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00M-155 Information Management Solution Sales Mastery Test v3

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00M-155 exam Dumps Source : Information Management Solution Sales Mastery Test v3

Test Code : 00M-155
Test Name : Information Management Solution Sales Mastery Test v3
Vendor Name : IBM
: 36 Real Questions

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IBM Information Management Solution Sales

international income performance administration solutions (SPMS) Market USD 1,310 Mn salary anticipated to attain via 2025 | killexams.com Real Questions and Pass4sure dumps

Feb 05, 2019 (Heraldkeeper by way of COMTEX) -- The worldwide “revenue performance management solutions (SPMS) Market” dimension will reach USD 1,310.0 Mn by way of 2025, from 920 million USD in 2018, at a CAGR of 4.fifty two% right through the forecast duration. The growth in the market is expected to be pushed by want for expanded income drive efficiency by means of conducting a streamlined and predefined order administration procedure, and decreasing the customer churn by way of cut back client churn through improving information stream on order reputation and monitoring the continual demand for the products.

The cloud based SPMS items are expected to develop at a stronger rate as the cost of adoption is a good deal reduce and the advantage it brings to the groups is visible within the revenue drive effectiveness. The SPMS Market is turning out to be with increasing aspects consist of superior workflow notification, analytics, dispute decision, digital assistant/ bots, mobile readiness, gamification, integration with multiple tips sources methods.

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In 2018, the motivation Compensation administration section is estimated to catch the largest share growing to be at a CAGR of three.68% from 2018 to 2025. by deployment type, in 2018 the On-Premise primarily based deployment accounted for the largest marketplace for SPM in 2018 with a share of 67.34%, led by way of the expanding demand for SPM products to increase the sales capacity in massive and mid-size company. The market for cloud based items is expanding because the Cloud adoption is accelerating and demand is expanding across segments.

The marketplace for SPM market is extremely competitive and dominated by means of a number of providers. Majority of the Market is dominated by way of the precise 4 companies SAP sales Cloud, Oracle, IBM, Xactly, and excellent with or over forty five% of the world sales performance management market in 2018. The providers in the SPM market compete based on product portfolio, product differentiation, and the pricing of products. the upward push in technological innovations within the design of the products is anticipated to proceed to intensify the level of competitors among the many organizations to expand their product portfolios by way of incorporating innovative points into their products. in addition, the market is expected to be consolidated over the years with suggestions, corresponding to collaborative partnerships, mergers & acquisitions, and market expansions. The market for cloud based SPM items is having high adoption throughout the verticals as they are within your means and simple to adopt.

The manufacturing vertical accounted for the biggest marketplace for SPM products in 2018 with a share of 15%, led with the aid of the expanding adoption of cloud based SPM products for revenue effectiveness and convert the results in income effectively. The file provides an analysis on the forms of earnings performance management products throughout diverse functions and regions. It aims at estimating the market measurement and future growth potential of the market across diverse segments similar to classification, vertical, deployment modes, firm dimension, and areas. furthermore, the report comprises an in-depth competitive evaluation of the key players available in the market together with their business profiles, SWOT evaluation, contemporary trends, and key market strategies.

The North American vicinity captured the greatest share in the earnings performance management (SPM), followed by means of Europe and APAC in 2018. The SPM market in North america is accelerating with the maturation of latest applied sciences and proposing precise-time analytics, and recommendations in accordance with laptop getting to know. The primary SPM providers in the North america market consist of SAP earnings Cloud, IBM, pleasant, Vistex, Xactly, Anaplan, Optymyze, Payscale, Core-Compensation, and Terralign.

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major table of Contents:

1 document Overview

1.1 goal & objective

1.2 Market Definition

1.three Key Market Segments during this study

1.4 Years regarded

1.5 report insurance

2 government abstract

2.1 international SPM Market size

2.1.1 international SPM Market profits 2013-2025

2.2 Competitor evaluation

2.2.1.1 SPM Deployments provided

2.2.1.2 Date of producers Enter into SPM Market

three SPM Market by way of regions

three.1.1 world SPM Market by means of regions

three.1.2 Market dimension & Forecasts, 2018-2025

three.2 North the usa

three.2.1 North the united states SPM Market dimension and boom fee (2013-2018) (USDMILLION)

three.2.2 Market dimension & Forecasts, 2018-2025

3.three Europe

three.three.1 Market size & Forecasts, 2018-2025

3.four APAC

three.four.1 Market dimension & Forecasts, 2018-2025

3.5 ROW

3.5.1 Market size & Forecasts, 2018-2025

TOC continued...!

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revenue performance administration solutions Market | with the aid of leading avid gamers: Oracle, IBM, Xactly, SAP, Synygy, Netsuite | killexams.com Real Questions and Pass4sure dumps

The revenue efficiency management solutions Market analysis record includes the world sales efficiency administration solutions market by way of suitable avid gamers/brands, place, classification and end person. This report additionally stories the global income efficiency administration options market reputation, competition panorama, market share, increase fee, future developments, market drivers, opportunities and challenges, revenue channels and distributors.

“revenue performance administration is the apply of monitoring and guiding personnel to enrich their skill to sell products or functions.A key purpose of the revenue performance administration method is to teach and encourage salespeople to set dreams and fulfill valued clientele.”

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This document experiences the world market dimension of sales efficiency administration solutions in key regions like North the us, Europe, Asia Pacific, valuable & South the united states and center East & Africa, specializes in the consumption of sales efficiency management options in these areas.

Market segment by using producers, this report covers:OracleIBMXactlySAPSynygyNetsuite...

Market section through category, the product will also be split intoCloudOn-Premise

Market segment by software, cut up intoIncentive Compensation ManagementTerritory and Quota ManagementSales Planning and MonitoringSales Pipeline ManagementSales Forecasting and income efficiency AnalyticsSales working towards and CoachingOthers

desk of content material:1 file Overview

2 world growth tendencies

three Market Share by using Key avid gamers

four Breakdown information through class and software

5 u.s.

6 Europe

7 China

8 Japan

9 Southeast Asia

10 India

eleven principal & South America12 overseas gamers Profiles12.1 Oracle12.1.1 Oracle business Details12.1.2 enterprise Description and enterprise Overview12.1.3 income efficiency administration solutions Introduction12.1.4 Oracle profits in income performance administration options enterprise (2013-2018)12.1.5 Oracle recent construction

12.2 IBM12.2.1 IBM enterprise Details12.2.2 enterprise Description and enterprise Overview12.2.3 earnings efficiency administration solutions Introduction12.2.4 IBM revenue in earnings performance management options enterprise (2013-2018)12.2.5 IBM contemporary Development12.3 Xactly

……………………..persevered

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Encryption management options business report 2019 with market drivers, opportunities, challenges and boom to 2025 | killexams.com Real Questions and Pass4sure dumps

global Encryption management options Market file analyse the market share, market reputation, boom fee, latest traits, forecasts, market drivers, opportunities & challenges, risk & entry boundaries, revenue channels & distributors and Porter’s five drive evaluation.

This file additionally covers market measurement (price, means, creation and consumption) in key areas like u.s., Europe, China, Japan. It extra breakdown records by using key agencies, regions, varieties and functions.

As per this record ‘world Encryption administration solutions Market Insights, Forecast to 2025’; Encryption administration options market size is estimated to attain US$ XX Million to 2025 from US$ YY Million in 2018, starting to be at a CAGR of ZZ% all through 2018-2025.

entry more details about this record at: www.themarketreports.com/document/gl…nsights-forecast

The ambitions of this document are to focal point on the key Encryption management solutions businesses and study the capability, creation, cost, market share and construction plans for following few years. This document also analyses global and regions market potential, talents, alternatives, challenge, restraints and hazards.

It helps to determine latest traits and elements using or inhibiting the market increase and to discover high increase alternatives in the market for stakeholders. Later this file also talks about the aggressive tendencies reminiscent of expansions, agreements, new product launches, and acquisitions available in the market.

a lot of organizations like check aspect software technologies, Cisco systems, IBM, Microsoft, Oracle, Symantec and more are profiled in this record within the phrases of ability, construction, price, cost, market share,. Market has been segmented on the groundwork of product types and offers the counsel regarding boom fee for every product classification, income, fee, production, profits forecasts,.

It has been also segmented by means of functions which comprises boom expense for each and every application, regional consumption evaluation, consumption forecasts,.

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Encryption administration solutions construction Breakdown information via region

  • • united states
  • • Europe
  • • China
  • • Japan
  • • different regions
  • Encryption administration solutions Consumption Breakdown information via area

  • • North america (u.s., Canada, Mexico)
  • • Asia-Pacific (China, India, Japan, South Korea, Australia, Indonesia, Malaysia, Philippines, Thailand, Vietnam)
  • • Europe (Germany, France, UK, Italy, Russia, leisure of Europe)
  • • primary & South the united states (Brazil, rest of South america)
  • • core East & Africa (GCC countries, Turkey, Egypt, South Africa, rest of center East & Africa)
  • Inquire further about this file at: www.themarketreports.com/report/as…ur-question/1373531

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    Guide to vendor-specific IT security certifications | killexams.com real questions and Pass4sure dumps

    Despite the wide selection of vendor-specific information technology security certifications, identifying which...

    ones best suit your educational or career needs is fairly straightforward.

    This guide to vendor-specific IT security certifications includes an alphabetized table of security certification programs from various vendors, a brief description of each certification and advice for further details.

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    The process of choosing the right vendor-specific information technology security certifications is much simpler than choosing vendor-neutral ones. In the vendor-neutral landscape, you must evaluate the pros and cons of various programs to select the best option. On the vendor-specific side, it's only necessary to follow these three steps:

  • Inventory your organization's security infrastructure and identify which vendors' products or services are present.
  • Check this guide (or vendor websites, for products not covered here) to determine whether a certification applies to the products or services in your organization.
  • Decide if spending the time and money to obtain such credentials (or to fund them for your employees) is worth the resulting benefits.
  • In an environment where qualified IT security professionals can choose from numerous job openings, the benefits of individual training and certifications can be hard to appraise.

    Many employers pay certification costs to develop and retain their employees, as well as to boost the organization's in-house expertise. Most see this as a win-win for employers and employees alike, though employers often require full or partial reimbursement for the related costs incurred if employees leave their jobs sooner than some specified payback period after certification.

    There have been quite a few changes since the last survey update in 2015. The Basic category saw a substantial jump in the number of available IT security certifications due to the addition of several Brainbench certifications, in addition to the Cisco Certified Network Associate (CCNA) Cyber Ops certification, the Fortinet Network Security Expert Program and new IBM certifications. 

    2017 IT security certification changes

    Certifications from AccessData, Check Point, IBM and Oracle were added to the Intermediate category, increasing the total number of certifications in that category, as well. However, the number of certifications in the Advanced category decreased, due to several IBM certifications being retired. 

    Vendor IT security certifications Basic information technology security certifications 

    Brainbench basic security certificationsBrainbench offers several basic-level information technology security certifications, each requiring the candidate to pass one exam. Brainbench security-related certifications include:

  • Backup Exec 11d (Symantec)
  • Check Point FireWall-1 Administration
  • Check Point Firewall-1 NG Administration
  • Cisco Security
  • Microsoft Security
  • NetBackup 6.5 (Symantec)
  • Source: Brainbench Information Security Administrator certifications

    CCNA Cyber OpsPrerequisites: None required; training is recommended.

    This associate-level certification prepares cybersecurity professionals for work as cybersecurity analysts responding to security incidents as part of a security operations center team in a large organization.

    The CCNA Cyber Ops certification requires candidates to pass two written exams.

    Source: Cisco Systems CCNA Cyber Ops

    CCNA SecurityPrerequisites: A valid Cisco CCNA Routing and Switching, Cisco Certified Entry Networking Technician or Cisco Certified Internetwork Expert (CCIE) certification.

    This credential validates that associate-level professionals are able to install, troubleshoot and monitor Cisco-routed and switched network devices for the purpose of protecting both the devices and networked data.

    A person with a CCNA Security certification can be expected to understand core security concepts, endpoint security, web and email content security, the management of secure access, and more. He should also be able to demonstrate skills for building a security infrastructure, identifying threats and vulnerabilities to networks, and mitigating security threats. CCNA credential holders also possess the technical skills and expertise necessary to manage protection mechanisms such as firewalls and intrusion prevention systems, network access, endpoint security solutions, and web and email security.

    The successful completion of one exam is required to obtain this credential.

    Source: Cisco Systems CCNA Security

    Check Point Certified Security Administrator (CCSA) R80Prerequisites: Basic knowledge of networking; CCSA training and six months to one year of experience with Check Point products are recommended.

    Check Point's foundation-level credential prepares individuals to install, configure and manage Check Point security system products and technologies, such as security gateways, firewalls and virtual private networks (VPNs). Credential holders also possess the skills necessary to secure network and internet communications, upgrade products, troubleshoot network connections, configure security policies, protect email and message content, defend networks from intrusions and other threats, analyze attacks, manage user access in a corporate LAN environment, and configure tunnels for remote access to corporate resources.

    Candidates must pass a single exam to obtain this credential.

    Source: Check Point CCSA Certification

    IBM Certified Associate -- Endpoint Manager V9.0Prerequisites: IBM suggests that candidates be highly familiar with the IBM Endpoint Manager V9.0 console. They should have experience taking actions; activating analyses; and using Fixlets, tasks and baselines in the environment. They should also understand patching, component services, client log files and troubleshooting within IBM Endpoint Manager.

    This credential recognizes professionals who use IBM Endpoint Manager V9.0 daily. Candidates for this certification should know the key concepts of Endpoint Manager, be able to describe the system's components and be able to use the console to perform routine tasks.

    Successful completion of one exam is required.

    Editor's note: IBM is retiring this certification as of May 31, 2017; there will be a follow-on test available as of April 2017 for IBM BigFix Compliance V9.5 Fundamental Administration, Test C2150-627.

    Source: IBM Certified Associate -- Endpoint Manager V9.0

    IBM Certified Associate -- Security Trusteer Fraud ProtectionPrerequisites: IBM recommends that candidates have experience with network data communications, network security, and the Windows and Mac operating systems.

    This credential pertains mainly to sales engineers who support the Trusteer Fraud product portfolio for web fraud management, and who can implement a Trusteer Fraud solution. Candidates must understand Trusteer product functionality, know how to deploy the product, and be able to troubleshoot the product and analyze the results.

    To obtain this certification, candidates must pass one exam.

    Source: IBM Certified Associate -- Security Trusteer Fraud Protection

    McAfee Product SpecialistPrerequisites: None required; completion of an associated training course is highly recommended.

    McAfee information technology security certification holders possess the knowledge and technical skills necessary to install, configure, manage and troubleshoot specific McAfee products, or, in some cases, a suite of products.

    Candidates should possess one to three years of direct experience with one of the specific product areas.

    The current products targeted by this credential include:

  • McAfee Advanced Threat Defense products
  • McAfee ePolicy Orchestrator and VirusScan products
  • McAfee Network Security Platform
  • McAfee Host Intrusion Prevention
  • McAfee Data Loss Prevention Endpoint products
  • McAfee Security Information and Event Management products
  • All credentials require passing one exam.

    Source: McAfee Certification Program

    Microsoft Technology Associate (MTA)Prerequisites: None; training recommended.

    This credential started as an academic-only credential for students, but Microsoft made it available to the general public in 2012.

    There are 10 different MTA credentials across three tracks (IT Infrastructure with five certs, Database with one and Development with four). The IT Infrastructure track includes a Security Fundamentals credential, and some of the other credentials include security components or topic areas.

    To earn each MTA certification, candidates must pass the corresponding exam. 

    Source: Microsoft MTA Certifications

    Fortinet Network Security Expert (NSE)Prerequisites: Vary by credential.

    The Fortinet NSE program has eight levels, each of which corresponds to a separate network security credential within the program. The credentials are:

  • NSE 1 -- Understand network security concepts.
  • NSE 2 -- Sell Fortinet gateway solutions.
  • NSE 3 (Associate) -- Sell Fortinet advanced security solutions.
  • NSE 4 (Professional) -- Configure and maintain FortiGate Unified Threat Management products.
  • NSE 5 (Analyst) -- Implement network security management and analytics.
  • NSE 6 (Specialist) – Understand advanced security technologies beyond the firewall.
  • NSE 7 (Troubleshooter) -- Troubleshoot internet security issues.
  • NSE 8 (Expert) -- Design, configure, install and troubleshoot a network security solution in a live environment.
  • NSE 1 is open to anyone, but is not required. The NSE 2 and NSE 3 information technology security certifications are available only to Fortinet employees and partners. Candidates for NSE 4 through NSE 8 should take the exams through Pearson VUE.

    Source: Fortinet NSE

    Symantec Certified Specialist (SCS)This security certification program focuses on data protection, high availability and security skills involving Symantec products.

    To become an SCS, candidates must select an area of focus and pass an exam. All the exams cover core elements, such as installation, configuration, product administration, day-to-day operation and troubleshooting for the selected focus area.

    As of this writing, the following exams are available:

  • Exam 250-215: Administration of Symantec Messaging Gateway 10.5
  • Exam 250-410: Administration of Symantec Control Compliance Suite 11.x
  • Exam 250-420: Administration of Symantec VIP
  • Exam 250-423: Administration of Symantec IT Management Suite 8.0
  • Exam 250-424: Administration of Data Loss Prevention 14.5
  • Exam 250-425: Administration of Symantec Cyber Security Services
  • Exam 250-426: Administration of Symantec Data Center Security -- Server Advanced 6.7
  • Exam 250-427: Administration of Symantec Advanced Threat Protection 2.0.2
  • Exam 250-428: Administration of Symantec Endpoint Protection 14
  • Exam 250-513: Administration of Symantec Data Loss Prevention 12
  • Source: Symantec Certification

    Intermediate information technology security certifications 

    AccessData Certified Examiner (ACE)Prerequisites: None required; the AccessData BootCamp and Advanced Forensic Toolkit (FTK) courses are recommended.

    This credential recognizes a professional's proficiency using AccessData's FTK, FTK Imager, Registry Viewer and Password Recovery Toolkit. However, candidates for the certification must also have moderate digital forensic knowledge and be able to interpret results gathered from AccessData tools.

    To obtain this certification, candidates must pass one online exam (which is free). Although a boot camp and advanced courses are available for a fee, AccessData provides a set of free exam preparation videos to help candidates who prefer to self-study.

    The certification is valid for two years, after which credential holders must take the current exam to maintain their certification.

    Source: Syntricate ACE Training

    Cisco Certified Network Professional (CCNP) Security Prerequisites: CCNA Security or any CCIE certification.

    This Cisco credential recognizes professionals who are responsible for router, switch, networking device and appliance security. Candidates must also know how to select, deploy, support and troubleshoot firewalls, VPNs and intrusion detection system/intrusion prevention system products in a networking environment.

    Successful completion of four exams is required.

    Source: Cisco Systems CCNP Security

    Check Point Certified Security Expert (CCSE)Prerequisite: CCSA certification R70 or later.

    This is an intermediate-level credential for security professionals seeking to demonstrate skills at maximizing the performance of security networks.

    A CCSE demonstrates a knowledge of strategies and advanced troubleshooting for Check Point's GAiA operating system, including installing and managing VPN implementations, advanced user management and firewall concepts, policies, and backing up and migrating security gateway and management servers, among other tasks. The CCSE focuses on Check Point's VPN, Security Gateway and Management Server systems.

    To acquire this credential, candidates must pass one exam.

    Source: Check Point CCSE program

    Cisco Cybersecurity SpecialistPrerequisites: None required; CCNA Security certification and an understanding of TCP/IP are strongly recommended.

    This Cisco credential targets IT security professionals who possess in-depth technical skills and knowledge in the field of threat detection and mitigation. The certification focuses on areas such as event monitoring, event analysis (traffic, alarm, security events) and incident response.

    One exam is required.

    Source: Cisco Systems Cybersecurity Specialist

    Certified SonicWall Security Administrator (CSSA)Prerequisites: None required; training is recommended.

    The CSSA exam covers basic administration of SonicWall appliances and the network and system security behind such appliances.

    Classroom training is available, but not required to earn the CSSA. Candidates must pass one exam to become certified.

    Source: SonicWall Certification programs

    EnCase Certified Examiner (EnCE)Prerequisites: Candidates must attend 64 hours of authorized training or have 12 months of computer forensic work experience. Completion of a formal application process is also required.

    Aimed at both private- and public-sector computer forensic specialists, this certification permits individuals to become certified in the use of Guidance Software's EnCase computer forensics tools and software.

    Individuals can gain this certification by passing a two-phase exam: a computer-based component and a practical component.

    Source: Guidance Software EnCE

    EnCase Certified eDiscovery Practitioner (EnCEP)Prerequisites: Candidates must attend one of two authorized training courses and have three months of experience in eDiscovery collection, processing and project management. A formal application process is also required.

    Aimed at both private- and public-sector computer forensic specialists, this certification permits individuals to become certified in the use of Guidance Software's EnCase eDiscovery software, and it recognizes their proficiency in eDiscovery planning, project management and best practices, from legal hold to file creation.

    EnCEP-certified professionals possess the technical skills necessary to manage e-discovery, including the search, collection, preservation and processing of electronically stored information in accordance with the Federal Rules of Civil Procedure.

    Individuals can gain this certification by passing a two-phase exam: a computer-based component and a scenario component.

    Source: Guidance Software EnCEP Certification Program

    IBM Certified Administrator -- Security Guardium V10.0Prerequisites: IBM recommends basic knowledge of operating systems and databases, hardware or virtual machines, networking and protocols, auditing and compliance, and information security guidelines.

    IBM Security Guardium is a suite of protection and monitoring tools designed to protect databases and big data sets. The IBM Certified Administrator -- Security Guardium credential is aimed at administrators who plan, install, configure and manage Guardium implementations. This may include monitoring the environment, including data; defining policy rules; and generating reports.

    Successful completion of one exam is required.

    Source: IBM Security Guardium Certification

    IBM Certified Administrator -- Security QRadar Risk Manager V7.2.6Prerequisites: IBM recommends a working knowledge of IBM Security QRadar SIEM Administration and IBM Security QRadar Risk Manager, as well as general knowledge of networking, risk management, system administration and network topology.

    QRadar Risk Manager automates the risk management process in enterprises by monitoring network device configurations and compliance. The IBM Certified Administrator -- Security QRadar Risk Manager V7.2.6 credential certifies administrators who use QRadar to manage security risks in their organization. Certification candidates must know how to review device configurations, manage devices, monitor policies, schedule tasks and generate reports.

    Successful completion of one exam is required.

    Source: IBM Security QRadar Risk Manager Certification

    IBM Certified Analyst -- Security SiteProtector System V3.1.1Prerequisites: IBM recommends a basic knowledge of the IBM Security Network Intrusion Prevention System (GX) V4.6.2, IBM Security Network Protection (XGS) V5.3.1, Microsoft SQL Server, Windows Server operating system administration and network security.

    The Security SiteProtector System enables organizations to centrally manage their network, server and endpoint security agents and appliances. The IBM Certified Analyst -- Security SiteProtector System V3.1.1 credential is designed to certify security analysts who use the SiteProtector System to monitor and manage events, monitor system health, optimize SiteProtector and generate reports.

    To obtain this certification, candidates must pass one exam.

    Source: IBM Security SiteProtector Certification

    Oracle Certified Expert, Oracle Solaris 10 Certified Security AdministratorPrerequisite: Oracle Certified Professional, Oracle Solaris 10 System Administrator.

    This credential aims to certify experienced Solaris 10 administrators with security interest and experience. It's a midrange credential that focuses on general security principles and features, installing systems securely, application and network security, principle of least privilege, cryptographic features, auditing, and zone security.

    A single exam -- geared toward the Solaris 10 operating system or the OpenSolaris environment -- is required to obtain this credential.

    Source: Oracle Solaris Certification

    Oracle Mobile SecurityPrerequisites: Oracle recommends that candidates understand enterprise mobility, mobile application management and mobile device management; have two years of experience implementing Oracle Access Management Suite Plus 11g; and have experience in at least one other Oracle product family.

    This credential recognizes professionals who create configuration designs and implement the Oracle Mobile Security Suite. Candidates must have a working knowledge of Oracle Mobile Security Suite Access Server, Oracle Mobile Security Suite Administrative Console, Oracle Mobile Security Suite Notification Server, Oracle Mobile Security Suite Containerization and Oracle Mobile Security Suite Provisioning and Policies. They must also know how to deploy the Oracle Mobile Security Suite.

    Although the certification is designed for Oracle PartnerNetwork members, it is available to any candidate. Successful completion of one exam is required.

    Source: Oracle Mobile Security Certification

    RSA Archer Certified Administrator (CA)Prerequisites: None required; Dell EMC highly recommends RSA training and two years of product experience as preparation for the RSA certification exams.

    Dell EMC offers this certification, which is designed for security professionals who manage, administer, maintain and troubleshoot the RSA Archer Governance, Risk and Compliance (GRC) platform.

    Candidates must pass one exam, which focuses on integration and configuration management, security administration, and the data presentation and communication features of the RSA Archer GRC product.

    Source: Dell EMC RSA Archer Certification

    RSA SecurID Certified Administrator (RSA Authentication Manager 8.0)Prerequisites: None required; Dell EMC highly recommends RSA training and two years of product experience as preparation for the RSA certification exams.

    Dell EMC offers this certification, which is designed for security professionals who manage, maintain and administer enterprise security systems based on RSA SecurID system products and RSA Authentication Manager 8.0.

    RSA SecurID CAs can operate and maintain RSA SecurID components within the context of their operational systems and environments; troubleshoot security and implementation problems; and work with updates, patches and fixes. They can also perform administrative functions and populate and manage users, set up and use software authenticators, and understand the configuration required for RSA Authentication Manager 8.0 system operations.

    Source: Dell EMC RSA Authentication Manager Certification

    RSA Security Analytics CAPrerequisites: None required; Dell EMC highly recommends RSA training and two years of product experience as preparation for the RSA certification exams.

    This Dell EMC certification is aimed at security professionals who configure, manage, administer and troubleshoot the RSA Security Analytics product. Knowledge of the product's features, as well the ability to use the product to identify security concerns, are required.

    Candidates must pass one exam, which focuses on RSA Security Analytics functions and capabilities, configuration, management, monitoring and troubleshooting.

    Source: Dell EMC RSA Security Analytics

    Advanced information technology security certifications 

    CCIE SecurityPrerequisites: None required; three to five years of professional working experience recommended.

    Arguably one of the most coveted certifications around, the CCIE is in a league of its own. Having been around since 2002, the CCIE Security track is unrivaled for those interested in dealing with information security topics, tools and technologies in networks built using or around Cisco products and platforms.

    The CCIE certifies that candidates possess expert technical skills and knowledge of security and VPN products; an understanding of Windows, Unix, Linux, network protocols and domain name systems; an understanding of identity management; an in-depth understanding of Layer 2 and 3 network infrastructures; and the ability to configure end-to-end secure networks, as well as to perform troubleshooting and threat mitigation.

    To achieve this certification, candidates must pass both a written and lab exam. The lab exam must be passed within 18 months of the successful completion of the written exam.

    Source: Cisco Systems CCIE Security Certification

    Check Point Certified Managed Security Expert (CCMSE)Prerequisites: CCSE certification R75 or later and 6 months to 1 year of experience with Check Point products.

    This advanced-level credential is aimed at those seeking to learn how to install, configure and troubleshoot Check Point's Multi-Domain Security Management with Virtual System Extension.

    Professionals are expected to know how to migrate physical firewalls to a virtualized environment, install and manage an MDM environment, configure high availability, implement global policies and perform troubleshooting.

    Source: Check Point CCMSE

    Check Point Certified Security Master (CCSM)Prerequisites: CCSE R70 or later and experience with Windows Server, Unix, TCP/IP, and networking and internet technologies.

    The CCSM is the most advanced Check Point certification available. This credential is aimed at security professionals who implement, manage and troubleshoot Check Point security products. Candidates are expected to be experts in perimeter, internal, web and endpoint security systems.

    To acquire this credential, candidates must pass a written exam.

    Source: Check Point CCSM Certification

    Certified SonicWall Security Professional (CCSP)Prerequisites: Attendance at an advanced administration training course.

    Those who achieve this certification have attained a high level of mastery of SonicWall products. In addition, credential holders should be able to deploy, optimize and troubleshoot all the associated product features.

    Earning a CSSP requires taking an advanced administration course that focuses on either network security or secure mobile access, and passing the associated certification exam.

    Source: SonicWall CSSP certification

    IBM Certified Administrator -- Tivoli Monitoring V6.3Prerequisites: Security-related requirements include basic knowledge of SSL, data encryption and system user accounts.

    Those who attain this certification are expected to be capable of planning, installing, configuring, upgrading and customizing workspaces, policies and more. In addition, credential holders should be able to troubleshoot, administer and maintain an IBM Tivoli Monitoring V6.3 environment.

    Candidates must successfully pass one exam.

    Source: IBM Tivoli Certified Administrator

    Master Certified SonicWall Security Administrator (CSSA)The Master CSSA is an intermediate between the base-level CSSA credential (itself an intermediate certification) and the CSSP.

    To qualify for Master CSSA, candidates must pass three (or more) CSSA exams, and then email training@sonicwall.com to request the designation. There are no other charges or requirements involved.

    Source: SonicWall Master CSSA

    Conclusion 

    Remember, when it comes to selecting vendor-specific information technology security certifications, your organization's existing or planned security product purchases should dictate your options. If your security infrastructure includes products from vendors not mentioned here, be sure to check with them to determine if training or certifications on such products are available.

    About the author:Ed Tittel is a 30-plus year IT veteran who's worked as a developer, networking consultant, technical trainer, writer and expert witness. Perhaps best known for creating the Exam Cram series, Ed has contributed to more than 100 books on many computing topics, including titles on information security, Windows OSes and HTML. Ed also blogs regularly for TechTarget (Windows Enterprise Desktop), Tom's IT Pro and GoCertify.


    From Bootcamp to Mastery: A Five Year Journey | killexams.com real questions and Pass4sure dumps

    As I look across the learn-to-code industry — with the proliferation of bootcamps, MOOCs, and alternative learning options — I often wonder why they (Launch School) are the only program that’s 100% mastery-based. There aren’t a lot of viable pedagogical options from which to choose, especially if the focus is on skills and results rather than credentialism. Yet, no one teaches in a mastery-based way except us. As I thought more about this, I realized that we, too, started teaching programming in a typical “bootcamp” fashion, and it was due to a unique confluence of personal and business factors that led us to focus on mastery-based learning.

    This is a story about how they built Launch School over the last 5 years and how their opinions around programming, teaching, and business led us to a Mastery-based pedagogy.

    The Backstory

    I’ve known Kevin since 2002, when they were both software engineers at IBM. They had always talked about working on something together, but the opportunity never came up. Finally around 2012, they had a window of time where both of us were looking to do something new. They only knew that they wanted to work on something together, but didn’t have any concrete ideas. After months of careful deliberation, they decided to focus their thirties on Education.

    Of course as programmers, the first thing they set out to do was to build a revolutionary Learning Management System (LMS) that would end all LMSes. As they worked through the specifications and design, one thing became painfully obvious: they had no idea what they were doing because neither of us had any deep experience with teaching or education. So naturally, before they could build a LMS, they had to get some experience teaching real students. Now, I’d like to think that we’re both pretty well-rounded people with a lot of interests, but they both really only had one skill that could attract students: programming. Towards the end of 2012, they decided to give up their (extremely) high paying jobs and try teaching people programming so they could better understand the problems around education and teaching (…so they could build an LMS to end all LMSes).

    I share this backstory because this origin story will come back to influence many of their later decisions. It’s important to remember: they didn’t see an opportunity to make money and came into teaching programming as an exercise in learning about how to educate people.

    Side Note: they quickly dropped the LMS idea because they found out students don’t buy LMSes, and selling a new LMS to large organizations requires a skill that they weren’t interested in developing.

    2012–2013: Bootcamps

    Unbeknownst to us at the time, this was the golden era of learning to code. In an odd case of multiple-discovery, they started their teach-people-to-code exploration at nearly the same time as many other companies, who later collectively came to be known as “coding bootcamps”. It was during this period that a few intrepid companies were starting to prove that you could get graduates a high paying salary after training for only a few months. That short duration caught everyone’s eye. Dev Bootcamp, in particular, nearly single-handedly created the “coding bootcamp” industry; to this day, it’s called “coding bootcamps” mostly because of Dev Bootcamp.

    I happened to be based out San Francisco at the time and met with Shereef Bishay, founder of Dev Bootcamp, in their Chinatown office. Shereef became interested in what Kevin and I were doing and offered a partnership: they could roll their courses under the Dev Bootcamp brand and become their “preparatory” program. Because of their initial success, Dev Bootcamp started attracting a larger variety of students and many of their applicants lacked readiness. Not being interested in working for someone else, they declined. Besides meeting Shereef, I also grabbed beers with other local bootcamp founders, like Roshan Choxi and Dave Paola, founders of Bloc.io. It felt like something big was about to happen in the industry and San Francisco was the epicenter.

    Meanwhile, Kevin and I continued executing their cohort-based courses. Their courses during this period were similar to ones you’d find in college: daily live lectures with a cohort of about 20–30 students with courses that lasted about a month. I had recently attended an online GMAT prep course offered by Knewton (they no longer do this) and was inspired by the format of their live lectures combined with ad-hoc quizzes. It forced participants to pay attention and follow along, and it felt like a much better experience than a typical college lecture, where you could sulk in the back of a large classroom and not ever engage with the instructor. The idea seemed promising: using innovative online tools, they could teach small live cohorts and ensure that everyone engaged with the material.

    In order to figure out what topics to teach, they asked students what they would be interested in learning. Not surprisingly, they mentioned all the advanced topics that employers demanded: TDD, APIs, Rails and Angular (this was before React was popular), testing, algorithms, data structures, design patterns, best practices, etc. By this point, Kevin and I each had over 10 years of software engineering experience, so the list of topics seemed straight-forward enough and they set out to teach them.

    The problems they encountered were immediate and obvious.

  • Student readiness levels run the gamut. It’s impossible to teach TDD when someone doesn’t know basic programming principles. They can’t talk about APIs when students didn’t know HTTP. They can’t walk through algorithms when students can’t control nested loops.
  • Related to the first issue, students didn’t keep pace with the lectures. About half the students stopped attending the live lectures after the first week. Though all lectures were recorded, few made an effort to make up for lost time and instead elected to go at their own pace. By the end of the month-long course, only a few students were still attending the live lectures.
  • The above two problems forced us early on to decide if they cared about students’ comprehension at the end of courses. If they didn’t, the solution would be easier: they could just sell recorded videos and content for a fixed price and focus their energies on marketing the content. On the other hand, if they did care about comprehension afterwards, we’d have to find another teaching format because while the idea of live lectures with quizzes seemed good in theory, in practice, most people don’t have the discipline to finish a rigorous course. And without the threat of withholding a credential, they couldn’t do anything to force people to show up.

    These problems also forced us to think hard about who their audience was. If companies like Dev Bootcamp were able to train people for high paying jobs, why couldn’t they do the same, if only they selected the right students? My previous experience as an Engineering Manager told me that companies are willing to pay $15,000 to $30,000+ as a referral fee for qualified candidates. Couldn’t they monetize that end if they could find and train good students? This line of thinking only made things more confusing, because if they keep pushing on that logic, wouldn’t it be easier to just become a recruiting company? Why bother doing all the hard work of trying to train unprepared people when they can just filter for the best? That seemed like a more viable business, especially since all the startup literature says to charge businesses instead of individual users wherever you can.

    Our initial stab at teaching people programming yielded some stars who landed great jobs, but that was, as is true for most education institutions, a result of selection bias as opposed to their amazing training methods. The choices in front of us were either to 1) figure out a way to make money and give up on making sure students actually understood the material, or 2) figure out a way to better train people for comprehension and not worry about optimizing for revenue.

    We made a few critical decisions then that they still adhere to today:

  • Students are their customers, not employers. By eliminating employers as a possible revenue source, it brought clarity to what they were supposed to do. One of the things they wanted to do was to help people, not only to make money for ourselves. After all, they had just quit high paying jobs to do something meaningful together. Helping employers didn’t seem very meaningful to us personally and while they were ok with that being a side effect of producing great programmers, they didn’t want to incentivize ourselves to become a recruiting company.
  • We decided to not take venture funding. Though it may have been a bit early in their lifecycle to make that decision, they felt that training companies do not have a significant viral first-mover advantage. Instead, the advantage was in long-term reputation. Sure, it’d be possible to over-promise and over-hype the marketing in the short-term, but their hypothesis was that over time the lack of results will catch up with the hype. They had decided to dedicate their entire thirties to this experiment, and they felt that this long-term mindset could be an advantage in the education space. It’s interesting that Shereef, Roshan, and Dave opted for the opposite route with their companies and took on venture funding.
  • The consequences of those decisions significantly focused their energy.

    By identifying students as their customers, they aligned ourselves with students and started to focus on pedagogy and comprehension, rather than throughput and conversion. It also meant we’re a B2C company and not a B2B company. This had implications to their processes. For example, they stopped doing sales calls to employers to try to get them to purchase licenses in bulk. Instead, they took time to have calls with every prospective student.

    By going the bootstrapped route, they decided on a low-burn long-term financial plan, which usually meant sacrificing marketing for curriculum development. In their hypothesis, there’s no rush to get to market, and it’s more important to protect Launch School’s reputation by always doing “the right thing for the student”. Venture-backed companies have a “fail fast, fail often” mentality where growth rules above all. But in education, “failing” means negatively affecting students’ lives. They weren’t comfortable with purposefully hurting even a small group of students as part of the business plan.

    2013–2014: Tealeaf Academy

    We continued running their synchronous cohorts and the problematic patterns kept repeating cohort after cohort. They took everything they learned and decided to change their curriculum in a couple of important ways:

  • From synchronous to asynchronous (aka, self-paced). Instead of relying on live lectures that were sparsely attended, we’d move to recordings that students could watch at any time.
  • From one 1-month long course, they moved to 3 courses that would take roughly 4 months in total. The courses would start from the ground up, teaching basic programming principles to start, then building up to web development basics, and finally to all the advanced concepts employers wanted.
  • These two changes made a huge difference and students understood this sequence of courses much better. Instead of feeling overwhelmed in the first week, students could complete lectures and assignments on their own schedule. They didn’t give too much thought to the pricing structure and continued to sell the courses at a fixed price per course.

    Even with the new self-paced 3-course sequence, results still varied widely. Some graduates got jobs that paid over $100k, and others who finished all 3 courses said they didn’t learn a thing. They posted the $100k student on their testimonials, but it felt like selection bias and not real education for all. It felt that despite their efforts to avoid becoming a recruiting company, they just ended up creating a recruiting company with a 3-course filter.

    The whole point of charging students and forgoing funding was so they can align ourselves with students and do the right thing for students. So how can someone pay over $2,000 and spend over 4 months, and then say they didn’t learn anything? Even if it was a small number of students, that was still a crushing result for us. They couldn’t let it go and write it off as people being unprepared.

    We decided to zoom in on the problem and try to understand the core of the issue. They participated in countless 1on1 sessions with students who were struggling and began noticing patterns. They would pair with students who were struggling in course 3 and see that what they were struggling with was not the advanced topic, but fundamentals. They couldn’t build an API not because they couldn’t intellectually understand the concept of an API, but because they didn’t know how HTTP worked. It had nothing to do with intellectual ability, but everything do with understanding of prerequisite knowledge. When they asked “don’t you remember HTTP from course 1?”, they’d say something to the effect of “sure, kind of, but I went through that part pretty fast, and to be honest, it’s still a little fuzzy”. After seeing this over and over, they realized that they were missing a critical component in their courses: assessments.

    After teaching people for 2 years, they learned what teachers across the world have known for centuries: you must have some test of mastery to demonstrate comprehension.

    Upton Sinclair once said, “It is difficult to get a man to understand something, when his salary depends on his not understanding it.” They fell into this trap by not thinking carefully about how their pricing fit with their pedagogy. They never seriously thought about adding rigorous assessments because it meant that less students would enroll in and pay for subsequent courses. They were financially incentivizing ourselves to usher students to subsequent courses without regard to mastery, which is in direct conflict with their mastery-based values. They charged per course, so adding assessments would have resulted in less revenue. The key lesson they took away from this observation was: be aware of how pricing introduces natural blindspots to your company or product.

    2015: Lessons Learned

    Having taught people for over 2 years at this point, they had enough information to go back to the lab and build a curriculum from the ground up anew. They spent the next year studying, researching and debating about what a great training program looked like. Over and over, they found ourselves constantly trapped by incompatible goals. For example, they wanted a democratic learning program that could cater to all, but how do you reconcile that goal with the desire to drive people to high paying jobs? You either have to give up the high paying jobs or you have to filter based on experience. If you only have a 4 or 6 month timeframe, what topics do you cover and how do you make sure people are following along? Is it ok if only the top 10% or 20% understand the material at the end?

    To address these incompatible learning goals, they started from their own first principles by thinking about how we’re different, what their core beliefs were, and their personal stance on learning and comprehension. One idea that came up over and over in their research and discussions was operating for the *long-term*.

    If they take a long-term perspective in their business operations, then it’d be possible to also take a long-term perspective on their pedagogical approach for the curriculum. They can’t have a company that’s focused on chasing quarterly revenue results and reconcile that with a long-term curriculum. The company’s vision and the pedagogy must be aligned. After realizing that, they made an important decision: they decided to not only spend their thirties on this, but to spend the rest of their careers on this project. That seems dramatic and conjures up images of a sworn blood oath under a full moon, but it wasn’t a hard decision at all and they made it fairly quickly and unceremoniously. That’s because 1) they didn’t have any other good ideas in the pipeline, 2) they believe that working on this problem will positively affect the world, 3) they believe in each other and don’t want to work on separate things, and 4) teaching online allows us to engage with a worldwide community of students, which brings a certain joy to the project. They didn’t have any reason to stop, and they thought that by focusing on decades in the future, they could use that perspective to their advantage.

    Suddenly after that shift in perspective, they could see how a willingness to think about 10, 20 years into the future allowed us to unlock long-term value, both for us as a business and their students. While there were a lot of short-term incompatibilities between learning goals and business goals, these issues melted away when considered in the span of years and decades. Suddenly they could focus on skills to last a career, rather than chase short-term fads. They finally found a way to align personal, business, and student goals.

    Just like how a long-simmering programming puzzle may come into more focus as one spends more time digesting it, the education puzzle began to unfold for us as they shifted into long-term thinking. With the long-term perspective as their north star, they came up with the following values for their business and learning pedagogy:

  • Mastery of fundamentals first.
  • No time limit for each course.
  • Assessments to test mastery.
  • Pedagogy-led pricing.
  • Don’t focus on short-term revenue.
  • All these ideas taken together formed the foundation for their Mastery-based Learning pedagogy at Launch School.

    2016: Launch School

    It took us a year to build the new curriculum, and at the end of 2015, they launched Launch School. They didn’t have proof that this new curriculum would be good; it seemed right based on their experience and values, but since they just started, they didn’t have any concrete results to show. They asked prospective students to trust the process and asked if learning fundamentals to mastery made intuitive sense. They didn’t do any market research and built the new curriculum based off of their own standards of excellence, so they weren’t sure how people would react. Would they look at their proposal of learning indefinitely and then compare it with a 3-month bootcamp and laugh at us? Would they agree with us that the issue with learning advanced topics and frameworks was all about understanding fundamentals? The current marketplace was full of hype about turning around a six-figure job after a few months. How would people receive the idea of potentially learning for a few years?

    Fortunately for us, some people chose to trust the process and started learning with us, from fundamentals with mastery.

    2017: Capstone

    By focusing on fundamentals, they felt they were setting up students for long-term success. But they still had the “last mile” problem to solve to demonstrate that there’s a quantitative difference between those who took time to learn fundamentals vs those who didn’t. After all, if the results between learning fundamentals for 2 years and cramming frameworks for 2 months are the same, why bother with the fundamentals?

    Towards the end of 2016, they were able to take some of their Launch School students and put them into an intense instructor-led program to see if they could address the “last mile” problem. They created Capstone, a finishing program where students could apply their already-mastered fundamentals to more complex engineering problems. They wanted to show the world what’s possible when you take years to really learn something well by putting their Capstone graduates into the marketplace. They spent most of 2017 running Capstone cohorts and observing their performance in the most competitive markets in the United States.

    2018: Results and Outcomes

    Finally in 2018, they were able to showcase the results so far. Because it took a few years for us to wrap their head around the problem, and then a few more years for students to complete their curriculum, they are only seeing quantitative results now in 2018. Of course, they had many small victories along the way with many of their students saying their courses changed their lives, but teaching fundamentals for years also meant taking us farther away from concrete results. Now that they have them, the results are astounding; see for yourself.

    Why doesn’t anyone else do Mastery-based Learning?

    To address the question that initially triggered this article, I think they were the only ones who arrived at Mastery-based Learning because of the following.

    We’re bootstrapped.

    Other programs focus on financing and pricing innovation, partnerships, scholarships, marketing, government sponsorships, accreditation/credentialism, business process innovation, niche audience segmentation, but none seem interested in pedagogical innovation. I believe that they were able to focus squarely on pedagogy because they kept expanding their time horizon, which wouldn’t have been possible with venture funding. Had they taken investors’ money, we’d have been pressured to find a path to hyper-growth before the money ran out. This is why so many funded coding bootcamps are under stress and can’t innovate on one of the most important attributes for educational companies: their pedagogy.

    Quality over data.

    I like to think I’m a data-driven person, but many operators act larger than they are. Most small education companies are not operating at the scale of Amazon (the archetype for the soul-less numbers driven company), and yet they use numbers to override values. Numbers and data are important, but you must have some opinions on quality regarding your craft that you can’t compromise on regardless of what the numbers say. Had they followed the hard logic of numbers from their first year of teaching, they would’ve ended up a recruiting company because that’s what the data says employers wanted. There are also things they won’t do, no matter what the data says. For example, they just plainly refuse to “fail fast, and fail often” because it hurts people (also, they make enough honest mistakes that they don’t need a company philosophy to push for more). I remember first hearing about this concept and thought “that’s a great hack for startup founders”. But when you’re on the receiving end of this ideology as a customer, you think “what a bunch of amateurs and assholes”. In order to do the right thing, you have to have an opinion around quality. If you don’t yet have one, it’s important to move slowly and figure it out until you do. Following a 100% numbers driven analysis, no one would arrive at Mastery-based Learning.

    Have core values.

    A lot of people treat starting a business as a treasure hunt for revenue. In the course of running a business, many decisions come down to this choice: make money or improve quality. It seems counterintuitive, shouldn’t the higher quality product make more money? In industries where results are not obvious or delayed by months and years, it’s very possible to over-promise and lead with marketing. In such industries, it’s much easier to first make money and then figure it out later (another venture-backed mantra: “fake it until you make it”). One major lesson I learned starting Launch School was in learning more about myself. For example, I learned that there wasn’t one or two lines, but lots of lines I wasn’t willing to cross to make money. I learned about who I was, and who I wanted to become and it’s not a great entrepreneur or the founder of a multi-million dollar company. For me, it’s about trying to build something worthwhile that lasts as long as possible. It’s about enjoying the daily process of work and doing something positive for the world and working with people I enjoy being around. Just as high salaries are actually not the end goal for students at Launch School (they are a side effect of learning to mastery), revenue is not the end goal of the business side of Launch School — it is a side effect of becoming a meaningful long-term organization. I believe that this perspective is what helped us to unlock the long-term value behind Mastery-based Learning.



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    Issu : https://issuu.com/trutrainers/docs/00m-155
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