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  • Breaking Changes in Asp.Net 4

    - by joelvarty
    I upgraded an app to .net just for fun and a bunch of things broke. Turns out there are quite a few things that are officially broken between anything and .Net 4.0… http://www.asp.net/%28S%28ywiyuluxr3qb2dfva1z5lgeg%29%29/learn/whitepapers/aspnet4/breaking-changes/ more later – joel

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  • [News] Tests robotis?s avec Selenium et xUnit

    Dans ce billet, joel abrahamsson illustre un cas concret d'utilisation de l'outil de tests d'IHM, Selenium, avec C# : "I have really enjoyed playing around with Selenium and I?m quite sure that I will start using it at work as well. I?m also quite happy with how my tests work and how I handle starting Selenium Server and I hope that this post will prove useful to others as well"

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  • Developer Compensation System

    - by Graviton
    Joel wrote excellent articles on developer compensation system used at Fogcreek. As a team lead and business owner, I would like to device a system that would work best for my team. And here's the catch: I have no experience in managing a team before, and I don't know what works and what doesn't. So I would like to get as many references as I can on this matter. Is there other developer compensation systems that you find is working for you and your company?

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  • Joomla Template Club Makes Your Web Design a Breeze

    Building a new web site will be a lot of trouble when you begin looking at all the minute details. You have to find a company that can provide you with a domain name that is offered and expresses the... [Author: Joel Morrison - Web Design and Development - April 20, 2010]

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  • Corporate tech blogs?

    - by shoosh
    I'm trying to convince my emplyer, a small startup, to setup a blog for the engineers to write about interesting topic in technology we use daily. This would be a separate blog than the one dedicated for product and marketing stuff. I was thinking about something like Joel's blog but focused more on actual code rather than management. Do you know of any successful existing blogs like that? Tech blogs run by the employees of a company?

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  • How Microsoft Market DotNet?

    - by Fendy
    I just read an Joel's article about Microsoft's breaking change (non-backwards compatibility) with dot net's introduction. It is interesting and explicitly reflected the condition during that time. But now almost 10 years has passed. The breaking change It is mainly on how bad is Microsoft introducing non-backwards compatibility development tools, such as dot net, instead of improving the already-widely used asp classic or VB6. As much have known, dot net is not natively embedded in windows XP (yes in vista or 7), so in order to use the .net apps, you need to install the .net framework of over 300mb (it's big that day). However, as we see that nowadays many business use .net as their main development tools, with asp.net or mvc as their web-based applications. C# nowadays be one of tops programming languages (the most questions in stackoverflow). The more interesing part is, win32api still alive even there is newer technology out there (and still widely used). Imagine if microsoft does not introduce the breaking change, there will many corporates still uses asp classic or vb-based applications (there still is, but not that much). There are many corporates use additional services such as azure or sharepoint (beside how expensive is it). Please note that I also know there are many flagships applications (maybe adobe's and blizzard's) still use C-based or older language and not porting to newer high-level language. The question How can Microsoft persuade the users to migrate their old applications into dot net? As we have known it is very hard and give no immediate value when rewrite the applications (netscape story), and it is very risky. I am more interested in Microsoft's way and not opinion such as "because dot net is OOP, or dot net is dll-embedable, etc". This question may be constructive, as the technology is vastly changes over times lately. As we can see, Microsoft changes Asp.Net webform to MVC, winform is legacy now, it is starting to change to use windows store rather than basic-installment, touchscreen and later on we will have see-through applications such as google class. And that will be breaking changes. We will need to account portability as an issue nowadays. We will need other than just mere technology choice, but also migration plans. Even maybe as critical as we might need multiplatform language compiler, as approached by Joel's Wasabi. (hey, I read his articles too much!)

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  • Will high reputation in Stack Overflow help to get a good job?

    - by Shamim Hafiz
    In a post, Joel Spolsky mentioned that 5 digit StackOverflow reputation can help you to earn a job paying $100k+. How much of that is real? Would anyone like to share their success in getting high paid job by virtue of their reputations on StackExchange sites? I read somewhere that, a person got Interview offer in Google because a recruiter found his Stackoverflow reputation to be impressive. Anyone else with similar stories?

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  • Top-Rated JavaScript Blogs

    - by Andreas Grech
    I am currently trying to find some blogs that talk (almost solely) on the JavaScript Language, and this is due to the fact that most of the time, bloggers with real life experience at work or at home development can explain more clearly and concisely certain quirks and hidden features than most 'Official Language Specifications' Below find a list of blogs that are JavaScript based (will update the list as more answers flow in): DHTML Kitchen, by Garrett Smith Robert's Talk, by Robert Nyman EJohn, by John Resig (of jQuery) Crockford's JavaScript Page, by Douglas Crockford Dean.edwards.name, by Dean Edwards Ajaxian, by various (@Martin) The JavaScript Weblog, by various SitePoint's JavaScript and CSS Page, by various AjaxBlog, by various Eric Lippert's Blog, by Eric Lippert (talks about JScript and JScript.Net) Web Bug Track, by various (@scunliffe) The Strange Zen Of JavaScript , by Scott Andrew Alex Russell (of Dojo) (@Eran Galperin) Ariel Flesler (@Eran Galperin) Nihilogic, by Jacob Seidelin (@llimllib) Peter's Blog, by Peter Michaux (@Borgar) Flagrant Badassery, by Steve Levithan (@Borgar) ./with Imagination, by Dustin Diaz (@Borgar) HedgerWow (@Borgar) Dreaming in Javascript, by Nosredna spudly.shuoink.com, by Stephen Sorensen Yahoo! User Interface Blog, by various (@Borgar) remy sharp's b:log, by Remy Sharp (@Borgar) JScript Blog, by the JScript Team (@Borgar) Dmitry Baranovskiy’s Web Log, by Dmitry Baranovskiy James Padolsey's Blog (@Kenny Eliasson) Perfection Kills; Exploring JavaScript by example, by Juriy Zaytsev DailyJS (@Ric) NCZOnline (@Kenny Eliasson), by Nicholas C. Zakas Which top-rated blogs am I currently missing from the above list, that you think should be imperative to any JavaScript developer to read (and follow) concurrently?

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  • How can we improve overall Programmer Education & Training?

    - by crosenblum
    Last week, I was just viewing this amazing interview by Kevin Rose of Phillip Rosedale, of Second Life. And they had an amazing discussion about how to find, hire and identify good programmer's, and how hard it is to find good ones. Which has lead me to really think about the way we programmer's learn, are taught. For a majority of us, myself included, we are self-taught. Which is great about being a programmer, anyone can learn and develop skills. But this also means, that there is no real standards of what a good programmer is/are, and what kind of environment's encourage the growth of programming skills. This isn't so much a question, but just a desire in me, to see how we can change the culture of programming, and the manager's of programming, so that education and self-improvement is encouraged. There are a lot of avenue's for continued education, youtube videos, books, conferences, but because of the experiental nature of what we do, it isn't always clear what's important to learn and to master. Let's look at the The Joel 12 Steps. The Joel Test Do you use source control? Can you make a build in one step? Do you make daily builds? Do you have a bug database? Do you fix bugs before writing new code? Do you have an up-to-date schedule? Do you have a spec? Do programmers have quiet working conditions? Do you use the best tools money can buy? Do you have testers? Do new candidates write code during their interview? Do you do hallway usability testing? I think all of these have important value, but because of something I call the Experiential Gap, if a programmer or manager has never experienced any of the negative consequences for not having done items on the list, they will never see the need to do any of them. The Experiental Gap, is my basic theory, that each of us has different jobs and different experiences. So for some of us, that have always worked with dozens of programmer's, source control is a must have. But for people who have always been the only programmer, they can not imagine the need for source control. And it's because of this major flaw in how we learn, that we evaluate people by what best practices they do or not do, and the reason for either can start a flame war. We always evaluate people in our field by what they do, and think "Oh if this guy/gal isn't doing xyz best practice, he/she can't be a good programmer, so let's not waste time or energy talking to them." This is exactly why we have so many programming flame wars, that it becomes, because of the Experiental Gap, we can't imagine people not having made the decisions that we have had to made. So this has lead me to think, that we totally need to rethink how we train, educate and manage programmer's. For example, what percentage of you have had encouragement by your manager's to go to conferences, and even have them pay for it? For me, and a lot of people, this is extremely rare, a lot of us would love to go to conferences, to learn more, but the money ain't there to do that. So the point of this question is really to spark a lot of how can we train, learn and manage better? How can we create a new culture of learning that doesn't insult people for not having the same job experiences. Yes we all have jobs and work to do, but our ability to do our jobs well, depends on our desire, interest and support in improving our mastery of our skills. Right now, I see our culture being rather disorganized, we support the elite, but those tons of us that want to get better, just don't have enough support to learn and improve ourselves. I mean, do we as an industry, want to be perceived as just replaceable cogs? Thank you...

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  • What are some good questions (and good/bad answers) to ask at an interview to gauge the competency of the company/team?

    - by Wayne M
    I'm already familiar with the Joel Test, but it's been my experience that some of the questions there have the answers "massaged" to make the company seem better than it is. I've had several jobs in the past that, for instance, claimed they had a QA process and did unit testing, and what they really meant is "The programmers test the app, and test with the debugger and via trial-and-error."; they said they used SVN but they just lumped everything into one giant repository and had no concept of branching/merging or anything more complicated than updating and committing; said they can build in one step and what they really mean is it's "one step" to copy dozens of files by hand from the programmer's PC to the live server. How do you go about properly gauging a company's environment to make sure that it's a well-evolved company and not stuck on doing things a certain way because they've done it for years and they're ignorant of change? You can almost never ask to see their source code, so you're stuck trying to figure out if the interviewer's answer is accurate or BS to make the company seem good. Besides the Joel Test what are some other good questions to get the proper feel for a company, and more importantly what are some good and bad answers that could indicate a good or bad company? I mean something like (take at face value, please, it's all I could think of at short notice): Question: How does the software team apply the SOLID principles and Inversion of Control to their code? Good Answer: We adhere to SOLID wherever possible; we use TDD so it kind of forces us to write abstract, testable code. We use Ninject for our IoC container because it's fairly easy to configure - it was that or StructureMap but I find Ninject a bit more intuitive, and who doesn't like ninjas? You're not a pirate, are you? Bad Answer: Our code is pretty secure, yeah. And what's this Inversion of Control thing? I've never heard of it before. You see what I did there. The "good" answer uses facts to back it up and has a bit of "in crowd" humor; the bad answer shows complete ignorance of the question - not necessarily a bad thing if you are interviewing for a manger/director position, but a terrible answer and a huge red flag if you're interviewing as a developer and talking to a senior developer or manager! My biggest problem at the moment is being able to take a generic response and gauge whether it's the good or bad answer; more often than not it's the bad kind and I find myself frustrated almost from day one at the new job. I suppose I could name drop if I ask about specific things (e.g. "Do you write unit tests?" and if the answer is yes, ask if they use NUnit, MbUnit or something else; if they mention data access ask if they use a clean ORM like NHibernate or something more coupled like EF or Linq) but is there another way short of being resolute to actually call the interview on things (which will almost certainly result in not getting the job, but if they are skirting the question it's probably not a job I want).

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  • Using EigenObjectRecognizer

    - by Meko
    Hi. I am trying make Facial recognition using Emgu Cv. And using EigenObjectRecognizer could I do it? Also is some one can explain that usage of it? because if there is a no same foto it also returns value. Here is example from Internet Image<Gray, Byte>[] trainingImages = new Image<Gray,Byte>[5]; trainingImages[0] = new Image<Gray, byte>("brad.jpg"); trainingImages[1] = new Image<Gray, byte>("david.jpg"); trainingImages[2] = new Image<Gray, byte>("foof.jpg"); trainingImages[3] = new Image<Gray, byte>("irfan.jpg"); trainingImages[4] = new Image<Gray, byte>("joel.jpg"); String[] labels = new String[] { "Brad", "David", "Foof", "Irfan" , "Joel"} MCvTermCriteria termCrit = new MCvTermCriteria(16, 0.001); EigenObjectRecognizer recognizer = new EigenObjectRecognizer( trainingImages, labels, 5000, ref termCrit); Image<Gray,Byte> testImage = new Image<Gray,Byte>("brad_test.jpg"); String label = recognizer.Recognize(testImage); Console.Write(label); It returns brad .But if I change photo in testimage it also retunrs some name or even Brad.Is it good for face recognition to use this method?Or is there any better method?

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  • Using ASP .NET Membership and Profile with MVC, how can I create a user and set it to HttpContext.Cu

    - by Jeremy Gruenwald
    I've read the other questions on the topic of MVC membership and profiles, but I'm missing something. I implemented a custom Profile object in code as described by Joel here: http://stackoverflow.com/questions/426609/asp-net-membership-how-to-assign-profile-values I can't get it to work when I'm creating a new user, however. When I do this: Membership.CreateUser(userName, password); Roles.AddUserToRole(userName, "MyRole"); the user is created and added to a role in the database, but HttpContext.Current.User is still empty, and Membership.GetUser() returns null, so this (from Joel's code) doesn't work: static public AccountProfile CurrentUser { get { return (AccountProfile) (ProfileBase.Create(Membership.GetUser().UserName)); } } AccountProfile.CurrentUser.FullName = "Snoopy"; I've tried calling Membership.GetUser(userName) and setting Profile properties that way, but the set properties remain empty, and calling AccountProfile.CurrentUser(userName).Save() doesn't put anything in the database. I've also tried indicating that the user is valid & logged in, by calling Membership.ValidateUser, FormsAuthentication.SetAuthCookie, etc., but the current user is still null or anonymous (depending on the state of my browser cookies). I have the feeling I'm missing some essential piece of understanding about how Membership, Authentication, and Profiles fit together. Do I have to do a round trip before the current User will be populated? Any advice would be much appreciated.

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  • How do I authenticate regarding EJB3 Container ?

    - by FMR
    I have my business classes protected by EJB3 security annotations, now I would like to call these methods from a Spring controller, how do I do it? edit I will add some information about my setup, I'm using Tomcat for the webcontainer and OpenEJB for embedding EJB into tomcat. I did not settle on any version of spring so it's more or less open to suggestions. edit current setup works this way : I have a login form + controller that puts a User pojo inside SessionContext. Each time someone access a secured part of the site, the application checks for the User pojo, if it's there check roles and then show the page, if it's not show a appropriate message or redirect to login page. Now the bussiness calls are made thanks to a call method inside User which bypass a probable security context which is a remix of this code found in openejb security examples : Caller managerBean = (Caller) context.lookup("ManagerBeanLocal"); managerBean.call(new Callable() { public Object call() throws Exception { Movies movies = (Movies) context.lookup("MoviesLocal"); movies.addMovie(new Movie("Quentin Tarantino", "Reservoir Dogs", 1992)); movies.addMovie(new Movie("Joel Coen", "Fargo", 1996)); movies.addMovie(new Movie("Joel Coen", "The Big Lebowski", 1998)); List<Movie> list = movies.getMovies(); assertEquals("List.size()", 3, list.size()); for (Movie movie : list) { movies.deleteMovie(movie); } assertEquals("Movies.getMovies()", 0, movies.getMovies().size()); return null; } });

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  • when to use a scaled/enterprise agile software development framework and when to let agile processes 'emerge'?

    - by SHC
    There are quite a few enterprise agile software development frameworks available: Scott Ambler: Disciplined Agile Delivery Dean Leffingwell: Scaled Agile Framework Alan Shalloway: Enterprise Agile Book Craig Larman: Scaling Lean and Agile Barry Boehm: Balancing Agility and Discipline Brian Wernham: Agile Project Management in Government - DSDM I've also spoken with people that state that your enterprise agile processes should just 'emerge' and that you shouldn't need or use a framework because they constrain you. Question 1: When should one choose an enterprise agile software development framework, and when should one just let their agile processes 'emerge'. Question 2: If choosing an enterprise agile software development framework, how does one select the appropriate framework to use for their organisation? Please provide evidence of your experience or research when answering questions rather than just presenting opinions.

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  • SQLAuthority News – Job Interviewing the Right Way (and for the Right Reasons) – Guest Post by Feodor Georgiev

    - by pinaldave
    Feodor Georgiev is a SQL Server database specialist with extensive experience of thinking both within and outside the box. He has wide experience of different systems and solutions in the fields of architecture, scalability, performance, etc. Feodor has experience with SQL Server 2000 and later versions, and is certified in SQL Server 2008. Feodor has written excellent article on Job Interviewing the Right Way. Here is his article in his own language. A while back I was thinking to start a blog post series on interviewing and employing IT personnel. At that time I had just read the ‘Smart and gets things done’ book (http://www.joelonsoftware.com/items/2007/06/05.html) and I was hyped up on some debatable topics regarding finding and employing the best people in the branch. I have no problem with hiring the best of the best; it’s just the definition of ‘the best of the best’ that makes things a bit more complicated. One of the fundamental books one can read on the topic of interviewing is the one mentioned above. If you have not read it, then you must do so; not because it contains the ultimate truth, and not because it gives the answers to most questions on the subject, but because the book contains an extensive set of questions about interviewing and employing people. Of course, a big part of these questions have different answers, depending on location, culture, available funds and so on. (What works in the US may not necessarily work in the Nordic countries or India, or it may work in a different way). The only thing that is valid regardless of any external factor is this: curiosity. In my belief there are two kinds of people – curious and not-so-curious; regardless of profession. Think about it – professional success is directly proportional to the individual’s curiosity + time of active experience in the field. (I say ‘active experience’ because vacations and any distractions do not count as experience :)  ) So, curiosity is the factor which will distinguish a good employee from the not-so-good one. But let’s shift our attention to something else for now: a few tips and tricks for successful interviews. Tip and trick #1: get your priorities straight. Your status usually dictates your priorities; for example, if the person looking for a job has just relocated to a new country, they might tend to ignore some of their priorities and overload others. In other words, setting priorities straight means to define the personal criteria by which the interview process is lead. For example, similar to the following questions can help define the criteria for someone looking for a job: How badly do I need a (any) job? Is it more important to work in a clean and quiet environment or is it important to get paid well (or both, if possible)? And so on… Furthermore, before going to the interview, the candidate should have a list of priorities, sorted by the most importance: e.g. I want a quiet environment, x amount of money, great helping boss, a desk next to a window and so on. Also it is a good idea to be prepared and know which factors can be compromised and to what extent. Tip and trick #2: the interview is a two-way street. A job candidate should not forget that the interview process is not a one-way street. What I mean by this is that while the employer is interviewing the potential candidate, the job seeker should not miss the chance to interview the employer. Usually, the employer and the candidate will meet for an interview and talk about a variety of topics. In a quality interview the candidate will be presented to key members of the team and will have the opportunity to ask them questions. By asking the right questions both parties will define their opinion about each other. For example, if the candidate talks to one of the potential bosses during the interview process and they notice that the potential manager has a hard time formulating a question, then it is up to the candidate to decide whether working with such person is a red flag for them. There are as many interview processes out there as there are companies and each one is different. Some bigger companies and corporates can afford pre-selection processes, 3 or even 4 stages of interviews, small companies usually settle with one interview. Some companies even give cognitive tests on the interview. Why not? In his book Joel suggests that a good candidate should be pampered and spoiled beyond belief with a week-long vacation in New York, fancy hotels, food and who knows what. For all I can imagine, an interview might even take place at the top of the Eifel tower (right, Mr. Joel, right?) I doubt, however, that this is the optimal way to capture the attention of a good employee. The ‘curiosity’ topic What I have learned so far in my professional experience is that opinions can be subjective. Plus, opinions on technology subjects can also be subjective. According to Joel, only hiring the best of the best is worth it. If you ask me, there is no such thing as best of the best, simply because human nature (well, aside from some physical limitations, like putting your pants on through your head :) ) has no boundaries. And why would it have boundaries? I have seen many curious and interesting people, naturally good at technology, though uninterested in it as one  can possibly be; I have also seen plenty of people interested in technology, who (in an ideal world) should have stayed far from it. At any rate, all of this sums up at the end to the ‘supply and demand’ factor. The interview process big-bang boils down to this: If there is a mutual benefit for both the employer and the potential employee to work together, then it all sorts out nicely. If there is no benefit, then it is much harder to get to a common place. Tip and trick #3: word-of-mouth is worth a thousand words Here I would just mention that the best thing a job candidate can get during the interview process is access to future team members or other employees of the new company. Nowadays the world has become quite small and everyone knows everyone. Look at LinkedIn, look at other professional networks and you will realize how small the world really is. Knowing people is a good way to become more approachable and to approach them. Tip and trick #4: Be confident. It is true that for some people confidence is as natural as breathing and others have to work hard to express it. Confidence is, however, a key factor in convincing the other side (potential employer or employee) that there is a great chance for success by working together. But it cannot get you very far if it’s not backed up by talent, curiosity and knowledge. Tip and trick #5: The right reasons What really bothers me in Sweden (and I am sure that there are similar situations in other countries) is that there is a tendency to fill quotas and to filter out candidates by criteria different from their skill and knowledge. In job ads I see quite often the phrases ‘positive thinker’, ‘team player’ and many similar hints about personality features. So my guess here is that discrimination has evolved to a new level. Let me clear up the definition of discrimination: ‘unfair treatment of a person or group on the basis of prejudice’. And prejudice is the ‘partiality that prevents objective consideration of an issue or situation’. In other words, there is not much difference whether a job candidate is filtered out by race, gender or by personality features – it is all a bad habit. And in reality, there is no proven correlation between the technology knowledge paired with skills and the personal features (gender, race, age, optimism). It is true that a significantly greater number of Darwin awards were given to men than to women, but I am sure that somewhere there is a paper or theory explaining the genetics behind this. J This topic actually brings to mind one of my favorite work related stories. A while back I was working for a big company with many teams involved in their processes. One of the teams was occupying 2 rooms – one had the team members and was full of light, colorful posters, chit-chats and giggles, whereas the other room was dark, lighted only by a single monitor with a quiet person in front of it. Later on I realized that the ‘dark room’ person was the guru and the ultimate problem-solving-brain who did not like the chats and giggles and hence was in a separate room. In reality, all severe problems which the chatty and cheerful team members could not solve and all emergencies were directed to ‘the dark room’. And thus all worked out well. The moral of the story: Personality has nothing to do with technology knowledge and skills. End of story. Summary: I’d like to stress the fact that there is no ultimately perfect candidate for a job, and there is no such thing as ‘best-of-the-best’. From my personal experience, the main criteria by which I measure people (co-workers and bosses) is the curiosity factor; I know from experience that the more curious and inventive a person is, the better chances there are for great achievements in their field. Related stories: (for extra credit) 1) Get your priorities straight. A while back as a consultant I was working for a few days at a time at different offices and for different clients, and so I was able to compare and analyze the work environments. There were two different places which I compared and recently I asked a friend of mine the following question: “Which one would you prefer as a work environment: a noisy office full of people, or a quiet office full of faulty smells because the office is rarely cleaned?” My friend was puzzled for a while, thought about it and said: “Hmm, you are talking about two different kinds of pollution… I will probably choose the second, since I can clean the workplace myself a bit…” 2) The interview is a two-way street. One time, during a job interview, I met a potential boss that had a hard time phrasing a question. At that particular time it was clear to me that I would not have liked to work under this person. According to my work religion, the properly asked question contains at least half of the answer. And if I work with someone who cannot ask a question… then I’d be doing double or triple work. At another interview, after the technical part with the team leader of the department, I was introduced to one of the team members and we were left alone for 5 minutes. I immediately jumped on the occasion and asked the blunt question: ‘What have you learned here for the past year and how do you like your job?’ The team member looked at me and said ‘Nothing really. I like playing with my cats at home, so I am out of here at 5pm and I don’t have time for much.’ I was disappointed at the time and I did not take the job offer. I wasn’t that shocked a few months later when the company went bankrupt. 3) The right reasons to take a job: personality check. A while back I was asked to serve as a job reference for a coworker. I agreed, and after some weeks I got a phone call from the company where my colleague was applying for a job. The conversation started with the manager’s question about my colleague’s personality and about their social skills. (You can probably guess what my internal reaction was… J ) So, after 30 minutes of pouring common sense into the interviewer’s head, we finally agreed on the fact that a shy or quiet personality has nothing to do with work skills and knowledge. Some years down the road my former colleague is taking the manager’s position as the manager is demoted to a different department. Reference: Feodor Georgiev, Pinal Dave (http://blog.SQLAuthority.com) Filed under: PostADay, Readers Contribution, SQL, SQL Authority, SQL Query, SQL Server, SQL Tips and Tricks, T SQL, Technology

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  • Oracle VM Slides and Replay

    - by Alex Blyth
    Thanks everyone for attending the webcast on "Oracle VM and Virtualisation" last week. I know I got some useful info out of the session and on behalf of all those who attended I'll say Thank You to Dean Samuels for spending some time talking to us.Slides are available here Oracle VM - 28/04/2010 View more presentations from Oracle Australia. You can download the replay here. Next week's session is on Oracle Database Security and will cover briefly all the big guns like Transparent Data Encryption, Database Vault, Audit Vault, Flashback Data Archive as well as touching on some of the features that are so often skipped over. You can enroll for this session here. Thanks again Cheers Alex

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  • Oracle VM & Virtualisation

    - by Alex Blyth
    Hi AllHere are the details for Wednesday's (28th April 2010) webcast on "Oracle VM & Virtualisation" with Special Guest - Dean Samuels, Principal Sales Consultant for Oracle VM and Oracle Enterprise Linux -  beginning at 1.30pm (Sydney, Australia Time) :Webcast is at http://strtc.oracle.com (IE6, 7 & 8 supported only)Conference ID for the webcast is 6690427Conference Key: oraclevmEnrollment is required. Please click here to enroll.Please use your real name in the name field (just makes it easier for us to help you out if we can't answer your questions on the call)Audio details:NZ Toll Free - 0800 888 157 orAU Toll Free - 1800420354 (or +61 2 8064 0613Meeting ID: 7914841Meeting Passcode: 28042010Talk to you all tomorrowAlex

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  • Le W3C valide une spécification sur la confidentialité des internautes proposée par Microsoft, la normalisation du standard commence

    Le W3C valide une nouvelle spécification proposée par Microsoft Pour lutter contre le traçage des internautes Un nouveau standard Web, fondé sur la fonctionnalité « Tracking protection » d'Internet Explorer 9 pour aider les utilisateurs à mieux contrôler le traçage de leur activité en ligne, avait été proposée par Microsoft au W3C. Elle vient d'être validée. Dans un billet, Microsoft affirme que l'organisme de normalisation responsable de la définition des standards du Web a récemment porté son attention sur la protection de la vie privée en ligne et a trouvé sa proposition « opportune et en phase avec ses propres objectifs et priorités ». Pour Dean Hachamovitch, vic...

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  • Microsoft se réjouit de la future fonctionnalité "Tracking Protection" d'IE 9, et espère que ses concurrents "feront pareil"

    Microsoft se réjouit de la future fonctionnalité "Tracking Protection" d'Internet Explorer 9, et espère que ses concurrents "feront pareil" Vendredi soir, après le CES de Las Vegas, Dean Hachamovitch, Directeur de l'activité Internet Explorer chez Microsoft, a tenu une conférence de presse. Devant les journalistes qui y étaient conviés, il a évoqué la fonction "Tracking Protection", qui n'est actuellement pas présente dans IE9 bêta, mais qui fera son entrée dans la mouture définitive du navigateur. Elle permettra d'« identifier et bloquer toutes les formes de traçage sur le web », via la « tracking protection list ». Grâce à ce mécanisme, un internaute pourra savoir exacte...

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  • Microsoft se réjouit de la future fonctionnalité "Tracking Protection" d'Internet Explorer 9, et espère que ses concurrents "feront pareil"

    Microsoft se réjouit de la future fonctionnalité "Tracking Protection" d'Internet Explorer 9, et espère que ses concurrents "feront pareil" Vendredi soir, après le CES de Las Vegas, Dean Hachamovitch, Directeur de l'activité Internet Explorer chez Microsoft, a tenu une conférence de presse. Devant les journalistes qui y étaient conviés, il a évoqué la fonction "Tracking Protection", qui n'est actuellement pas présente dans IE9 bêta, mais qui fera son entrée dans la mouture définitive du navigateur. Elle permettra d'« identifier et bloquer toutes les formes de traçage sur le web », via la « tracking protection list ». Grâce à ce mécanisme, un internaute pourra savoir exacte...

    Read the article

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