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Test Number : AD0-E104
Test Name : Adobe Experience Manager Architect
Vendor Name : Adobe
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AD0-E104 exam Format | AD0-E104 Course Contents | AD0-E104 Course Outline | AD0-E104 exam Syllabus | AD0-E104 exam Objectives

Exam number: AD0-E104
Exam name: Adobe Experience Manager Architect
Certificate level: Certified Expert
Status: Active
Available languages: English, Japanese
Number of questions: 60
Formats: Multiple choice and multiple select
Duration: 120 minutes
Delivery: Online proctored (requires camera access) or Exam Center proctored
Passing mark: 72% or 550 using a scaled score format of 300 to 700

The Adobe Certified Expert Experience Manager Architect exam guide provides potential candidates with information they need to prepare for the certification exam.

At a minimum, the candidate seeking to become certified as an Adobe Experience Manager Architect should have A minimum 2-3 years of web- and content-centric application development experience.
Experience designing, configuring, and deploying an AEM application in multiple modes (author, publisher) along with optimal dispatcher configurations.
Ability to analyze business requirements and follow best practices to produce an executable solution. Experience advising and participating in all phases of an AEM project.

Exam Objectives and Scope
Section 1: Business requirements (25%)
- Translate business requirement to high level solutions.
- Identify and optimally use building blocks for AEM application.
- Identify performance requirements.

Section 2: Architecture and design (40%)
- Describe AEM capabilities.
- Describe target architecture for implementation.
- Based on given customer requirements, determine a scalable AEM architecture.
- Identify the best practices to build an AEM application and guide implementation.
- Describe how to integrate AEM with Adobes Experience Cloud Platform.
- Explain logical, deployment and sequence diagrams. Explain project/site taxonomy.

Section 3: Configuration and deployment (22%)
- Describe various deployment and configuration options.
- Explain installation and configuration of dispatcher.
- Define user groups and permissions.

Section 4: System maintenance (13%)
- Troubleshoot common system issues.
- Explain upgrade and migration strategies.
- Define system maintenance procedures and run book.

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longing for a brand new type of Appraisal | AD0-E104 exam Questions and braindumps

Why reports concentrated on the long run can pressure greater efficiency

The classic annual appraisal, or efficiency overview, may also be a tricky event. Many managers loathe conducting them and personnel too regularly locate themselves on the shielding and emerge feeling deflated. 

in accordance with a survey of forty eight,000 personnel, managers and CEOs with the aid of the management training and analysis enterprise, management iQ, simplest 13 per cent of employees and bosses, and 6 per cent of CEOs, feel their agency's performance appraisal device is useful.

Annual appraisal is nearly always retrospective, relying on a mixture of fallible reminiscence and opinion. And the undeniable fact that these reviews are linked to pay raises turns this time-consuming year-end experience into a binary reward/punishment event. Many agencies trying to encourage their americans and foster an environment wherein staff suppose their contribution matters have decided it's a wrong method. 

In its area we're seeing a greater productive variety of appraisal emerge, which ditches the singular, retrospective evaluate and substitutes a future-concentrated manner: a sequence of commonplace, casual conversations about performance and development between managers and personnel.

This approach has a whole lot of excessive-profile practitioners, from Procter & Gamble to Accenture to tech concerns equivalent to Microsoft and Adobe, who satisfaction themselves on agility and whose undertaking- and group-based approach is a natural healthy. 

What you instantly observe about this new fashion is its collaborative nature, which displays the less hierarchical vogue of modern management. possibly most extraordinarily it leverages comments in all instructions.

The comments way of life

Adobe, whose cloud-based mostly design applications are go-to equipment within the artistic industries, is a very good illustration of this new approach. It has replaced appraisals with the “examine-in”, a fluid, standard talk between managers and employees. crucial to this has been encouraging both managers and employees to take joint possession of the process: there isn't any prescribed structure or frequency for these conversations – the enterprise trusts individuals on each side to reach on the applicable layout by means of themselves.

A maxim inside elite-degree sports practising has it that if comments is not given inside ninety minutes, it doesn't count number. observe that to the appraisal: if you are ready a whole year to provide someone remarks, tons of it is likely to be redundant – and difficult to be taught from and act on. So it’s effortless to peer how the typical assess-in solves that difficulty.

Adobe and others have discovered that a payoff of the regular-dialog mannequin is a rise in employee confidence because they are allowed and expected to take control of the system. they're inspired to view themselves as their personal career managers and advance concepts for boom in preference to expecting their manager to chart a path for them. 

The hope is that personnel who experience decent-satisfactory conversations with a manager will go on to develop into improved managers themselves – a form of fine feedback loop. similarly, a sturdy process of engagement also acts as a feedback loop for managers to gauge their own performance. 

here's an intensive departure from the historic methods, and it’s no surprise that Adobe’s human supplies invested much effort on training programmes, together with position playing, and substances (akin to a committed area on its intranet) for both managers and non-managers, assisting them to build their potential to provide helpful remarks and use feedback as a building device. 

If all that teaching looks in any way extreme, it’s price considering that that the company has put the full time-mark downs from its new method at a hundred,000 supervisor hours per year. another tech company, ny-based cloud infrastructure company DigitalOcean, which instituted a similar investigate-in gadget, has gone as far as to have interaction a full-time instruct on-website to assist managers supply more suitable feedback.

Deloitte has put in location its own option to annual efficiency reports, once again led by means of the commonplace check-in. Tellingly, one Deloitte manager has commented that “the conversations are more holistic. They’re about goals and strengths, now not well-nigh previous performance”. 

There is no template for this new method, however a common characteristic is the manner it aligns and integrates the commonplace examine-in with the broader technique of talent administration. It strikes away from the annual appraisal’s backwards-searching focal point on performance to incorporate construction and, with a bit of luck, thereby additionally increases engagement. 

We know that the extra engaged employees are, the greater they believe a personal stake within the business’s fortunes – they’ll go the additional mile as a result of they’re invested. Respondents to a contemporary Harvard company evaluation survey felt that personnel’ relationship with their manager or supervisor has a greater affect on engagement than anything. 

The Covid-19 pandemic has raised huge questions as to how groups can have interaction their WFH staff, however the examine-in process, via advantage of its informality, appears the best option to the new general of Zoom calls and far off working. The ordinary investigate-in provides in-built compensation for the lack of usual office interaction that so many have skilled this yr. 

but what concerning the annual pay raise? analysis and follow have shown that compensation works most fulfilling as a motivator when it comes as quickly as feasible after the favored behaviour. immediate rewards powerfully supply a boost to rapid comments. At Adobe, individual managers are now given much more say in salaries. It looks that if employees can without delay see the line of sight between their performance and the reward for that efficiency, there are large advantages when it comes to incentivisation and engagement. 

other companies eliminating efficiency experiences are arising with a variety of options to the annual pay elevate. Some are rolling bonuses into base pay with the intention to stimulate extra honest comments and to stave off harmful competition. 

perhaps the neatest thing in regards to the new way is that it leverages the ‘human aspect’. data and analysis are still part of the combine, however is an analogue procedure at heart, since it’s about candid conversations. 

And there’s an extra component, too. Millennials now account for approximately a third of the united kingdom body of workers, and one element they recognize for certain about them is that they are natural networkers who put a premium on collaboration. And just across the corner are generation Z, who've grown up in a global of continual updates. the brand new paradigm, with its actual-time, team-based trend, looks smartly placed to handle the expectations of more youthful employees. 

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