A company is considering two training programs for its IT staff: one is a vendor-specific certification, and the other is a general course on the same topic. The company wants to ensure that the training is relevant to its specific technology stack. What should the company do?

Choose the cheaper option to save costs.

Choose the vendor-specific certification, as it is more likely to cover the exact technology used.

Choose the general course, as it provides a broader understanding.

Choose the course with the best reviews, regardless of content.

What is the primary goal of succession planning for critical IT roles?

To promote internal employees based on seniority

To reduce the IT department's training budget

To document the responsibilities of all IT roles

To ensure continuity by having qualified successors ready to fill critical roles

A large enterprise's lead SAP architect is planning to retire in six months. The enterprise relies heavily on this individual's knowledge of custom configurations. What should the enterprise do to ensure continuity?

Ask the architect to stay on indefinitely as a contractor.

Wait until the architect retires and then hire a consultant to fix any issues.

Initiate a succession plan that includes knowledge transfer to a designated successor and documentation of critical processes.

Cross-train all IT staff in SAP architecture as a precaution.

A financial services firm needs its database administrators to learn a new database technology that is critical for an upcoming regulatory reporting project. The firm has a limited budget and the project deadline is tight. What should the firm do to select the most appropriate training?

Evaluate training options based on their alignment with the specific skills needed for the project and the credibility of the provider.

Choose the cheapest training course available to save money.

Select the training that can be completed in the shortest time, regardless of content.

Use only free online resources to avoid any cost.

When prioritizing competency gaps for development actions, which factor should be given the most weight?

The impact of the gap on achieving organizational objectives

The number of employees affected by the gap

The personal interest of IT staff in the competency area

The ease of implementing a training program

Certified in the Governance of Enterprise IT

Domain 2Objective 5

Human Resource Competency Assessment and Development CGEIT Practice Questions (Page 5)

Part of the IT Resources domain, which accounts for 15% of the CGEIT exam.

31questions here

7free pages

6concepts

15%of the exam

Questions 21–25

21application · medium
A company is considering two training programs for its IT staff: one is a vendor-specific certification, and the other is a general course on the same topic. The company wants to ensure that the training is relevant to its specific technology stack. What should the company do?
Select an answer first
22foundation · easy
What is the primary goal of succession planning for critical IT roles?
Select an answer first
23application · medium
A large enterprise's lead SAP architect is planning to retire in six months. The enterprise relies heavily on this individual's knowledge of custom configurations. What should the enterprise do to ensure continuity?
Select an answer first
24application · medium
A financial services firm needs its database administrators to learn a new database technology that is critical for an upcoming regulatory reporting project. The firm has a limited budget and the project deadline is tight. What should the firm do to select the most appropriate training?
Select an answer first
25foundation · easy
When prioritizing competency gaps for development actions, which factor should be given the most weight?
Select an answer first

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