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  • 7 Steps To Cut Recruiting Costs & Drive Exceptional Business Results

    - by Oracle Accelerate for Midsize Companies
    By Steve Viarengo, Vice President Product Management, Oracle Taleo Cloud Services  Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 In good times, trimming operational costs is an ongoing goal. In tough times, it’s a necessity. In both good times and bad, however, recruiting occurs. Growth increases headcount in good times, and opportunistic or replacement hiring occurs in slow business cycles. By employing creative recruiting strategies in tandem with the latest technology developments, you can reduce recruiting costs while driving exceptional business results. Here are some critical areas to focus on. 1.  Target Direct Cost Savings Total recruiting process expenses are the sum of external costs plus internal labor costs. Most organizations can reduce recruiting expenses with direct cost savings. While additional savings on indirect costs can be realized from process improvement and efficiency gains, there are direct cost savings and benefits readily available in three broad areas: sourcing, assessments, and green recruiting. 2. Sourcing: Reduce Agency Costs Agency search firm fees can amount to 35 percent of a new employee’s annual base salary. Typically taken from the hiring department budget, these fees may not be visible to HR. By relying on internal mobility programs, referrals, candidate pipelines, and corporate career Websites, organizations can reduce or eliminate this agency spend. And when you do have to pay third-party agency fees, you can optimize the value you receive by collaborating with agencies to identify referred candidates, ensure access to candidate data and history, and receive automatic notifications and correspondence. 3. Sourcing: Reduce Advertising Costs You can realize significant cost reductions by placing all job positions on your corporate career Website. This will allow you to reap a substantial number of candidates at minimal cost compared to job boards and other sourcing options. 4.  Sourcing: Internal Talent Pool Internal talent pools provide a way to reduce sourcing and advertising costs while delivering improved productivity and retention. Internal redeployment reduces costs and ramp-up time while increasing retention and employee satisfaction. 5.  Sourcing: External Talent Pool Strategic recruiting requires identifying and matching people with a given set of skills to a particular job while efficiently allocating sourcing expenditures. By using an e-recruiting system (which drives external talent pool management) with a candidate relationship database, you can automate prescreening and candidate matching while communicating with targeted candidates. Candidate relationship management can lower sourcing costs by marketing new job opportunities to candidates sourced in the past. By mining the talent pool in this fashion, you eliminate the need to source a new pool of candidates for each new requisition. Managing and mining the corporate candidate database can reduce the sourcing cost per candidate by as much as 50 percent. 6.  Assessments: Reduce Turnover Costs By taking advantage of assessments during the recruitment process, you can achieve a range of benefits, including better productivity, superior candidate performance, and lower turnover (providing considerable savings). Assessments also save recruiter and hiring manager time by focusing on a short list of qualified candidates. Hired for fit, such candidates tend to stay with the organization and produce quality work—ultimately driving revenue.  7. Green Recruiting: Reduce Paper and Processing Costs You can reduce recruiting costs by automating the process—and making it green. A paperless process informs candidates that you’re dedicated to green recruiting. It also leads to direct cost savings. E-recruiting reduces energy use and pollution associated with manufacturing, transporting, and recycling paper products. And process automation saves energy in mailing, storage, handling, filing, and reporting tasks. Direct cost savings come from reduced paperwork related to résumés, advertising, and onboarding. Improving the recruiting process through sourcing, assessments, and green recruiting not only saves costs. It also positions the company to improve the talent base during the recession while retaining the ability to grow appropriately in recovery. /* 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:0in; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:10.0pt; font-family:"Calibri","sans-serif"; mso-bidi-font-family:"Times New Roman";} 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:0in; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:10.0pt; font-family:"Calibri","sans-serif"; mso-bidi-font-family:"Times New Roman";}

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  • Where would a spam bot be located?

    - by Tim
    I have a hosted website using a free hosting service, I received an email this afternoon saying that I have been suspended because my account has been compromised. Basically, someone is using my email account to mass send spam. I've changed all the passwords and everything but when my Gmail pulls the emails from the host it's still downloading loads of spam messages that show like this: This message was created automatically by mail delivery software. A message that you sent could not be delivered to one or more of its recipients. This is a permanent error. The following address(es) failed: [email protected] SMTP error from remote mail server after end of data: host 198.91.80.251 [198.91.80.251]: 554 5.6.0 id=23634-03 - Rejected by MTA on relaying, from MTA([127.0.0.1]:10030): 554 Error: This email address has lost rights to send email from the system ------ This is a copy of the message, including all the headers. ------ Return-path: <[email protected]> Received: from keenesystems.com ([66.135.33.211]:2370 helo=server211) by absolut.x10hosting.com with esmtpsa (TLSv1:RC4-MD5:128) (Exim 4.77) (envelope-from <[email protected]>) id 1TGwSW-002hHe-Lc for [email protected]; Wed, 26 Sep 2012 13:35:44 -0500 MIME-Version: 1.0 Date: Wed, 26 Sep 2012 13:35:43 -0500 X-Priority: 3 (Normal) X-Mailer: Ximian Evolution 3.9.9 (8.5.3-6) Subject: New staff members wanted at Auction It Online From: [email protected] Reply-To: [email protected] To: "Nadia Monti" <[email protected]> Content-Type: text/plain Content-Transfer-Encoding: quoted-printable Message-ID: <OUTLOOK-IDM-9aed7054-6a3e-e1a4-1d5c-3e73377652a6@server211> Date : 26 September 2012=0ATime : 13:35=0ASender : Dennise Halcomb Head = Office Manager of RJ Auction Drop-Off Int.=0A=0ANice to meet you Nadia M= onti=0A=0ARJ ADO Ltd., a USA based company, offers a significant amount = of goods worldwide for our customers on eBay and other auction venues. = Our company's main target is to provide a suitable and cost-effective se= rvice for any person, company or fundraising company. The main purpose o= f the administrative assistant / sales support representative is to cont= ribute to the sales force and add convenience to our cost-effective serv= ice dedicated to individuals, businesses, and organizations worldwide. O= ur HR department obtained your resume from one of the various job-orient= ed websites just to offer you this post.=0A=0AWorking Schedule: This is = a part time and home-based offer. You won't need to spend more than 3 ho= urs each day. Your =0Aschedule will be flexible.=0A=0ASalary: At the end= of the trial period (it lasts for 1 month) you will be paid 1,800 EUR. = With the average volume of clients your overall income will raise up to = 3,000 EUR per month. After the trial period is over your base salary wil= l grow up to 2,500 EUR per month, so you will earn 5% commission from th= e transactions completed.=0A=0AWhere?: Italy Wide. As it is a stay at ho= me position all the communication will be carried out via email and via = phone.=0A=0ARequirements: Access to the internet during the workday and = basic microsoft office skills are needed. Basic knowledge of English is = required (most of the contacts will be in English).=0A=0ACosts and Fees:= There are NO costs at any time for our employees. All fees related to t= his position are covered by the RJ ADO Co. Ltd..=0A=0AFurther Hiring Pro= cess: If you are interested in position we offer, please reply to this e= mail and send us the copy of your resume for verification.=0A=0AAfter re= viewing all of the received applications we will reply to successful app= licants only. Then we'll offer to these successful applicants a position= within our firm on a trial period basis for one month beginning from th= e date you sign a trial agreement. During this trial period you will rec= eive full guidance and support. Employees on a one monthly trial period = are evaluated at least one week prior to the end of their trial. During = the trial, your supervisor can recommend termination. At the end of the = trial period, the supervisor can offer continued employment, extension o= f trial period, or termination. After the trial period you may ask for m= ore hours or continue full-time.=0A=0AIf you are interested in this posi= tion, just reply to this email and send any questions you have and the c= opy of your resume for verification.=0A=0AThank You,=0AHR-Manager of RJ = ADO Co. Ltd.=0A=0APermission Settings=0AYou have been referred to RJ Auc= tion Drop-Off If you feel you received this email in error or do not wis= h to receive future messages, please reply to this message with "remove"= in the subject field. We will immediately update our database according= ly. =0AWe apologize for any inconvenience caused.=0A=0ARJ Auction Drop-O= ff Co. Ltd. I'm not aware of how this has happened. I'm not sure how anyone could have got hold of my password. It's a simple wordpress install, at some point recently my host went down and there was a fresh install of wordpress with default admin accounts, I have a feeling it could be something to do with this. My question is, even though I've changed all my passwords it's all still happening, is there annywhere in paticular this script would be stored on my host. I really can't deal with having my hosting account suspended and my email account sending all this spam.

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  • To Make Diversity Work, Managers Must Stop Ignoring Difference

    - by HCM-Oracle
    By Kate Pavao - Originally posted on Profit Executive coaches Jane Hyun and Audrey S. Lee noticed something during their leadership development coaching and consulting: Frustrated employees and overwhelmed managers. “We heard from voices saying, ‘I wish my manager understood me better’ or ‘I hope my manager would take the time to learn more about me and my background,’” remembers Hyun. “At the same token, the managers we were coaching had a hard time even knowing how to start these conversations.”  Hyun and Lee wrote Flex to address some of the fears managers have when it comes to leading diverse teams—such as being afraid of offending their employees by stumbling into sensitive territory—and also to provide a sure-footed strategy for becoming a more effective leader. Here, Hyun talks about what it takes to create innovate and productive teams in an increasingly diverse world, including the key characteristics successful managers share. Q: What does it mean to “flex”? Hyun: Flexing is the art of switching between leadership styles to work more effectively with people who are different from you. It’s not fundamentally changing who you are, but it’s understanding when you need to adapt your style in a situation so that you can accommodate people and make them feel more comfortable. It’s understanding the gap that might exist between you and others who are different, and then flexing across that gap to get the result that you're looking for. It’s up to all of us, not just managers, but also employees, to learn how to flex. When you hire new people to the organization, they're expected to adapt. The new people in the organization may need some guidance around how to best flex. They can certainly take the initiative, but if you can give them some direction around the important rules, and connect them with insiders who can help them figure out the most critical elements of the job, that will accelerate how quickly they can contribute to your organization. Q: Why is it important right now for managers to understand flexing? Hyun: The workplace is becoming increasingly younger, multicultural and female. The numbers bear it out. Millennials are entering the workforce and becoming a larger percentage of it, which is a global phenomenon. Thirty-six percent of the workforce is multicultural, and close to half is female. It makes sense to better understand the people who are increasingly a part of your workforce, and how to best lead them and manage them as well. Q: What do companies miss out on when managers don’t flex? Hyun: There are high costs for losing people or failing to engage them. The estimated costs of replacing an employee is about 150 percent of that person’s salary. There are studies showing that employee disengagement costs the U.S. something like $450 billion a year. But voice is the biggest thing you miss out on if you don’t flex. Whenever you want innovation or increased productivity from your people, you need to figure out how to unleash these things. The way you get there is to make sure that everybody’s voice is at the table. Q: What are some of the common misassumptions that managers make about the people on their teams? Hyun: One is what I call the Golden Rule mentality: We assume when we go to the workplace that people are going to think like us and operate like us. But sometimes when you work with people from a different culture or a different generation, they may have a different mindset about doing something, or a different approach to solving a problem, or a different way to manage some situation. When see something that’s different, we don't understand it, so we don't trust it. We have this hidden bias for people who are like us. That gets in the way of really looking at how we can tap our team members best potential by understanding how their difference may help them be effective in our workplace. We’re trained, especially in the workplace, to make assumptions quickly, so that you can make the best business decision. But with people, it’s better to remain curious. If you want to build stronger cross-cultural, cross-generational, cross-gender relationships, before you make a judgment, share what you observe with that team member, and connect with him or her in ways that are mutually adaptive, so that you can work together more effectively. Q: What are the common characteristics you see in leaders who are successful at flexing? Hyun: One is what I call “adaptive ability”—leaders who are able to understand that someone on their team is different from them, and willing to adapt his or her style to do that. Another one is “unconditional positive regard,” which is basically acceptance of others, even in their vulnerable moments. This attitude of grace is critical and essential to a healthy environment in developing people. If you think about when people enter the workforce, they're only 21 years old. It’s quite a formative time for them. They may not have a lot of management experience, or experience managing complex or even global projects. Creating the best possible condition for their development requires turning their mistakes into teachable moments, and giving them an opportunity to really learn. Finally, these leaders are not rigid or constrained in a single mode or style. They have this insatiable curiosity about other people. They don’t judge when they see behavior that doesn’t make sense, or is different from their own. For example, maybe someone on their team is a less aggressive than they are. The leader needs to remain curious and thinks, “Wow, I wonder how I can engage in a dialogue with this person to get their potential out in the open.”

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  • Dynamic DataGrid columns in WPF DataGrid based on the underlying set of data (and their type)

    - by StatsMan
    Hello everyone, I've got kind of a conceptual question. I am in the process of wrapping some statistics classes I wrote into WPF. For that I have two DataGrid(-Views, currently in WinForms). In one DataGrid each row represents a column in the other. There I can set-up different variables (as in mathematical/statistical variables) with fields like "Header", "DataType", "ValidationBehaviour", "DisplayType". There I can also set-up how it should be displayed. Some Columns can automatically be set to ComboBoxColumns, some TextBoxColumns, and so on and so forth. So, now once I've set-up these Columns I can go to the other grid and enter my data. I may, for instance, have generated (in grid 1) one Column called "Annual Gross Salary" with input of numerical values. Another Column called "Education" with "0=NoEducation", "1=College Level", "3=Universitary" etc. These labels are displayed as text in the combobox and my statistics engine behind then selects the respective value (0-3) for calculations (i.e. ordinal, nominal variables). Sooo. In WinForms I could basically generate all the columns by hand in code and then add my data in the respective cells/rows. Now in WPF I thought that must be easy to realise. However, yesterday I got started with ICustomPropertyDescriptor which (maybe I was too thick) didn't give me the results I was looking for. Basically, I just need to be able to dynamically generate columns (and rows) with different Layout, Controls (ComboBox, simple Input, DateTimes) based on the data that I have. But I don't really know how to go about it? So here in summary: DataGrid 1 Purpose is to display columns that have been specified in DataGrid 2 In rows, the user can add any kind of data in the rows below the columns that is allowed as to the columns specifications DataGrid 2 Each row in this grid represents a column in DataGrid 1 Contains fields like Name/Header, DataType, Validation Behaviour, Default Value, Data Formatting, etc. Also contains a function to be able to set-up how it should be displayed. The user can select from, for instance, ComboBoxColumn (and also add the available options), DateTime, normal TextBox, CheckBox etc. After finishing adding a row it will automatically appear as a new column in DataGrid 1 I'd appreciate any kind of pointer into the right direction. Thanks very, very much in advance! :)

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  • How to assess a job offer with stock options? [closed]

    - by seas
    Cannot help expressing my curiosity about this issue. First of all, Russia, a country, I live in, as far as I understand, is a virgin land on this matter. Motivation is purely developed here and options are not existed at all. So, I am absolutely not aware about this. I roughly understand the mechanism of options. And, as far as I understand, the major white spot in the whole that story, how much will a singe share cost. How much will I get from all those N x 1000 options? I see two ways one can get money from the business: 1. Business goes IPO !!! 2. Business is sold as a whole to another owner. Next way is rather questionable about getting money: 3. Business goes without IPO "forever" (a generation would rather die before it IPO). I am also interested some explanations about situation ?3. Situation ?1 is clear - market decides everything, you either wait for stock price you satisfied or sell everything now. But topic is rather about ?2 - business is sold to another business. I am considering the following model: I am well payed specialist with company X. Somebody, with a company Y makes me an offer. Y is a startup. They cannot offer me much money and cannot overbid my salary, but they grow fast and hope to be bought soon. Instead of money, they offer me N x 1000 options. My problem is "how to assess this offer against my current, stable and well-payed job"? Are there any average cost of virtual share during selling one company to another? Are there any average stock price companies prefer to go to IPO? Are there any barriers against spreading the value of sock before selling the company or IPO (hiring too much people with options package too fast will decrease each package value, I mean)? Are there any good articles with explanations? Is all that somehow written in the law?

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  • Problem with ColdFusion communicating with MySQL database

    - by Greg
    Hi, I have been working to migrate a non-profit website from a local server (running Windows XP) to a GoDaddy hosting account (running Linux). Most of the pages are written in ColdFusion. Things have gone smoothly, up until this point. There is a flash form within the site (see this page: http://www.preservenet.cornell.edu/employ/submitjob.cfm) which, when completed, takes the visitor to this page: submitjobaction.cfm . I'm not quite sure what to make of this error, since I copied exactly what had been in the old MySQL database, and the .cfm files are exactly as they had been when they worked on the old server. Am I missing something? Below is the code from the database that the error seems to be referring to. When I change "Positionlat" to some default value in the database as it suggests in the error, it says that another field needs a default value, and it's a neverending chain of errors as I try to correct it. This is probably a stupid error that I'm missing, but I've been working at it for days and can't find what I'm missing. I would really appreciate any help. Thanks! -Greg DROP TABLE IF EXISTS employopp; CREATE TABLE employopp ( POSTID int(10) NOT NULL auto_increment, USERID varchar(10) collate latin1_general_ci default NULL, STATUS varchar(10) collate latin1_general_ci NOT NULL default 'ACTIVE', TYPE varchar(50) collate latin1_general_ci default 'professional', JOBTITLE varchar(70) collate latin1_general_ci default NULL, NUMBER varchar(30) collate latin1_general_ci default NULL, SALARY varchar(40) collate latin1_general_ci default NULL, ORGNAME varchar(70) collate latin1_general_ci default NULL, DEPTNAME varchar(70) collate latin1_general_ci default NULL, ORGDETAILS mediumtext character set utf8 collate utf8_unicode_ci, ORGWEBSITE varchar(200) collate latin1_general_ci default NULL, ADDRESS varchar(60) collate latin1_general_ci default 'none given', ADDRESS2 varchar(60) collate latin1_general_ci default NULL, CITY varchar(30) collate latin1_general_ci default NULL, STATE varchar(30) collate latin1_general_ci default NULL, COUNTRY varchar(3) collate latin1_general_ci default 'USA', POSTALCODE varchar(10) collate latin1_general_ci default NULL, EMAIL varchar(75) collate latin1_general_ci default NULL, NOMAIL varchar(5) collate latin1_general_ci default NULL, PHONE varchar(20) collate latin1_general_ci default NULL, FAX varchar(20) collate latin1_general_ci default NULL, WEBSITE varchar(200) collate latin1_general_ci default NULL, POSTDATE varchar(10) collate latin1_general_ci default NULL, POSTUNTIL varchar(20) collate latin1_general_ci default 'select date', POSTUNTILFILLED varchar(20) collate latin1_general_ci NOT NULL default 'until filled', texteHTML mediumtext character set utf8 collate utf8_unicode_ci, HOWTOAPPLY mediumtext character set utf8 collate utf8_unicode_ci, CONFIRSTNM varchar(30) collate latin1_general_ci default NULL, CONLASTNM varchar(60) collate latin1_general_ci default NULL, POSITIONCITY varchar(30) collate latin1_general_ci default NULL, POSITIONSTATE varchar(30) collate latin1_general_ci default NULL, POSITIONCOUNTRY varchar(3) collate latin1_general_ci default 'USA', POSITIONLAT varchar(50) collate latin1_general_ci NOT NULL, POSITIONLNG varchar(50) collate latin1_general_ci NOT NULL, PRIMARY KEY (POSTID) ) ENGINE=MyISAM AUTO_INCREMENT=2007 DEFAULT CHARSET=latin1 COLLATE=latin1_general_ci;

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  • Event Listener in Google Charts API

    - by DeanGrobler
    I'm busy using Google Charts in one of my projects to display data in a table. Everything is working great. Except that I need to see what line a user selected once they click a button. This would obviously be done with Javascript, but I've been struggling for days now to no avail. Below I've pasted code for a simple example of the table, and the Javascript function that I want to use (that doesn't work). <html> <head> <script type='text/javascript' src='https://www.google.com/jsapi'></script> <script type='text/javascript'> google.load('visualization', '1', {packages:['table']}); google.setOnLoadCallback(drawTable); var table = ""; function drawTable() { var data = new google.visualization.DataTable(); data.addColumn('string', 'Name'); data.addColumn('number', 'Salary'); data.addColumn('boolean', 'Full Time Employee'); data.addRows(4); data.setCell(0, 0, 'Mike'); data.setCell(0, 1, 10000, '$10,000'); data.setCell(0, 2, true); data.setCell(1, 0, 'Jim'); data.setCell(1, 1, 8000, '$8,000'); data.setCell(1, 2, false); data.setCell(2, 0, 'Alice'); data.setCell(2, 1, 12500, '$12,500'); data.setCell(2, 2, true); data.setCell(3, 0, 'Bob'); data.setCell(3, 1, 7000, '$7,000'); data.setCell(3, 2, true); table = new google.visualization.Table(document.getElementById('table_div')); table.draw(data, {showRowNumber: true}); } function selectionHandler() { selectedData = table.getSelection(); row = selectedData[0].row; item = table.getValue(row,0); alert("You selected :" + item); } </script> </head> <body> <div id='table_div'></div> <input type="button" value="Select" onClick="selectionHandler()"> </body> </html> Thanks in advance for anyone taking the time to look at this. I've honestly tried my best with this, hope someone out there can help me out a bit.

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  • How to make freelance clients understand the costs of developing and maintaining mature products?

    - by John
    I have a freelance web application project where the client requests new features every two weeks or so. I am unable to anticipate the requirements of upcoming features. So when the client requests a new feature, one of several things may happen: I implement the feature with ease because it is compatible with the existing platform I implement the feature with difficulty because I have to rewrite a significant portion of the platform's foundation Client withdraws request because it costs too much to implement against existing platform At the beginning of the project, for about six months, all feature requests fell under category 1) because the system was small and agile. But for the past six months, most feature implementation fell under category 2). The system is mature, forcing me to refactor and test everytime I want to add new modules. Additionally, I find myself breaking things that use to work, and fixing it (I don't get paid for this). The client is starting to express frustration at the time and cost for me to implement new features. To them, many of the feature requests are of the same scale as the features they requested six months ago. For example, a client would ask, "If it took you 1 week to build a ticketing system last year, why does it take you 1 month to build an event registration system today? An event registration system is much simpler than a ticketing system. It should only take you 1 week!" Because of this scenario, I fear feature requests will soon land in category 3). In fact, I'm already eating a lot of the cost myself because I volunteer many hours to support the project. The client is often shocked when I tell him honestly the time it takes to do something. The client always compares my estimates against the early months of a project. I don't think they're prepared for what it really costs to develop, maintain and support a mature web application. When working on a salary for a full time company, managers were more receptive of my estimates and even encouraged me to pad my numbers to prepare for the unexpected. Is there a way to condition my clients to think the same way? Can anyone offer advice on how I can continue to work on this web project without eating too much of the cost myself? Additional info - I've only been freelancing full time for 1 year. I don't yet have the high end clients, but I'm slowly getting there. I'm getting better quality clients as time goes by.

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  • Using multiple aggregate functions in an algebraic expression in (ANSI) SQL statement

    - by morpheous
    I have the following aggregate functions (AGG FUNCs): foo(), foobar(), fredstats(), barneystats(). I want to know if I can use multiple AGG FUNCs in an algebraic expression. This may seem a strange/simplistic question for seasoned SQL developers - however, the but the reason I ask is that so far, all AGG FUNCs examples I have seen are of the simplistic variety e.g. max(salary) < 100, rather than using the AGG FUNCs in an expression which involves using multiple AGG FUNCs in an expression (like agg_func1() agg_func2()). The information below should help clarify further. Given tables with the following schemas: CREATE TABLE item (id int, length float, weight float); CREATE TABLE item_info (item_id, name varchar(32)); # Is it legal (ANSI) SQL to write queries of this format ? SELECT id, name, foo, foobar, fredstats FROM A, B (SELECT id, foo(123) as foo, foobar('red') as foobar, fredstats('weight') as fredstats FROM item GROUP BY id HAVING [ALGEBRAIC EXPRESSION] ORDER BY id AS A), item_info AS B WHERE item.id = B.id Where: ALGEBRAIC EXPRESSION is the type of expression that can be used in a WHERE clause - for example: ((foo(x) < foobar(y)) AND foobar(y) IN (1,2,3)) OR (fredstats(x) <> 0)) I am using PostgreSQL as the db, but I would prefer to use ANSI SQL wherever possible. Assuming it is legal to include AGG FUNCS in the way I have done above, I'd like to know: Is there a more efficient way to write the above query ? Is there any way I can speed up the query in terms of a judicious choice of indexes on the tables item and item_info ? Is there a performance hit of using AGG FUNCs in an algebraic expression like I am (i.e. an expression involving the output of aggregate functions rather than constants? Can the expression also include 'scaled' AGG FUNC? (for example: 2*foo(123) < -3*foobar(456) ) - will scaling (i.e. multiplying an AGG FUNC by a number have an effect on performance?) How can I write the query above using INNER JOINS instead?

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  • DB Design Pattern - Many to many classification / categorised tagging.

    - by Robin Day
    I have an existing database design that stores Job Vacancies. The "Vacancy" table has a number of fixed fields across all clients, such as "Title", "Description", "Salary range". There is an EAV design for "Custom" fields that the Clients can setup themselves, such as, "Manager Name", "Working Hours". The field names are stored in a "ClientText" table and the data stored in a "VacancyClientText" table with VacancyId, ClientTextId and Value. Lastly there is a many to many EAV design for custom tagging / categorising the vacancies with things such as Locations/Offices the vacancy is in, a list of skills required. This is stored as a "ClientCategory" table listing the types of tag, "Locations, Skills", a "ClientCategoryItem" table listing the valid values for each Category, e.g., "London,Paris,New York,Rome", "C#,VB,PHP,Python". Finally there is a "VacancyClientCategoryItem" table with VacancyId and ClientCategoryItemId for each of the selected items for the vacancy. There are no limits to the number of custom fields or custom categories that the client can add. I am now designing a new system that is very similar to the existing system, however, I have the ability to restrict the number of custom fields a Client can have and it's being built from scratch so I have no legacy issues to deal with. For the Custom Fields my solution is simple, I have 5 additional columns on the Vacancy Table called CustomField1-5. This removes one of the EAV designs. It is with the tagging / categorising design that I am struggling. If I limit a client to having 5 categories / types of tag. Should I create 5 tables listing the possible values "CustomCategoryItems1-5" and then an additional 5 many to many tables "VacancyCustomCategoryItem1-5" This would result in 10 tables performing the same storage as the three tables in the existing system. Also, should (heaven forbid) the requirements change in that I need 6 custom categories rather than 5 then this will result in a lot of code change. Therefore, can anyone suggest any DB Design Patterns that would be more suitable to storing such data. I'm happy to stick with the EAV approach, however, the existing system has come across all the usual performance issues and complex queries associated with such a design. Any advice / suggestions are much appreciated. The DBMS system used is SQL Server 2005, however, 2008 is an option if required for any particular pattern.

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  • C#/.NET Little Pitfalls: The Dangers of Casting Boxed Values

    - by James Michael Hare
    Starting a new series to parallel the Little Wonders series.  In this series, I will examine some of the small pitfalls that can occasionally trip up developers. Introduction: Of Casts and Conversions What happens when we try to assign from an int and a double and vice-versa? 1: double pi = 3.14; 2: int theAnswer = 42; 3:  4: // implicit widening conversion, compiles! 5: double doubleAnswer = theAnswer; 6:  7: // implicit narrowing conversion, compiler error! 8: int intPi = pi; As you can see from the comments above, a conversion from a value type where there is no potential data loss is can be done with an implicit conversion.  However, when converting from one value type to another may result in a loss of data, you must make the conversion explicit so the compiler knows you accept this risk.  That is why the conversion from double to int will not compile with an implicit conversion, we can make the conversion explicit by adding a cast: 1: // explicit narrowing conversion using a cast, compiler 2: // succeeds, but results may have data loss: 3: int intPi = (int)pi; So for value types, the conversions (implicit and explicit) both convert the original value to a new value of the given type.  With widening and narrowing references, however, this is not the case.  Converting reference types is a bit different from converting value types.  First of all when you perform a widening or narrowing you don’t really convert the instance of the object, you just convert the reference itself to the wider or narrower reference type, but both the original and new reference type both refer back to the same object. Secondly, widening and narrowing for reference types refers the going down and up the class hierarchy instead of referring to precision as in value types.  That is, a narrowing conversion for a reference type means you are going down the class hierarchy (for example from Shape to Square) whereas a widening conversion means you are going up the class hierarchy (from Square to Shape).  1: var square = new Square(); 2:  3: // implicitly convers because all squares are shapes 4: // (that is, all subclasses can be referenced by a superclass reference) 5: Shape myShape = square; 6:  7: // implicit conversion not possible, not all shapes are squares! 8: // (that is, not all superclasses can be referenced by a subclass reference) 9: Square mySquare = (Square) myShape; So we had to cast the Shape back to Square because at that point the compiler has no way of knowing until runtime whether the Shape in question is truly a Square.  But, because the compiler knows that it’s possible for a Shape to be a Square, it will compile.  However, if the object referenced by myShape is not truly a Square at runtime, you will get an invalid cast exception. Of course, there are other forms of conversions as well such as user-specified conversions and helper class conversions which are beyond the scope of this post.  The main thing we want to focus on is this seemingly innocuous casting method of widening and narrowing conversions that we come to depend on every day and, in some cases, can bite us if we don’t fully understand what is going on!  The Pitfall: Conversions on Boxed Value Types Can Fail What if you saw the following code and – knowing nothing else – you were asked if it was legal or not, what would you think: 1: // assuming x is defined above this and this 2: // assignment is syntactically legal. 3: x = 3.14; 4:  5: // convert 3.14 to int. 6: int truncated = (int)x; You may think that since x is obviously a double (can’t be a float) because 3.14 is a double literal, but this is inaccurate.  Our x could also be dynamic and this would work as well, or there could be user-defined conversions in play.  But there is another, even simpler option that can often bite us: what if x is object? 1: object x; 2:  3: x = 3.14; 4:  5: int truncated = (int) x; On the surface, this seems fine.  We have a double and we place it into an object which can be done implicitly through boxing (no cast) because all types inherit from object.  Then we cast it to int.  This theoretically should be possible because we know we can explicitly convert a double to an int through a conversion process which involves truncation. But here’s the pitfall: when casting an object to another type, we are casting a reference type, not a value type!  This means that it will attempt to see at runtime if the value boxed and referred to by x is of type int or derived from type int.  Since it obviously isn’t (it’s a double after all) we get an invalid cast exception! Now, you may say this looks awfully contrived, but in truth we can run into this a lot if we’re not careful.  Consider using an IDataReader to read from a database, and then attempting to select a result row of a particular column type: 1: using (var connection = new SqlConnection("some connection string")) 2: using (var command = new SqlCommand("select * from employee", connection)) 3: using (var reader = command.ExecuteReader()) 4: { 5: while (reader.Read()) 6: { 7: // if the salary is not an int32 in the SQL database, this is an error! 8: // doesn't matter if short, long, double, float, reader [] returns object! 9: total += (int) reader["annual_salary"]; 10: } 11: } Notice that since the reader indexer returns object, if we attempt to convert using a cast to a type, we have to make darn sure we use the true, actual type or this will fail!  If the SQL database column is a double, float, short, etc this will fail at runtime with an invalid cast exception because it attempts to convert the object reference! So, how do you get around this?  There are two ways, you could first cast the object to its actual type (double), and then do a narrowing cast to on the value to int.  Or you could use a helper class like Convert which analyzes the actual run-time type and will perform a conversion as long as the type implements IConvertible. 1: object x; 2:  3: x = 3.14; 4:  5: // if you want to cast, must cast out of object to double, then 6: // cast convert. 7: int truncated = (int)(double) x; 8:  9: // or you can call a helper class like Convert which examines runtime 10: // type of the value being converted 11: int anotherTruncated = Convert.ToInt32(x); Summary You should always be careful when performing a conversion cast from values boxed in object that you are actually casting to the true type (or a sub-type). Since casting from object is a widening of the reference, be careful that you either know the exact, explicit type you expect to be held in the object, or instead avoid the cast and use a helper class to perform a safe conversion to the type you desire. Technorati Tags: C#,.NET,Pitfalls,Little Pitfalls,BlackRabbitCoder

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  • It was a figure of speech!

    - by Ratman21
    Yesterday I posted the following as attention getter / advertisement (as well as my feelings). In the groups, (I am in) on the social networking site, LinkedIn and boy did I get responses.    I am fighting mad about (a figure of speech, really) not having a job! Look just because I am over 55 and have gray hair. It does not mean, my brain is dead or I can no longer trouble shoot a router or circuit or LAN issue. Or that I can do “IT” work at all. And I could prove this if; some one would give me at job. Come on try me for 90 days at min. wage. I know you will end up keeping me (hope fully at normal pay) around. Is any one hearing me…come on take up the challenge!     This was the responses I got.   I hear you. We just need to retrain and get our skills up to speed is all. That is what I am doing. I have not given up. Just got to stay on top of the game. Experience is on our side if we have the credentials and we are reasonable about our salaries this should not be an issue.   Already on it, going back to school and have got three certifications (CompTIA A+, Security+ and Network+. I am now studying for my CISCO CCNA certification. As to my salary, I am willing to work at very reasonable rate.   You need to re-brand yourself like a product, market and sell yourself. You need to smarten up, look and feel a million dollars, re-energize yourself, regain your confidents. Either start your own business, or re-write your CV so it stands out from the rest, get the template off the internet. Contact every recruitment agent in your town, state, country and overseas, and on the web. Apply to every job you think you could do, you may not get it but you will make a contact for your network, which may lead to a job at the end of the tunnel. Get in touch with everyone you know from past jobs. Do charity work. I maintain the IT Network, stage electrical and the Telecom equipment in my church,   Again already on it. I have email the world is seems with my resume and cover letters. So far, I have rewritten or had it rewrote, my resume and cover letters; over seven times so far. Re-energize? I never lost my energy level or my self-confidents in my work (now if could get some HR personal to see the same). I also volunteer at my church, I created and maintain the church web sit.   I share your frustration. Sucks being over 50 and looking for work. Please don't sell yourself short at min wage because the employer will think that’s your worth. Keep trying!!   I never stop trying and min wage is only for 90 days. If some one takes up the challenge. Some post asked if I am keeping up technology.   Do you keep up with the latest technology and can speak the language fluidly?   Yep to that and as to speaking it also a yep! I am a geek you know. I heard from others over the 50 year mark and younger too.   I'm with you! I keep getting told that I don't have enough experience because I just recently completed a Masters level course in Microsoft SQL Server, which gave me a project-intensive equivalent of between 2 and 3 years of experience. On top of that training, I have 19 years as an applications programmer and database administrator. I can normalize rings around experienced DBAs and churn out effective code with the best of them. But my 19 years is worthless as far as most recruiters and HR people are concerned because it is not the specific experience for which they're looking. HR AND RECRUITERS TAKE NOTE: Experience, whatever the language, translates across platforms and technology! By the way, I'm also over 55 and still have "got it"!   I never lost it and I also can work rings round younger techs.   I'm 52 and female and seem to be having the same issues. I have over 10 years experience in tech support (with a BS in CIS) and can't get hired either.   Ow, I only have an AS in computer science along with my certifications.   Keep the faith, I have been unemployed since August of 2008. I agree with you...I am willing to return to the beginning of my retail career and work myself back through the ranks, if someone will look past the grey and realize the knowledge I would bring to the table.   I also would like some one to look past the gray.   Interesting approach, volunteering to work for minimum wage for 90 days. I'm in the same situation as you, being 55 & balding w/white hair, so I know where you're coming from. I've been out of work now for a year. I'm in Michigan, where the unemployment rate is estimated to be 15% (the worst in the nation) & even though I've got 30+ years of IT experience ranging from mainframe to PC desktop support, it's difficult to even get a face-to-face interview. I had one prospective employer tell me flat out that I "didn't have the energy required for this position". Mostly I never get any feedback. All I can say is good luck & try to remain optimistic.   He said WHAT! Yes remaining optimistic is key. Along with faith in God. Then there was this (for lack of better word) jerk.   Give it up already. You were too old to work in high tech 10 years ago. Scratch that, 20 years ago! Try selling hot dogs in front of Fry's Electronics. At least you would get a chance to eat lunch with your previous colleagues....   You know funny thing on this person is that I checked out his profile. He is older than I am.

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  • H1 Visa interview tips–What you must know before attending the interview?

    - by Gopinath
    USA’s H1 visa allows highly qualified professionals from other countries to work in America. Many IT professionals in India aspire to go to USA on H1 and work for their clients. Recently I had a chance to study H1 visa process to help one of my friends and I would like to share what I learned. With the assumption that your H1 petition is approved and you got an interview scheduled at US Embassy for your visa stamping, here are tips you must know before attending the interview Dress Code – Formals Say no to casuals or any fancy dress when you attend the interview. It’s not a party or friends home you are visiting. Consider H1 Visa interview as your job interview and dress up in formals. There is no option B for your, you must be in formals. A plain formal shirt with a matching pant is suggested for men. Tie and Suit would not be required, but if you are a professional at management level you can consider wearing suit. Women can wear either formal Salwar or formal pant-shirt. Avoid heavy jewellery, wear what is must as per your tradition or culture. Body Language -  Smile on your face Your body language reflects what you are and what’s going on in your mind. Don’t be nervous or restless, be relaxed and wear a beautiful smile on your face. A smile is a curve that sets everything straight. When you are called for the interview, greet the interviewer with a beautiful smile. Say Good Morning/Afternoon/Evening depending on time you are visiting them. Whenever appropriate say Thank You. Generally American professionals are very friendly people and they reciprocate for your greetings. Make sure that you make them comfortable to start the interview. Carry original documents in a separate folder I don’t want to talk much about the documents that are required for your H1B interview as it’s big subject on it’s own and it requires a separate post. I assume that your consultant or employer helped you in gathering all the required documents like – petition, DS 160 forms, education & job related documents, resume, interview call letters, client letters, etc. For all the documents you are going to submit at the interview make sure that you have originals in a separate folder.  If required interviewer may ask you show the originals of any of the document you submitted for visa processing. Don’t mix the original documents with the documents you need to submit for interview. Have a separate folder for them. For those who are going to stamping along with their spouse and children, they need to carry few extra original documents like – marriage certificate, marriage photos(30 numbers)/album, birth certificates, passports, education and profession related certificates of the spouse and children. Know your role & responsibilities The interviewer will ask you questions on your roles and responsibilities at client location. Be clear what is your day to day tasks at client place and prepared to face detailed questions on the same. When asked explain clearly and also make sure what you say is inline with what is mentioned in your petition and client invitation letter. At times they may ask you questions specific to the project/technology you are going to work. So doing some homework in this area will help you easily answer the questions. Failing to answer basic questions on your role & responsibilities may result in rejection. You work for your Employer at Client location but NOT FOR CLIENT One of the important things to keep in mind that you work for your employer and you are being deputed to client location on a work visa.  Your employer is going to be solely responsible for your salary, work, promotion, pay hikes or what so ever during your stay at USA. Your client will not be responsible for anything. Lets say you are employed with Company X in India and they are applying for H1B to work at your client(ex: Microsoft) in USA, you must keep in my mind that Microsoft is not your employer. Microsoft will not pay your salaries or responsible for any employment related activities. Company X will be solely responsible for all your employer related activities. If you don’t get this correctly and say to Visa interviewer that your client is responsible, then you may get into troubles. Know your client It’s always good to know the clients with whom you are going to work in USA and their business. If your client is a well know organisation then you may not get many questions from interviewer else you need to be well prepared to provide details like – nature of business, location, size of the organisation, etc.  Get to know the basic details about your client and be confident while providing those details to the interviewer. Also make sure that you never talk about any confidential details of your client projects and business. Revealing confidential details of your client may land your job itself in soup. Make sure that your spouse is also in sync with you If you’ve applied a H4 visa for your spouse along with your H1, make sure that spouse is in sync with you. Your spouse also should know the basic details of your job, your employer, client and location where you will be travelling. Your spouse should also be prepared to answers questions related to marriage, their profession(if working), kids, education, etc. Interviewers will try to asses your spouse communication skills, whereabouts while staying in USA and would they prefer to work USA or not. On H4, which is a dependent visa, your spouse is not allowed to work in USA and at any point your spouse should not show the intentions to search for work in USA. Less luggage more comfort You would have definitely heard that there are lot of restrictions on what you can carry along with you to an US Embassy while attending the interview. To be frank it’s not good to say there are many restrictions, but there are a hell a lot of restrictions. There are unbelievable restrictions and it’s for the safety of everyone. You are not allowed to carry mobile phones, CD/DVDs, USBs, bank cards, cameras, cosmetics, food(except baby food), water, wallets, backpacks, sealed covers, etc. Trust me most of the things we carry with us regularly every day are not allowed inside. As there are 100s of restrictions, it would be easier if you understand what you can carry along with you and just carry them alone. Ask your employer/consultant to provide you a checklist of items that you can carry. Most what you would require are H1B related documents provided by the employer/consultant Photographs All original documents supporting your H1B Passports Some cash for your travel expenses (avoid coins) Any important phone number / details written in a paper(like your cab driver number, etc.) If you carry restricted stuff then you will be stopped at security checks, you have to find people who can safely keep all the restricted items. Due to heavy restrictions in and around the US Embassy you will not find any  place to keep your luggage. So just carry the bare minimum things required so that you feel more comfortable. Useful Links THE U.S. NON IMMIGRANT VISA APPLICATION PROCESS U.S VISA SECURITY REGULATIONS GENERAL FAQS Hope this information is helpful to you and best of luck for your interview. Creative commons Image credit: Flickr/ alexfrance, vinothchandar. hughelectronic, architratan, striatic

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  • PASS: The Budget Process

    - by Bill Graziano
    Every fiscal year PASS creates a detailed budget.  This helps us set priorities and communicate to our members what we’re going to do in the upcoming year.  You can review the current budget on the PASS Governance page.  That page currently requires you to login but I’m talking with HQ to see if there are any legal issues with opening that up. The Accounting Team The PASS accounting team is two people.  The Executive Vice-President of Finance (“EVP”) and the PASS Accounting Manager.  Sandy Cherry is the accounting manager and works at PASS HQ.  Sandy has been with PASS since we switched management companies in 2007.  Throughout this document when I talk about any actual work related to the budget that’s all Sandy :)  She’s the glue that gets us through this process.  Last year we went through 32 iterations of the budget before the Board approved so it’s a pretty busy time for her us – well, mostly her. Fiscal Year The PASS fiscal year runs from July 1st through June 30th the following year.  Right now we’re in fiscal year 2011.  Our 2010 Summit actually occurred in FY2011.  We switched to this schedule from a calendar year in 2006.  Our goal was to have the Summit occur early in our fiscal year.  That gives us the rest of the year to handle any significant financial impact from the Summit.  If registrations are down we can reduce spending.  If registrations are up we can decide how much to increase our reserves and how much to spend.  Keep in mind that the Summit is budgeted to generate 82% of our revenue this year.  How it performs has a significant impact on our financials.  The other benefit of this fiscal year is that it matches the Microsoft fiscal year.  We sign an annual sponsorship agreement with Microsoft and it’s very helpful that our fiscal years match. This year our budget process will probably start in earnest in March or April.  I’d like to be done in early June so we can publish before July 1st.  I was late publishing it this year and I’m trying not to repeat that. Our Budget Our actual budget is an Excel spreadsheet with 36 sheets.  We remove some of those when we publish it since they include salary information.  The budget is broken up into various portfolios or departments.  We have 20 portfolios.  They include chapters, marketing, virtual chapters, marketing, etc.  Ideally each portfolio is assigned to a Board member.  Each portfolio also typically has a staff person assigned to it.  Portfolios that aren’t assigned to a Board member are monitored by HQ and the ExecVP-Finance (me).  These are typically smaller portfolios such as deferred membership or Summit futures.  (More on those in a later post.)  All portfolios are reviewed by all Board members during the budget approval process, when interim financials are released internally and at year-end. The Process Our first step is to budget revenues.  The Board determines a target attendee number.  We have formulas based on historical performance that convert that to an overall attendee revenue number.  Other revenue projections (such as vendor sponsorships) come from different parts of the organization.  I hope to have another post with more details on how we project revenues. The next step is to budget expenses.  Board members fill out a sample spreadsheet with their budget for the year.  They can add line items and notes describing what the amounts are for.  Each Board portfolio typically has from 10 to 30 line items.  Any new initiatives they want to pursue needs to be budgeted.  The Summit operations budget is managed by HQ.  It includes the cost for food, electrical, internet, etc.  Most of these come from our estimate of attendees and our contract with the convention center.  During this process the Board can ask for more or less to be spent on various line items.  For example, if we weren’t happy with the Internet at the last Summit we can ask them to look into different options and/or increasing the budget.  HQ will also make adjustments to these numbers based on what they see at the events and the feedback we receive on the surveys. After we have all the initial estimates we start reviewing the entire budget.  It is sent out to the Board and we can see what each portfolio requested and what the overall profit and loss number is.  We usually start with too much in expenses and need to cut.  In years past the Board started haggling over these numbers as a group.  This past year they decided I should take a first cut and present them with a reasonable budget and a list of what I changed.  That worked well and I think we’ll continue to do that in the future. We go through a number of iterations on the budget.  If I remember correctly, we went through 32 iterations before we passed the budget.  At each iteration various revenue and expense numbers can change.  Keep in mind that the PASS budget has 200+ line items spread over 20 portfolios.  Many of these depend on other numbers.  For example, if we decide increase the projected attendees that cascades through our budget.  At each iteration we list what changed and the impact.  Ideally these discussions will take place at a face-to-face Board meeting.  Many of them also take place over the phone.  Board members explain any increase they are asking for while performing due diligence on other budget requests.  Eventually a budget emerges and is passed. Publishing After the budget is passed we create a version without the formulas and salaries for posting on the web site.  Sandy also creates some charts to help our members understand the budget.  The EVP writes a nice little letter describing some of the changes from last year’s budget.  You can see my letter and our budget on the PASS Governance page. And then, eight months later, we start all over again.

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  • JPA 2?EJB 3.1?JSF 2????????! WebLogic Server 12c?????????Java EE 6??????|WebLogic Channel|??????

    - by ???02
    2012?2???????????????WebLogic Server 12c?????????Java EE 6?????????????????????????????????????????????????????????????Oracle Enterprise Pack for Eclipse 12c??WebLogic Server 12c(???)????Java EE 6??????3??????????????????????????????JPA 2.0??????????·?????????EJB 3.1???????·???????????????(???)???????O/R?????????????JPA 2.0 Java EE 6????????????????????Web?????????????3?????(3????)???????·????????????·????????????????????????????????JPA(Java Persistence API) 2.0???EJB(Enterprise JavaBeans) 3.1???JSF(JavaServer Faces) 2.0????3????????????????·???????????JPA??Java??????????????·?????????????O/R?????????????????????·???????????EJB?Session Bean??????????????????·??????????????????????JSF??????????????????????????????????????? ??????JPA????Oracle Database??EMPLOYEES?????Java??????????????????????Entity Bean??????XML?????????????????????????XML????????????????????????????????????????????????????·?????????????????????????????????????????????????????????????Java EE 6??????JPA 2.0??????????·???????????????????????????????????????????????????????????????????????????????????????? ?????????????????????????????????????????????????????????????Oracle Enterprise Pack for Eclipse(OEPE)??????File????????New?-?Other??????? ??????New??????????????????????????Web?-?Dynamic Web Project???????Next????????????????Dynamic Web Project?????????????Project name????OOW???????????Target Runtime????New Runtime????????? ???New Server Runtime Environment???????????????Oracle?-?Oracle WebLogic Server 12c(12.1.1)???????Next???????????????????????????WebLogic home????C:\Oracle\Middleware\wlserver_12.1???????Finish?????????????WebLogic Home????????????????????????Java home?????????????????????Finish??????????????????????Dynamic Web Project????????????????Finish??????????????????JPA 2.0??????????·?????? ???????????????JPA 2.0???????????????·??????????????????Eclipse??Project Explorer?(??????·???)?????????OOW?????????????????????????????·???????????????Properties?????????????????·???·????????????????????????????Project Facets?????????????JPA??????(?????????????Details?????JPA 2.0?????????????????????)???????????????????Further configuration available????????? ???Modify Faceted Project??????????????????????????????????Connection????????????????????????????Add Connection????????? ??????New Connection Profile????????????????Connection Profile Type????Oracle Database Connection??????Next???????????? ???Specify a Driver and Connection Details???????Drivers????Oracle Database 10g Driver Default???????????Properties?????????????????????SIDxeHostlocalhostPort number1521User nameHRPasswordhr ???????????Test Connection??????????????????Ping Succeeded!?????????????????????????????Finish???????????Modify Faceted Project????????OK????????????????Properties for OOW????????OK?????????????????? ?????????Eclipse????????????????OOW?????????????????·???????????????JPA Tools?-?Generate Entities from Tables...??????? ????Generate Custom Entities???????????????????????????????Schema????HR??????Tables????EMPLOYEES???????????Next???????????? ???????????Next???????????Customize Default Entity Generation??????Package????model???????Finish?????????????JPQL?????????? ?????????Oracle Database??EMPLOYEES??????????????????·????model.Employee.java?????????????????????????????????·?????OOW????Java Resources?-?src?-?model???????Employee.java????????????????????????????????·???Employee????(Employee.java)?package model; import java.io.Serializable; import java.math.BigDecimal; import java.util.Date; import java.util.Set; import javax.persistence.Column;<...?...>/**  * The persistent class for the EMPLOYEES database table.  *  */ @Entity  // ?@Table(name="EMPLOYEES")  // ?// Apublic class Employee implements Serializable {        private static final long serialVersionUID = 1L;       @Id  // ?       @Column(name="EMPLOYEE_ID")        private long employeeId;        @Column(name="COMMISSION_PCT")        private BigDecimal commissionPct;        @Column(name="DEPARTMENT_ID")        private BigDecimal departmentId;        private String email;        @Column(name="FIRST_NAME")        private String firstName;       @Temporal( TemporalType.DATE)  //?       @Column(name="HIRE_DATE")        private Date hireDate;        @Column(name="JOB_ID")        private String jobId;        @Column(name="LAST_NAME")        private String lastName;        @Column(name="PHONE_NUMBER")        private String phoneNumber;        private BigDecimal salary;        //bi-directional many-to-one association to Employee<...?...>}  ???????????????·???????????????????????????????????????????@Table(name="")??????@Table??????????????????????????????????????? ?????????????????????????????????????·???????????????? ?????????????????????????????SQL?Data?????????? ???????????????A?????JPA?????????JPQL(Java Persistence Query Language)?????????????JPQL?????SQL???????????????????????????????????????????????????????????????????????????????????Employee.selectByNameEmployee??firstName????????????????????employeeId????????? ?????????????????????import java.util.Date;import java.util.Set;import javax.persistence.Column;<...?...>/**  * The persistent class for the EMPLOYEES database table.  *  */ @Entity  // ?@Table(name="EMPLOYEES")  // ?@NamedQueries({       @NamedQuery(name="Employee.selectByName" , query="select e from Employee e where e.firstName like :name order by e.employeeId")})<...?...> ?????????·??????OOW?-?JPA Content?-?persistent.xml??????Connection???????????????Database????JTA data source:???jdbc/test????????????????????????Java EE 6??????JPA 2.0???????????????????????????????????·??????????????????????????????????????SQL????????????????????????·????????????·??????????????XML??????????????????1??????????????????????????????????????????????????????????????????EJB 3.1????????·???????????EJB 3.1????????·?????????????????EJB 3.1?Stateless Session Bean?????·????????????????·???????????????????·??????????????????? EJB3.1?????JPA 2.0???????????·???????????????????????XML???????????????????????????????EJB 3.1?????????·????EJB?????????????????????????????????????????????????????????????? ????????EJB 3.1?Session Bean?????·????????????????????????????????????????????????????public List<Employee> getEmp(String keyword)firstName????????????Employee?????? ????????????????????·???????????OOW????????????·???????????????New?-?Other???????????????????????????????????EJB?-?Session Bean(EJB 3.x)??????NEXT????????????????????Create EJB 3.x Session Bean?????????????Java Package????ejb???class name????EmpLogic???????????State Type????Stateless?????????No-interface???????????????????????Finish???????????? ?????????Stateless Session Bean??????·?????EmpLogic.java????????????????????EmpLogic????·????????EJB?????????????Stateless Session Bean?????????@Stateless?????????????????????????????????????EmpLogic????(EmpLogic.java)?package ejb;import javax.ejb.LocalBean;import javax.ejb.Stateless;<...?...>import model.Employee;@Stateless@LocalBeanpublic class EmpLogic {       public EmpLogic() {       }} ??????????????????????????????????????·???????????????????????import??????????????????EmpLogic??????????????????????????·???????????????????????import????????(EmpLogic.java)?package ejb;import javax.ejb.LocalBean;import javax.ejb.Stateless;import javax.persistence.EntityManager;  // ?import javax.persistence.PersistenceContext;  // ?<...?...>import model.Employee;@Stateless@LocalBeanpublic class EmpLogic {      @PersistenceContext(unitName = "OOW")  // ?      private EntityManager em;  // ?       public EmpLogic() {       }} ?????????·???????JPA???????????????????·????????????????????????????CRUD???????????????????·????????????EntityManager???????????????????????????1????????????????·???????????????????????@PersistenceContext?????unitName?????????????persistence.xml????persistence-unit???name?????????????? ???????EmpLogic?????·???????????????????????????????????????????????????????????????????????????????EmpLogic????????·???????(EmpLogic.java)?package ejb;import java.util.List;  // ? import javax.ejb.LocalBean;import javax.ejb.Stateless;import javax.persistence.EntityManager;  // ? import javax.persistence.PersistenceContext;  // ? <...?...>import model.Employee;@Stateless@LocalBeanpublic class EmpLogic {       @PersistenceContext(unitName = "OOW")  // ?        private EntityManager em;  // ?        public EmpLogic() {       }      @SuppressWarnings("unchecked")  // ?      public List<Employee> getEmp(String keyword) {  // ?             StringBuilder param = new StringBuilder();  // ?             param.append("%");  // ?             param.append(keyword);  // ?             param.append("%");  // ?             return em.createNamedQuery("Employee.selectByName")  // ?                    .setParameter("name", param.toString()).getResultList();  // ?      }} ???EJB 3.1???Stateless Session Bean?????????? ???JSF 2.0???????????????????????????????????????????????????JAX-RS????RESTful?Web??????????????????????

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  • jquery ajax and php arrays

    - by sea_1987
    Hi There, I am trying to submit some data to a PHP script, however the PHP scripts expects the data to arrive in a specific format, like this example which is a dump of the post, Array ( [save] => Add to shortlist [cv_file] => Array ( [849709537] => Y [849709616] => Y [849709633] => Y ) ) The process is currently that a user selects the product they want using checkboxes and then clicks a submit button which fires the PHP scripts, The HTML looks like this, div class="row"> <ul> <li class="drag_check ui-draggable"> <input type="checkbox" id="inp_cv_849709537" name="cv_file[849709537]" class="cv_choice" value="Y"> </li> <li class="id"><a href="/search/cv/849709537">849709537</a></li> <div class="disp"> <li class="location">Huddersfield</li> <li class="status"> Not currently working </li> <li class="education">other</li> <li class="role"> Temporary </li> <li class="salary">£100,000 or more</li> <div class="s">&nbsp;</div> </div> </ul> <dl> <dt>Current Role</dt> <dd>Developer </dd> <dt>Sectors</dt><dt> </dt><dd> Energy &amp; Utilities, Healthcare, Hospitality &amp; Travel, Installation &amp; Maintenance, Installation &amp; Maintenance </dd> <dt>About Me</dt><dt> </dt><dd></dd> </dl> <div class="s"></div> </div> I am needing to use AJAX instead now, but I need to send the data to PHP in the format it expects here is what I have so far, $('#addshortlist').click(function() { var datastring = ui.draggable.children().attr('name')+"="+ui.draggable.children().val()+"&save=Add to shortlist"; alert(datastring); $.ajax({ type: 'POST', url: '/search', data:ui.draggable.children().attr('name')+"="+ui.draggable.children().val()+"&save=Add to shortlist", success:function(){ alert("Success"+datastring); }, error:function() { alert("Fail"+datastring); } }); return false; }); I would really appreciate any help

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  • How to parse HTML with TouchXML or some other alternative.

    - by 0SX
    Hi, I'm trying to parse the HTML presented below with TouchXML but it keeps crashing when I try to extract certain attributes. I'm totally new to the parser world so I apologize for being a complete idiot. I need help to parse this HTML. What I'm trying to accomplish is to parse each attribute and value or what not and copy them to a string. I've been trying to find a good parser to parse HTML and I believe TouchXML is the best I've seen because of Tidy. Speaking of Tidy, How could I run this HTML through Tidy first then parse it? I'm not sure how to do this. Here is the code that I have so far that doesn't work due to it's not pulling everything I need from the HTML. Any help or advice would be much appreciated. Thanks My current code: NSMutableArray *res = [[NSMutableArray alloc] init]; // using local resource file NSString *XMLPath = [[[NSBundle mainBundle] resourcePath] stringByAppendingPathComponent:@"example.html"]; NSData *XMLData = [NSData dataWithContentsOfFile:XMLPath]; CXMLDocument *doc = [[[CXMLDocument alloc] initWithData:XMLData options:0 error:nil] autorelease]; NSArray *nodes = NULL; nodes = [doc nodesForXPath:@"//div" error:nil]; for (CXMLElement *node in nodes) { NSMutableDictionary *item = [[NSMutableDictionary alloc] init]; [item setObject:[[node attributeForName:@"id"] stringValue] forKey:@"id"]; [res addObject:item]; [item release]; } NSLog(@"%@", res); [res release]; HTML file that needs to be parsed: <html> <head> <base target="_blank" /> </head> <body style="margin:2;"> <div id="group"> <div id="groupURL"><a href="http://www.example.com/groups">Group URL</a></div> <img id="grouplogo" src="http://images.example.com/groups/image.png" /> <div id="groupcomputer"><a href="http://www.example.com/groups/page" title="Group Title">Group title this would be here</a></div> <div id="groupinfos"> <div id="groupinfo-l">Person</div><div id="groupinfo-r">Ralph</div> <div id="groupinfo-l">Years</div><div id="groupinfo-r">4 years</div> <div id="groupinfo-l">Salary</div><div id="groupinfo-r">100K</div> <div id="groupinfo-l">Other</div><div id="groupoth" style="width:15px">other info</div> </body> </html> EDIT: I could use Element Parser but I need to know how to extract the Person's Name from the following example which would be Ralph in this case. <div id="groupinfo-l">Person</div><div id="groupinfo-r">Ralph</div>

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  • Oracle Fusion Applications: Changing the Game

    - by kellsey.ruppel(at)oracle.com
    Originally posted in the Oracle Profit Magazine, November 2010 Edition. When the order processing system red-flags a customer's credit status, the IT department doesn't get the customer's call. When a supplier misses a delivery date for a key automotive assembly, it's not the CIO who has to answer for the error. Knowledge workers (known in IT circles as "users") are on the front lines when an exception occurs in an established business process. They're also the ones who study sales trends to decide when to open a new store in an up-and-coming neighborhood, which products are most profitable, how employee skill sets are evolving, and which suppliers are most efficient. In short, knowledge workers are masters of business as unusual. Traditional enterprise resource planning (ERP) systems and other familiar enterprise applications excel at automating, managing, and executing standard business processes. These programs shine when everything goes as planned. Life gets even trickier when a traditional application needs to be extended with a new service or an extra step is added to a business process when new products are brought to market, divisions are merged, or companies are acquired. Monolithic applications often need the IT department to step in and make the necessary adjustments--incurring additional costs and delays. Until now. When Oracle unveiled the much-anticipated family of Oracle Fusion Applications at Oracle OpenWorld in September 2010, knowledge workers in particular had a lot to cheer about. Business users will soon have ready access to analytical information and collaboration tools in the context of what they are working on, so they can make better decisions when problems or opportunities arise. Additionally, the Oracle Fusion Applications platform will make it easy for business users to tweak processes, create new capabilities, and find information, often without the need for IT department assistance and while still following company guidelines. And IT leaders will be happy to hear about new deployment options, guided implementation and setup tools, and cost-saving management capabilities. Just as important, the underlying technologies in Oracle Fusion Applications will allow organizations to choose among their existing investments and next-generation enterprise applications so they can introduce innovations at a pace that makes the most business and financial sense. "Oracle Fusion Applications are architected so you don't have to do rip and replace," says Jim Hayes, managing director of the consulting firm Accenture. "That's very important for creating a business case that will get through the steering committee and be approved by the board. It shows you can drive value and make a difference in the near term." For these and other reasons, analysts and early adopters are calling Oracle Fusion Applications a game changer for enterprise customers. The differences become apparent in three key areas: the way we innovate, work, and adopt technology. Game Changer #1: New Standard for InnovationChange is a constant challenge for most businesses, whether the catalysts are market dynamics, new competition, or the ever-expanding regulatory environment. And, in an ongoing effort to differentiate, business leaders are constantly looking for new ways to do business, serve constituents, and bring new products and services to market. In addition, companies face significant costs to keep their applications up-to-date. For example, when a company adds new suppliers to a procurement system, the IT shop typically has to invest time, effort, and even consulting fees for custom integrations that allow various ERP systems to communicate with each other. Oracle Fusion Applications were built on Web services and a modular SOA foundation to ease customizations and integration activities among all applications--whether from Oracle or another vendor. Interfaces and updates written in ubiquitous Java, rather than a proprietary coding language, allow organizations to tap into existing in-house technical skills rather than seek expensive outside specialists. And with SOA, organizations can extend a feature set or integrate with other SOA environments by combining Web services such as "look up customer" into a new business process managed by the BPEL orchestration engine. Flexibility like this has long-term implications. "Because users capture these changes at a higher metadata layer, not in the application's code, changes and additions are protected even as new versions of Oracle Fusion Applications are released," says Steve Miranda, senior vice president of applications development at Oracle. "This is a much more sustainable approach because you don't incur costly customizations that prevent upgrades and other innovations." And changes are easier to make: if one change is made in the metadata, that change is automatically reflected throughout the application interface, business intelligence, business process, and business logic. Game Changer #2: New Standard for WorkBoosting productivity comes down to doing the basics right: running business processes more efficiently and managing exceptions more effectively, so users can accomplish more in the course of a day or spend more quality time with the most profitable customers. The fastest way to improve process efficiency is to reduce the number of steps it takes to execute common tasks, such as ordering office equipment from an internal procurement system. Oracle Fusion Applications will deliver a complete role-based user experience with business intelligence and collaboration capabilities provided in the context of the work at hand. "We created every Oracle Fusion Applications screen by asking 'What does the user need to know?' 'What does he or she need to do?' and 'Who do they need to work with to get the job done?'" Miranda explains. So when the sales department heads need new laptops, the self-service procurement screen will not only display a list of approved vendors and configurations, but also a running list of reviews by coworkers who recently purchased the various models. Embedded intelligence may also display prevailing delivery lead times based on actual order histories, not the generic shipping dates vendors may quote. The pervasive business intelligence serves many other business activities across all areas of the enterprise. For example, a manager considering whether to promote a direct report can see the person's employee profile, with a salary history, appraisal summaries, and a rundown of skills and training. This approach to business intelligence also has implications for supply chain management. "One of the challenges at Ingersoll Rand is lack of visibility in our supply chain," says Mike Macrie, global director of enterprise applications for global industrial firm Ingersoll Rand. "Oracle Fusion Applications are going to provide the embedded intelligence to give us that visibility and give us the ability to analyze those orders at any point in our supply chain." Oracle Fusion Applications will also create a "role-based user experience" that displays a work list of events that need attention, based on user job function. Role awareness guides users with daily lists of action items and exceptions. So a credit manager may see seven invoices with discounts that are about to expire or 12 suppliers that have been put on hold because credit memos are awaiting approval. Individualization extends to the search capabilities of Oracle Fusion Applications. The platform uses Web-style search screens powered by an Oracle enterprise search engine, with a security framework that filters search results so individuals will only see the internal information they're authorized to access. A further aid to productivity is Oracle Fusion Applications' integration with Web 2.0 collaboration and social networking resources for business environments. Hover-over text will reveal relevant contact information whenever the name of a person appears in an Oracle Fusion Application. Users can connect via an online chat, phone call, or instant message without leaving the main application, reducing the time required for an accounts payable staffer to resolve a mismatch between an invoiced charge and the service record, for example. Addresses of suppliers, customers, or partners will also initiate hover-over text to show contact details and Web-based maps. Finally, Oracle Fusion Applications will promote a new way of working with purpose-driven communities that can bring new efficiencies to everything from cultivating sales leads to managing new projects. As soon as a lead or project materializes, the applications will automatically gather relevant participants into an online community that shares member contact information, schedules, discussion forums, and Wiki pages. "Oracle Fusion Applications will allow us to take it to the next level with embedded Web 2.0 tools and the embedded analytics," says Steve Printz, CIO and vice president, supply chain management, at window-and-door manufacturer Pella. "[This] allows those employees today who are processing transactions to really contribute to the success of the company and become decision-makers." Game Changer #3: New Standard for Technology AdoptionAs IT becomes a dominant component of how businesses run and compete, organizations need to lower the cost of implementing applications and introducing new application features. In the past, rolling out new code often required creating a test bed system, moving beta code to a separate system for user feedback, and--once all the revisions were made--moving version one of the software onto production systems, where business users could finally get the needed new features. Oracle Fusion Applications will use a dedicated setup manager application to streamline this process. First, the setup manager will help scope out the project, querying users about their requirements. "From those questions and answers we determine the steps and the order of those steps that will enable that task," Miranda says. Next, system utilities will assign tasks to owners, track completion status, and monitor the overall status of a programming effort. Oracle Fusion Applications can then recommend Web services that allow users to migrate setup choices and steps across all the various deployments of the application. Those setup capabilities automate the migration from test systems to production systems, as well as between different business units that may be using the same application. "The self-service ability of the setup manager helps business users change setups with very little intervention from the IT team," says Ravi Kumar, vice president at IT services company Infosys. "That to me is a big difference from how we've viewed enterprise applications before." For additional flexibility, organizations will be able to adopt Oracle Fusion Applications modules in either of two modes: a single-instance alternative uses one database for all Oracle Fusion Applications, while a "pillar mode" creates separate databases to underpin each application. This means IT departments running any one of Oracle's applications or even third-party applications can plug Oracle Fusion Applications modules into their environment and see additional business value created on top of their existing systems. And Oracle Fusion Applications offer a hybrid approach to deployment. The applications are all software-as-a-service-ready, so customers can choose on-premises, public or private cloud, or a combination of these to suit their business needs. It's that combination of flexibility and a roadmap for the future that may be the biggest game changer of all. "The Oracle Fusion Applications architecture allows us to migrate our company at a pace that's consistent with our business strategy, whereas before we might have had to do it with a massive upgrade," says Macrie of Ingersoll Rand. "We're looking forward to that architecture to really give us more flexibility in how we migrate over time." For More InformationUser Input Key to the Success of Oracle Fusion ApplicationsTransforming Coexistence into Strategic ValueUnder the HoodOracle Fusion ApplicationsOracle Service-Oriented Architecture  

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  • Investigation: Can different combinations of components effect Dataflow performance?

    - by jamiet
    Introduction The Dataflow task is one of the core components (if not the core component) of SQL Server Integration Services (SSIS) and often the most misunderstood. This is not surprising, its an incredibly complicated beast and we’re abstracted away from that complexity via some boxes that go yellow red or green and that have some lines drawn between them. Example dataflow In this blog post I intend to look under that facade and get into some of the nuts and bolts of the Dataflow Task by investigating how the decisions we make when building our packages can affect performance. I will do this by comparing the performance of three dataflows that all have the same input, all produce the same output, but which all operate slightly differently by way of having different transformation components. I also want to use this blog post to challenge a common held opinion that I see perpetuated over and over again on the SSIS forum. That is, that people assume adding components to a dataflow will be detrimental to overall performance. Its not surprising that people think this –it is intuitive to think that more components means more work- however this is not a view that I share. I have always been of the opinion that there are many factors affecting dataflow duration and the number of components is actually one of the less important ones; having said that I have never proven that assertion and that is one reason for this investigation. I have actually seen evidence that some people think dataflow duration is simply a function of number of rows and number of components. I’ll happily call that one out as a myth even without any investigation!  The Setup I have a 2GB datafile which is a list of 4731904 (~4.7million) customer records with various attributes against them and it contains 2 columns that I am going to use for categorisation: [YearlyIncome] [BirthDate] The data file is a SSIS raw format file which I chose to use because it is the quickest way of getting data into a dataflow and given that I am testing the transformations, not the source or destination adapters, I want to minimise external influences as much as possible. In the test I will split the customers according to month of birth (12 of those) and whether or not their yearly income is above or below 50000 (2 of those); in other words I will be splitting them into 24 discrete categories and in order to do it I shall be using different combinations of SSIS’ Conditional Split and Derived Column transformation components. The 24 datapaths that occur will each input to a rowcount component, again because this is the least resource intensive means of terminating a datapath. The test is being carried out on a Dell XPS Studio laptop with a quad core (8 logical Procs) Intel Core i7 at 1.73GHz and Samsung SSD hard drive. Its running SQL Server 2008 R2 on Windows 7. The Variables Here are the three combinations of components that I am going to test:     One Conditional Split - A single Conditional Split component CSPL Split by Month of Birth and income category that will use expressions on [YearlyIncome] & [BirthDate] to send each row to one of 24 outputs. This next screenshot displays the expression logic in use: Derived Column & Conditional Split - A Derived Column component DER Income Category that adds a new column [IncomeCategory] which will contain one of two possible text values {“LessThan50000”,”GreaterThan50000”} and uses [YearlyIncome] to determine which value each row should get. A Conditional Split component CSPL Split by Month of Birth and Income Category then uses that new column in conjunction with [BirthDate] to determine which of the same 24 outputs to send each row to. Put more simply, I am separating the Conditional Split of #1 into a Derived Column and a Conditional Split. The next screenshots display the expression logic in use: DER Income Category         CSPL Split by Month of Birth and Income Category       Three Conditional Splits - A Conditional Split component that produces two outputs based on [YearlyIncome], one for each Income Category. Each of those outputs will go to a further Conditional Split that splits the input into 12 outputs, one for each month of birth (identical logic in each). In this case then I am separating the single Conditional Split of #1 into three Conditional Split components. The next screenshots display the expression logic in use: CSPL Split by Income Category         CSPL Split by Month of Birth 1& 2       Each of these combinations will provide an input to one of the 24 rowcount components, just the same as before. For illustration here is a screenshot of the dataflow containing three Conditional Split components: As you can these dataflows have a fair bit of work to do and remember that they’re doing that work for 4.7million rows. I will execute each dataflow 10 times and use the average for comparison. I foresee three possible outcomes: The dataflow containing just one Conditional Split (i.e. #1) will be quicker There is no significant difference between any of them One of the two dataflows containing multiple transformation components will be quicker Regardless of which of those outcomes come to pass we will have learnt something and that makes this an interesting test to carry out. Note that I will be executing the dataflows using dtexec.exe rather than hitting F5 within BIDS. The Results and Analysis The table below shows all of the executions, 10 for each dataflow. It also shows the average for each along with a standard deviation. All durations are in seconds. I’m pasting a screenshot because I frankly can’t be bothered with the faffing about needed to make a presentable HTML table. It is plain to see from the average that the dataflow containing three conditional splits is significantly faster, the other two taking 43% and 52% longer respectively. This seems strange though, right? Why does the dataflow containing the most components outperform the other two by such a big margin? The answer is actually quite logical when you put some thought into it and I’ll explain that below. Before progressing, a side note. The standard deviation for the “Three Conditional Splits” dataflow is orders of magnitude smaller – indicating that performance for this dataflow can be predicted with much greater confidence too. The Explanation I refer you to the screenshot above that shows how CSPL Split by Month of Birth and salary category in the first dataflow is setup. Observe that there is a case for each combination of Month Of Date and Income Category – 24 in total. These expressions get evaluated in the order that they appear and hence if we assume that Month of Date and Income Category are uniformly distributed in the dataset we can deduce that the expected number of expression evaluations for each row is 12.5 i.e. 1 (the minimum) + 24 (the maximum) divided by 2 = 12.5. Now take a look at the screenshots for the second dataflow. We are doing one expression evaluation in DER Income Category and we have the same 24 cases in CSPL Split by Month of Birth and Income Category as we had before, only the expression differs slightly. In this case then we have 1 + 12.5 = 13.5 expected evaluations for each row – that would account for the slightly longer average execution time for this dataflow. Now onto the third dataflow, the quick one. CSPL Split by Income Category does a maximum of 2 expression evaluations thus the expected number of evaluations per row is 1.5. CSPL Split by Month of Birth 1 & CSPL Split by Month of Birth 2 both have less work to do than the previous Conditional Split components because they only have 12 cases to test for thus the expected number of expression evaluations is 6.5 There are two of them so total expected number of expression evaluations for this dataflow is 6.5 + 6.5 + 1.5 = 14.5. 14.5 is still more than 12.5 & 13.5 though so why is the third dataflow so much quicker? Simple, the conditional expressions in the first two dataflows have two boolean predicates to evaluate – one for Income Category and one for Month of Birth; the expressions in the Conditional Split in the third dataflow however only have one predicate thus they are doing a lot less work. To sum up, the difference in execution times can be attributed to the difference between: MONTH(BirthDate) == 1 && YearlyIncome <= 50000 and MONTH(BirthDate) == 1 In the first two dataflows YearlyIncome <= 50000 gets evaluated an average of 12.5 times for every row whereas in the third dataflow it is evaluated once and once only. Multiply those 11.5 extra operations by 4.7million rows and you get a significant amount of extra CPU cycles – that’s where our duration difference comes from. The Wrap-up The obvious point here is that adding new components to a dataflow isn’t necessarily going to make it go any slower, moreover you may be able to achieve significant improvements by splitting logic over multiple components rather than one. Performance tuning is all about reducing the amount of work that needs to be done and that doesn’t necessarily mean use less components, indeed sometimes you may be able to reduce workload in ways that aren’t immediately obvious as I think I have proven here. Of course there are many variables in play here and your mileage will most definitely vary. I encourage you to download the package and see if you get similar results – let me know in the comments. The package contains all three dataflows plus a fourth dataflow that will create the 2GB raw file for you (you will also need the [AdventureWorksDW2008] sample database from which to source the data); simply disable all dataflows except the one you want to test before executing the package and remember, execute using dtexec, not within BIDS. If you want to explore dataflow performance tuning in more detail then here are some links you might want to check out: Inequality joins, Asynchronous transformations and Lookups Destination Adapter Comparison Don’t turn the dataflow into a cursor SSIS Dataflow – Designing for performance (webinar) Any comments? Let me know! @Jamiet

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  • New Big Data Appliance Security Features

    - by mgubar
    The Oracle Big Data Appliance (BDA) is an engineered system for big data processing.  It greatly simplifies the deployment of an optimized Hadoop Cluster – whether that cluster is used for batch or real-time processing.  The vast majority of BDA customers are integrating the appliance with their Oracle Databases and they have certain expectations – especially around security.  Oracle Database customers have benefited from a rich set of security features:  encryption, redaction, data masking, database firewall, label based access control – and much, much more.  They want similar capabilities with their Hadoop cluster.    Unfortunately, Hadoop wasn’t developed with security in mind.  By default, a Hadoop cluster is insecure – the antithesis of an Oracle Database.  Some critical security features have been implemented – but even those capabilities are arduous to setup and configure.  Oracle believes that a key element of an optimized appliance is that its data should be secure.  Therefore, by default the BDA delivers the “AAA of security”: authentication, authorization and auditing. Security Starts at Authentication A successful security strategy is predicated on strong authentication – for both users and software services.  Consider the default configuration for a newly installed Oracle Database; it’s been a long time since you had a legitimate chance at accessing the database using the credentials “system/manager” or “scott/tiger”.  The default Oracle Database policy is to lock accounts thereby restricting access; administrators must consciously grant access to users. Default Authentication in Hadoop By default, a Hadoop cluster fails the authentication test. For example, it is easy for a malicious user to masquerade as any other user on the system.  Consider the following scenario that illustrates how a user can access any data on a Hadoop cluster by masquerading as a more privileged user.  In our scenario, the Hadoop cluster contains sensitive salary information in the file /user/hrdata/salaries.txt.  When logged in as the hr user, you can see the following files.  Notice, we’re using the Hadoop command line utilities for accessing the data: $ hadoop fs -ls /user/hrdataFound 1 items-rw-r--r--   1 oracle supergroup         70 2013-10-31 10:38 /user/hrdata/salaries.txt$ hadoop fs -cat /user/hrdata/salaries.txtTom Brady,11000000Tom Hanks,5000000Bob Smith,250000Oprah,300000000 User DrEvil has access to the cluster – and can see that there is an interesting folder called “hrdata”.  $ hadoop fs -ls /user Found 1 items drwx------   - hr supergroup          0 2013-10-31 10:38 /user/hrdata However, DrEvil cannot view the contents of the folder due to lack of access privileges: $ hadoop fs -ls /user/hrdata ls: Permission denied: user=drevil, access=READ_EXECUTE, inode="/user/hrdata":oracle:supergroup:drwx------ Accessing this data will not be a problem for DrEvil. He knows that the hr user owns the data by looking at the folder’s ACLs. To overcome this challenge, he will simply masquerade as the hr user. On his local machine, he adds the hr user, assigns that user a password, and then accesses the data on the Hadoop cluster: $ sudo useradd hr $ sudo passwd $ su hr $ hadoop fs -cat /user/hrdata/salaries.txt Tom Brady,11000000 Tom Hanks,5000000 Bob Smith,250000 Oprah,300000000 Hadoop has not authenticated the user; it trusts that the identity that has been presented is indeed the hr user. Therefore, sensitive data has been easily compromised. Clearly, the default security policy is inappropriate and dangerous to many organizations storing critical data in HDFS. Big Data Appliance Provides Secure Authentication The BDA provides secure authentication to the Hadoop cluster by default – preventing the type of masquerading described above. It accomplishes this thru Kerberos integration. Figure 1: Kerberos Integration The Key Distribution Center (KDC) is a server that has two components: an authentication server and a ticket granting service. The authentication server validates the identity of the user and service. Once authenticated, a client must request a ticket from the ticket granting service – allowing it to access the BDA’s NameNode, JobTracker, etc. At installation, you simply point the BDA to an external KDC or automatically install a highly available KDC on the BDA itself. Kerberos will then provide strong authentication for not just the end user – but also for important Hadoop services running on the appliance. You can now guarantee that users are who they claim to be – and rogue services (like fake data nodes) are not added to the system. It is common for organizations to want to leverage existing LDAP servers for common user and group management. Kerberos integrates with LDAP servers – allowing the principals and encryption keys to be stored in the common repository. This simplifies the deployment and administration of the secure environment. Authorize Access to Sensitive Data Kerberos-based authentication ensures secure access to the system and the establishment of a trusted identity – a prerequisite for any authorization scheme. Once this identity is established, you need to authorize access to the data. HDFS will authorize access to files using ACLs with the authorization specification applied using classic Linux-style commands like chmod and chown (e.g. hadoop fs -chown oracle:oracle /user/hrdata changes the ownership of the /user/hrdata folder to oracle). Authorization is applied at the user or group level – utilizing group membership found in the Linux environment (i.e. /etc/group) or in the LDAP server. For SQL-based data stores – like Hive and Impala – finer grained access control is required. Access to databases, tables, columns, etc. must be controlled. And, you want to leverage roles to facilitate administration. Apache Sentry is a new project that delivers fine grained access control; both Cloudera and Oracle are the project’s founding members. Sentry satisfies the following three authorization requirements: Secure Authorization:  the ability to control access to data and/or privileges on data for authenticated users. Fine-Grained Authorization:  the ability to give users access to a subset of the data (e.g. column) in a database Role-Based Authorization:  the ability to create/apply template-based privileges based on functional roles. With Sentry, “all”, “select” or “insert” privileges are granted to an object. The descendants of that object automatically inherit that privilege. A collection of privileges across many objects may be aggregated into a role – and users/groups are then assigned that role. This leads to simplified administration of security across the system. Figure 2: Object Hierarchy – granting a privilege on the database object will be inherited by its tables and views. Sentry is currently used by both Hive and Impala – but it is a framework that other data sources can leverage when offering fine-grained authorization. For example, one can expect Sentry to deliver authorization capabilities to Cloudera Search in the near future. Audit Hadoop Cluster Activity Auditing is a critical component to a secure system and is oftentimes required for SOX, PCI and other regulations. The BDA integrates with Oracle Audit Vault and Database Firewall – tracking different types of activity taking place on the cluster: Figure 3: Monitored Hadoop services. At the lowest level, every operation that accesses data in HDFS is captured. The HDFS audit log identifies the user who accessed the file, the time that file was accessed, the type of access (read, write, delete, list, etc.) and whether or not that file access was successful. The other auditing features include: MapReduce:  correlate the MapReduce job that accessed the file Oozie:  describes who ran what as part of a workflow Hive:  captures changes were made to the Hive metadata The audit data is captured in the Audit Vault Server – which integrates audit activity from a variety of sources, adding databases (Oracle, DB2, SQL Server) and operating systems to activity from the BDA. Figure 4: Consolidated audit data across the enterprise.  Once the data is in the Audit Vault server, you can leverage a rich set of prebuilt and custom reports to monitor all the activity in the enterprise. In addition, alerts may be defined to trigger violations of audit policies. Conclusion Security cannot be considered an afterthought in big data deployments. Across most organizations, Hadoop is managing sensitive data that must be protected; it is not simply crunching publicly available information used for search applications. The BDA provides a strong security foundation – ensuring users are only allowed to view authorized data and that data access is audited in a consolidated framework.

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  • Software development is (mostly) a trade, and what to do about it

    - by Jeff
    (This is another cross-post from my personal blog. I don’t even remember when I first started to write it, but I feel like my opinion is well enough baked to share.) I've been sitting on this for a long time, particularly as my opinion has changed dramatically over the last few years. That I've encountered more crappy code than maintainable, quality code in my career as a software developer only reinforces what I'm about to say. Software development is just a trade for most, and not a huge academic endeavor. For those of you with computer science degrees readying your pitchforks and collecting your algorithm interview questions, let me explain. This is not an assault on your way of life, and if you've been around, you know I'm right about the quality problem. You also know the HR problem is very real, or we wouldn't be paying top dollar for mediocre developers and importing people from all over the world to fill the jobs we can't fill. I'm going to try and outline what I see as some of the problems, and hopefully offer my views on how to address them. The recruiting problem I think a lot of companies are doing it wrong. Over the years, I've had two kinds of interview experiences. The first, and right, kind of experience involves talking about real life achievements, followed by some variation on white boarding in pseudo-code, drafting some basic system architecture, or even sitting down at a comprooder and pecking out some basic code to tackle a real problem. I can honestly say that I've had a job offer for every interview like this, save for one, because the task was to debug something and they didn't like me asking where to look ("everyone else in the company died in a plane crash"). The other interview experience, the wrong one, involves the classic torture test designed to make the candidate feel stupid and do things they never have, and never will do in their job. First they will question you about obscure academic material you've never seen, or don't care to remember. Then they'll ask you to white board some ridiculous algorithm involving prime numbers or some kind of string manipulation no one would ever do. In fact, if you had to do something like this, you'd Google for a solution instead of waste time on a solved problem. Some will tell you that the academic gauntlet interview is useful to see how people respond to pressure, how they engage in complex logic, etc. That might be true, unless of course you have someone who brushed up on the solutions to the silly puzzles, and they're playing you. But here's the real reason why the second experience is wrong: You're evaluating for things that aren't the job. These might have been useful tactics when you had to hire people to write machine language or C++, but in a world dominated by managed code in C#, or Java, people aren't managing memory or trying to be smarter than the compilers. They're using well known design patterns and techniques to deliver software. More to the point, these puzzle gauntlets don't evaluate things that really matter. They don't get into code design, issues of loose coupling and testability, knowledge of the basics around HTTP, or anything else that relates to building supportable and maintainable software. The first situation, involving real life problems, gives you an immediate idea of how the candidate will work out. One of my favorite experiences as an interviewee was with a guy who literally brought his work from that day and asked me how to deal with his problem. I had to demonstrate how I would design a class, make sure the unit testing coverage was solid, etc. I worked at that company for two years. So stop looking for algorithm puzzle crunchers, because a guy who can crush a Fibonacci sequence might also be a guy who writes a class with 5,000 lines of untestable code. Fashion your interview process on ways to reveal a developer who can write supportable and maintainable code. I would even go so far as to let them use the Google. If they want to cut-and-paste code, pass on them, but if they're looking for context or straight class references, hire them, because they're going to be life-long learners. The contractor problem I doubt anyone has ever worked in a place where contractors weren't used. The use of contractors seems like an obvious way to control costs. You can hire someone for just as long as you need them and then let them go. You can even give them the work that no one else wants to do. In practice, most places I've worked have retained and budgeted for the contractor year-round, meaning that the $90+ per hour they're paying (of which half goes to the person) would have been better spent on a full-time person with a $100k salary and benefits. But it's not even the cost that is an issue. It's the quality of work delivered. The accountability of a contractor is totally transient. They only need to deliver for as long as you keep them around, and chances are they'll never again touch the code. There's no incentive for them to get things right, there's little incentive to understand your system or learn anything. At the risk of making an unfair generalization, craftsmanship doesn't matter to most contractors. The education problem I don't know what they teach in college CS courses. I've believed for most of my adult life that a college degree was an essential part of being successful. Of course I would hold that bias, since I did it, and have the paper to show for it in a box somewhere in the basement. My first clue that maybe this wasn't a fully qualified opinion comes from the fact that I double-majored in journalism and radio/TV, not computer science. Eventually I worked with people who skipped college entirely, many of them at Microsoft. Then I worked with people who had a masters degree who sucked at writing code, next to the high school diploma types that rock it every day. I still think there's a lot to be said for the social development of someone who has the on-campus experience, but for software developers, college might not matter. As I mentioned before, most of us are not writing compilers, and we never will. It's actually surprising to find how many people are self-taught in the art of software development, and that should reveal some interesting truths about how we learn. The first truth is that we learn largely out of necessity. There's something that we want to achieve, so we do what I call just-in-time learning to meet those goals. We acquire knowledge when we need it. So what about the gaps in our knowledge? That's where the most valuable education occurs, via our mentors. They're the people we work next to and the people who write blogs. They are critical to our professional development. They don't need to be an encyclopedia of jargon, but they understand the craft. Even at this stage of my career, I probably can't tell you what SOLID stands for, but you can bet that I practice the principles behind that acronym every day. That comes from experience, augmented by my peers. I'm hell bent on passing that experience to others. Process issues If you're a manager type and don't do much in the way of writing code these days (shame on you for not messing around at least), then your job is to isolate your tradespeople from nonsense, while bringing your business into the realm of modern software development. That doesn't mean you slap up a white board with sticky notes and start calling yourself agile, it means getting all of your stakeholders to understand that frequent delivery of quality software is the best way to deal with change and evolving expectations. It also means that you have to play technical overlord to make sure the education and quality issues are dealt with. That's why I make the crack about sticky notes, because without the right technique being practiced among your code monkeys, you're just a guy with sticky notes. You're asking your business to accept frequent and iterative delivery, now make sure that the folks writing the code can handle the same thing. This means unit testing, the right instrumentation, integration tests, automated builds and deployments... all of the stuff that makes it easy to see when change breaks stuff. The prognosis I strongly believe that education is the most important part of what we do. I'm encouraged by things like The Starter League, and it's the kind of thing I'd love to see more of. I would go as far as to say I'd love to start something like this internally at an existing company. Most of all though, I can't emphasize enough how important it is that we mentor each other and share our knowledge. If you have people on your staff who don't want to learn, fire them. Seriously, get rid of them. A few months working with someone really good, who understands the craftsmanship required to build supportable and maintainable code, will change that person forever and increase their value immeasurably.

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  • Clean Code Development & Flexible work environment - MSCC 26.10.2013

    Finally, some spare time to summarize my impressions and experiences of the recent meetup of Mauritius Software Craftsmanship Community. I already posted my comment on the event and on our social media networks: Professional - It's getting better with our meetups and I really appreciated that 'seniors' and 'juniors' were present today. Despite running a little bit out of time it was really great to see more students coming to the gathering. This time we changed location for our Saturday meetup and it worked out very well. A big thank you to Ebene Accelerator, namely Mrs Poonum, for the ability to use their meeting rooms for our community get-together. Already some weeks ago I had a very pleasant conversation with her about the MSCC aims, 'mission' and how we organise things. Additionally, I think that an environment like the Ebene Accelerator is a good choice as it acts as an incubator for young developers and start-ups. Reactions from other craftsmen Before I put my thoughts about our recent meeting down, I'd like to mention and cross-link to some of the other craftsmen that were present: "MSCC meet up is a massive knowledge gaining strategies for students, future entrepreneurs, or for geeks all around. Knowledge sharing becomes a fun. For those who have not been able to made it do subscribe on our MSCC meet up group at meetup.com." -- Nitin on Learning is fun with #MSCC #Ebene Accelerator "We then talked about the IT industry in Mauritius, salary issues in various field like system administration, software development etc. We analysed the reasons why people tend to hop from one company to another. That was a fun debate." -- Ish on MSCC meetup - Gang of Geeks "Flexible Learning Environment was quite interesting since these lines struck cords : "You're not a secretary....9 to 5 shouldn't suit you"....This allowed reflection...deep reflection....especially regarding the local mindset...which should be changed in a way which would promote creativity rather than choking it till death..." -- Yannick on 2nd MSCC Monthly Meet-up And others on Facebook... ;-) Visual impressions are available on our Meetup event page. More first time attendees We great pleasure I noticed that we have once again more first time visitors. A quick overlook showed that we had a majority of UoM students in first, second or last year. Some of them are already participating in the UoM Computer Club or are nominated as members of the Microsoft Student Partner (MSP) programme. Personally, I really appreciate the fact that the MSCC is able to gather such a broad audience. And as I wrote initially, the MSCC is technology-agnostic; we want IT people from any segment of this business. Of course, students which are about to delve into the 'real world' of working are highly welcome, and I hope that they might get one or other glimpse of experience or advice from employees. Sticking to the schedule? No, not really... And honestly, it was a good choice to go a little bit of the beaten tracks. I mean, yes we have a 'rough' agenda of topics that we would like to talk about or having a presentation about. But we keep it 'agile'. Due to the high number of new faces, we initiated another quick round of introductions and I gave a really brief overview of the MSCC. Next, we started to reflect on the Clean Code Developer (CCD) - Red Grade which we introduced on the last meetup. Nirvan was the lucky one and he did a good job on summarizing the various abbreviations of the first level of being a CCD. Actually, more interesting, we exchanged experience about the principles and practices of Red Grade, and it was very informative to get to know that Yann actually 'interviewed' a couple of friends, other students, local guys working in IT companies as well as some IT friends from India in order to counter-check on what he learned first-hand about Clean Code. Currently, he is reading the book of Robert C. Martin on that topic and I'm looking forward to his review soon. More output generates more input What seems to be like a personal mantra is working out pretty well for me since the beginning of this year. Being more active on social media networks, writing more article on my blog, starting the Mauritius Software Craftsmanship Community, and contributing more to other online communities has helped me to receive more project requests, job offers and possibilities to expand my business at IOS Indian Ocean Software Ltd. Actually, it is not a coincidence that one of the questions new craftsmen should answer during registration asks about having a personal blog. Whether you are just curious about IT, right in the middle of your Computer Studies, or already working in software development or system administration since a while you should consider to advertise and market yourself online. Easiest way to resolve this are to have online profiles on professional social media networks like LinkedIn, Xing, Twitter, and Google+ (no Facebook should be considered for private only), and considering to have a personal blog. Why? -- Be yourself, be proud of your work, and let other people know that you're passionate about your profession. Trust me, this is going to open up opportunities you might not have dreamt about... Exchanging ideas about having a professional online presence - MSCC meetup on the 26th October 2013 Furthermore, consider to put your Curriculum Vitae online, too. There are quite a number of service providers like 1ClickCV, Stack Overflow Careers 2.0, etc. which give you the ability to have an up to date CV online. At least put it on your site, next to your personal blog. Similar to what you would be able to see on my site here. Cyber Island Mauritius - are we there? A couple of weeks ago I got a 'cold' message on LinkedIn from someone living in the U.S. asking about the circumstances and conditions of the IT world of Mauritius. He has a great business idea, venture capital and is currently looking for a team of software developers (mainly mobile - iOS) for a new startup here in Mauritius. Since then we exchanged quite some details through private messages and Skype conversations, and I suggested that it might be a good chance to join our meetup through a conference call and see for yourself about potential candidates. During approximately 30 to 40 minutes the brief idea of the new startup was presented - very promising state-of-the-art technology aspects and integration of various public APIs -, and we had a good Q&A session about it. Also thanks to the excellent bandwidth provided by the Ebene Accelerator the video conference between three parties went absolutely well. Clean Code Developer - Orange Grade Hahaha - nice one... Being at the Orange Tower at Ebene and then talking about an Orange Grade as CCD. Well, once again I provided an overview of the principles and practices in that rank of Clean Code, and similar to our last meetup we discussed on the various aspect of each principle, whether someone already got in touch with it during studies or work, and how it could affect their future view on their source code. Following are the principles and practices of Clean Code Developer - Orange Grade: CCD Orange Grade - Principles Single Level of Abstraction (SLA) Single Responsibility Principle (SRP) Separation of Concerns (SoC) Source Code conventions CCD Orange Grade - Practices Issue Tracking Automated Integration Tests Reading, Reading, Reading Reviews Especially the part on reading technical books got some extra attention. We quickly gathered our views on that and came up with a result that ranges between Zero (0) and up to Fifteen (15) book titles per year. Personally, I'm keeping my progress between Six (6) and Eight (8) titles per year, but at least One (1) per quarter of a year. Which is also connected to the fact that I'm participating in the O'Reilly Reader Review Program and have a another benefit to get access to free books only by writing and publishing a review afterwards. We also had a good exchange on the extended topic of 'Reviews' - which to my opinion is abnormal difficult here in Mauritius for various reasons. As far as I can tell from my experience working with Mauritian software developers, either as colleagues, employees or during consulting services there are unfortunately two dominant pattern on that topic: Keeping quiet Running away Honestly, I have no evidence about why these are the two 'solutions' on reviews but that's the situation that I had to face over the last couple of years. Sitting together and talking about problematic issues, tackling down root causes of de-motivational activities and working on general improvements doesn't seem to have a ground within the IT world of Mauritius. Are you a typist or a creative software craftsman? - MSCC meetup on the 26th October 2013 One very good example that we talked about was the fact of 'job hoppers' as you can easily observe it on someone's CV - those people change job every single year; for no obvious reason! Frankly speaking, I wouldn't even consider an IT person like to for an interview. As a company you're investing money and effort into the abilities of your employees. Hiring someone that won't stay for a longer period is out of question. And sorry to say, these kind of IT guys smell fishy about their capabilities and more likely to cause problems than actually produce productive results. One of the reasons why there is a probation period on an employment contract is to give you the liberty to leave as early as possible in case that you don't like your new position. Don't fool yourself or waste other people's time and money by hanging around a full year only to snatch off the bonus payment... Future outlook: Developer's Conference Even though it is not official yet I already mentioned it several times during our weekly Code & Coffee sessions. The MSCC is looking forward to be able to organise or to contribute to an upcoming IT event. Currently, the rough schedule is set for April 2014 but this mainly depends on availability of location(s), a decent time frame for preparations, and the underlying procedures with public bodies to have it approved and so on. As soon as the information about date and location has been fixed there will be a 'Call for Papers' period in order to attract local IT enthusiasts to apply for a session slot and talk about their field of work and their passion in IT. More to come for sure... My resume of the day It was a great gathering and I am very pleased about the fact that we had another 15 craftsmen (plus 2 businessmen on conference call plus 2 young apprentices) in the same room, talking about IT related topics and sharing their experience as employees and students. Personally, I really appreciated the feedback from the students about their current view on their future career, and I really hope that some of them are going to pursue their dreams. Start promoting yourself and it will happen... Looking forward to your blogs! And last but not least our numbers on Meetup and Facebook have been increased as a direct consequence of this meetup. Please, spread the word about the MSCC and get your friends and colleagues to join our official site. The higher the number of craftsmen we have the better chances we have t achieve something great! Thanks!

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  • INDY WebService over SSL contains link with HTTP protocol instead of HTTPS in WSDL

    - by user1437820
    When creating new SOAP WebService server project using Delphi XE2 the wizard allows to set change port and HTTPS properties. Port is set to 443, HTTPS flag is checked, but when trying to connect to created server it returns incorrect transport (HTTP instead of HTTPS) in WSDL and generates HTTP links on the Service Info Page. The auto-generated page is not so important, but wrong information in WSDL file is a problem. Below you can see the returned WSDL - there are no HTTPS: <?xml version="1.0"?> <definitions xmlns="http://schemas.xmlsoap.org/wsdl/" xmlns:xs="http://www.w3.org/2001/XMLSchema" name="Itest123service" targetNamespace="http://tempuri.org/" xmlns:tns="http://tempuri.org/" xmlns:soap="http://schemas.xmlsoap.org/wsdl/soap/" xmlns:soapenc="http://schemas.xmlsoap.org/soap/encoding/" xmlns:mime="http://schemas.xmlsoap.org/wsdl/mime/" xmlns:ns1="urn:test123Intf"> <types> <schema xmlns="http://www.w3.org/2001/XMLSchema" targetNamespace="urn:test123Intf"> <simpleType name="TEnumTest"> <restriction base="string"> <enumeration value="etNone"/> <enumeration value="etAFew"/> <enumeration value="etSome"/> <enumeration value="etAlot"/> </restriction> </simpleType> <complexType name="TDoubleArray"> <complexContent> <restriction base="soapenc:Array"> <sequence/> <attribute ref="soapenc:arrayType" n1:arrayType="xs:double[]" xmlns:n1="http://schemas.xmlsoap.org/wsdl/"/> </restriction> </complexContent> </complexType> <complexType name="TMyEmployee"> <sequence> <element name="LastName" type="xs:string"/> <element name="FirstName" type="xs:string"/> <element name="Salary" type="xs:double"/> </sequence> </complexType> </schema> </types> <message name="echoEnum0Request"> <part name="Value" type="ns1:TEnumTest"/> </message> <message name="echoEnum0Response"> <part name="return" type="ns1:TEnumTest"/> </message> <message name="echoDoubleArray1Request"> <part name="Value" type="ns1:TDoubleArray"/> </message> <message name="echoDoubleArray1Response"> <part name="return" type="ns1:TDoubleArray"/> </message> <message name="echoMyEmployee2Request"> <part name="Value" type="ns1:TMyEmployee"/> </message> <message name="echoMyEmployee2Response"> <part name="return" type="ns1:TMyEmployee"/> </message> <message name="echoDouble3Request"> <part name="Value" type="xs:double"/> </message> <message name="echoDouble3Response"> <part name="return" type="xs:double"/> </message> <portType name="Itest123"> <operation name="echoEnum"> <input message="tns:echoEnum0Request"/> <output message="tns:echoEnum0Response"/> </operation> <operation name="echoDoubleArray"> <input message="tns:echoDoubleArray1Request"/> <output message="tns:echoDoubleArray1Response"/> </operation> <operation name="echoMyEmployee"> <input message="tns:echoMyEmployee2Request"/> <output message="tns:echoMyEmployee2Response"/> </operation> <operation name="echoDouble"> <input message="tns:echoDouble3Request"/> <output message="tns:echoDouble3Response"/> </operation> </portType> <binding name="Itest123binding" type="tns:Itest123"> <binding xmlns="http://schemas.xmlsoap.org/wsdl/soap/" style="rpc" transport="http://schemas.xmlsoap.org/soap/http"/> <operation name="echoEnum"> <operation xmlns="http://schemas.xmlsoap.org/wsdl/soap/" soapAction="urn:test123Intf-Itest123#echoEnum" style="rpc"/> <input> <body xmlns="http://schemas.xmlsoap.org/wsdl/soap/" use="encoded" encodingStyle="http://schemas.xmlsoap.org/soap/encoding/" namespace="urn:test123Intf-Itest123"/> </input> <output> <body xmlns="http://schemas.xmlsoap.org/wsdl/soap/" use="encoded" encodingStyle="http://schemas.xmlsoap.org/soap/encoding/" namespace="urn:test123Intf-Itest123"/> </output> </operation> <operation name="echoDoubleArray"> <operation xmlns="http://schemas.xmlsoap.org/wsdl/soap/" soapAction="urn:test123Intf-Itest123#echoDoubleArray" style="rpc"/> <input> <body xmlns="http://schemas.xmlsoap.org/wsdl/soap/" use="encoded" encodingStyle="http://schemas.xmlsoap.org/soap/encoding/" namespace="urn:test123Intf-Itest123"/> </input> <output> <body xmlns="http://schemas.xmlsoap.org/wsdl/soap/" use="encoded" encodingStyle="http://schemas.xmlsoap.org/soap/encoding/" namespace="urn:test123Intf-Itest123"/> </output> </operation> <operation name="echoMyEmployee"> <operation xmlns="http://schemas.xmlsoap.org/wsdl/soap/" soapAction="urn:test123Intf-Itest123#echoMyEmployee" style="rpc"/> <input> <body xmlns="http://schemas.xmlsoap.org/wsdl/soap/" use="encoded" encodingStyle="http://schemas.xmlsoap.org/soap/encoding/" namespace="urn:test123Intf-Itest123"/> </input> <output> <body xmlns="http://schemas.xmlsoap.org/wsdl/soap/" use="encoded" encodingStyle="http://schemas.xmlsoap.org/soap/encoding/" namespace="urn:test123Intf-Itest123"/> </output> </operation> <operation name="echoDouble"> <operation xmlns="http://schemas.xmlsoap.org/wsdl/soap/" soapAction="urn:test123Intf-Itest123#echoDouble" style="rpc"/> <input> <body xmlns="http://schemas.xmlsoap.org/wsdl/soap/" use="encoded" encodingStyle="http://schemas.xmlsoap.org/soap/encoding/" namespace="urn:test123Intf-Itest123"/> </input> <output> <body xmlns="http://schemas.xmlsoap.org/wsdl/soap/" use="encoded" encodingStyle="http://schemas.xmlsoap.org/soap/encoding/" namespace="urn:test123Intf-Itest123"/> </output> </operation> </binding> <service name="Itest123service"> <port name="Itest123Port" binding="tns:Itest123binding"> <address xmlns="http://schemas.xmlsoap.org/wsdl/soap/" location="http://localhost:443/soap/Itest123"/> </port> </service> </definitions> When I'm trying to import WSDL to soapUI tool to check WebService work I need to change manually binding link to "https://" and only then RPCs will work. I will be very grateful for any idea how to force INDY to return links in WSDL with HTTPS protocol. Thanks in advance!

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