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  • Oracle UCM 11g

    - by [email protected]
    Ya se ha lanzado la última versión de Oracle UCM11g. Grandes novedades, sobre todo en la arquitectura del producto, nos hacen ser muy optimistas sobre todo después de ver los resultados de rendimiento y escalabilidad obtenidos.El enlace a toda la información sobre el lanzamiento está aquí:Oracle Enterprise Content Management 11gLas novedades más importantes son:Mejor integración en tu entorno de trabajo: Nueva integración del escritorio: los contenidos se manejan usando herramientas estándares de oficina.Gestión de contenidos web en un clic: que permite a los desarrolladores y editores web acceder y actualizar contenido con un solo clic.Más funcionalidad a través de integraciones con otros productos de Oracle. Unificación del stack tecnológico de gestión de contenidosAhora Oracle ECM Suite 11g unifica todos los repositorios de contenido para facilitar su gestión en una única infraestructura.Infraestructura Oracle Fusion Middleware: Oracle ECM Suite 11g se ha trasladado completamente a la plataforma Oracle Fusion Middleware, con todas las aplicaciones soportadas por Oracle WebLogic Server y gestionado con el cuadro de mando Oracle Enterprise Manager. Rendimiento y escalabilidad ExtremosLos datos de los test de rendimiento son espectaculares corriendo en una máquina Exadata.Podéis ver un vídeo del rendimiento aquí: Bueno... 172 millones de documentos por día!!! y 124 páginas por segundo con 2 cpu's... quien quiere ser el primero en probarlo?

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  • Can't access my accelerated hard disk from msdos after installing linux on ssd cache

    - by Chibueze Opata
    I mistakenly installed Ubuntu on my ssd (forgot my PC actually came with one), when it detected a ~31GiB disk that it wanted to install to, I was a bit confused since I had brought out 30Gb in my primary disk for it, but I clicked continue. After installation, I tried to boot back into my Windows and it brought out some Intel Raid Disk Utility stuff saying I should disable acceleration on a disk something couldn't be found, I canceled it but whatever I tried, recovery tools, setups etc, I couldn't just access the drive which was apparently using the SSD as cache. Since then I've been stuck. I tried setting the 'raid' flag to the disk from 'gParted', still I couldn't. I tried the diskraid utility from windows recover disk, it said it couldn't detect any raid, diskpart sees the partition but doesn't see the volume, when I remove the raid flag, it sees the volume as one of raw type, and I can't access anything. I can however mount the drive from terminal in Ubuntu and access my files, but I don't have any backup media at the moment so I can do a factory re-install. Please how do I go about solving the issue, precisely I would like to know how to boot into the drive again. Thanks!

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  • Best Easiest Fastest No Install USB Boot Disk in 4 Simple Steps :)

    - by PearlFactory
    USB Boot Disk When you look how to create USB Boot Disk on the web it is a nightmare   Here is the easiest I use that works for all MS prods At a computer running Windows Vista, Windows 7, or Windows Server 2008, run a command prompt as administrator and execute the following: Make Sure you have all explorer windows closed and nothing referencing the USB i.e a doc open in Word 1. C:\> diskpart DISKPART> list disk [Identify disk # of the USB key] DISKPART> sel disk 1 [assuming 1 was the # from above] DISKPART> clean [CAUTION—will wipe whichever disk is selected] DISKPART> cre part pri DISKPART> active DISKPART> assign DISKPART> format fs=ntfs quick DISKPART> exit C:\> exit 2. Copy the contents of the Windows Server 2008 R2 or any other MS OS  DVD/ISO to the USB key. 3. From the system tray, use the “Safely remove hardware” icon to safely remove the USB key from the computer. This helps ensure that all files have been fully written to the USB key. (Especially after the large file copy) 4. Restart,,,put usb in and Find reference from HP h20195.www2.hp.com/v2/GetPDF.aspx/4AA3-1317ENW.pdf

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  • Oracle E-Business Suite Plug-in 4.0 Released for OEM 11g (11.1.0.1)

    - by Steven Chan
    [Feb. 25, 12:40 PM Update: Removed incorrect references to RHEL 3, SLES 9, HP-UX 11.11, Solaris 8]We're very pleased to announce the release of Oracle E-Business Suite Plug-in 4.0, an integral part of Application Management Suite for Oracle E-Business Suite.The management suite combines features in the standalone Application Management Pack (AMP) for Oracle E-Business Suite and Application Change Management Pack (ACMP) for Oracle E-Business Suite with Oracle's real user monitoring and configuration management capabilities.  The features that were available in the standalone Application Management Pack and Application Change Management Pack for Oracle E-Business Suite are now packaged into the Oracle E-Business Suite Plug-in 4.0.  The Oracle E-Business Suite Plug-in 4.0 is now fully certified with Oracle Enterprise Manager 11g Grid Control.  This latest plug-in extends Grid Control with E-Business Suite specific management capabilities and features enhanced change management support.  The Oracle E-Business Suite Plug-in is released via patch 8333939.  For the AMP and ACMP 4.0 installation guide, see:Getting Started with Oracle E-Business Suite Plug-in Release 4.0 (Note 1224313.1)General AMP & ACMP improvementsOracle Enterprise Manager 11g Grid Control SupportApplication Management Pack 4.0 and Application Change Management Pack 4.0 for Oracle E-Business Suite are certified with Oracle Enterprise Manager 11g Grid Control Release 1 (11.1.0.1.0).Built-in Diagnostic Ability Release 4.0 has numerous major enhancements that provide the necessary intelligence to determine if the product has been installed and configured correctly. There are diagnostics for Discovery, Cloning, and User Monitoring that will validate if the appropriate patches, privileges, setups, and profile options have been configured. This feature improves the setup and configuration process.

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  • Which software to keep track of my project?

    - by Exa
    I'm about to start the first real phase of my game development which will consist of the acquisition of information, resources and the definition of where I want to go and what I will need for that. I just want to make sure that I'm prepared as best as possible before I actually start development. I don't like the thought of using Microsoft Word or Excel for my project management... I already worked with MS Project but I don't think it fits my needs. I need a software where I can easily maintain project steps, milestones, important issues, information about technologies and engines I use, as well as simple notes and thoughts I just want to write down. I usually prefer a whiteboard for stuff like that but unfortunately it's not a persistent way of storing. ;) Also writing it down the old-school way is something I can think of, but only for quick notes... Which software do you use for that? Are there commonly used programs? Is there any free software at all?

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  • Planning milestones and time

    - by Ignas
    I was hired by a marketing company a year ago initially for link building / SEO stuff, but I'm actually a Web developer and took the job just in desperation to have one (I'm still quite young and just finished 2nd year of University). From the 3rd day my boss realised that I'm not into that stuff at all and since he had an idea of a web based app we started to plan it. I estimated that it shouldn't take me longer than two months to do it, but as I was making it we soon realised that we want to add more and more stuff to make it even better. So the development on my own lasted for about 4 months, but then it became an enterprise size app and we hired another programmer to work along me. The guy was awesome at what he did, but because I was assigned to be programmer/project manager I had to set up milestones with deadlines and we missed most of them, because most of the time it was too much work, and my lack of experience kept me setting really optimistic deadlines. We still kept adding features and had changed the architecture of the application twice. My boss is a great guy and he gets that when we add features it expands the time frame in which things should be done so he wasn't angry at me nor the other guy. But I was feeling bad (I still am) that I suck at planning. I gained loads of experience from the programming side, but I still lack the management/planning skills which make me go nuts. So over the last year I have dedicated probably about 8 months of work to this app (obviously my studies affected it) and we're launching as a closed beta this month. So my question is how do I get better at planning/managing a project, how do you estimate the times? What do you take into consideration when setting goals. I'm working alone again because the other guy moved from the city. But I'm sure we'll be hiring to help me maintain it so I need to get better at it. Any hints, points or anything on the topic are appreciated.

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  • Setting up group disk quotas

    - by Ray
    I am hoping to get some advice in setting up disk quotas. So, I know about: Adding usrquota and grpquota on to /etc/fstab for the file systems that need to be managed. Using edquota to assign disk quotas to users. However, I need to do the last step for multiple users and edquota seems to be a bit troublesome. One solution that I have found is that I can do: sudo edquota -u foo -p bar. This will copy the disk quota of bar to user foo. I was wondering if this is the best solution? I tried setting up group disk quotas but they don't seem to be working. Are group quotas meant to help in the assignment of the same quota to multiple users? Or are they suppose to give a total limit to a set of users? For example, if users A, B, C are in group X then assigning a quota of 20 GB gives each user 20 GB or does it give 20 GB to the entire group X to divide up? I'm interested in doing the former, but not the latter. Right now, I've assigned group disk quotas and they aren't working. So, I guess it is due to my misunderstanding of group disk quotas... My problem is I want to easily give the same quota to multiple users; any suggestions on the best way to do this out of what I've tried above or anything else I may not have thought of? Thank you!

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  • Who should have full visibility of all (non-data) requirements information?

    - by ebyrob
    I work at a smallish mid-size company where requirements are sometimes nothing more than an email or brief meeting with a subject matter manager requiring some new feature. Should a programmer working on a feature reasonably expect to have access to such "request emails" and other requirements information? Is it more appropriate for a "program manager" (PGM) to rewrite all requirements before sharing with programmers? The company is not technology-centric and has between 50 and 250 employees. (fewer than 10 programmers in sum) Our project management "software" consists of a "TODO.txt" checked into source control in "/doc/". Note: This is nothing to do with "sensitive data access". Unless a particular subject matter manager's style of email correspondence is top secret. Given the suggested duplicate, perhaps this could be a turf war, as the PGM would like to specify HOW. Whereas WHY is absent and WHAT is muddled by the time it gets through to the programmer(s)... Basically. Should specification be transparent to programmers? Perhaps a history of requirements might exist. Shouldn't a programmer be able to see that history of reqs if/when they can tell something is hinky in the spec? This isn't a question about organizing requirements. It is a question about WHO should have full VISIBILITY of requirements. I'd propose it should be ALL STAKEHOLDERS. Please point out where I'm wrong here.

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  • What’s the Difference Between Succession Management and Talent Reviews?

    - by HCM-Oracle
    By Marcie Van Houten Is there a difference or are they pieces of one holistic strategic talent process? And can you have one without the other?  First, let me give a quick definition of each.  Succession planning (or management) is about creating succession slates or talent pools in support of a critical job or position or sets thereof. And then using those plans to help mitigate risk and plan talent needs for the organization.  Talent reviews (known by other names often) are sets of meetings where managers and executives come together to review, discuss and often heatedly debate the merits and potential of their employees, and then place and sometimes calibrate that talent on a performance to potential matrix.  These are some of the most strategic conversations happening in conference rooms across the globe. I speak with a lot of organizations about their practices in this area and the answers to these questions are as varied and nuanced as there are organizations thinking about them.  Some are passionate about their talent review processes and have a very evolved and thoughtful approach.  They really know their people, where their talent is, and the opportunities they plan to offer them.  And to them that is their succession process.  They may never create a slate of named candidates for a job or assign employees to formal talent pools.   On the flip side there are other organizations that create slates and slates and often multiple talent pools to support their strategic positions.  Through these, they are able to mitigate the risk associated with having a key player leave their organization.  And for them, that is their succession process.  Some will start from the lower levels of their organization and roll up their succession plans, while other organizations only cover their top 200 executives and key positions with plans.  And then there are organizations that leverage some of all of these.  Ultimately, the goals are to increase employee engagement, reduce talent-related risk, ensure the right talent is aligned to the strategic initiatives and to drive business value.  The approaches are as unique as the organizations they represent and the business opportunities they are looking to seize upon.   And that's ok.  It's great in fact. Because one thing that is common is the recognition that the need to know your people and align your top talent to the future needs of the organization is mission critical. Sure, there are a set of commonly recognized best practices and guiding principles for all of this.  There is no one right or perfect answer.  And that is what makes this all so much darn fun.  With Talent Review and Succession Management from Oracle HCM Cloud, we’ve blended the ability to support your strategic talent review conversations with both succession plans and talent pools allowing for one very seamless and interactive process. So whether you create a lot of succession plans, only focus on talent pools, have a robust talent review process, or all of the above, Oracle has you covered. I’m looking forward to spending time with our customers at the upcoming OHUG Global Conference 2014 happening June 9-13 in Las Vegas.  It’s an opportunity for me to talk to customers about their business and how they are doing strategic talent processes like talent reviews and succession.  I hope to see you there. Marcie Van Houten brings over 20 years of management consulting, information systems and human capital management experience to her role as director of product strategy at Oracle. Ms. Van Houten has spent the past several years at Oracle working closely with customers to help drive the direction of the company's talent and succession management applications. Additionally, she spent nine years at PeopleSoft as Director of Information Systems leading human capital management implementation projects. Marcie Van Houten lives in Walnut Creek, California, and holds a MBA from Southern Methodist University in Dallas, Texas.  You can follow her on Twitter: @MarcieVH

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  • Can't remove GPT data from MBR

    - by user2373121
    I am having difficulty getting the Ubuntu installer (and gparted) to recognize the partitions on my MBR type disk. Other operating systems and disk tools read the disk structure and the files on it fine. I have used fixparts to write a new MBR but the issue persists. I assume the issue stems from the Protective MBR data still present on the disk but I am at a loss as to how to remove it while preserving my NTFS data partition. Microsoft Windows [Version 6.1.7601] Copyright (c) 2009 Microsoft Corporation. All rights reserved. c:\Users\mike\Desktop\fixpartsfixparts 3: FixParts 0.8.8 Loading MBR data from 3: Warning: 0xEE partition doesn't start on sector 1. This can cause problems in some OSes. MBR command (? for help): Running gdisk shows Microsoft Windows [Version 6.1.7601] Copyright (c) 2009 Microsoft Corporation. All rights reserved. c:\Users\mike\Desktop\fixparts>gdisk 3: GPT fdisk (gdisk) version 0.8.7 Partition table scan: MBR: MBR only BSD: not present APM: not present GPT: not present *************************************************************** Found invalid GPT and valid MBR; converting MBR to GPT format in memory. THIS OPERATION IS POTENTIALLY DESTRUCTIVE! Exit by typing 'q' if you don't want to convert your MBR partitions to GPT format! *************************************************************** ************************************************************************ Most versions of Windows cannot boot from a GPT disk, and most varieties prior to Vista cannot read GPT disks. Therefore, you should exit now unless you understand the implications of converting MBR to GPT or creating a new GPT disk layout! ************************************************************************ Are you SURE you want to continue? (Y/N): y Command (? for help): p Disk 3:: 2930277168 sectors, 1.4 TiB Logical sector size: 512 bytes Disk identifier (GUID): BFE92CE8-F93D-4141-82B8-816AD06FB36E Partition table holds up to 128 entries First usable sector is 34, last usable sector is 2930277134 Partitions will be aligned on 2048-sector boundaries Total free space is 163846893 sectors (78.1 GiB) Number Start (sector) End (sector) Size Code Name 1 163842048 2930272255 1.3 TiB 0700 Microsoft basic data Command (? for help): r Recovery/transformation command (? for help): o Disk size is 2930277168 sectors (1.4 TiB) MBR disk identifier: 0x00000000 MBR partitions: Number Boot Start Sector End Sector Status Code 1 1 2930277167 primary 0xEE Recovery/transformation command (? for help): q

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  • Channel Revenue Management and General Ledger Integration

    - by LuciaC-Oracle
    Back in February of this year, we told you about the EBS Business Process Advisor: CRM Channel Revenue Management document which has detailed information about the Channel Revenue Management application business flow and explains integration points with other applications.  But we thought that you might like to have even more information on exactly how Channel Revenue Management passes data to General Ledger. Take a look at Integration Troubleshooting: Oracle Channel Revenue Management to GL via Subledger Accounting (Doc ID 1604094.2).  This note includes comprehensive information about the data flow between Channel Revenue Management and GL, offers troubleshooting tips and explains some key setups. Let us know what you think - start a discussion in the My Oracle Support Channel Revenue Management Community!

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  • UK Oracle User Group Event: Trends in Identity Management

    - by B Shashikumar
    As threat levels rise and new technologies such as cloud and mobile computing gain widespread acceptance, security is occupying more and more mindshare among IT executives. To help prepare for the rapidly changing security landscape, the Oracle UK User Group community and our partners at Enline/SENA have put together an User Group event in London on Apr 19 where you can learn more from your industry peers about upcoming trends in identity management. Here are some of the key trends in identity management and security that we predicted at the beginning of last year and look how they have turned out so far. You have to admit that we have a pretty good track record when it comes to forecasting trends in identity management and security. Threat levels will grow—and there will be more serious breaches:   We have since witnessed breaches of high value targets like RSA and Epsilon. Most organizations have not done enough to protect against insider threats. Organizations need to look for security solutions to stop user access to applications based on real-time patterns of fraud and for situations in which employees change roles or employment status within a company. Cloud computing will continue to grow—and require new security solutions: Cloud computing has since exploded into a dominant secular trend in the industry. Cloud computing continues to present many opportunities like low upfront costs, rapid deployment etc. But Cloud computing also increases policy fragmentation and reduces visibility and control. So organizations require solutions that bridge the security gap between the enterprise and cloud applications to reduce fragmentation and increase control. Mobile devices will challenge traditional security solutions: Since that time, we have witnessed proliferation of mobile devices—combined with increasing numbers of employees bringing their own devices to work (BYOD) — these trends continue to dissolve the traditional boundaries of the enterprise. This in turn, requires a holistic approach within an organization that combines strong authentication and fraud protection, externalization of entitlements, and centralized management across multiple applications—and open standards to make all that possible.  Security platforms will continue to converge: As organizations move increasingly toward vendor consolidation, security solutions are also evolving. Next-generation identity management platforms have best-of-breed features, and must also remain open and flexible to remain viable. As a result, developers need products such as the Oracle Access Management Suite in order to efficiently and reliably build identity and access management into applications—without requiring security experts. Organizations will increasingly pursue "business-centric compliance.": Privacy and security regulations have continued to increase. So businesses are increasingly look for solutions that combine strong security and compliance management tools with business ready experience for faster, lower-cost implementations.  If you'd like to hear more about the top trends in identity management and learn how to empower yourself, then join us for the Oracle UK User Group on Thu Apr 19 in London where Oracle and Enline/SENA product experts will come together to share security trends, best practices, and solutions for your business. Register Here.

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  • Sharing disk volumes across OpenVZ guests to reduce Package Management Overhead

    - by andyortlieb
    Is it feasible to create a single "master" OpenVZ guest who would only be used for package management, and use something like mount --bind on several other OpenVZ guests sort of trick them into using the environment installed by the master guest? The point of this would be so that users can maintain their own containers, and yet stay in sync with the master development environment, so they'll always have the latest & greatest requirements without worrying too much about system administration. If they need to install their own packages, could put them in /opt, or /usr/local (or set a path to their home directory)? To rephrase, I would like several (developer's, for example) OpenVZ guests whose /bin, /usr (and so on...) actually refer to the same disk location as that of a master OpenVZ guest who can be started up to install and update common packages for the environment to be shared by all of this group of OpenVZ guests. For what it's worth, we're running Debian 6. Edit: I have tried mounting (bind, and readonly) /bin, /lib, /sbin, /usr in this fashion and it refuses to start the containers stating that files are already mounted or otherwise in use: Starting container ... vzquota : (error) Quota on syscall for id 1102: Device or resource busy vzquota : (error) Possible reasons: vzquota : (error) - Container's root is already mounted vzquota : (error) - there are opened files inside Container's private area vzquota : (error) - your current working directory is inside Container's vzquota : (error) private area vzquota : (error) Currently used file(s): /var/lib/vz/private/1102/sbin /var/lib/vz/private/1102/usr /var/lib/vz/private/1102/lib /var/lib/vz/private/1102/bin vzquota on failed [3] If I unmount these four volumes, and start the guest, and then mount them after the guest has started, the guest never sees them mounted.

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  • Why my internal hard disk can be ejected?

    - by Bear Bear
    I have 6 hard disks in my computer and one DVD. The disk that I connect to the 6th SATA port is a regular disk. But my Windows 7 64 bit shows it as a removable drive. I can eject my hard disk! Just like a pen drive. If I connect another disk to the 6th port, I can eject that disk too. So it has nothing to do with the physical disk, it must be something related to Windows or BIOS I don't understand why Windows 7 is seeing a normal hard disk as removable. In Computer Management - Disk Management, the disk looks identical to the others - there is nothing there to suggest the drive is different from the others. But in the tray I have the icon to eject it. The motherboard model is ASUS F2A85 V PRO FM2. All the disks are formatted normally, no Dynamic Disk, no RAID, nothing special. How can I tell Windows 7 to treat the disk exactly like the others, so it can't be ejected?

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  • Oracle's PeopleSoft Customer Advisory Boards Convene to Discuss Roadmap at Pleasanton Campus

    - by john.webb(at)oracle.com
    Last week we hosted all of the PeopleSoft CABs (Customer Advisory Boards) at our Pleasanton Development Center to review our detailed designs for future Feature Packs, PeopleSoft 9.2, and beyond. Over 150 customers from 79 companies attended representing a variety of industries, geographies, and company sizes. The PeopleSoft team relies heavily on this group to provide key input on our roadmap for applications as well as technology direction. A good product strategy is one part well thought out idea with many handfuls of customer validation, and very often our best ideas originate from these customer discussions. While the individual CABs have frequent interactions with our teams, it's always great to have all of them in one place and in person. Our attendance was up from last year which I attribute to two things: (1) More interest as a result of PeopleSoft 9.1 upgrade; (2) An improving economy allowing for more travel. Maybe we should index the second item meeting-to-meeting and use it as a market indicator - we'll see! We kicked off the day one session with an overview of the PeopleSoft Roadmap and I outlined our strategy around Feature Packs and PeopleSoft 9.2. Given the high adoption rate of PeopleSoft 9.1 (over 4x that of 9.0 given the same time lapse since the release date), there was a lot of interest around the 9.1 Feature Packs as a vehicle for continuous value. We provided examples of our 3 central design themes: Simplicity, Productivity, and lower TCO, including those already delivered via Feature Packs in 2010. A great example of this is the Company Directory feature in PeopleSoft HCM. The configuration capabilities and the new actionable links our CAB advised us on last Spring were made available to all customers late last year. We reviewed many more future Navigation changes that will fundamentally change the way users interact with PeopleSoft. Our old friend, the menu tree, is being relegated from center stage to a bit part, with new concepts like Activity Guides, Train Stops, Related Actions, Work Centers, Collaborative Workspaces, and Secure Enterprise Search bringing users what they need in a contextual, role based manner with fewer clicks. Paco Aubrejuan, our PeopleSoft GM, and Steve Miranda, the SVP for Fusion Applications, then discussed our plans around Oracle's Application Investment Strategy.  This included our continued investment in developing both PeopleSoft and Fusion as well as the co-existence strategy with new Fusion Apps integrating to PeopleSoft Apps. Should you want to view this presentation, a recording is available. Jeff Robbins, our lead PeopleTools Strategist, provided the roadmap for PeopleTools and discussed our continuing plan to deliver annual releases to further evolve the user experience. Numerous examples were highlighted with the Navigation techniques I mentioned previously. Jeff also provided a lot of food for thought around Lifecycle Management topics and how to remain current on releases with a  lower cost of ownership. Dennis Mesler, from Boise, was the guest speaker in this slot, who spoke about the new PeopleSoft Test Framework (PTF). Regression Testing is a key cost component when product updates are applied. This new tool (which is free to all PeopleSoft customers as part of PeopleTools 8.51) provides a meta data driven approach to recording and executing test scripts. Coupled with what our Usage Monitor enables, PTF provides our customers a powerful tool to lower costs and manage product updates more efficiently and at the time of their choosing. Beyond the general session, we broke out into the individual CABs: HCM, Financials, ESA/ALM, SRM, SCM, CRM, and PeopleTools/ Technology. A day and half of very engaging discussions around our plans took place for each product pillar. More about that to follow in future posts.      We capped the first day with a reception sponsored by our partners: InfoSys, SmartERP (represented by Doris Wong), and Grey Sparling  Solutions (represented by Chris Heller and Larry Grey). Great to see these old friends actively engaged in the very busy PeopleSoft ecosystem!   Jeff Robbins previews the roadmap for PeopleTools with the PeopleSoft CAB  

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  • Project management, timesheet and planning software

    - by hfidgen
    Hiya, I'm trying to find an integrated PM solution which will give my business all of the following: Timesheeting so we can track time spent on tasks Holiday planner (integrated with timesheet and project management Project management tool, integrating the above, with milestones, gantt chart, dependancies etc. Forecasting ability (nice to have, but not a requirement) Reporting capability - especially time spent on projects, costs etc. Now yeah, that's quite a lot of functionality, I appreciate that! But currently we've got 3 systems, none of which really talk to each other and it's a right headache. So far we've looked at: OpenWorkbench - not enough features Basecamp - not enough features and too reliant on online MS Project - too expensive? Can anyone throw some other hats into the ring which maybe I've not heard about? Really interested to hear how other people have approached this, it's not an unusual business requirement! Thanks!

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  • Server Core remote management from Windows 7 machine

    - by Robert Koritnik
    I've installed Remote Server Administration Tools for Windows 7 because I would like to administer my Windows Server 2008 R2 Server Core machine. The problem that I'm getting when I try to run Server Manager is: Connecting to remote server failed with the following error message: Access is denied. For more information, see the about_Remote_Troubleshooting Help topic. This is what I've done so far: I'm running WinRM service on both machines (Server and Window 7) I've added my server to trusted hosts on my Windows 7 machine: winrm set winrm/config/client @{TrustedHosts="WINSRV2"} I've added registry entry on Windows 7 machine: reg add HKLM\SOFTWARE\Microsoft\Windows\CurrentVersion\Policies\System /v LocalAccountTokenFilterPolicy /t REG_DWORD /d 1 /f I've enabled Remote Management inbound rule on server firewall using CoreConfigurator 2.0 both machines are in the same subnet and when I search for network machines on Windows 7 I see my server. Question What else should I do to make it work? I would like to run several different remote management tools against my server machine.

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  • Free IP address management software

    - by TiFFolk
    We are choosing a system for managing our IP address space. So we are looking for a special free software like IPPlan. So what we have nowadays: Ipplan (Does not support IPv6) SolarWinds IP address tracker (IPv6 support unknown ) IP module of The NOC Project (BTW, take a look of it, seems to be very promising project) (IPv6 support unknown ) phpIP (Does not support IPv6) IP management from RackTables (Does not support IPv6) Do you know about any other special software, like written above? But: No Wiki No DNS No DHCP No spreadsheet Software should provide: Clear view of available addresses Detail listing of all addresses by subnets/search pattern/owners/additional info It must support adding additional info like owner of IP, domain-name, contacts, etc Multi user support Easy interface Software has to be specially written for address management. Scalability Any OS: win, lin, sol, web

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  • Free IP address management software

    - by TiFFolk
    We are choosing a system for managing our IP address space. So we are looking for a special free software like IPPlan. So what we have nowadays: Ipplan (Beta IPv6 support) SolarWinds IP address tracker (IPv6 support unknown ) IP module of The NOC Project (BTW, take a look of it, seems to be very promising project) (IPv6 support unknown ) phpIP (Does not support IPv6) IP management from RackTables (Does not support IPv6) Do you know about any other special software, like written above? But: No Wiki No DNS No DHCP No spreadsheet Software should provide: Clear view of available addresses Detail listing of all addresses by subnets/search pattern/owners/additional info It must support adding additional info like owner of IP, domain-name, contacts, etc Multi user support Easy interface Software has to be specially written for address management. Scalability Any OS: win, lin, sol, web

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  • DOS application to allow remote management of files over serial link

    - by tomlogic
    Harken back to the days of DOS. I have an embedded DOS handheld device, and I'm looking for a tool to manage the files stored on it. I picture an application I can launch on the device that opens COM1 up for commands to get a directory listing, send/receive files via x/y/zmodem, move/delete files, and create/move/delete directories. A Windows application can then download a recursive file listing and then manage those files (for example, synchronizing with a local directory). Keep in mind that this is DOS -- 8.3 filenames, 640K of RAM and a 19200bps serial link (yuk!). I'd prefer something with source in case we need to add additional features (for example, the ability to get a checksum of a file for change detection). Now that I've written this description, I realize I'm asking for something like LapLink or pcAnywhere. Norton no longer sells DOS versions of pcAnywhere and LapLink V for DOS seems pricy at $50. Are you aware of any similar apps from those good old days?

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  • Identity Globe Trotters (Sep Edition): The Social Customer

    - by Tanu Sood
    Welcome to the inaugural edition of our monthly series - Identity Globe Trotters. Starting today, the last Friday of every month, we will explore regional commentary on Identity Management. We will invite guest contributors from around the world to share their opinions and experiences around Identity Management and highlight regional nuances, specific drivers, solutions and more. Today's feature is contributed by Michael Krebs, Head of Business Development at esentri consulting GmbH, a (SOA) specialized Oracle Gold Partner based in Ettlingen, Germany. In his current role, Krebs is dealing with the latest developments in Enterprise Social Networking and the Integration of Social Media within business processes.  By Michael Krebs The relevance of "easy sign-on" in the age of the "Social Customer" With the growth of Social Networks, the time people spend within those closed "eco-systems" is growing year by year. With social networks looking to integrate search engines, like Facebook announced some weeks ago, their relevance will continue to grow in contrast to the more conventional search engines. This is one of the reasons why social network accounts of the users are getting more and more like a virtual fingerprint. With the growing relevance of social networks the importance of a simple way for customers to get in touch with say, customer care or contract departments, will be crucial for sales processes in critical markets. Customers want to have one single point of contact and also an easy "login-method" with no dedicated usernames, passwords or proprietary accounts. The golden rule in the future social media driven markets will be: The lower the complexity of the initial contact, the better a company can profit from social networks. If you, for example, can generate a smart way of how an existing customer can use self-service portals, the cost in providing phone support can be lowered significantly. Recruiting and Hiring of "Digital Natives" Another particular example is "social" recruiting processes. The so called "digital natives" don´t want to type in their profile facts and CV´s in proprietary systems. Why not use the actual LinkedIn profile? In German speaking region, the market in the area of professional social networks is dominated by XING, the equivalent to LinkedIn. A few weeks back, this network also opened up their interfaces for integrating social sign-ons or the usage of profile data for recruiting-purposes. In the European (and especially the German) employment market, where the number of young candidates is shrinking because of the low birth rate in the region, it will become essential to use social-media supported hiring processes to find and on-board the rare talents. In fact, you will see traditional recruiting websites integrated with social hiring to attract the best talents in the market, where the pool of potential candidates has decreased dramatically over the years. Identity Management as a key factor in the Customer Experience process To create the biggest value for customers and also future employees, companies need to connect their HCM or CRM-systems with powerful Identity management solutions. With the highly efficient Oracle (social & mobile enabling) Identity Management solution, enterprises can combine easy sign on with secure connections to the backend infrastructure. This combination enables a "one-stop" service with personalized content for customers and talents. In addition, companies can collect valuable data for the enrichment of their CRM-data. The goal is to enrich the so called "Customer Experience" via all available customer channels and contact points. Those systems have already gained importance in the B2C-markets and will gradually spread out to B2B-channels in the near future. Conclusion: Central and "Social" Identity management is key to Customer Experience Management and Talent Management For a seamless delivery of "Customer Experience Management" and a modern way of recruiting the best talent, companies need to integrate Social Sign-on capabilities with modern CX - and Talent management infrastructure. This lowers the barrier for existing and future customers or employees to get in touch with sales, support or human resources. Identity management is the technology enabler and backbone for a modern Customer Experience Infrastructure. Oracle Identity management solutions provide the opportunity to secure Social Applications and connect them with modern CX-solutions. At the end, companies benefit from "best of breed" processes and solutions for enriching customer experience without compromising security. About esentri: esentri is a provider of enterprise social networking and brings the benefits of social network communication into business environments. As one key strength, esentri uses Oracle Identity Management solutions for delivering Social and Mobile access for Oracle’s CRM- and HCM-solutions. …..End Guest Post…. With new and enhanced features optimized to secure the new digital experience, the recently announced Oracle Identity Management 11g Release 2 enables organizations to securely embrace cloud, mobile and social infrastructures and reach new user communities to help further expand and develop their businesses. Additional Resources: Oracle Identity Management 11gR2 release Oracle Identity Management website Datasheet: Mobile and Social Access (pdf) IDM at OOW: Focus on Identity Management Facebook: OracleIDM Twitter: OracleIDM We look forward to your feedback on this post and welcome your suggestions for topics to cover in Identity Globe Trotters. Last Friday, every month!

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  • I can't see how a mature agile team requires any *management*?

    - by ashy_32bit
    After a recent heated debate over Scrum, I realized my problem is that I think of management as a quite unnecessary and redundant activity in a fully agile team. I believe a mature Agile team does not require management or any non-technical decision making process of whatsoever. To my (apparently erring) eyes it is more than obvious that the only one suitable and capable of managing a mature development team is their coach (and that being the most technically competent colleague with proper communication skills). I can't imagine how a Scrum master can contribute to such a team. I am having a great difficulty realizing and understanding the value of such things as Scrum and manager as someone who is not a veteran developer but is well skilled in planning the production cycles when a coach exists in the team. What does that even mean? How on earth someone with no edge-skills of development can manage a highly technical team? Perhaps management here means something else? I see management as a total waste of time and a by-product of immaturity. In my understanding a mature team is fully self-managing. Apparently I'm mistaken since many great people say the contrary but I can't convince myself.

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