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CAT-440 - CA Performance Management r2.x Professional - Dump Information

Vendor : CA-Technologies
Exam Code : CAT-440
Exam Name : CA Performance Management r2.x Professional
Questions and Answers : 50 Q & A
Updated On : Click to Check Update
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CAT-440 Questions and Answers

Pass4sure CAT-440 Dumps with Real Questions & Practice Test


  1. Monitoring profiles

  2. Tenant groups

  3. SNMP profiles

  4. IPdomains


Answer: A


QUESTION: 46

Which statements about CA Performance Management troubleshooting resources are TRUE? (Choose two)


  1. Help icons bring you to the correct section of the online help.

  2. Information on users and roles is available in the Data Aggregator guide only.

  3. Online help is solely accessible from the Help link in the upper-right corner of the CA Performance Center UI.

  4. The administration guides might save you time when you are attempting an unfamiliar administrative operation.


Answer: A, D


QUESTION: 47

You want to make sure that a custom vendor certification supports its parent family for applicable devices. Which steps should you perform? (Choose three)


  1. Run the soapUIopen source testing utility.

  2. Run a discovery to ensure that applicable devices are modeled.

  3. Update the appropriate metric family in the Data Aggregator UI.

  4. Set the logging level to DEBUG in the log4j.xml file for the Data Collector component.

  5. Examine the dashboard or view that uses the metrics to confirm that expected and reasonable values are being polled.


Answer: B, C, E


QUESTION: 48

Sue White is a Global Administrator who logs into a recently configured tenant as a tenant administrator. Why might Sue need to do this?


  1. Because this enables Sue to monitor tenants using a read-only view ofsettings configured by the tenant

  2. Because this is the standard way to create the Custom Vendor Configuration template that Sue can use for all future tenants

  3. Because this enables Sue to administer the tenant from the tenant perspective and perform tasks such as creating IP domains and user accounts

  4. Because as a Global Administrator who logs in as a tenant administrator,Sue can perform additional tasks that a tenant administrator would not be able to perform


Answer: C


QUESTION: 49

Sue White logs into CA Performance Center as the Global Administrator. When Sue uses the Admin menu to administer a tenant:


  1. she is granted a tenant user perspective.

  2. she will be able to view all tenant spaces.

  3. she will only be able to view Default Space items.

  4. she is granted a tenant administrator perspective.


Answer: D


QUESTION: 50

In the Data Aggregator, what is the purpose of collections?


  1. To group devices for data collection

  2. To restrict users from viewing collected data

  3. To categorize sites with similar monitoring requirements

  4. To collect metric data into logical categories such as location or significance


Answer: A


CA-Technologies CAT-440 Exam (CA Performance Management r2.x Professional) Detailed Information

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Certified Business Analyst
Unique to CA Project & Portfolio Management (CA PPM), the Business Analyst credential validates the functional analyst’s and user’s abilities to demonstrate application management best practices—including resource and scheduling management as well as any related user-level troubleshooting.
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You can register to take an online proctored certification exam from your home or office, or schedule your exam at a Kryterion testing center location near you. Kryterion has testing centers in over 750 locations across the globe.
What is the format of a certification exam?
The certification exam is timed and comprises multiple choice questions. It is a proctored exam offered at a third party facility. Typically you will be presented with four answer choices, and you will select one correct answer. In the event there are two or more correct answers, you will be prompted to select the number of correct answers.
For how long is the certification valid, and what is the recertification policy?
Certification credentials are based on the major product release (such as r14), and the credential is issued as r14.x to account for subsequent minor point releases. There is no annual requirement to recertify for the same major release of a product (r14) or a minor point release (r14.1). An updated certification exam will be available for each major product release (r15, r16, and so forth). CA Employees and Partners are expected to get recertified for each major product release for which they require a credential.
Periodic updates to the exams ensure compatibility with minor point releases (such as r14.1).
On rare occasions CA Technologies may deem a minor point-release (such as r14.5) significant enough to warrant certification, in which case a new certification exam will be made available with the credential that bears that specific point release (for example, r14.5).
Which products have certifications?
Check the CA Technologies Certification page for a current table of products and related credentials. Click on the credential of interest to access resources that will help you prepare for the exam.
What is the duration of the exam?
The exams are generally 90 minutes in length.
How do I create an account and register for an exam?
Create your user account at webassessor.com/catechnologies. You may use your account to take any number of certification exams.
How can I receive help and support with account creation and registration on the Webassessor.com/CATechnologies site?
Contact the Kryterion Testing Network Support team at 800-403-6199 (US and Canada) or +1 602-281-3591 Monday 7:00 a.m. through Saturday 7:00 a.m. (Pacific Time) or send an email to ktnsupport@kryteriononline.com.
How can I receive help and support with Online Proctored (OLP) Services? (Installing software; Biometric enrollment; Test launch process)
Login at webassessor.com/catechnologies and follow the instructions to prepare for your online proctored exam. You will need to install the Sentinel software and create your biometric profile, after which you can register for your exam and schedule a date and time. You must create your biometric profile at least 24 hours prior to your online proctored exam. Refer to the guide below to review the technical requirements for your external webcam, microphone, and computer:
Preparing for Your Exam
If you have system or setup related questions the instructions are not able to answer, contact the Kryterion Online Proctored (OLP) Services Support team at olpsupport@kryteriononline.com.
How can I receive help and support finding a testing center or finding available dates and times to travel to a testing center?
Contact the Kryterion Testing Network Support team at 800-403-6199 (US and Canada) or +1 602-281-3591 Monday through Friday from 7:00 a.m. to 4:00 p.m. (Pacific Time) or send an email to ktnsupport@kryteriononline.com.
Is there a cost associated with a Certification exam?
Yes, the price for a Certification exam is USD 150-200 depending on your country, and pricing is posted at webassessor.com/catechnologies in the online registration page.
How do I pay for an exam?
The exam fees are collected and administered directly through the KryterionOnline Webassessor website.
What is the cancellation policy and can I reschedule my exam?
If you registered to take your exam at a Kryterion testing center, you can cancel or reschedule your exam up to 72 hours before your scheduled exam time. To reschedule, log into your account at webassessor.com/catechnologies, click on the details of your registered exam, and select 'Reschedule'.
If you registered to take an online proctored (OLP) exam, you can reschedule your exam up to 24 hours before your scheduled exam time. To reschedule, log into your account at webassessor.com/catechnologies, click on the details of your registered exam, and select 'Reschedule'.
You will not be refunded any portion of the exam fee, or any portion of the value of a coupon or voucher, if you do not reschedule in time or if you miss your exam appointment. Exceptions will be made for bereavement or illness supported by appropriate medical documentation.
What happens if I miss my exam appointment?
If you miss your exam appointment, you will be charged the full amount and will not be eligible for reimbursement. Terms and details will be provided to you at the time you schedule your exam. Note for CA Technologies employees: If you use a voucher to register for an exam and fail to cancel or reschedule, CA Technologies is still charged a fee, and these charges are reported to CA Technologies management.
Do customers or partners receive discounts on exams?
No, there are no standing discounts available to customers and partners for the CA Technologies certification exams. The CA Partner Program may leverage the Cost Relief program during certain periods in order to distribute vouchers for nominal discounts. However, the exams are priced reasonably. Check webassessor.com/catechnologies for pricing by country.
Will customers or partners be reimbursed for exams?
No, there are no reimbursements available for the CA Technologies certification exams.
Can partners leverage the Cost Relief program for Certification?
Yes, the Cost Relief program applies to both training and certification. The Channel Account Manager must make a request online using the Partner Education Training approval form.
Do college students receive discounts on exams?
Yes. If you are a full-time college student in good academic standing, please contact us at certification@ca.com and attach a JPEG image of your current student identification card. We will email you a coupon which will enable you to receive up to a 60% discount. You are limited to two coupons per 12-month period.
Are there any resources available to help me prepare for an exam?
Recommended Learning Paths and other resources are available to help you prepare for the certification exams.
Please visit the CA Technologies Certification page to download the Exam Study Guide that outlines the recommended training for each product certification and the topic areas tested.
Where can I register for product training?
Customers: You can register for product training through the CA Education Portal. To quickly access the recommended product training in the CA Education Portal, click on each course in the Learning Path.
Partners: You can register for product training through the Partner Catalog of the CA Education Portal. To access the Partner Catalog, log into Communities at CA using your partner credentials, go to CA Education, and choose “Find a Course.” It is important to note that unless you are logged into Communities at CA with your partner credentials, you will not be able to view the Partner Catalog. For questions, contact CA Customer Care.
What if I would like to take a course to prepare for certification, but the course is not available in the current course calendar?
You can study the information at your own pace. Alternatively, you can put yourself on the course request list, and with enough interest, a course will be made publically available. Go to the Course Catalog, find the course on the CA Education Portal, and click on Request Information to make your request.
Can I take an exam without taking preparatory courses?
Yes, if you feel you possess the required knowledge, you may register and take an exam. However, CA Technologies recommends that you take the associated courses, perform all labs, and gain hands-on experience prior to attempting an exam. Be sure and review the Exam Study Guide that shows the topic areas being tested.
When will I find out if I passed my exam?
After you have completed your exam, you will immediately receive a message by email with your score and a topic-level report.
What if I do not pass the exam on my first attempt? Can I retake the exam?
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ScheinHumble leadership: The energy of Relationships, Openness, and trust (Berrett-Koehler, 2018)*A good SHELF select Morten T. HansenGreat at Work: How correct Performers Do much less, Work more suitable, and obtain more (Simon & Schuster, 2018) Heidi GrantReinforcements: the way to Get americans to aid You (Harvard business evaluation Press, 2018) the day gone by, managers were the wizards of business. They discovered profitability and productivity incantations at a number of branches of the Hogwarts college of company. They had been aware about arcane company talents that turned into withheld from the mere mortals in the rank and file. They pointed their wands, and the personnel did their bidding. tomorrow, its probably that personnel will manipulate themselves. The incantations and abilities that had been as soon as the managers stock-in-trade can be at their fingertips, perhaps on their smartphones. With the support of computer systems imbued with synthetic intelligence, they're going to decide their personal direction. but what may still managers be doing these days? The authors of this years top of the line enterprise books on management present conflicting answers. MIT professor emeritus Edgar Schein and his son Peter, now colleagues at the Organizational tradition and leadership Institute, see a new, relationship-primarily based managerial subculture emerging. tuition of California at Berkeley management professor Morten Hansen identifies practices that described excessive performance in the recent past and urges contemporaries to replica them. And social psychologist Heidi furnish of the NeuroLeadership Institute offers managers a way to enhance a ability that they will surely want at some element no matter what their future holds. Relationship administration Like Edgar Schein himself, Humble leadership: The power of Relationships, Openness, and trust is quietly, but essentially, subversive. We see management as a complex mosaic of relationships, no longer as a two-dimensional (properly-down) repute in the hierarchy, nor as a collection of unusual presents or advantage of high-competencies individuals, declare the Scheins. They argue that familiar management has reached its limits. We see U.S. company lifestyle proceed to espouse the particular person hero fable chief, and a desktop mannequin of hierarchical corporation design that now not simplest undermines its own dreams of employee engagement, empowerment, organizational agility, and creative capability, but also limits its means to cope with a world it really is becoming more risky, doubtful, advanced, and ambiguous. in addition, say the authors, the social and work values of more youthful group of workers cohorts are without problems incompatible with regularly occurring desirable-down administration observe. Humble management proposes organising and retaining relationships as the new measurement of managerial effectiveness. leadership is a collective endeavor, write the Scheins, a method of studying, sharing, and directing new and greater issues to do within the dynamic interpersonal and neighborhood processes that increasingly represent todays corporations. in this state of affairs, managers exert have an effect on through constructing personal relationships with employees. personal relationships? If that makes your inner supervisor vaguely uneasy, its understandable. Its the rare company that nonetheless encourages managers to dominate and coerce personnel a relationship that the Scheins determine as degree Minus 1. but lots of businesses predict managers to keep personnel at arms size, protecting a level 1 relationship that almost all of us will recognize as professional. A level 1 relationship is a pretty good insulator, in particular when a manager is called upon to bring a awful performance overview or a pink slip. nevertheless it wont be sufficient to get things carried out when the day comes when managers cant simply order individuals about. To thrive in that atmosphere, managers will should set up degree 2 relationships, which the Scheins define as own cooperative, trusting relationships as in friendships and in valuable groups. The authors credit Ken Olsen, who cofounded Digital machine organisation (DEC), with using level 2 relationships to build the computer business over a couple of decades. Having hired the gold standard technical ability, [Olsen] accredited his vulnerability (of no longer having all of the answers as the founder) however depended on his experts to make the most useful technical decisions whereas he created a personal atmosphere of openness and have confidence, they write. He empowered his key employees and made himself reliant on them. He desired the market to decide no matter if the choices have been respectable ones or now not. He humbled himself each to his personnel and to the realities of the market. It worked. DEC, centered in 1957, changed into IBMs largest rival for a long time in the 1980s. however theres a cautionary postscript to the story: as the enterprise grew more a hit, the younger engineers whom Olsen had empowered grew to become powerful managers themselves, and that they didnt all the time internalize the message. [They] construct their own empires, and start to fight with each other, write the Scheins. At DEC, have faith eroded very promptly. within the end Ken turned into more and more sidelined by way of the very people he had empowered. In 1992, Olsen become compelled out of the company he had established. The lesson: frequent management lifestyle is powerful, and it might quite simply undermine greater enlightened approaches. To create stage 2 relationships, managers should apply personization. The Scheins define the coined term as the method of jointly constructing a working relationship with a fellow worker, teammate, boss, subordinate, or colleague in response to trying to see that adult as an entire, not simply within the position that she or he can also occupy in the meanwhile. Whats the advantage of personizing work relationships? Our simple argument, clarify the authors, is that you'd want to try this as a way to maximize the probability that you just should be open and honest with every other and should feel protected in reporting when things don't seem to be going well, when you dont consider each and every other, should you dont agree with each different, and, most essential, should you want each and every differents assist. For its idea of an option managerial lifestyle and as a becoming capstone to Edgar Scheins prior books, assisting and Humble Inquiry, Humble management is the ideal business ebook on management this year. The decent fight Morten Hansens approach to management is the polar opposite of the Scheins. He extrapolates a view of managerial excellence from previous efficiency and items it in a mode that carefully echoes the work of Jim Collins. here's unsurprising: Hansen coauthored first-rate via alternative, an exploration of organizational agility and adaptableness posted in 2011, with Collins. fantastic at Work: How appropriate Performers Do much less, Work superior, and achieve more reviews the findings of what Hansen bills as one of the crucial complete research initiatives ever undertaken on individual performance at work. Hansen and colleagues performed a 5-12 months examine of 5,000 managers and personnel. Hypotheses were formulated and validated; behaviors have been identified; hyperlinks to high efficiency have been dependent. here's all described in a 30-web page analysis appendix offered in a suitably minuscule font an unmistakable sign that it will also be skipped. The analysis yielded a work sensible theory composed of seven practices, which can be the discipline of the publication appropriate. (It at all times seems to be seven, doesnt it? asks Hansen parenthetically.) the first four practices are aimed toward getting to know your own work, and the ultimate three practices are concentrated on gaining knowledge of working with others. The latter three communicate directly to the position of managers. examining our information, writes Hansen, we found that the right performers mastered working with others in three areas: advocacy, teamwork, and collaboration. when it comes to advocacy, Hansen discovered that excessive efficiency is linked to forceful champions, who, he says, effortlessly pursued their goals at work by means of getting to know two capabilities to benefit the aid of alternative americans. They impressed others by way of evoking feelings, and they circumvented resistance through deploying sensible grit. You evoke feelings by means of upsetting people concerning the current and unique them about the future. You installation smart grit through sticking to your weapons and tailoring your tactics to influence opponents that you justre appropriate. For its theory of an option managerial lifestyle, Humble leadership is the greatest enterprise book on management this 12 months. Managers get groups working without problems via first encouraging decent fights, in line with the creator. When groups have a pretty good fight, explains Hansen, crew members debate the issues, accept as true with alternatives, challenge one one other, take heed to minority views, scrutinize assumptions, and allow each participant to talk up without concern of retribution. Then, managers require them to unite it truly is, to commit to the decision taken (in spite of the fact that they disagree) and all work complicated to put into effect the decision devoid of second-guessing or undermining it. You foster collaboration, says Hansen, by using taking a disciplined method to it. That ability refusing to pursue collaboration as an conclusion in itself, because the Scheins suggest. rather, writes Hansen, you undertake a group of practices that allows you to first assess when to collaborate (and when no longer to) and to enforce the effort in order that people are both inclined and able to commit to it and bring consequences. The prescriptive counsel that Hansen offers within the three areas above is nuanced, nevertheless it is also evidently rooted in what Edgar Schein calls the existing administration way of life. Managers who subscribe to fantastic at Work position themselves because the predominant actors on the enterprise stage. they are all the time pushing and pulling others to obtain goals that they set or that come right down to them from bigger up the ladder. assist! All managers, except essentially the most authoritarian, will wish to read Heidi provides Reinforcements: how to Get americans to aid You. Its a slim ebook on a subject that shouldnt, at the start glance, advantage a booklet-length medicine: inquiring for support. Yet it seems that the subject is advanced, as a result of soliciting for assist is fraught with stress. Stanley Milgram, the Yale professor who famously found that our unwillingness to query authority extended to a willingness to zap each other with electrical energy, also found that for many of us, asking for assist is profoundly uncomfortable. He realized this in the Nineteen Seventies via sending graduate students into manhattans subways to ask riders for their seats. The decent information: 68 % of individuals willingly gave up their seats upon request, reviews grant, a social psychologist by practicing. The bad information: conducting the examine changed into to this day among the worst, most stressful experiences his students had had of their lifetimes. Milgram didnt buy the results of his research, so he tried it himself. When he finally mustered the nerve to ask for one more riders seat, he stated, i used to be overwhelmed through the need to behave in a way that could justify my request. My head sank between my knees, and that i might suppose my face blanching. i was now not position-playing. I definitely felt as if I were going to perish. Why is requesting aid so complex? grant calls out two frequently noted factors and then proceeds to reveal why neither may still cling us lower back. the first is that we anticipate our aid requests might be refused. furnish cites a large number of experiences displaying that now not most effective do individuals want to be beneficial, but they also are willing to dedicate greater power to helping us than we expect. It seems that even americans who have refused to help us in the past are apt to aid us: people dont are looking to seem to be unhelpful, and refusing a 2d request for guidance raises the probability of that. The 2d intent is that we count on asking for aid will make us much less likable or in terms that might possibly be greater primary to soliciting for assist at work less ready. however furnish says it does the contrary. if you aid a person else, its challenging to consider poorly of that adult, because that could create cognitive dissonance. in consequence, you are prone to are attempting to get to the bottom of that dissonance by means of bolstering your opinion of the grownup. Ben Franklin knew this: within the 1730s, he won over a political opponent by asking to borrow a infrequent publication from his opponents library. now not simplest did he get the ebook, he obtained the persons lifelong friendship. supply devotes greater than half of Reinforcements to describing how people can quite simply enlist others help. a few of her assistance is average sense: for instance, were all busy, so we may no longer notice you need assist, or if we do be aware, we may also suppose that you simply gainedt need our support. So, if you want aid, you should ask for it. a few of her tips is greater nuanced: as an example, dont are trying to con us into pondering that assisting you whitewash the fence will be enjoyable. It worked for Tom Sawyer, however that became fiction. Why should still managers be taught to ask for help? Its all concerning the relationships. although the idea of inquiring for even a small quantity of help makes most of us horribly uncomfortable, the fact about modern work is that we depend, greater than ever, on the cooperation and aid of others, explains furnish. nobody succeeds in a vacuum, even if you are in an entry-degree position or have a view from the C-suite. The administration vogue for pass-practical teams, agile venture administration, and new organizational constructions that minimize hierarchy are pushing individuals to collaborate extra, and for that reason having to suffer the small suffering of asking individuals to support us on a regular groundwork, she continues. when you are a pacesetter, you deserve to work out how to elicit and coordinate constructive, supportive behavior from the individuals you are main, too. Arguably, it is what management is. indeed. 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