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  • Are Domain Specific Languages (DSL) bad for the Common Programmer?

    - by iestyn
    I have lately been delving into F# and the new DSL stuff as in the Microsoft SQL Server Modelling CTP, and have some concerns. Will this new idea that will come about be bad for skilled programmers? Is code going to be dumbed down? I know I sound like a luddite, but this does worry me, after spending years of time practising in my craft, and now might be scuttled by genius from within. I am afraid, very afraid. Will I be now trapped in a job that only programs against a DSL and therefore every job that I work on, I have to learn a whole new DSL based on top of a Framework (.net Java), that I will only be allowed to touch certain parts of. I don't think the world is ready for DSL, but the sales pitch is deafening!

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  • Access database Need to prevent from approving overlapping OT.Second Try with modified request Not a programmer [on hold]

    - by user2512764
    Employees Signups on company Website for advance overtime line. Access table already has overtime signups which does not require user to add the time but it requires only to add location as approved. Since this table has field Employee name, Date, start time and End time and location, All the fields has the data except for location. In the data base I have created a form based on this table. Since the table already have most of the information User only has to add location in the form field in order to approve overtime. Once user approves an overtime line for example: User approves overtime for employee name 'John' which starts on 7/1/2013 at 0400-0800, location is successfully added. When user tries to add location for John again which might has the start time for 7/1/2013 at 0600=0900. Again we are not entering Start time, End time and date it is already in the table. we are only entering location as approval. Soon user enters the location for John in the form field, since there is a conflict with previously overtime line which has already been approved. program needs to check employee name, date and time in previously approved (Added location) overtime line and The location in current record needs to be deleted and go to next record. I hope I have explained it in understandable format. Thank You,

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  • Developer’s Life – Every Developer is a Batman

    - by Pinal Dave
    Batman is one of the darkest superheroes in the fantasy canon.  He does not come to his powers through any sort of magical coincidence or radioactive insect, but through a lot of psychological scarring caused by witnessing the death of his parents.  Despite his dark back story, he possesses a lot of admirable abilities that I feel bear comparison to developers. Batman has the distinct advantage that his alter ego, Bruce Wayne is a millionaire (or billionaire in today’s reboots).  This means that he can spend his time working on his athletic abilities, building a secret lair, and investing his money in cool tools.  This might not be true for developers (well, most developers), but I still think there are many parallels. So how are developers like Batman? Well, read on my list of reasons. Develop Skills Batman works on his skills.  He didn’t get the strength to scale Gotham’s skyscrapers by inheriting his powers or suffering an industrial accident.  Developers also hone their skills daily.  They might not be doing pull-ups and scaling buldings, but I think their skills are just as impressive. Clear Goals Batman is driven to build a better Gotham.  He knows that the criminal who killed his parents was a small-time thief, not a super villain – so he has larger goals in mind than simply chasing one villain.  He wants his city as a whole to be better.  Developers are also driven to make things better.  It can be easy to get hung up on one problem, but in the end it is best to focus on the well-being of the system as a whole. Ultimate Teamplayers Batman is the hero Gotham needs – even when that means appearing to be the bad guys.  Developers probably know that feeling well.  Batman takes the fall for a crime he didn’t commit, and developers often have to deliver bad news about the limitations of their networks and servers.  It’s not always a job filled with glory and thanks, but someone has to do it. Always Ready Batman and the Boy Scouts have this in common – they are always prepared.  Let’s add developers to this list.  Batman has an amazing tool belt with gadgets and gizmos, and let’s not even get into all the functions of the Batmobile!  Developers’ skills might be the knowledge and skills they have developed, not tools they can carry in a utility belt, but that doesn’t make them any less impressive. 100% Dedication Bruce Wayne cultivates the personality of a playboy, never keeping the same girlfriend for long and spending his time partying.  Even though he hides it, his driving force is his deep concern and love for his friends and the city as a whole.  Developers also care a lot about their company and employees – even when it is driving them crazy.  You do your best work when you care about your job on a personal level. Quality Output Batman believes the city deserves to be saved.  The citizens might have a love-hate relationship with both Batman and Bruce Wayne, and employees might not always appreciate developers.  Batman and developers, though, keep working for the best of everyone. I hope you are all enjoying reading about developers-as-superheroes as much as I am enjoying writing about them.  Please tell me how else developers are like Superheroes in the comments – especially if you know any developers who are faster than a speeding bullet and can leap tall buildings in a single bound. Reference: Pinal Dave (http://blog.sqlauthority.com)Filed under: PostADay, SQL, SQL Authority, SQL Query, SQL Server, SQL Tips and Tricks, T SQL Tagged: Developer, Superhero

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  • Big Data – How to become a Data Scientist and Learn Data Science? – Day 19 of 21

    - by Pinal Dave
    In yesterday’s blog post we learned the importance of the analytics in Big Data Story. In this article we will understand how to become a Data Scientist for Big Data Story. Data Scientist is a new buzz word, everyone seems to be wanting to become Data Scientist. Let us go over a few key topics related to Data Scientist in this blog post. First of all we will understand what is a Data Scientist. In the new world of Big Data, I see pretty much everyone wants to become Data Scientist and there are lots of people I have already met who claims that they are Data Scientist. When I ask what is their role, I have got a wide variety of answers. What is Data Scientist? Data scientists are the experts who understand various aspects of the business and know how to strategies data to achieve the business goals. They should have a solid foundation of various data algorithms, modeling and statistics methodology. What do Data Scientists do? Data scientists understand the data very well. They just go beyond the regular data algorithms and builds interesting trends from available data. They innovate and resurrect the entire new meaning from the existing data. They are artists in disguise of computer analyst. They look at the data traditionally as well as explore various new ways to look at the data. Data Scientists do not wait to build their solutions from existing data. They think creatively, they think before the data has entered into the system. Data Scientists are visionary experts who understands the business needs and plan ahead of the time, this tremendously help to build solutions at rapid speed. Besides being data expert, the major quality of Data Scientists is “curiosity”. They always wonder about what more they can get from their existing data and how to get maximum out of future incoming data. Data Scientists do wonders with the data, which goes beyond the job descriptions of Data Analysist or Business Analysist. Skills Required for Data Scientists Here are few of the skills a Data Scientist must have. Expert level skills with statistical tools like SAS, Excel, R etc. Understanding Mathematical Models Hands-on with Visualization Tools like Tableau, PowerPivots, D3. j’s etc. Analytical skills to understand business needs Communication skills On the technology front any Data Scientists should know underlying technologies like (Hadoop, Cloudera) as well as their entire ecosystem (programming language, analysis and visualization tools etc.) . Remember that for becoming a successful Data Scientist one require have par excellent skills, just having a degree in a relevant education field will not suffice. Final Note Data Scientists is indeed very exciting job profile. As per research there are not enough Data Scientists in the world to handle the current data explosion. In near future Data is going to expand exponentially, and the need of the Data Scientists will increase along with it. It is indeed the job one should focus if you like data and science of statistics. Courtesy: emc Tomorrow In tomorrow’s blog post we will discuss about various Big Data Learning resources. Reference: Pinal Dave (http://blog.sqlauthority.com) Filed under: Big Data, PostADay, SQL, SQL Authority, SQL Query, SQL Server, SQL Tips and Tricks, T SQL

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  • Updating extra attributes in a has_many, :through relationship using Rails

    - by Robbie
    I've managed to set up a many-to-many relationship between the following models Characters Skills PlayerSkills PlayerSkills, right now, has an attribute that Skills don't normally have: a level. The models look something like this (edited for conciseness): class PlayerSkill < ActiveRecord::Base belongs_to :character belongs_to :skill end class Skill < ActiveRecord::Base has_many :player_skills has_many :characters, :through => :player_skills attr_accessible :name, :description end class Character < ActiveRecord::Base belongs_to :user has_many :player_skills has_many :skills, :through => :player_skills end So nothing too fancy in the models... The controller is also very basic at this point... it's pretty much a stock update action. The form I'm looking to modify is characters#edit. Right now it renders a series of checkboxes which add/remove skills from the characters. This is great, but the whole point of using has_many :through was to track a "level" as well. Here is what I have so far: - form_for @character do |f| = f.error_messages %p = f.label :name %br = f.text_field :name %p = f.label :race %br = f.text_field :race %p = f.label :char_class %br = f.text_field :char_class %p - @skills.each do |skill| = check_box_tag "character[skill_ids][]", skill.id, @character.skills.include?(skill) =h skill.name %br %p = f.submit After it renders "skill.name", I need it to print a text_field that updates player_skill. The problem, of course, is that player_skill may or may not exist! (Depending on if the box was already ticked when you loaded the form!) From everything I've read, has_many :through is great because it allows you to treat the relationship itself as an entity... but I'm completely at a loss as to how to handle the entity in this form. As always, thanks in advance for any and all help you can give me!

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  • Oracle Launches New Oracle Database 12c Administrator Certifications

    - by Brandye Barrington
    Today Oracle University announces the release of new Oracle Database 12c Administrator certifications. The new Oracle Database 12c certifications emphasize the foundational and advanced skills needed by Database Administrators and will prepare DBAs to leverage powerful new management and consolidation capabilities, resulting in an even more valuable credential for customers and partners. ORACLE CERTIFIED ASSOCIATE (OCA)  The Oracle Certified Associate (OCA) for Oracle Database 12c objectives measure IT professionals' mastery of day-to-day administration skills and their ability to manage the challenges they're likely to encounter on the job. This credential focuses on SQL skills, operational administration of the Oracle Database including performance and space management, and installing, patching and upgrading the Oracle Database. Earning the OCA credential requires successful completion of two exams: 1Z0-061 - Oracle Database 12c: SQL Fundamentals and 1Z0-062 - Oracle Database 12c: Installation and Administration. The OCA certification track also allows for several alternate exams which can be substituted for 1Z0-061. ORACLE CERTIFIED PROFESSIONAL (OCP) Building on the competencies in the Oracle Database 12c OCA certification, the Oracle Certified Professional (OCP) for Oracle Database 12c certification includes advanced knowledge and skills required of top-performing database administrators. The OCP credential focuses on developing and implementing backup and recovery strategies, designing consolidation strategies to exploit multitenant container and pluggable databases, and thorough understanding how CDB/PDBs fit into the DBaaS cloud-computing model. Today, Oracle is releasing 1Z0-060 - Upgrade to Oracle Database 12c, which allows Oracle Certified Professionals with credentials in Oracle 9i, Oracle Database 10g or Oracle Database 11g to upgrade to Oracle Database 12c with a single exam. The upgrade exam focuses on designing consolidation strategies to exploit multitenant container and pluggable databases, implementing Oracle 12c feature-rich ILM support, optimizing SQL execution using dynamic swapping of sub plans, implementing real-time data redaction within databases, as well as exploiting many additional performance, backup and recovery, security and partitioning enhancements. The exam also includes a thorough review of core DBA skills. Visit the OCP certification track for more details on the new upgrade exam as well as alternate certification paths. ORACLE CERTIFIED MASTER (OCM) The Oracle Certified Master (OCM) for Oracle Database 12c - a very challenging and elite top-level certification - certifies the most highly skilled and experienced database experts. Further information on the 12c OCM level will be announced as exam development concludes. To date, there have been more than 1.6 million Oracle certifications granted worldwide. Explore these certification tracks, exam requirements and objectives, and start toward earning your exciting new Oracle Database 12c certification credentials from Oracle.

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  • Does it help to be core programmer of a product (product meant for social good ) for getting into Ph. D. in top university in USA say top 20?

    - by Maddy.Shik
    Hey i am working upon a product as core developer which will be launched in USA market in few months if successful. Can this factor improve my chance to get Ph.D. in good university(say top 20 in US). Normally good universities like CMU, standford, MIT, Cornell are more interested in student's profile like research work, under graduate school etc. I am not passed out from very good university its ranked in top 20 of India only. Neither did i do research work till now. But being one of founding member of company and developing product for same, i want to know if this factor can help and to what extent. For university with ranking lower than 20 what matters most is GRE General score and GPA but i guess top university must be appreciating a person's real efforts.

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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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  • I'd like to rebuild my web server without web management software; what knowledge, skills, and tools will I require? [closed]

    - by Joe Zeng
    I've been using Webmin for my web server that runs my personal website and a host of other websites for a while now, and I feel like I should be able to manage my web server more directly, because I haven't even touched the Webmin for the past year or so and I feel like maybe it has too much functionality that I have to click through the next time I want to access it or create a new subdomain or database on my site. I want to try something lighter and more wholly manageable, now that I'm more comfortable with using ssh and command-line tools. I've decided that I'm going to try using Django as a framework, but obviously that's only part of the picture. What sort of knowledge will I require?

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  • Does Microsoft offer a corporate IM/collaboration tool similar to Campfire? My googlefu skills appear to be failing me today.

    - by user54266
    I mentioned to my boss that we should look into a single unified IM client that we could use and secure on a corporate level, and then suggested Campfire. We're a primarily Microsoft house so he suggested we use something that would better integrate with SharePoint and the other tools our end users use in house. However, I'm not aware of any Microsoft tool that does something like this. Obviously there is MSN Messenger but I think/hope he wasn't referring to that. Other than a product from 2005 I haven't been able to locate a Microsoft corporate IM tool...does anybody know what he may have been talking about?

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  • What&rsquo;s wrong with See[Mike]Code? (no relation)

    - by mbcrump
    I have been hearing a lot about the website See[Mike]Code. Basically, the site creates an interview url and a job candidate url and lets you see the potential programmer’s code (specifically .NET developer). Below is the candidate’s URL   Below is the interviewer url   So you might think, ah, this is a good thing. We can screen candidates cheaper and more efficiently. In reality, this is only a good thing if you want your programmer to develop using notepad.  I use the most efficient tools that exist to do my job. I would simply fire up VS2010 and type “for” and hit the tab key twice and get the following template.   I have no problem keeping MSDN/Google in one of my monitors. I spend time learning VS macros and using Aurora XAML/Expression to produce my XAML for WPF. Sure, I can write a for loop without using the VS Macro, but the real question is, “Why should I?”. My point being, if you really want to test a .NET programmer knowledge then fire up his native working environment and let him use the features of the IDE to develop the simple 10-line program. For a more sophisticated program, then give him 20 minutes and allow access to msdn/google. If the programmer cannot find at the right path then give him the boot.

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  • Professionalism of online username / handle

    - by Thanatos
    I have in the past, and continue currently, used the handle "thanatos" on a lot of Internet sites, and if that isn't available (which happens ~50% of the time), "deathanatos". "Thanatos" is the name of the Greek god or personification of death (not to be confused with Hades, the Greek god of the underworld). "Dea" is a natural play-on-words to make the handle work in situations where the preferred handle has already been taken, without having to resort to numbers and remaining pronounceable. I adopted the handle many years ago — at the time, I was reading Edith Hamilton's Mythology, and Piers Anthony's On a Pale Horse, both still favorites of mine, and the name was born out of that. When I created the handle, I was fairly young, and valued privacy while online, not giving out my name. As I've become a more competent programmer, I'm starting to want to release some of my private works under FOSS licenses and such, and sometimes under my own name. This has started to tie this handle with my real name. I've become increasingly aware of my "web image" in the last few years, as I've been job hunting. As a programmer, I have a larger-than-average web presence, and I've started to wonder: Is this handle name professional? Does a handle name matter in a professional sense? Should I "rebrand"? (While one obviously wants to avoid hateful or otherwise distasteful names, is a topic such as "death" (to which my name is tied) proper? What could be frowned upon?) To try to make this a bit more programmer specific: Programmers are online — a lot — and some of us (and some who are not us) tend to put emphasis on a "web presence". I would argue that a prudent programmer (or anyone in an occupation that interacts online a lot) would be aware of their web presence. While not strictly limited to just programmers, for better or worse, it is a part of our world.

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  • Role of Sharepoint experience in career growth

    - by Syed Ibrahim
    I am from India. I was a Mainframe developer for first 2 years of my IT career and then shifted to Microsoft .Net and completed 3 years as of now. In these 3 years as a .Net developer i have worked only in core .Net skills like Asp .Net, Sql Server with C# .Net. I never worked in advance skills like Web Services or WCF or silverlight etc. In current world market scenario, I feel Sharepoint experience weighs more than the WCF, Web Services work experience for a .Net Developer.(Please correct if wrong). So i am planning to study Sharepoint through some training centre and complete a Sharepoint certification. The main reason for me to go for Sharepoint is that i feel it is a niche skill and it will help me to get a job in abroad location in future. Please let me know whether sharepoint can help me to get a job in foreign location. I would also like to know whether, Is it possible to master Sharepoint without any experience in skills like WCF, Web Services etc? Is it possible to get a sharepoint job just with knowledge and certification in it? Incase if sharepoint will not offer me career growth, then can you please suggest me the skills which will offer great career growth (like foreign jobs) for me as a .Net developer?

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  • What are your suggestions on learning how to think?

    - by Jonathan Khoo
    First of all, this is not the generic 'make me a better programmer' question, even though the outcome of asking this question might seem similar to it. On programmers.SE, I've read and seen these get closed here, here, here, here, and here. We all know there are a multitude of generic suggestions to hone your programming skills (e.g reading SO, reading recommended books, following blogs, getting involved in open-source projects, etc.). This is not what I'm after. I also acknowledge the active readership on this web site and am hoping it works in my favour by yielding some great answers. From reading correspondence here, there appears to be a vast number of experienced people who are working, or have worked, programming-related fields. And most of you can convey thoughts in an eloquent, concise manner. I've recently noticed the distinction between someone who's capable of programming and a programmer who can really think. I refuse to believe that in order to become great at programmer, we simply submit ourselves to a lifetime of sponge-like behaviour (i.e absorb everything related to our field by reading, listening, watching, etc.). I would even state that simply knowing every single programming concept that allows you to solve problem X faster than everyone around you, if you can't think, you're enormously limiting yourself - you're just a fast robot. I like to believe there's a whole other face of being a great programmer which is unrelated to how much you know about programming, but it is how well you can intertwine new concepts and apply them to your programming profession or hobby. I haven't seen anyone delve into, or address, this facet of the human mind and programming. (Yes, it's also possible that I haven't looked hard enough too - sorry if that's the case.) So for anyone who has spent any time thinking about what I've mentioned above - or maybe it's everyone here because I'm a little behind in my personal/professional development - what are your suggestions on learning how to think? Aside from the usual reading, what else have you done to be better than the other people in your/our field?

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  • Seattle GiveCamp this Weekend

    - by Stephen.Walther
    Seattle GiveCamp is this weekend (October 19, 2012) on the Microsoft Campus. Donate your time and your programming skills to build software applications (mainly websites) for charities. We need you! Go to the following address and sign up to participate right now: http://seattlegivecamp.com/ We have more than 20 charities participating in this year’s GiveCamp and over 100 volunteers. We need people with all sorts of skills including WordPress, design, ASP.NET, SEO, Mobile, and Project Management skills. If you know how to tweak a WordPress theme or you know how to use Adobe Photoshop or you know Salesforce or Microsoft Access then we really, really need you this weekend. This is a great event to network with other developers, show off your ninja programming skills, and help some great charities. Be prepared to show up at Friday night and start working in a team to write some great code. You can stay until Sunday night for the full event or you can leave early (in previous events, some developers did marathon coding sessions for multiple days straight – but those guys are insane). My wife, Ruth Walther, is the director of this year’s GiveCamp. She’ll be there and I’ll be there. I hope to see you at GiveCamp!

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  • What is the best way to evaluate new programmers?

    - by Rafael
    What is the best way to evaluate the best candidates to get a new job (talking merely in terms of programming skills)? In my company we have had a lot of bad experiences with people who have good grades but do not have real programming skills. Their skills are merely like code monkeys, without the ability to analyze the problems and find solutions. More things that I have to note: The education system in my country sucks--really sucks. The people that are good in this kind of job are good because they have talent for it or really try to learn on their own. The university / graduate /post-grad degree doesn't mean necessarily that you know exactly how to do the things. Certifications also mean nothing here because the people in charge of the certification course also don't have skills (or are in low paying jobs). We need really to get the good candidates that are flexible and don't have mechanical thinking (because this type of people by experience have a low performance). We are in a government institution and the people that are candidates don't necessarily come from outside, but we have the possibility to accept or not any candidates until we find the correct one. I hope I'm not sounding too aggressive in my question; and BTW I'm a programmer myself. edit: I figured out that asked something really complex here. I will un-toggle "the correct answer" only to let the discussion going fluent, without any bias.

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  • Experience vs. versatility

    - by Florin Bombeanu
    Let's say a .NET programmer works at a company which provides software on demand, not as a product. The programmer works in WPF for a period of time and he/she invests lots of time in it. He/she get very good at WPF and Windows Forms and desktop development in general. But the company has to provide a web application now, so the developer has to learn MVC or Web Forms. He/she is not experienced in web development so he/she starts investing time in this new technology and in time they get good at it. But this time the company has to provide a Sharepoint solution, and so on. What is more important: Being very very good at a certain technology, Or be as versatile as possible knowing less in each technology but covering a greater area of expertise? Should the programmer keep studying and working in WPF until he/she reaches a guru level or is it a good thing that they had to learn other technologies as well? I agree with those of you who will say that when learning different technologies you will also learn things which are useful no matter the technology you're programming in. But eventually, when the programmer will want to change jobs, will it matter more that he/she knows some WPF, MVC or Sharepoint than the fact that he/she is insanely good at one of them? I would think the second one is more important since most companies are looking for a developer for a certain technology. I don't think there are many companies looking for technical know-it-all people. What do you think?

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  • There's A Virtual Developer Day in Your Future

    - by OTN ArchBeat
    What are Virtual Developer Days? You really should know this by now. OTN Virtual Developer Days are online events created specifically for developers and architects, with a focus on no-fluff technical presentations, hands-on labs, and expert Q&A to sharpen your technical skills and bring you up to speed on the latest information on Oracle products and practical best practices for their use. The best part about OTN Virtual Developer Days is that you don't have to pack a suitcase or stand in line at an airport waiting for someone pat you down. Instead, you stay where you are, flip open your laptop, and prepare your brain for a massive skills injection. In the next few weeks you'll have two such chances to ramp up your skills. On Tuesday November 5, 2013 Harnessing the Power of Oracle WebLogic and Oracle Coherence will guide you through tooling updates and best practices for developing applications with WebLogic and Coherence as target platforms. This two-track event covers app design and development (Track 1) and building, deploying, and managing applications (Track 2). Each track includes three presentations plus a hands-on lab. [9am-1pm PT / 12pm-4pm ET / 1pm-5pm BRT] Register now This event will also be available in EMEA on December 3, 2013 {9am-1pm GMT / 1pm-5pm GST / 2:30pm-6:30 PM IST] On Tuesday November 19, 2103 Oracle ADF Development: Web, Mobile, and Beyond offers four tracks covering everything from the basics to advance skills for for application development using Oracle ADF and Oracle ADF Mobile. There are three sessions in each track, followed by hands-on labs in which try out what you've learned. [9am-1pm PT / 12pm-4pm ET/ 1pm-5pm BRT] Register now This event will also be available in APAC on Thursday November 21, 2013 [10am-1:30pm IST (India) / 12:30pm-4pm SGT (Singapore) / 3:30pm-7pm AESDT] and in EMEA on Tuesday November 26, 2013 [9am-1pm GMT / 1pm-5pm GST/ 2:30pm-6:30pm IST] Registration for both events is absolutely free. So what are you waiting for?

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  • Oracle University Partner Enablement Update (15th November)

    - by swalker
    Two new OPN Only Boot Camps available The following OPN Only Boot Camps have just become available: 3-day Oracle Exadata 11g Technical Boot Camp: Prepares you for becoming an Oracle Exadata 11g Certified Implementation Specialist Currently scheduled in Germany, UK Available for scheduling in all countries Live Virtual Class dates: 15-17 Feb 12 & 16-18 May 12 5-day Oracle BI Enterprise Edition 11g Implementation Boot Camp Currently scheduled in Sweden Available for scheduling in all countries View the complete OPN Only Boot Camp schedule. Certification News: Java SE 7 Be one of the first to get Java SE 7 certified. The following exams have recently become available for beta testing: Exam Code and Title Certification Track 1Z1-805 Upgrade to Java SE 7 Programmer (Beta until 17-Dec-11 ) Oracle Certified Professional, Java SE 7 Programmer 1Z1-803 Java SE 7 Programmer I (Beta until 17-Dec-11 ) Oracle Certified Associate, Java SE 7 Programmer A beta exam offers you two distinct advantages: you will be one of the first to get certified you pay a lower price. Beta exams can be taken at any Pearson VUE Testing Center. New CoursesOracle University released several new courses recently. Please click here to find out more about the new course titles. Are you looking for insight from the Oracle University experts? Check out these Oracle University Newsletters: Technology Newsletters Applications Newsletters Stay Connected to Oracle University: LinkedIn OracleMix Twitter Facebook

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  • Non-Obvious Topics to Learn for Game Development

    - by ashes999
    I've been writing games for around 10 years now (from QBasic to C# and everything in-between). I need to start stretching my skills into different areas. What are other, surprising topics I should read up on? Expected topics would include the usual suspects: Programming language of your choice Scripting language Source control Project management (or Agile) Graphics API Maybe some AI (A* path-finding?) Physics (projectile physics) Unit testing (automated testing) I'm looking for more esoteric topics; things that you don't expect to need to know, but if you do know them, they make a difference. This could include things like: Art skills (drawing, lighting, colouring, layout, etc.) Natural language processing The physics of sound (sound-waves, doppler effect, etc.) Personally, I feel that having technical art skills (eg. can make decent art-work if you can only come up with ideas; or, following Photoshop/GIMP tutorials) was the most beneficial for me. This is not intended to be an open-ended question; I'm looking for specific skills that helped you and you expect will continue to benefit you in the short- and long-term.

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  • Should you put personal beliefs in your program?

    - by TheLQ
    Recently I've found two examples of programmer's personal beliefs in programs that have removed or crippled useful functionality uTorrent using KB (rarely used) vs Kb (what most ISPs and other programs use as their metric) in their current connection speed. Various attempts by others and me to give options to at least give an option to show in Kb have ended with "ISPs should use KB" Kleopatra (gpg4Win key manager) not having PGP Key Pictures since they "give a false sense of security" and "increase the size of certificates". While the latter is true, the former is debatable. Both of these hurt the program and its usefulness to me. uTorrent's forums used to be filled with people saying they have 10 Mb download pipe but uTorrent only goes up to 2 MB (not knowing that Mb != MB), and with feature requests to show in Mb. Kleopatra has lost usefulness to me since I don't have the functionality to add pictures to PGP keys. These all are political statements; developers attempting to make change in, in their minds important, issues. But should this come at a cost to end user functionality? If a programmer heavily believes X but everyone else believes Y, should the programmer refuse to add support for Y because in their mind X is horrible? In short, should a programmer make political statements in their program?

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