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C4040-250 - Power Systems with POWER8 Sales Skills V1 - Dump Information

Vendor : IBM
Exam Code : C4040-250
Exam Name : Power Systems with POWER8 Sales Skills V1
Questions and Answers : 108 Q & A
Updated On : November 9, 2017
PDF Download Mirror : C4040-250 Brain Dump
Get Full Version : Pass4sure C4040-250 Full Version


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C4040-250 Questions and Answers

Answer: A


Explanation:

The PowerHA SystemMirror for i Enterprise Edition includes all of the capabilities of the Standard Edition and more. The Enterprise Edition package enables you to extend your data center solution across two sites. PowerHA SystemMirror Enterprise Edition includes support for DS8000, SVC, V7000, V5000 and V3700 with either Metro Mirror or Global Mirror and with 7.1 of PowerHA SystemMirror, the Enterprise Edition also includes support for
geomirroring asynchronous mode. Geomirroring synchronous mode support is included with the PowerHA SystemMirror Standard Edition.

QUESTION: 102

A customer with AIX and IBM i based applications is considering a move to open source Linux applications on x86 systems. Which benefit should be highlighted for the customer to stay with the Power platform?

  1. The Power Linux system is more powerful and will cost less than the x86 systems, thereby saving costs.
  2. The Power system they are running on can support the existing applications and the new Linux applications at the same time.
  3. The Power system uses Lx86 allowing Linux to run unchanged on Power.
  4. The customer can recompile the AIX and IBM i applications and continue with Linux on their existing Power System.

Answer: C


Explanation:

PowerVM Lx86 (Linux only) brings new benefits to customers and application providers who want the reliability and flexibility of Power Systems in their Linux environment, yet use applications that have not yet been ported to the platform. IBM PowerVM Lx86 allows most Linux x86 binaries to run unchanged on POWER systems using translation software that
translates x86.

QUESTION: 103

A customer has a BladeCenter S (BCS) with an 8-core POWER6 blade, 1.5TB of storage and an external LTO tape drive installed. They want to upgrade to a P0WER8. Which of the following is the lowest cost recommendation to satisfy their requirement?

  1. Flex System and POWER8 node
  2. S824
  3. POWER8 blade in the current BCS
  4. S814

Answer: D

Reference:

QUESTION: 104

A customer is concerned about Power Systems security in a virtualized environment. They want real time monitoring and a trusted firewall between LPARs. Which IBM product should be proposed?

  1. PowerVM
  2. PowerSC
  3. Tivoli Security Policy Manager
  4. IBM Security Access Manager for Enterprise Single Sign-On

Answer: B


Explanation:

PowerSC pass packets securely between LPARs without an external firewall.

Reference: ftp://public.dhe.ibm.com/systems/power/community/aix/Switzerland_VUG/7_PowerSC_Ove rview.pdf (page 1)


QUESTION: 105

When implementing a 40TB NoSQL in-memory database on an x86 platform, a customer needs 24 servers. The same database requirement can be satisfied on POWER with a CAPI connected FlashSystem 840. How many Power S822L(s) is (are) needed?

  1. 8
  2. 16
  3. 24
  4. 1

Answer: D


Reference:

QUESTION: 106

A customer states that they requ.re N_ Port ID Virtualization (NPIV) for storage attachment. Which adapter will satisfy their requirement?
  1. 4Gb Fibre Channel adapter
  2. 8Gb Fibre Channel adapter
  3. 40GbE Infiniband adapter
  4. 12Gb Cache RAID SAS quad-port 6Gb adapter

Answer: B


Explanation:

The storage installed for this report was two 4 Gb Fibre Channel storage systems (a Sun ZFS Storage Appliance and a Sun Storage 6180 Array).

Reference:


QUESTION: 107

A customer has 4U remaining in their rack. Adding a second rack is not an option. They will run a number of small instances of WebSphere Application Servers. It has been determined that the application will require a total of 38 cores and 1TB of memory. What is the lowest cost Linux option that will satisfy the requirement?

  1. Two S822s
  2. Two S824s
  3. One S824L
  4. Two S812Ls

Answer: A


Reference:


QUESTION: 108

What elements of POWER8 technology can be exploited by software developers to optimize performance on an E870?

  1. Active Memory Expansion and storage keys
  2. Hypervisor and Thermal Power Management Device (TPMD)
  3. First Failure Data Capture (FFDC) and Service processor
  4. Transactional memory and SMT

Answer: D


IBM C4040-250 Exam (Power Systems with POWER8 Sales Skills V1) Detailed Information

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    5 Recruitment Mistakes To Avoid and 5 Tips To Rectify Those Mistakes

    Avoid these 5 common recruitment mistakes and you won’t need our tips on rectifying a bad hire! Made a hiring mistake? It happens to the best of us; here’s how to extract yourself, and your employee, from the situation.
    Understandably employers worry about making recruitment mistakes. Maybe you’ve been in the position where a candidate seemed like a much better fit on paper than in the actual job? However rigorous your recruitment process; people do slip through the net. The advice contained in our blog, particularly Effective Recruiting, is designed help you avoid hiring the wrong person: it certainly works for us.
    So what are the most common recruitment mistakes and how do you avoid them?
    Common Recruitment Mistakes
  • Recruiting alone: Share the responsibility of hiring a new employee with other members of your team. This helps avoid personal bias, the candidate is considered by potential co-workers, and ensures a thorough analysis of the candidates attributes and fit. It also means that if you make a recruitment mistake, you can share the blame!
  • Not listening to the candidate: Remember that an interview is your opportunity to find out about the candidate. If you spend most of it talking; telling the candidate about the role, the agency etc., you won’t gain an insight into whether or not they’re a fit. In fact you could be feeding them what you want to hear. Listen carefully so you don’t misinterpret the candidate’s information; don’t skew what they say to fit what you hope to hear.
  • Only focusing on skills and experience: The process of shortlisting candidates for interview should result in a selection of potential candidates all with the right skills and experience for your role. The interview is a chance to verify that they have these attributes; but more importantly ascertain whether or not the candidate is a cultural fit for your company. Avoid a poor cultural fit by hiring candidates in line with your agency’s goals, ethos, work ethic, expectations and company culture.
  • Not checking references: However impressive the candidate, however persuasive they were when interviewed, however much you want them on-board: don’t overlook references. This means contacting referees; don’t just rely on references provided by the candidate, after all they’re going to be good. As with the interview, this is an opportunity to see whether you have a cultural fit as well as the right skills set.
  • Lack Of Support After The Candidate Is Hired: You may have stated in your job description that you want someone who can “hit the ground running”, a “self-starter” or someone who can “work under their own initiative”. But is it reasonable to expect a new employee to turn up on their first day and really do these things? Whatever the role, realistically you need to allow a certain amount of “settling in” time, support, and perhaps training, before your new employee can really show you their stuff.
  • Fixing Recruitment Mistakes But what happens if you make a recruitment mistake? How do you resolve a situation if your new employee is not the perfect fit you thought they were? In line with your HR department, employment contract and company protocol, here’s 5 tips to extract yourself from a bad hire:
  • Act fast: Don’t let the situation get worse, impact on other staff or your business; take action immediately.
  • Be sensitive: Your new employee is maybe feeling a bit insecure having just moved to a new position, being told that they’re going to lose their job is not going to help. Show some compassion.
  • Remember it’s your mistake: Although your new hire may not be coming up to scratch, don’t take it out on them. It’s your mistake for hiring them in the first place.
  • Be transparent: Let your new recruit know the real reasons for losing their job. This feedback will help them in their future roles.
  • Offer help and support: Where possible help them make the transition to another job. Perhaps you have a more suitable role for them within your organisation, or can recommend them to an outside agency. Offer references if this is helpful.
  • Of course you can minimise the chance of making a recruitment mistake by getting professional help. At Source we work to the best of our ability to avoid bad hires and pride ourselves on our success rates.
    Have you ever committed one of these recruitment mistakes? Let us know your story in the comments. We’d love to hear from you.
    photo credit:gmast3r cc



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