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Test Number : C2070-994
Test Name : IBM Datacap V9.0 Solution Designer
Vendor Name : IBM
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Exam Code : C2070-994
Exam Name : IBM Datacap V9.0 Solution Designer
Number of questions: 66
Number of questions to pass: 43
Time allowed: 120 mins
Status: Live

The test contains five sections, totaling 65ti multiple-choice questions. The percentages after each section title reflect the approximate distribution of the total question set across the sections.
This multiple-choice test contains questions requiring single and multiple answers. For multiple-answer questions, you need to choose all required options to get the answer correct. You will be advised how many options make up the correct answer.
This test is designed to provide diagnostic feedback on the Examination Score Report, correlating back to the test objectives, informing the test taker how he or she did on each section of the test. As a result, to maintain the integrity of each test, Dumps are not distributed.

Section 1 - Datacap Architecture 17%
Demonstrate understanding of Datacap architecture
Explain general architecture
Explain capacity planning and load balancing configuration
Demonstrate an understanding of distributed environments
Demonstrate an understanding of mobile architecture
Demonstrate an understanding of High Availability and Scaling
Demonstrate an understanding of High Availability and Scaling
Identify minimum installation requirements
Demonstrate knowledge of Datacap databases
Demonstrate knowledge of Datacap application offerings
Demonstrate understanding of wTM
Section 2 - Analyze Business Requirements 19%
Determine what information to gather from images
Identify ingestion sources
Determine business validation rules
Determine workflow steps
Demonstrate understanding of export requirements
Determine security requirements
Determine reporting requirements
Section 3 - Design a Datacap Taskmaster Solution 26%
Demonstrate knowledge of creating Datacap document hierarchy
Analyze job and task design
Demonstrate knowledge of ingestion
Demonstrate knowledge of document conversions
Demonstrate knowledge of page identification
Demonstrate general page id knowledge
Demonstrate knowledge of Fingerprinting
Demonstrate knowledge of recognition methodology
Demonstrate knowledge of validation techniques
Demonstrate knowledge of export approaches
Demonstrate knowledge of FastDoc
Demonstrate knowledge of RuleRunner
Demonstrate knowledge of critical Datacap folder/file configuration
Section 4 - Develop Application and Solution Components 29%
Identify uses of Maintenance Manager
Demonstrate understanding of Report Viewer
Demonstrate understanding of RuleRunner
Demonstrate knowledge of using FastDoc admin
Demonstrate understanding of Datacap Studio
Demonstrate understanding of Studio AppWizard
Demonstrate knowledge of how to develop Task Profiles
Demonstrate knowledge of how to develop rulesets, rules, and functions
Demonstrate knowledge of applying rules to Datacap Document Hierarchy (DCO)
Demonstrate understanding of web administration
Section 5 - Solution Testing and Deployment 9%
Demonstrate knowledge of performing solution testing
Demonstrate knowledge on how to use Datacap Studio to test
Explain steps required to move solution between deployment targets
Demonstrate ability to enable logging for all the components
Demonstrated knowledge of troubleshooting techniques

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IBM Datacap cheat sheet

Why including neurodiversity to the cybersecurity world is a win-win for corporations and employees | C2070-994 exam Braindumps and exam Questions

SAP and IBM have modified the hiring and onboarding system to open up more jobs to non-normal candidates.


An IBM security operations middle.

image: John Mottern/IBM

Cybersecurity strikes quick and alterations continually, which requires strong difficulty-solving knowledge and outdoors-the-container pondering. The other challenge the industry faces is an ongoing shortage of individuals to fill open positions. a method to resolve this difficulty is to modernize hiring necessities to encompass candidates who have the capabilities for the work without the average credentials. 

SEE: Zero have faith safety: A cheat sheet (free PDF) (TechRepublic) 

Liviu Arsene, a worldwide protection researcher at Bitdefender, observed that the cybersecurity business might advantage from hiring extra neurodivergent individuals. 

Arsene referred to that a latest survey confirmed that increasing variety in everyday may create an even bigger talent pool for hiring and recruiting extra neurodiverse americans could make security groups superior normal.

"definitely the look at found 20% of infosec gurus accept as true with that increased neurodiversity in cybersecurity will support combat cyberwarfare, a danger that 63% of protection determination-makers trust is a hazard to their firm," he talked about.

The Bitdefender 10 in 10 look at is in response to comments from 6,724 infosec gurus in giant groups throughout the united states and the EMEA and APAC regions.

Incident responders and other types of consultants need knowledge that go smartly beyond common requirements for cybersecurity jobs, Arsene mentioned, which is why some safety professionals believe they ought to appear to nontraditional disciplines, backgrounds and cognitive potential as a part of the recruiting manner. 

"It may well be that the expertise scarcity in the cybersecurity area and the competition in attracting the most fulfilling candidates may have led the trade to focal point on a small pool of candidates formerly," he spoke of.

SEE: Autistic individuals succeed in IT jobs when groups hire for capabilities not credential (TechRepublic)

 in addition to the scarcity of cybersecurity talent, the hazard landscape is becoming greater refined and continues to adapt. 

"most likely a method safety determination-makers may handle this mounting challenge is through constructing more distinct cybersecurity groups that can seem to be on the equal problem from a few distinctive angles," he referred to.

Neurodiversity within the SOC

SAP and IBM have made it a precedence to extend the hiring procedure and add neurodiversity to their workforces. Two neurodiverse individuals who work in cybersecurity shared their views.

Michael Seborowski, an incident response investigator at SAP, joined the business by means of the Autism at Work program. He manages digital forensics circumstances and solves incidents as they arrive into the queue. Seborowski talked about he likes the daily challenges that cybersecurity gifts as well as taking part along with his quite a lot of safety-minded colleagues. 

"before the pandemic, I additionally had opportunities to commute to other constituents of the area for work, which offers you greater viewpoint on the realm and the people you're employed with."

For managers who are looking to expand their hiring system, Seborowski pointed out leaders should still bear in mind that people might now not immediately declare themselves as being on the spectrum, and new classes should take that into account. 

"Biases and stereotypes that could affect a colleague on the spectrum deserve to get replaced with caring, and businesses deserve to be in a position to work with colleagues constructively to determine issues," he observed.

Megan Roddie is a cyber hazard researcher with IBM's X-drive threat Intelligence team and an autistic skilled. She additionally works half-time on the building crew to construct equipment for danger researchers and automate techniques to be greater efficient. She talked about she has worked together with her supervisor to set a regular workflow that allows her to work most correctly. This capability limiting meetings and atmosphere apart dedicated time for analysis and development.

SEE: How an IBM social engineer hacked two CBS newshounds--after which printed the tricks in the back of her phishing and spoofing attacks (free PDF) (TechRepublic)

"often when management and executives hear 'incapacity accommodations,' they may be thinking of actual or medical things to do," she observed "they are no longer pondering concerning the fact that autistic people just suppose otherwise, and most of us neurodivergent certified characteristic first-class."

Roddie based the really Austistic task force when she joined IBM. This neighborhood offers a closed verbal exchange channel for any one who identifies as autistic and meets weekly via WebEx. She said organizations should use these worker aid agencies to ebook initiatives and collect feedback, because the Neurodiversity at IBM group does.

"a lot of groups mess up the place they devise a neurodiversity software within the workplace, and they don't really talk to any neurodiverse individuals and in general go according to stereotypes or assumptions," she spoke of. "Having conversations with and including neurodivergent people in the development section of social initiatives is critical."

Roddie talked about businesses may still set more intentional outreach goals to bring extra neurodiverse people into the body of workers.  

"groups should still also be cognizant of unconscious biases all over the software method," she referred to. "Some neurodivergent candidates may additionally have gigantic gaps of their resumes or may also lack formal higher education."

Seborowski said that neurodiverse americans who need to work in cybersecurity should still work intently with variety coordinators and bosses to take into account the manner and make sure it's bendy and accommodating. 

"To stay resilient in these times, preserve a good perspective, be interested by how diverse systems can get used in unintended methods, and to reach out for aid if you want it," he pointed out.

SAP and Autism at Work

Jose Velasco is a application director within the company system intelligence division of SAP and an Autism at Work ambassador. Velasco become a frontrunner of the business's preliminary efforts in 2013 to extend hiring efforts to encompass neurodiverse individuals. 

The venture all started in Germany, eire, Canada and the united states with the intention of knowing how to most suitable work with americans on the autism spectrum. The application has evolved to mirror distinctive understandings of autism as well as local labor laws, Velasco observed. 

"We started a software in every place to accommodate a distinct set of capabilities in addition to knowledge in the neighborhood and bias," he mentioned. "It turned into a application that became described with international targets with the freedom of local implementation."

these days SAP has an Autism at Work application in sixteen nations with individuals working in 30 roles that range from assignment-oriented jobs to customer-dealing with work.

Some businesses take a middle of excellence strategy to hiring neurodiverse people by using focusing on jobs in a specific area similar to cybersecurity, information capabilities, or trying out. 

Neurodiverse people work throughout SAP in any position it really is a very good healthy, Velasco observed.

"In their case, the individuals that we've hired, they're every now and then the handiest neurodiverse adult on the crew," he said. "We suppose it really is the only way they can trade the point of view of the business with comprehensive cultural exchange."

How the software works

annually, SAP enrolls a cohort of people in an commercial enterprise Readiness Academy. The six-week practising program has a web element and a hands-on session at an SAP workplace. 

individuals be trained the fundamentals of the business world and create a work portfolio. The session ends with a two-week crash course in constructing an organization.  

"We supply them a problem and hardware and sensors and robots, and that they get a hold of a prototype," he spoke of. The practising includes the basics of market evaluation and empathetic design principles.

on the end of the route, students do a presentation of their company inspiration in entrance of an audience of fifty to seventy five individuals. The next step is to search for an open place at SAP and observe. Velasco noted finding the correct healthy is an important a part of the process.

"We are trying to support individuals from the very early tiers to validate a fine fit between grownup and the job," he talked about. 

training for managers is a part of SAP's Autism at Work software. When a job candidate from the software comes in for an interview, software leaders ask the particular person about discussing neurodiversity with the hiring supervisor. If the candidate is comfortable sharing that guidance, the subsequent step is to educate the supervisor.

Velasco noted that alterations to the interview process include:

  • Having at most two people within the session
  • Limiting the session to 45 minutes
  • Scheduling 15 minutes between conferences
  • proposing a quiet room for breaks if needed
  • If the grownup is hired, the brand new SAP employee can count on a support circle that contains a supervisor, a group friend, the Autism At Work mentor network, and job and existence skills teach.

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