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Servicenow-CIS-ITSM Exam Questions - Certified Implementation Specialist IT Service Management | [HOSTED-SITE]

ServiceNow Servicenow-CIS-ITSM : Certified Implementation Specialist IT Service Management Exam Dumps

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Latest 2023 Updated ServiceNow Certified Implementation Specialist IT Service Management Syllabus
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Exam Number : Servicenow-CIS-ITSM
Exam Name : Certified Implementation Specialist IT Service Management
Vendor Name : ServiceNow
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Servicenow-CIS-ITSM Exam Format | Servicenow-CIS-ITSM Course Contents | Servicenow-CIS-ITSM Course Outline | Servicenow-CIS-ITSM Exam Syllabus | Servicenow-CIS-ITSM Exam Objectives

Test Detail:
The ServiceNow Certified Implementation Specialist - IT Service Management (CIS-ITSM) examination is designed to assess the knowledge and skills of professionals working with ServiceNow in the field of IT Service Management. Below is a detailed description of the test, including the number of questions and time allocation, course outline, exam objectives, and exam syllabus.

Number of Questions and Time:
The exact number of questions and time allocation for the ServiceNow CIS-ITSM exam may vary, as the exam is periodically updated by ServiceNow. Typically, the exam consists of multiple-choice questions, and candidates are given a specific time limit to complete the test. The duration of the exam is generally around 90 to 120 minutes.

Course Outline:
The ServiceNow CIS-ITSM certification covers a comprehensive set of topics related to IT Service Management and the implementation of ServiceNow ITSM solutions. The course outline typically includes the following areas:

1. IT Service Management Overview:
- Introduction to IT Service Management (ITSM) concepts and best practices.
- Understanding IT service lifecycle stages (Service Strategy, Service Design, Service Transition, Service Operation, and Continual Service Improvement).
- ServiceNow's role in supporting ITSM processes.

2. ServiceNow ITSM Implementation:
- ServiceNow platform overview and architecture.
- Key ITSM modules and their functionalities.
- ServiceNow ITSM implementation lifecycle and methodologies.
- ServiceNow configuration and customization options.

3. ITSM Process Configuration:
- Incident Management: Handling and resolving incidents.
- Problem Management: Identifying and resolving underlying problems.
- Change Management: Managing changes to the IT environment.
- Service Catalog Management: Defining and managing service offerings.
- Request Fulfillment: Handling service requests.
- Knowledge Management: Capturing and sharing knowledge within the organization.
- Service Level Management: Monitoring and managing service levels and agreements.
- Service Portfolio Management: Defining and maintaining the service portfolio.

4. Integration and Reporting:
- Integration of ServiceNow with other IT systems and tools.
- Configuration of dashboards and reports for ITSM metrics and performance monitoring.

Exam Objectives:
The objectives of the ServiceNow CIS-ITSM exam are to assess the candidate's knowledge and skills in the following areas:

1. Understanding ITSM concepts, frameworks, and best practices.
2. Knowledge of the ServiceNow platform and its ITSM modules.
3. Ability to configure and customize ServiceNow ITSM processes.
4. Proficiency in implementing ITSM processes, including Incident Management, Problem Management, Change Management, and Service Catalog Management.
5. Understanding of integration options and reporting capabilities in ServiceNow ITSM.

Exam Syllabus:
The ServiceNow CIS-ITSM exam syllabus outlines the specific topics and competencies covered in the exam. The syllabus typically includes the following areas:

- IT Service Management Overview
- ServiceNow Platform and Architecture
- Incident Management
- Problem Management
- Change Management
- Service Catalog Management
- Request Fulfillment
- Knowledge Management
- Service Level Management
- Service Portfolio Management
- Integration and Reporting

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ServiceNow Service exam contents

A level playing field: how inclusivity breeds innovation

An increasing number of senior executives believe that diversity makes good business sense. In a recent Forbes survey1, more than half of companies with more than $10bn in annual revenue strongly agreed that diversity helps drive innovation.

A diverse workforce means a diverse array of talent. McKinsey & Company’s2 2019 analysis suggests companies in the top quartile for gender diversity are 25 per cent more likely to show above-average profits than companies in the fourth quartile.

But many feel the diversity and inclusion gap in the workforce is growing. Recent research3 from PwC suggests that just 51 per cent of UK retail employees believe their brand promotes inclusion.

Too often, says Melanie Lougee, ServiceNow’s head of Employee Workflow Strategy, diversity and inclusion is an afterthought or a case of paying lip service. One of the biggest traps is stopping the commitment after the recruitment cycle. “Hiring for diversity without creating the sense of belonging and inclusion that will actually keep people interested and engaged just results in a revolving door,” she says. It’s essential to first undertake a proper inventory to determine whether the right policies, resources and cultural awareness exist for people to thrive in your environment.

ServiceNow, a digital workflow solutions company, created its diversity, inclusion, and belonging (DIBs) community with a focus on intersectionality. It introduced seven employee-led Belonging Groups and a "DIBs five-point plan", which includes workforce training, building inclusive skills and mindsets, equity for all, creating and evolving equitable processes, policies and practices, giving employees a voice, fostering a sense of belonging and space for dialogue, lobbying for good, advocating for change and increasing representation and inclusion.

Some of this inclusivity is found and created within a company culture, but it is also put into action outside the workplace. One of ServiceNow’s pillars focuses on being active in the broader community. Lougee says this means “making sure that we have relationships with underrepresented schools, educational systems, communities and professional organisations''.

Equity and fairness are also key, she says. “We’ve achieved compensation parity between men and women around the world and we’re pretty proud of this.” Some of this also comes down to visibility. “We have a lot of very proactive programmes around education [including a DIBs Leadership Summit] and a speaker series. We don’t just check a box. We make sure we celebrate each other.”

And making a commitment to diversity and inclusion isn’t just the right thing to do: it benefits the bottom line too. “When people come from different experiences, they bring those unique experiences and perspectives with them,” says Shafath Syed, strategy lead for Employee Workflows, Emerging Products. “There’s a broader aperture for ideas.” For innovation to really flourish, says Syed, you need a continuous source of ideas. “If you only have a limited set of points of view you're going to miss a lot.”

Innovation on behalf of underrepresented groups often produces benefits for everybody, says Syed. “When people were first developing web pages they had to be friendly for screen readers used by people who are visually impaired. And now look at where we are with voice-to-text. All this started with the simple screen reader.”

Technology can be a real enabler in workplace inclusion, too. “Firstly, it’s about providing information and learning content in a scalable way,” Syed says. “Technology can also help organisations respond to employee and customer questions and needs.” Portal technologies, such as ServiceNow’s Employee Service Centre, encourage greater visibility of diversity and inclusion issues by providing employees with targeted information based on their role. These portals also act as a central destination for employees to collaborate with internal discussions, get guidance and access help when they need it. ServiceNow even has learning tools that deliver customised insights and actionable tips to employees as well as listening tools that elicit employee feedback in the flow of their work.

There is a danger, observes Lougee, that technology may reinforce existing biases within an organisation or deflect employee needs without asking follow-up questions. Key to ensuring this doesn’t happen, she says, is being aware of and eliminating those biases. It’s also about facilitating close contact when needed and identifying situations where escalation is necessary. Technology can provide a vital lens, says Lougee, but “any insights should be interpreted and applied by humans and audited at various points by a diverse set of people.”

Actions speak louder than words, and now is the time to double down on diversity in the workplace. Not only will it strengthen employee engagement throughout your organisation, but by making space for different backgrounds and points of view you’ll set the stage for ongoing innovation.

Find out more about ServiceNow

New York State civil service: These are the salaries for exams open in August

No result found, try new keyword!STATEN ISLAND, N.Y. — The New York State Department of Civil Service (DCS) has released its August application schedule for New York’s entry-level civil service exams, and some jobs pay better than ...

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