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  • Fading between two classes in jquery

    - by Andy
    I would like to be able to fadeout this class <h2 class="care-home-fees"><a title="Care Home Fees" href="#">Text</a></h2> and fade in this <h2 class="care-home-fees-over"><a title="Care Home Fees" href="#">Text</a></h2> Notice there are two separate images Here is my current markup which doesnt seem to work $(document).ready(function(){ $("h2.care-home-fees").hover( function () { $(this).addClass("care-home-fees-over"); }, function () { $(this).removeClass("care-home-fees"); } ); }); and the button printed before any change <h2 class="care-home-fees"><a title="Care Home Fees" href="#">Text</a></h2>

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  • Silverlight Cream for June 08, 2010 -- #877

    - by Dave Campbell
    In this Issue: Miroslav Miroslavov, Chris Klug, Beau, Christian Schormann(-2-), Dan Wahlin, Pete Brown, Michael S. Scherotter, Philipp Sumi, Andy Wigley, and Phil Middlemiss. Shoutouts: Mark Tucker set about learning Caliburn, and in the process is writing a Caliburn Book: Chapters 1-3 Jesse Liberty has a great link-laden post up about why we should all be learning/using Blend: Why Developers Should, Must, Do Care About The New Expression Blend be sure to read what he says about WP7 development, however! Charlie Kindel announced an Install problem with the Developer Tools CTP Refresh and the WP7 tools... check this out if you're having problems. John Papa has a good post up on the happenings yesterday: Expression Studio 4 Launch of Blend, SketchFlow, Encoder and More! Erik Mork & Company's latest "This Week in Silverlight" is titled First Drop: Prism v4 – First Drop is Available From SilverlightCream.com: Animated navigation between Pages Miroslav Miroslavov has Part 8 of his "Silverlight in Action" series up, detailing cool things from the CompleteIT site... this one is on Animated navigation between pages. Subtitling videos Chris Klug got a gig adding subtitles to videos for Microsoft (sweet) ... and no, not *that* kind of subtitles... read how he approached the final solution. Silverlight Watermark TextBox I'm not sure we can have too many Watermark TextBoxes, and neither does Beau , who sent me a link to this one... give it a dance and decide. Blend 4: Collaborative SketchFlow Feedback with SharePoint With the new Blend release, Christian Schormann has a post up describing the lashup to Sharepoint for sharing Sketchflow and getting feedback. New Utility, Links, and Tutorials for Path-Based Layout Christian Schormann also has a collection of resources for Path-Based Layouts, including a utility "that lets you apply a whole bunch of position-specific effects without having to write any code"... lots of links to resources here. Tales from the Trenches – Building a Real-World Silverlight Line of Business Application Dan Wahlin draws on his recent experience and lays out some of the fun and pitfalls of building LOB apps in Silverlight... WCF, MVVM, slides, and code included WPF (and Silverlight): Choose your Fonts and Text Rendering Options Wisely Pete Brown has a great post up on using fonts wisely across multiple platforms... lots of info and good discussion in the comments as well. Ball Watch USA Remember the awesome watch Michael S. Scherotter did in Silverlight 1 and then converted to Updated Ball Trainmaster Cannonball Watch to Silverlight 2? Well... there's now a contest underfoot and 8 videos to help you get started... all good stuff, and good luck! ... Michael has a post up about the contest: Enter to Win a Ball Watch by Creating One in Silverlight Announcing Sketchables – Rapid Mockup Creation with SketchFlow By way of Jesse Libertyhttp://jesseliberty.com/2010/06/08/why-developers-should-must-do-care-about-the-new-expression-blend/, this is a cool production by Philipp Sumi about a simple mockup framework he's created. Perst - a database for Windows Phone 7 Silverlight I think one of my first comments to Michael Washington back at the MVP Summit 2010 was that we'd need a database engine, and too cool, but we've got one, Andy Wigley discusses Perst in this post... to save you some time, here's the Perst site A Chrome and Glass Theme - Part 7 Phil Middlemiss has part 7 of his great theme-building series up... this time he's giving the accordian control a once-over. Stay in the 'Light! Twitter SilverlightNews | Twitter WynApse | WynApse.com | Tagged Posts | SilverlightCream Join me @ SilverlightCream | Phoenix Silverlight User Group Technorati Tags: Silverlight    Silverlight 3    Silverlight 4    Windows Phone MIX10

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  • SQL analytical mash-ups deliver real-time WOW! for big data

    - by KLaker
    One of the overlooked capabilities of SQL as an analysis engine, because we all just take it for granted, is that you can mix and match analytical features to create some amazing mash-ups. As we move into the exciting world of big data these mash-ups can really deliver those "wow, I never knew that" moments. While Java is an incredibly flexible and powerful framework for managing big data there are some significant challenges in using Java and MapReduce to drive your analysis to create these "wow" discoveries. One of these "wow" moments was demonstrated at this year's OpenWorld during Andy Mendelsohn's general keynote session.  Here is the scenario - we are looking for fraudulent activities in our big data stream and in this case we identifying potentially fraudulent activities by looking for specific patterns. We using geospatial tagging of each transaction so we can create a real-time fraud-map for our business users. Where we start to move towards a "wow" moment is to extend this basic use of spatial and pattern matching, as shown in the above dashboard screen, to incorporate spatial analytics within the SQL pattern matching clause. This will allow us to compute the distance between transactions. Apologies for the quality of this screenshot….hopefully below you see where we have extended our SQL pattern matching clause to use location of each transaction and to calculate the distance between each transaction: This allows us to compare the time of the last transaction with the time of the current transaction and see if the distance between the two points is possible given the time frame. Obviously if I buy something in Florida from my favourite bike store (may be a new carbon saddle for my Trek) and then 5 minutes later the system sees my credit card details being used in Arizona there is high probability that this transaction in Arizona is actually fraudulent (I am fast on my Trek but not that fast!) and we can flag this up in real-time on our dashboard: In this post I have used the term "real-time" a couple of times and this is an important point and one of the key reasons why SQL really is the only language to use if you want to analyse  big data. One of the most important questions that comes up in every big data project is: how do we do analysis? Many enlightened customers are now realising that using Java-MapReduce to deliver analysis does not result in "wow" moments. These "wow" moments only come with SQL because it is offers a much richer environment, it is simpler to use and it is faster - which makes it possible to deliver real-time "Wow!". Below is a slide from Andy's session showing the results of a comparison of Java-MapReduce vs. SQL pattern matching to deliver our "wow" moment during our live demo.  You can watch our analytical mash-up "Wow" demo that compares the power of 12c SQL pattern matching + spatial analytics vs. Java-MapReduce  here: You can get more information about SQL Pattern Matching on our SQL Analytics home page on OTN, see here http://www.oracle.com/technetwork/database/bi-datawarehousing/sql-analytics-index-1984365.html.  You can get more information about our spatial analytics here: http://www.oracle.com/technetwork/database-options/spatialandgraph/overview/index.html If you would like to watch the full Database 12c OOW presentation see here: http://medianetwork.oracle.com/video/player/2686974264001

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  • mtl, transformers, monads-fd, monadLib, and the paradox of choice

    - by yairchu
    Hackage has several packages for monad transformers: mtl: Monad transformer library transformers: Concrete functor and monad transformers monads-fd: Monad classes, using functional dependencies monads-tf: Monad classes, using type families monadLib: A collection of monad transformers. mtl-tf: Monad transformer library using type families mmtl: Modular Monad transformer library mtlx: Monad transformer library with type indexes, providing 'free' copies. compose-trans: Composable monad transformers (and maybe I missed some) Which one shall we use? mtl is the one in the Haskell Platform, but I keep hearing on reddit that it's uncool. But what's bad about choice anyway, isn't it just a good thing? Well, I saw how for example the authors of data-accessor had to make all these to cater to just the popular choices: data-accessor-monadLib library: Accessor functions for monadLib's monads data-accessor-monads-fd library: Use Accessor to access state in monads-fd State monad class data-accessor-monads-tf library: Use Accessor to access state in monads-tf State monad type family data-accessor-mtl library: Use Accessor to access state in mtl State monad class data-accessor-transformers library: Use Accessor to access state in transformers State monad I imagine that if this goes on and for example several competing Arrow packages evolve, we might see something like: spoonklink-arrows-transformers, spoonklink-arrows-monadLib, spoonklink-tfArrows-transformers, spoonklink-tfArrows-monadLib, ... And then I worry that if spoonklink gets forked, Hackage will run out of disk space. :) Questions: Why are there so many monad transformer packages? Why is mtl [considered] uncool? What are the key differences? Most of these seemingly competing packages were written by Andy Gill and are maintained by Ross Paterson. Does this mean that these packages are not competing but rather work together in some way? And do Andy and Ross consider any of their own packages as obsolete? Which one should me and you use?

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  • What's the best way to backup a web server with 30GB of data?

    - by andypa
    I currently have a server(Linux) running with around 10'000 users daily on it. The hoster offers a backup which I'm also using. Although I trust my hoster, I would like to have an offsite backup, just in case the hoster goes down for a longer time or goes bankrupt (you never know). My idea was to tar and split the data and copy the archive to my Amazon S3 account but I'm wondering if that's the best idea? Any tip is appreciated. Thanks, Andy

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  • Is Social Media The Vital Skill You Aren’t Tracking?

    - by HCM-Oracle
    By Mark Bennett - Originally featured in Talent Management Excellence The ever-increasing presence of the workforce on social media presents opportunities as well as risks for organizations. While on the one hand, we read about social media embarrassments happening to organizations, on the other we see that social media activities by workers and candidates can enhance a company’s brand and provide insight into what individuals are, or can become, influencers in the social media sphere. HR can play a key role in helping organizations make the most value out of the activities and presence of workers and candidates, while at the same time also helping to manage the risks that come with the permanence and viral nature of social media. What is Missing from Understanding Our Workforce? “If only HP knew what HP knows, we would be three-times more productive.”  Lew Platt, Former Chairman, President, CEO, Hewlett-Packard  What Lew Platt recognized was that organizations only have a partial understanding of what their workforce is capable of. This lack of understanding impacts the company in several negative ways: 1. A particular skill that the company needs to access in one part of the organization might exist somewhere else, but there is no record that the skill exists, so the need is unfulfilled. 2. As market conditions change rapidly, the company needs to know strategic options, but some options are missed entirely because the company doesn’t know that sufficient capability already exists to enable those options. 3. Employees may miss out on opportunities to demonstrate how their hidden skills could create new value to the company. Why don’t companies have that more complete picture of their workforce capabilities – that is, not know what they know? One very good explanation is that companies put most of their efforts into rating their workforce according to the jobs and roles they are filling today. This is the essence of two important talent management processes: recruiting and performance appraisals.  In recruiting, a set of requirements is put together for a job, either explicitly or indirectly through a job description. During the recruiting process, much of the attention is paid towards whether the candidate has the qualifications, the skills, the experience and the cultural fit to be successful in the role. This makes a lot of sense.  In the performance appraisal process, an employee is measured on how well they performed the functions of their role and in an effort to help the employee do even better next time, they are also measured on proficiency in the competencies that are deemed to be key in doing that job. Again, the logic is impeccable.  But in both these cases, two adages come to mind: 1. What gets measured is what gets managed. 2. You only see what you are looking for. In other words, the fact that the current roles the workforce are performing are the basis for measuring which capabilities the workforce has, makes them the only capabilities to be measured. What was initially meant to be a positive, i.e. identify what is needed to perform well and measure it, in order that it can be managed, comes with the unintended negative consequence of overshadowing the other capabilities the workforce has. This also comes with an employee engagement price, for the measurements and management of workforce capabilities is to typically focus on where the workforce comes up short. Again, it makes sense to do this, since improving a capability that appears to result in improved performance benefits, both the individual through improved performance ratings and the company through improved productivity. But this is based on the assumption that the capabilities identified and their required proficiencies are the only attributes of the individual that matter. Anything else the individual brings that results in high performance, while resulting in a desired performance outcome, often goes unrecognized or underappreciated at best. As social media begins to occupy a more important part in current and future roles in organizations, businesses must incorporate social media savvy and innovation into job descriptions and expectations. These new measures could provide insight into how well someone can use social media tools to influence communities and decision makers; keep abreast of trends in fast-moving industries; present a positive brand image for the organization around thought leadership, customer focus, social responsibility; and coordinate and collaborate with partners. These measures should demonstrate the “social capital” the individual has invested in and developed over time. Without this dimension, “short cut” methods may generate a narrow set of positive metrics that do not have real, long-lasting benefits to the organization. How Workforce Reputation Management Helps HR Harness Social Media With hundreds of petabytes of social media data flowing across Facebook, LinkedIn and Twitter, businesses are tapping technology solutions to effectively leverage social for HR. Workforce reputation management technology helps organizations discover, mobilize and retain talent by providing insight into the social reputation and influence of the workforce while also helping organizations monitor employee social media policy compliance and mitigate social media risk.  There are three major ways that workforce reputation management technology can play a strategic role to support HR: 1. Improve Awareness and Decisions on Talent Many organizations measure the skills and competencies that they know they need today, but are unaware of what other skills and competencies their workforce has that could be essential tomorrow. How about whether your workforce has the reputation and influence to make their skills and competencies more effective? Many organizations don’t have insight into the social media “reach” their workforce has, which is becoming more critical to business performance. These features help organizations, managers, and employees improve many talent processes and decision making, including the following: Hiring and Assignments. People and teams with higher reputations are considered more valuable and effective workers. Someone with high reputation who refers a candidate also can have high credibility as a source for hires.   Training and Development. Reputation trend analysis can impact program decisions regarding training offerings by showing how reputation and influence across the workforce changes in concert with training. Worker reputation impacts development plans and goal choices by helping the individual see which development efforts result in improved reputation and influence.   Finding Hidden Talent. Managers can discover hidden talent and skills amongst employees based on a combination of social profile information and social media reputation. Employees can improve their personal brand and accelerate their career development.  2. Talent Search and Discovery The right technology helps organizations find information on people that might otherwise be hidden. By leveraging access to candidate and worker social profiles as well as their social relationships, workforce reputation management provides companies with a more complete picture of what their knowledge, skills, and attributes are and what they can in turn access. This more complete information helps to find the right talent both outside the organization as well as the right, perhaps previously hidden talent, within the organization to fill roles and staff projects, particularly those roles and projects that are required in reaction to fast-changing opportunities and circumstances. 3. Reputation Brings Credibility Workforce reputation management technology provides a clearer picture of how candidates and workers are viewed by their peers and communities across a wide range of social reputation and influence metrics. This information is less subject to individual bias and can impact critical decision-making. Knowing the individual’s reputation and influence enables the organization to predict how well their capabilities and behaviors will have a positive effect on desired business outcomes. Many roles that have the highest impact on overall business performance are dependent on the individual’s influence and reputation. In addition, reputation and influence measures offer a very tangible source of feedback for workers, providing them with insight that helps them develop themselves and their careers and see the effectiveness of those efforts by tracking changes over time in their reputation and influence. The following are some examples of the different reputation and influence measures of the workforce that Workforce Reputation Management could gather and analyze: Generosity – How often the user reposts other’s posts. Influence – How often the user’s material is reposted by others.  Engagement – The ratio of recent posts with references (e.g. links to other posts) to the total number of posts.  Activity – How frequently the user posts. (e.g. number per day)  Impact – The size of the users’ social networks, which indicates their ability to reach unique followers, friends, or users.   Clout – The number of references and citations of the user’s material in others’ posts.  The Vital Ingredient of Workforce Reputation Management: Employee Participation “Nothing about me, without me.” Valerie Billingham, “Through the Patient’s Eyes”, Salzburg Seminar Session 356, 1998 Since data resides primarily in social media, a question arises: what manner is used to collect that data? While much of social media activity is publicly accessible (as many who wished otherwise have learned to their chagrin), the social norms of social media have developed to put some restrictions on what is acceptable behavior and by whom. Disregarding these norms risks a repercussion firestorm. One of the more recognized norms is that while individuals can follow and engage with other individual’s public social activity (e.g. Twitter updates) fairly freely, the more an organization does this unprompted and without getting permission from the individual beforehand, the more likely the organization risks a totally opposite outcome from the one desired. Instead, the organization must look for permission from the individual, which can be met with resistance. That resistance comes from not knowing how the information will be used, how it will be shared with others, and not receiving enough benefit in return for granting permission. As the quote above about patient concerns and rights succinctly states, no one likes not feeling in control of the information about themselves, or the uncertainty about where it will be used. This is well understood in consumer social media (i.e. permission-based marketing) and is applicable to workforce reputation management. However, asking permission leaves open the very real possibility that no one, or so few, will grant permission, resulting in a small set of data with little usefulness for the company. Connecting Individual Motivation to Organization Needs So what is it that makes an individual decide to grant an organization access to the data it wants? It is when the individual’s own motivations are in alignment with the organization’s objectives. In the case of workforce reputation management, when the individual is motivated by a desire for increased visibility and career growth opportunities to advertise their skills and level of influence and reputation, they are aligned with the organizations’ objectives; to fill resource needs or strategically build better awareness of what skills are present in the workforce, as well as levels of influence and reputation. Individuals can see the benefit of granting access permission to the company through multiple means. One is through simple social awareness; they begin to discover that peers who are getting more career opportunities are those who are signed up for workforce reputation management. Another is where companies take the message directly to the individual; we think you would benefit from signing up with our workforce reputation management solution. Another, more strategic approach is to make reputation management part of a larger Career Development effort by the company; providing a wide set of tools to help the workforce find ways to plan and take action to achieve their career aspirations in the organization. An effective mechanism, that facilitates connecting the visibility and career growth motivations of the workforce with the larger context of the organization’s business objectives, is to use game mechanics to help individuals transform their career goals into concrete, actionable steps, such as signing up for reputation management. This works in favor of companies looking to use workforce reputation because the workforce is more apt to see how it fits into achieving their overall career goals, as well as seeing how other participation brings additional benefits.  Once an individual has signed up with reputation management, not only have they made themselves more visible within the organization and increased their career growth opportunities, they have also enabled a tool that they can use to better understand how their actions and behaviors impact their influence and reputation. Since they will be able to see their reputation and influence measurements change over time, they will gain better insight into how reputation and influence impacts their effectiveness in a role, as well as how their behaviors and skill levels in turn affect their influence and reputation. This insight can trigger much more directed, and effective, efforts by the individual to improve their ability to perform at a higher level and become more productive. The increased sense of autonomy the individual experiences, in linking the insight they gain to the actions and behavior changes they make, greatly enhances their engagement with their role as well as their career prospects within the company. Workforce reputation management takes the wide range of disparate data about the workforce being produced across various social media platforms and transforms it into accessible, relevant, and actionable information that helps the organization achieve its desired business objectives. Social media holds untapped insights about your talent, brand and business, and workforce reputation management can help unlock them. Imagine - if you could find the hidden secrets of your businesses, how much more productive and efficient would your organization be? Mark Bennett is a Director of Product Strategy at Oracle. Mark focuses on setting the strategic vision and direction for tools that help organizations understand, shape, and leverage the capabilities of their workforce to achieve business objectives, as well as help individuals work effectively to achieve their goals and navigate their own growth. His combination of a deep technical background in software design and development, coupled with a broad knowledge of business challenges and thinking in today’s globalized, rapidly changing, technology accelerated economy, has enabled him to identify and incorporate key innovations that are central to Oracle Fusion’s unique value proposition. Mark has over the course of his career been in charge of the design, development, and strategy of Talent Management products and the design and development of cutting edge software that is better equipped to handle the increasingly complex demands of users while also remaining easy to use. Follow him @mpbennett

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  • Joel Spolsky Retires From Blogging in 3 Days

    - by andyleonard
    No it's not 1 Apr. Joel Spolsky ( Blog - @spolsky ) announced recently he is retiring from blogging 17 Mar 2010 . Reading Joel on Software always makes me think. Mr. Spolsky pioneered a writing style. Along the way he empowered developers, encouraging them to speak up about the manifold misconceptions of our trade. I will miss Mr. Spolsky's writings. I wish him well in all his endeavors. :{| Andy Share this post: email it! | bookmark it! | digg it! | reddit! | kick it! | live it!...(read more)

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  • New Whitepaper: Advanced Compression 11gR1 Benchmarks with EBS 12

    - by Steven Chan
    In my opinion, if there's any reason to upgrade an E-Business Suite environment to the 11gR1 or 11gR2 database, it's the Advanced Compression database option.  Oracle Advanced Compression was introduced in Oracle Database 11g, and allows you to compress structured data (numbers, characters) as well as unstructured data (documents, spreadsheets, XML and other files).  It provides enhanced compression for database backups and also includes network compression for faster synchronization with standby databases.In other words, the promise of Advanced Compression is that it can make your E-Business Suite database smaller and faster.  But how well does it actually deliver on that promise?Apps 12 + Advanced Compression Benchmarks now availableThree of my colleagues, Uday Moogala, Lester Gutierrez, and Andy Tremayne, have been benchmarking Oracle E-Business Suite Release 12 with Advanced Compression 11gR1.  They've just released a detailed whitepaper with their benchmarking results and recommendations.This whitepaper is available in two locations:Oracle E-Business Suite Release 12.1 with Oracle Database 11g Advanced Compression (Note 1110648.1) (requires My Oracle Support access)Oracle E-Business Suite Release 12.1 with Oracle Database 11g Advanced Compression (Applications Benchmark website, PDF, 500K)

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  • Webcast Replay Available: Performance Tuning E-Business Suite Concurrent Manager (Performance Series Part 2 of 3)

    - by BillSawyer
    I am pleased to release the replay and presentation for the latest ATG Live Webcast: Performance Tuning E-Business Suite Concurrent Manager (Performance Series Part 2 of 3) (Presentation)Andy Tremayne, Senior Architect, Applications Performance, and co-author of Oracle Applications Performance Tuning Handbook from Oracle Press, and Uday Moogala, Senior Principal Engineer, Applications Performance discussed two major components of E-Business Suite performance tuning:  concurrent management and tracing. They dispel some myths surrounding these topics, and shared with you the recommended best practices that you can use on your own E-Business Suite instance.Finding other recorded ATG webcastsThe catalog of ATG Live Webcast replays, presentations, and all ATG training materials is available in this blog's Webcasts and Training section.

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  • Panduit Delivers on the Digital Business Promise

    - by Kellsey Ruppel
    How a 60-Year-Old Company Transformed into a Modern Digital BusinessConnecting with audiences through a robust online experience across multiple channels and devices is a nonnegotiable requirement in today’s digital world. Companies need a digital platform that helps them create, manage, and integrate processes, content, analytics, and more.Panduit, a company founded nearly 60 years ago, needed to simplify and modernize its enterprise application and infrastructure to position itself for long-term growth. Learn how it transformed into a digital business using Oracle WebCenter and Oracle Business Process Management. Join this webcast for an in-depth look at how these Oracle technologies helped Panduit: Increase self-service activity on their portal by 75% Improve number and quality of sales leads through increased customer interactions and registration over the web and mobile Create multichannel self-service interactions and content-enabled business processes Register now for this webcast. Register Now Presented by:Andy KershawSenior Director, Oracle WebCenter, Oracle BPM and Oracle Social Network Product Management, OracleVidya IyerIT Delivery Manager, PanduitPatrick GarciaIT Solutions Architect, Panduit Copyright © 2014, Oracle Corporation and/or its affiliates.All rights reserved. Contact Us | Legal Notices and Terms of Use | Privacy Statement

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  • What Should PASS Be?

    - by andyleonard
    Introduction As he does so well, Andy Warren ( Blog | @sqlAndy ) has issued a challenge to the community: What Should PASS Be? I'm sure lots of people have responded already, but I've been struck by two: Grant Fritchey's ( Blog | @GFritchey ) What Should PASS Be? and Robert Matthew Cook's ( Blog | @sqlmashup ) [blog] What Should PASS Be? #sqlpass . They're... Different I don't know Robert well. That doesn't mean there's something wrong with Robert. It simply means he's one of hundreds of the cool...(read more)

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  • Thanks to NxtGenUG Manchester - Hyper-V for Developers presentation now available for download

    - by Liam Westley
    Thanks to Steve and Andy at NxtGenUG Manchester for making me very welcome and for the guys who didn't head down the pub for a Guinness for St Patrick's Day and came to NxtGen instead.  I hope you all got something from the presentation, if not technical insights, at least a can of Guinness of Tunnocks caramel wafer as swag. As promised here is the presentation in both PowerPoint and Adobe PDF format (with speaker notes), http://www.tigernews.co.uk/blog-twickers/nxtgenugmanc/hyperv4devs-ppt.zip http://www.tigernews.co.uk/blog-twickers/nxtgenugmanc/hyperv4devs-pdf.zip Since I gave the presentation Microsoft has released XP Mode (Windows Virtual PC for use under Windows 7) without the requirement for hardware virtualisation. Read more about that here, http://blogs.msdn.com/Virtual_PC_Guy/ For anyone who has seen this presentation at other user groups, there is a new section at the end of the presentation dealing with the various networking configurations under Hyper-V; not connected, private network, internal network and external network.  This includes details of what these mean, and a Venn diagram to aid understanding of the implications.

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  • It's Official, I'm a Geek

    - by andyleonard
    I'm honored to join Glen Gordon ( Blog - @glengordon ) and G. Andrew Duthie ( Blog - @devhammer ) today at 3:00 PM EDT for an MSDN Webcast entitled GeekSpeak: Inside SQL Server Integration Services (SSIS). This is a LiveMeeting and you can join in the fun as an attendee here . It's a live show, so bring your questions! :{> Andy Share this post: email it! | bookmark it! | digg it! | reddit! | kick it! | live it!...(read more)

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  • 2010 Goals Review

    - by andyleonard
    Introduction Earlier this year, I responded to Tim Ford's ( Blog / Twitter ) tag (in a post about 2010 Resolutions and Themeword ) with 2010 Themeword and Goals . Let's see how I did. Resolutions 1. I need to take better care of Andy. On this, I failed. I took even worse care of myself than before. I have to address this in 2011. You can help by pinging me on Twitter ( @AndyLeonard ) every day in 2011 and ask me if I've exercised today. 2. I want to continue to serve the SQL Server community in several...(read more)

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  • The Oracle Retail Week Awards - Store Manager of the year

    - by user801960
    Below is a video featuring interviews with the nominees for the Oracle Retail Week Awards 2012 Store Manager of the Year Award, in which the nominees talk about the value of being nominated for an Oracle Retail Week Award and what it means to them to be recognised. The video includes interviews with ASDA CEO Andy Clarke, who talks about how important the store managers are to the functioning of a retail business. The nominees interviewed were: Ian Allcock from Homebase in Aylesford David Bickell from Argos in Milton Keynes Karl Lynsdale from Co-operative Food in Heathfield, Sussex Paul Norcross from B&Q in Bristol Darren Parfitt from Boots in Melton Mowbray Helen Smith from H Samuel in Manchester Oracle Retail would like to congratulate the winner, Ian Allcock from Homebase in Aylesford. Well done Ian!

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  • Survey: How do you manage the source code for your personal projects?

    - by Linchi Shea
    This seems to be the survey season. Andy’s post on source controlling T-SQL code triggered a question that I always wanted to ask. Do you version control the source code for your various personal projects (i.e. not projects of your customer or employer)? Do you use a computer at home for your source control repository, or do you use a hosting service such as ProjectLocker ? If you do it yourself at home, what version control software you use? If you use a hosting service, what’s your experience?...(read more)

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  • SF Bay Area Event, November 1st: SPARC 25th Anniversary at Computer History Museum

    - by Larry Wake
    For those of you in the Bay Area, there's going to be what promises to be a very interesting event at the Computer History Museum on Thursday, November 1st at 11 AM: "SPARC at 25: Past, Present and Future". The panel event will feature Sun Microsystems founders Bill Joy and Andy Bechtolsheim, SPARC luminaries such as Anant Agrawal and David Patterson, former Sun VP Bernard Lacroute, plus Oracle executives Mark Hurd, John Fowler and Rick Hetherington. For those of you who can't attend, we expect to have video of the event afterward, but if you can make it in person, this is a unique opportunity to hear from industry pioneers, as well as get insights into future SPARC innovations. Plus, you can see SPARC (and non-SPARC) related exhibits from both the Computer History Museum and the personal collections of some of the panel participants. I hope you can join us; Register today.

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  • Oracle European Launch Event: Oracle Database In-Memory

    - by A&C Redaktion
    am 17. Juni wird Andy Mendelsohn,  Oracle Executive Vice President Database Server Technologies, als Keynote Speaker den europäischen Launch von  Oracle Database In-Memory  in Frankfurt im Radisson Blue Hotel eröffnen. Dieses Thema ist für unsere Partner und Kunden von zentraler Bedeutung. Daher ist auch die Agenda dieses Launch Events einzigartig:Neben Vorträgen von Betakunden (Postbank und Cern), dem Analysten von IDC, der auch beim HQ Launch eine Woche zuvor in Redwood Shores mit Larry Ellison auf der Bühne stehen wird, und weiteren Oracle-Experten finden auch Live Demos statt. Eine Podiumsdiskussion rundet das Programm ab. Parallel zum Event werden Presse- und Analystengespräche geführt.Mit der neuen, bahnbrechenden Oracle Database In-Memory Option profitieren Kunden von einer erheblich beschleunigten Datenbankleistung für Analytics, Data Warehousing, Reporting und Online Transaction Processing (OLTP).Das ist so revolutionär, dass wir hiermit alle unsere Partner und ihre Endkunden zu diesem herausragenden Event herzlich einladen .Hier können Sie sich und Ihre Endkunden zu dieser exklusiven Live-Veranstaltung anmelden

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  • Oracle European Launch Event: Oracle Database In-Memory

    - by A&C Redaktion
    am 17. Juni wird Andy Mendelsohn,  Oracle Executive Vice President Database Server Technologies, als Keynote Speaker den europäischen Launch von  Oracle Database In-Memory  in Frankfurt im Radisson Blue Hotel eröffnen. Dieses Thema ist für unsere Partner und Kunden von zentraler Bedeutung. Daher ist auch die Agenda dieses Launch Events einzigartig:Neben Vorträgen von Betakunden (Postbank und Cern), dem Analysten von IDC, der auch beim HQ Launch eine Woche zuvor in Redwood Shores mit Larry Ellison auf der Bühne stehen wird, und weiteren Oracle-Experten finden auch Live Demos statt. Eine Podiumsdiskussion rundet das Programm ab. Parallel zum Event werden Presse- und Analystengespräche geführt.Mit der neuen, bahnbrechenden Oracle Database In-Memory Option profitieren Kunden von einer erheblich beschleunigten Datenbankleistung für Analytics, Data Warehousing, Reporting und Online Transaction Processing (OLTP).Das ist so revolutionär, dass wir hiermit alle unsere Partner und ihre Endkunden zu diesem herausragenden Event herzlich einladen .Hier können Sie sich und Ihre Endkunden zu dieser exklusiven Live-Veranstaltung anmelden

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  • C-Sharpen Up at Philly.NET

    - by Steve Michelotti
    On October 6th, I’ll be presenting at C-Sharpen Up at Philly.NET at the Microsoft Malvern, PA location. I’ll be presenting along with Stephen Bohlen, Andy Schwam, and Danilo Diaz. This is a great one-day event that covers real-world usage of all major C# language features from C# 1.0 to C# 5.0. It also includes a great presentation on the SOLID principles by Stephen Bohlen. Registration won’t be open much longer. You can register here. Hope to see you there!

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  • Customer Webcast: Alcatel-Lucent Creates a Modern User Experience

    - by [email protected]
    Today, customer satisfaction is critical to a company's long-term success. With customers searching the internet to find new solutions and offerings, it's more important than ever to deliver a modern and engaging user experience that's both interactive and community-based. Join us on June 30th for this exclusive LIVE Webcast with Saeed Hosseiniyar, CIO of Alcatel-Lucent's Enterprise Products Group, and Andy MacMillan, Vice President of Product Management for Oracle's Enterprise 2.0 Solutions. You'll learn how a modern customer service portal with integrated Web 2.0 and social media features can: Improve customer satisfaction by delivering rich, personalized and interactive content Speed product development by facilitating participation and feedback from customers through online communities Improve ROI with a unified platform that delivers content to employees, partners and customers You'll walk away with concrete strategies, best practices and real-world insights on how to transform your company's brand with a next-generation customer service and support site. Register today for this complimentary live Webcast!

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  • Oracle Database In-Memory: Launch in Frankfurt

    - by Carsten Czarski
    Diesmal gibt es etwas Altes ... und etwas Neues. Zuerst das Neue: Am 11. Juni wird Larry Ellison in Redwood Shores die neue, bahnbrechende Oracle Database In-Memory Funktionalität vorstellen. Mit dieser neuen Technologie profitieren Kunden von beschleunigter Datenbankleistung für Analytics, Data Warehousing, Reporting und Online Transaction Processing (OLTP). Nur 6 Tage später - am 17. Juni -  findet, in Frankfurt, der einzige europäische Launch-Event statt. Neben Fachvorträgen, Panelveranstaltung und Demos wird ein Vortrag von Andy Mendelsohn, Head of Database Product Development, vorgesehen. Melden Sie sich heute noch an. Und hier ist das Alte: Wer erinnert sich noch die die HTML DB ...? In den Archiven der APEX Community Seite haben wir ein Video gefunden, welches zeigt, wie man Seiten in der HTML DB für andere Entwickler sperren konnte. Das gibt es heute übrigens auch noch - es sieht nur etwas anders aus. Viel Spaß beim Ansehen.

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  • Want to Learn SQL Server 2012?

    - by andyleonard
    Or SSIS 2012? SSRS 2012? SSAS 2012? There’s no substitute for getting your hands on the product, in my opinion. I can hear you thinking, “But Andy, I can’t afford to purchase a copy of SQL Server 2012.” Are you sure? What if I told you that you can get a full-feature version of SQL Server 2012 Enterprise Edition for $50? Well, you cannot… it’s actually less than $50! SQL Server 2012 Developer Edition is available at Amazon on the day of this writing for $41.24USD. That’s about the price of eight...(read more)

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