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IBM C2090-612 : DB2 10 DBA for z/OS Exam

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Test Number : C2090-612
Test Name : DB2 10 DBA for z/OS
Vendor Name : IBM
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C2090-612 test Format | C2090-612 Course Contents | C2090-612 Course Outline | C2090-612 test Syllabus | C2090-612 test Objectives


Exam Title : IBM Certified Database Administrator - DB2 10 for z/OS
Exam ID : C2090-612
Exam Duration : 90 mins
Questions in test : 67
Passing Score : 60%
Official Training : New Functions and Features in DB2 11 for z/OS
DB2 SQL Workshop
Exam Center : Pearson VUE
Real Questions : IBM DB2 DBA for z/OS Real Questions
VCE practice test : IBM C2090-612 Certification VCE Practice Test

Database Design and Implementation
- Design tables and views
- Explain the different performance implications of identity column, row ID, and sequence column definitions (applications, utilities), reorder row format, hash access
- Design indexes
- Design table spaces (choose a DB2 page size, clustering) and determine space attributes
- Perform partitioning
- Normalize data (E-R model, process model) and translate data model into physical model (denormalize tables)
- Implement user-defined integrity rules
- Use the appropriate method to alter DB2 objects
- Create and Manage XML and LOB objects
- Understand impacts of different encoding schemes
- Implementing data distribution and replication 30%
Operation and Recovery
- Knowledge of commands for normal operational conditions
- Knowledge of commands and utility control statements for use in abnormal conditions
- Identify and perform actions that are needed to protect databases from planned and unplanned outages and ensure that timely image copies are taken periodically
- Load and unload data into and from the created tables
- Reorganize objects when necessary
- Monitor the object by collecting statistics
- Monitor and manage threads and utilities
- Identify and respond to advisory/restrictive statuses on objects
- Understanding the significance of checkpoints
- Identify and perform problem determination
- Perform health checks
- Develop backup and recovery scenario
- Describe the special considerations for recovery in a data sharing environment
- Understand the concept of disaster recovery
- Understanding the concept of virtual storage constraints and limitations 28.5%
Security and Auditing
- Understanding privileges and authorities
- Protect access to DB2 and its objects
- Audit DB2 activity and resources and identify primary audit techniques
- Identify and respond appropriately to symptoms from trace output or error messages that signify security problems
- Create and maintain roles and trusted contexts
- Implementing column and row level authorizations 9%
Performance
- Plan for performance monitoring by setting up and running monitoring procedures
- Analyze performance
- Analyze and respond to RUNSTATS statistics analysis
- Determine when and how to perform REBIND
- Calculate cache requirements for new applications
- Understanding and implementing data distribution and replication
- Describe DB2 interaction with WLM
- Interpret traces and explain the performance impact of different DB2 traces
- Identify and respond to critical performance metrics
- Review and tune SQL
- Dynamic SQL Performance
- Design features for performance 28.5%
Installation and Migration / Upgrade
- Understand the critical ZPARMs
=> - Identify the migration/upgrade modes
- Identify & explain Datasharing components 4%



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IBM 10 certification

Former IBM CEO says employers may still stop hiring according to college levels and focal point on this in its place | C2090-612 dump questions and PDF Braindumps

Former IBM CEO Ginni Rometty says the smartest thing employers can do to enhance their enterprise, their staff and their neighborhood is to cease hiring in keeping with four-12 months faculty levels. definitely, the business's latest govt chairperson shared that 43% of IBM's open job requisitions these days don't call for a normal faculty diploma, she mentioned at Fortune's most powerful women Summit final week.

Rometty, who has been with the business for very nearly forty years, has been vocal about the should rethink hiring in the tech box, primarily all through a time when 4-12 months faculty can also be cost-prohibitive, while affiliate's programs, vocational schools, certification classes, bootcamps and different capabilities-based practicing can be found and may be greater accessible and adaptable to the quick velocity of tech innovations.

As she stepped into senior management because the business's first feminine CEO in 2012, Rometty noted she saw the digital period "became not going to turn into an inclusive period, paradoxically. There turned into going to be haves and have-nots." the ultimate entry to tech working towards and alternatives, "it will go away a lot of people behind."

The pandemic, which has caused essentially the most unequal recession in contemporary historical past, has exposed and exacerbated this divide. in accordance with reporting from the Washington put up, white-collar jobs have typically rebounded from the spring's financial free-fall. Roughly 6 in 10 school-trained personnel had been capable of continue working from domestic all the way through the disaster, compared with about 1 in 7 employees with simply high faculty diplomas. far fewer low-wage in-person jobs, which are typically held through girls and americans of colour, have recovered.

Some demographics hit hardest by the current recession consist of mothers of faculty-age little ones, Black guys, Black women, Hispanic guys, Asian american citizens, younger americans a while 25 to 34, and people with out college levels.

With the affects of the pandemic accelerating labor market tendencies similar to frequent automation and digitization, company investment in personnel reskilling is much more vital than ever. Rometty shared three things employers may still prioritize instead of faculty levels.

First, "price a person's propensity to be trained more than their potential," Rometty pointed out. specializing in somebody's ability to learn, in preference to what they've already realized, has "fully modified" how she appears at hiring.

"Now, I need somebody to be curious," she said, "and you can check that for those who rent."

next, she believes companies should still offer their personnel an AI-pushed learning system. She likens it to a "Netflix for researching" classification of platform. an organization can provide workers with a couple of starter lessons in competencies they need working towards for. based on their efficiency, in addition to their interests and desires as a worker, the platform would serve them with further classes tailored to their profession course with the enterprise.

eventually, Rometty referred to, employers must be transparent about the capabilities they really need from their laborers and e-book them to both gain knowledge of them, refine them, or steer their profession route in a brand new course reckoning on their goals within the business.

"The people are accessible with the capabilities," Rometty stated. "we will teach them the hard capabilities, nonetheless it's the soft capabilities they should are available in with."

She views the priority as a enterprise critical in addition to a social one: "it's basically in their arms to change society invariably."

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