{"id":17983,"date":"2026-09-21T12:43:14","date_gmt":"2026-09-21T12:43:14","guid":{"rendered":"https:\/\/www.examlabs.com\/certification\/?p=17983"},"modified":"2026-09-21T12:43:14","modified_gmt":"2026-09-21T12:43:14","slug":"servicenow-cis-hr-practice-test-questions-and-exam-dumps-part19-q361-380","status":"publish","type":"post","link":"https:\/\/www.examlabs.com\/certification\/servicenow-cis-hr-practice-test-questions-and-exam-dumps-part19-q361-380\/","title":{"rendered":"ServiceNow CIS-HR Practice Test Questions and Exam Dumps Part19 Q361-380"},"content":{"rendered":"

View Full <\/b>ServiceNow CIS-HR\u00a0 Exam Dumps<\/b><\/a> and Practice Test Dumps<\/b><\/h2>\n

 <\/p>\n

Question 361.<\/b><\/p>\n

Which HRSD component is most appropriate for storing HR-specific employee information that extends beyond the standard user record?<\/b><\/p>\n

    \n
  1. <\/b> HR Profile<\/span>
    \n<\/span>2.<\/b> HR Topic<\/span>
    \n<\/span>3.<\/b> HR Service<\/span>
    \n<\/span>4.<\/b> HR Task<\/span><\/li>\n<\/ol>\n

    Correct Answer: 1. HR Profile<\/b><\/p>\n

    Explanation:<\/b><\/p>\n

    An HR Profile stores employee-related information that is specifically useful for HR Service Delivery processes. It supplements the standard ServiceNow user record with additional HR context that can support case handling, eligibility, employee journeys, and other HR processes. HR Topics organize services, HR Services define standardized offerings, and HR Tasks represent individual pieces of fulfillment work. Keeping HR-specific information in an HR Profile helps separate employee-service data from general platform user information and supports more specialized HR processing. Because HR Profile data can be sensitive, access should be carefully controlled using appropriate security mechanisms and least-privilege principles.<\/span><\/p>\n

    Question 362.<\/b><\/p>\n

    Which HRSD configuration should be used when an employee’s country and employment type determine whether a service is available?<\/b><\/p>\n

      \n
    1. <\/b> Assignment Rule<\/span>
      \n<\/span>2.<\/b> HR Criteria<\/span>
      \n<\/span>3.<\/b> SLA Definition<\/span>
      \n<\/span>4.<\/b> HR Case Template<\/span><\/li>\n<\/ol>\n

      Correct Answer: 2. HR Criteria<\/b><\/p>\n

      Explanation:<\/b><\/p>\n

      HR Criteria are designed to identify employee populations based on HR-related attributes and conditions. Country, employment type, department, and similar employee information are common examples of factors that may determine whether a service is appropriate. Assignment Rules determine who should fulfill a case, SLA Definitions measure service timing, and HR Case Templates populate default values on records. HR Criteria therefore solve the eligibility problem. This allows organizations to offer localized or population-specific services without presenting every service to every employee, improving both compliance and the usability of the employee self-service experience.<\/span><\/p>\n

      Question 363.<\/b><\/p>\n

      Which record represents a standardized HR offering that can be requested by multiple employees over time?<\/b><\/p>\n

        \n
      1. <\/b> HR Case<\/span>
        \n<\/span>2.<\/b> HR Profile<\/span>
        \n<\/span>3.<\/b> HR Service<\/span>
        \n<\/span>4.<\/b> HR Document Template<\/span><\/li>\n<\/ol>\n

        Correct Answer: 3. HR Service<\/b><\/p>\n

        Explanation:<\/b><\/p>\n

        An HR Service defines a reusable offering such as payroll support, employment verification, benefits assistance, or leave-related help. Multiple employees can request the same service, with each request producing its own case or fulfillment process. An HR Case is an individual transactional record, an HR Profile stores employee context, and an HR Document Template provides reusable document content. HR Services help organizations create standardized request processes by defining common intake, case behavior, templates, assignment, service levels, and fulfillment expectations. This separation between service definition and individual request execution is a fundamental HRSD design concept.<\/span><\/p>\n

        Question 364.<\/b><\/p>\n

        Which record is used to track one employee’s specific interaction with HR from request through resolution?<\/b><\/p>\n

          \n
        1. <\/b> HR Topic<\/span>
          \n<\/span>2.<\/b> HR Criteria<\/span>
          \n<\/span>3.<\/b> Center of Excellence<\/span>
          \n<\/span>4.<\/b> HR Case<\/span><\/li>\n<\/ol>\n

          Correct Answer: 4. HR Case<\/b><\/p>\n

          Explanation:<\/b><\/p>\n

          An HR Case is the transactional record representing an individual employee request, issue, or HR interaction. It can include assignment, status, communications, related tasks, case details, and resolution information. HR Topics organize related services, HR Criteria control eligibility, and Centers of Excellence organize specialized HR case domains. One HR Service can generate many separate HR Cases as different employees submit requests. Understanding this distinction helps administrators design reusable services while preserving detailed tracking, history, security, and reporting for every employee interaction.<\/span><\/p>\n

          Question 365.<\/b><\/p>\n

          Which feature is most appropriate for routing a newly created HR case to a Benefits fulfillment group based on the selected service?<\/b><\/p>\n

            \n
          1. <\/b> Assignment Rule<\/span>
            \n<\/span>2.<\/b> Audience<\/span>
            \n<\/span>3.<\/b> HR Criteria<\/span>
            \n<\/span>4.<\/b> HR Topic<\/span><\/li>\n<\/ol>\n

            Correct Answer: 1. Assignment Rule<\/b><\/p>\n

            Explanation:<\/b><\/p>\n

            Assignment Rules evaluate record conditions and can automatically route a case to the appropriate user or group. If the selected HR Service indicates a benefits request, an Assignment Rule can assign the case directly to a Benefits team. Audiences and HR Criteria are used primarily for employee targeting or eligibility, while HR Topics organize related employee-facing services. Automated routing reduces manual triage and improves consistency. Assignment should still be considered separately from authorization because a case being assigned to a group does not by itself replace the need for roles, ACLs, or other security controls.<\/span><\/p>\n

            Question 366.<\/b><\/p>\n

            Which configuration should be used when every case created from a particular HR Service must start with the same priority and standard instructions?<\/b><\/p>\n

              \n
            1. <\/b> Audience<\/span>
              \n<\/span>2.<\/b> HR Template<\/span>
              \n<\/span>3.<\/b> SLA<\/span>
              \n<\/span>4.<\/b> HR Topic<\/span><\/li>\n<\/ol>\n

              Correct Answer: 2. HR Template<\/b><\/p>\n

              Explanation:<\/b><\/p>\n

              An HR Template can populate predefined values on HR Case or HR Task records. It is useful when recurring cases should begin with consistent information such as priority, description, assignment details, or fulfillment instructions. Audiences target employee experiences, SLAs measure service timing, and HR Topics organize services. Templates reduce repetitive manual entry and improve consistency across high-volume HR processes. This also supports downstream automation because workflows and agents can rely on more predictable initial data. HR Templates should be distinguished from HR Document Templates, which are used for reusable employee-facing documents rather than record initialization.<\/span><\/p>\n

              Question 367.<\/b><\/p>\n

              Which configuration is most appropriate for producing a reusable employee confirmation letter containing personalized information?<\/b><\/p>\n

                \n
              1. <\/b> HR Topic<\/span>
                \n<\/span>2.<\/b> Assignment Rule<\/span>
                \n<\/span>3.<\/b> HR Document Template<\/span>
                \n<\/span>4.<\/b> HR Criteria<\/span><\/li>\n<\/ol>\n

                Correct Answer: 3. HR Document Template<\/b><\/p>\n

                Explanation:<\/b><\/p>\n

                HR Document Templates are intended for reusable HR documents that can be personalized with employee or case information. Examples include confirmation letters, employment verification documents, or other standardized communications. HR Topics organize services, Assignment Rules route work, and HR Criteria determine employee eligibility. Document Templates improve consistency in content and formatting while reducing manual editing. They solve a different problem from HR Templates: HR Templates populate fields on case and task records, while HR Document Templates generate reusable documents. Knowing which template type is appropriate is important for both implementation design and certification scenarios.<\/span><\/p>\n

                Question 368.<\/b><\/p>\n

                Which HRSD capability should be used for a complex employee transfer involving coordinated work from HR, payroll, IT, facilities, and management?<\/b><\/p>\n

                  \n
                1. <\/b> HR Case Template<\/span>
                  \n<\/span>2.<\/b> Knowledge Management<\/span>
                  \n<\/span>3.<\/b> Assignment Rule<\/span>
                  \n<\/span>4.<\/b> Lifecycle Events<\/span><\/li>\n<\/ol>\n

                  Correct Answer: 4. Lifecycle Events<\/b><\/p>\n

                  Explanation:<\/b><\/p>\n

                  Lifecycle Events are designed for complex employee journeys involving many activities, stakeholders, and teams. A transfer may require HR data changes, payroll updates, access changes, equipment adjustments, facilities changes, and manager actions. A Lifecycle Event can orchestrate these activities as one coordinated employee process. Case Templates initialize records, Knowledge Management provides information, and Assignment Rules route individual records. Lifecycle Events provide the broader process structure needed for multi-step employee transitions and can improve visibility, sequencing, accountability, and employee experience across departments.<\/span><\/p>\n

                  Question 369.<\/b><\/p>\n

                  Which feature can be used to ensure that only a subset of employees receives a specific activity within a global Lifecycle Event?<\/b><\/p>\n

                    \n
                  1. <\/b> Audience<\/span>
                    \n<\/span>2.<\/b> Assignment Group<\/span>
                    \n<\/span>3.<\/b> SLA Schedule<\/span>
                    \n<\/span>4.<\/b> HR Case Template<\/span><\/li>\n<\/ol>\n

                    Correct Answer: 1. Audience<\/b><\/p>\n

                    Explanation:<\/b><\/p>\n

                    An Audience can identify the employee population for which a particular activity or experience is relevant. This is useful in global Lifecycle Events because some steps may apply only to certain countries, business units, or employment types. Rather than duplicating an entire journey, administrators can use targeting logic so employees receive only the activities that apply to them. Assignment Groups determine fulfillment ownership, SLA Schedules influence timing calculations, and Case Templates populate record values. Audience targeting supports more maintainable and personalized employee journeys while reducing unnecessary tasks.<\/span><\/p>\n

                    Question 370.<\/b><\/p>\n

                    Which component groups related Lifecycle Event activities into a logical stage of the employee journey?<\/b><\/p>\n

                      \n
                    1. <\/b> HR Topic<\/span>
                      \n<\/span>2.<\/b> Activity Set<\/span>
                      \n<\/span>3.<\/b> HR Profile<\/span>
                      \n<\/span>4.<\/b> Assignment Rule<\/span><\/li>\n<\/ol>\n

                      Correct Answer: 2. Activity Set<\/b><\/p>\n

                      Explanation:<\/b><\/p>\n

                      Activity Sets organize related activities into logical phases within a Lifecycle Event. A large onboarding process may contain stages such as preboarding, first-day preparation, initial setup, and follow-up. Grouping activities into Activity Sets makes complex journeys easier to understand and maintain. HR Topics organize services, HR Profiles store employee information, and Assignment Rules control routing. Activity Sets provide structural organization for a journey and help administrators understand how individual tasks and activities fit into the broader employee process. This is particularly valuable when many teams contribute work at different stages.<\/span><\/p>\n

                      Question 371.<\/b><\/p>\n

                      Which configuration determines when a Lifecycle Event should begin for an employee?<\/b><\/p>\n

                        \n
                      1. <\/b> HR Document Template<\/span>
                        \n<\/span>2.<\/b> SLA Definition<\/span>
                        \n<\/span>3.<\/b> Trigger conditions<\/span>
                        \n<\/span>4.<\/b> HR Topic<\/span><\/li>\n<\/ol>\n

                        Correct Answer: 3. Trigger conditions<\/b><\/p>\n

                        Explanation:<\/b><\/p>\n

                        Trigger conditions determine when the circumstances for starting a Lifecycle Event have been satisfied. For example, onboarding may begin when a new-hire event occurs, while a different journey may start when an employee transfer is initiated. HR Document Templates generate documents, SLAs measure time-based commitments, and HR Topics organize services. Trigger configuration is important because inaccurate conditions can lead to duplicate, missing, or prematurely started journeys. Reliable lifecycle automation therefore depends on well-designed triggers and trustworthy source data that accurately reflects the employee event.<\/span><\/p>\n

                        Question 372.<\/b><\/p>\n

                        Which configuration can automatically populate downstream lifecycle activities or tasks with employee and process information?<\/b><\/p>\n

                          \n
                        1. <\/b> HR Criteria<\/span>
                          \n<\/span>2.<\/b> Assignment Rule<\/span>
                          \n<\/span>3.<\/b> Knowledge Category<\/span>
                          \n<\/span>4.<\/b> Activity field mapping<\/span><\/li>\n<\/ol>\n

                          Correct Answer: 4. Activity field mapping<\/b><\/p>\n

                          Explanation:<\/b><\/p>\n

                          Activity field mapping allows relevant information from the Lifecycle Event context to be passed into generated activities or tasks. This can include employee identifiers, start dates, managers, locations, departments, or other process-specific values. HR Criteria control eligibility, Assignment Rules determine ownership, and Knowledge Categories organize articles. Field mappings reduce repetitive manual entry and help ensure downstream teams receive accurate context automatically. They are especially valuable in complex employee journeys where several departments receive different tasks but all depend on information from the same parent lifecycle process.<\/span><\/p>\n

                          Question 373.<\/b><\/p>\n

                          Which HRSD architecture concept is most appropriate when different HR functional domains require specialized case fields and security?<\/b><\/p>\n

                            \n
                          1. <\/b> Centers of Excellence<\/span>
                            \n<\/span>2.<\/b> HR Topics<\/span>
                            \n<\/span>3.<\/b> Knowledge Categories<\/span>
                            \n<\/span>4.<\/b> SLA Schedules<\/span><\/li>\n<\/ol>\n

                            Correct Answer: 1. Centers of Excellence<\/b><\/p>\n

                            Explanation:<\/b><\/p>\n

                            Centers of Excellence, or COEs, organize HR case management around functional HR domains such as payroll, benefits, employee relations, or other specialized areas. Different COEs can support unique fields, workflows, assignment models, and security controls while still using the broader HR case framework. HR Topics help employees navigate services but do not provide the same case specialization. Knowledge Categories organize articles, and SLA Schedules control time calculations. COE design should be based on meaningful business differences, particularly when process or confidentiality requirements vary substantially between HR domains.<\/span><\/p>\n

                            Question 374.<\/b><\/p>\n

                            Which requirement most strongly supports creating a separate Center of Excellence?<\/b><\/p>\n

                              \n
                            1. <\/b> A service needs a new icon<\/span>
                              \n<\/span>2.<\/b> A functional HR area requires its own fields, workflows, ownership, and security controls<\/span>
                              \n<\/span>3.<\/b> A knowledge article needs a new title<\/span>
                              \n<\/span>4.<\/b> One case needs a different priority<\/span><\/li>\n<\/ol>\n

                              Correct Answer: 2. A functional HR area requires its own fields, workflows, ownership, and security controls<\/b><\/p>\n

                              Explanation:<\/b><\/p>\n

                              A separate COE is most justified when an HR domain has substantial process, data, ownership, or security requirements that differ from existing case types. Unique fields, specialized workflows, dedicated fulfillment teams, and tighter confidentiality controls are good indicators. A visual change, knowledge update, or one-off priority adjustment does not require new case architecture. Creating unnecessary COEs increases administrative complexity, so they should be introduced only where meaningful specialization is needed. Proper COE design helps balance common HR functionality with the unique requirements of particular HR disciplines.<\/span><\/p>\n

                              Question 375.<\/b><\/p>\n

                              Which combination is most appropriate for authorizing an HR agent to work a restricted category of cases?<\/b><\/p>\n

                                \n
                              1. <\/b> HR Topic and Audience<\/span>
                                \n<\/span>2.<\/b> Knowledge Category and SLA<\/span>
                                \n<\/span>3.<\/b> Appropriate roles and group membership<\/span>
                                \n<\/span>4.<\/b> HR Criteria and Case Template<\/span><\/li>\n<\/ol>\n

                                Correct Answer: 3. Appropriate roles and group membership<\/b><\/p>\n

                                Explanation:<\/b><\/p>\n

                                Roles and group membership are central to authorization and fulfillment ownership in ServiceNow. Roles determine what functionality or records a user is permitted to access, while groups commonly represent teams responsible for specific categories of work. HR Topics and Audiences organize or target employee experiences, while HR Criteria define employee populations. Templates populate record values. Secure HRSD design should grant only the permissions needed for an agent’s responsibilities. Assignment and authorization are separate concerns: a record can be assigned to a group, but users still need appropriate security access to work the record.<\/span><\/p>\n

                                Question 376.<\/b><\/p>\n

                                Which concept can describe an HR agent’s expertise and support appropriate work distribution without replacing security authorization?<\/b><\/p>\n

                                  \n
                                1. <\/b> HR Profile<\/span>
                                  \n<\/span>2.<\/b> SLA<\/span>
                                  \n<\/span>3.<\/b> HR Topic<\/span>
                                  \n<\/span>4.<\/b> Skill<\/span><\/li>\n<\/ol>\n

                                  Correct Answer: 4. Skill<\/b><\/p>\n

                                  Explanation:<\/b><\/p>\n

                                  A Skill can represent an agent’s area of expertise or capability, such as payroll, benefits, immigration, or employee relations. Skills may be used to help distribute work to individuals who are best qualified to handle it. They do not replace roles, groups, ACLs, or other security mechanisms. An agent can possess a skill but still require proper authorization before accessing a sensitive case. HR Profiles store employee context, SLAs measure service performance, and HR Topics organize services. Distinguishing expertise from authorization helps organizations create effective and secure assignment models.<\/span><\/p>\n

                                  Question 377.<\/b><\/p>\n

                                  Which security principle should be applied when handling confidential employee-relations investigations?<\/b><\/p>\n

                                    \n
                                  1. <\/b> Least privilege<\/span>
                                    \n<\/span>2.<\/b> Public visibility<\/span>
                                    \n<\/span>3.<\/b> Universal HR access<\/span>
                                    \n<\/span>4.<\/b> Anonymous access<\/span><\/li>\n<\/ol>\n

                                    Correct Answer: 1. Least privilege<\/b><\/p>\n

                                    Explanation:<\/b><\/p>\n

                                    Least privilege means granting users only the access necessary to perform their legitimate responsibilities. Employee-relations investigations may contain highly sensitive information including complaints, witness details, disciplinary matters, performance concerns, or other confidential employee information. Broad access increases privacy and compliance risk. HRSD security should therefore use roles, groups, ACLs, and contextual security controls to restrict these records appropriately. Least privilege should apply not only to HR agents but also to administrators, developers, and technical users who may otherwise receive unnecessarily broad access to sensitive HR information.<\/span><\/p>\n

                                    Question 378.<\/b><\/p>\n

                                    Which statement best describes contextual HR security?<\/b><\/p>\n

                                      \n
                                    1. <\/b> It replaces every platform ACL<\/span>
                                      \n<\/span>2.<\/b> It can apply additional restrictions based on the context and sensitivity of the HR record<\/span>
                                      \n<\/span>3.<\/b> It is used only for Employee Center branding<\/span>
                                      \n<\/span>4.<\/b> It applies only to SLA reporting<\/span><\/li>\n<\/ol>\n

                                      Correct Answer: 2. It can apply additional restrictions based on the context and sensitivity of the HR record<\/b><\/p>\n

                                      Explanation:<\/b><\/p>\n

                                      Contextual HR security can provide an additional layer of access control based on the nature of the record and the user’s relationship to the work. A user with general HR case access may still be restricted from viewing highly sensitive employee-relations or investigation cases. Contextual security complements core platform controls such as roles and ACLs rather than replacing them. It is unrelated to portal branding or service-level reporting. Layered security is particularly valuable in HR because different case types can vary dramatically in sensitivity even when they are part of the same overall HRSD environment.<\/span><\/p>\n

                                      Question 379.<\/b><\/p>\n

                                      Which approach best supports maintainability when an organization has a large HR Service catalog?<\/b><\/p>\n

                                        \n
                                      1. <\/b> Use a consistent design standard for categorization, eligibility, defaults, assignment, SLAs, security, and fulfillment<\/span>
                                        \n<\/span>2.<\/b> Configure every service using unrelated conventions<\/span>
                                        \n<\/span>3.<\/b> Use one generic service for every request<\/span>
                                        \n<\/span>4.<\/b> Avoid assigning ownership until after deployment<\/span><\/li>\n<\/ol>\n

                                        Correct Answer: 1. Use a consistent design standard for categorization, eligibility, defaults, assignment, SLAs, security, and fulfillment<\/b><\/p>\n

                                        Explanation:<\/b><\/p>\n

                                        A consistent service-design framework helps administrators manage a growing HR Service catalog effectively. Each service should have a clear purpose, understandable classification, employee eligibility model, standard case defaults, defined ownership, service-level expectations, security requirements, and fulfillment process. Unrelated conventions make troubleshooting, governance, and reporting difficult. A generic service also creates poor employee experiences and excessive manual triage. Clear service ownership should exist before production deployment. Standardization improves employee navigation, agent productivity, and long-term maintainability while still allowing justified differences between individual services.<\/span><\/p>\n

                                        Question 380.<\/b><\/p>\n

                                        Which sequence best represents a mature HRSD flow from employee targeting through secure fulfillment?<\/b><\/p>\n

                                          \n
                                        1. <\/b> Incident \u2192 Problem \u2192 Change \u2192 CMDB<\/span>
                                          \n<\/span>2.<\/b> HR Agent Workspace \u2192 Discovery \u2192 Event Management<\/span>
                                          \n<\/span>3.<\/b> Knowledge Category \u2192 Configuration Item \u2192 Change Request<\/span>
                                          \n<\/span>4.<\/b> HR Criteria or Audience \u2192 Employee Center\/HR Service \u2192 HR Case or Lifecycle Event \u2192 Activity Sets and HR Tasks \u2192 Authorized fulfillment**<\/span><\/li>\n<\/ol>\n

                                          Correct Answer: 4. HR Criteria or Audience \u2192 Employee Center\/HR Service \u2192 HR Case or Lifecycle Event \u2192 Activity Sets and HR Tasks \u2192 Authorized fulfillment<\/b><\/p>\n

                                          Explanation:<\/b><\/p>\n

                                          A mature HRSD process can begin with HR Criteria or Audience targeting so only relevant employees receive a service or activity. Employee Center provides a self-service entry point to HR knowledge and HR Services. A straightforward request may create an HR Case, while a complex employee transition such as onboarding, transfer, or offboarding may initiate a Lifecycle Event. Activity Sets and HR Tasks organize detailed fulfillment work. Authorized teams then complete the process using appropriate assignment logic, roles, groups, ACLs, contextual security, templates, and service-level controls. This sequence connects employee targeting, self-service, standardized offerings, case management, journey orchestration, task execution, and secure fulfillment into one coherent HR Service Delivery model.<\/span><\/p>\n

                                           <\/p>\n","protected":false},"excerpt":{"rendered":"

                                          View Full ServiceNow CIS-HR\u00a0 Exam Dumps and Practice Test Dumps   Question 361. Which HRSD component is most appropriate for storing HR-specific employee information that extends beyond the standard user record? HR Profile 2. HR Topic 3. HR Service 4. HR Task Correct Answer: 1. HR Profile Explanation: An HR Profile stores employee-related information that […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[1648,1647],"tags":[],"_links":{"self":[{"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/posts\/17983"}],"collection":[{"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/comments?post=17983"}],"version-history":[{"count":1,"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/posts\/17983\/revisions"}],"predecessor-version":[{"id":17984,"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/posts\/17983\/revisions\/17984"}],"wp:attachment":[{"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/media?parent=17983"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/categories?post=17983"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.examlabs.com\/certification\/wp-json\/wp\/v2\/tags?post=17983"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}