doing that consciously.

And so we're riding lots of that at ServiceNow, really attempting to be conscious about it. i am attempting to be my own inventive BHAG intention in my own corporation to be a frontrunner for the company in this. and that i consider these items are fully positively correlated. They keep riding hybrid work. They retain growing more desirable experiences for these individuals who are not at headquarters, whatever the thought of headquarters finally ends up being, and they may be able to attract and hold a different, and admittedly, more healthy and superior population of employees.

additionally see

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