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ASTQB ISTQB-Advanced-Level-2 : ISTQB Advanced LevelTest Analyst exam Exam

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Test Number : ISTQB-Advanced-Level-2
Test Name : ISTQB Advanced LevelTest Analyst Exam
Vendor Name : ASTQB
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ISTQB-Advanced-Level-2 exam Format | ISTQB-Advanced-Level-2 Course Contents | ISTQB-Advanced-Level-2 Course Outline | ISTQB-Advanced-Level-2 exam Syllabus | ISTQB-Advanced-Level-2 exam Objectives


An Advanced Level Technical Test Analyst can:
- recognize and classify the typical risks associated with the performance, security, reliability, portability and maintainability of software systems;
- provide technical elements to the planning, design and execution of tests for mitigating performance, security, reliability, portability and maintainability risks;
- select and apply appropriate white-box test techniques to ensure that tests provide an adequate level of confidence, based on design coverage;
- effectively participate in reviews with developers and software architects applying knowledge of typical defects in the code and architecture;
- Boost the quality characteristics of code and architecture by making use of different analysis techniques;
- outline the costs and benefits to be expected from introducing particular types of test automation.
- select appropriate tools to automate technical testing tasks;
- understand the technical issues and concepts in applying test automation.

Learning Objectives
- Summarize the generic risk factors that the Technical Test Analyst typically needs to consider.
- Summarize the activities of the Technical Test Analyst within a risk-based approach for testing activities.
- Write test cases from a given specification item by applying the Statement testing test technique to achieve a defined level of coverage.
- Write test cases from a given specification item by applying the Modified Condition/Decision Coverage (MC/DC) test technique to achieve coverage.
- Write test cases from a given specification item by applying the Multiple Condition testing test technique to achieve a defined level of coverage.
- Write test cases from a given specification item by applying McCabe's Simplified Baseline Method.
- Understand the applicability of API testing and the kinds of defects it finds.
- Select an appropriate white-box test technique according to a given project situation.
- Use control flow analysis to detect if code has any control flow anomalies.
- Explain how data flow analysis is used to detect if code has any data flow anomalies.
- Propose ways to Boost the maintainability of code by applying static analysis.
- Explain the use of call graphs for establishing integration testing strategies.
- Apply dynamic analysis to achieve a specified goal.
- For a particular project and system under test, analyze the non-functional requirements and write the respective sections of the test plan.
- Given a particular product risk, define the particular non-functional test type(s) which are most appropriate.
- Understand and explain the stages in an applications lifecycle where non-functional tests should be applied.
- For a given scenario, define the types of defects you would expect to find by using non-functional testing types.
- Explain the reasons for including security testing in a test strategy and/or test approach.
- Explain the principal aspects to be considered in planning and specifying security tests.
- Explain the reasons for including reliability testing in a test strategy and/or test approach.
- Explain the principal aspects to be considered in planning and specifying reliability tests.
- Explain the reasons for including performance testing in a test strategy and/or test approach.
- Explain the principal aspects to be considered in planning and specifying performance efficiency tests.
- Explain the reasons for including maintainability testing in a testing strategy and/or test approach.
- Explain the reasons for including portability tests in a testing strategy and/or test approach.
- Explain the reasons for compatibility testing in a testing strategy and/or test approach.
- Explain why review preparation is important for the Technical Test Analyst.
- Analyze an architectural design and identify problems according to a checklist provided in the syllabus.
- Analyze a section of code or pseudo-code and identify problems according to a checklist provided in the syllabus.
- Summarize the activities that the Technical Test Analyst performs when setting up a test automation project.
- Summarize the differences between data-driven and keyword-driven automation.
- Summarize common technical issues that cause automation projects to fail to achieve the planned return on investment.
- Construct keywords based on a given business process.
- Summarize the purpose of tools for fault seeding and fault injection.
- Summarize the main characteristics and implementation issues for performance testing tools.
- Explain the general purpose of tools used for web-based testing.
- Explain how tools support the practice of model-based testing.
- Outline the purpose of tools used to support component testing and the build process.
- Outline the purpose of tools used to support mobile application testing.



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ASTQB Study Guide

How the autistic inhabitants might solve the tech business’s largest problem | ISTQB-Advanced-Level-2 Practice Questions and exam Braindumps

while know-how is transforming the style they work at what looks like an ever-increasing pace, there’s one apparently intractable difficulty keeping it back: the tech skill crisis. 

in line with a fresh study with the aid of Harvey Nash and KPMG, the tech skill scarcity is at the optimum level now than it has been seeing that 2008. advantage in records analytics, cyber security, synthetic intelligence and transformation are exceptionally scarce – and these shortages act as a bottleneck to growth. 

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Many organizations are already beginning to suppose the ache from this. sixty five% of respondents to the Harvey Nash and KPMG survey stated that hiring challenges are hurting the industry. Left without action, the difficulty will most effective enlarge; in accordance with analysis performed by means of Korn Ferry in 2018, there will be a world shortage of 4.3 million tech workers with the aid of 2030. the U.S., presently the area’s leading expertise market, can are expecting to lose out on $162.25 billion (£a hundred thirty.6 billion)because of this. China, meanwhile, might fail to see $forty four.45 billion (£35.seventy eight billion), and the united kingdom will fail to realise very nearly 9% of the field’s capabilities salary.

regardless of this burgeoning issue, there’s a huge group of individuals which have the skills to fill these jobs, however that have been largely overlooked with the aid of the industry to date: the neurodiverse population, primarily these with autism. 

An untapped skill pool 

Autism affects more than one in 100 individuals within the UK, according to Autism UK, and it's estimated that round one in seven individuals (greater than 15% of the population) are neurodivergent – a large time period that refers to people who have autism, ADHD, dyspraxia and other neurodevelopmental circumstances.  “lamentably, unemployment and underemployment for these people can run as excessive as eighty%,” explains Thorkil Sonne, the founder and chair of Specialisterne basis, a not-for-income enterprise that is working across the world to support neurodiverse people obtain core features in the labour market. 

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The usual recruitment and selection system is the greatest barrier for neurodiverse adults in getting into the job market. ordinary recruitment tactics typically use the interview as a method to gauge a candidate’s suitability for a task, but this best in fact tells the company how neatly a person can sell themselves and construct rapport in a brief window of time – very unreliable markers for the neurodiverse, in particular these with autism.

“Job interviews can cause excessive worry and anxiety for somebody on the [autism] spectrum and adversely affect how the agency sees that adult,” says Julie Robertson, CEO at Specialisterne Australia. “We find that many autistic adults won’t even practice for jobs that they are well-suitable to simply as a result of they comprehend they've difficulties with the interview technique.” 

Sonne concurs: “Many neurodiverse individuals don’t have the social knowledge to do well in a job interview – they truly fight to provoke an corporation as a result of they could’t effectively communicate their strengths and that they struggle to make eye contact,” he explains. “They regularly play down their expertise because they set the bar larger than neurotypical individuals – to a few, anything else wanting perfection is unacceptable.”

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despite this, Sonne believes that neurodiverse americans, principally those with autism, are completely positioned for the know-how sector. 

Pushing for trade 

Sonne has first-hand experience of why this can be the case. In his previous role as technical director of a Danish utility mission, he faced distinctive challenges in sourcing the appropriate ability. “We truly struggled to locate individuals with good reminiscences, advanced focus potential, extraordinary consideration to detail, high accuracy in repetitive initiatives, who had been honest and straightforward and who had a delight in what they were doing,” he explains. “however these are typical qualities of those that are neurodiverse. really, autistic individuals might actually have an abilities over many neurotypical individuals when it involves many of these expertise.”

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With all this in intellect, Sonne is working challenging to impact change. He install Specialisterne, which translates from Danish as “The consultants”, in 2003 to create significant job alternatives for neurodiverse individuals. 

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“We work to assist neurodiverse candidates in a few key techniques,” explains Peter Brabazon, CEO and accepted manager at Specialisterne ireland. “We establish and examine candidates to get a full realizing of what they could or can’t do. They then work with employers to create neurodiverse-friendly interviews that are competency-based. once a candidate is accredited, they be sure they identify a chum or mentor that may guide them. They additionally provide ongoing aid for candidates within the months and years that observe.” 

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Robertson says what’s key's to take a affected person method to looking at the skills, passions and skill units of candidates over a length of weeks. “This allows for the provider to engage with candidates to study and foster the ability sets and traits they are seeking for in their employees, which makes for a greater recommended hiring resolution,” she explains. “Equally, the candidate involves be taught more in regards to the job role, work atmosphere and group to allow them to make a more advised determination about the suitability of a position for them.”

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Specialisterne’s efforts are already paying off. nowadays the organisation has a presence in 12 international locations across the globe and is working with a large number of companions together with the United countries and the realm financial discussion board to fulfil its mission to facilitate a million jobs for the neurodiverse.

constant progress is already being made in opposition t this aim. one among Specialisterne’s largest purchasers is international technology firm SAP, which, via its Autism at Work programme, has committed to filling 1% of its personnel with individuals on the autistic spectrum. 

“Our candidates, now employees in SAP, have proven and proceed to reveal exquisite loyalty to the company and are extremely dedicated worker's with a wide array of talents and potential,” referred to Brabazon. 

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IBM, in the meantime, has been working with Specialisterne teams throughout numerous nations. “we have had a long affiliation with IBM both globally and in Australia,” says Robertson. “Following on from a a hit programme in the united states, IBM partnered with Specialisterne Australia to run the IBM Neurodiversity application on the client Innovation Centre in Ballarat, Victoria. there have been 10 numerous roles in IT recognized together with checking out, setting up, records analytics and enterprise analytics. throughout Australia there was big pastime from autistic jobseekers in these roles. The candidate’s talents were assessed over three weeks with a variety of arms on actions including a pre-preference recreation created and administered by way of IBM.”

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And software engineering and know-how firms Nagarro and Tricentis had been working with Specialisterne Austria to coach neurodiverse ability for jobs in software checking out. They’ve created an eight week programme which prepares candidates – some of whom may no longer have any prior experience in IT – for an internationally known ISTQB certification, amongst others. The programme is now in its fifth 12 months and is seeing a placement expense of eighty% and over. 

remarkable advantages 

These business pioneers are immediately realising the extremely good benefits that neurodiverse groups can carry to their establishments. 

SAP experiences examples of neurodivergent employees participating on groups that generated huge innovations, including somebody who helped develop a technical repair price an estimated $forty million (£32.2 million)in discounts. A programme at HPE, in the meantime, suggests that the supplier’s neurodiverse trying out groups are 30% more productive than others. 

That’s not to mention a pilot at multinational knowledgeable capabilities enterprise EY, which in comparison the work generated by neurodiverse and neurotypical account support experts. satisfactory, effectivity and productivity were related, but the neurodiverse personnel excelled at innovation. within the first month, they identified system advancements that reduce the time for technical practicing in half. They realized a way to automate tactics far quicker than the neurotypical account experts they proficient with. They then used the ensuing downtime to create working towards video clips to aid all experts be taught automation extra right away.

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“Our journey indicates that neurodiverse groups can show to be an amazing asset, using business price in locations that attempt for excellence and innovation,” says Christine Krautzer, managing director at Specialisterne Austria. “companies improvement by using discovering a perfect match for an open position, but they are also very prone to see increases in productiveness in the group usual. The onboarding of neurodiverse ability can moreover lead to a minimisation of mistakes, method optimisations and therefore charge rate reductions. The particular person is meanwhile empowered to steer a self-determined, economically impartial existence. it's a transparent win-win and in regards to UN’s sustainable development dreams of inclusion and better equality to labour market entry, it is additionally an impressive outcomes for society as an entire.” 

obviously first-rate development is being made – and an expanding variety of know-how establishments are opening their eyes to the benefits of hiring neurodiverse personnel. youngsters, Sonne believes that there remains lots of work to be achieved. 

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“In widely wide-spread, organizations are nonetheless very laser-concentrated on social advantage when it comes to employees,” he says. “This should trade. in its place of coaching autistic americans to behave like non-autistic people, they are working on changing the labour market to make it extra inclusive and adaptive for the advantage of all. They need corporations to keep in mind that, given the right guide, a neurodiverse adult couldn't just hold down a job, however be the most reliable adult for it. The adoption of neurodiverse groups might also aid many know-how businesses to keep away from a doubtlessly devastating talent shortage within the years to come back.”

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