 Citrix 1Y0-240 : Citrix NetScaler Essentials and Traffic Management ExamExam Dumps Organized by Hualing
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Exam Number : 1Y0-240
Exam Name : Citrix NetScaler Essentials and Traffic Management
Vendor Name : Citrix
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1Y0-240 exam Format | 1Y0-240 Course Contents | 1Y0-240 Course Outline | 1Y0-240 exam Syllabus | 1Y0-240 exam Objectives
Exam ID : 1Y0-240
Exam Title : C Citrix ADC 12 Essentials and Traffic Management
Number of Questions : 68
Duration of exam : 105 minutes
Passing Scores : 66%
Candidates should have knowledge of the following prior to taking this exam:
o Basic Networking
o Windows and Linux Server administration
o TCP/IP, HTTP protocols and the OSI model
o Server load balancing and content switching concepts
o Web server software
o DNS, SSL and compression concepts
o Network security threats and site protection concepts
We recommend that candidates have about six months of experience with the following Topics in a Citrix ADC 12 solution:
o Getting Started with Citrix ADC
o Basic Networking
o Citrix ADC Platforms
o High Availability
o Load Balancing
o SSL Offload
o Securing the Citrix ADC
o Troubleshooting Citrix ADC
o Classic and Default Policies
o Rewrite, Responder, and URL Transform
o Content Switching
o Traffic Optimization
o Global Server Load Balancing
Section 1: Getting Started 6%
Section 2: Basic Networking 7%
Section 3: Citrix ADC Platforms 4%
Section 4: High Availability 7%
Section 5: Load Balancing 9%
Section 6: SSL Offload 9%
Section 7: Securing the Citric ADC 7%
Section 8: Troubleshooting 9%
Section 9: Classic and Default Policies 13%
Section 10: Rewrite, Responder, and URL Transform 9%
Section 11: Content Switching 9%
Section 12: Optimization 2%
Section 13: Global Server Load Balancing 9%
TOTAL 100%
Candidates should refer to the objectives and examples listed in this guide in order to determine which Topics will be on the exam, as well as examples of the Topics that could be tested.
For example, if the objective reads “Configure monitors” and one of the examples reads, “determine when to use which type of monitor,” exam-takers could expect to see:
• A question that requires determining which type of monitor to configure…
o Which type of monitor should a Citrix Administrator configure…
• …based on given requirement(s)
o …to validate that a specific text string is returned in a web server response=>
Note: The examples listed in the “Sections, Objectives, Examples and References” section of this guide do NOT encompass all potential Topics that could be tested. The examples are only provided as guidance.
The objectives and examples for this exam were developed by exam Project Managers and Subject Matter Experts (SMEs) based on identified tasks that related to installing, configuring and/or operating NetScaler 12 in enterprise environments.
The number of questions written for each objective relates directly to the importance of that objective and is proportional to how frequently that task is performed.
Understand the Citrix ADC architecture and functionality.
Identify Citrix ADC hardware and its components.
Determine the deployment and licensing options for a given environment.
Determine how to setup and configure Citrix ADC.
"Determine which networking topology to use with Citrix ADC based on
given requirements."
"Determine which interfaces IP address types and VLANS to use during
configuration of a given environment."
"Identify which Citrix ADC routing and traffic-handling mode should be
used for a given environment"
"Determine how to configure Access Control Lists based on given
requirements."
"Determine which hardware to use (Citrix ADC MPX, VPX, CPX or SDX)
when given a use case."
Identify the pieces of the multi-tenant structure for Citrix ADC SDX.
Understand how the high availability (HA) process works on Citrix ADC.
"Determine the appropriate Citrix ADC high availability configuration
options, including advanced settings, given a description of an
environment."
"Determine which method should be used to manage a Citrix ADC high
availability configuration given a scenario."
Determine how to resolve common high availability issues.
Identify the Citrix ADC load-balancing role of entities.
Determine when to use the different load-balancing and monitoring options available on the Citrix ADC.
Determine how to customize monitoring and service options based on a scenario.
Determine how to utilize authentication, authorization, and auditing.
Determine how to configure authentication and authorization on Citrix ADC.
Determine the components and steps required to secure a Citrix ADC configuration.
Determine how to utilize admin partitions in a given scenario.
Determine how to use the Citrix Application Delivery Management to troubleshoot a given issue.
Determine which Citrix ADC troubleshooting tool to use to identify a given issue in an environment.
Determine how to configure actions in policy expression evaluation.
Determine which key attributes need to be included in policy binding based on given information.
Determine how to create default policies with AppExpert.
Determine how to use HTTP callouts and rate limiting in a given environment.
Determine how to use Content Switching policies in a given environment.
Determine how to integrate Content Switching with AAA and Citrix Gateway.
Determine where to deploy the Citrix Secure Web Gateway in a given environment.
"Determine how to correctly implement and configure Citrix Secure Web Gateway in a given
environment."
Determine how rule precedence affects policies.
Determine how to deploy Domain Name System (DNS) to support GSLB in a given environment.
Determine how to Implement GSLB in a Citrix ADC environment.
Determine how to utilize Content Switching to implement GSLB.
Determine how to use GSLB metric exchange protocol.
Determine how to customize a GSLB configuration based on the needs of an environment.
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Citrix Management education
Born Digital Poised to deliver titanic economic positive aspects – but They’ll need Some support
latest Citrix® analysis suggests younger workers can power an extra $1.9 trillion in corporate profits if given help to adapt to new realities of labor
nowadays’s young employees are the engines of the knowledge economic system and tomorrow’s enterprise leaders. And in keeping with The Born Digital effect, the existing
research from Citrix methods, Inc. (NASDAQ:CTXS), they’re primed to carry an additional $1.9 trillion in corporate gains. however they’ll want some aid to drag it off.
made up of Millennials (born 1981 to 1996) and era Z (born after 1997) employees, the Born Digital are the first technology to grow up in a wholly digital world, and now account for most of the global body of workers.
“These younger employees are diverse from previous generations in that they have only ever typical a tech-driven world of labor,” noted Donna Kimmel, government vice president of Chief people Officer, Citrix. “To shore up their future business success, organizations need to take into account their values, career aspirations and working styles and invest of their development.”
To assist them try this, Citrix, at the side of Coleman Parks research and Oxford Analytica, carried out The Born Digital effect, a analyze that combined global opinion analysis from 1,000 company leaders and a couple of,000 advantage people in 10 countries to be mindful what the Born Digital want from work with financial modeling to quantify the affect they can have on enterprise and the larger economy.
A fundamental Disconnect
And it printed that once it comes to knowing what engages and motivates younger worker's, leaders are out of touch. among the many key findings:
Job steadiness and work-lifestyles stability matter most to employees - confronted with an doubtful job ambiance, more youthful employees are most focused on primary work factors like profession balance and security (87 percent) and a good work-existence steadiness (87 p.c). this is poorly understood by leaders, who believe their younger worker's price entry to the latest office technology and opportunities for practising.
Leaders overestimate workplace enchantment – 90 % of Born Digital personnel don't want to return to full-time paperwork publish-pandemic, preferring a hybrid model as an alternative.
Over half (fifty one %) wish to remain working from home most or the entire time.
18 p.c would love hybrid working with extra time within the office
21 % would really like hybrid working with time evenly break up between home and the workplace
only 10 percent would want to be within the office full time
but fifty eight percent of leaders trust that younger people will want to spend most or all of their time working in the workplace.
while they may additionally opt to work far flung, Born Digital workers admire that social interaction is essential in a business context (sixty eight percent).
“As companies flow ahead in enabling work from anywhere, they are going to should deliver opportunities for employees to return together each physically in offices and basically from home to keep them linked, engaged and ready for the way forward for work,” Kimmel spoke of.
more than the rest, the Born Digital want employers who provide them flexibility and choice –despite the fact a five-day week continues to be a popular working pattern, the Born Digital accept as true with that they should still receive the possibility to work a four-day week in the event that they select (17 p.c). They additionally expect to be in a position to come to a decision when to start and conclusion their working day (27 %), and a number of want to work unstructured or output-primarily based hours (7 %).
and that they want to take delivery of freedom and diagnosed for their performance - When requested to determine the three most critical facets of business subculture they look for in opting for an organisation, the Born Digital stated:
Autonomy, or the probability to work in a high-trust ambiance (83 p.c)
Compensation that acknowledges and rewards performance (eighty one percent)
potent and visual management (seventy nine percent)
young workers and leaders inhabit distinctive digital worlds - most effective 21 % of enterprise leaders use fast messaging apps like Slack or WhatsApp for work functions, compared to 81 p.c of Born Digital employees. And only 26 % of company leaders like the use of these apps for work, compared to eighty two percent of Born Digital laborers.
intention is a privilege, now not a precedence - only 30 p.c of Born Digital personnel would go away a company that lacked goal, compared to 69 p.c of company leaders. And handiest 28 percent of Born Digital workers would leave a task if they felt the subculture didn't mirror their personality competently, in comparison to 58 p.c of company leaders.
as the statistics makes clear, these days’s company leaders are naturally disconnected from what the Born Digital truly need from work. And with the intention to unencumber their full skills and the cost they could convey, they deserve to plug in.
the future is of their hands
“successfully attracting and protecting the Born Digital will require businesses to invest within the work model and tools to create the flexible, effective and engaged work environment that this next technology of leaders craves and thrives in,” referred to Tim Minahan, government vice chairman of company strategy, Citrix. “And there is apparent business benefit to doing so.”
To quantify these benefits, Citrix worked with economists to build an financial mannequin that assessed the affect of Born Digital employees on businesses’ profitability, analyzing the connection between the measurement of a rustic’s Born Digital inhabitants and the profitability of that nation’s organizations.
“because the mannequin indicates, corporations in international locations with above-common Born Digital populations can see a rise in company gains reminiscent of more than the entire market capitalization of the FTSE one hundred.”
nations within the study with surprisingly neatly-developed training programs or younger populations in comparison to their peers – such because the US, China, the UAE, Mexico, the uk and the Netherlands – are benefiting most from the Born Digital dividend as their above-usual Born Digital populations are helping to make certain their agencies take pleasure in more advantageous profitability, now and sooner or later.
Conversely, countries with fairly older populations akin to France, Germany and Japan or lessen stages of better schooling among the many more youthful population corresponding to India, have the advantage to reap greater rewards in the event that they invest in bigger education and digital infrastructure, actively recruit younger worker's, and adapt their offices and dealing practices to suit them.
“The Born Digital are the C-Suite of tomorrow and in 2035, the success or failure of business and the world economic climate will be in their fingers,” Minahan talked about. “To cozy the long run, agencies need to cultivate more youthful laborers and adapt their offices and working practices to groom them nowadays.”
To profit further insights into the Born Digital and developing an environment in which they can thrive and bring the future of enterprise, click on right here.
concerning the examine
research methodology developed by means of Man Bites Dog, with guide from Citrix. economic modeling work performed by using consulting company Oxford Analytica and impartial opinion research conducted via analysis business Coleman Parkes.
economic modeling: A 5-step financial mannequin changed into built to estimate the association of the Born Digital (defined as highly expert, digitally-savvy employees aged 18-40) population with company profitability. The mannequin estimated this association on the firm degree across fifty three nations, which we consequently used to spotlight implications for France, Germany, the Netherlands, the uk, Mexico, the U.S., the UAE, China, India and Japan.
Opinion research: In 2020 and 2021 we interviewed 2,000 Born Digital skills laborers (750 technology Z and 1,250 Millennials) and 1,000 company leaders working in each colossal, centered corporations and mid-market companies. Respondents had been based mostly in France, Germany, the Netherlands, the uk, Mexico, the USA, the UAE, China, India and Japan. The look at concentrated on the following sectors: monetary services; healthcare and existence sciences; expertise; skilled services; manufacturing and retail.
About Citrix
Citrix (NASDAQ: CTXS) builds the cozy, unified digital workspace technology that helps businesses liberate human abilities and carry a constant workspace event at any place work needs to get finished. With Citrix, users get a seamless work experience and IT has a unified platform to comfy, manage, and monitor different applied sciences in complex cloud environments.
For Citrix buyers:
This liberate includes ahead-looking statements which might be made pursuant to the safe harbor provisions of section 27A of the Securities Act of 1933 and of section 21E of the Securities change Act of 1934. The forward-looking statements in this unlock do not constitute guarantees of future performance. these statements involve a couple of components that could trigger specific outcomes to vary materially, together with risks linked to the impact of the world economic system and uncertainty in the IT spending environment, salary boom and recognition of earnings, products and features, their building and distribution, product demand and pipeline, financial and competitive factors, the enterprise's key strategic relationships, acquisition and related integration risks in addition to different hazards particular within the company's filings with the Securities and exchange fee. Citrix assumes no duty to replace any ahead-searching information contained during this press unlock or with admire to the announcements described herein. The construction, unlock and timing of any features or functionality described for our items remains at our sole discretion and is subject to change with out be aware or session. The advice provided is for informational functions most effective and isn't a dedication, promise or criminal obligation to deliver any fabric, code or functionality and may not be relied upon in making purchasing decisions or included into any contract.
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Citrix
+1 216-396-4683Karen.master@citrix.com
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