Exin CITM Exam With Confidence Using Practice Dumps

The customer’s focus on incorporatingfuture functional requirementsindicates a need forperfective maintenance(B). Inapplication management, perfective maintenance involves enhancing software to add new features or improve functionality to meet evolving business needs, such as adding new modules or capabilities.

Preventive maintenance (A):Focuses on preventing issues by optimizing performance or addressing potential problems, not adding new features.

Corrective maintenance (C):Involves fixing bugs or errors, not incorporating new functionality.

Adaptive maintenance (D):Adapts software to environmental changes (e.g., new operating systems), not specifically for new functional requirements.

Perfective maintenance aligns with theSDLC’s maintenance phase, ensuring the software evolves to support future business requirements.

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.

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.