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NEW QUESTION: 1
Which of the following access controls enforces permissions based on data labeling at specific levels?
A. Discretionary access control
B. Separation of duties access control
C. Mandatory access control
D. Role based access control
Answer: C
Explanation:
In a MAC environment everything is assigned a classification marker. Subjects are assigned a clearance level and objects are assigned a sensitivity label.
Incorrect Answers:
B. Separation of duties divides administrator or privileged tasks into separate groupings, which in turn, is individually assigned to unique administrators. It does not involve labelling at specific levels.
C. Discretionary access control (DAC) allows access to be granted or restricted by an object's owner based on user identity and on the discretion of the object owner. It does not involve labelling at specific levels.
D. Basically, Role-based Access Control is based on a user's job description. It does not involve labelling at specific levels.
References:
Stewart, James Michael, CompTIA Security+ Review Guide, Sybex, Indianapolis, 2014, pp. 278-284
NEW QUESTION: 2
A security analyst wants to harden the company's VoIP PBX. The analyst is worried that credentials may be intercepted and compromised when IP phones authenticate with the BPX. Which of the following would best prevent this from occurring?
A. Implement SRTP between the phones and the PBX.
B. Restrict the phone connections to the PBX.
C. Require SIPS on connections to the PBX.
D. Place the phones and PBX in their own VLAN.
Answer: C
NEW QUESTION: 3
Refer to the exhibit.
An IPsec peer is exchanging routes using IKEv2, but the routes are not installed in the RIB. Which configuration error is
causing the failure?
A. The match identity command must refer to an access list of routes.
B. IKEv2 routing requires certificate authentication, not pre-shared keys.
C. An invalid administrative distance value was configured.
D. The IKEv2 authorization policy is not referenced in the IKEv2 profile.
Answer: C
NEW QUESTION: 4
You are a consultant hired to implement Profile Management. One of the requirements is to track the previous employment information for workers, including employer name, dates of employment, and job description. However, it is not required to set up and maintain content items for each employer, and this information applies only to person profiles.
What four actions should be taken?
A. adding the content type to the Person profile type
B. creating a non free-form content type
C. granting access employees, managers, and HR specialists to update the content section
D. creating a free-form content type
E. adding the content type to the HRMS content subscriber code
F. granting access to employees and managers to update the content section
G. granting access to HR specialists only to update the content section
Answer: A,C,D,E
Explanation:
B: Content types are the skills, qualities, and qualifications that you want to track in talent profiles. The content library contains predefined content types such as competencies, languages, and degrees, but you can create new content types as needed. You can also create free-form content types.
Content types contain:
*Properties
*Relationships
*Subscribers
B, C: Setting Up a Free-Form Content Type - In the Setup and Maintenance work area, search for the Manage Profile Content
-- --- ---
Types task and click Go to Task.
On the Manage Content Types page, click Create.
On the Create Content Type page, complete the following fields: Code, Name,
Description.
Select the Free-Form Type check box.
Click Save and Close.
On the Manage Content Types page, select the Previous Employment content
type and click Edit.
On the Edit Content Type page, select the Subscribers tab.
On the Subscribers tab, select HRMS in the Subscriber Code field.
Click Save and Close.
D: Note that free-form content types do not contain relationships and do not contain properties until you add them to a profile type.
E: Employees, managers, and HR specialists should all have access to update the content section. Note: Profile management provides a framework for developing and managing talent profiles that meet your industry or organizational requirements. Profiles summarize the qualifications and skills of a person or a workforce structure such as a job or position. Profiles are valuable for tracking workers' skills, competencies, and accomplishments, and for various talent management activities, such as career planning, identifying training needs, performance management, and in the recruitment process for identifying job requirements and suitable applicants.
Reference: Oracle Fusion Applications Product Information Management Implementation Guide, Profile Management: Explained