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  • Customers Live on Oracle Fusion Human Capital Management

    - by Scott Ewart
    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:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin;} Oracle HCM Cloud Service Helps Power HR’s Contribution to the Business. More than 25 of the 100-plus customers who have selected Oracle Fusion Human Capital Management (HCM) are already live. Ardent Leisure, Peach Aviation, Toshiba Medical Systems and Zillow have deployed Oracle HCM Cloud Service and are using it to transform their HR operations. They join companies such as Principal Financial Group and Elizabeth Arden, who are already using Oracle HCM Cloud Service to help manage international growth and deliver pervasive, role-based, configurable solutions to their employees. See The Full Press Release Here: http://www.oracle.com/us/corporate/press/1859573?sc=OPR-TW

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  • ING Selects Oracle Fusion Human Capital Management

    - by Scott Ewart
    Leading Financial Services Firm Seeks To Strengthen HR's Role In Driving The Business Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin-top:0in; mso-para-margin-right:0in; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0in; line-height:115%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin;} ING Bank Netherlands, a leading financial services organization, has selected Oracle Fusion Human Capital Management (HCM). ING’s decision to deploy Oracle Fusion HCM was driven by its ongoing desire to strengthen HR's role in driving the business. Read more here.

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  • Using BizTalk to bridge SQL Job and Human Intervention (Requesting Permission)

    - by Kevin Shyr
    I start off the process with either a BizTalk Scheduler (http://biztalkscheduledtask.codeplex.com/releases/view/50363) or a manual file drop of the XML message.  The manual file drop is to allow the SQL  Job to call a "File Copy" SSIS step to copy the trigger file for the next process and allows SQL  Job to be linked back into BizTalk processing. The Process Trigger XML looks like the following.  It is basically the configuration hub of the business process <ns0:MsgSchedulerTriggerSQLJobReceive xmlns:ns0="urn:com:something something">   <ns0:IsProcessAsync>YES</ns0:IsProcessAsync>   <ns0:IsPermissionRequired>YES</ns0:IsPermissionRequired>   <ns0:BusinessProcessName>Data Push</ns0:BusinessProcessName>   <ns0:EmailFrom>[email protected]</ns0:EmailFrom>   <ns0:EmailRecipientToList>[email protected]</ns0:EmailRecipientToList>   <ns0:EmailRecipientCCList>[email protected]</ns0:EmailRecipientCCList>   <ns0:EmailMessageBodyForPermissionRequest>This message was sent to request permission to start the Data Push process.  The SQL Job to be run is WeeklyProcessing_DataPush</ns0:EmailMessageBodyForPermissionRequest>   <ns0:SQLJobName>WeeklyProcessing_DataPush</ns0:SQLJobName>   <ns0:SQLJobStepName>Push_To_Production</ns0:SQLJobStepName>   <ns0:SQLJobMinToWait>1</ns0:SQLJobMinToWait>   <ns0:PermissionRequestTriggerPath>\\server\ETL-BizTalk\Automation\TriggerCreatedByBizTalk\</ns0:PermissionRequestTriggerPath>   <ns0:PermissionRequestApprovedPath>\\server\ETL-BizTalk\Automation\Approved\</ns0:PermissionRequestApprovedPath>   <ns0:PermissionRequestNotApprovedPath>\\server\ETL-BizTalk\Automation\NotApproved\</ns0:PermissionRequestNotApprovedPath> </ns0:MsgSchedulerTriggerSQLJobReceive>   Every node of this schema was promoted to a distinguished field so that the values can be used for decision making in the orchestration.  The first decision made is on the "IsPermissionRequired" field.     If permission is required (IsPermissionRequired=="YES"), BizTalk will use the configuration info in the XML trigger to format the email message.  Here is the snippet of how the email message is constructed. SQLJobEmailMessage.EmailBody     = new Eai.OrchestrationHelpers.XlangCustomFormatters.RawString(         MsgSchedulerTriggerSQLJobReceive.EmailMessageBodyForPermissionRequest +         "<br><br>" +         "By moving the file, you are either giving permission to the process, or disapprove of the process." +         "<br>" +         "This is the file to move: \"" + PermissionTriggerToBeGenereatedHere +         "\"<br>" +         "(You may find it easier to open the destination folder first, then navigate to the sibling folder to get to this file)" +         "<br><br>" +         "To approve, move(NOT copy) the file here: " + MsgSchedulerTriggerSQLJobReceive.PermissionRequestApprovedPath +         "<br><br>" +         "To disapprove, move(NOT copy) the file here: " + MsgSchedulerTriggerSQLJobReceive.PermissionRequestNotApprovedPath +         "<br><br>" +         "The file will be IMMEDIATELY picked up by the automated process.  This is normal.  You should receive a message soon that the file is processed." +         "<br>" +         "Thank you!"     ); SQLJobSendNotification(Microsoft.XLANGs.BaseTypes.Address) = "mailto:" + MsgSchedulerTriggerSQLJobReceive.EmailRecipientToList; SQLJobEmailMessage.EmailBody(Microsoft.XLANGs.BaseTypes.ContentType) = "text/html"; SQLJobEmailMessage(SMTP.Subject) = "Requesting Permission to Start the " + MsgSchedulerTriggerSQLJobReceive.BusinessProcessName; SQLJobEmailMessage(SMTP.From) = MsgSchedulerTriggerSQLJobReceive.EmailFrom; SQLJobEmailMessage(SMTP.CC) = MsgSchedulerTriggerSQLJobReceive.EmailRecipientCCList; SQLJobEmailMessage(SMTP.EmailBodyFileCharset) = "UTF-8"; SQLJobEmailMessage(SMTP.SMTPHost) = "localhost"; SQLJobEmailMessage(SMTP.MessagePartsAttachments) = 2;   After the Permission request email is sent, the next step is to generate the actual Permission Trigger file.  A correlation set is used here on SQLJobName and a newly generated GUID field. <?xml version="1.0" encoding="utf-8"?><ns0:SQLJobAuthorizationTrigger xmlns:ns0="somethingsomething"><SQLJobName>Data Push</SQLJobName><CorrelationGuid>9f7c6b46-0e62-46a7-b3a0-b5327ab03753</CorrelationGuid></ns0:SQLJobAuthorizationTrigger> The end user (the human intervention piece) will either grant permission for this process, or deny it, by moving the Permission Trigger file to either the "Approved" folder or the "NotApproved" folder.  A parallel Listen shape is waiting for either response.   The next set of steps decide how the SQL Job is to be called, or whether it is called at all.  If permission denied, it simply sends out a notification.  If permission is granted, then the flag (IsProcessAsync) in the original Process Trigger is used.  The synchonous part is not really synchronous, but a loop timer to check the status within the calling stored procedure (for more information, check out my previous post:  http://geekswithblogs.net/LifeLongTechie/archive/2010/11/01/execute-sql-job-synchronously-for-biztalk-via-a-stored-procedure.aspx)  If it's async, then the sp starts the job and BizTalk sends out an email.   And of course, some error notification:   Footnote: The next version of this orchestration will have an additional parallel line near the Listen shape with a Delay built in and a Loop to send out a daily reminder if no response has been received from the end user.  The synchronous part is used to gather results and execute a data clean up process so that the SQL Job can be re-tried.  There are manu possibilities here.

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  • Real Life Pixar Lamp Can’t Get Enough Of Human Interaction

    - by Jason Fitzpatrick
    This curious lamp, powered by an Arduino board and servo motors, is just as playful as the on-screen counterpart that inspired its creation. The New Zealand Herald reports on the creation of the lamp, seen in action in the video above: The project is a collaborative effort by Victoria University students Shanshan Zhou, Adam Ben-Gur and Joss Doggett, who met in a Physical Computing class. The lamp’s movements are informed by a webcam with an algorithm working behind it. Robotics and facial recognition technology enable the lamp to search for faces in the images from its webcam. When it spots a face, it follows as if trying to maintain eye contact. How to Access Your Router If You Forget the Password Secure Yourself by Using Two-Step Verification on These 16 Web Services How to Fix a Stuck Pixel on an LCD Monitor

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  • Random number generation algorithm for human brains?

    - by Magnus Wolffelt
    Are you aware of, or have you devised, any practical, simple-to-learn "in-head" algorithms that let humans generate (somewhat "true") random numbers? By "in-head" I mean.. preferrably without any external tools or devices. Also, a high output (many random numbers per minute) is desirable. Asked this on SO but it didn't get much interest. Maybe this is better suited for programmers.. :) I'm genuinely curious about anything that people might have come up with on this problem.

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  • A human-friendlier Samba name mangling

    - by Alex
    Most of our computers run Ubuntu, but two of them dual-boot into Windows, and when we have guests over, they typically also run Windows computers. Thus, in addition to using NFS, our file server (Ubuntu server) also runs Samba. And since we use Ubuntu mostly, we like to take advantage of its advantages over Windows, such as being able to use the characters \:*?"<>| in a file name. The problem, of course, is that Windows doesn't accept those characters in file names, and so Samba has to translate the file name into something more acceptable. The way it does this, however, I find to be obnoxious. The file name Episode 182 - Exorcist 2: The Heretic.mp4 for instance turns into E4Q82R~Y.MP4. This is a terrible "correction". Is there a way to make Samba's mangling a little more friendly to humans? Is possible to "correct" it to something like Episode 182 - Exorcist 2_ The Heretic.mp4 instead, where the illegal characters are simply substituted?

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  • The Human Significance of Article Writing in Link Building

    Internet marketing is highly dependent on good content. It goes without saying that for any website the content that is presented on it is just as important as anything other element of link building. Not only does good content help establish credibility but also carries many responsibilities also.

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  • Fusion Human Capital Management - Enterprise Grade Software As a Service

    Tune into this conversation with Anand Subbaraman, Senior Director of Product Strategy for Fusion HCM and Technology, to learn how Oracle is delivering offer a complete HCM SaaS application with single-vendor accountability. Unlike other vendors, which rely on other partners to complete their solutions, Oracle Fusion HCM includes integrated modules for HR, Payroll, Benefits, Compensation, Performance, along with industry-firsts such as Workforce Predictions, Network at Work, and Talent Review - all available on the Cloud.

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  • Career change: from programming into more human-oriented area [closed]

    - by Art
    I have been a software developer for approximately 9 years, starting with part-time work during my graduation year at uni. During these years I worked for number of companies, sometimes changing places twice or three times a year. They say it takes 10 years to reach 'expert' level, and while I don't think I am an expert by any measure and I have certainly met lots of people who are more knowledgeable, smarter and more focused than I am, I think I can safely say that I had my fair share of the whole programming trade and would like to move on to something else. Psychology and behaviour was always something I was interested in, especially the practical, applicable bits of it. Recently I've been to some communication skills training and I realised that I have been missing out on the great deal of fun stuff - how people work and communicate, especially in subconscious, non-verbal area. Currently I am thinking of making a career change - ideally to move somewhere my technical skill would still be beneficial in some shape or form, or at least could serve as a bridge while I am transitioning there, you know, the whole gradual, bit-by-bit approach versus swim-or-drown one. I would like to hear your thoughts on this matter and to learn from you what are the possible transitions I can take.

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  • Oracle's Human Capital Management-Employee 2.0 solution

    Listen to Michelle Newell, Senior Director of Oracles HCM Applications Marketing discuss Oracle's HCM Employee 2.0 solution and how organizations can increase employee engagement and accelerate benefits to the bottom-line by combining Web 2.0 capabilities securely with their existing Talent Management solution.

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  • Fusion Human Capital Management - Do Things Your Way

    Tune into this conversation with Humair Ghauri, Senior Director Global Applications Strategy to learn how Oracle Fusion HCM delivers a user experience like no other - completely built around user roles, key processes, and business-led configurability. We've completely turned the way you've traditionally thought about HCM on its head - giving business users the power to easily mold and re-shape the system - so you can always do things your way.

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  • Problem understanding Inheritance

    - by dhruvbird
    I've been racking my brains over inheritance for a while now, but am still not completely able to get around it. For example, the other day I was thinking about relating an Infallible Human and a Fallible Human. Let's first define the two: Infallible Human: A human that can never make a mistake. It's do_task() method will never throw an exception Fallible Human: A human that will occasionally make a mistakes. It's do_task() method may occasionally throw a ErrorProcessingRequest Exception The question was: IS an infallible human A fallible human OR IS a fallible human AN infallible human? The very nice answer I received was in the form of a question (I love these since it gives me rules to answer future questions I may have). "Can you pass an infallible human where a fallible human is expected OR can you pass a fallible human where an infallible human is expected?" It seems apparent that you can pass an infallible human where a fallible human is expected, but not the other way around. I guess that answered my question. However, it still feels funny saying "An infallible human is a fallible human". Does anyone else feel queasy when they say it? It almost feels as if speaking out inheritance trees is like reading out statements from propositional calculus in plain English (the if/then implication connectives don't mean the same as that in spoken English). Does anyone else feel the same?

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  • BASH: How to count all the human readable files?

    - by user1687406
    I'm taking an intro course to UNIX and have a homework question that follows: How many files in the previous question are text files? A text file is any file containing human-readable content. (TRICK QUESTION. Run the file command on a file to see whether the file is a text file or a binary data file! If you simply count the number of files with the ".txt" extension you will get no points for this question.) The previous question simply asked how many regular files there were, which was easy to figure out by doing find . -type f | wc -l I'm just having trouble determining what "human readable content" is, since I'm assuming it means anything besides binary/assembly, but I thought that's what -type f displays. Maybe that's what the professor meant by saying "trick question"? This question has a follow up later that also asks "What text files contain the string "csc" in any mix of upper and lower case?". Obviously "text" is referring to more than just .txt files, but I need to figure out the first question to determine this!

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  • 'skb rides the rocket' on Xen VM

    - by Kye
    I've just set up Ubuntu 13.10 server as a VM on my Ubuntu/Xen server, and I'm getting these weird lines in my syslog. Nov 12 10:26:32 human kernel: [130782.315333] xennet: skb rides the rocket: 19 slots Nov 12 10:26:32 human kernel: [130782.362405] xennet: skb rides the rocket: 20 slots Nov 12 10:26:32 human kernel: [130782.408458] xennet: skb rides the rocket: 19 slots Nov 12 10:26:32 human kernel: [130782.490260] xennet: skb rides the rocket: 20 slots Nov 12 10:26:32 human kernel: [130782.541931] xennet: skb rides the rocket: 19 slots Nov 12 10:26:35 human kernel: [130785.226635] xennet: skb rides the rocket: 19 slots Nov 12 10:26:35 human kernel: [130785.261026] xennet: skb rides the rocket: 21 slots Nov 12 10:26:35 human kernel: [130785.469306] xennet: skb rides the rocket: 19 slots Nov 12 10:26:36 human kernel: [130786.552730] xennet: skb rides the rocket: 21 slots Nov 12 10:26:38 human kernel: [130788.212747] xennet: skb rides the rocket: 20 slots Nov 12 10:26:38 human kernel: [130788.257544] xennet: skb rides the rocket: 19 slots Nov 12 10:26:38 human kernel: [130788.903841] xennet: skb rides the rocket: 19 slots Unsure of what they mean, and Google has nothing meaningful. Any help is appreciated.

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  • How could a human factors degree help a computer scientist?

    - by Bob Dole
    I'm wrapping up a masters in CS and already have half the credit hours needed for a degree in Human Factors. I just recently discovered how useful understanding about cognition can help someone that creates user interfaces and am thirsty for more knowledge in the area. For me, it seems that having both a masters in Human Factors and CS would be very marketable but would there be jobs out there that would allow me to apply both? Meaning what I would really like to do is take the requirements for some application, apply different Human Factors theories( GOMS, CE+ ) to developing the interface, maybe do cognitive walk through with users to optimize the UI, then develop the application. Do jobs out there exist like this? The reason I ask, is because I'm wondering if most places just want you to be either a Human Factors Expert or a Developer but not both.

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  • Serialize in a human readable text format

    - by Martin Kirsche
    Is there a way in .NET 2.0 (C#) to serialize object like you do using XmlSerializer in a simple / customizable human readable format thats for instance looks like PXLS or JSON? Also I know that XML is human readable, I'm looking for something with less annoying redundancy, something that you can output to the console as a result for the user.

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  • how to develop a program to minimize errors in human transcription of hand written surveys

    - by Alex. S.
    I need to develop custom software to do surveys. Questions may be of multiple choice, or free text in a very few cases. I was asked to design a subsystem to check if there is any error in the manual data entry for the multiple choices part. We're trying to speed up the user data entry process and to minimize human input differences between digital forms and the original questionnaires. The surveys are filled with handwritten marks and text by human interviewers, so it's possible to find hard to read marks, or also the user could accidentally select a different value in some question, and we would like to avoid that. The software must include some automatic control to detect possible typing differences. Each answer of the multiple choice questions has the same probability of being selected. This question has two parts: The GUI. The most simple thing I have in mind is to implement the most usable design of the questions display: use of large and readable fonts and space generously the choices. Is there something else? For faster input, I would like to use drop down lists (favoring keyboard over mouse). Given the questions are grouped in sections, I would like to show the answers selected for the questions of that section, but this could slow down the process. Any other ideas? The error checking subsystem. What else can I do to minimize or to check human typos in the multiple choice questions? Is this a solvable problem? is there some statistical methodology to check values that were entered by the users are the same from the hand filled forms? For example, let's suppose the survey has 5 questions, and each has 4 options. Let's say I have n survey forms filled in paper by interviewers, and they're ready to be entered in the software, then how to minimize the accidental differences that can have the manual transcription of the n surveys, without having to double check everything in the 5 questions of the n surveys? My first suggestion is that at the end of the processing of all the hand filled forms, the software could choose some forms randomly to make a double check of the responses in a few instances, but on what criteria can I make this selection? This validation would be enough to cover everything in a significant way? The actual survey is nation level and it has 56 pages with over 200 questions in total, so it will be a lot of hand written pages by many people, and the intention is to reduce the likelihood of errors and to optimize speed in the data entry process. The surveys must filled in paper first, given the complications of taking laptops or handhelds with the interviewers.

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  • Analyze big human database

    - by Neir0
    Lets we have a big people database. Each human has a many parameters: age, weight, favorite music, favorite films, education etc. I want to know how one feature associate with other features. For example, if human has a good education what it means for musical preferences? Or how films preferences changes with age? I know about assotian rules algorithms like apriory but i donnt want just to found assotiation rules, i want to know how one specific feature affect to others. Which keywords i must to use for google?

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  • Revisiting the Generations

    - by Row Henson
    I was asked earlier this year to contribute an article to the IHRIM publication – Workforce Solutions Review.  My topic focused on the reality of the Gen Y population 10 years after their entry into the workforce.  Below is an excerpt from that article: It seems like yesterday that we were all talking about the entry of the Gen Y'ers into the workforce and what a radical change that would have on how we attract, retain, motivate, reward, and engage this new, younger segment of the workforce.  We all heard and read that these youngsters would be more entrepreneurial than their predecessors – the Gen X'ers – who were said to be more loyal to their profession than their employer. And, we heard that these “youngsters” would certainly be far less loyal to their employers than the Baby Boomers or even earlier Traditionalists. It was also predicted that – at least for the developed parts of the world – they would be more interested in work/life balance than financial reward; they would need constant and immediate reinforcement and recognition and we would be lucky to have them in our employment for two to three years. And, to keep them longer than that we would need to promote them often so they would be continuously learning since their long-term (10-year) goal would be to own their own business or be an independent consultant.  Well, it occurred to me recently that the first of the Gen Y'ers are now in their early 30s and it is time to look back on some of these predictions. Many really believed the Gen Y'ers would enter the workforce with an attitude – expect everything to be easy for them – have their employers meet their demands or move to the next employer, and I believe that we can now say that, generally, has not been the case. Speaking from personal experience, I have mentored a number of Gen Y'ers and initially felt that with a 40-year career in Human Resources and Human Resources Technology – I could share a lot with them. I found out very quickly that I was learning at least as much from them! Some of the amazing attributes I found from these under-30s was their fearlessness, ease of which they were able to multi-task, amazing energy and great technical savvy. They were very comfortable with collaborating with colleagues from both inside the company and peers outside their organization to problem-solve quickly. Most were eager to learn and willing to work hard.  This brings me to the generation that will follow the Gen Y'ers – the Generation Z'ers – those born after 1998. We have come full circle. If we look at the Silent Generation or Traditionalists, we find a workforce that preceded the television and even very early telephones. We Baby Boomers (as I fall right squarely in this category) remembered the invention of the television and telephone – but laptop computers and personal digital assistants (PDAs) were a thing of “StarTrek” and other science fiction movies and publications. Certainly, the Gen X'ers and Gen Y'ers grew up with the comfort of these devices just as we did with calculators. But, what of those under the age of 10 – how will the workplace look in 15 more years and what type of workforce will be required to operate in the mobile, global, virtual world. I spoke to a friend recently who had her four-year-old granddaughter for a visit. She said she found her in the den in front of the TV trying to use her hand to get the screen to move! So, you see – we have come full circle. The under-70 Traditionalist grew up in a world without TV and the Generation Z'er may never remember the TV we knew just a few years ago. As with every generation – we spend much time generalizing on their characteristics. The most important thing to remember is every generation – just like every individual – is different. The important thing for those of us in Human Resources to remember is that one size doesn’t fit all. What motivates one employee to come to work for you and stay there and be productive is very different than what the next employee is looking for and the organization that can provide this fluidity and flexibility will be the survivor for generations to come. And, finally, just when we think we have it figured out, a multitude of external factors such as the economy, world politics, industries, and technologies we haven’t even thought about will come along and change those predictions. As I reach retirement age – I do so believing that our organizations are in good hands with the generations to follow – energetic, collaborative and capable of working hard while still understanding the need for balance at work, at home and in the community! 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-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;}

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  • Leverage technology to support your Global Talent Strategy

    - by Nancy Estell Zoder
    Do you want to hear the latest on global organizations and how they are adapting their talent and technology strategies to align with market trends? Watch Deloitte in partnership with Oracle present these trends. Learn how organizations are leveraging technology to support the changes that are being made in Human Resources to adapt in this integrated environment. For the latest on PeopleSoft, check out the video demonstrations on YouTube.

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  • IDN aware tools to encode/decode human readable IRI to/from valid URI

    - by Denis Otkidach
    Let's assume a user enter address of some resource and we need to translate it to: <a href="valid URI here">human readable form</a> HTML4 specification refers to RFC 3986 which allows only ASCII alphanumeric characters and dash in host part and all non-ASCII character in other parts should be percent-encoded. That's what I want to put in href attribute to make link working properly in all browsers. IDN should be encoded with Punycode. HTML5 draft refers to RFC 3987 which also allows percent-encoded unicode characters in host part and a large subset of unicode in both host and other parts without encoding them. User may enter address in any of these forms. To provide human readable form of it I need to decode all printable characters. Note that some parts of address might not correspond to valid UTF-8 sequences, usually when target site uses some other character encoding. An example of what I'd like to get: <a href="http://xn--80aswg.xn--p1ai/%D0%BF%D1%83%D1%82%D1%8C?%D0%B7%D0%B0%D0%BF%D1%80%D0%BE%D1%81"> http://????.??/???????????</a> Are there any tools to solve these tasks? I'm especially interested in libraries for Python and JavaScript.

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