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• Start a software company offshore

  - by Mascarpone

  Hello Everybody, I own a small, very young, EU based (Italy) company, and among other things, we sell IT solutions. I have a degree in applied mathematics, and I mainly deal with user interfaces, embedded systems, automation and web applications. You can say that I'm an enlightened entrepreneur because I work only with open source software (OS, IDE, I release under BSD , ... everything is free as in freedom), I give high importance to post sales services and customer satisfaction, plus I think I'm the best boss someone could desire (LOL), as I have google in mind when I think about IT workers rights. But the most beautiful thing is that, although everybody advised us not to use open source, is that we are quite profitable!!! (for the sixth trimester in a row). Now I offshore most of the work to an Indian company. I divide the work in modules and I outsource the longer or more trivial ones. I spend a lot of time defining the specifications and I leave the hard work to them. Using productivity bonuses, a lot of prototypes and third-party audits I think that my software has reached a very good quality level. I would like to start my own software development company, in order to improve control over process and cut costs. Obviously I can't afford the cost of labor in the EU, so I thought about opening a company in Asia. What I need Is: 1) Cheap labor - I can afford to give productivity bonuses and higher than average wages and stay profitable just because labor is cheap. 2) Many talents - I need a good level of tertiary education, and a good number of graduates, so I can hire junior developers and train and teach them according to my needs and philosophies (e.g.: open source mind) 3) Good infrastructure - buildings, transport, internet, .... everything that a company might need. I thought about 3 possible candidates: 1) India - I already work with indian people, I know that they are realiable and speak a good english. Big cities are too expensive, but maybe a small city like lucknow http://en.wikipedia.org/wiki/Lucknow could suits my needs. 2) China - They say it's cheaper than India, but I everytime I worked with a chineese company the language was a big barrier. They work hard, are somewhat skilled and cheap but maybe it's a risky path. Plus I feel a little uncofortable with their lack of human rights. 3) Philippines - Same as china: cheaper than india, but maybe less educated. Where do you think it's the best place to start a software company? Any reading or book to advise? thank you very much

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• Confused Why I am getting C1010 error?

  - by bluepixel

  I have three files: Main, slist.h and slist.cpp can be seen at http://forums.devarticles.com/c-c-help-52/confused-why-i-am-getting-c2143-and-c1010-error-259574.html I'm trying to make a program where main reads the list of student names from a file (roster.txt) and inserts all the names in a list in ascending order. This is the full class roster list (notCheckedIN). From here I will read all students who have come to write the exams, each checkin will transfer their name to another list (in ascending order) called present. The final product is notCheckedIN will contain a list of all those students that did not write the exam and present will contain the list of all students who wrote the exam Main File: // Exam.cpp : Defines the entry point for the console application. #include "stdafx.h" #include "iostream" #include "iomanip" #include "fstream" #include "string" #include "slist.h" using namespace std; void OpenFile(ifstream&); void GetClassRoster(SortList&, ifstream&); void InputStuName(SortList&, SortList&); void UpdateList(SortList&, SortList&, string); void Print(SortList&, SortList&); const string END_DATA = "EndData"; int main() { ifstream roster; SortList notCheckedIn; //students present SortList present; //student absent OpenFile(roster); if(!roster) //Make sure file is opened return 1; GetClassRoster(notCheckedIn, roster); //insert the roster list into the notCheckedIn list InputStuName(present, notCheckedIn); Print(present, notCheckedIn); return 0; } void OpenFile(ifstream& roster) //Precondition: roster is pointing to file containing student anmes //Postcondition:IF file does not exist -> exit { string fileName = "roster.txt"; roster.open(fileName.c_str()); if(!roster) cout << "***ERROR CANNOT OPEN FILE :"<< fileName << "***" << endl; } void GetClassRoster(SortList& notCheckedIN, ifstream& roster) //Precondition:roster points to file containing list of student last name // && notCheckedIN is empty //Postcondition:notCheckedIN is filled with the names taken from roster.txt in ascending order { string name; roster >> name; while(roster) { notCheckedIN.Insert(name); roster >> name; } } void InputStuName(SortList& present, SortList& notCheckedIN) //Precondition: present list is empty initially and notCheckedIN list is full //Postcondition: repeated prompting to enter stuName // && notCheckedIN will delete all names found in present // && present will contain names present // && names not found in notCheckedIN will report Error { string stuName; cout << "Enter last name (Enter EndData if none to Enter): "; cin >> stuName; while(stuName!=END_DATA) { UpdateList(present, notCheckedIN, stuName); } } void UpdateList(SortList& present, SortList& notCheckedIN, string stuName) //Precondition:stuName is assigned //Postcondition:IF stuName is present, stuName is inserted in present list // && stuName is removed from the notCheckedIN list // ELSE stuName does not exist { if(notCheckedIN.isPresent(stuName)) { present.Insert(stuName); notCheckedIN.Delete(stuName); } else cout << "NAME IS NOT PRESENT" << endl; } void Print(SortList& present, SortList& notCheckedIN) //Precondition: present and notCheckedIN contains a list of student Names present/not present //Postcondition: content of present and notCheckedIN is printed { cout << "Candidates Present" << endl; present.Print(); cout << "Candidates Absent" << endl; notCheckedIN.Print(); } Header File: //Specification File: slist.h //This file gives the specifications of a list abstract data type //List items inserted will be in order //Class SortList, structured type used to represent an ADT using namespace std; const int MAX_LENGTH = 200; typedef string ItemType; //Class Object (class instance) SortList. Variable of class type. class SortList { //Class Member - components of a class, can be either data or functions public: //Constructor //Post-condition: Empty list is created SortList(); //Const member function. Compiler error occurs if any statement within tries to modify a private data bool isEmpty() const; //Post-condition: == true if list is empty // == false if list is not empty bool isFull() const; //Post-condition: == true if list is full // == false if list is full int Length() const; //Post-condition: size of list void Insert(ItemType item); //Precondition: NOT isFull() && item is assigned //Postcondition: item is in list && Length() = Length()@entry + 1 void Delete(ItemType item); //Precondition: NOT isEmpty() && item is assigned //Postcondition: // IF items is in list at entry // first occurance of item in list is removed // && Length() = Length()@entry -1; // ELSE // list is not changed bool isPresent(ItemType item) const; //Precondition: item is assigned //Postcondition: == true if item is present in list // == false if item is not present in list void Print() const; //Postcondition: All component of list have been output private: int length; ItemType data[MAX_LENGTH]; void BinSearch(ItemType, bool&, int&) const; }; Source File: //Implementation File: slist.cpp //This file gives the specifications of a list abstract data type //List items inserted will be in order //Class SortList, structured type used to represent an ADT #include "iostream" #include "slist.h" using namespace std; // int length; // ItemType data[MAX_SIZE]; //Class Object (class instance) SortList. Variable of class type. SortList::SortList() //Constructor //Post-condition: Empty list is created { length=0; } //Const member function. Compiler error occurs if any statement within tries to modify a private data bool SortList::isEmpty() const //Post-condition: == true if list is empty // == false if list is not empty { return(length==0); } bool SortList::isFull() const //Post-condition: == true if list is full // == false if list is full { return (length==(MAX_LENGTH-1)); } int SortList::Length() const //Post-condition: size of list { return length; } void SortList::Insert(ItemType item) //Precondition: NOT isFull() && item is assigned //Postcondition: item is in list && Length() = Length()@entry + 1 // && list componenet are in ascending order of value { int index; index = length -1; while(index >=0 && item<data[index]) { data[index+1]=data[index]; index--; } data[index+1]=item; length++; } void SortList:elete(ItemType item) //Precondition: NOT isEmpty() && item is assigned //Postcondition: // IF items is in list at entry // first occurance of item in list is removed // && Length() = Length()@entry -1; // && list components are in ascending order // ELSE data array is unchanged { bool found; int position; BinSearch(item,found,position); if (found) { for(int index = position; index < length; index++) data[index]=data[index+1]; length--; } } bool SortList::isPresent(ItemType item) const //Precondition: item is assigned && length <= MAX_LENGTH && items are in ascending order //Postcondition: true if item is found in the list // false if item is not found in the list { bool found; int position; BinSearch(item,found,position); return (found); } void SortList::Print() const //Postcondition: All component of list have been output { for(int x= 0; x<length; x++) cout << data[x] << endl; } void SortList::BinSearch(ItemType item, bool found, int position) const //Precondition: item contains item to be found // && item in the list is an ascending order //Postcondition: IF item is in list, position is returned // ELSE item does not exist in the list { int first = 0; int last = length -1; int middle; found = false; while(!found) { middle = (first+last)/2; if(data[middle]<item) first = middle+1; else if (data[middle] > item) last = middle -1; else found = true; } if(found) position = middle; } I cannot get rid of the C1010 error: fatal error C1010: unexpected end of file while looking for precompiled header. Did you forget to add '#include "stdafx.h"' to your source? Is there a way to get rid of this error? When I included "stdafx.h" I received the following 32 errors (which does not make sense to me why because I referred back to my manual on how to use Class method - everything looks a.ok.) Error 1 error C2871: 'std' : a namespace with this name does not exist c:\..\slist.h 6 Error 2 error C2146: syntax error : missing ';' before identifier 'ItemType' c:\..\slist.h 8 Error 3 error C4430: missing type specifier - int assumed. Note: C++ does not support default-int c:\..\slist.h 8 Error 4 error C4430: missing type specifier - int assumed. Note: C++ does not support default-int c:\..\slist.h 8 Error 5 error C2061: syntax error : identifier 'ItemType' c:\..\slist.h 30 Error 6 error C2061: syntax error : identifier 'ItemType' c:\..\slist.h 34 Error 7 error C2061: syntax error : identifier 'ItemType' c:\..\slist.h 43 Error 8 error C2146: syntax error : missing ';' before identifier 'data' c:\..\slist.h 52 Error 9 error C4430: missing type specifier - int assumed. Note: C++ does not support default-int c:\..\slist.h 52 Error 10 error C4430: missing type specifier - int assumed. Note: C++ does not support default-int c:\..\slist.h 52 Error 11 error C2061: syntax error : identifier 'ItemType' c:\..\slist.h 53 Error 12 error C2146: syntax error : missing ')' before identifier 'item' c:\..\slist.cpp 41 Error 13 error C2761: 'void SortList::Insert(void)' : member function redeclaration not allowed c:\..\slist.cpp 41 Error 14 error C2059: syntax error : ')' c:\..\slist.cpp 41 Error 15 error C2143: syntax error : missing ';' before '{' c:\..\slist.cpp 45 Error 16 error C2447: '{' : missing function header (old-style formal list?) c:\..\slist.cpp 45 Error 17 error C2146: syntax error : missing ')' before identifier 'item' c:\..\slist.cpp 57 Error 18 error C2761: 'void SortList:elete(void)' : member function redeclaration not allowed c:\..\slist.cpp 57 Error 19 error C2059: syntax error : ')' c:\..\slist.cpp 57 Error 20 error C2143: syntax error : missing ';' before '{' c:\..\slist.cpp 65 Error 21 error C2447: '{' : missing function header (old-style formal list?) c:\..\slist.cpp 65 Error 22 error C2146: syntax error : missing ')' before identifier 'item' c:\..\slist.cpp 79 Error 23 error C2761: 'bool SortList::isPresent(void) const' : member function redeclaration not allowed c:\..\slist.cpp 79 Error 24 error C2059: syntax error : ')' c:\..\slist.cpp 79 Error 25 error C2143: syntax error : missing ';' before '{' c:\..\slist.cpp 83 Error 26 error C2447: '{' : missing function header (old-style formal list?) c:\..\slist.cpp 83 Error 27 error C2065: 'data' : undeclared identifier c:\..\slist.cpp 95 Error 28 error C2146: syntax error : missing ')' before identifier 'item' c:\..\slist.cpp 98 Error 29 error C2761: 'void SortList::BinSearch(void) const' : member function redeclaration not allowed c:\..\slist.cpp 98 Error 30 error C2059: syntax error : ')' c:\..\slist.cpp 98 Error 31 error C2143: syntax error : missing ';' before '{' c:\..\slist.cpp 103 Error 32 error C2447: '{' : missing function header (old-style formal list?) c:\..\slist.cpp 103

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• AGENT: The World's Smartest Watch

  - by Rob Chartier

  AGENT: The World's Smartest Watch by Secret Labs + House of Horology Disclaimer: Most if not all of this content has been gleaned from the comments on the Kickstarter project page and comments section. Any discrepancies between this post and any documentation on agentwatches.com, kickstarter.com, etc.., those official sites take precedence. Overview The next generation smartwatch with brand-new technology. World-class developer tools, unparalleled battery life, Qi wireless charging. Kickstarter Page, Comments Funding period : May 21, 2013 - Jun 20, 2013 MSRP : $249 Other Urls http://www.agentwatches.com/ https://www.facebook.com/agentwatches http://twitter.com/agentwatches http://pinterest.com/agentwatches/ http://paper.li/robchartier/1371234640 Developer Story The first official launch of the preview SDK and emulator will happen on 20-Jun-2013.  All development will be done in Visual Studio 2012, using the .NET Micro Framework SDK 2.3.  The SDK will ship with the first round of the expected API for developers along with an emulator. With that said, there is no need to wait for the SDK.  You can download the tooling now and get started with Apps and Faces immediately.  The only thing that you will not be able to work with is the API; but for example, watch faces, you can start building the basic face rendering with the Bitmap graphics drawing in the .NET Micro Framework.   Does it look good? Before we dig into any more of the gory details, here are a few photos of the current available prototype models.   The watch on the tiny QI Charter   If you wander too far away from your phone, your watch will let you know with a vibration and a message, all but one button will dismiss the message.   An app showing the premium weather data!   Nice stitching on the straps, leather and silicon will be available, along with a few lengths to choose from (short, regular, long lengths). On to those gory details…. Hardware Specs Processor 120MHz ARM Cortex-M4 processor (ATSAM4SD32) with secondary AVR co-processor Flash & RAM 2MB of onboard flash and 160KB of RAM 1/4 of the onboard flash will be used by the OS The flash is permanent (non-volatile) storage. Bluetooth Bluetooth 4.0 BD/EDR + LE Bluetooth 4.0 is backwards compatible with Bluetooth 2.1, so classic Bluetooth functions (BD/EDR, SPP/AVRCP/PBAP/etc.) will work fine. Sensors 3D Accelerometer (Motion) ST LSM303DLHC Ambient Light Sensor Hardware power metering Vibration Motor (You can pulse it to create vibration patterns, not sure about the vibration strength - driven with PWM) No piezo/speaker or microphone. Other QI Wireless Charging, no NFC, no wall adapter included Custom LED Backlight No GPS in the watch. It uses the GPS in your phone. AGENT watch apps are deployed and debugged wirelessly from your PC via Bluetooth. RoHS, Pb-free Battery Expected to use a CR2430-sized rechargeable battery – replaceable (Mouser, Amazon) Estimated charging time from empty is 2 hours with provided charger 7 Days typical with Bluetooth on, 30 days with Bluetooth off (watch-face only mode) The battery should last at least 2 years, with 100s of charge cycles. Physical dimensions Roughly 38mm top-to-bottom on the front face 35mm left-to-right on the front face and around 12mm in depth 22mm strap Two ~1/16" hex screws to attach the watch pin The top watchcase material candidates are PVD stainless steel, brushed matte ceramic, and high-quality polycarbonate (TBD). The glass lens is mineral glass, Anti-glare glass lens Strap options Leather and silicon straps will be available Expected to have three sizes Display 1.28" Sharp Memory Display The display stays on 100% of the time. Dimensions: 128x128 pixels Buttons Custom "Pusher" buttons, they will not make noise like a mouse click, and are very durable. The top-left button activates the backlight; bottom-left changes apps; three buttons on the right are up/select/down and can be used for custom purposes by apps. Backup reset procedure is currently activated by holding the home/menu button and the top-right user button for about ten seconds Device Support Android 2.3 or newer iPhone 4S or newer Windows Phone 8 or newer Heart Rate monitors - Bluetooth SPP or Bluetooth LE (GATT) is what you'll want the heart monitor to support. Almost limitless Bluetooth device support! Internationalization & Localization Full UTF8 Support from the ground up. AGENT's user interface is in English. Your content (caller ID, music tracks, notifications) will be in your native language. We have a plan to cover most major character sets, with Latin characters pre-loaded on the watch. Simplified Chinese will be available Feature overview Phone lost alert Caller ID Music Control (possible volume control) Wireless Charging Timer Stopwatch Vibrating Alarm (possibly custom vibrations for caller id) A few default watch faces Airplane mode (by demand or low power) Can be turned off completely Customizable 3rd party watch faces, applications which can be loaded over bluetooth. Sample apps that maybe installed Weather Sample Apps not installed Exercise App Other Possible Skype integration over Bluetooth. They will provide an AGENT app for your smartphone (iPhone, Android, Windows Phone). You'll be able to use it to load apps onto the watch.. You will be able to cancel phone calls. With compatible phones you can also answer, end, etc. They are adopting the standard hands-free profile to provide these features and caller ID.

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• Mobile HCM: It’s not the future, it is right now

  - by Natalia Rachelson

  Normal 0 false false false EN-US X-NONE X-NONE /* 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-family:"Calibri","sans-serif"; mso-ascii- mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi- mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;} A guest post by Steve Boese, Director Product Strategy, Oracle I’ll bet you reached for your iPhone or Android or BlackBerry and took a quick look at email or Facebook or last night’s text messages before you even got out of bed this morning. Come on, admit it, it’s ok, you are among friends here. See, feel better now? But seriously, the incredible growth and near-ubiquity of increasingly powerful, capable, and for many of us, essential in our daily lives mobile devices has profoundly changed the way we communicate, consume information, socialize, and more and more, conduct business and get our work done. And if you doubt that profound change has happened, just think for a moment about the last time you misplaced your iPhone.  The shivers, the cold sweats, the panic... We have all been there. And indeed your personal experiences with mobile technology echoes throughout the world - here are a few data points to consider: Market research firm IDC estimates 1.8 billion mobile phones will be shipped in 2012. A recent Pew study reports 46% of Americans own a smartphone of some kind. And finally in the USA, ownership of tablets like the iPad has doubled from 10% to 19% in the last year. So truly for the Human Resources leader, the question is no longer, ‘Should HR explore ways to exploit mobile devices and their always-on nature to better support and empower the modern workforce?’, but rather ‘How can HR best take advantage of smartphone and tablet capability to provide information, enable transactions, and enhance decision making?’. Because even though moving HCM applications to mobile devices seems inherently logical given today’s fast-moving and mobile workforces, and its promise to deliver incredible value to the organization, HR leaders also have to consider many factors before devising their Mobile HCM strategy and embarking on mobile HR technology projects. Here are just some of the important considerations for HR leaders as you build your strategies and evaluate mobile HCM solutions: Does your organization provide mobile devices to the workforce today, and if so, will the current set of deployed devices have the necessary capability and ecosystems to support your mobile HCM initiatives? Will you allow workers to use or bring their own mobile devices, (commonly abbreviated as ‘BYOD’), and if so are your IT and Security organizations in agreement and capable of supporting that strategy? Do you know which workers need access to mobile HCM applications? Often mobile HCM capability flows down in an organization, with executives and other ‘road-warrior’ types having the most immediate needs, followed by field sales staff, project managers, and even potential job candidates. But just as an organization will have to spend time understanding ‘who’ should have access to mobile HCM technology, the ‘what’ of the way the solutions should be deployed to these groups will also vary. What works and makes sense for the executive, (company-wide dashboards and analytics on an iPad), might not be as relevant for a retail store manager, (employee schedules, location-level sales and inventory data, transaction approvals, etc.). With Oracle Fusion HCM, we are taking an approach to mobile HR that encompasses not just the mobile solution needs for the various types of worker, but also incorporates the fundamental attributes of great mobile applications - the ability to support end-to-end transactions, apps that respond with lightning-fast speed, with functions that are embedded in a worker’s daily activities, and features that can be mashed-up easily with other business areas like Finance and CRM. Finally, and perhaps most importantly for the Oracle Fusion HCM team, delivering mobile experiences that truly enhance, enable, and empower the mobile workforce, and deliver on the design mantras of the best-in-class consumer applications, continues to shape and drive design decisions. Mobile is no longer the future, it is right now, and the cutting-edge HR leader of today will need to consider how mobile fits her HCM technology strategy from here on out. You can learn more about our ideas and plans for Oracle Fusion HCM mobile solutions at https://fusiontap.oracle.com/.

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• SSAS Maestro Training in July 2012 #ssasmaestro #ssas

  - by Marco Russo (SQLBI)

  A few hours ago Chris Webb blogged about SSAS Maestro and I’d like to propagate the news, adding also some background info. SSAS Maestro is the premier certification on Analysis Services that selects the best experts in Analysis Services around the world. In 2011 Microsoft organized two rounds of training/exams for SSAS Maestros and up to now only 11 people from the first wave have been announced – around 10% of attendees of the course! In the next few days the new Maestros from the second round should be announced and this long process is caused by many factors that I’m going to explain. First, the course is just a step in the process. Before the course you receive a list of topics to study, including the slides of the course. During the course, students receive a lot of information that might not have been included in the slides and the best part of the course is class interaction. Students are expected to bring their experience to the table and comparing case studies, experiences and having long debates is an important part of the learning process. And it is also a part of the evaluation: good questions might be also more important than good answers! Finally, after the course, students have their homework and this may require one or two months to be completed. After that, a long (very long) evaluation process begins, taking into account homework, labs, participation… And for this reason the final evaluation may arrive months later after the course. We are going to improve and shorten this process with the next courses. The first wave of SSAS Maestro had been made by invitation only and now the program is opening, requiring a fee to participate in order to cover the cost of preparation, training and exam. The number of attendees will be limited and candidates will have to send their CV in order to be admitted to the course. Only experienced Analysis Services developers will be able to participate to this challenging program. So why you should do that? Well, only 10% of students passed the exam until now. So if you need 100% guarantee to pass the exam, you need to study a lot, before, during and after the course. But the course by itself is a precious opportunity to share experience, create networking and learn mission-critical enterprise-level best practices that it’s hard to find written on books. Oh, well, many existing white papers are a required reading *before* the course! The course is now 5 days long, and every day can be *very* long. We’ll have lectures and discussions in the morning and labs in the afternoon/evening. Plus some more lectures in one or two afternoons. A heavy part of the course is about performance optimization, capacity planning, monitoring. This edition will introduce also Tabular models, and don’t expect something you might find in the SSAS Tabular Workshop – only performance, scalability monitoring and optimization will be covered, knowing Analysis Services is a requirement just to be accepted! I and Chris Webb will be the teachers for this edition. The course is expensive. Applying for SSAS Maestro will cost around 7000€ plus taxes (reduced to 5000€ for students of a previous SSAS Maestro edition). And you will be locked in a training room for the large part of the week. So why you should do that? Well, as I said, this is a challenging course. You will not find the time to check your email – the content is just too much interesting to think you can be distracted by something else. Another good reason is that this course will take place in Italy. Well, the course will take place in the brand new Microsoft Innovation Campus, but in general we’ll be able to provide you hints to get great food and, if you are willing to attach one week-end to your trip, there are plenty of places to visit (and I’m not talking about the classic Rome-Florence-Venice) – you might really need to relax after such a week! Finally, the marking process after the course will be faster – we’d like to complete the evaluation within three months after the course, considering that 1-2 months might be required to complete the homework. If at this point you are not scared: registration will open in mid-April, but you can already write to [email protected] sending your CV/resume and a short description of your level of SSAS knowledge and experience. The selection process will start early and you may want to put your admission form on top of the FIFO queue!

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• 5 Things I Learned About the IT Labor Shortage

  - by Oracle Accelerate for Midsize Companies

  by Jim Lein | Sr. Principal Product Marketing Director | Oracle Midsize Programs | @JimLein 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";} 5 Things I Learned About the IT Labor Shortage A gentle autumn breeze is nudging the last golden leaves off the aspen trees. It’s time to wrap up the series that I started back in April, “The Growing IT Labor Shortage: Are You Feeling It?” Even in a time of relatively high unemployment, labor shortages exist depending on many factors, including location, industry, IT requirements, and company size. According to Manpower Groups 2013 Talent Shortage Survey, 35% of hiring managers globally are having difficulty filling jobs. Their top three challenges in filling jobs are: 1. lack of technical competencies (hard skills) 2. Lack of available applicants 3. Lack of experience The same report listed Technicians as the most difficult position to fill in the United States For most companies, Human Capital and Talent Management have never been more strategic and they are striving for ways streamline processes, reduce turnover, and lower costs (see this Oracle whitepaper, “ Simplify Workforce Management and Increase Global Agility”). Everyone I spoke to—partner, customer, and Oracle experts—agreed that it can be extremely challenging to hire and retain IT talent in today’s labor market. And they generally agreed on the causes: a. IT is so pervasive that there are myriad moving parts requiring support and expertise, b. thus, it’s hard for university graduates to step in and contribute immediately without experience and specialization, c. big IT companies generally aren’t the talent incubators that they were in the freewheeling 90’s due to bottom line pressures that require hiring talent that can hit the ground running, and d. it’s often too expensive for resource-strapped midsize companies to invest the time and money required to get graduates up to speed. Here are my top lessons learned from my conversations with the experts. 1. A Better Title Would Have Been, “The Challenges of Finding and Retaining IT Talent That Matches Your Requirements” There are more applicants than jobs but it’s getting tougher and tougher to find individuals that perfectly fit each and every role. Top performing companies are increasingly looking to hire the “almost ready”, striving to keep their existing talent more engaged, and leveraging their employee’s social and professional networks to quickly narrow down candidate searches (here’s another whitepaper, “A Strategic Approach to Talent Management”). 2. Size Matters—But So Does Location Midsize companies must strive to build cultures that compete favorably with what large enterprises can offer, especially when they aren’t within commuting distance of IT talent strongholds. They can’t always match the compensation and benefits offered by large enterprises so it's paramount to offer candidates high quality of life and opportunities to build their resumes in alignment with their long term career aspirations. 3. Get By With a Little Help From Your Friends It doesn’t always make sense to invest time and money in training an employee on a task they will not perform frequently. Or get in a bidding war for talent with skills that are rare and in high demand. Many midsize companies are finding that it makes good economic sense to contract with partners for remote support rather than trying to divvy up each and every role amongst their lean staff. Internal staff can be assigned to roles that will have the highest positive impact on achieving organizational goals. 4. It’s Actually Both “What You Know” AND “Who You Know” If I was hiring someone today I would absolutely leverage the social and professional networks of my co-workers. Period. Most research shows that hiring in this manner is less expensive and time consuming AND produces better results. There is also some evidence that suggests new hires from employees’ networks have higher job performance and retention rates. 5. I Have New Respect for Recruiters and Hiring Managers My hats off to them—it’s not easy hiring and retaining top talent with today’s challenges. Check out the infographic, “A New Day: Taking HR from Chaos to Control”, on Oracle’s Human Capital Management solutions home page. You can also explore all of Oracle’s HCM solutions from that page based on your role. You can read all the posts in this series by clicking on the links in the right sidebar. Stay tuned…we’ll continue to post thought leadership on HCM and Talent Management topics.

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• MSCC: Career & IT Fair 2014

  Already a couple of weeks ago, I've been addressed by Ibraahim and Yunus to see whether it would be interesting to participate in the 1st Career & IT Fair organised by the UoM Computer Club. Well, luckily we met at the Global Windows Azure Bootcamp and I wasn't too sure whether it would be possible for me to attend after all. The main reason is given because of work demand and furthermore due to the fact that the Mauritius Software Craftsmanship Community currently has no advertising material at all. Here's the brief statement of the event: "The UOM Students' Computer Club in collaboration with the UOM Students' Union and UOM CSE Department is organising a 'Career & IT Fair' on the 23rd and 24th April 2014. This event has for objective to provide a platform to tertiary students, secondary students as well as vocational students, the opportunity to meet job recruiters." Luckily, I was reminded that the 23rd is a Wednesday, and therefore I decided that it might be interesting to move our weekly Code & Coffee session to the university and hence be able to attend the career fair. As it turned out it was a great choice and thankfully Pritvi, Nadim as well as Ishwon volunteered to be around at the "community booth". Thankfully, the computer club gave us - the MSCC and the LUGM - one of their spaces in the lobby area of the Paul Octave Wiéhé Auditorium. My impression about the event Very well and professionally organised. Seriously, the lads over at the UoM Computer Club did a great job in organising their 2 days event, and felt very comfortable at any time. Actually, it was kind of amusing to some of the members constantly running around and checking everything. Even though that the whole process went smooth and easy off the hand. There were a couple of interesting pieces of information and announcements during the opening ceremony. For example, the Computer Science faculty is a very young one and has been initiated back in 1988 only - just by 4 staff members at that time. Now, after 25 years they have achieved quite a lot and there are currently 1.000+ active students attending the numerous lectures and courses. But there is no room to rest on previous achievements, and I was kind of surprised to hear that there are plans to extend the campus, and offer new lectures in the fields of nanotechnology, big data handling, and - crossing fingers - the introduction and establishment of a space control centre. Mauritius is already part of the Square Kilometre Array (SKA) and hopefully there will be more activities into that direction in the near future. Community - Awareness and collaboration As stated earlier, I could only spent one morning but luckily other members of the MSCC and the LUGM stayed during the whole two days and provided answers to any interested person. As for me, I took the opportunity to get in touch with the other companies in the lobby. Mainly, to create some awareness about our IT communities but also to see whether there might be options for future engagement in common activities, too. So far, I was able to speak to representatives of the following companies: ACCA Mauritius Business at Work Infomil LinkByNet Microsoft Indian Ocean Islands & French Pacific Spherinity Training Institute Spoon Consulting Ltd. State Informatics Ltd. Unfortunately, I only had a quick chat with an HR representative of LinkByNet but I fully count on our MSCC members like Nitin or LUGM member Ronny to spread our intentions over there.  So far, all of the representatives were really interested in our concepts and activities and I'm currently catching up with an introduction flyer for the MSCC that I'm going to send out to all those contacts via mail. It would be great to have more craftsmen as well as professional support on board. Some pictures from the event MSCC: Fantastic outlook for the near future. Announcements were made on Big data, nanotechnology, and space control centre in Mauritius. Interesting! MSCC: The lobby area was cramped with students. Great way to exchange and network. Good luck to all candidates! Passing the relay staff to... I recommend you to continue to read about the first Career & IT Fair on Ish's blog. He has a great summary and more details on those two days of IT activities than I have. Thanks and feel free to leave a comment (or two)... 

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• SQLAuthority News – A Conversation with an Old Friend – Sri Sridharan

  - by pinaldave

  Sri Sridharan is my old friend and we often talk on GTalk. The subject varies from Life in India/USA, movies, musics, and of course SQL. We have our differences when we talk about food or movie but we always agree when we talk about SQL. Yesterday while chatting with him we talked about SQLPASS and the conversation lasted for a long time. Here is the conversation between us on GTalk. I have removed a few of the personal talks and formatted into paragraphs as GTalk often shows stuff out of formatting. Pinal: Sri, Congrats on running for the PASS BoD again. You were so close last year. What made you decide to run again this year? Sri: Thank you Pinal for your leadership in the PASS India Community and all the things you do out there. After coming so close last year, there was no doubt in my mind that I will run again. I was truly humbled by the support I got from the community. Growing up in India for over 25 years, you are brought up in a very competitive part of the world. Right from the pressure of staying in the top of the class from kindergarten to your graduation, the relentless push from your parents about studying and getting good grades (and nothing else matters), you land up essentially living in a pressure cooker. To survive that relentless pressure, you need to have a thick skin, ability to stand up for who you really are , what you want to accomplish and in the process stay true those values. I am striving for a greater cause, to make PASS an organization that can help people with their SQL Server careers, to make PASS relevant to its chapter members, to make PASS an organization that every SQL professional in the world wants to be connected with. Just because I did not get elected or appointed last year does not mean that these causes are not worth fighting. Giving up upon failing the first time is simply not in me. If I did that, what message would I send to those who voted for me? What message would I send to my kids? Pinal: As someone who has such strong roots in India, what can the Indian PASS Community expect from you? Sri: First of all, I think fostering a regional leadership is something PASS must encourage as part of its global growth plan. For PASS global being able to understand all the issues in a region of the world and make sound decisions will be a tough thing to do on a continuous basis. I expect people like you, chapter leaders, regional mentors, MVPs of the region start playing a bigger role in shaping the next generation of PASS. That is something I said in my campaign and I still stand by it. I would like to see growth in the number of chapters in India. The current count does not truly represent the full potential of that region. I was pretty thrilled to see the Bangalore SQLSaturday happen early this year. I would like to see more of SQLSaturday events, at least in the major metro cities. I know the issues in India are very different from the rest of the world. So the formula needs to be tweaked a little for it to work better in India. Once the SQLSaturday model is vetted out, maybe there could be enough justification to have SQLRally India. PASS needs to have a premier SQL event in that region. Going to USA or Europe for that matter is incredibly hard due to VISA issues etc. So this could be a case of where PASS comes closer to where the community is. Pinal: What portfolio would take on if you are elected to the PASS Board? Sri: There are some very strong folks on the PASS Board today. The President discusses the portfolios with the group and makes the final call on the portfolios. I am also a fan of having a team associated with the portfolios. In that case, one person is the primary for a portfolio but secondary on a couple of other portfolios. This way people on the board have a direct vested interest in a few portfolios. Personally, I know I would these portfolios good justice – Chapters, Global Growth and Events (SQLSat, SQLRally). I would try to see if we can get a director to focus on Volunteers.  To me that is very critical for growth in the international regions. Pinal: This is an interesting conversation with you Sri. I know you so long time but this is indeed inspiring to many. India is a big country and we appreciate your thoughts. Sri: Thank you very much for taking time to chat with me today. Cheers. There are pretty strong candidates for SQLPASS Board of Elections this year. I know all of them in person and honestly it is going to be extremely difficult to not to vote for anybody. I am indeed in a crunch right now how to pick one over another. Though the choice is difficult, I encourage you to vote for them. I am extremely confident that the new board of directors will all have the same goal – Better SQL Server Community. Reference: Pinal Dave (http://blog.sqlauthority.com) Filed under: Database, DBA, PostADay, SQL, SQL Authority, SQL PASS, SQL Query, SQL Server, SQL Tips and Tricks, SQLAuthority News, T SQL, Technology

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• Taking a Flying Leap

  - by Lance Shaw

  Yesterday, I went skydiving with three of my children.  It was thrilling, scary, invigorating and exciting. While there is obvious risk involved, the reward and feeling of success was well worth it. You might already be wondering what skydiving would have to with WebCenter, so let me explain. Implementing a skydiving program and becoming an instructor does not happen overnight.  It does not happen with the purchase of the needed technology. Not one of us would go out, buy a parachute, the harnesses, helmet and all the gear and be able to convince anyone that we are now ready to be a skydiving instructor. The fact is that obtaining the technology is merely a small piece of the overall process and so is the case with managing content in your company. You don't just buy the right software (Oracle WebCenter Content) and go to your boss and declare information management success. There is planning, research and effort that goes into deploying software of any kind and especially when it is as mission-critical to the success of your business as Enterprise Content Management. To become a certified skydiving instructor takes at least 3 years of commitment and often longer. In the United States, candidates must complete over 500 solo jumps of their own over a minimum of 36 months and then must complete additional rigorous training under observation.  When you consider the amount of time and effort involved, it's not unlike getting a college degree and anyone that has trusted their lives to one of these instructors will no doubt appreciate their dedication to the curriculum.  Implementing an ECM system won't take that long, but it certainly requires commitment, analysis and consideration. But guess what?  Humans are involved and that means that mistakes can happen and that rules change.  This struck me while reading an excellent post on darkreading.com by Glenn S. Phillips entitled "Mission Impossible: 4 Reasons Compliance is Impossible".  His over-arching point was that with information management and security, environments change and people are involved meaning the work is never done.  He stated that you can never claim your compliance efforts are complete because of the following reasons. People are involved.  And lets face it, some are more trustworthy than others. Change is Constant. There is always some new technology coming along that is disruptive. Consumer grade cloud file sharing and sync tools come to mind here. Compliance is interpreted, not defined.  Laws and the judges that read them are always on the move. Technology is a tool, not a complete solution. There is no magic pill. The skydiving analogy holds true here as well.  Ultimately, a single person packs your parachute.  For obvious reasons, you prefer that this person be trustworthy but there are no absolute guarantees of a 100% error-free scenario.  Weather and wind conditions are never a constant and the best-laid plans for a great day of skydiving are easily disrupted by forces outside of your control.  Rules and regulations vary by location and may be updated at any time and as I mentioned early on, even the best technology on its own will only get you started. The good news is that, like skydiving, with the right technology, the right planning, the right team and a proper understanding of the rules and regulations that govern your industry, your ECM deployment can be a great success.  Failure to plan for any of the 4 factors that Glenn outlined in his article will certainly put your deployment and maybe even your company at risk, so consider them carefully. As a final aside, for those of you who consider skydiving an incredibly dangerous and risky pastime, consider this comparative statistic.  In 2012, the U.S. Parachute Association recorded 19 fatal skydiving accidents in the U.S. out of roughly 3.1 million jumps.  That’s 0.006 fatalities per 1,000 jumps. By comparison, the U.S. National Highway Traffic Safety Administration reports that there were 34,080 deaths due to car accidents in 2012.  Based on the percentages, one could argue that it is safer to jump out of a plane than to drive to the airport where the skydiving will take place. While the way you manage, secure, classify, control, retain and dispose of company files may not carry as much risk as driving or skydiving, it certainly carries risk for the organization when not planned and deployed appropriately.  Consider all the factors involved in your organization as you make your content management plans.  For additional areas of consideration, be sure to download our free whitepaper on the topic entitled "The Top 10 Criteria for Choosing an ECM System" which is available for download here.

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• Hiring New IT Employees versus Promoting Internally for IT Positions

  Recently I was asked my opinion regarding the hiring of IT professionals in regards to the option of hiring new IT employees versus promoting internally for IT positions. After thinking a little more about this question regarding staffing, specifically pertaining to promoting internally verses new employees; I think my answer to this question is that it truly depends on the situation. However, in most cases I would side with promoting internally. The key factors in this decision should be based on a company/department’s current values, culture, attitude, and existing priorities.  For example if a company values retaining all of its hard earned business knowledge then they would tend to promote existing employees internal over hiring a new employee. Moreover, the company will have to pay to train an existing employee to learn a new technology and the learning curve for some technologies can be very steep. Conversely, if a company values new technologies and technical proficiency over business knowledge then a company would tend to hire new employees because they may already have experience with a technology that the company is planning on using. In this scenario, the company would have to take on the additional overhead of allowing a new employee to learn how the business operates prior to them being fully effective. To illustrate my points above let us look at contractor that builds in ground pools for example.  He has the option to hire employees that are very strong but use small shovels to dig, or employees weak in physical strength but use large shovels to dig. Which employee should the contractor use to dig a hole for a new in ground pool? If we compare the possible candidates for this job we will find that they are very similar to hiring someone internally verses a new hire. The first example represents the existing workers that are very strong regarding the understanding how the business operates and the reasons why in a specific manner. However this employee could be potentially weaker than an outsider pertaining to specific technologies and would need some time to build their technical prowess for a new position much like the strong worker upgrading their shovels in order to remove more dirt at once when digging. The other employee is very similar to hiring a new person that may already have the large shovel but will need to increase their strength in order to use the shovel properly and efficiently so that they can move a maximum amount of dirt in a minimal amount of time. This can be compared to new employ learning how a business operates before they can be fully functional and integrated in the company/department. Another key factor in this dilemma pertains to existing employee and their passion for their work, their ability to accept new responsibility when given, and the willingness to take on responsibilities when they see a need in the business. As much as possible should be considered in this decision down to the mood of the team, the quality of existing staff, learning cure for both technology and business, and the potential side effects of the existing staff.  In addition, there are many more consideration based on the current team/department/companies culture and mood. There are several factors that need to be considered when promoting an individual or hiring new blood for a team. They both can provide great benefits as well as create controversy to a group. Personally, staffing especially in the IT world is like building a large scale system in that all of the components and modules must fit together and preform as one cohesive system in the same way a team must come together using their individually acquired skills so that they can work as one team.  If a module is out of place or is nonexistent then the rest of the team will suffer until the all of its issues are addressed and resolved. Benefits of Promoting Internally Internal promotions give employees a reason to constantly upgrade their technology, business, and communication skills if they want to further their career Employees can control their own destiny based on personal desires Employee already knows how the business operates Companies can save money by promoting internally because the initial overhead of allowing new hires to learn how a company operates is very expensive Newly promoted employees can assist in training their replacements while transitioning to their new role within a company. Existing employees already have a proven track record in regards fitting in with the business culture; this is always an unknown with all new hires Benefits of a New Hire New employees can energize and excite existing employees New employees can bring new ideas and advancements in technology New employees can offer a different perspective on existing issues based on their past experience. As you can see the decision to promote an existing employee from within a company verses hiring a new person should be based on several factors that should ultimately place the business in the best possible situation for the immediate and long term future. How would you handle this situation? Would you hire a new employee or promote from within?

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• What will help you get an entry-level position?

  - by Maria Sandu

  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:0cm 5.4pt 0cm 5.4pt; mso-para-margin-top:0cm; mso-para-margin-right:0cm; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0cm; line-height:115%; mso-pagination:widow-orphan; font-family:"Calibri","sans-serif"; mso-ascii- mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi- mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;} “Finishing your studies and getting a great job.” Isn’t this the biggest dream of most of the young people? At the beginning you think it’s easy, but when it’s your turn, you realize that actually it’s not as easy as you thought it would be. Especially nowadays, when we’re living difficult times and finding a job is a challenge. This is why I felt lucky when I joined Oracle. Do you want to know how did I do it? My name is Markéta Kocová and I am working as a Customer Intelligence Support Intern within Oracle Prague. Before this job I have, I was focused on my studies, going also abroad for one semester in Rostock University in Germany. I decided though to gain some working experience. In November 2011, I joined Oracle, this one being my first job. I never thought I would be part of such a big company, but here I am! I have to say that I think it’s quite difficult to find a job and thus job search might be exhausting. What did help me? I think it was the networking. The more people you know, the more chances you have to find a job. This is how I’ve heard about this internship. I think internship programs are a great opportunity for young people to gain experience and also to start building a career. As companies are looking for the candidates with the best skills and some experience, it’s difficult to get a job. It’s a paradox isn’t it? You are applying for a entry-level position, but you won’t get it because they’ll be searching for someone who has experience. This is why internship is a good solution to improve your skills. You will learn many things, you might get a mentor and also perform given tasks. What else could you do? In my opinion you should invest in yourself. Try to focus on both education and skills. In order to get a good job in an international and successful company, it’s not enough a university diploma. You could learn a foreign language because it’s usually required. Employers are also looking for good computer skills, so this could be something you could take into consideration before applying to a job. There are also some personal characteristics like communication abilities, self-reliance, self-confidence or ability to solve the crisis situations that companies look at when hiring a person. You could consider attending some training in order to improve these soft skills. Getting a job is difficult, but also when you make it and get one you’ll still finding challenging to stay there. You might realize it is not the dream job, but being patient and trying to learn as much as possible will help you to achieve more. I think every experience is valuable. I’ve been through this type of situation, but the environment, my colleagues and the atmosphere in office have always been great and made me love my job! Thanks guys! If you’re searching for a job and you want to join Oracle, I recommend you to check http://campus.oracle.com

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• PHP/Java Bridge java.lang.NoSuchMethodException

  - by m1sk

  I have setup PHP/Java Bridge with working examples in netbeans tomcat directory. What doesnt work is using custom JAR Here is my code: package com.micha; public class Hello1Bean { public Hello1Bean() {} String hi() {return "This is my hello message";} String hello(String name) {return "Hello" + name;} } And the php code <!DOCTYPE html> <html> <head> <meta http-equiv="Content-Type" content="text/html; charset=UTF-8"> <title></title> </head> <body> <?php require_once ("java/Java.inc"); $world = new Java("com.micha.Hello1Bean"); echo java_values($world->hi()); echo "Hello Working Thingy\n\n"; ?> </body> </html> When I check http://localhost:8084/JavaBridge/mytest.php: javax.servlet.ServletException: java.lang.RuntimeException: PHP Fatal error: Uncaught [[o:Exception]:"java.lang.Exception: Invoke failed: [[o:Hello1Bean]]->hi. Cause: java.lang.NoSuchMethodException: hi(). Candidates: [] VM: 1.6.0_25@http://java.sun.com/" at: #-6 php.java.bridge.JavaBridge.checkM(JavaBridge.java:1085) #-5 php.java.bridge.JavaBridge.Invoke(JavaBridge.java:1024) #-4 php.java.bridge.Request.handleRequest(Request.java:417) #-3 php.java.bridge.Request.handleRequests(Request.java:500) #-2 php.java.bridge.http.ContextRunner.run(ContextRunner.java:145) #-1 php.java.bridge.ThreadPool$Delegate.run(ThreadPool.java:60) #0 C:\Users\Micha\.netbeans\7.1.2\apache-tomcat-7.0.22.0_base\webapps\JavaBridge\java\Java.inc(232): java_ThrowExceptionProxyFactory->getProxy(2, 'com.micha.Hello...', 'T', true) #1 C:\Users\Micha\.netbeans\7.1.2\apache-tomcat-7.0.22.0_base\webapps\JavaBridge\java\Java.inc(360): java_Arg->getResult(true) #2 C:\Users\Micha\.netbeans\7.1.2\apache-tomcat-7.0.22.0_base\webapps\JavaBridge\java\Java.inc(366): java_Client->getWrappedResult(true) #3 C:\Users\Micha\.netbean in C:\Users\Micha\.netbeans\7.1.2\apache-tomcat-7.0.22.0_base\webapps\JavaBridge\java\Java.inc on line 195 php.java.servlet.fastcgi.FastCGIServlet.handle(FastCGIServlet.java:499) php.java.servlet.fastcgi.FastCGIServlet.doGet(FastCGIServlet.java:521) javax.servlet.http.HttpServlet.service(HttpServlet.java:621) javax.servlet.http.HttpServlet.service(HttpServlet.java:722) org.netbeans.modules.web.monitor.server.MonitorFilter.doFilter(MonitorFilter.java:393) php.java.servlet.PhpCGIFilter.doFilter(PhpCGIFilter.java:126) Before I had a ClassNotFoundException so it knows there is a a class but for some odd reason I cant call the function. ( if I replace "com.micha.Hello1Bean" with some class that doesnt exist then I get that exception)

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• How is IObservable<double>.Average supposed to work?

  - by Dan Tao

  Update Looks like Jon Skeet was right (big surprise!) and the issue was with my assumption about the Average extension providing a continuous average (it doesn't). For the behavior I'm after, I wrote a simple ContinuousAverage extension method, the implementation of which I am including here for the benefit of others who may want something similar: public static class ObservableExtensions { private class ContinuousAverager { private double _mean; private long _count; public ContinuousAverager() { _mean = 0.0; _count = 0L; } // undecided whether this method needs to be made thread-safe or not // seems that ought to be the responsibility of the IObservable (?) public double Add(double value) { double delta = value - _mean; _mean += (delta / (double)(++_count)); return _mean; } } public static IObservable<double> ContinousAverage(this IObservable<double> source) { var averager = new ContinuousAverager(); return source.Select(x => averager.Add(x)); } } I'm thinking of going ahead and doing something like the above for the other obvious candidates as well -- so, ContinuousCount, ContinuousSum, ContinuousMin, ContinuousMax ... perhaps ContinuousVariance and ContinuousStandardDeviation as well? Any thoughts on that? Original Question I use Rx Extensions a little bit here and there, and feel I've got the basic ideas down. Now here's something odd: I was under the impression that if I wrote this: var ticks = Observable.FromEvent<QuoteEventArgs>(MarketDataProvider, "MarketTick"); var bids = ticks .Where(e => e.EventArgs.Quote.HasBid) .Select(e => e.EventArgs.Quote.Bid); var bidsSubscription = bids.Subscribe( b => Console.WriteLine("Bid: {0}", b) ); var avgOfBids = bids.Average(); var avgOfBidsSubscription = avgOfBids.Subscribe( b => Console.WriteLine("Avg Bid: {0}", b) ); I would get two IObservable<double> objects (bids and avgOfBids); one would basically be a stream of all the market bids from my MarketDataProvider, the other would be a stream of the average of these bids. So something like this: Bid Avg Bid 1 1 2 1.5 1 1.33 2 1.5 It seems that my avgOfBids object isn't doing anything. What am I missing? I think I've probably misunderstood what Average is actually supposed to do. (This also seems to be the case for all of the aggregate-like extension methods on IObservable<T> -- e.g., Max, Count, etc.)

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• Problem with std::map and std::pair

  - by Tom

  Hi everyone. I have a small program I want to execute to test something #include <map> #include <iostream> using namespace std; struct _pos{ float xi; float xf; bool operator<(_pos& other){ return this->xi < other.xi; } }; struct _val{ float f; }; int main() { map<_pos,_val> m; struct _pos k1 = {0,10}; struct _pos k2 = {10,15}; struct _val v1 = {5.5}; struct _val v2 = {12.3}; m.insert(std::pair<_pos,_val>(k1,v1)); m.insert(std::pair<_pos,_val>(k2,v2)); return 0; } The problem is that when I try to compile it, I get the following error $ g++ m2.cpp -o mtest In file included from /usr/include/c++/4.4/bits/stl_tree.h:64, from /usr/include/c++/4.4/map:60, from m2.cpp:1: /usr/include/c++/4.4/bits/stl_function.h: In member function ‘bool std::less<_Tp>::operator()(const _Tp&, const _Tp&) const [with _Tp = _pos]’: /usr/include/c++/4.4/bits/stl_tree.h:1170: instantiated from ‘std::pair<typename std::_Rb_tree<_Key, _Val, _KeyOfValue, _Compare, _Alloc>::iterator, bool> std::_Rb_tree<_Key, _Val, _KeyOfValue, _Compare, _Alloc>::_M_insert_unique(const _Val&) [with _Key = _pos, _Val = std::pair<const _pos, _val>, _KeyOfValue = std::_Select1st<std::pair<const _pos, _val> >, _Compare = std::less<_pos>, _Alloc = std::allocator<std::pair<const _pos, _val> >]’ /usr/include/c++/4.4/bits/stl_map.h:500: instantiated from ‘std::pair<typename std::_Rb_tree<_Key, std::pair<const _Key, _Tp>, std::_Select1st<std::pair<const _Key, _Tp> >, _Compare, typename _Alloc::rebind<std::pair<const _Key, _Tp> >::other>::iterator, bool> std::map<_Key, _Tp, _Compare, _Alloc>::insert(const std::pair<const _Key, _Tp>&) [with _Key = _pos, _Tp = _val, _Compare = std::less<_pos>, _Alloc = std::allocator<std::pair<const _pos, _val> >]’ m2.cpp:30: instantiated from here /usr/include/c++/4.4/bits/stl_function.h:230: error: no match for ‘operator<’ in ‘__x < __y’ m2.cpp:9: note: candidates are: bool _pos::operator<(_pos&) $ I thought that declaring the operator< on the key would solve the problem, but its still there. What could be wrong? Thanks in advance.

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• Jquery: How do i not select a specific column

  - by Poku

  I have a table, where i have a click event on the tr: <tr id="<%= candidate.AnsogerID %>" class="newCandidatesTableTr"> , this click event: $(".newCandidatesTableTr").click(function(e) { works just fine, but in the row i also have a click event on a td: $(".insertCandidate").live("click", (function(e) { and this conflicts eachother. I want to do one thing if the tr is clicked and other when this specific td in the tr is clicked. So how do i in my tr.click() event defined that the event shall not happend when i click the specific td? Here is the code: // Lists a table with old candidates who migth be the same person as the new candidate $(".newCandidatesTableTr").click(function(e) { alert(this.id); GetCandidateName(this.id); }); // Show insert candidate dialog $(".insertCandidate").live("click", (function(e) { var tempCanName = $(".suggentionCandidatesTableTitle").text(); var tempCanNameSub = tempCanName.substr(0, tempCanName.length - 1); var canName = $(".suggentionCandidateName_" + canID + "").text(); $("#mergeCandidateDialog").empty(); $.blockUI({ message: $("#mergeCandidateDialog").append( "<div>" + tempCanNameSub + "'s ansøgning vil blive lagt under den eksiterende ansøger " + canName + "'s data.<br /><br /> Ønsker du at fortsætte?<br /><br /></div>" + "<div id=\"content\">" + "<input type=\"button\" id=\"" + this.id + "\" class=\"insertCandidateYes\" value=\"Ja\" />" + "<input type=\"button\" id=\"insertCandidateNo\" value=\"Nej\" /></div>"), css: { cursor: 'default', fontWeight: 'normal', padding: '7px', textAlign: 'left' } }); })); <% foreach (var candidate in Model.Ansogninger) { %> <tr id="<%= candidate.AnsogerID %>" class="newCandidatesTableTr"> <td><div id="candidateID""><label title="<%= candidate.Navn %>"><%= candidate.AnsogerID %></label></div></td> <td><div id="<%= "candidateName_" + candidate.AnsogerID %>" class="candidateNameTD"><%= candidate.Navn %></div></td> <td><div id="candidateEmail"><%= candidate.Email %></div></td> <td><div id="candidateRundeName"><%= Model.RundeName %></div></td> <td id="testTD"> <div id="<%= "acceptCandidateButton_" + candidate.AnsogerID %>" class="acceptb">Godkend</div> </td> </tr> <% } %>

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• Jquery: How do i not select a specific colum

  - by Poku

  Hey I have a table, where i have a click event on the tr: <tr id="<%= candidate.AnsogerID %>" class="newCandidatesTableTr"> , this click event: $(".newCandidatesTableTr").click(function(e) { works just fine, but in the row i also have a click event on a td: $(".insertCandidate").live("click", (function(e) { and this conflicts eachother. I want to do one thing if the tr is clicked and other when this specific td in the tr is clicked. So how do i in my tr.click() event defined that the event shall not happend when i click the specific td? Here is the code: // Lists a table with old candidates who migth be the same person as the new candidate $(".newCandidatesTableTr").click(function(e) { alert(this.id); GetCandidateName(this.id); }); // Show insert candidate dialog $(".insertCandidate").live("click", (function(e) { var tempCanName = $(".suggentionCandidatesTableTitle").text(); var tempCanNameSub = tempCanName.substr(0, tempCanName.length - 1); var canName = $(".suggentionCandidateName_" + canID + "").text(); $("#mergeCandidateDialog").empty(); $.blockUI({ message: $("#mergeCandidateDialog").append( "<div>" + tempCanNameSub + "'s ansøgning vil blive lagt under den eksiterende ansøger " + canName + "'s data.<br /><br /> Ønsker du at fortsætte?<br /><br /></div>" + "<div id=\"content\">" + "<input type=\"button\" id=\"" + this.id + "\" class=\"insertCandidateYes\" value=\"Ja\" />" + "<input type=\"button\" id=\"insertCandidateNo\" value=\"Nej\" /></div>"), css: { cursor: 'default', fontWeight: 'normal', padding: '7px', textAlign: 'left' } }); })); <% foreach (var candidate in Model.Ansogninger) { %> <tr id="<%= candidate.AnsogerID %>" class="newCandidatesTableTr"> <td><div id="candidateID""><label title="<%= candidate.Navn %>"><%= candidate.AnsogerID %></label></div></td> <td><div id="<%= "candidateName_" + candidate.AnsogerID %>" class="candidateNameTD"><%= candidate.Navn %></div></td> <td><div id="candidateEmail"><%= candidate.Email %></div></td> <td><div id="candidateRundeName"><%= Model.RundeName %></div></td> <td id="testTD"> <div id="<%= "acceptCandidateButton_" + candidate.AnsogerID %>" class="acceptb">Godkend</div> </td> </tr> <% } %> /Thanks

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• Binding functions of derived class with luabind

  - by Anamon

  I am currently developing a plugin-based system in C++ which provides a Lua scripting interface, for which I chose to use luabind. I'm using Lua 5 and luabind 0.9, both statically linked and compiled with MSVC++ 8. I am now having trouble binding functions with luabind when they are defined in a derived class, but not its parent class. More specifically, I have an abstract base class called 'IPlugin' from which all plugin classes inherit. When the plugin manager initialises, it registers that class and its functions like this: luabind::open(L); luabind::module(L) [ luabind::class_("IPlugin") .def("start", (void(IPlugin::*)())&IPlugin::start) ]; As it is only known at runtime what effective plugin classes are available, I had to solve loading plugins in a kind of roundabout way. The plugin manager exposes a factory function to Lua, which takes the name of a plugin class and a desired object name. The factory then creates the object, registers the plugin's class as inheriting from the 'IPlugin' base class, and immediately calls a function on the created object that registers itself as a global with the Lua state, like this: void PluginExample::registerLuaObject(lua_State *L, string a_name) { luabind::globals(L)[a_name] = (PluginExample*)this; } I initially did this because I had problems with Lua determining the most derived class of the object, as if I register it from the StreamManager it is only known as a subtype of 'IPlugin' and not the specific subtype. I'm not sure anymore if this is even necessary though, but it works and the created object is subsequently accessible from Lua under 'a_name'. The problem I have, though, is that functions defined in the derived class, which were not declared at all in the parent class, cannot be used. Virtual functions defined in the base class, such as 'start' above, work fine, and calling them from Lua on the new object runs the respective redefined code from the 'PluginExample' class. But if I add a new function to 'PluginExample', here for example a function taking no arguments and returning void, and register it like this: luabind::module(L) [ luabind::class_("PluginExample") .def(luabind::constructor()) .def("func", &PluginExample::func) ]; calling 'func' on the new object yields the following Lua runtime error: No matching overload found, candidates: void func(PluginExample&) I am correctly using the ':' syntax so the 'self' argument is not needed and it seems suddenly Lua cannot determine the derived type of the object anymore. I am sure I am doing something wrong, probably having to do with the two-step binding required by my system architecture, but I can't figure out where. I'd much appreciate some help =)

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• CLR 4.0 inlining policy? (maybe bug with MethodImplOptions.NoInlining)

  - by ControlFlow

  I've testing some new CLR 4.0 behavior in method inlining (cross-assembly inlining) and found some strage results: Assembly ClassLib.dll: using System.Diagnostics; using System; using System.Reflection; using System.Security; using System.Runtime.CompilerServices; namespace ClassLib { public static class A { static readonly MethodInfo GetExecuting = typeof(Assembly).GetMethod("GetExecutingAssembly"); public static Assembly Foo(out StackTrace stack) // 13 bytes { // explicit call to GetExecutingAssembly() stack = new StackTrace(); return Assembly.GetExecutingAssembly(); } public static Assembly Bar(out StackTrace stack) // 25 bytes { // reflection call to GetExecutingAssembly() stack = new StackTrace(); return (Assembly) GetExecuting.Invoke(null, null); } public static Assembly Baz(out StackTrace stack) // 9 bytes { stack = new StackTrace(); return null; } public static Assembly Bob(out StackTrace stack) // 13 bytes { // call of non-inlinable method! return SomeSecurityCriticalMethod(out stack); } [SecurityCritical, MethodImpl(MethodImplOptions.NoInlining)] static Assembly SomeSecurityCriticalMethod(out StackTrace stack) { stack = new StackTrace(); return Assembly.GetExecutingAssembly(); } } } Assembly ConsoleApp.exe using System; using ClassLib; using System.Diagnostics; class Program { static void Main() { Console.WriteLine("runtime: {0}", Environment.Version); StackTrace stack; Console.WriteLine("Foo: {0}\n{1}", A.Foo(out stack), stack); Console.WriteLine("Bar: {0}\n{1}", A.Bar(out stack), stack); Console.WriteLine("Baz: {0}\n{1}", A.Baz(out stack), stack); Console.WriteLine("Bob: {0}\n{1}", A.Bob(out stack), stack); } } Results: runtime: 4.0.30128.1 Foo: ClassLib, Version=1.0.0.0, Culture=neutral, PublicKeyToken=null at ClassLib.A.Foo(StackTrace& stack) at Program.Main() Bar: ClassLib, Version=1.0.0.0, Culture=neutral, PublicKeyToken=null at ClassLib.A.Bar(StackTrace& stack) at Program.Main() Baz: at Program.Main() Bob: ClassLib, Version=1.0.0.0, Culture=neutral, PublicKeyToken=null at Program.Main() So questions are: Why JIT does not inlined Foo and Bar calls as Baz does? They are lower than 32 bytes of IL and are good candidates for inlining. Why JIT inlined call of Bob and inner call of SomeSecurityCriticalMethod that is marked with the [MethodImpl(MethodImplOptions.NoInlining)] attribute? Why GetExecutingAssembly returns a valid assembly when is called by inlined Baz and SomeSecurityCriticalMethod methods? I've expect that it performs the stack walk to detect the executing assembly, but stack will contains only Program.Main() call and no methods of ClassLib assenbly, to ConsoleApp should be returned.

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• Design patterns and interview question

  - by user160758

  When I was learning to code, I read up on the design patterns like a good boy. Long after this, I started to actually understand them. Design discussions such as those on this site constantly try to make the rules more and more general, which is good. But there is a line, over which it becomes over-analysis starts to feed off itself and as such I think begins to obfuscate the original point - for example the "What's Alternative to Singleton" post and the links contained therein. http://stackoverflow.com/questions/1300655/whats-alternative-to-singleton I say this having been asked in both interviews I’ve had over the last 2 weeks what a singleton is and what criticisms I have of it. I have used it a few times for items such as user data (simple key-value eg. last file opened by this user) and logging (very common i'm sure). I've never ever used it just to have what is essentially global application data, as this is clearly stupid. In the first interview, I reply that I have no criticisms of it. He seemed disappointed by this but as the job wasn’t really for me, I forgot about it. In the next one, I was asked again and, as I wanted this job, I thought about it on the spot and made some objections, similar to those contained in the post linked to above (I suggested use of a factory or dependency injection instead). He seemed happy with this. But my problem is that I have used the singleton without ever using it in this kind of stupid way, which I had to describe on the spot. Using it for global data and the like isn’t something I did then realised was stupid, or read was stupid so didn’t do, it was just something I knew was stupid from the start. Essentially I’m supposed to be able to think of ways of how to misuse a pattern in the interview? Which class of programmers can best answer this question? The best ones? The medium ones? I'm not sure.... And these were both bright guys. I read more than enough to get better at my job but had never actually bothered to seek out criticisms of the most simple of the design patterns like this one. Do people think such questions are valid and that I ought to know the objections off by heart? Or that it is reasonable to be able to work out what other people who are missing the point would do on the fly? Or do you think I’m at least partially right that the question is too unsubtle and that the questions ought to be better thought out in order to make sure only good candidates can answer. PS. Please don’t think I’m saying that I’m just so clever that I know everything automatically - I’ve learnt the hard way like everyone else. But avoiding global data is hardly revolutionary.

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• Should I create a unique clustered index, or non-unique clustered index on this SQL 2005 table?

  - by Bremer

  I have a table storing millions of rows. It looks something like this: Table_Docs ID, Bigint (Identity col) OutputFileID, int Sequence, int …(many other fields) We find ourselves in a situation where the developer who designed it made the OutputFileID the clustered index. It is not unique. There can be thousands of records with this ID. It has no benefit to any processes using this table, so we plan to remove it. The question, is what to change it to… I have two candidates, the ID identity column is a natural choice. However, we have a process which does a lot of update commands on this table, and it uses the Sequence to do so. The Sequence is non-unique. Most records only contain one, but about 20% can have two or more records with the same Sequence. The INSERT app is a VB6 piece of crud throwing thousands insert commands at the table. The Inserted values are never in any particular order. So the Sequence of one insert may be 12345, and the next could be 12245. I know that this could cause SQL to move a lot of data to keep the clustered index in order. However, the Sequence of the inserts are generally close to being in order. All inserts would take place at the end of the clustered table. Eg: I have 5 million records with Sequence spanning 1 to 5 million. The INSERT app will be inserting sequence’s at the end of that range at any given time. Reordering of the data should be minimal (tens of thousands of records at most). Now, the UPDATE app is our .NET star. It does all UPDATES on the Sequence column. “Update Table_Docs Set Feild1=This, Field2=That…WHERE Sequence =12345” – hundreds of thousands of these a day. The UPDATES are completely and totally, random, touching all points of the table. All other processes are simply doing SELECT’s on this (Web pages). Regular indexes cover those. So my question is, what’s better….a unique clustered index on the ID column, benefiting the INSERT app, or a non-unique clustered index on the Sequence, benefiting the UPDATE app?

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• No Matching Function Error for inserting into a list in c++

  - by Josh Curren

  I am getting an error when I try to insert an item into a list (in C++). The error is that there is no matching function for call to the insert(). I also tried push_front() but got the same error. Here is the error message: main.cpp:38: error: no matching function for call to ‘std::list<Salesperson, std::allocator<Salesperson> >::insert(Salesperson&)’ /usr/lib/gcc/i686-pc-cygwin/4.3.4/include/c++/bits/list.tcc:99: note: candidates are: std::_List_iterator<_Tp> std::list<_Tp, _Alloc>::insert(std::_List_iterator<_Tp>, const _Tp&) [with _Tp = Salesperson, _Alloc = std::allocator<Salesperson>] /usr/lib/gcc/i686-pc-cygwin/4.3.4/include/c++/bits/stl_list.h:961: note: void std::list<_Tp, _Alloc>::insert(std::_List_iterator<_Tp>, size_t, const _Tp&) [with _Tp = Salesperson, _Alloc = std::allocator<Salesperson>] Here is the code: #include <stdlib.h> #include <iostream> #include <fstream> #include <string> #include <list> #include "Salesperson.h" #include "Salesperson.cpp" #include "OrderedList.h" #include "OrderedList.cpp" using namespace std; int main(int argc, char** argv) { cout << "\n------------ Asn 8 - Sales Report ------------" << endl; list<Salesperson> s; int id; string fName, lName; int numOfSales; string year; std::ifstream input("Sales.txt"); while( !std::getline(input, year, ',').eof() ) { input >> id; input >> lName; input >> fName; input >> numOfSales; Salesperson sp = Salesperson( id, fName, lName ); s.insert( sp ); //THIS IS LINE 38 ************************** for( int i = 0; i < numOfSales; i++ ) { double sale; input >> sale; sp.sales.insert( sale ); } } cout << endl; return (EXIT_SUCCESS); }

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• Haskell Add Function Return to List Until Certain Length

  - by kienjakenobi

  I want to write a function which takes a list and constructs a subset of that list of a certain length based on the output of a function. If I were simply interested in the first 50 elements of the sorted list xs, then I would use fst (splitAt 50 (sort xs)). However, the problem is that elements in my list rely on other elements in the same list. If I choose element p, then I MUST also choose elements q and r, even if they are not in the first 50 elements of my list. I am using a function finderFunc which takes an element a from the list xs and returns a list with the element a and all of its required elements. finderFunc works fine. Now, the challenge is to write a function which builds a list whose total length is 50 based on multiple outputs of finderFunc. Here is my attempt at this: finish :: [a] -> [a] -> [a] --This is the base case, which adds nothing to the final list finish [] fs = [] --The function is recursive, so the fs variable is necessary so that finish -- can forward the incomplete list to itself. finish ps fs -- If the final list fs is too small, add elements to it | length fs < 50 && length (fs ++ newrs) <= 50 = fs ++ finish newps newrs -- If the length is met, then add nothing to the list and quit | length fs >= 50 = finish [] fs -- These guard statements are currently lacking, not the main problem | otherwise = finish [] fs where --Sort the candidate list sortedps = sort ps --(finderFunc a) returns a list of type [a] containing a and all the -- elements which are required to go with it. This is the interesting -- bit. rs is also a subset of the candidate list ps. rs = finderFunc (head sortedps) --Remove those elements which are already in the final list, because -- there can be overlap newrs = filter (`notElem` fs) rs --Remove the elements we will add to the list from the new list -- of candidates newps = filter (`notElem` rs) ps I realize that the above if statements will, in some cases, not give me a list of exactly 50 elements. This is not the main problem, right now. The problem is that my function finish does not work at all as I would expect it to. Not only does it produce duplicate elements in the output list, but it sometimes goes far above the total number of elements I want to have in the list. The way this is written, I usually call it with an empty list, such as: finish xs [], so that the list it builds on starts as an empty list.

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• Command-line video editing in Linux (cut, join and preview)

  - by sdaau

  I have rather simple editing needs - I need to cut up some videos, maybe insert some PNGs in between them, and join these videos (don't need transitions, effects, etc.). Basically, pitivi would do what I want - except, I use 640x480 30 fps AVI's from a camera, and as soon as I put in over a couple of minutes of that kind of material, pitivi starts freezing on preview, and thus becomes unusable. So, I started looking for a command line tool for Linux; I guess only ffmpeg (command line - Using ffmpeg to cut up video - Super User) and mplayer (Sam - Edit video file with mencoder under linux) are so far candidates, but I cannot find examples of the use I have in mind.   Basically, I'd imagine there's an encoder and player tools (like ffmpeg vs ffplay; or mencoder vs mplayer) - such that, to begin with, the edit sequence could be specified directly on the command line, preferably with frame resolution - a pseudocode would look like: videnctool -compose --file=vid1.avi --start=00:00:30:12 --end=00:01:45:00 --file=vid2.avi --start=00:05:00:00 --end=00:07:12:25 --file=mypicture.png --duration=00:00:02:00 --file=vid3.avi --start=00:02:00:00 --end=00:02:45:10 --output=editedvid.avi ... or, it could have a "playlist" text file, like: vid1.avi 00:00:30:12 00:01:45:00 vid2.avi 00:05:00:00 00:07:12:25 mypicture.png - 00:00:02:00 vid3.avi 00:02:00:00 00:02:45:10 ... so it could be called with videnctool -compose --playlist=playlist.txt --output=editedvid.avi The idea here would be that all of the videos are in the same format - allowing the tool to avoid transcoding, and just do a "raw copy" instead (as in mencoder's copy codec: "-oac copy -ovc copy") - or in lack of that, uncompressed audio/video would be OK (although it would eat a bit of space). In the case of the still image, the tool would use the encoding set by the video files.   The thing is, I can so far see that mencoder and ffmpeg can operate on individual files; e.g. cut a single section from a single file, or join files (mencoder also has Edit Decision Lists (EDL), which can be used to do frame-exact cutting - so you can define multiple cut regions, but it's again attributed to a single file). Which implies I have to work on cutting pieces first from individual files first (each of which would demand own temporary file on disk), and then joining them in a final video file. I would then imagine, that there is a corresponding player tool, which can read the same command line option format / playlist file as the encoding tool - except it will not generate an output file, but instead play the video; e.g. in pseudocode: vidplaytool --playlist=playlist.txt --start=00:01:14 --end=00:03:13 ... and, given there's enough memory, it would generate a low-res video preview in RAM, and play it back in a window, while offering some limited interaction ( like mplayer's keyboard shortcuts for play, pause, rewind, step frame). Of course, I'd imagine the start and end times to refer to the entire playlist, and include any file that may end up in that region in the playlist. Thus, the end result of all this would be: command line operation; no temporary files while doing the editing - and also no temporary files (nor transcoding) when rendering final output... which I myself think would be nice. So, while I think that all of the above may be a bit of a stretch - does there exist anything that would approximate the workflow described above?

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• TFS 2010 SDK: Smart Merge - Programmatically Create your own Merge Tool

  - by Tarun Arora

  Technorati Tags: Team Foundation Server 2010,TFS SDK,TFS API,TFS Merge Programmatically,TFS Work Items Programmatically,TFS Administration Console,ALM   The information available in the Merge window in Team Foundation Server 2010 is very important in the decision making during the merging process. However, at present the merge window shows very limited information, more that often you are interested to know the work item, files modified, code reviewer notes, policies overridden, etc associated with the change set. Our friends at Microsoft are working hard to change the game again with vNext, but because at present the merge window is a model window you have to cancel the merge process and go back one after the other to check the additional information you need. If you can relate to what i am saying, you will enjoy this blog post! I will show you how to programmatically create your own merging window using the TFS 2010 API. A few screen shots of the WPF TFS 2010 API – Custom Merging Application that we will be creating programmatically, Excited??? Let’s start coding… 1. Get All Team Project Collections for the TFS Server You can read more on connecting to TFS programmatically on my blog post => How to connect to TFS Programmatically 1: public static ReadOnlyCollection<CatalogNode> GetAllTeamProjectCollections() 2: { 3: TfsConfigurationServer configurationServer = 4: TfsConfigurationServerFactory. 5: GetConfigurationServer(new Uri("http://xxx:8080/tfs/")); 6: 7: CatalogNode catalogNode = configurationServer.CatalogNode; 8: return catalogNode.QueryChildren(new Guid[] 9: { CatalogResourceTypes.ProjectCollection }, 10: false, CatalogQueryOptions.None); 11: } 2. Get All Team Projects for the selected Team Project Collection You can read more on connecting to TFS programmatically on my blog post => How to connect to TFS Programmatically 1: public static ReadOnlyCollection<CatalogNode> GetTeamProjects(string instanceId) 2: { 3: ReadOnlyCollection<CatalogNode> teamProjects = null; 4: 5: TfsConfigurationServer configurationServer = 6: TfsConfigurationServerFactory.GetConfigurationServer(new Uri("http://xxx:8080/tfs/")); 7: 8: CatalogNode catalogNode = configurationServer.CatalogNode; 9: var teamProjectCollections = catalogNode.QueryChildren(new Guid[] {CatalogResourceTypes.ProjectCollection }, 10: false, CatalogQueryOptions.None); 11: 12: foreach (var teamProjectCollection in teamProjectCollections) 13: { 14: if (string.Compare(teamProjectCollection.Resource.Properties["InstanceId"], instanceId, true) == 0) 15: { 16: teamProjects = teamProjectCollection.QueryChildren(new Guid[] { CatalogResourceTypes.TeamProject }, false, 17: CatalogQueryOptions.None); 18: } 19: } 20: 21: return teamProjects; 22: } 3. Get All Branches with in a Team Project programmatically I will be passing the name of the Team Project for which i want to retrieve all the branches. When consuming the ‘Version Control Service’ you have the method QueryRootBranchObjects, you need to pass the recursion type => none, one, full. Full implies you are interested in all branches under that root branch. 1: public static List<BranchObject> GetParentBranch(string projectName) 2: { 3: var branches = new List<BranchObject>(); 4: 5: var tfs = TfsTeamProjectCollectionFactory.GetTeamProjectCollection(new Uri("http://<ServerName>:8080/tfs/<teamProjectName>")); 6: var versionControl = tfs.GetService<VersionControlServer>(); 7: 8: var allBranches = versionControl.QueryRootBranchObjects(RecursionType.Full); 9: 10: foreach (var branchObject in allBranches) 11: { 12: if (branchObject.Properties.RootItem.Item.ToUpper().Contains(projectName.ToUpper())) 13: { 14: branches.Add(branchObject); 15: } 16: } 17: 18: return branches; 19: } 4. Get All Branches associated to the Parent Branch Programmatically Now that we have the parent branch, it is important to retrieve all child branches of that parent branch. Lets see how we can achieve this using the TFS API. 1: public static List<ItemIdentifier> GetChildBranch(string parentBranch) 2: { 3: var branches = new List<ItemIdentifier>(); 4: 5: var tfs = TfsTeamProjectCollectionFactory.GetTeamProjectCollection(new Uri("http://<ServerName>:8080/tfs/<CollectionName>")); 6: var versionControl = tfs.GetService<VersionControlServer>(); 7: 8: var i = new ItemIdentifier(parentBranch); 9: var allBranches = 10: versionControl.QueryBranchObjects(i, RecursionType.None); 11: 12: foreach (var branchObject in allBranches) 13: { 14: foreach (var childBranche in branchObject.ChildBranches) 15: { 16: branches.Add(childBranche); 17: } 18: } 19: 20: return branches; 21: } 5. Get Merge candidates between two branches Programmatically Now that we have the parent and the child branch that we are interested to perform a merge between we will use the method ‘GetMergeCandidates’ in the namespace ‘Microsoft.TeamFoundation.VersionControl.Client’ => http://msdn.microsoft.com/en-us/library/bb138934(v=VS.100).aspx 1: public static MergeCandidate[] GetMergeCandidates(string fromBranch, string toBranch) 2: { 3: var tfs = TfsTeamProjectCollectionFactory.GetTeamProjectCollection(new Uri("http://<ServerName>:8080/tfs/<CollectionName>")); 4: var versionControl = tfs.GetService<VersionControlServer>(); 5: 6: return versionControl.GetMergeCandidates(fromBranch, toBranch, RecursionType.Full); 7: } 6. Get changeset details Programatically Now that we have the changeset id that we are interested in, we can get details of the changeset. The Changeset object contains the properties => http://msdn.microsoft.com/en-us/library/microsoft.teamfoundation.versioncontrol.client.changeset.aspx - Changes: Gets or sets an array of Change objects that comprise this changeset. - CheckinNote: Gets or sets the check-in note of the changeset. - Comment: Gets or sets the comment of the changeset. - PolicyOverride: Gets or sets the policy override information of this changeset. - WorkItems: Gets an array of work items that are associated with this changeset. 1: public static Changeset GetChangeSetDetails(int changeSetId) 2: { 3: var tfs = TfsTeamProjectCollectionFactory.GetTeamProjectCollection(new Uri("http://<ServerName>:8080/tfs/<CollectionName>")); 4: var versionControl = tfs.GetService<VersionControlServer>(); 5: 6: return versionControl.GetChangeset(changeSetId); 7: } 7. Possibilities In future posts i will try and extend this idea to explore further possibilities, but few features that i am sure will further help during the merge decision making process would be, - View changed files - Compare modified file with current/previous version - Merge Preview - Last Merge date Any other features that you can think of?

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• Product Development Investment: A Measure of Vendor Performance

  - by Jim Mcglothlin

  The relationship between a large, complex organization and its key suppliers of information technology is normally more than just "strategic". Expectations about the duration of the relationship typically exceed 20 years. Enterprise applications and technology infrastructure are not expected to be changed out like petunias. So how would you rate the due diligence processes as performed in Higher Education when selecting critical, transformational information technology? My observation: I see a lot of effort put into elaborate demonstration of basic software functionality. I see a lot of attention paid to the cost element of technology acquisition, including the contracted cost of implementation consulting services. But the factor that receives only cursory analysis and due diligence is long-term performance--the ability of a vendor to grow, expand, and develop, and bring its customers along with it. So what should you look for in a long-term IT supplier? Oracle has a public track record for product development. The annual investment has been on a run rate of almost $3 Billion organic product development. Oracle's well-publicized acquisitions and mergers have been supplemental to its R&D. This is important for Higher Education. Another meaningful way to evaluate a company is to look at the tangible track record of enhancement. Consider the Oracle-PeopleSoft enterprise business platform since acquired by Oracle 6 years ago: Product or Technology Enhancement Customer or User Impact Service Oriented Architecture (SOA) 300+ new web services delivered in versions 9.0 & 9.1 provide flexibility, so that customers can integrate PeopleSoft with other applications. Campus Solutions has added Admissions and Constituent Web Services. Constituent Relationship Management PeopleSoft CRM 9.1 for Higher Education introduced new process flows for student recruiting and retention to support "Student Success" initiatives. A 360 view of the constituent is now delivered, and the concept of a single-stop Student Services Center is now in CRM 9.1 with tight integration to PeopleSoft Campus Solutions. Human Capital Management Contract Pay for Education, with flexibility for configuration and calculation, has been extended in HCM 9.1. New chartfield integration among Project Costing - Time & Labor - Payroll to serve the labor distribution requirements for Grants / Sponsored Research. Talent Management PeopleSoft 9.0 and 9.1 feature an integrated talent management approach centered on definitions in "Profile Manager", with all new usability improvements. Internal and external candidate pools, and the entire recruitment process, are driven by delivered configurable selection and on-boarding processes. Interview scheduling, and online job offers are newly delivered processes. Performance Management PeopleSoft HCM ePerformance 9.1 will include significant new functionality designed to help organizations more effectively align business objectives with employee goals. Using an Organization Chart view, your business goals can flow down to become tangible objectives per employee. Succession Planning / Workforce Development New in HCM 9.0, enhanced in 9.1, is a planning capability for regular or unusual (major organizational change) succession of internal or external candidates. PeopleSoft supports employee-based career planning, which ultimately increases the integrity of the succession planning process (identify their career needs, plans, preferences, and interests). Dashboards / Oracle Business Intelligence Application Suite Oracle Human Resources Analytics provides the workforce information foundation that integrates data from HR functional areas and Finance. Oracle Human Resources Analytics delivers 9 dashboards and over 200 reports. Provide your HR professionals and front-line managers the tools to analyze workforce staffing, retention, productivity, to better source high-quality applicants, and to reduce absence costs. Multi-year Planning and Commitment Control External funding sources, especially Grants, require a multi-year encumbrance business process. PeopleSoft HCM 9.1 adds multi-year funding and commitment control, including budget checking. The newly designed Real Time Budget Checking will provide the customer with an updated snapshot of their budget and encumbrances at any given time. Position Budgeting with Hyperion Hyperion Planning world-class products now include delivered integration to PeopleSoft HCM. Position Budgeting is available in the new Public Sector Planning module of Hyperion. Web 2.0 features for the latest in usability PeopleSoft 9.1 features a contemporary internet user experience: Partial-page refreshing Drag and drop pagelets New menu structure Navigation pagelets Modal popup message windows Favorites & recently used links Type-ahead Drag and drop grid columns, pop-out grids Portal Workspaces Enterprise 2.0 for your collaborative web communities, using new content management, along with Wikis, blogs, and discussion forums in PeopleSoft Portal 9.1. PeopleTools enhanced by Oracle Fusion Middleware Standards-based tools have been added to the PeopleTools application infrastructure: BI (XML) Publisher, Java tools. Certified for use with PeopleSoft: Oracle Business Intelligence (OBIEE), Oracle Enterprise Manager, Oracle Weblogic Server, Oracle SOA Suite. Hosting for PeopleSoft applications A solid new deployment option: Oracle On Demand remote hosting center for high scalability, security, and continuity of operations. Business Process Outsourcing (BPO) for HCM / Payroll functions Partnership with AT&T provides hosting of HR/Payroll application along with payroll business process operations, and subscription-based service fees (SaaS). AT&T BPO full service includes pay sheet processing, bank and 3rd party file transfer, payroll tax handling, etc. Continuous Delivery Model Feature Packs provide faster time-to-benefit; new features become available in PeopleSoft 9.1 (or Campus Solutions 9.0) without need to perform upgrade. Golden person data model across all campus applications Oracle Higher Education Constituent Hub provides synchronization and data governance of person data across any application, e.g. HR/ Payroll, Student Information System, Housing, Emergency Contact, LMS, CRM. Oracle's aggressive enhancement plans within the "Applications Unlimited" program continue, as new functionality is under development for a new version of a PeopleSoft release planned for 2012. Meanwhile, new capabilities are planned on an annual basis in Feature Packs. PeopleSoft just delivered the HCM 2010 Feature Pack and another is planned for 2011. In February we plan to have over 100 customers from our Customer Advisory Boards at our PeopleSoft Development Center in California to review designs for all of these releases. For those of you near New York City The investment and progressive development story described above is the subject of an Oracle road show event on February 9, 2011. Charting Your Course with Oracle Applications is a global event series designed to help business and IT executives assess the impact of new inflection points on their business and applications roadmap: changing workforces, shifting customer and constituent bases, and increased volatility. Learn how innovations ranging from new deployment models like cloud computing to the introduction of social applications and smart devices are delivering results across all areas of business and industry. THIS DOCUMENT IS FOR INFORMATIONAL PURPOSES ONLY AND MAY NOT BE INCORPORATED INTO A CONTRACT OR AGREEMENT.

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