Isaca Updated CGEIT Exam Questions and Answers by aj

A RACI chart is a tool that assigns roles and responsibilities for each strategic objective, using the acronym RACI to denote who is Responsible, Accountable, Consulted, and Informed for each objective. A RACI chart can help stakeholders understand who owns each strategic objective, who is involved in its execution, and who needs to be updated on its progress and outcomes. A RACI chart can also help avoid confusion, duplication, or conflict among stakeholders, and ensure clear communication and accountability for each objective. 

 Business continuity management (BCM) and disaster recovery management (DRM) are the most important processes for information asset life cycle management, as they ensure the availability, integrity, and security of information assets in the event of a disruption or disaster. BCM and DRM involve identifying the critical information assets, assessing the potential threats and impacts, developing and implementing plans and procedures to prevent, respond to, and recover from incidents, testing and reviewing the plans and procedures regularly, and ensuring the alignment of the plans and procedures with the business objectives and stakeholder expectations. BCM and DRM help protect the information assets from loss, damage, corruption, theft, or unauthorized access, and enable the organization to resume its normal operations as quickly as possible after a disruption or disaster. 

An enterprise is determining the objectives for an IT training improvement initiative from a governance perspective. Governance is the process of decision-making and implementation that involves various actors and structures, both formal and informal1. Governance aims to achieve good governance, which is characterized by participation, consensus, accountability, transparency, responsiveness, effectiveness, efficiency, equity, inclusion, and rule of law2. Therefore, it would be most important to ensure that the policies and processes for IT training address both the enterprise requirements and the professional growth of the IT employees. This would ensure that the IT training is aligned with the strategic goals and priorities of the enterprise, as well as the needs and expectations of the IT staff. It would also foster a culture of learning and development that enhances the performance, quality, and value of IT services345. The other options are not the most important objectives for an IT training improvement initiative from a governance perspective. Identifying courses of instruction that will maximize employee productivity, creating several different training strategies for final approval by the CIO, and surveying and interviewing IT employees to identify development needs are all useful steps or methods for designing and implementing an IT training improvement initiative, but they are not the ultimate objectives or outcomes. They are subordinate or instrumental to the main objective of addressing both the enterprise requirements and the professional growth of the IT employees through policies and processes that reflect good governance principles345. References:

3: https://topworkplaces.com/improving-training-and-development-strategies/

4: https://shrm.org/ResourcesAndTools/hr-topics/organizational-and-employee-development/Pages/Key-Steps-for-Better-Training-Development-Programs.aspx

5: https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/07/13/12-ways-to-implement-successful-employee-training-initiatives/

1: https://link.springer.com/article/10.1007/s40647-017-0197-4

2: https://www.unescap.org/sites/default/files/good-governance.pdf

IT resource staffing requirements are the human resources needed to deliver IT services and support business objectives. Periodically evaluating IT resource staffing requirements is important to ensure the enterprise has sufficient resources to address changing business and IT needs, such as new projects, technologies, regulations, or customer expectations12. By assessing the current and future demand and supply of IT skills and competencies, the enterprise can identify any gaps or surpluses and plan accordingly to optimize IT performance and value34. The other options are not the primary reason for periodically evaluating IT resource staffing requirements, although they may be related or beneficial outcomes. Ascertaining the IT function has sufficient skilled staff to maintain daily operations, verifying that human resource recruitment and retention processes meet enterprise IT objectives, and confirming IT-related responsibilities are defined for the enterprise’s business and IT staff are all part of the IT resource staffing management process, but they are not the main driver or purpose of it34. References:

3: https://www.aihr.com/blog/staffing-planning/

1: https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-organization-blog/the-future-of-the-workplace-embracing-change-and-fostering-connectivity

2: https://www.ccl.org/articles/leading-effectively-articles/adaptability-1-idea-3-facts-5-tips/

4: https://www.indeed.com/career-advice/career-development/staffing-plan