Exin CITM Exam With Confidence Using Practice Dumps

The main objective of ajob rotation programin anIT organizationis tosupport the long-term continuity of the organization(A). Job rotation ensures that multiple staff members are trained across various roles and tasks, reducing dependency on specific individuals and mitigating risks associated with staff turnover or absences. This approach enhances organizational resilience by creating a flexible, cross-trained workforce capable of maintaining operations, aligning withIT organizationprinciples for workforce planning and business continuity.

Train staff on a range of activities (B):While training is a benefit, it is a means to achieve continuity, not the primary objective.

Increase staff job satisfaction (C):Job satisfaction may be a secondary benefit, but it’s not the main goal in an IT context.

Allow staff a diversity in responsibilities (D):Diversity in tasks is a byproduct, not the primary focus, which is organizational continuity.

According tohuman resource managementframeworks, job rotation is a strategic tool for ensuring operational stability, particularly in IT environments where specialized skills are critical.

Reviewing anIT service catalog, as perITILservice asset and configuration management, focuses on ensuring services align with business needs and compliance requirements. Key criteria include:

Retiring services (A):Assessing whether services are outdated or no longer needed is critical.

New laws, codes, or regulations (B):Compliance with legal or regulatory changes is essential to avoid penalties.

Service relevance and appropriateness (D):Ensures services meet current business objectives and user needs.

Changes in the IT service provider organization (C), such as internal restructuring or staffing changes, are not typically a direct criterion for service catalog review, as the catalog focuses on services offered, not the provider’s internal operations.

In corporate hiring protocols,additional screeningtypically refers to background checks beyond basic qualifications, such as verifying a candidate’scriminal record. This is critical for IT roles, where employees may have access to sensitive systems and data, ensuring trustworthiness and compliance with security policies.

Salary demands (A) are negotiated during the hiring process, not screened. Number of years of experience (B) and educational level (D) are verified through resumes and standard checks, not typically classified as “additional screening,” which focuses on security-related checks like criminal records.