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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 Mangement exam Questions

Future-Proofing Your corporation | Servicenow-CIS-EM exam dumps and Free exam PDF

concept in quick The issue

Even earlier than working from domestic grew to become widespread, digital technology was transforming how and the place work receives achieved and the way many people are essential to do it.

The probability

within the aftermath of the pandemic, groups can rebuild a body of workers that is superior fitted for an economic system wherein routine and repeatable projects are increasingly laptop-enabled.

The answer

Drawing on analysis by Bain & business involving greater than 300 significant enterprises international in every aspect of the international economic climate, the authors identify six practices for companies to comply with as they regroup and reorganize for the inevitable recuperation.

expertise become already changing the character of work earlier than Covid-19 took hang. innovations have been redefining the groundwork of competitors in most industries and, in consequence, the talent corporations need to win over the long run. The pandemic sidelined the efforts of most organizations to handle these challenges and close essential capability gaps. Many had to lay off 15% or greater of their body of workers. Covid-19 required that the hunt for new skill—with new capabilities—take a back seat to financial survival.

however as groups rebuild within the aftermath of the international pandemic, people that take the chance to remake and future-proof their body of workers will pull far forward of rivals. Even before working from domestic grew to become widespread, digital know-how turned into remodeling how and the place work receives accomplished and how many people are needed to do it. purchaser products organizations, to take only one illustration, have traditionally employed a whole bunch of individuals to display screen purchases and inventory to make certain that the appropriate products get to the right areas at the correct time. Predictive analytics—fueled with the aid of actual-time element-of-sale, manufacturing, and logistics records—is changing that, reducing the variety of personnel required for the work, changing the abilities they need to be a success of their new, technology-enabled roles, and allowing further and further of them to work remotely.

So how should organizations rebuild? In the following pages we draw on analysis by Bain & enterprise involving greater than 300 huge businesses worldwide and every aspect of the world economic climate, from manufacturing to retail to health care to expertise. Half of these agencies are headquartered in North the united states or Western Europe and the relaxation in South the usa, Asia Pacific, the core East, or Africa. we have identified a select neighborhood of the businesses that are already constructing know-how-enabled workforces. No count number their sector or geography, all of them appear to adhere to six practices at some point of assembling and managing their groups. In right here pages we offer these practices for groups to follow as they regroup and reorganize for the inevitable restoration.

[ Practice 1 ]

think ahead When Defining company-critical Roles

no longer all jobs are equally essential. analysis by way of Bain and others indicates that fewer than 5% of a firm’s roles account for greater than ninety five% of its capacity to execute on its strategy and bring outcomes. but which 5%? As we emerge from an epidemic that has challenged assumptions about working productively, businesses deserve to rethink which expertise may be most important in an increasingly tech-enabled future, enhance them within the existing body of workers, and actively recruit for them.

wise groups all started to do this even before Covid struck. Woodside power, a leading Australian natural gas producer, is one. When the recently retired Peter Coleman grew to become CEO, in 2011, the business become a regular LNG producer with big, multibillion-dollar tasks and complex onshore and offshore operations. Coleman and his crew identified that Woodside’s ability to navigate the challenges of the long run would partly depend on improving its customary technologies with statistics-driven breakthroughs.

To examine the have an impact on of huge information science and digitization on the company’s strategy and competitiveness, Woodside started with its energy-production operations. Like most different oil and gasoline producers, it had relied on pro engineers to oversee each and every asset. When issues arose, the engineers developed mitigation plans that have been in response to their very own experience and recommended by using the records gathered from their sites. They performed a enterprise-crucial function at Woodside.

The advent of recent sensor know-how, combined with entry to economical computing vigor and big records analytics, supposed that the business’s asset operators might make greater and sooner choices through the use of a broader range of more-attainable records sources and facts science knowledge. for that reason, Woodside begun experimenting with advanced analytics and machine gaining knowledge of across its offshore and onshore operations, the usage of a combination of internally built and market-sourced solutions. The group of workers begun using AI-enabled equipment—incorporating Woodside’s 30-plus years of creation event throughout all its websites—to identify methods of improving defense and productivity.

more than 60% of an organization’s future roles can be crammed via latest personnel, assuming that satisfactory courses are in area.

Integrating technology into ways of working intended that the definition of “vital potential” at Woodside elevated. information scientists, along with experienced asset operators and engineers, had become critical to the business’s success. beginning in 2015, Woodside established a dedicated crew of statistics scientists. The team now makes a speciality of seeding facts science and other digital talents all the way through the firm the usage of more than a few new tools and platforms. The business recruits information scientists from the ideal Australian and overseas universities who work with and study from Woodside’s operationally professional crew individuals.

Woodside’s rethinking of company-crucial knowledge has contributed to a transforming into belief of the company as an innovator in oil and gasoline. As different agencies emerge from the pandemic, they should take a leaf from its book and consider in regards to the capabilities that could be essential in the following day’s world—now not these days’s.

[ Practice 2 ]

Redefine What first rate looks like

usual worker-evaluation strategies work neatly when the jobs people should be requested to perform in the future are largely the same as the ones they (or others within the corporation) are doing today. however these techniques smash down if the character of that work alterations, inflicting groups to struggle to establish candidates who can tackle the brand new tasks. Like our assumptions about which capabilities are mission-vital, our assumptions about what success seems like must exchange in the wake of the pandemic.

happily, new equipment and recommendations that utilize americans analytics and behavioral science can help businesses define “what outstanding looks like” in a particular position and identify personnel who have already got the needed advantage or might boost them with training. This allows groups to plan skill development and recruiting suggestions to aid meet their needs.

One such method turned into pioneered through the Chemistry neighborhood, a UK-based americans analytics corporation that helps agencies craft potent job descriptions for brand new roles—descriptions that include now not handiest fundamental responsibilities but also the characteristics, behaviors, and expertise every function calls for. through fastidiously defining what first-rate looks like, companies set up a benchmark towards which they could recruit—both internally and externally.

Alex Eben Meyer

a leading mobile-cellphone operator has utilized Chemistry’s tools and method with brilliant success. Responding to alterations within the smartphone market, the business’s leaders saw that they needed to shift the retail working mannequin from pushing gadget revenue to emphasizing client intimacy and service. To achieve this transformation they inspired personnel to adopt new mindsets and behaviors through practicing and coaching.

The cellular operator additionally created a brand new function in every of its retail stores focused on improving the consumer journey. using behavioral trying out and survey data, leaders developed a profile for what extraordinary would appear to be in that role. The enterprise then assessed its 22,000 employees to find critical capability gaps. The influence become a listing of personnel with the capabilities to succeed in the job, and practicing modules had been designed to support get them able promptly.

The enterprise has also developed interactive recruiting tools to display more than 10,000 job candidates a month for this position devoid of human involvement. the usage of an online software, candidates reply to a sequence of situations they’d be likely to come across. more desirable recruitment has enabled save managers to spend much less time supervising and mentoring, enabling them to serve clients on the ground. These initiatives have helped save greater than $7 million in operating expenses and have garnered superb feedback from eighty five% to 93% of customers surveyed.

coming out of the pandemic, corporations will discover that what americans do and how success is described have to trade. They’ll deserve to recruit americans who are relaxed with the brand new general. wise companies will leverage technology now to assist them determine how.

[ Practice 3 ]

Don’t cut back on management building

besides the fact that children the Covid-19 pandemic has quickly loosened labor markets in some areas, many jobs in utility engineering, digital design, and data science continue to be difficult to fill. hence, the premier companies appear to administration building, often supported via know-how, for reskilling their latest workforces and filling as a minimum a few of their skill gaps with current employees.

The decent information is that reskilling accomplished neatly does support. In our experience, more than 60% of an organization’s future roles can be filled by using existing employees, assuming that adequate courses are in place. Reskilling is also more affordable than the “hearth and appoint” model for filling new enterprise-critical roles. For one factor, the direct costs of severance associated with personnel rate reductions can be tremendous—as can damage to the morale of final group participants. And recruiting new talent can be costly, notably for top-demand sectors comparable to statistics science, digital advertising, and application engineering.

Guardian, probably the most largest mutual lifestyles insurers within the u.s., gives an instance. Like many other groups, it's present process a huge digital transformation focused on modernizing know-how, statistics, and procedures to enhance efficiency and guide a consumer-centric subculture. Deanna Mulligan, Guardian’s CEO unless October 2020, and her group knew that to be a hit, the company needed to extract the highest possible price from its treasure trove of facts. so they broke down ancient records silos on the company and created an built-in information lake. changing that uncooked information into usable consumer insights required many greater data scientists than the enterprise had or may realistically recruit. To fill the gap Guardian has appeared to its actuaries, relocating them into broader statistics science positions and working towards them in a number of elementary new skills, similar to predictive analytics.

in a similar fashion, Guardian recognized that it needed to shift far more of its advertising and marketing power and ability from common avenues to digital channels. The company used evaluation equipment to establish the individuals of its present advertising company with the top-rated capabilities to be successful in digital marketing roles after which invested in practicing courses to deliver them with the capabilities and abilities to thrive in these new positions.

In times of disaster it’s tempting for corporations to shrink working towards and construction budgets. however that’s now not a wise movement. The pandemic will, if the rest, velocity up the obsolescence expense of professional talents, and it'll be less demanding to train historical dogs new tricks than to discover new dogs who are already trained.

Which brings us to the subsequent observe.

[ Practice 4 ]

Tech Up the HR feature

companies that rely on enormous workforces will deserve to change the style they control employees. This should be even truer for the dispersed workforces which have become usual all over the pandemic. From an HR viewpoint, a mannequin that relies too heavily on general human interplay are usually not reasonably-priced.

Ping An offers a glimpse into the way forward for HR. situated in 1988, Ping An (chinese for “peace and safety”) is China’s biggest insurer, with top rate revenues close to $one hundred billion and a market price of greater than $one hundred eighty billion. It relies on well-nigh 1.5 million agents to construct believe with the business’s policyholders and promote its array of insurance and economic items, which capacity that the enterprise has to appoint lots of recent brokers every yr. to accomplish that, Ping An utilizes massive information and artificial intelligence in its recruiting and administration development efforts.

To establish the features of top performers, Ping An collects and analyzes statistics on its present agents (together with performance information, client talk over with records, and training suggestions) and combines it with the views of outside consultants regarding the magnitude to each and every agent’s productiveness of profession ambition, customer community, adaptability, and earnings potential. This assistance fuels AI-enabled interviews that generate questions and verify candidates’ responses against a solution pool to examine the premiere fits on the features that depend most.

using new know-how and massive facts, Ping An has drastically superior its potential to determine, recruit, and retain remarkable skill at a dramatically lower charge. as an instance, the business has multiplied its 13-month retained-agent ratio to 95% while slicing near $90 million in costs—and holding tempo with the stunning demand for new agents.

each company can do extra during this enviornment. As groups acquire more and more data on personnel and contractors—involving each person’s capabilities, performance, skills, and ability to be taught new skills and take on new roles—people analytics could be utilized across the spectrum of HR activities. know-how will allow groups to do a more robust job of recruiting, deploying, constructing, and retaining ability, at a decrease charge. We recognize of no enterprise it is absolutely exploiting the staff guidance it has. Most companies have barely scratched the surface.

[ Practice 5 ]

Get americans to engage with Tech

corporations and people all over are increasingly engaging with AI-enabled approaches like Ping An’s recruitment equipment. This vogue will handiest accelerate after the pandemic, as more and more americans transact and work in the digital world. unluckily, few organizations—or personnel—manipulate engagement with technology in a coordinated approach, so personnel develop into suspicious of it, and the technology underperforms management’s expectations.

That’s a pity, as a result of when people and tech work collectively, everybody merits. USAA, a number one provider of financial items and capabilities to latest and former contributors of the military and their families, gives a case in factor. inside USAA’s coverage operations, member service representatives address greater than 5 million claims every yr, managing all aspects of the manner. featuring the absolute best client provider means making claims processing extra handy, sooner, extra accurate, and less costly for USAA individuals. thus, USAA leaders have taken steps to ensure that carrier representatives are supported by means of computer-researching algorithms that use synthetic intelligence to greater precisely and efficaciously estimate the extent of car or property damage.

In times of crisis it’s tempting for businesses to slash training and development budgets. but that’s now not a sensible circulate.

In deploying these AI-enabled tools, USAA’s technology team has collaborated closely with the business’s service representatives. The crew depends on them to “coach” its AI mannequin—guaranteeing that the mannequin learns to “suppose” like an experienced USAA rep. The company’s loss adjusters use the model in estimating valued clientele’ insurable losses, but they could additionally make in-the-box adjustments to its estimates with an evidence, which feeds back to the AI in order that the mannequin can also be normally up to date and enhanced. eventually, machines are without delay taking up lessen-cost tasks reminiscent of fraud detection and prevention, permitting claims teams to focal point extra deeply on connecting with and presenting guidance to USAA individuals who are negotiating the claims device, that could regularly be a making an attempt procedure. This form of work is extra fulfilling for individuals and greater leverages their capabilities.

The outcomes are clear. thanks to USAA’s built-in approach to developing and deploying AI-enabled tools and the individuals who use them, the company has remained a leader in both customer and employee loyalty. In 2020 it obtained exact marks among life insurers from J.D. energy. And in characterizing the effects of a 2018 look at of USAA by the client research corporation Raddon, one e-newsletter dubbed the enterprise “probably the most cherished economic brand in the world.” That year first-rate region to Work recognized USAA as certainly one of its most fulfilling places of work on the groundwork of worker advocacy. As critical, USAA multiplied its market share in insurance and monetary services with defense force personnel and their households from 63% in 2010 to 75% in 2019.

[ Practice 6 ]

figure out What tomorrow’s Stars need from You

Even devoid of the pandemic, the next day’s managers would had been trying to find a place of work cost proposition very distinct from what enticed worker's 10 and even 5 years ago. by using 2030 Millennials will make up seventy five% of the team of workers, in accordance with the U.S. Bureau of Labor facts. This era wants all of it: bendy schedules, diversity in the workplace, engagement, autonomy, and a meaningful reference to their employers. but with the trauma of Covid-19 fresh in our minds, we've all rediscovered the magnitude of significant jobs, supportive colleagues, and flexible employers.

For an idea of what agencies will deserve to do to attract and continue talent in the future, take a look at ServiceNow, a $three.5 billion business utility and capabilities business based mostly in Santa Clara, California. unlike many of its Silicon Valley competitors, ServiceNow doesn't count on workplace trappings similar to fancy workplaces and a gourmand cafeteria providing free lunches and bottomless lattes. as an alternative the company focuses on the components that are most important to keeping and inspiring employees: a tradition of inclusion, a place of work that makes getting things accomplished quick and straightforward, and appropriate-notch rewards for americans who “live hungry and humble.”

In 2017 the business’s then-CEO, John Donahoe (a former CEO of Bain), and his team got down to seriously change ServiceNow from a know-how- and engineering-centric corporation to a americans- and consumer-centric one. They started by using rebranding the enterprise, each externally and internally, as an organization committed to “making the area of labor, work superior for people.”

Pat Wadors, who changed into ServiceNow’s chief skill officer unless mid-2020, and Alan Marks, the business’s chief advertising and marketing and communications officer, joined forces to current the company’s new proposition to employees and capabilities recruits. They discovered that apart from top notch compensation, the next day’s workers crave a deep connection to their company and its intention. They are looking to be a part of a company this is doing some thing worthwhile, akin to making work less difficult for everybody. They wish to think a way of inclusion and belonging—to be a part of a culture that encourages all personnel to bring their absolute best selves to their jobs, daily.

method & Execution

have to-reads from our most contemporary articles on method and execution, delivered as soon as a month.

consequently, ServiceNow has constructed a subculture of variety and has taken dramatic steps to foster inclusion within the workplace. This distinguishes it from other tech organizations, a lot of which view range as a “hiring difficulty” in preference to a cornerstone of their skill approach.

ServiceNow additionally found out that prospective personnel aren’t a whole lot different from the enterprise’s shoppers, in that they want the company to work more suitable for them. So it deployed a lot of its own items internally—an effort leadership calls Now on Now—to make onboarding and events administrative actions more convenient and faster. The company’s individuals processes are human-headquartered and boom- and construction-focused. “individuals are handled like adults,” one worker informed us. “now not lots of clutter receives within the method of getting things performed.” at last, ServiceNow’s liberal work-from-home and private leave practices make it simpler for personnel to work when and where they need, supporting a subculture of productivity, now not “face time.” These practices proved exceptionally beneficial in the midst of the pandemic.

ServiceNow’s pleasing approach has no longer long past left out. When Glassdoor surveyed latest and former employees of the company, sixty nine% of respondents indicated that they would advocate ServiceNow to members of the family or chums as a place to work—a degree of worker advocacy that places the company in the true 5% of employers globally.

. . .

technology is fundamentally changing the nature of labor. however the method that the majority corporations take to personnel planning and HR management hasn’t changed an awful lot at all over the past two a long time. As corporations rebuild their workforces within the aftermath of Covid-19, they have to circulate into the digital age. ability planning and management should turn into extra strategic, extra holistic, more rigorous, and greater information-driven. corporations that rebuild following ordinary analog methods might be outpaced by using extra-prescient opponents. Given how plenty time it's going to take to build a profitable skill pool, agencies ought to start future-proofing their companies nowadays.

A version of this text looked within the September–October 2021 challenge of Harvard enterprise evaluation.

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