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  • Why are tools like git-svn that allow git to integrate with svn useful? [closed]

    - by Wes
    I have read these related questions: I'm a Subversion geek, why should I consider or not consider Mercurial or Git or any other DVCS? git for personal (one-man) projects. Overkill? ...and I understand why git is useful. What I don't understand is why tools like git-svn that allow git to integrate with svn are useful. When, for example, a team is working with svn, or any other centralised SCM, why would a member of the team opt to use git-svn? Are there any practical advantages for a developer that has to synchronize with a centralized repository?

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  • My Graduate Experience at Oracle by Mayuri Khinvasara

    - by david.talamelli
    My experience at Oracle. I still vividly remember the day, when my name was announced in the campus hiring list of Oracle at my college. I was proud of myself but at the same time, I was getting goose bumps!!! A new world had arrived before me and the anxiousness of whether I could survive it or not had gripped me. Nervous about moving into an unknown city, I came to visit Hyderabad with my father. One look at the Oracle Campus and I felt some kind of magnetism pulling me towards it. And then, I joined Oracle in June 2009, with a lot of apprehensions in my mind. The HR Rep made us really comfortable in the first week itself. I met so many new people, managers, HR folks and most importantly 20 other Campus Hires like me. Then we had our team bonding sessions, team parties etc. I didn’t realize when the transition from campus to corporate happened. And I had started loving it. The confidence the HR Reps gave us and the bonding our managers imbibed in us, made us all ready for the new life ahead. Then started the rigorous training sessions, the excitement about our new work, new cubicles, new desktops, our first business cards, our first conference call and so on. I made new friends which were now my extended family, the freedom and courage of living alone. I was enjoying all that. As I was getting totally immersed into my regular work schedule I started getting to know the innumerable Oracle products, their functionalities, implementations and realizing the brand that Oracle is. Work pressure started increasing and so did the challenges to understand and deliver. I Didn’t realize how days and soon months passed by. Then came a golden chance to visit the Oracle Headquarters in US for 45 days training in November 2009. Once again, the excitement was enormous about the counter team-mates in HQ, the trainings ahead, the US work culture and my stay there. I felt so privileged for the company I was working. Boarding an international flight for the first time and visiting famous US cities which I had just seen in movies, was now a reality. It was a totally amazing experience. Work pressure kept me really busy, with learning new things every day, the immense satisfaction of delivering something, the nightmares of debugging a mistake, only to realize how silly it was.  I was enjoying the process. Soon a year passed by. I had transformed into this corporate software professional, I couldn’t believe I could be. Today, I complete 1 year and 8 months at Oracle and continue to look forward to the enriching experience I will have here. Truly one of the Top Companies in the World. Mayuri Khinvasara

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  • Jagran Prakashan Increases Staff Productivity by 40%

    - by Michael Snow
    Jagran Prakashan Increases Staff Productivity by 40%, Launches New IT Projects up to 4x Faster, Enables Mobile Service, and Improves Business Agility Oracle Customer: JPL Location:  Uttar Pradesh, India Industry: Media and Entertainment Employees:  10,000 Annual Revenue:  $100 to $500 Million Jagran Prakashan Ltd. (JPL) is one of India's premier media and communications groups with interests spanning print, advertising, event management, and mobile services for weather, cricket scores, and educational activities. It is a major media enterprise, with 300 locations across 15 states. Its impressive stable of print publications includes Dainik Jagran, the world’s most widely read daily newspaper––with a readership of over 55 million––the country’s leading afternoon dailies, and a range of popular local, bilingual, and English language newspapers. JPL was using multiple systems to manage its business processes. Users were resistant to using multiple passwords for various applications, preferring to continue their less efficient, legacy work practices. In addition, there was no single repository for sharing documents across the organization, such as company announcements or project documents. The company relied on e-mail to disseminate up-to-date company information, often missing employees. It was also time-consuming and difficult for managers to track the status of ongoing assignments or projects because collaboration and document sharing was inefficient and ineffective.With diverse businesses and many geographic locations, JPL needed to implement a centralized and user-friendly enterprise portal to improve document sharing and collaboration and increase business agility. The company implemented Oracle WebCenter Portal to create a dynamic, secure, and intuitive self-service enterprise portal to improve the user experience and increase operating efficiency. It improved staff productivity by 40%, accelerated new IT projects by up to 4x, boosted staff morale, and increased business agility.   Increases Staff Productivity by 40%, Launches New Products up to 2x Faster A word from JPL "With Oracle WebCenter Portal, we gained a dynamic, secure, and intuitive self-service enterprise portal that provided an exceptional user experience and enabled us to engage employees in a collaborative environment. It increased IT staff productivity by 40%, delivered new projects up to 4x faster, and enabled mobile service to improve our business agility.” Sarbani Bhatia, Vice President IT, Jagran Prakashahn Ltd Before implementing Oracle WebCenter Portal, JPL stored project-critical information, such as page planning of daily newspaper editions and the launch of new editions or supplements on individual laptops or in the e-mail system. Collaboration between colleagues was limited to physical meetings, telephone discussions, and e-mail. It was difficult to trace and recover important project documents when a staff member resigned, which represented a significant risk to business continuity. Employees were also averse to multiple passwords and resisted using the systems, affecting staff productivity. With Oracle WebCenter Portal, JPL created a dynamic, secure, and intuitive self-service enterprise portal with business activity streams. The portal allowed users to navigate, discover, and access information, such as advertising rates, requisition approvals, ad-hoc queries, and employee surveys from a single entry point with a single password. Managers can also upload important documents, such as new pricing for advertisers or newspaper distributors, and share them through the information and instruction section in the portal. In addition, managers can now easily track and review timelines for projects online rather than gathering information from meetings and e-mails. The company gained the ability to centrally manage information, ensured business continuity, and improved staff productivity by 40%.“In the media industry, news has a very short shelf life, so speed is crucial. Information delayed is like information lost,” said Sarbani Bhatia, vice president IT, Jagran Prakashahn Ltd. “Thanks to Oracle WebCenter Portal’s contextual collaboration tools, we can provide and share feedback for new project launches, such as career or education supplements, up to 2x faster through discussion forums or knowledge groups. Tasks that previously required four months, we now complete in one month.”In addition, the company can broadcast announcements, flash employee birthdays, and promote important events through the message section on the webpage, instead of using the e-mail system. The company can also conduct opinion polls to gauge employee response to organizational issues and improve management decision-making.“With over 10,000 employees across 300 locations, it is critical for management to hear the voice of employees and develop a cohesive organizational culture. Oracle WebCenter Portal enables employees to engage with business processes and systems in a collaborative environment, providing users with an exceptional experience,” Bhatia said. Enables Mobility Access and Increases Business Agility Newspaper advertisements generate the majority of JPL’s revenue. With most sales staff on the move, the company needed to ensure timely approval of print advertisement discounts for specific clients and meet tight publication deadlines.  By integrating Oracle WebCenter Portal seamlessly with its enterprise resource planning (ERP) system and other applications, such as the organizational mass mailing system, business intelligence, and management information system, JPL embedded its approval workflow processes into the enterprise portal and provided users with an integrated and intuitive interface. About 30% of JPL’s sales staff members now have tablets and receive advertising discount approval from managers while in the field and no longer need to return to the office, which has significantly improved efficiency and increased business agility.“Application mobility was critical for sales representatives in the field to meet stringent auditing requirements for online accountability, particularly for our newspaper advertising business. Staff member satisfaction has improved significantly now that the sales team can use tablets to access the portal––a capability we will extend to smart phones in the second stage of the implementation,” Bhatia said. Accelerates Application Development by up to 4x and Cuts Costs by up to 60% With Oracle WebCenter Portal, users can easily create, modify, and upload information to their personalized webpages without IT assistance. By seamlessly integrating Oracle WebCenter Portal with the payroll database, managers can decide which members of their team can access the page and with whom they will share information, a decision based on role or geographical location. A sales representative selling advertising space for a local language daily newspaper, for example, can upload an updated advertising rate relevant only to that particular publication. Users can also easily adapt to the new platform, thanks to its intuitive design and look, reducing the need for training and lowering resistance to using the system.Using Oracle WebCenter Portal’s out-of-the-box reusable components, such as portal pages and templates, provided JPL’s developers with a comprehensive and flexible user experience platform and increased the speed of application development. In less than five months, JPL developed more than 55 workflows. The IT team accelerated deployment of new applications by up to 4x, as they do not need to install them on individual machines now that they have a web-based environment.   “Previously, we would have spent a whole day deploying a new application for each department or location. With a browser-based environment, we have cut costs by up to 60% by reducing deployment time to zero, because our IT team can roll out a new application from a single point, thanks to Oracle WebCenter Portal,” Bhatia said. Challenges Provide a dynamic, secure, and intuitive self-service enterprise portal to improve staff productivity and ensure business continuity Enable seamless integration with multiple enterprise applications to improve workflow efficiency—including approval of print advertisement discounts—and increase business agility Improve engagement with employees and enable collaboration to enhance management decision-making Accelerate time-to-market for new services, such as new advertising programs Solutions Oracle Product and ServicesOracle WebCenter Portal 11g Increased staff productivity by 40% and enhanced user satisfaction by enabling employees to easily navigate, discover, and access information from a single, self-service enterprise portal without IT assistance Launched new products, such as career or education supplements, up to 2x faster by enabling peer collaboration and incorporating feedback generated through discussion forums, thanks to Oracle WebCenter Portal’s out-of-the-box collaboration tools Accelerated application development up to 4x by enabling developers to optimize reusable components for managing and deploying new applications in a browser-based environment rather than spending one day to install applications for each department, cutting costs by up to 60% Ensured business continuity by enabling managers to easily track and review project timelines online rather than storing important documents on individual laptops or relying on the e-mail system Increased business agility and operational efficiency by seamlessly integrating with the in-house, ERP system and embedding business processes into a single portal Boosted company revenue by enabling sales team members to submit print-advertising discount requests through mobile devices instead of waiting to return to office, ensuring timely approval from managers to meet tight publication deadlines Improved management decision-making by enabling employees to easily share and access feedback through opinion polls or forums, boosting staff morale Introduced the single sign-on capability and enhanced security by enabling managers to decide access level for staff members based on role or geographical location Reduced the need for staff training and minimized user resistance to systems by providing a dynamic and intuitive user experience Why Oracle JPL did not consider other products because the company was already using Oracle Database, Enterprise Edition with Real Application Clusters and had a positive experience with Oracle. JPL chose Oracle WebCenter Portal to ensure no compatibility issues for integration with its existing Oracle products and to take advantage of the experience and support of a reputable vendor to ensure business continuity. “We chose Oracle because we knew we could rely on its support and experience. In addition, Oracle WebCenter Portal’s speed, agility, and mobile access features were a perfect fit for our business requirements,” Bhatia said. Implementation Process JPL launched the enterprise portal to 500 users in the first phase of the project, and plans to extend this to 2,000 users when the portal is fully launched. Oracle partner PricewaterhouseCoopers used Oracle Application Development Framework for the intial set-up, user training and to develop and design sample workflows. JPL’s internal IT staff then took charge of the implementation, bringing it to completion on budget. Partner Oracle PartnerPricewaterhouseCoopers (India)

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  • Evolution in coding standards, how do you deal with them?

    - by WardB
    How do you deal with evolution in the coding standards / style guide in a project for the existing code base? Let's say someone on your team discovered a better way of object instantiation in the programming language. It's not that the old way is bad or buggy, it's just that the new way is less verbose and feels much more elegant. And all team members really like it. Would you change all exisiting code? Let's say your codebase is about 500.000+ lines of code. Would you still want to change all existing code? Or would you only let new code adhere to the new standard? Basically lose consistency? How do you deal with an evolution in the coding standards on your project?

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  • What to do when issue-tracker is down?

    - by Pablo
    It has happened in our team that our issue-tracker is down. Happens about once a week now (yes, wow), and there's not really much we can do to get it back up, since it's hosted by our client in a different timezone. It sometimes takes several hours for it to be operative again. In the meanwhile, we can't really tell which issues we were working on, and in case we do, we cannot update those issues, as in moving them through the workflow, logging used hours, checking the issue's description, leaving comments, and so on. So the question is: how can we, as a team, work in the meanwhile so that when the issue-tracker is up again, we have the least possible hassle updating it with what we've been working?

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  • SQL 2012 Licensing Thoughts

    - by Geoff N. Hiten
    The only thing more controversial than new Federal Tax plans is new Licensing plans from Microsoft.  In both cases, everyone calculates several numbers.  First, will I pay more or less under this plan?  Second, will my competition pay more or less than now?  Third, will <insert interesting person/company here> pay more or less?  Not that items 2 and 3 are meaningful, that is just how people think. Much like tax plans, the devil is in the details, so lets see how this looks.  Microsoft shows it here: http://www.microsoft.com/sqlserver/en/us/future-editions/sql2012-licensing.aspx First up is a switch from per-socket to per-core licensing.  Anyone who didn’t see something like this coming should rapidly search for a new line of work because you are not paying attention.  The explosion of multi-core processors has made SQL Server a bargain.  Microsoft is in business to make money and the old per-socket model was not going to do that going forward. Per-core licensing also simplifies virtualization licensing.  Physical Core = Virtual Core, at least for licensing.  Oversubscribe your processors, that’s your lookout.  You still pay for  what is exposed to the VM.  The cool part is you can seamlessly move physical and virtual workloads around and the licenses follow.  The catch is you have to have Software Assurance to make the licenses mobile.  Nice touch there. Let’s have a moment of silence for the late, unlamented, largely ignored Workgroup Edition.  To quote the Microsoft  FAQ:  “Standard becomes our sole edition for basic database needs”.  Considering I haven’t encountered a singe instance of SQL Server Workgroup Edition in the wild, I don’t think this will be all that controversial. As for pricing, it looks like a wash with current per-socket pricing based on four core sockets.  Interestingly, that is the minimum core count Microsoft proposes to swap to transition per-socket to per-core if you are on Software Assurance.  Reading the fine print shows that if you are using more, you will get more core licenses: From the licensing FAQ. 15. How do I migrate from processor licenses to core licenses?  What is the migration path? Licenses purchased with Software Assurance (SA) will upgrade to SQL Server 2012 at no additional cost. EA/EAP customers can continue buying processor licenses until your next renewal after June 30, 2012. At that time, processor licenses will be exchanged for core-based licenses sufficient to cover the cores in use by processor-licensed databases (minimum of 4 cores per processor for Standard and Enterprise, and minimum of 8 EE cores per processor for Datacenter). Looks like the folks who invested in the AMD 12-core chips will make out like bandits. Now, on to something new: SQL Server Business Intelligence Edition. Yep, finally a BI-specific SKU licensed for server+CAL configurations only.  Note that Enterprise Edition still supports the complete feature set; the BI Edition is intended for smaller shops who want to use the full BI feature set but without needing Enterprise Edition scale (or costs).  No, you don’t get ColumnStore, Compression, or Partitioning in the BI Edition.  Those are Enterprise scale features, ThankYouVeryMuch.  Then again, your starting licensing costs are about one sixth of an Enterprise Edition system (based on an 8 core server). The only part of the message I am missing is if the current Failover Licensing Policy will change.  Do we need to fully or partially license failover servers?  That is a detail I definitely want to know.

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  • Presenting at PASS Summit 2011!

    - by andyleonard
    Introduction I am honored to be presenting at the PASS Summit 2011 11-14 Oct 2011 in Seattle! This year, I was selected to present a regular session and a pre-conference session. The pre-con is going to be fun. It’s a team effort with Tim Mitchell ( Blog | @Tim_Mitchell | SQLPeople ) and – even though he isn’t listed as a presenter – Matt Masson ( Blog | @mattmasson ). Like me, Tim’s been using SSIS since it was released; and Matt’s on the SSIS developer team at Microsoft – he helps build SSIS! Our...(read more)

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  • PASS: Bylaw Change 2013

    - by Bill Graziano
    PASS launched a Global Growth Initiative in the Summer of 2011 with the appointment of three international Board advisors.  Since then we’ve thought and talked extensively about how we make PASS more relevant to our members outside the US and Canada.  We’ve collected much of that discussion in our Global Growth site.  You can find vision documents, plans, governance proposals, feedback sites, and transcripts of Twitter chats and town hall meetings.  We also address these plans at the Board Q&A during the 2012 Summit. One of the biggest changes coming out of this process is around how we elect Board members.  And that requires a change to the bylaws.  We published the proposed bylaw changes as a red-lined document so you can clearly see the changes.  Our goal in these bylaw changes was to address the changes required by the global growth initiatives, conduct a legal review of the document and address other minor issues in the document.  There are numerous small wording changes throughout the document.  For example, we replaced every reference of “The Corporation” with the word “PASS” so it now reads “PASS is organized…”. Board Composition The biggest change in these bylaw changes is how the Board is composed and elected.  This discussion starts in section VI.2.  This section now says that some elected directors will come from geographic regions.  I think this is the best way to make sure we give all of our members a voice in the leadership of the organization.  The key parts of this section are: The remaining Directors (i.e. the non-Officer Directors and non-Vendor Appointed Directors) shall be elected by the voting membership (“Elected Directors”). Elected Directors shall include representatives of defined PASS regions (“Regions”) as set forth below (“Regional Directors”) and at minimum one (1) additional Director-at-Large whose selection is not limited by region. Regional Directors shall include, but are not limited to, two (2) seats for the Region covering Canada and the United States of America. Additional Regions for the purpose of electing additional Regional Directors and additional Director-at-Large seats for the purpose of expanding the Board shall be defined by a majority vote of the current Board of Directors and must be established prior to the public call for nominations in the general election. Previously defined Regions and seats approved by the Board of Directors shall remain in effect and can only be modified by a 2/3 majority vote by the then current Board of Directors. Currently PASS has six At-Large Directors elected by the members.  These changes allow for a Regional Director position that is elected by the members but must come from a particular region.  It also stipulates that there must always be at least one Director-at-Large who can come from any region. We also understand that PASS is currently a very US-centric organization.  Our Summit is held in America, roughly half our chapters are in the US and Canada and most of the Board members over the last ten years have come from America.  We wanted to reflect that by making sure that our US and Canadian volunteers would continue to play a significant role by ensuring that two Regional seats are reserved specifically for Canada and the US. Other than that, the bylaws don’t create any specific regional seats.  These rules allow us to create Regional Director seats but don’t require it.  We haven’t fully discussed what the criteria will be in order for a region to have a seat designated for it or how many regions there will be.  In our discussions we’ve broadly discussed regions for United States and Canada Europe, Middle East, and Africa (EMEA) Australia, New Zealand and Asia (also known as Asia Pacific or APAC) Mexico, South America, and Central America (LATAM) As you can see, our thinking is that there will be a few large regions.  I’ve also considered a non-North America region that we can gradually split into the regions above as our membership grows in those areas.  The regions will be defined by a policy document that will be published prior to the elections. I’m hoping that over the next year we can begin to publish more of what we do as Board-approved policy documents. While the bylaws only require a single non-region specific At-large Director, I would expect we would always have two.  That way we can have one in each election.  I think it’s important that we always have one seat open that anyone who is eligible to run for the Board can contest.  The Board is required to have any regions defined prior to the start of the election process. Board Elections – Regional Seats We spent a lot of time discussing how the elections would work for these Regional Director seats.  Ultimately we decided that the simplest solution is that every PASS member should vote for every open seat.  Section VIII.3 reads: Candidates who are eligible (i.e. eligible to serve in such capacity subject to the criteria set forth herein or adopted by the Board of Directors) shall be designated to fill open Board seats in the following order of priority on the basis of total votes received: (i) full term Regional Director seats, (ii) full term Director-at-Large seats, (iii) not full term (vacated) Regional Director seats, (iv) not full term (vacated) Director-at-Large seats. For the purposes of clarity, because of eligibility requirements, it is contemplated that the candidates designated to the open Board seats may not receive more votes than certain other candidates who are not selected to the Board. We debated whether to have multiple ballots or one single ballot.  Multiple ballot elections get complicated quickly.  Let’s say we have a ballot for US/Canada and one for Region 2.  After that we’d need a mechanism to merge those two together and come up with the winner of the at-large seat or have another election for the at-large position.  We think the best way to do this is a single ballot and putting the highest vote getters into the most restrictive seats.  Let’s look at an example: There are seats open for Region 1, Region 2 and at-large.  The election results are as follows: Candidate A (eligible for Region 1) – 550 votes Candidate B (eligible for Region 1) – 525 votes Candidate C (eligible for Region 1) – 475 votes Candidate D (eligible for Region 2) – 125 votes Candidate E (eligible for Region 2) – 75 votes In this case, Candidate A is the winner for Region 1 and is assigned that seat.  Candidate D is the winner for Region 2 and is assigned that seat.  The at-large seat is filled by the high remaining vote getter which is Candidate B. The key point to understand is that we may have a situation where a person with a lower vote total is elected to a regional seat and a person with a higher vote total is excluded.  This will be true whether we had multiple ballots or a single ballot.  Board Elections – Vacant Seats The other change to the election process is for vacant Board seats.  The actual changes are sprinkled throughout the document. Previously we didn’t have a mechanism that allowed for an election of a Board seat that we knew would be vacant in the future.  The most common case is when a Board members moves to an Officer role in the middle of their term.  One of the key changes is to allow the number of votes members have to match the number of open seats.  This allows each voter to express their preference on all open seats.  This only applies when we know about the opening prior to the call for nominations.  This all means that if there’s a seat will be open at the start of the next Board term, and we know about it prior to the call for nominations, we can include that seat in the elections.  Ultimately, the aim is to have PASS members decide who sits on the Board in as many situations as possible. We discussed the option of changing the bylaws to just take next highest vote-getter in all other cases.  I think that’s wrong for the following reasons: All voters aren’t able to express an opinion on all candidates.  If there are five people running for three seats, you can only vote for three.  You have no way to express your preference between #4 and #5. Different candidates may have different information about the number of seats available.  A person may learn that a Board member plans to resign at the end of the year prior to that information being made public. They may understand that the top four vote getters will end up on the Board while the rest of the members believe there are only three openings.  This may affect someone’s decision to run.  I don’t think this creates a transparent, fair election. Board members may use their knowledge of the election results to decide whether to remain on the Board or not.  Admittedly this one is unlikely but I don’t want to create a situation where this accusation can be leveled. I think the majority of vacancies in the future will be handled through elections.  The bylaw section quoted above also indicates that partial term vacancies will be filled after the full term seats are filled. Removing Directors Section VI.7 on removing directors has always had a clause that allowed members to remove an elected director.  We also had a clause that allowed appointed directors to be removed.  We added a clause that allows the Board to remove for cause any director with a 2/3 majority vote.  The updated text reads: Any Director may be removed for cause by a 2/3 majority vote of the Board of Directors whenever in its judgment the best interests of PASS would be served thereby. Notwithstanding the foregoing, the authority of any Director to act as in an official capacity as a Director or Officer of PASS may be suspended by the Board of Directors for cause. Cause for suspension or removal of a Director shall include but not be limited to failure to meet any Board-approved performance expectations or the presence of a reason for suspension or dismissal as listed in Addendum B of these Bylaws. The first paragraph is updated and the second and third are unchanged (except cleaning up language).  If you scroll down and look at Addendum B of these bylaws you find the following: Cause for suspension or dismissal of a member of the Board of Directors may include: Inability to attend Board meetings on a regular basis. Inability or unwillingness to act in a capacity designated by the Board of Directors. Failure to fulfill the responsibilities of the office. Inability to represent the Region elected to represent Failure to act in a manner consistent with PASS's Bylaws and/or policies. Misrepresentation of responsibility and/or authority. Misrepresentation of PASS. Unresolved conflict of interests with Board responsibilities. Breach of confidentiality. The bold line about your inability to represent your region is what we added to the bylaws in this revision.  We also added a clause to section VII.3 allowing the Board to remove an officer.  That clause is much less restrictive.  It doesn’t require cause and only requires a simple majority. The Board of Directors may remove any Officer whenever in their judgment the best interests of PASS shall be served by such removal. Other There are numerous other small changes throughout the document. Proxy voting.  The laws around how members and Board members proxy votes are specific in Illinois law.  PASS is an Illinois corporation and is subject to Illinois laws.  We changed section IV.5 to come into compliance with those laws.  Specifically this says you can only vote through a proxy if you have a written proxy through your authorized attorney.  English language proficiency.  As we increase our global footprint we come across more members that aren’t native English speakers.  The business of PASS is conducted in English and it’s important that our Board members speak English.  If we get big enough to afford translators, we may be able to relax this but right now we need English language skills for effective Board members. Committees.  The language around committees in section IX is old and dated.  Our lawyers advised us to clean it up.  This section specifically applies to any committees that the Board may form outside of portfolios.  We removed the term limits, quorum and vacancies clause.  We don’t currently have any committees that this would apply to.  The Nominating Committee is covered elsewhere in the bylaws. Electronic Votes.  The change allows the Board to vote via email but the results must be unanimous.  This is to conform with Illinois state law. Immediate Past President.  There was no mechanism to fill the IPP role if an outgoing President chose not to participate.  We changed section VII.8 to allow the Board to invite any previous President to fill the role by majority vote. Nominations Committee.  We’ve opened the language to allow for the transparent election of the Nominations Committee as outlined by the 2011 Election Review Committee. Revocation of Charters. The language surrounding the revocation of charters for local groups was flagged by the lawyers. We have allowed for the local user group to make all necessary payment before considering returning of items to PASS if required. Bylaw notification. We’ve spent countless meetings working on these bylaws with the intent to not open them again any time in the near future. Should the bylaws be opened again, we have included a clause ensuring that the PASS membership is involved. I’m proud that the Board has remained committed to transparency and accountability to members. This clause will require that same level of commitment in the future even when all the current Board members have rolled off. I think that covers everything.  I’d encourage you to look through the red-line document and see the changes.  It’s helpful to look at the language that’s being removed and the language that’s being added.  I’m happy to answer any questions here or you can email them to [email protected].

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  • How to calculate the covariance in T-SQL

    - by Peter Larsson
    DECLARE @Sample TABLE         (             x INT NOT NULL,             y INT NOT NULL         ) INSERT  @Sample VALUES  (3, 9),         (2, 7),         (4, 12),         (5, 15),         (6, 17) ;WITH cteSource(x, xAvg, y, yAvg, n) AS (         SELECT  1E * x,                 AVG(1E * x) OVER (PARTITION BY (SELECT NULL)),                 1E * y,                 AVG(1E * y) OVER (PARTITION BY (SELECT NULL)),                 COUNT(*) OVER (PARTITION BY (SELECT NULL))         FROM    @Sample ) SELECT  SUM((x - xAvg) *(y - yAvg)) / MAX(n) AS [COVAR(x,y)] FROM    cteSource

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  • Unhelpful Help

    - by Geoff N. Hiten
    Up until SQL 2012, I recommended installing Books On-Line (BOL) anywhere you installed SQL Server.  It made looking up reference information simpler, especially when you were on a server that didn’t have direct Internet access.  That all changed today.  I started the new Help Viewer with a local copy of BOL.  I actually found what I was looking for and closed the app.  Or so I thought.  Then I noticed something.  A little parasite had attached itself to my system.      Yep, the “Help” system left an “agent” behind.  Now I shouldn’t have to tell you that running application helper agents on server platforms is a bad idea.  And it gets worse.  There is no way to configure the app so that it does NOT start the parasite agent each time you restart help.  So the solution becomes do not install help on production server platforms.  Which is pretty unhelpful.

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  • Virtual Lab part 2&ndash;Templates, Patterns, Baselines

    - by Geoff N. Hiten
    Once you have a good virtualization platform chosen, whether it is a desktop, server or laptop environment, the temptation is to build “X”.  “X” may be a SharePoint lab, a Virtual Cluster, an AD test environment or some other cool project that you really need RIGHT NOW.  That would be doing it wrong. My grandfather taught woodworking and cabinetmaking for twenty-seven years at a trade school in Alabama.  He was the first instructor hired at that school and the only teacher for the first two years.  His students built tables, chairs, and workbenches so the school could start its HVAC courses.   Visiting as a child, I also noticed many extra “helper” stands, benches, holders, and gadgets all built from wood.  What does that have to do with a virtual lab, you ask?  Well, that is the same approach you should take.  Build stuff that you will use.  Not for solving a particular problem, but to let the Virtual Lab be part of your normal troubleshooting toolkit. Start with basic copies of various Operating Systems.  Load and patch server and desktop OS environments.  This also helps build your collection of ISO files, another essential element of a virtual Lab.  Once you have these “baseline” images, you can use your Virtualization software’s snapshot capability to freeze the image.  Clone the snapshot and you have a brand new fully patched machine in mere moments.  You may have to sysprep some of the Microsoft OS environments if you are going to create a domain environment or experiment with clustering.  That is still much faster than loading and patching from scratch. So once you have a stock of raw materials (baseline images in this case) where should you start.  Again, my grandfather’s workshop gives us the answer.  In the shop it was workbenches and tables to hold large workpieces that made the equipment more useful.  In a Windows environment the same role falls to the fundamental network services:  DHCP, DNS, Active Directory, Routing, File Services, and Storage services.  Plan your internal network setup.  Build out an AD controller with all the features listed.  Make the actual domain an isolated domain so it will not care about where you take it.  Add the Microsoft iSCSI target.  Once you have this single system, you can leverage it for almost any network environment beyond a simple stand-alone system. Having these templates and fundamental infrastructure elements ready to run means I can build a quick lab in minutes instead of hours.  My solutions are well-tested, my processes fully documented with screenshots, and my plans validated well before I have to make any changes to client systems.  the work I put in is easily returned in increased value and client satisfaction.

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  • Renaming the sa Account

    - by Tara Kizer
    Today I renamed the sa account on 23 SQL Server 2005/2008 instances.  I used the CMS to assist with this task.  Later we realized all of the SQL Agent jobs were failing on these instances with the following error: “The job failed.  The owner (sa) of job XYZ does not have server access.” We use sa as the job owner, and it had correctly changed the owner to our new name as the sids had not changed.  We were at first confused why the jobs were failing but then realized restarting the SQL Agent service might help.  The restart corrected the problem. If you plan on renaming your sa account (best practice), make sure you restart the SQL Agent service afterwards to avoid failing jobs.  This is perhaps common knowledge, but it was something new learned by me today.

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  • PASS: International Travels

    - by Bill Graziano
    Nihao!  One of the largest changes PASS is going through is the the expansion outside the US and Canada.  We’ve had international chapters and events in Europe since the early 2000’s.  But nothing on the scale we’re seeing now.  Since January 1st there have been 18 SQL Saturday events outside North America and 19 events in North America.  We hope to have three international SQLRally events outside the US in FY13 (budget willing).  I don’t know the exact percentage of chapters outside the US but it’s got be 50% or higher. We recently started an effort to remake the Board to better reflect the growing global face of PASS.  This involves assigning some Board seats to geographic regions.  You can ask questions about this in our feedback forum, participate in a Twitter chat or ask questions directly of Board members.  You can email me at if you’d like to ask a question directly.  We’re doing this very slowly and deliberately in hopes that a long communication cycle gives us a chance to address all the issues that our members will raise. After the Summit we passed a budget exception allocating an extra $20,000 for Board members to travel to local events.  I think it’s important for Board members to visit new areas and talk to more of our members.  I sent out an email asking where people had attended events outside their home city.  Here’s the list I got back: Albuquerque, Amsterdam, Boston, Brisbane, Chicago, Colorado Springs, Columbus, Dallas, Houston, Jacksonville, Las Vegas, London, Louisville, Minneapolis, New York City, Orange County, Orlando, Pensacola, Perth, Philadelphia, Phoenix, Redmond, Seattle, Silicon Valley, Sydney, Tampa Bay, Vancouver, Washington DC and Wellington.  (Disclaimer: Some of this travel was paid for by employers or Board members themselves.  Some of this travel may have been completed before the Summit.  That’s still one heck of a list!) The last SQL Saturday event this fiscal year is SQL Saturday Shanghai.  And that’s one I’m attending.  This is our first event in China and is being put on in cooperation with the local Microsoft office.  Hopefully this event will be the start of a growing community in China that includes chapters, SQL Saturdays and maybe a SQLRally or two in the future.  I’m excited to speak with people that are just starting down this path and watching this community grow. I encourage you to visit the PASS Global Growth site and read through the material there.  This is the biggest change we’ve made to our governance since I’ve been on the Board.  You need to understand how it affects you and how it affects the organization. And wish me luck on the 15 hour flight to Shanghai on Friday afternoon.  Rob Farley flies from Australia to the US for PASS events multiple times per year and I don’t know how he does it so often.  I think one of these is going to wipe me out.  (And Nihao (knee-how) is Chinese for Hello.)

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  • Number of Weeks between 2 Dates in SQL Server and Oracle

    This post gives you queries in Oracle and SQL Server to find number of weeks between 2 given dates Microsoft SQL Server Syntax: SELECT DATEDIFF (ww, '01/01/1753', '12/31/9999'); Oracle Syntax: SELECT floor(              (to_date('12/31/9999','mm/dd/yyyy')               - to_date('01/01/1753','mm/dd/yyyy')              )              / 7) diff FROM DUAL; span.fullpost {display:none;}

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  • Introducing Agile development after traditional project inception

    - by Riggy
    About a year and a half ago, I entered a workplace that claimed to do Agile development. What I learned was that this place has adopted several agile practices (such as daily standups, sprint plannings and sprint reviews) but none of the principles (just in time / just good enough mentality, exposing failure early, rich communication). I've now been tasked with making the team more agile and I've been assured that I have complete buy-in from the devs and the business team. As a pilot program, they've given me a project that just completed 15 months of requirements gathering, has a 110 page Analysis & Design document (to be considered as "written in stone"), and where I have no access to the end users (only to the committee made up of the users' managers who won't actually be using the product). I started small, giving them a list of expected deliverables for the first 5 sprints (leaving the future sprints undefined), a list of goals for the first sprint, and I dissected the A&D doc to get enough user stories to meet the first sprint's goals. Since then, they've asked why we don't have all the requirements for all the sprints, why I haven't started working on stuff for the third sprint (which they consider more important but is based off of the deliverables of the first 2 sprints) and are pressing for even more documentation that my entire IT team considers busy-work or un-related to us (such as writing the user manual up-front, documenting all the data fields from all the sprints up front, and more "up-front" work). This has been pretty rough for me as a new project manager, but there are improvements I have effectively implemented such as scrumban for story management, pair programming, and having the business give us customer acceptance tests up front (as part of the requirements documentation). So my questions are: What can I do to more effectively introduce change to a resistant business? Are there other practices that I can introduce on the IT side to help show the business the benefits of agile? The burden of documentation is strangling us - the business still sees it as a risk management strategy instead of as a risk. What can we do to alleviate their documentation concerns and demands (specifically the quantity of documentation and their need for all of it up front)? We are in a separate building from our business, about 3 blocks away and they refuse to have their people on the project co-habitate b/c that person "won't be able to work on their other projects while they're at our building." They expect us to always go over there and to bundle our questions so that we can ask them all at once and not waste that person's time with "constant interruptions." What can we do to get richer communication from them? Any additional advice would also be appreciated. Thanks!

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  • Performance Tuning with Traces

    - by Tara Kizer
    This past Saturday, I presented "Performance Tuning with Traces" at SQL Saturday #47 in Phoenix, Arizona.  You can download my slide deck and supporting files here. This is the same presentation that I did in September at SQL Saturday #55 in San Diego, however I focused less on my custom server-side trace tool and more on the steps that I take to troubleshoot a production performance problem which often includes server-side tracing.  If any of my blog readers attended the presentation, I'd love to hear your feedback.  I'm specifically interested in hearing constructive criticism.  Speaking in front of people is not something that comes naturally to me.  I plan on presenting in the future, so feedback on how I can do a better job would be very helpful.  My number one problem is I talk too fast!

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  • DevIntersection Conference Dec 9th-12th

    - by ScottGu
    I’m excited to be presenting a keynote at the DevIntersection conference this coming Dec 9th->12th in Las Vegas.  This conference has an awesome set of speakers from a variety of backgrounds.  A number of people from my team (including Scott Hanselman, Scott Hunter and Daniel Roth from the ASP.NET team) will be presenting in addition to me.  You can learn more about the conference and check out the schedule here. Attendees who register by November 20th will receive a free Windows 8 Tablet – so if you are interested in attending sign-up soon! Hope to see some of you there, Scott

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  • SOA Suite demo pod at OOW 2012

    - by Simone Geib
    Visit us in the exhibition hall at Oracle Open World from Monday October 1st till Wednesday October 3rd. You'll have the opportunity to meet our engineering team and product managers and learn what SOA Suite is about and all the cool stuff you can do with it. Come to get a general demo, ask specific questions, give feedback or just have discussions with the Oracle SOA team. You can find us at Moscone South, Right - S-229. And don't forget to check out the Focus on SOA and BPM document for an overview of all SOA and BPM sessions

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  • How to Build Your Own Siri App In a Browser

    - by ultan o'broin
    This post from Applications User Experience team co-worker Mark Vilrokx (@mvilrokx) about building your own Siri-style voice app in a browser using Rails, Chrome, and WolframAlpha is so just good you've now got it thrice! I love these kind of How To posts. They not only show off innovation but inspire others to try it out too. Love the sharing of the code snippets too. Hat tip to Jake at the AppsLab (and now on board with the Applications UX team too) for picking up the original All Things Rails blog post. Oracle Voice & Nuance demo on the Oracle Applications User Experience Usable Apps YouTube Channel Mark recently presented on Oracle Voice at the Oracle Usability Advisory Board on Oracle Voice and Oracle Fusion Applications and opened customers and partners eyes to how this technology can work for their users in the workplace and what's coming down the line! Great job, Mark.

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  • The JDEdwards EnterpriseOne PreSales University

    - by Julien Haye
    Istanbul NOV 5-9 Wednesday, NOV 7 - It is raining outside and I am sitting in my hotel room (#106) in Istanbul and create my first blog entry. Today this blog was enabled and I am excited to have the ability to share my (first) thoughts with the EMEA JDE Partner Community. I am here in Istanbul because we are currently running the JDEdwards PreSales University Event series. This PreSales University is an established event series which we deliver the fifth time now and the first time in the ECEMEA region. Delegates value the openness and competence from the Product Strategy and Product Development Team from Denver and India. Together with the regional Oracle PreSales team we had very valuable discussions around product features and functions and about the business value of the new delivered applications and tools. Additionally the event provides endless opportunities to exchange ideas with other JD Edwards Partner and the Oracle PreSales Team. With its focus on sharing and learning, best practice, user experience and transforming technologies, delegates will leave this event with an abundance of new ideas and best practices to try for your coming projects and existing customer implementations. A day out of the office gives delegates a chance to gain a new perspective on their business processes. Everybody sees better ways of working just by being immersed in an environment where the focus is on using products more effectively. Apps Track: Highly concentrated participants in Istanbul listening to Jeff Erickson presenting the news about OneView Reporting. Jeff: We believe “The things you said”. The event is organized into two tracks, one for Apps and one for Tech. Everybody was able to learn new features and functions and how to position this products. The focus was on the new Apps release 9.1 and Tools Release 9.1.2 and their Value Propositions. For all topics hands-on exercises has been given to the participants. Even very experienced senior consultants did learn a lot from this event. In total we have 55 people registered and we still have some more content to deliver. By the way: Istanbul is a nice place to be. I already booked my next trip to this beautiful city. In two weeks we deliver the JD Edwards EECIS Executive Forum again in Istanbul. Once again a tough Agenda. I will let you know if I had the ability to have a walk outside and see a bit more of this beautiful city. At least I expect to have a different room number. Many greetings Hartmut WieseOracle Alliances & Channels EMEA

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  • How to promote/market an event that needs many people?

    - by stjowa
    My team is about to launch a new web application, http://wethepixels.com, that requires a lot of people to be on the site at the same time for the concept to be successful. Our team is preparing to promote/market an event for a specific date and time, in order to try to grab a large group of people to the site at once. For those who have gone through a similar web launch, we would love to hear ideas on the best way to market for a large group in a relatively short period of time. We have created a Facebook page and a Facebook event, but it has yet to grab much attention (surprisingly to us). Is there a better way to attract a large number of users in a short period of time? Thanks

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  • In-depth Coverage for Oracle Workflow

    - by Steven Chan (Oracle Development)
    I'm lucky to work with many talented people in the Applications Technology Group, and many of them contribute articles to this blog.  Some team members have their own blogs.  If you work with Oracle Workflow, here's one that you should be following: Oracle E-Business Suite - Workflow This blog is updated every few months by our development team with in-depth technical articles about Oracle Workflow-related topics.  For example, articles posted there include: Implementing a post-notification function to perform custom validation E-Business Suite Proactive Support - Workflow Analyzer Asynchronous Business Event Subscriptions - Troubleshooting Tips Oracle E-Busienss Suite RCD - Applications Technology Releases 12.1 and 12.2 SMTP Authentication Feature in R12.1.3 Configurable User LOV in Worklist UI Oracle Business Event and Subsciptions Execution Flow Understanding AQs in Workflow SSL in Oracle Workflow Leveraging Oracle Workflow for Declarative PageFlow If you have suggestions about Workflow topics that you'd like to see covered there, drop them a line.

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  • Some datatypes doesn't honor localization

    - by Peter Larsson
    This bug has haunted me for a while, until today when I decided to not accept it anymore. So I filed a bug over at connect.microsoft.com, https://connect.microsoft.com/SQLServer/feedback/details/636074/some-datatypes-doesnt-honor-localization, and if you feel the way I do, please vote for this bug to be fixed. Here is a very simple repro of the problem DECLARE  @Sample TABLE          (              a DECIMAL(38, 19),              b FLOAT          ) INSERT   @Sample          (              a,              b          ) VALUES   (1E / 7E, 1E / 7E) SELECT   * FROM     @Sample Here is the actual output.                                       a                      b --------------------------------------- ----------------------                   0.1428571428571428400      0,142857142857143   I think that both columns should have the same decimal separator, don't you? //Peter

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  • Tell me a Story

    - by Geoff N. Hiten
    I recently had a friend ask me to review his resume.  He is a very experienced DBA with excellent skills.  If I had an opening I would have hired him myself.  But not because of the resume.  I know his skill set and skill levels, but there is no way his standard resume can convey that.  A bare bones list of job titles and skills does not set you apart from your competition, nor does it convey whether you have junior or senior level skills and experience.  The solution is to not use the standard format. Tell me a story.  I want to know what you were responsible for.  Describe a tough project and how you saved time/money/personnel on that project.  Link your work activity to business value.  Drop some technical bits in there since we do work in a technical field, but show me what you can do to add value to my business well above what I would pay you.  That will get my attention. The resume exists for one primary and one secondary reason.  The primary reason is to get the interview.  A Resume won’t get you a job, so don’t expect it to.  The secondary reason is to give you and the interviewer a starting point for conversations.  If I can say “Tell me more about when….” and reference an item from your resume, then that is great for both of us.  Of course, you better be able to tell me more, both from the technical and the business side, at least if I am hiring a senior or higher level position.  As for the junior DBAs, go ahead and tell your story too.  Don’t worry about how simple or basic your projects or solutions seem.  It is how you solved the problem and what you learned that I am looking for.  If you learn rapidly and think like a DBA, I can work with that, regardless of you current skill level.

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