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Exam Number : SPLK-1003
Exam Name : Splunk Enterprise Certified Admin
Vendor Name : Splunk
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SPLK-1003 test Format | SPLK-1003 Course Contents | SPLK-1003 Course Outline | SPLK-1003 test Syllabus | SPLK-1003 test Objectives


The Splunk Enterprise Certified Admin test is the final step towards completion of the Splunk Enterprise Certified Admin certification. This upper-level certification test is a 57-minute, 63-question assessment which evaluates a candidates knowledge and skills to manage various components of Splunk on a daily basis, including the health of the Splunk installation. Candidates can expect an additional 3 minutes to review the test agreement, for a total seat time of 60 minutes. It is recommended that candidates for this certification complete the lecture, hands-on labs, and quizzes that are part of the Splunk Enterprise System Administration and Splunk Enterprise Data Administration courses in order to be prepared for the certification exam. Splunk Enterprise Certified Admin is a required prerequisite to the Splunk Enterprise Certified Architect and Splunk Certified Developer certification tracks.
The Splunk Enterprise System Administration course focuses on administrators who manage a Splunk Enterprise environment. courses include Splunk license manager, indexers and search heads, configuration, management, and monitoring. The Splunk Enterprise Data Administration course targets administrators who are responsible for getting data into Splunk. The course provides content about Splunk forwarders and methods to get remote data into Splunk.
The following content areas are general guidelines for the content to be included on the exam:
=> Splunk deployment overview
=> License management
=> Splunk apps
=> Splunk configuration files
=> Users, roles, and authentication
=> Getting data in
=> Distributed search
=> Introduction to Splunk clusters
=> Deploy forwarders with Forwarder Management
=> Configure common Splunk data inputs
=> Customize the input parsing process

1.0 Splunk Admin Basics 5%
1.1 Identify Splunk components
2.0 License Management 5%
2.1 Identify license types
2.2 Understand license violations
3.0 Splunk Configuration Files 5%
3.1 Describe Splunk configuration directory structure
3.2 Understand configuration layering
3.3 Understand configuration precedence
3.4 Use btool to examine configuration settings
4.0 Splunk Indexes 10%
4.1 Describe index structure
4.2 List types of index buckets
4.3 Check index data integrity
4.4 Describe indexes.conf options
4.5 Describe the fishbucket
4.6 Apply a data retention policy
5.0 Splunk User Management 5%
5.1 Describe user roles in Splunk
5.2 Create a custom role
5.3 Add Splunk users
6.0 Splunk Authentication Management 5%
6.1 Integrate Splunk with LDAP
6.2 List other user authentication options
6.3 Describe the steps to enable Multifactor Authentication in Splunk
7.0 Getting Data In 5%
7.1 Describe the basic settings for an input
7.2 List Splunk forwarder types
7.3 Configure the forwarder
7.4 Add an input to UF using CLI
8.0 Distributed Search 10%
8.1 Describe how distributed search works
8.2 Explain the roles of the search head and search peers
8.3 Configure a distributed search group
8.4 List search head scaling options
9.0 Getting Data In – Staging 5%
9.1 List the three phases of the Splunk Indexing process
9.2 List Splunk input options
10.0 Configuring Forwarders 5%
10.1 Configure Forwarders
10.2 Identify additional Forwarder options
11.0 Forwarder Management 10%
11.1 Explain the use of Deployment Management
11.2 Describe Splunk Deployment Server
11.3 Manage forwarders using deployment apps
11.4 Configure deployment clients
11.5 Configure client groups
11.6 Monitor forwarder management activities
12.0 Monitor Inputs 5%
12.1 Create file and directory monitor inputs
12.2 Use optional settings for monitor inputs
12.3 Deploy a remote monitor input
13.0 Network and Scripted Inputs 5%
13.1 Create network (TCP and UDP) inputs
13.2 Describe optional settings for network inputs
13.3 Create a basic scripted input
14.0 Agentless Inputs 5%
14.1 Identify Windows input types and uses
14.2 Describe HTTP Event Collector
15.0 Fine Tuning Inputs 5%
15.1 Understand the default processing that occurs during input phase
15.2 Configure input phase options, such as sourcetype fine-tuning and character set encoding
16.0 Parsing Phase and Data 5%
16.1 Understand the default processing that occurs during parsing
16.2 Optimize and configure event line breaking
16.3 Explain how timestamps and time zones are extracted or assigned to events
16.4 Use Data Preview to validate event creation during the parsing phase
17.0 Manipulating Raw Data 5%
17.1 Explain how data transformations are defined and invoked
17.2 Use transformations with props.conf and transforms.conf to:
=> Mask or delete raw data as it is being indexed
=> Override sourcetype or host based upon event values
=> Route events to specific indexes based on event content
=> Prevent unwanted events from being indexed
17.3 Use SEDCMD to modify raw data



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Splunk Certified outline

16 ways to be sure Your Tech skill wants to live along with your company | SPLK-1003 Free PDF and braindumps

now not many years ago, tech agencies were only in competition with other tech businesses when it got here to discovering and retaining the most reliable tech authorities. Now, however, with most groups elegant on expertise at some degree, the competition for tech ability has grown exponentially. Add in today’s tight employees’ market, and recruiting and preserving the best possible tech pros has turn into a real challenge.

Tech leaders have at all times general that their group contributors are their biggest asset, and that they’re concentrated on making a welcoming, nurturing and pleasing work ambiance in order that their crew participants choose to reside with them longer. under, 16 leaders from Forbes know-how Council share methods a corporation can make certain its good tech talent wants to dwell and assist with reaching its mission.

participants of Forbes expertise Council suggest how to be certain your tech skill wants to reside together with your company.

pictures courtesy of the individual contributors.

1. assist every employee obtain What They’re attempting to find

each employee needs their supervisor to have considerate discussions with them after which with the leadership crew about their performance, their work and how to keep them engaged and enthusiastic about what they’re working on. every employee has a distinct personality, and each desires their own reward from working in tech. leadership teams should exit of their approach to center of attention on helping each employee obtain what they need out of their profession. - Eli Skenandore, Fount

2. cover the entire essentials Tech execs search for

every tech expert is hunting for challenging work, decent pay, a superb crew, a knowledgeable supervisor and an effective career route. In today’s market, most professionals are specializing in good pay—they might also keep away from difficult work due to the inability of a good crew and/or a well informed manager. corporations should center of attention on featuring a transparent profession increase roadmap, a good work atmosphere, group building and smartly-described job descriptions. - Rishi Agrawal, 3i Infotech

Forbes expertise Council is an invitation-only community for world-type CIOs, CTOs and know-how executives. Do I qualify?

3. make sure They Care concerning the issue You’re solving

Tech talent leaves as a result of they don’t care in regards to the problem you’re solving. It’s critical to recruit for this: Does the candidate care about your problem, market and clients? although they have knowledge, they need to care. in any other case, it’s only a “job,” and it will be treated as such. You additionally need to reiterate, remind about and rejoice the methods you’re helping clients and solving complications for individuals. - Amanda Richardson, CoderPad

four. motivate Inventiveness

Relationships aren’t just bits of information in a CRM—their cost is at the core of how to run a startup. employee attrition results from feeling undervalued. however “team membership” can’t be a platitude. inspire personnel to be artistic and bosses to be open-minded and of provider to their group. then you definitely’ll be rewarded by way of a personnel who feels listened to and continues to be loyal 12 months after 12 months. - Ray Zhou, Affinity

5. supply alternatives For boom And construction

first rate tech ability leaves as a result of they lose interest or don’t suppose challenged. Their survey discovered that 59% of IT professionals who switched jobs within the past 12 months did so as a result of a scarcity of increase and construction alternatives. organizations need to foster a learning way of life with clear growth paths that encompass arms-on gaining knowledge of and upskilling, certification paths, entertaining tasks, and profession development. - Potoula Chresomales, Skillsoft

6. enable Them To take part within the inventive procedure

every tech knowledgeable craves two things in an organization lifestyle: First, that it helps their creativity and ideas, and 2d, that it allows for them to share their ideas and innovation to increase the enterprise and society at massive. When these basic wants don't seem to be met, tech talent will constantly search for different alternatives. funds and cognizance are very vital; besides the fact that children, illustration in the artistic technique is completely essential. - Chaitra Vedullapalli, women in Cloud

7. aid Their feelings Of Psychological safeguard

some of the primary drivers of tech ability satisfaction is psychological safety. There are a number of issues that may aid. Promote and Strengthen your enterprise’s dedication to range and inclusion. control workload expectations and align ability degrees to evade burnout and inefficiency. set up time-honored and consistent communique that promotes bidirectional feedback. permit flexible work schedules that are aligned with each crew member’s job profile. and finally, embrace failure and promote a convention of innocent retrospectives. - Sudhakar Namasivayam, Overstock.com

eight. Watch cautiously For Burnout

one of the most largest how you can keep away from turnover is to look forward to burnout. they will greater than double their crew this 12 months, and they know all their teammates are working challenging to fulfill the current excessive demand. To fight burnout, they now have a mandatory three-week holiday rule for all personnel so that their crew can reset after complicated sprints. - Ryan Jones, Florence Healthcare

9. provide exposure To alternative applied sciences

frequently, whether your tech team experiences excessive turnover comes right down to growth potentialities and the exposure to alternative technologies that expand an employee’s learning. funds performs a role, sure, however most employees—peculiarly folks that are more youthful—are more concentrated on the intangibles. flexible hours, improved discovering opportunities (inside or exterior) and a certainly described succession or growth plan retain personnel engaged and committed over the future. - Len Covello, engage individuals Inc.

10. support each and every team Member advance a private growth Plan

a technique for ability retention is important in the latest market. Two things which are vital for retention are organizational way of life and increase opportunities when it comes to tasks and expertise publicity. thus, to be certain ability continues to develop with the company, it’s crucial to work with each and every group member to put together an individualized plan that enables them an opportunity to grow with the organization. - Apurva Kadakia, Hanu

11. allow them to Work With The existing know-how

Tech skill will go away in the event that they aren't engaged on modern know-how. For IT individuals, “having the appropriate capabilities” equals foreign money. in case you have the correct abilities, you're greater beneficial available in the market. in case you spend too lengthy in one vicinity using the equal tech skill, you start getting left at the back of. Have a plan for individuals to maintain their technological knowledge on the cutting edge. - David Moise, make a decision Consulting

12. be sure Them You’re aware about Their cost

good tech skill can go away your organization as soon as they recognize their authentic market price. in the event that they are well networked, ambitious and fair to themselves, they're going to choose the most competitive compensation and a advanced work environment. a fair leader should still stage with a team member just before them taking this step and perhaps locate a means to maintain them. - David Valverde Vargas, Pranos

13. provide Them Autonomy

the important thing to attracting and holding properly skill is empowering them with the autonomy to do what they do most appropriate. if your employee comes to work everyday excited about what they’re engaged on and what their crew is constructing, it creates a ripple effect that positively impacts your enterprise’s productiveness, morale and way of life. - Jason Jantz, ReadyMode

14. reflect Your external Values Internally

We comprehend employees who love the corporations they work for are often inspired by the mission, values and services that their company gives you. The most appropriate tech skill is highly more likely to be mission-led and intention-driven. If the inside lifestyle of their business reflects the values that the enterprise promotes externally, they will suppose a powerful connection and will go to splendid lengths to make it a hit. - James Duez, Rainbird technologies

15. advance A subculture Of Belonging, ownership And affect

in this market, there are many explanations for an employee to go away, from stronger perks to greater flexibility and higher compensation. I find that organizations with the optimum retention are these where personnel have a way of belonging, ownership and impact. The superior they will do as leaders is to create a lifestyle of inclusion, visualize the have an impact on and price of every worker’s work and encourage good fun. - Joey Baruch, Alvarez & Marsal DIG

sixteen. let them know The significance Of Their Work To company desires

frequently the tech group works on a small part of a larger equipment or addresses a extremely specific characteristic improve. Engineers get frustrated once they have no conception how their efforts contribute to the normal success of the business. quick weekly conferences that define the team’s growth and its magnitude to the business can also be useful. are attempting to keep core groups together that allows you to conclude the work. - Susan Lang, XIL fitness, LLC


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