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  • Rails log management

    - by ambertch
    I'm starting to get overwhelmed using VI to search through my logs to chase down login errors and would like a better solution. I know Newrelic is highly recommended, though was wondering if there was something free I could try for the short term. Thanks!

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  • Android Device Management

    - by Jon Hopkins
    I'm looking at the possibility of using Android as a secure corporate mobile platform. One of the pre-requisites for this will be a way of managing multiple devices, security policies, software deployment, that sort of thing - essentially the things the BlackBerry Enterprise Server handles for BlackBerry or MDM (or something 3rd party like SOTI) handles for Windows Mobile. Does such a thing exist for Android? It's a platform we're interested in but without this right now (and we're not in a position to build it ourselves) it's a non-starter.

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  • Code management in different projects with different svn repositories

    - by uzay95
    First of all I want to tell you what kind of system I have and I want to build on. 1- A Solution (has) a- Shared Class Library project (which is for lots of different solutions) b- Another Class Library project (which is only for this solution) c- Web Application project (which main part of this solution) d- Shared Web Service project (which also serves for different solutions) 2- B Solution (has) a- Shared Class Library project (which is for lots of different solutions) c- Windows Form Application project (which is main part of this solution) d- Web Service project (which also serves for different solutions) and other projects like that.... I am using xp-dev.com as our svn repository server. And I opened different projects for these items (Shared Class Library, Web Service project, Windows Form Application project, Web Application project, Another Class Library project) . I want to do the versioning of all these projects of course. My first question is, should I put each project(one solution) to one svn repository to get their revision number later on? Or should I put each of them to different svn repository and keep( write down) their correct version number that is used to publish/deploy every solution? If I use one svn for each project(Shared Class Lib, Web App, Shared Web Service....) how can I relate the right svn address and version on VS.2010 within the real solution? So, how do you manage your repositories and projects?

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  • Java: How ArrayList memory management

    - by cka3o4nik
    In my Data Structures class we have studies the Java ArrayList class, and how it grows the underlying array when a user adds more elements. That is understood. However, I cannot figure out how exactly this class frees up memory when lots of elements are removed from the list. Looking at the source, there are three methods that remove elements: [code] public E remove(int index) { RangeCheck(index); modCount++; E oldValue = (E) elementData[index]; int numMoved = size - index - 1; if (numMoved 0) System.arraycopy(elementData, index+1, elementData, index, numMoved); elementData[--size] = null; // Let gc do its work return oldValue; } public boolean remove(Object o) { if (o == null) { for (int index = 0; index < size; index++) if (elementData[index] == null) { fastRemove(index); return true; } } else { for (int index = 0; index < size; index++) if (o.equals(elementData[index])) { fastRemove(index); return true; } } return false; } private void fastRemove(int index) { modCount++; int numMoved = size - index - 1; if (numMoved 0) System.arraycopy(elementData, index+1, elementData, index, numMoved); elementData[--size] = null; // Let gc do its work } {/code] None of them reduce the datastore array. I even started questioning if memory free up ever happens, but empirical tests show that it does. So there must be some other way it is done, but where and how? I checked the parent classes as well with no success.

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  • Boost Shared Pointers and Memory Management

    - by Izza
    I began using boost rather recently and am impressed by the functionality and APIs provided. In using boost::shared_ptr, when I check the program with Valgrind, I found a considerable number of "Still reachable" memory leaks. As per the documentation of Valgrind, these are not a problem. However, since I used to use the standard C++ library only, I always made sure that any program written is completely free from memory leaks. My question is, are these memory leaks something to worry about? I tried using reset(), however it only decrements the reference count, doesn't deallocate memory. Can I safely ignore these, or any way to forcibly deallocate the memory allocated by boost::shared_ptr? Thank you.

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  • memory management: am i doing something wrong here?

    - by z s
    Hi, In a very small number of cases in my iphone app, I get a crash after the for loop in the code below: ABAddressBookRef addressBookInit = ABAddressBookCreate(); CFMutableArrayRef abContacts = (CFMutableArrayRef)ABAddressBookCopyArrayOfAllPeople(addressBookInit); // get array of all contacts CFArraySortValues (abContacts, CFRangeMake(0, CFArrayGetCount(abContacts)), (CFComparatorFunction)ABPersonComparePeopleByName, (void *)ABPersonGetSortOrdering()); NSArray *copypeople = (NSArray *) abContacts; NSMutableArray *tempTheadlist = [[NSMutableArray alloc] init]; for (int i=0; i < copypeople.count; i++) { NSAutoreleasePool *pool = [[NSAutoreleasePool alloc] init]; ABRecordRef record = [copypeople objectAtIndex:i]; if (blah blah) [tempThreadList addObject: someObject]; [pool release]; } // POINT OF CRASH AFTER LOOP ENDS if (tempTheadlist.count > 0) [NSThread detachNewThreadSelector: @selector(loading_pictures:) toTarget:self withObject:tempTheadlist]; [tempTheadlist release]; [copypeople release]; CFRelease(addressBookInit); Any reason why it should crash at any point here?

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  • Generic DRM (Distributed resource management) wrapper

    - by Pavel Bernshtam
    I need to write a software, which launches DRM jobs in a customer environment and monitors those jobs status. It should work with various customer environments and DRMs - like LSF, Sun Grid and others. Can you recommend some 3rd party library, which hides DRM differences from me and has API like "launch job", "get list of jobs", "get job status" etc. ? Both Java and native libraries are good for me.

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  • memory management question -- releasing an object which has to be returned

    - by ulag
    Hi, I have an NSMutableArray called playlist. This is in a method called getAllPlaylists. The code is something like this: -(NSMutableArray *)getAllPlaylists { //playlist is an instance variable playlist = [[NSMutableArray alloc] init]; //memory leak here . . //some code here which populates the playlist array [playlist addObject: object1]; . . return playlist; } The array allocation step of playlist is causing a memory leak. In such a scenario where can i release this array? Or can i avoid allocation n initialization of playlist here by doing something else?

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  • General Availability of Oracle E-Business Suite Plug-in 12.1.0.1.0

    - by user810030
    We are pleased to announce the General Availability of Oracle E-Business Suite Plug-in 12.1.0.1.0, an integral part of Application Management Suite for Oracle E-Business Suite. The combination of Enterprise Manager 12c Cloud Control and the Application Management Suite combines functionality that was available in the standalone Application Management Pack for Oracle E-Business Suite and Application Change Management Pack for Oracle E-Business Suite with Oracle’s Real User Experience Insight product and the Configuration & Compliance capabilities to provide the most complete solution for managing Oracle E-Business Suite applications. The features that were available in the standalone management packs are now packaged into the Oracle E-Business Suite Plug-in, which is now fully certified with Oracle Enterprise Manager 12c Cloud Control. This latest plug-in extends Cloud Control with E-Business Suite specific system management capabilities and features enhanced change management support. This new release offers the following key enhancements: General: Oracle Enterprise Manager 12c Base Platform uptake: All components of the management suite are certified with Oracle Enterprise Manager 12c Cloud Control. Security: Privilege Delegation: The Oracle E-Business Suite Plug-in now extends Enterprise Manager’s privilege delegation through Sudo and PowerBroker to Oracle E-Business Suite Plug-in host targets.  Privileges and Roles for Managing Oracle E-Business Suite: This release includes new ready-to-use target and resource privileges to monitor, manage, and perform Change Management functionality.  Cloning: Named Credentials Uptake in Cloning: The Clone module transactions now let users leverage the Named Credential feature introduced in Enterprise Manager 12c, thereby passing all the benefits of Named Credentials features in Enterprise Manager to the Oracle E-Business Suite Plug-in users.  Smart Clone improvements: The new and improved Smart Clone UI supports the adding of "pre and post" custom steps to a copy of the ready-to-use cloning deployment procedure. Now a user can pass parameters to the custom steps through the interview screen of the UI as well as pass ready-to-use parameters to the custom steps.  Change Management Enhancements Application Management Suite for Oracle E-Business Suite provides a centralized view to monitor and orchestrate changes (both functional and technical) across multiple Oracle E-Business Suite systems. In this latest release, it provides even more control and flexibility in managing Oracle E-Business Suite changes. Customization Manager: Support for longer file names: Customization Manager now handles file names up to thirty characters in length.  Patch Manager: Queuing of Patch Manager Runs: This feature allows patch runs to queue up if Patch Manager detects a specific target is in a blackout state.  Multi-node system patching: The patch run interview has been enhanced to allow Enterprise Manager Administrator to choose which nodes adpatch will run on.  New AD Administration Options: The patch run interview has been extended to include AD Administration Options "Relink Application Programs", "Generate Product Jars Files", "Generate Report Files", and "Generate Form Files".  Release Technical Details Product documentation for the plug-in is available on My Oracle Support as note 1434392.1.  The Oracle E-Business Suite Plug-in can be accessed in one of the following ways:  Fresh install  Enterprise Manager Store  Oracle Software Delivery Cloud Upgrades  Oracle Technology Network Please refer to the Application Management Pack for Oracle E-Business Suite Guide for further details.  Related Software Component Oracle Real User Experience Insight 12.1.0.0.1  Product documentation is available on Oracle Technology Network in the "Oracle Enterprise Manager 12c Release 1 (12.1) Documentation" set under the "Associated Document" tab. (http://docs.oracle.com/cd/E26370_01/index.htm)  Product may be downloaded individually from Oracle Technology Network software download page for Oracle Enterprise Manager under "Additional Enterprise Manager Downloads." (http://www.oracle.com/technetwork/oem/grid-control/downloads/index.html)  Product may also be downloaded individually from the Oracle Software Delivery Cloud. Select "Oracle Enterprise Manager" product pack, "Oracle Real User Experience Insight 12c Release 1 Media Pack for x8  Collateral Can be accessed on the Application Management Page on Oracle Technology Network

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  • Wondering What to Expect from Master Data Management at OpenWorld 2012? Hold On to Your Seats…

    - by Mala Narasimharajan
    The Countdown begins – just 23 days till OpenWorld hits San Francisco. Oracle OpenWorld 2012 for MDM promises to be chock full of interesting sessions, specifically focused on our customers. We’ve made sure that our sessions are balanced between product information, strategy and real world stories and last but certainly not least - lessons learned – straight from our customers. Attendee / Presenters Toolkit Oracle Master Data Management FOCUS ON DOCUMENT – For all MDM sessions at OOW - where and when Oracle Schedule Builder – use search terms such as : MDM, master data, customer hub, product hub and master data management Oracle Music Festival - AMAZING Line up!!  Oracle Customer Appreciation Night –NOT TO BE MISSED!! Oracle OpenWorld LIVE On-Demand Stay on top of all that’s OpenWorld – when it comes to MDM. We’ll be posting not-t- miss sessions and blogs on what our customer lineup will be like at the big show. Look forward to seeing you at OOW – and in case you didn’t get approval to attend- take advantage of our virtual on-demand conference. See you at OpenWorld 2012 ! 

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  • Projected Results: Sound project management practices, combined with a complete technology platform, have an immediate and lasting impact on an organization’s bottom line.

    - by Melissa Centurio Lopes
    Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin-top:0in; mso-para-margin-right:0in; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0in; line-height:115%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;} Article By: Alan Joch, is a business and technology writer who specializes in enterprise applications, cloud computing, mobile computing, and the Web. It’s no secret that complex, large-scale projects need close management controls to ensure that they’re delivered on time and on budget. But now there’s growing evidence that failing to meet these goals can have far-reaching consequences, not only for the reputations and value of individual organizations but also for the tenure of their top executives. Government watchdogs forced one large contractor to suspend a multibillion-dollar defense program—and delay payment receipts—until a better management system was launched to more accurately track spending, project milestones, and other fundamental metrics. Significant delays in the opening of the £4.3 billion Terminal 5 at Heathrow Airport impaired an airline’s operations and contributed to a drop in its share prices. These real-world examples are noteworthy because of the huge financial risks they created. They’re also far from being isolated cases. Research by the Economist Intelligence Unit found that only 11 percent of companies claimed they delivered expected ROI on major capital projects 90 percent of the time or more. In addition, 12 percent of respondents said they achieved planned ROI less than half the time. According to Phil Thornton, lead consultant at the analyst firm Clarity Economics, the numbers demonstrate obvious challenges related to managing risks, accurately predicting ROI, and consistently delivering bottom-line growth for major capital investments “Portfolio management is a path to improve your organization’s competitive advantage. It helps make sure your organization is investing in the right things and not spending its time on things that are not delivering the intended results for the firm.” Read the full article here

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  • Oracle Joins XBRL US To Help Drive Adoption

    - by Theresa Hickman
    Recently, Oracle joined XBRL US, the national consortium for XML business reporting standards to stay ahead of the technology and help increase XBRL adoption by U.S. companies by 2011. Large accelerated filers were mandated to use XBRL starting in 2009; other large filers started in 2010 and all other public companies must comply in June 2011. Here is a list of other organizations that recently joined XBRL US: Oracle Citi Federal Filings LLC Edgar Agents LLC XSP For those of you who have been living under a rock, XBRL stands for eXtensible Business Reporting Language. Simply put, it's reporting electronically. Just like PDFs or spreadsheets are a type of output, XBRL is another output option in electronic form. Right now, the transition to XBRL means extra work for publicly traded companies because they need to file their financial statements in both EDGAR and XBRL formats. Once the SEC phases out the EDGAR system, XBRL will be the primary way to deliver financial information with footnotes and supporting schedules to multiple audiences without having to re-key or reformat the information. A single XBRL document can be converted to printed output, published via the Web, fed into an SEC database (e.g. EDGAR) or forwarded to a creditor for analysis. Question: How does Oracle support XBRL reporting? Answer: The latest XBRL 2.1 specifications are supported by Oracle Hyperion Disclosure Management, which is part of Oracle's Hyperion Financial Close Suite along with Hyperion Financial Management, Hyperion Financial Data Quality Management and Hyperion Financial Close Management. Hyperion Disclosure Management supports the authoring of financial filings in Microsoft Office, with "hot links" to reports and data stored in Hyperion Financial Management or Oracle Essbase. It supports the XBRL tagging of financial statements as well as the disclosures and footnotes within your 10K and 10Q filings. Because many of our customers use Hyperion Financial Management (HFM) for their consolidation needs, they simply generate XBRL statements from their consolidated financial results. Question: What if you don't use Hyperion Financial Management, and you only use E-Business Suite General Ledger or PeopleSoft General Ledger? Answer: No problem, all you need is Hyperion Disclosure Management to generate XBRL from your general ledger. Here are the steps: Upload the XBRL taxonomy from the SEC or XBRL website into Hyperion Disclosure Management. Publish your financial statements out of general ledger to Excel. Perform the XBRL tag mapping from the Excel output to Hyperion Disclosure Management. For more information and some interesting background on XBRL, I recommend reading What You Need To Know About XBRL written by our EPM expert, John O'Rourke.

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  • Which of the following relational database management systems would a company adopt (for migration), if any, MS Access, MS SQL Server or MySQL?

    - by Hassan Hagi
    Dear programmers, as part of my final year university project, I am conducting research into relational database management systems such as Microsoft Office Access 2007, Microsoft SQL Server 2008 and MySQL 5.1. The description does not need to be detailed however; I am trying to find empirical evidence and professional opinion/fact to determine which of the three databases are best suited for the required size of company (stated or unstated). OS: Microsoft windows (XP or newer) Please consider the following, but full details are not necessary: Memory management Migration Design constraints Integrity (data and others) Triggers User constraints Ease of use Performance Crash Recovery (not the operating system) Total Cost of Ownership (TCO) Also any info on Open source (to do with the three RDBMS) Thank you for your time and help. Hassan Hagi

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  • What is Logical Volume Management and How Do You Enable It in Ubuntu?

    - by Justin Garrison
    Logical Volume Management (LVM) is a disk management option that every major Linux distribution includes. Whether you need to set up storage pools or just need to dynamically create partitions, LVM is probably what you are looking for. Latest Features How-To Geek ETC How to Upgrade Windows 7 Easily (And Understand Whether You Should) The How-To Geek Guide to Audio Editing: Basic Noise Removal Install a Wii Game Loader for Easy Backups and Fast Load Times The Best of CES (Consumer Electronics Show) in 2011 The Worst of CES (Consumer Electronics Show) in 2011 HTG Projects: How to Create Your Own Custom Papercraft Toy Outlook2Evernote Imports Notes from Outlook to Evernote Firefox 4.0 Beta 9 Available for Download – Get Your Copy Now The Frustrations of a Computer Literate Watching a Newbie Use a Computer [Humorous Video] Season0nPass Jailbreaks Current Gen Apple TVs IBM’s Jeopardy Playing Computer Watson Shows The Pros How It’s Done [Video] Tranquil Juice Drop Abstract Wallpaper

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  • How can I convince management to deal with technical debt?

    - by Desolate Planet
    This is a question that I often ask myself when working with developers. I've worked at four companies so far and I've become aware of a lack of attention to keeping code clean and dealing with technical debt that hinders future progress in a software app. For example, the first company I worked for had written a database from scratch rather than use something like MySQL and that created hell for the team when refactoring or extending the application. I've always tried to be honest and clear with my manager when he discusses projections, but management doesn't seem interested in fixing what's already there and it's horrible to see the impact it has on team morale. What are your thoughts on the best way to tackle this problem? What I've seen is people packing up and leaving. The company then becomes a revolving door with developers coming in and out and making the code worse. How do you communicate this to management to get them interested in sorting out technical debt?

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  • How to Convince management that a specific product training is important to QA?

    - by Rahul
    I am leading a QA team of 10 people. we have been received the request for a training of a ETL dataware housing tool for QA, Support and Development. But however the management does not feel that it is important for QA to be involved in such a training as it is support and development team who will be involved ih developing or fixing the issues in the product. How do I convince the management that this training is very important from the QA perspective as this is the team that will find bugs and which will reduce the maintainance cost?

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  • What are some alternatives to ASI iMIS Content Management Systems? [closed]

    - by SLY
    Possible Duplicate: Which Content Management System (CMS)/Wiki should I use? I am working with a team to select a new content management system for a large membership organization (around 25,000 members). The organization has revenue so I'm not looking for a dirt cheap solution. The site currently uses ASI iMIS which is based on ColdFusion. It's difficult to work with and not flexible for our needs. What other possible alternatives to ASI iMIS are there? Ideally the solution would have some sort of support from the vendor. So far I've come up with: Drupal/Acquia SDL Tridion Plone Ellington (probably too news like) Pinax (probably not developed enough)

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  • Managing access to multiple linux system

    - by Swartz
    A searched for answers but have found nothing on here... Long story short: a non-profit organization is in dire need of modernizing its infrastructure. First thing is to find an alternatives to managing user accounts on a number of Linux hosts. We have 12 servers (both physical and virtual) and about 50 workstations. We have 500 potential users for these systems. The individual who built and maintained the systems over the years has retired. He wrote his own scripts to manage it all. It still works. No complaints there. However, a lot of the stuff is very manual and error-prone. Code is messy and after updates often needs to be tweaked. Worst part is there is little to no docs written. There are just a few ReadMe's and random notes which may or may not be relevant anymore. So maintenance has become a difficult task. Currently accounts are managed via /etc/passwd on each system. Updates are distributed via cron scripts to correct systems as accounts are added on the "main" server. Some users have to have access to all systems (like a sysadmin account), others need access to shared servers, while others may need access to workstations or only a subset of those. Is there a tool that can help us manage accounts that meets the following requirements? Preferably open source (i.e. free as budget is VERY limited) mainstream (i.e. maintained) preferably has LDAP integration or could be made to interface with LDAP or AD service for user authentication (will be needed in the near future to integrate accounts with other offices) user management (adding, expiring, removing, lockout, etc) allows to manage what systems (or group of systems) each user has access to - not all users are allowed on all systems support for user accounts that could have different homedirs and mounts available depending on what system they are logged into. For example sysadmin logged into "main" server has main://home/sysadmin/ as homedir and has all shared mounts sysadmin logged into staff workstations would have nas://user/s/sysadmin as homedir(different from above) and potentially limited set of mounts, a logged in client would have his/her homedir at different location and no shared mounts. If there is an easy management interface that would be awesome. And if this tool is cross-platform (Linux / MacOS / *nix), that will be a miracle! I have searched the web and so have found nothing suitable. We are open to any suggestions. Thank you. EDIT: This question has been incorrectly marked as a duplicate. The linked to answer only talks about having same homedirs on all systems, whereas we need to have different homedirs based on what system user is currently logged into(MULTIPLE homedirs). Also access needs to be granted only to some machinees not the whole lot. Mods, please understand the full extent of the problem instead of merely marking it as duplicate for points...

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  • Why isn’t my autoreleased object getting released?

    - by zoul
    Hello. I am debugging a weird memory management error and I can’t figure it out. I noticed that some of my objects are staying in memory longer than expected. I checked all my memory management and finally got to the very improbable conclusion that some of my autorelease operations don’t result in a release. Under what circumstances is that possible? I created a small testing Canary class that logs a message in dealloc and have the following testing code in place: NSLog(@"On the main thread: %i.", [NSThread isMainThread]); [[[Canary alloc] init] autorelease]; According to the code we’re really on the main thread, but the dealloc in Canary does not get called until much later. The delay is not deterministic and can easily take seconds or more. How is that possible? The application runs on a Mac, the garbage collection is turned off (Objective-C Garbage Collection is set to Unsupported on the target.) I am mostly used to iOS, is memory management on OS X different in some important way?

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  • Users in database server or database tables

    - by Batcat
    Hi all, I came across an interesting issue about client server application design. We have this browser based management application where it has many users using the system. So obvisously within that application we have an user management module within it. I have always thought having an user table in the database to keep all the login details was good enough. However, a senior developer said user management should be done in the database server layer if not then is poorly designed. What he meant was, if a user wants to use the application then a user should be created in the user table AND in the database server as a user account as well. So if I have 50 users using my applications, then I should have 50 database server user logins. I personally think having just one user account in the database server for this database was enough. Just grant this user with the allowed privileges to operate all the necessary operation need by the application. The users that are interacting with the application should have their user accounts created and managed within the database table as they are more related to the application layer. I don't see and agree there is need to create a database server user account for every user created for the application in the user table. A single database server user should be enough to handle all the query sent by the application. Really hope to hear some suggestions / opinions and whether I'm missing something? performance or security issues? Thank you very much.

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  • Tips on managing dependencies for a release?

    - by Andrew Murray
    Our system comprises many .NET websites, class libraries, and a MSSQL database. We use SVN for source control and TeamCity to automatically build to a Test server. Our team is normally working on 4 or 5 projects at a time. We try to lump many changes into a largish rollout every 2-4 weeks. My problem is with keeping track of all the dependencies for a rollout. Example: Website A cannot go live until we've rolled out Branch X of Class library B, built in turn against the Trunk of Class library C, which needs Config Updates Y and Z and Database Update D, which needs Migration Script E... It gets even more complex - like making sure each developer's project is actually compatible with the others and are building against the same versions. Yes, this is a management issue as much as a technical issue. Currently our non-optimal solution is: a whiteboard listing features that haven't gone live yet relying on our memory and intuition when planning the rollout, until we're pretty sure we've thought of everything... a dry-run on our Staging environment. It's a good indication but we're often not sure if Staging is 100% in sync with Live - part of the problem I'm hoping to solve. some amount of winging it on rollout day. So far so good, minus a few close calls. But as our system grows, I'd like a more scientific release management system allowing for more flexibility, like being able to roll out a single change or bugfix on it's own, safe in the knowledge that it won't break anything else. I'm guessing the best solution involves some sort of version numbering system, and perhaps using a project management tool. We're a start-up, so we're not too hot on religiously sticking to rigid processes, but we're happy to start, providing it doesn't add more overhead than it's worth. I'd love to hear advice from other teams who have solved this problem.

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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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