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NEW QUESTION: 1
When setting arguments for a job, which procedure do you use for types that cannot be implicitly converted to and from a VARCHAR2 datatype?
A. SET_JOB_ARGUMENT_VALUE
B. SET_JOB_ANYDATA_VALUE
C. SET_JOB_VALUE_ANYDATA
D. SET_SPECIAL_JOB_VALUE
E. SET_JOB_ANYTYPE_VALUE
Answer: B

NEW QUESTION: 2
Corporate headquarters provided your office a portion of their class B subnet to use at a new office location.
Range Given: 172.30.232.0/24
* Sales 57 devices
* HR 23 devices
* IT 12 devices
* Finance 32 devices
* Marketing 9 devices
INSTRUCTIONS
Allocate the minimum number of addresses (using CIDR notation) needed to accommodate each department.
After accommodating each department, identify the unused portion of the subnet by responding to the question on the graphic.
All drop downs must be filled.
If at any time you would like to bring back the initial state of the simulation, please click the Reset All button.


Answer:
Explanation:

Explanation

Sales network - /26 - This will provide up to 62 usable IP addresses (64-2 for subnet and broadcast IP) HR network - /27 - This will provide for up to 30usable IP's (32-2) IT - /28 - This will provide for up to 14 usable IP's (16-2) Finance - /26 - Note that a /27 is 32 IP addresses but 2 of those are reserved for the network and broadcast IP's and can't be used for hosts.
Marketing - /28
If we add up how many IP blocks are used that is 64+32+16+64+16=192.
A /24 contains 256 IP addresses, so 256-192=64.
So the last unused box should be a /26, which equates to 64 addresses

NEW QUESTION: 3
You are an HR Professional for your organization and you're preparing your team for a series of interviews. You want the team to be familiar with the validity types you'll use and encourage in the series of interviews. During the interview process, the candidate will need to complete a psychological test to determine his ability to perform in the job role based on collected and desired traits. This is an example of what type of validity?
A. Construct-related validity
B. Content validity
C. Predictive validity
D. Criterion-related validity
Answer: A
Explanation:
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs