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  • How to exclude a folder in svn checkout in maven?

    - by Udo Fholl
    Hi all, Im using maven to checkout some projects. I don't want maven to checkout a folder. But it seems to ignore the excludes tag in configuration. This is the svn structure: trunk/ | L_ folder_to_include | L_ folder_to_ignore And here it goes a sample of the pom.xml: <execution> <id>checkout_application</id> <configuration> <connectionUrl>hostname</connectionUrl> <checkoutDirectory>checkout_folder</checkoutDirectory> <excludes>folder_to_ignore</excludes> </configuration> <phase>process-resources</phase> <goals> <goal>checkout</goal> </goals> </execution> Sorry for the poor formatting and my english. I wasn't able to insert proper tabulation (four spaces?). Thank you! Udo.

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  • Maven - Include dependent libs in jar without unpacking dependencies?

    - by Marcus
    We're trying to build a client jar that includes unpacked depenedent jar's. And the manifest should have class-path entries to the dependent jars. The snippet below works but the jars are unpacked - how can we stop the jars from being unpacked? <plugin> <artifactId>maven-assembly-plugin</artifactId> <configuration> <descriptorRefs> <descriptorRef>jar-with-dependencies</descriptorRef> </descriptorRefs> <archive> <manifest> <addClasspath>true</addClasspath> </manifest> </archive> </configuration> <executions> <execution> <id>make-assembly</id> <phase>package</phase> <goals> <goal>single</goal> </goals> </execution> </executions> </plugin>

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  • Maven jaxb generate plugin to read xsd files from multiple directories

    - by ziggy
    If i have xsd file in the following directories src/main/resources/xsd src/main/resources/schema/common src/main/resources/schema/soap How can i instruct the maven jaxb plugin to generate jaxb classes using all schema files in the above directory? I can get it to generate the class files if i specify one of the folders but i cant get i dont know how to include all three folders. Here is how i generate the files for one folder: <plugin> <groupId>org.jvnet.jaxb2.maven2</groupId> <artifactId>maven-jaxb2-plugin</artifactId> <executions> <execution> <goals> <goal>generate</goal> </goals> </execution> </executions> <configuration> <schemaDirectory>src/main/resources/xsd</schemaDirectory> </configuration> </plugin> I tried adding multiple entries in the element but it just ignores all of them if i do that. Thanks

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  • wsimport generate a client with cookies

    - by dierre
    I'm generating a client for a SOAP 1.2 service using wsimport from the jaxws-maven-plugin in maven with the following execution: <groupId>org.jvnet.jax-ws-commons</groupId> <artifactId>jaxws-maven-plugin</artifactId> <version>2.2</version> <executions> <execution> <goals> <goal>wsimport</goal> </goals> <configuration> <sourceDestDir>${project.basedir}/src/main/java</sourceDestDir> <wsdlUrls> <wsdlUrl>${webservice.url}</wsdlUrl> </wsdlUrls> <extension>true</extension> </configuration> </execution> The first time the client call the proxy, the load balancer generate a cookie and sends it back. The client should send it back so the load balancer knows where (which server) is dedicated to a specific client (the idea is that the first time the client get a server and the cookie identifies the server, then the load balancer sends the client to the same server for every call) Now, is there a way to tell to the plugin to enable automatically the cookie handling?

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  • Maven build fails on an Ant FTP task failure

    - by fraido
    I'm using the FTP Ant task with maven-antrun-plugin <plugin> <groupId>org.apache.maven.plugins</groupId> <artifactId>maven-antrun-plugin</artifactId> <executions> <execution> <id>ftp</id> <phase>generate-resources</phase> <configuration> <tasks> <ftp action="get" server="${ftp.server.ip}" userid="${ftp.server.userid}" password="${ftp.server.password}" remotedir="${ftp.server.remotedir}" depends="yes" verbose="yes" skipFailedTransfers="true" ignoreNoncriticalErrors="true"> <fileset dir="target/test-classes/testdata"> <include name="**/*.html" /> </fileset> </ftp> </tasks> </configuration> <goals> <goal>run</goal> </goals> </execution> </executions> ... the problem is that my build fails when the folder ${ftp.server.remotedir} doesn't exist. I tried to specify skipFailedTransfers="true" ignoreNoncriticalErrors="true but these don't fix the problem and the build keeps failing. An Ant BuildException has occured: could not change remote directory: 550 /myBadDir: The system cannot find the file specified. Do you know how to instruct my maven build to don't care about this Ant task error

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  • Exporting Maven properties from Ant code

    - by Gili
    I've embedded the following code within my POM: <plugin name="test"> <groupId>org.apache.maven.plugins</groupId> <artifactId>maven-antrun-plugin</artifactId> <executions> <execution> <phase>validate</phase> <configuration> <tasks> <pathconvert targetos="unix" property="project.build.directory.portable"> <path location="${project.build.directory}"/> </pathconvert> </tasks> </configuration> <goals> <goal>run</goal> </goals> </execution> </executions> </plugin> I then reference ${project.build.directory.portable} from the run project action but it comes back as null. Executing <echo> within the Ant block shows the correct value. What am I doing wrong?

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  • Maven POM: how to insist property is not overridden

    - by Joe Thomas
    I have a parent POM that uses a gmaven script to do some stuff: <plugin> <groupId>org.codehaus.gmaven</groupId> <artifactId>gmaven-plugin</artifactId> <version>1.4</version> <configuration combine.children="override"> <providerSelection>2.0</providerSelection> <scriptPath>${basedir}/build/groovy</scriptPath> </configuration> <executions> <execution> <id>groovy-properties-script</id> <phase>validate</phase> <goals> <goal>execute</goal> </goals> <configuration> <source>computeProperties.groovy</source> </configuration> </execution> <!-- ... --> All of the children are supposed to run this script as well, but they try to resolve the scriptpath based on their OWN basedir. Usually this is exactly what you want with properties, but here it doesn't work, and I can't figure out any way around it.

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  • How does one force construction of a global object in a statically linked library? [MSVC9]

    - by Peter C O Johansson
    I have a global list of function pointers. This list should be populated at startup. Order is not important and there are no dependencies that would complicate static initialization. To facilitate this, I've written a class that adds a single entry to this list in its constructor, and scatter global instances of this class via a macro where necessary. One of the primary goals of this approach is to remove the need for explicitly referencing every instance of this class externally, instead allowing each file that needs to register something in the list to do it independently. Nice and clean. However, when placing these objects in a static library, the linker discards (or rather never links in) these units because no code in them is explicitly referenced. Explicitly referencing symbols in the compilation units would be counterproductive, directly contradicting one of the main goals of the approach. For the same reason, /INCLUDE is not an acceptable option, and /OPT:NOREF is not actually related to this problem. Metrowerks has a __declspec directive for it, GCC has -force_load, but I cannot find any equivalent for MSVC.

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  • [C#] how to do Exception Handling & Tracing

    - by shrimpy
    Hi all, i am reading some C# books, and got some exercise don't know how to do, or not sure what does the question mean. Problem: After working for a company for some time, your skills as a knowledgeable developer are recognized, and you are given the task of “policing” the implementation of exception handling and tracing in the source code (C#) for an enterprise application that is under constant incremental development. The two goals set by the product architect are: 100% of methods in the entire application must have at least a standard exception handler, using try/catch/finally blocks; more complex methods must also have additional exception handling for specific exceptions All control flow code can optionally write “tracing” information to assist in debugging and instrumentation of the application at run-time in situations where traditional debuggers are not available (eg. on staging and production servers). (i am not quite understand these criterias, i came from the java world, java has two kind of exception, check and unchecked exception. Developer must handle checked exception, and do logging. about unchecked exception, still do logging maybe, but most of the time we just throw it. however here comes to C#, what should i do????) Question for Problem: List rules you would create for the development team to follow, and the ways in which you would enforce rules, to achieve these goals. How would you go about ensuring that all existing code complies with the rules specified by the product architect; in particular, what considerations would impact your planning for the work to ensure all existing code complies?

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  • How to inherit the current path when invoking Maven's exec-maven-plugin?

    - by wishihadabettername
    I have an <exec-maven-plugin> which calls an external command (in this case, svnversion). The command is in the path for the current user. However, when a separate shell is spawned by the plugin, the path is not initialized. I don't want to hardcode or define a variable for each external command (there would be too much to maintain, especially that there are both Windows and *nix users). My pom.xml contains the following: <plugin> <groupId>org.codehaus.mojo</groupId> <artifactId>exec-maven-plugin</artifactId> <version>1.1</version> <executions> <execution> <id>svnversion-exec</id> <phase>process-resources</phase> <goals> <goal>exec</goal> </goals> <configuration> <executable>svnversion</executable> <arguments> <argument><![CDATA[ >version.txt ]]></argument> </arguments> </configuration> </execution> </executions> </plugin> Currently I get the following output: [INFO] [exec:exec {execution: svnversion-exec}] 'svnversion' is not recognized as an internal or external command, operable program or batch file. [ERROR] BUILD ERROR: Result of cmd.exe /X /C "svnversion >version.txt" execution is: '1'. Thank you!

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  • How to embed revision information using mercurial and maven (and svn)

    - by Zwei Steinen
    Our project had a nice hack (although I'm guessing there are better ways to do it) to embed revision information into the artifacts (jar etc.) when we used svn. Now we have migrated to mercurial, and we want to have a similar thing, but before I start working on a similar hack with mercurial, I wanted to know if there are better ways to do this. Thanks for your answers! <plugin> <groupId>org.codehaus.mojo</groupId> <artifactId>exec-maven-plugin</artifactId> <executions> <execution> <phase>process-classes</phase> <id>svninfo</id> <goals> <goal>exec</goal> </goals> <configuration> <executable>svn</executable> <arguments> <argument>info</argument> <argument>../</argument> <argument>></argument> <argument>target/some-project/META-INF/svninfo.txt</argument> </arguments> </configuration> </execution> </executions> </plugin>

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  • setup Qt and PyQt on mac osx so my app can also deployable on windows

    - by hk_programmer
    Hi, I've been coding with Python and C++ and now need to work on building a gui for data visualization purposes. I work on Mac Snow Leopard (intel), python 3.1 using gcc 4.2.1 (from Xcode 3.1) I wanted to first install Qt and then PyQt. And my goals are to be able to: - quickly prototype GUI and the accompanied logic that drives the GUI using PyQt and python - if I decided I need the speed, or if it's fairly easy to translate my GUI into C++ using the Qt tools, I have the options to translate my app into C++ - Be able to deploy my application onto Windows (both the python and c++ version of my app) Give the goals above, what are the correct steps I should take and what issues i should be aware of when setting up Qt and PyQt. Which other deployment tools do I need? From my readings so far, here's what I have: download the Qt source for mac and configure it with -platform macx-g++42 -arch x86_64 -no-framework (i've read somewhere that building as framework causes some trouble in deployment and/or debugging, can't find the article anymore) download latest SIP source and build download latest PyQt and build from source (any special options I should pay attention to?) For deployment, I've read that I would need to use py2exe/cx_freeze for windows, p2app for mac: http://arstechnica.com/open-source/guides/2009/03/how-to-deploying-pyqt-applications-on-windows-and-mac-os-x.ars but seems like what the article describe is deploying an app you build on windows on the windows platform and vice versa. How do you deploy to windows (is it even possible?) if you are writing your Qt app on a mac ? Really appreciate the help

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  • Maven + AspectJ - all steps to configure it

    - by Alice
    I have a problem with applying aspects to my maven project. Probably I am missing something, so I've made a list of steps. Could you please check if it is correct? Let say in projectA is an aspect class and in projectB classes, which should be changed by aspects. Create maven project ProjectA with AspectJ class add Aspectj plugin and dependency Add ProjectA as a dependency to projectB pom.xml Add to projectB pom.xml plugin " <plugin> <groupId>org.codehaus.mojo</groupId> <artifactId>aspectj-maven-plugin</artifactId> <version>1.4</version> <executions> <execution> <goals> <goal>compile</goal> <goal>test-compile</goal> </goals> </execution> </executions> <configuration> <source>${maven.compiler.source}</source> <target>${maven.compiler.target}</target> <aspectLibraries> <aspectLibrary> <groupId>ProjectA</groupId> <artifactId>ProjectA</artifactId> </aspectLibrary> </aspectLibraries> </configuration> </plugin> Add aspectj dependency After all these steps my problem is, that during compilation I get: [WARNING] advice defined in AspectE has not been applied [Xlint:adviceDidNotMatch] And then when I run my program: Exception in thread "FeatureExcutionThread" java.lang.NoClassDefFoundError: AspectE

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  • Enterprise Platform in Python, Design Advice

    - by Jason Miesionczek
    I am starting the design of a somewhat large enterprise platform in Python, and was wondering if you guys can give me some advice as to how to organize the various components and which packages would help achieve the goals of scalability, maintainability, and reliability. The system is basically a service that collects data from various outside sources, with each outside source having its own separate application. These applications would poll a central database and get any requests that have been submitted to perform on the external source. There will be a main website and REST/SOAP API that should also have access to the central data service. My initial thought was to use Django for the web site, web service and data access layer (using its built-in ORM), and then the outside source applications can use the web service(s) to get the information they need to process the request and save the results. Using this method would allow me to have multiple instances of the service applications running on the same or different machines to balance out the load. Are there more elegant means of accomplishing this? i've heard of messaging systems such as MQ, would something like that be beneficial in this scenario? My other thought was to use a completely separate data service not based on Django, and use some kind of remoting or remote objects (in they exist in Python) to interact with the data model. The downside here would be with the website which would become much slower if it had to push all of its data requests through a second layer. I would love to hear what other developers have come up with to achieve these goals in the most flexible way possible.

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  • maven ant echoproperties task

    - by user373201
    I am new to maven. I have written build scripts using ant. I am trying to display all the evn properties, user defined properties, system properties etc. in maven. In ant i could do the following . I tried to do the same with maven with the maven-antrun-plugin But get the following error. Embedded error: Could not create task or type of type: echoproperties. Ant could not find the task or a class this task relies upon. How can i see all properties in maven with or without using echoproperties. This is my configuration in maven <plugin> <groupId>org.apache.maven.plugins</groupId> <artifactId>maven-antrun-plugin</artifactId> <version>${maven.plugin.antrun.version}</version> <executions> <execution> <phase>validate</phase> <goals> <goal>run</goal> </goals> <configuration> <tasks> <echo>Displaying value of properties</echo> <echo>[org.junit.version] ${org.junit.version}</echo> <echoproperties prefix="org" /> </tasks> </configuration> </execution> </executions> </plugin>

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  • m2e lifecycle-mapping not found

    - by TraderJoeChicago
    I am trying to use the solution described here to solve the annoying "Plugin execution not covered by lifecycle configuration: org.codehaus.mojo:build-helper-maven-plugin:1.7:add-source (execution: default, phase: generate-sources)" when I place the following plugin on my pom.xml: <plugin> <groupId>org.codehaus.mojo</groupId> <artifactId>build-helper-maven-plugin</artifactId> <executions> <execution> <phase>generate-sources</phase> <goals><goal>add-source</goal></goals> <configuration> <sources> <source>src/bootstrap/java</source> </sources> </configuration> </execution> </executions> </plugin> But when I run mvn clean install I get this: Reason: POM 'org.eclipse.m2e:lifecycle-mapping' not found in repository: Unable to download the artifact from any repository Does anyone have a clue on how to make m2e and maven happy?

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  • In maven2, how do I assemble bits and pieces of different modules to create final distributions?

    - by Carcassi
    I have four maven project: client api jar web service war ui jar web interface war The service war will need to be packaged to include the client api jar, together with javadocs (so that each version is distributed with a matching client and documentation). The web interface war will need the ui jar and all the dependencies (webstart/applet deployment). So I need a 5th project that does all the packaging. How to do this with ant or a script is perfectly clear to me, but not in maven. I tried the following: having the javadocs included as part of the war packaging: this requires the execution of the javadocs goal in project 1 before execution of package in project 2. Haven't found a way to bind plugins/goals across different projects. Using the assembly plugin in project2 had the same problem. create a fifth project and use the assembly plugin. Still the same problems as before, with the problem that since I need different pieces from each sub-project I do not understand how this can be done using the assembly. Is this too hard to do in maven, and should I just give up? Or I am looking at it wrong, in which case, how should I be looking at it? Thanks! Upon further reflection, here is a partial answer: Each project should build all its artifacts. This is done by having the plugins configured to run as per the prepare-resources and package phases. So, in my case, I prepare all that needs to be generated (jar, javadocs, xsd documentation, ...) as different artifacts so that a single "package" goal execution creates all. So, it's not "how project 2 forces project 1 to run different goals", but it's "make project 1 create all of its artifact as part as the normal lifecycle). This seems to simplify things.

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  • Security benefits from a second opinion, are there flaws in my plan to hash & salt user passwords vi

    - by Tchalvak
    Here is my plan, and goals: Overall Goals: Security with a certain amount of simplicity & database-to-database transferrability, 'cause I'm no expert and could mess it up and I don't want to have to ask a lot of users to reset their passwords. Easy to wipe the passwords for publishing a "wiped" databased of test data. (e.g. I'd like to be able to use a postgresql statement to simply reset all passwords to something simple so that testers can use that testing data for themselves). Plan: Hashing the passwords Account creation records the original email that an account is created with, forever. A global salt is used, e.g. "90fb16b6901dfceb73781ba4d8585f0503ac9391". An account specific salt, the original email the account was created with, is used, e.g. "[email protected]". The users's password is used, e.g. "password123" (I'll be warning against weak passwords in the signup form) The combination of the global salt, account specific salt, and password is hashed via some hashing method in postgresql (haven't been able to find documentation for hashing functions in postgresql, but being able to use sha-2 or something like that would be nice if I could find it). The hash gets stored in the database. Recovering an account To change their password, they have to go through standard password reset (and that reset email gets sent to the original email as well as the most recent account email that they have set). Flaws? Are there any flaws with this that I need to address? And are there best practices to doing hashing fully within postgresql?

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  • How do I exclude a properties file when deploy

    - by Huy
    I want to include this file when running locally, but exclude it when deploy. I tried the following the doesn't seem to work. <plugin> <groupId>org.apache.maven.plugins</groupId> <artifactId>maven-jar-plugin</artifactId> <version>2.3</version> <executions> <execution> <phase>package</phase> <goals> <goal>jar</goal> </goals> <configuration> <excludes> <exclude>filename.properties</exclude> </excludes> </configuration> </execution> </executions> </plugin>

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  • How do I execute a program using Maven?

    - by Will
    I would like to have a Maven goal trigger the execution of a java class. I'm trying to migrate over a Makefile with the lines: neotest: mvn exec:java -Dexec.mainClass="org.dhappy.test.NeoTraverse" And I would like mvn neotest to produce what make neotest does currently. Neither the exec plugin documentation nor the Maven Ant tasks pages had any sort of straightforward example. Currently, I'm at: <plugin> <groupId>org.codehaus.mojo</groupId> <artifactId>exec-maven-plugin</artifactId> <version>1.1</version> <executions><execution> <goals><goal>java</goal></goals> </execution></executions> <configuration> <mainClass>org.dhappy.test.NeoTraverse</mainClass> </configuration> </plugin> I don't know how to trigger the plugin from the command line, though.

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  • Is your team is a high-performing team?

    As a child I can remember looking out of the car window as my father drove along the Interstate in Florida while seeing prisoners wearing bright orange jump suits and prison guards keeping a watchful eye on them. The prisoners were taking part in a prison road gang. These road gangs were formed to help the state maintain the state highway infrastructure. The prisoner’s primary responsibilities are to pick up trash and debris from the roadway. This is a prime example of a work group or working group used by most prison systems in the United States. Work groups or working groups can be defined as a collection of individuals or entities working together to achieve a specific goal or accomplish a specific set of tasks. Typically these groups are only established for a short period of time and are dissolved once the desired outcome has been achieved. More often than not group members usually feel as though they are expendable to the group and some even dread that they are even in the group. "A team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they are mutually accountable." (Katzenbach and Smith, 1993) So how do you determine that a team is a high-performing team?  This can be determined by three base line criteria that include: consistently high quality output, the promotion of personal growth and well being of all team members, and most importantly the ability to learn and grow as a unit. Initially, a team can successfully create high-performing output without meeting all three criteria, however this will erode over time because team members will feel detached from the group or that they are not growing then the quality of the output will decline. High performing teams are similar to work groups because they both utilize a collection of individuals or entities to accomplish tasks. What distinguish a high-performing team from a work group are its characteristics. High-performing teams contain five core characteristics. These characteristics are what separate a group from a team. The five characteristics of a high-performing team include: Purpose, Performance Measures, People with Tasks and Relationship Skills, Process, and Preparation and Practice. A high-performing team is much more than a work group, and typically has a life cycle that can vary from team to team. The standard team lifecycle consists of five states and is comparable to a human life cycle. The five states of a high-performing team lifecycle include: Formulating, Storming, Normalizing, Performing, and Adjourning. The Formulating State of a team is first realized when the team members are first defined and roles are assigned to all members. This initial stage is very important because it can set the tone for the team and can ultimately determine its success or failure. In addition, this stage requires the team to have a strong leader because team members are normally unclear about specific roles, specific obstacles and goals that my lay ahead of them.  Finally, this stage is where most team members initially meet one another prior to working as a team unless the team members already know each other. The Storming State normally arrives directly after the formulation of a new team because there are still a lot of unknowns amongst the newly formed assembly. As a general rule most of the parties involved in the team are still getting used to the workload, pace of work, deadlines and the validity of various tasks that need to be performed by the group.  In this state everything is questioned because there are so many unknowns. Items commonly questioned include the credentials of others on the team, the actual validity of a project, and the leadership abilities of the team leader.  This can be exemplified by looking at the interactions between animals when they first meet.  If we look at a scenario where two people are walking directly toward each other with their dogs. The dogs will automatically enter the Storming State because they do not know the other dog. Typically in this situation, they attempt to define which is more dominating via play or fighting depending on how the dogs interact with each other. Once dominance has been defined and accepted by both dogs then they will either want to play or leave depending on how the dogs interacted and other environmental variables. Once the Storming State has been realized then the Normalizing State takes over. This state is entered by a team once all the questions of the Storming State have been answered and the team has been tested by a few tasks or projects.  Typically, participants in the team are filled with energy, and comradery, and a strong alliance with team goals and objectives.  A high school football team is a perfect example of the Normalizing State when they start their season.  The player positions have been assigned, the depth chart has been filled and everyone is focused on winning each game. All of the players encourage and expect each other to perform at the best of their abilities and are united by competition from other teams. The Performing State is achieved by a team when its history, working habits, and culture solidify the team as one working unit. In this state team members can anticipate specific behaviors, attitudes, reactions, and challenges are seen as opportunities and not problems. Additionally, each team member knows their role in the team’s success, and the roles of others. This is the most productive state of a group and is where all the time invested working together really pays off. If you look at an Olympic figure skating team skate you can easily see how the time spent working together benefits their performance. They skate as one unit even though it is comprised of two skaters. Each skater has their routine completely memorized as well as their partners. This allows them to anticipate each other’s moves on the ice makes their skating look effortless. The final state of a team is the Adjourning State. This state is where accomplishments by the team and each individual team member are recognized. Additionally, this state also allows for reflection of the interactions between team members, work accomplished and challenges that were faced. Finally, the team celebrates the challenges they have faced and overcome as a unit. Currently in the workplace teams are divided into two different types: Co-located and Distributed Teams. Co-located teams defined as the traditional group of people working together in an office, according to Andy Singleton of Assembla. This traditional type of a team has dominated business in the past due to inadequate technology, which forced workers to primarily interact with one another via face to face meetings.  Team meetings are primarily lead by the person with the highest status in the company. Having personally, participated in meetings of this type, usually a select few of the team members dominate the flow of communication which reduces the input of others in group discussions. Since discussions are dominated by a select few individuals the discussions and group discussion are skewed in favor of the individuals who communicate the most in meetings. In addition, Team members might not give their full opinions on a topic of discussion in part not to offend or create controversy amongst the team and can alter decision made in meetings towards those of the opinions of the dominating team members. Distributed teams are by definition spread across an area or subdivided into separate sections. That is exactly what distributed teams when compared to a more traditional team. It is common place for distributed teams to have team members across town, in the next state, across the country and even with the advances in technology over the last 20 year across the world. These teams allow for more diversity compared to the other type of teams because they allow for more flexibility regarding location. A team could consist of a 30 year old male Italian project manager from New York, a 50 year old female Hispanic from California and a collection of programmers from India because technology allows them to communicate as if they were standing next to one another.  In addition, distributed team members consult with more team members prior to making decisions compared to traditional teams, and take longer to come to decisions due to the changes in time zones and cultural events. However, team members feel more empowered to speak out when they do not agree with the team and to notify others of potential issues regarding the work that the team is doing. Virtual teams which are a subset of the distributed team type is changing organizational strategies due to the fact that a team can now in essence be working 24 hrs a day because of utilizing employees in various time zones and locations.  A primary example of this is with customer services departments, a company can have multiple call centers spread across multiple time zones allowing them to appear to be open 24 hours a day while all a employees work from 9AM to 5 PM every day. Virtual teams also allow human resources departments to go after the best talent for the company regardless of where the potential employee works because they will be a part of a virtual team all that is need is the proper technology to be setup to allow everyone to communicate. In addition to allowing employees to work from home, the company can save space and resources by not having to provide a desk for every team member. In fact, those team members that randomly come into the office can actually share one desk amongst multiple people. This is definitely a cost cutting plus given the current state of the economy. One thing that can turn a team into a high-performing team is leadership. High-performing team leaders need to focus on investing in ongoing personal development, provide team members with direction, structure, and resources needed to accomplish their work, make the right interventions at the right time, and help the team manage boundaries between the team and various external parties involved in the teams work. A team leader needs to invest in ongoing personal development in order to effectively manage their team. People have said that attitude is everything; this is very true about leaders and leadership. A team takes on the attitudes and behaviors of its leaders. This can potentially harm the team and the team’s output. Leaders must concentrate on self-awareness, and understanding their team’s group dynamics to fully understand how to lead them. In addition, always learning new leadership techniques from other effective leaders is also very beneficial. Providing team members with direction, structure, and resources that they need to accomplish their work collectively sounds easy, but it is not.  Leaders need to be able to effectively communicate with their team on how their work helps the company reach for its organizational vision. Conversely, the leader needs to allow his team to work autonomously within specific guidelines to turn the company’s vision into a reality.  This being said the team must be appropriately staffed according to the size of the team’s tasks and their complexity. These tasks should be clear, and be meaningful to the company’s objectives and allow for feedback to be exchanged with the leader and the team member and the leader and upper management. Now if the team is properly staffed, and has a clear and full understanding of what is to be done; the company also must supply the workers with the proper tools to achieve the tasks that they are asked to do. No one should be asked to dig a hole without being given a shovel.  Finally, leaders must reward their team members for accomplishments that they achieve. Awards could range from just a simple congratulatory email, a party to close the completion of a large project, or other monetary rewards. Managing boundaries is very important for team leaders because it can alter attitudes of team members and can add undue stress to the team which will force them to loose focus on the tasks at hand for the group. Team leaders should promote communication between team members so that burdens are shared amongst the team and solutions can be derived from hearing the opinions of multiple sources. This also reinforces team camaraderie and working as a unit. Team leaders must manage the type and timing of interventions as to not create an even bigger mess within the team. Poorly timed interventions can really deflate team members and make them question themselves. This could really increase further and undue interventions by the team leader. Typically, the best time for interventions is when the team is just starting to form so that all unproductive behaviors are removed from the team and that it can retain focus on its agenda. If an intervention is effectively executed the team will feel energized about the work that they are doing, promote communication and interaction amongst the group and improve moral overall. High-performing teams are very import to organizations because they consistently produce high quality output and develop a collective purpose for their work. This drive to succeed allows team members to utilize specific talents allowing for growth in these areas.  In addition, these team members usually take on a sense of ownership with their projects and feel that the other team members are irreplaceable. References: http://blog.assembla.com/assemblablog/tabid/12618/bid/3127/Three-ways-to-organize-your-team-co-located-outsourced-or-global.aspx Katzenbach, J.R. & Smith, D.K. (1993). The Wisdom of Teams: Creating the High-performance Organization. Boston: Harvard Business School.

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  • Is Social Media The Vital Skill You Aren’t Tracking?

    - by HCM-Oracle
    By Mark Bennett - Originally featured in Talent Management Excellence The ever-increasing presence of the workforce on social media presents opportunities as well as risks for organizations. While on the one hand, we read about social media embarrassments happening to organizations, on the other we see that social media activities by workers and candidates can enhance a company’s brand and provide insight into what individuals are, or can become, influencers in the social media sphere. HR can play a key role in helping organizations make the most value out of the activities and presence of workers and candidates, while at the same time also helping to manage the risks that come with the permanence and viral nature of social media. What is Missing from Understanding Our Workforce? “If only HP knew what HP knows, we would be three-times more productive.”  Lew Platt, Former Chairman, President, CEO, Hewlett-Packard  What Lew Platt recognized was that organizations only have a partial understanding of what their workforce is capable of. This lack of understanding impacts the company in several negative ways: 1. A particular skill that the company needs to access in one part of the organization might exist somewhere else, but there is no record that the skill exists, so the need is unfulfilled. 2. As market conditions change rapidly, the company needs to know strategic options, but some options are missed entirely because the company doesn’t know that sufficient capability already exists to enable those options. 3. Employees may miss out on opportunities to demonstrate how their hidden skills could create new value to the company. Why don’t companies have that more complete picture of their workforce capabilities – that is, not know what they know? One very good explanation is that companies put most of their efforts into rating their workforce according to the jobs and roles they are filling today. This is the essence of two important talent management processes: recruiting and performance appraisals.  In recruiting, a set of requirements is put together for a job, either explicitly or indirectly through a job description. During the recruiting process, much of the attention is paid towards whether the candidate has the qualifications, the skills, the experience and the cultural fit to be successful in the role. This makes a lot of sense.  In the performance appraisal process, an employee is measured on how well they performed the functions of their role and in an effort to help the employee do even better next time, they are also measured on proficiency in the competencies that are deemed to be key in doing that job. Again, the logic is impeccable.  But in both these cases, two adages come to mind: 1. What gets measured is what gets managed. 2. You only see what you are looking for. In other words, the fact that the current roles the workforce are performing are the basis for measuring which capabilities the workforce has, makes them the only capabilities to be measured. What was initially meant to be a positive, i.e. identify what is needed to perform well and measure it, in order that it can be managed, comes with the unintended negative consequence of overshadowing the other capabilities the workforce has. This also comes with an employee engagement price, for the measurements and management of workforce capabilities is to typically focus on where the workforce comes up short. Again, it makes sense to do this, since improving a capability that appears to result in improved performance benefits, both the individual through improved performance ratings and the company through improved productivity. But this is based on the assumption that the capabilities identified and their required proficiencies are the only attributes of the individual that matter. Anything else the individual brings that results in high performance, while resulting in a desired performance outcome, often goes unrecognized or underappreciated at best. As social media begins to occupy a more important part in current and future roles in organizations, businesses must incorporate social media savvy and innovation into job descriptions and expectations. These new measures could provide insight into how well someone can use social media tools to influence communities and decision makers; keep abreast of trends in fast-moving industries; present a positive brand image for the organization around thought leadership, customer focus, social responsibility; and coordinate and collaborate with partners. These measures should demonstrate the “social capital” the individual has invested in and developed over time. Without this dimension, “short cut” methods may generate a narrow set of positive metrics that do not have real, long-lasting benefits to the organization. How Workforce Reputation Management Helps HR Harness Social Media With hundreds of petabytes of social media data flowing across Facebook, LinkedIn and Twitter, businesses are tapping technology solutions to effectively leverage social for HR. Workforce reputation management technology helps organizations discover, mobilize and retain talent by providing insight into the social reputation and influence of the workforce while also helping organizations monitor employee social media policy compliance and mitigate social media risk.  There are three major ways that workforce reputation management technology can play a strategic role to support HR: 1. Improve Awareness and Decisions on Talent Many organizations measure the skills and competencies that they know they need today, but are unaware of what other skills and competencies their workforce has that could be essential tomorrow. How about whether your workforce has the reputation and influence to make their skills and competencies more effective? Many organizations don’t have insight into the social media “reach” their workforce has, which is becoming more critical to business performance. These features help organizations, managers, and employees improve many talent processes and decision making, including the following: Hiring and Assignments. People and teams with higher reputations are considered more valuable and effective workers. Someone with high reputation who refers a candidate also can have high credibility as a source for hires.   Training and Development. Reputation trend analysis can impact program decisions regarding training offerings by showing how reputation and influence across the workforce changes in concert with training. Worker reputation impacts development plans and goal choices by helping the individual see which development efforts result in improved reputation and influence.   Finding Hidden Talent. Managers can discover hidden talent and skills amongst employees based on a combination of social profile information and social media reputation. Employees can improve their personal brand and accelerate their career development.  2. Talent Search and Discovery The right technology helps organizations find information on people that might otherwise be hidden. By leveraging access to candidate and worker social profiles as well as their social relationships, workforce reputation management provides companies with a more complete picture of what their knowledge, skills, and attributes are and what they can in turn access. This more complete information helps to find the right talent both outside the organization as well as the right, perhaps previously hidden talent, within the organization to fill roles and staff projects, particularly those roles and projects that are required in reaction to fast-changing opportunities and circumstances. 3. Reputation Brings Credibility Workforce reputation management technology provides a clearer picture of how candidates and workers are viewed by their peers and communities across a wide range of social reputation and influence metrics. This information is less subject to individual bias and can impact critical decision-making. Knowing the individual’s reputation and influence enables the organization to predict how well their capabilities and behaviors will have a positive effect on desired business outcomes. Many roles that have the highest impact on overall business performance are dependent on the individual’s influence and reputation. In addition, reputation and influence measures offer a very tangible source of feedback for workers, providing them with insight that helps them develop themselves and their careers and see the effectiveness of those efforts by tracking changes over time in their reputation and influence. The following are some examples of the different reputation and influence measures of the workforce that Workforce Reputation Management could gather and analyze: Generosity – How often the user reposts other’s posts. Influence – How often the user’s material is reposted by others.  Engagement – The ratio of recent posts with references (e.g. links to other posts) to the total number of posts.  Activity – How frequently the user posts. (e.g. number per day)  Impact – The size of the users’ social networks, which indicates their ability to reach unique followers, friends, or users.   Clout – The number of references and citations of the user’s material in others’ posts.  The Vital Ingredient of Workforce Reputation Management: Employee Participation “Nothing about me, without me.” Valerie Billingham, “Through the Patient’s Eyes”, Salzburg Seminar Session 356, 1998 Since data resides primarily in social media, a question arises: what manner is used to collect that data? While much of social media activity is publicly accessible (as many who wished otherwise have learned to their chagrin), the social norms of social media have developed to put some restrictions on what is acceptable behavior and by whom. Disregarding these norms risks a repercussion firestorm. One of the more recognized norms is that while individuals can follow and engage with other individual’s public social activity (e.g. Twitter updates) fairly freely, the more an organization does this unprompted and without getting permission from the individual beforehand, the more likely the organization risks a totally opposite outcome from the one desired. Instead, the organization must look for permission from the individual, which can be met with resistance. That resistance comes from not knowing how the information will be used, how it will be shared with others, and not receiving enough benefit in return for granting permission. As the quote above about patient concerns and rights succinctly states, no one likes not feeling in control of the information about themselves, or the uncertainty about where it will be used. This is well understood in consumer social media (i.e. permission-based marketing) and is applicable to workforce reputation management. However, asking permission leaves open the very real possibility that no one, or so few, will grant permission, resulting in a small set of data with little usefulness for the company. Connecting Individual Motivation to Organization Needs So what is it that makes an individual decide to grant an organization access to the data it wants? It is when the individual’s own motivations are in alignment with the organization’s objectives. In the case of workforce reputation management, when the individual is motivated by a desire for increased visibility and career growth opportunities to advertise their skills and level of influence and reputation, they are aligned with the organizations’ objectives; to fill resource needs or strategically build better awareness of what skills are present in the workforce, as well as levels of influence and reputation. Individuals can see the benefit of granting access permission to the company through multiple means. One is through simple social awareness; they begin to discover that peers who are getting more career opportunities are those who are signed up for workforce reputation management. Another is where companies take the message directly to the individual; we think you would benefit from signing up with our workforce reputation management solution. Another, more strategic approach is to make reputation management part of a larger Career Development effort by the company; providing a wide set of tools to help the workforce find ways to plan and take action to achieve their career aspirations in the organization. An effective mechanism, that facilitates connecting the visibility and career growth motivations of the workforce with the larger context of the organization’s business objectives, is to use game mechanics to help individuals transform their career goals into concrete, actionable steps, such as signing up for reputation management. This works in favor of companies looking to use workforce reputation because the workforce is more apt to see how it fits into achieving their overall career goals, as well as seeing how other participation brings additional benefits.  Once an individual has signed up with reputation management, not only have they made themselves more visible within the organization and increased their career growth opportunities, they have also enabled a tool that they can use to better understand how their actions and behaviors impact their influence and reputation. Since they will be able to see their reputation and influence measurements change over time, they will gain better insight into how reputation and influence impacts their effectiveness in a role, as well as how their behaviors and skill levels in turn affect their influence and reputation. This insight can trigger much more directed, and effective, efforts by the individual to improve their ability to perform at a higher level and become more productive. The increased sense of autonomy the individual experiences, in linking the insight they gain to the actions and behavior changes they make, greatly enhances their engagement with their role as well as their career prospects within the company. Workforce reputation management takes the wide range of disparate data about the workforce being produced across various social media platforms and transforms it into accessible, relevant, and actionable information that helps the organization achieve its desired business objectives. Social media holds untapped insights about your talent, brand and business, and workforce reputation management can help unlock them. Imagine - if you could find the hidden secrets of your businesses, how much more productive and efficient would your organization be? Mark Bennett is a Director of Product Strategy at Oracle. Mark focuses on setting the strategic vision and direction for tools that help organizations understand, shape, and leverage the capabilities of their workforce to achieve business objectives, as well as help individuals work effectively to achieve their goals and navigate their own growth. His combination of a deep technical background in software design and development, coupled with a broad knowledge of business challenges and thinking in today’s globalized, rapidly changing, technology accelerated economy, has enabled him to identify and incorporate key innovations that are central to Oracle Fusion’s unique value proposition. Mark has over the course of his career been in charge of the design, development, and strategy of Talent Management products and the design and development of cutting edge software that is better equipped to handle the increasingly complex demands of users while also remaining easy to use. Follow him @mpbennett

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  • Project Management Helps AmeriCares Deliver International Aid

    - by Sylvie MacKenzie, PMP
    Excerpt from PROFIT - ORACLE - by Alison Weiss Handle with Care Sound project management helps AmeriCares bring international aid to those in need. The stakes are always high for AmeriCares. On a mission to restore health and save lives during times of disaster, the nonprofit international relief and humanitarian aid organization delivers donated medicines, medical supplies, and humanitarian aid to people in the U.S. and around the globe. Founded in 1982 with the express mission of responding as quickly and efficiently as possible to help people in need, the Stamford, Connecticut-based AmeriCares has delivered more than US$10.5 billion in aid to 147 countries over the past three decades. Launch the Slideshow “It’s critically important to us that we steward all the donations and that the medical supplies and medicines get to people as quickly as possible with no loss,” says Kate Sears, senior vice president for finance and technology at AmeriCares. “Whether we’re shipping IV solutions to victims of cholera in Haiti or antibiotics to Somali famine victims, we need to get the medicines there sooner because it means more people will be helped and lives improved or even saved.” Ten years ago, the tracking systems used by AmeriCares associates were paper-based. In recent years, staff started using spreadsheets, but the tracking processes were not standardized between teams. “Every team was tracking completely different information,” says Megan McDermott, senior associate, Sub-Saharan Africa partnerships, at AmeriCares. “It was just a few key things. For example, we tracked the date a shipment was supposed to arrive and the date we got reports from our partner that a hospital received aid on their end.” While the data was accurate, much detail was being lost in the process. AmeriCares management knew it could do a better job of tracking this enterprise data and in 2011 took a significant step by implementing Oracle’s Primavera P6 Professional Project Management. “It’s a comprehensive solution that has helped us improve the monitoring and controlling processes. It has allowed us to do our distribution better,” says Sears. In addition, the implementation effort has been a change agent, helping AmeriCares leadership rethink project management across the entire organization. Initially, much of the focus was on standardizing processes, but staff members also learned the importance of thinking proactively to prevent possible problems and evaluating results to determine if goals and objectives are truly being met. Such data about process efficiency and overall results is critical not only to AmeriCares staff but also to the donors supporting the organization’s life-saving missions. Efficiency Saves Lives One of AmeriCares’ core operations is to gather product donations from the private sector, establish where the most-urgent needs are, and solicit monetary support to send the aid via ocean cargo or airlift to welfare- and health-oriented nongovernmental organizations, hospitals, health networks, and government ministries based in areas in need. In 2011 alone, AmeriCares sent more than 3,500 shipments to 95 countries in response to both ongoing humanitarian needs and more than two dozen emergencies, including deadly tornadoes and storms in the U.S. and the devastating tsunami in Japan. When it comes to nonprofits in general, donors want to know that the charitable organizations they support are using funds wisely. Typically, nonprofits are evaluated by donors in terms of efficiency, an area where AmeriCares has an excellent reputation: 98 percent of expenses go directly to supporting programs and less than 2 percent represent administrative and fundraising costs. Donors, however, should look at more than simple efficiency, says Peter York, senior partner and chief research and learning officer at TCC Group, a nonprofit consultancy headquartered in New York, New York. They should also look at whether organizations have the systems in place to sustain their missions and continue to thrive. An expert on nonprofit organizational management, York has spent years studying sustainable charitable organizations. He defines them as nonprofits that are able to achieve the ongoing financial support to stay relevant and continue doing core mission work. In his analysis of well over 2,500 larger nonprofits, York has found that many are not sustaining, and are actually scaling back in size. “One of the biggest challenges of nonprofit sustainability is the general public’s perception that every dollar donated has to go only to the delivery of service,” says York. “What our data shows is that there are some fundamental capacities that have to be there in order for organizations to sustain and grow.” York’s research highlights the importance of data-driven leadership at successful nonprofits. “You’ve got to have the tools, the systems, and the technologies to get objective information on what you do, the people you serve, and the results you’re achieving,” says York. “If leaders don’t have the knowledge and the data, they can’t make the strategic decisions about programs to take organizations to the next level.” Historically, AmeriCares associates have used time-tested and cost-effective strategies to ship and then track supplies from donation to delivery to their destinations in designated time frames. When disaster strikes, AmeriCares ships by air and generally pulls out all the stops to deliver the most urgently needed aid within the first few days and weeks. Then, as situations stabilize, AmeriCares turns to delivering sea containers for the postemergency and ongoing aid so often needed over the long term. According to McDermott, getting a shipment out the door is fairly complicated, requiring as many as five different AmeriCares teams collaborating together. The entire process can take months—from when products are received in the warehouse and deciding which recipients to allocate supplies to, to getting customs and governmental approvals in place, actually shipping products, and finally ensuring that the products are received in-country. Delivering that aid is no small affair. “Our volume exceeds half a billion dollars a year worth of donated medicines and medical supplies, so it’s a sizable logistical operation to bring these products in and get them out to the right place quickly to have the most impact,” says Sears. “We really pride ourselves on our controls and efficiencies.” Adding to that complexity is the fact that the longer it takes to deliver aid, the more dire the human need can be. Any time AmeriCares associates can shave off the complicated aid delivery process can translate into lives saved. “It’s really being able to track information consistently that will help us to see where are the bottlenecks and where can we work on improving our processes,” says McDermott. Setting a Standard Productivity and information management improvements were key objectives for AmeriCares when staff began the process of implementing Oracle’s Primavera solution. But before configuring the software, the staff needed to take the time to analyze the systems already in place. According to Greg Loop, manager of database systems at AmeriCares, the organization received guidance from several consultants, including Rich D’Addario, consulting project manager in the Primavera Global Business Unit at Oracle, who was instrumental in shepherding the critical requirements-gathering phase. D’Addario encouraged staff to begin documenting shipping processes by considering the order in which activities occur and which ones are dependent on others to get accomplished. This exercise helped everyone realize that to be more efficient, they needed to keep track of shipments in a more standard way. “The staff didn’t recognize formal project management methodology,” says D’Addario. “But they did understand what the most important things are and that if they go wrong, an entire project can go off course.” Before, if a boatload of supplies was being sent to Haiti and there was a problem somewhere, a lot of time was taken up finding out where the problem was—because staff was not tracking things in a standard way. As a result, even more time was needed to find possible solutions to the problem and alert recipients that the aid might be delayed. “For everyone to put on the project manager hat and standardize the way every single thing is done means that now the whole organization is on the same page as to what needs to occur from the time a hurricane hits Haiti and when a boat pulls in to unload supplies,” says D’Addario. With so much care taken to put a process foundation firmly in place, configuring the Primavera solution was actually quite simple. Specific templates were set up for different types of shipments, and dashboards were implemented to provide executives with clear overviews of every project in the system. AmeriCares’ Loop reports that system planning, refining, and testing, followed by writing up documentation and training, took approximately four months. The system went live in spring 2011 at AmeriCares’ Connecticut headquarters. While the nonprofit has an international presence, with warehouses in Europe and offices in Haiti, India, Japan, and Sri Lanka, most donated medicines come from U.S. entities and are shipped from the U.S. out to the rest of the world. In addition, all shipments are tracked from the U.S. office. AmeriCares doesn’t expect the Primavera system to take months off the shipping time, especially for sea containers. However, any time saved is still important because it will allow aid to be delivered to people more quickly at a lower overall cost. “If we can trim a day or two here or there, that can translate into lives that we’re saving, especially in emergency situations,” says Sears. A Cultural Change Beyond the measurable benefits that come with IT-driven process improvement, AmeriCares management is seeing a change in culture as a result of the Primavera project. One change has been treating every shipment of aid as a project, and everyone involved with facilitating shipments as a project manager. “This is a revolutionary concept for us,” says McDermott. “Before, we were used to thinking we were doing logistics—getting a container from point A to point B without looking at it as one project and really understanding what it meant to manage it.” AmeriCares staff is also happy to report that collaboration within the organization is much more efficient. When someone creates a shipment in the Primavera system, the same shared template is used, which means anyone can log in to the system to see the status of a shipment. Knowledgeable staff can access a shipment project to help troubleshoot a problem. Management can easily check the status of projects across the organization. “Dashboards are really useful,” says McDermott. “Instead of going into the details of each project, you can just see the high-level real-time information at a glance.” The new system is helping team members focus on proactively managing shipments rather than simply reacting when problems occur. For example, when a container is shipped, documents must be included for customs clearance. Now, the shipping template has built-in reminders to prompt team members to ask for copies of these documents from freight forwarders and to follow up with partners to discover if a shipment is on time. In the past, staff may not have worked on securing these documents until they’d been notified a shipment had arrived in-country. Another benefit of capturing and adopting best practices within the Primavera system is that staff training is easier. “Capturing the processes in documented steps and milestones allows us to teach new staff members how to do their jobs faster,” says Sears. “It provides them with the knowledge of their predecessors so they don’t have to keep reinventing the wheel.” With the Primavera system already generating positive results, management is eager to take advantage of advanced capabilities. Loop is working on integrating the company’s proprietary inventory management system with the Primavera system so that when logistics or warehousing operators input data, the information will automatically go into the Primavera system. In the past, this information had to be manually keyed into spreadsheets, often leading to errors. Mining Historical Data Another feature on the horizon for AmeriCares is utilizing Primavera P6 Professional Project Management reporting capabilities. As the system begins to include more historical data, management soon will be able to draw on this information to conduct analysis that has not been possible before and create customized reports. For example, at the beginning of the shipment process, staff will be able to use historical data to more accurately estimate how long the approval process should take for a particular country. This could help ensure that food and medicine with limited shelf lives do not get stuck in customs or used beyond their expiration dates. The historical data in the Primavera system will also help AmeriCares with better planning year to year. The nonprofit’s staff has always put together a plan at the beginning of the year, but this has been very challenging simply because it is impossible to predict disasters. Now, management will be able to look at historical data and see trends and statistics as they set current objectives and prepare for future need. In addition, this historical data will provide AmeriCares management with the ability to review year-end data and compare actual project results with goals set at the beginning of the year—to see if desired outcomes were achieved and if there are areas that need improvement. It’s this type of information that is so valuable to donors. And, according to York, project management software can play a critical role in generating the data to help nonprofits sustain and grow. “It is important to invest in systems to help replicate, expand, and deliver services,” says York. “Project management software can help because it encourages nonprofits to examine program or service changes and how to manage moving forward.” Sears believes that AmeriCares donors will support the return on investment the organization will achieve with the Primavera solution. “It won’t be financial returns, but rather how many more people we can help for a given dollar or how much more quickly we can respond to a need,” says Sears. “I think donors are receptive to such arguments.” And for AmeriCares, it is all about the future and increasing results. The project management environment currently may be quite simple, but IT staff plans to expand the complexity and functionality as the organization grows in its knowledge of project management and the goals it wants to achieve. “As we use the system over time, we’ll continue to refine our best practices and accumulate more data,” says Sears. “It will advance our ability to make better data-driven decisions.”

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  • What are the pros and cons of AWS Elastic Beanstalk compared with other deployment strategies?

    - by James van Dyke
    I'm pretty new to the whole Netflix OSS stack and deployments in general. As a background for my current level of knowledge ops-wise, my main role is as a front-end application engineer. However, I enjoy the operations side of things, so I'm attempting to setup a new deployment strategy and the tooling for a new project. Our Goals Super easy deploys (we want to push a button to update production) Automated deploys to test environments (using Jenkins) Ease of maintenance (we have an app to write, don't want to spend our time fiddling with production issues) Ability to handle a service oriented architecture (many small apps, various languages and data stores) Enough flexibility to ensure we won't have to change strategies any time soon (we're already trying to get away from RightScale) We're OK with a little more initial setup time if doing so will save us some headaches in the future. So, along these lines, I've been listening to podcasts, watching Ops talks, and reading tons of blog posts and based on our goals and what I've taken to be some forming best practices, we've started forming a plan using Asgard, rolling our package into a jar and rolling that into an AMI. We had this all planned out and like the advantages the process versus using a Chef server and converging instances on the fly (we felt this was error prone given our limited timeline and lack of understanding around a Chef server workflow). However, a coworker did a little looking around on his own and felt like Elastic Beanstalk met our needs. I've looked into it and spun up a test environment with a WAR file and an attached RDS database. Things seem to work and I believe that we can automate deploys to a testing environment using Jenkins via the AWS API. Seems simple enough... perhaps too simple. What I'm wondering is, what's the catch? If Elastic Beanstalk is so simple and effective, why isn't it talked about more? I'm having a hard time finding enough objective opinions and facts about the two different deployment strategies, so I thought I'd ask around. Do you use Elastic Beanstalk? If so, why and what factors lead to that decision? What do you like and dislike? If you don't use Elastic Beanstalk but considered it, what do you use and why didn't you use Elastic Beanstalk? What are the advantages and disadvantages to a Elastic Beanstalk based deployment strategy for an SOA? That is, will Elastic Beanstalk work well with many small applications that rely on each other to work?

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