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IBM C2090-543 : DB2 9.7 Application Development Exam

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Test Number : C2090-543
Test Name : DB2 9.7 Application Development
Vendor Name : IBM
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C2090-543 test Format | C2090-543 Course Contents | C2090-543 Course Outline | C2090-543 test Syllabus | C2090-543 test Objectives


Exam Title : IBM Certified Application Developer - DB2 9.7 for Linux Unix and Windows
Exam ID : C2090-543
Exam Duration : 90 mins
Questions in test : 60
Passing Score : 60%
Exam Center : Pearson VUE
Real Questions : IBM DB2 Application Development Real Questions
VCE VCE exam : IBM C2090-543 Certification VCE Practice Test

Database Objects
- Demonstrate knowledge of naming conventions of DB2 objects
Aliases
Views
Tables
- Describe when to use SQL routines, functions and modules
How to use DB2's built-in routines @ Functions @ Stored procedures
- Demonstrate knowledge of data types
Integer
Floating point
Strings
Date/time
LOBs
XML data type 11%
Traditional Data Manipulation
- Demonstrate knowledge of authorities needed to access data in an application
- Describe the differences between dynamic and static SQL
- Demonstrate knowledge of how to query databases across multiple tables and views
- Given a scenario, demonstrate knowledge of changing data
Insert
Update
Delete
- Demonstrate knowledge of cursors
Types of cursors @ Read only @ Updatable @ Scrollable
Scope of cursors
Create and manipulate cursors
- Given a scenario, demonstrate the ability to manipulate large objects
Locators
- Demonstrate the ability to manage a unit of work
Isolation levels
COMMIT
ROLLBACK
SAVEPOINT 32%
XML Data Manipulation
- Given a scenario, demonstrate knowledge of XML schema validation
XML schema evolution
- Demonstrate the ability to use XML functions
XMLPARSE @ Whitespace handling
XMLSERIALIZE
XMLTRANSFORM
Functions for preparing XML documents from relational data
- Given a scenario, demonstrate knowledge of how to use XQuery expressions and evaluate the results
- Given a scenario, describe how to construct queries that retrieve both traditional and XML data 15%
Core Concepts
- Describe how to bind and rebind a package
- Given a scenario, demonstrate knowledge of using parameter markers
- Demonstrate knowledge of how to connect to a database (may use scenarios)
JDBC
ADO.NET
CLI/ODBC
php_ibm_db2
Embedded SQL
- Demonstrate the ability to submit an SQL statement
JDBC
ADO.NET
CLI/ODBC
php_ibm_db2
Embedded SQL
- Describe how to manipulate result sets
JDBC
ADO.NET
CLI/ODBC
php_ibm_db2
Embedded SQL
- Demonstrate knowledge of problem determination
JDBC
ADO.NET
CLI/ODBC
php_ibm_db2
Embedded SQL 27%
Advanced Programming
- Given a scenario, describe how to create and register external stored procedures
- Given a scenario, describe how to create external functions
OLE DB table
External table
- Given a scenario, demonstrate knowledge of how changing data will work when referential constraints are involved
- Demonstrate knowledge of distributed unit of work (two phase commit)
- Demonstrate knowledge of trusted contexts
- Demonstrate knowledge of using advanced database objects
Global declared temporary tables
Sequences
MQTs 15%



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IBM Development real questions

IBM analyze: COVID-19 is Accelerating the expertise hole and raising employee Expectations of Their Employers | C2090-543 test Questions and test dumps

ARMONK, N.Y., Oct. sixteen, 2020 /PRNewswire/ -- As many company leaders seem to shut the abilities gap and cultivate a sustainable team of workers amid COVID-19, a new IBM Institute for business price (IBV) study displays under four in 10 human resources (HR) executives surveyed file they've the knowledge needed to achieve their commercial enterprise approach.

Pre-pandemic IBM (NYSE: IBM) analysis in 2018 discovered as many as one hundred twenty million worker's surveyed on the earth's 12 largest economies could need to be retrained or reskilled because of AI and automation in the next three years. That challenge has simplest been exacerbated in the midst of the COVID-19 pandemic – as many C-suite leaders accelerate digital transformation, they document insufficient knowledge is one in every of their greatest hurdles to development.

Ongoing IBM buyer research also indicates surveyed personnel' expectations for their employers have drastically modified right through the COVID-19 pandemic but there may be a disconnect in how constructive leaders and personnel trust groups have been in addressing these gaps. 74% of executives surveyed believe their employers were assisting them be taught the skills mandatory to work in a new way, compared to simply 38% of personnel surveyed, and eighty% of executives surveyed referred to their company is supporting personnel' physical and emotional health, however simplest forty six% of personnel surveyed agreed.

"these days perhaps greater than ever, groups can both fail or thrive based on their potential to enable the agility and resiliency of their top of the line aggressive advantage – their people," mentioned Amy Wright, managing accomplice, IBM skill & Transformation. "enterprise leaders may still shift to fulfill new worker expectations introduced on through the COVID-19 pandemic, corresponding to holistic aid for their well-being, development of new competencies and a very personalised worker experiences even while working remotely. it's vital to convey forward a brand new period of HR – and those agencies that were already on the course are more advantageous placed to succeed amid disruption nowadays and sooner or later."

the brand new IBV study, "Accelerating the experience to HR three.0," carried out in partnership with world impartial analyst Josh Bersin of the Josh Bersin Academy, includes insights from greater than 1,500 international HR executives surveyed in 20 nations and 15 industries. in keeping with those insights, the analyze provides a roadmap for the adventure to the subsequent period of HR, with purposeful examples of how HR leaders at surveyed "excessive-performing corporations" - meaning folks that outpace all others in profitability, salary increase and innovation - can reinvent their characteristic to build a extra sustainable workforce.

additional highlights from the study include:

  • basically six in 10 excessive performing companies surveyed document using AI and analytics to make better decisions about their skill, reminiscent of skilling programs and compensation decisions. forty one% are leveraging AI to determine abilities they'll want for the longer term, versus eight% of responding peers. 
  • 65% of surveyed high performing businesses want to AI to determine behavioral capabilities like boom attitude and creativity for constructing different adaptable groups, in comparison to sixteen% of associates.
  • more than two thirds of all respondents observed agile practices are elementary to the way forward for HR. however, less than half of HR contraptions in taking part organizations have capabilities in design considering and agile practices.
  • 71% of excessive performing groups surveyed file they are largely deploying a constant HR know-how architecture, in comparison to handiest 11% of others.
  • "with a purpose to profit long-time period company alignment between leaders and personnel, this moment requires  HR  to function as a strategic guide – a brand new function for many HR businesses," talked about Josh Bersin, international impartial analyst and dean of the Josh Bersin Academy.  "Many HR departments are looking to expertise, such as the cloud and analytics, to help a more cohesive and self-service method to traditional HR responsibilities. offering worker empowerment through holistic assist can power better strategic change to the more desirable business." 

    record findings suggest three core facets to promote lasting alternate

    in accordance with the report, surveyed HR executives from high-performing groups were eight times as seemingly as their surveyed peers to be riding disruption in their companies. among these agencies, right here actions are a clear priority:

  • Accelerating the tempo of continual studying and comments
  • Cultivating empathetic management to guide personnel' holistic well-being
  • Reinventing their HR characteristic and know-how structure to make more precise-time information-pushed decisions
  • Burger King Brazil is an illustration of a corporation that swiftly spoke back to new worker expectations and needs presented by this second. Burger King Brazil labored with IBM to create a new digital assistant in keeping with IBM Watson Assistant, which helped all over the COVID-19 pandemic to supply its staff with self-service help and more clear communications and connection to each and every different and company leadership. The answer helps its sixteen,000 personnel, and on regular answered to 1,100 questions per day in April on my own.

    about the IBM Institute for company cost The IBM Institute for company cost (IBV) grants depended on business insights from their place at the intersection of expertise and company, combining potential from trade thinkers, main lecturers, and area be counted experts with global analysis and performance statistics. The IBV idea leadership portfolio contains analysis deep dives, benchmarking and efficiency comparisons, and information visualizations that guide enterprise decision making throughout areas, industries and applied sciences. follow @IBMIBV on Twitter, and to receive the latest insights through e-mail, talk over with: www.ibm.com/ibv.

    Media Contact:Kathryn Snyder[email protected] 949-423-5318

    supply IBM

    linked hyperlinks

    www.ibm.com


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