Authentic Isaca Certification Exam CGEIT Questions Answers

Facilitating the adoption of an IT governance program in an enterprise requires addressing the behavioral and cultural aspects of change. This approach recognizes that the success of such a program depends not only on the structural and strategic elements but also on how well the people within the organization accept and adapt to the changes. Addressing cultural aspects involves engaging stakeholders, fostering a governance mindset, and overcoming resistance to change, thereby ensuring a smoother and more effective implementation. While defining roles, building business cases, and communicating strategies are critical, they must be complemented by efforts to manage the human side of change.

The quality of KPIs is the most important consideration. KPIs must be relevant, accurate, aligned with objectives, and capable of driving meaningful decision-making. Without quality evaluation, even automated or well-owned KPIs may mislead or fail to reflect performance accurately.

Assignment and automation enhance implementation, but they do not ensure the KPI's value or appropriateness for measuring success.

 An updated business case for IT resourcing is a document that provides the rationale and justification for the proposed changes in the IT staff structure, such as the number, roles, skills, and costs of the IT personnel. An updated business case for IT resourcing should align with the IT strategy and objectives, as well as the business needs and expectations. An updated business case for IT resourcing should also include the benefits, risks, and impacts of the IT staff restructure, as well as the alternatives and recommendations12.

The other options are not as effective as an updated business case for IT resourcing to support an IT staff restructure. Established IT key performance indicators (KPIs) are measures that evaluate the performance and outcomes of the IT department, such as service quality, customer satisfaction, project delivery, and innovation. Established IT KPIs are important for monitoring and reporting the IT results and achievements, but they do not necessarily support an IT staff restructure, unless they are linked to the proposed changes in the IT staff structure3. IT staff training program requirements are specifications that define the learning needs and objectives of the IT personnel, such as skills development, knowledge enhancement, and career advancement. IT staff training program requirements are beneficial for improving the capabilities and competencies of the IT staff, but they do not directly support an IT staff restructure, unless they are aligned with the new roles and responsibilities of the IT personnel4. External IT staffing benchmarks are standards or best practices that compare the IT staff structure of other organizations or industries, such as staffing ratios, skill levels, or salary ranges. External IT staffing benchmarks are useful for assessing and improving the competitiveness and efficiency of the IT department, but they do not adequately support an IT staff restructure, unless they are customized and adapted to the specific context and situation of the organization5.