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NEW QUESTION: 1
Which hierarchy is used in the consolidation monitor?
Please choose the correct answer.
Response:
A. Entity Hierarchy
B. Ownership-based Hierarchy
C. Intercompany-based Hierarchy
D. Group Hierarchy
Answer: B

NEW QUESTION: 2
Within NetProfile, how do User-Defined Policies differ from policies such as the Application Performance Policy, Link Congestion Policy, and Link Outage Policy?
A. User-Defined Policies are used only to compare current traffic against fixed values while other policies may allow you to compare traffic against both fixed values and a baseline, depending on the type of policy.
B. User-Defined Policies allow you to set a minimum amount that a policy must change by before an alert will be created, whereas other policies do not.
C. There are no specific differences between User-Defined Policies and other policies, except the names of the policies.
D. User-Defined Policies can be used to compare current traffic against a baseline of traffic built over the past several days, weeks, and months, while other policies compare current traffic against fixed values only.
Answer: D

NEW QUESTION: 3
In the diagram, R3 receives an LSA with sequence number 112 from R7 and installs it in its link state database. 10 ms. Later it receives a copy of the same LSA with a sequence number of 111 from R1. What does R3 do with the LSA from R1?

A. R3 discards the LSA received from R1 and sends a copy of the LSA from its link state base to R1.
B. R3 installs the LSA received from R1 in its link state database and floods a copy to its neighbors.
C. R3 installs the LSA received from R1 in its link state database, sends an ACK to R1 and floods a copy to its neighbors.
D. R3 discards the LSA received from R1 and sends an ACK to R1.
Answer: A

NEW QUESTION: 4
Strategic recruitment activities include all of the following except which one?
A. The design of total rewards packages
B. Employee referral programs
C. Defining the employer brand
D. Labor market analysis
Answer: B
Explanation:
Answer option C is correct.Strategic staffing and recruitment involves taking a picture of the company at a 30,000-foot level, rather than from an operational perspective. Identifying recruitment sources such as employee referrals may prove to be valuable once the strategies have been defined. Conducting a labor market analysis allows HR to identify the availability of a qualified workforce for use in the achievement of strategic objectives. Total rewards packages include conducting wage surveys and utilization reviews to understand compensation and benefits trends, designed to compete with internal and external market conditions. Defining the employer brand not only creates an employer identity, but helps to differentiate a company from their competition. Chapter: Workforce Planning and Employment Objective: Review Questions

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