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NEW QUESTION: 1
A project for Company A was successfully delivered within scope schedule, and budget by the end of the last iteration However during the project celebration ceremony, one of the business stakeholders says they perceive the project as a failure as it did not add any business value.
What should the project manager have done to avoid this perception?
A. Involved the business stakeholders in the sprint review
B. Implemented a closing survey for key stakeholders
C. Confirmed that there is a communications management plan in place to make business stakeholders aware of the success
D. Defined product backlog priorities with the sponsor and key stakeholders to deliver business benefits
Answer: D

NEW QUESTION: 2
ネットワークエンジニアはフレームが必要とされていないトランクポート上のフレームの非効率的なローティングを停止することにより、スイッチ上の帯域幅とリソース使用率を向上させなければなりません。どのCisco IOSの機能はこのタスクを達成するために使用することができますか。
A. アクセスリスト
B. VTPプルーニング
C. VLANアクセスマップ
D. スイッチポートトランク許可VLAN
Answer: B

NEW QUESTION: 3
Based on the show spanning-tree vlan 200 output shown in the exhibit, which two statements about the STP process for VLAN 200 are true? (Choose two.)

A. The time spent in the learning state will be 15 seconds.
B. This switch is the root bridge for VLAN 200.
C. BPDUs will be sent out every 10 seconds.
D. The time spent in the listening state will be 30 seconds.
E. BPDUs will be sent out every two seconds.
F. The maximum length of time that the BPDU information will be saved is 30 seconds.
Answer: C,D

NEW QUESTION: 4
What is the user experience feature of Fusion HCM products that helps you organize and manage person data complexity, and interact with modules through simple standard interfaces?
A. Portrait Cards
B. Manager Dashboard
C. Organization Viewer
D. Embedded Analytics
Answer: B
Explanation:
Fusion HCM delivers a Manager Dashboard that drives productivity and consistency when managing an integrated workforce.
Note:In a single location, managers are provided with: In a single location, managers are provided with:
*A comprehensive view of key data for their organization in a hierarchical grid including contact, employment, availability, compensation, and performance information
*An interactive visual organizational chart that includes: / Interactive view of summarized contact, employment, salary, and performance information for direct reports / Role based actions initiated from the org chart allowing managers to take appropriate self-service actions on their directs such as promotions, transfers, terminations / Access to Managers View of Worker Portraits allowing managers to gain deeper insight into an individuals performance, goals, qualifications, total
compensation, and availability trends / Simple reporting enabling exports of data to Excel allowing managers to create quick, visual reports of their organization
*Delivered, configurable embedded analytics that provide decision-making insight. Analytics include reporting at multiple levels giving indirect managers better visibility and control.
*Analytics that specifically support line managers include: / Worker availability schedules / Leave balances and financial liability / New hire monitoring / Performance process monitoring
*Analytics that support executive level managers include / Headcount / Turnover / Predictive intelligence
*Real time side by side worker comparisons based on skills, performance, and qualifications as well as the comparison of job profiles. This visual comparison of workers and jobs empowers managers to optimize organizational staffing decisions
*The ability to identify the most qualified workers with best-fit analysis using weighted search parameters and profile ranking of competencies, licenses, mobility preferences, and experience. This functionality allows a user to find either the most suitable candidate for a job or a job most suitable for an individual. Based on both the employee profile and the organizational talent profile, this algorithm helps users make informed decisions about how the organization may be optimi
Reference: Oracle Fusion Human Capital Management, Oracle Data Sheet