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  • Do most companies not know how to write software?

    - by SnOrfus
    If you're an active reader here, try to think about how many times you've heard (and even agreed) when someone here has told someone else to start looking for a new job. Personally, I've seen it a lot more than I expected: it's almost starting to sound cliche. I get that there are bound to be a number of companies that are bad at developing software or managing a software project, but it almost seems like it's getting worse and more frequent, maybe we're just hearing from them and not all of the places that have decent work atmospheres/conditions. So I ask: In your experience, and through your developer friends do you find that it is common that companies have bad development environments and if so: Why do you think it's common? What do you think could be done to fix it as a developer, as a manager, as an industry? Do you think it's improving?

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  • Are there any companies using BDD in a .NET environment?

    - by Nick
    I've seen BDD in action (in this case using SpecFlow and Selenium in a .NET environment) for a small test project. I was very impressed - mainly due to the fact that the language used to specify the acceptance tests meant they engaged with the product owner much more easily. I'm now keen to bring this into my current organisation. However I'm asked 'who else uses this?' and 'show me some case-studies'. Unfortunately I cannot find any 'big names' (or even 'small names' for that matter!) of companies who are actively using BDD. I have two questions really: Is BDD adopted by companies out there? Who are they? How can BDD be implemented in an agile .NET environment and are there any significant drawbacks to doing it?

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  • How do I approach large companies if I have a killer mobile game idea?

    - by Balázs Dávid
    I have an idea for a game that has potential, but I'm not a programmer. How do I tell this to development companies without having my idea stolen? All I want from the company is for somebody to watch a three minute long video presentation about my idea and if they see potential in it then we can talk about the details. I have already sent an e-mail to several big companies that have the expertise needed to code the game, they haven't answered me. Actually the idea is nothing fancy, no 3D, but fun and unique.

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  • How to approach big developer companies if I have a killer game idea? (for mobile devices)

    - by Balázs Dávid
    I have an idea for a game that has a potential, but I'm not a programmer. How to tell this to development companies without being my idea stolen? All I want from the company is first to watch a 3-minute long video presentation about my idea and if they see fantasy in it then we can talk about the details. I have already sent an e-mail to several big companies that have the expertise needed to code the game, they haven't answer me. Actually the idea is nothing fancy, no 3D, but fun and unique.

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  • Splitting Company into two separate companies with duplicate IT infrastructure. Need Reccomendation

    - by Shanghai360
    We are dividing our company into two companies. All employees will be shared across both the companies. We have separate Accounting systems, email and other applications for both companies. There are two physical offices located within the same city block. And identical infrastructure at both. Money is not a limiting factor. How would you design the network, remote access, and configure the workstations? Thanks!

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  • Ruby on rails not popular in big international IT companies?

    - by maro
    I would like to ask you for advice more experienced ROR developers. I am new in programming and like to idea of ROR and I am before the decision on which programing language to specialize Java vs ROR. In the future I wish to learn for bigger international IT companies (IBM, Accenture etc.) but as I am reading their job openings, most of them are hiring Java, C++, .NET... Is the ROR used only in startups or also in bigger companies as well? What should be the reasons of their preference of Java over ROR?

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  • The Business of Winning Innovation: An Exclusive Blog Series

    - by Kerrie Foy
    "The Business of Winning Innovation” is a series of articles authored by Oracle Agile PLM experts on what it takes to make innovation a successful and lucrative competitive advantage. Our customers have proven Agile PLM applications to be enormously flexible and comprehensive, so we’ve launched this article series to showcase some of the most fascinating, value-packed use cases. In this article by Keith Colonna, we kick-off the series by taking a look at the science side of innovation within the Consumer Products industry and how PLM can help companies innovate faster, cheaper, smarter. This article will review how innovation has become the lifeline for growth within consumer products companies and how certain companies are “winning” by creating a competitive advantage for themselves by taking a more enterprise-wide,systematic approach to “innovation”.   Managing the Science of Innovation within the Consumer Products Industry By: Keith Colonna, Value Chain Solution Manager, Oracle The consumer products (CP) industry is very mature and competitive. Most companies within this industry have saturated North America (NA) with their products thus maximizing their NA growth potential. Future growth is expected to come from either expansion outside of North America and/or by way of new ideas and products. Innovation plays an integral role in both of these strategies, whether you’re innovating business processes or the products themselves, and may cause several challenges for the typical CP company, Becoming more innovative is both an art and a science. Most CP companies are very good at the art of coming up with new innovative ideas, but many struggle with perfecting the science aspect that involves the best practice processes that help companies quickly turn ideas into sellable products and services. Symptoms and Causes of Business Pain Struggles associated with the science of innovation show up in a variety of ways, like: · Establishing and storing innovative product ideas and data · Funneling these ideas to the chosen few · Time to market cycle time and on-time launch rates · Success rates, or how often the best idea gets chosen · Imperfect decision making (i.e. the ability to kill projects that are not projected to be winners) · Achieving financial goals · Return on R&D investment · Communicating internally and externally as more outsource partners are added globally · Knowing your new product pipeline and project status These challenges (and others) can be consolidated into three root causes: A lack of visibility Poor data with limited access The inability to truly collaborate enterprise-wide throughout your extended value chain Choose the Right Remedy Product Lifecycle Management (PLM) solutions are uniquely designed to help companies solve these types challenges and their root causes. However, PLM solutions can vary widely in terms of configurability, functionality, time-to-value, etc. Business leaders should evaluate PLM solution in terms of their own business drivers and long-term vision to determine the right fit. Many of these solutions are point solutions that can help you cure only one or two business pains in the short term. Others have been designed to serve other industries with different needs. Then there are those solutions that demo well but are owned by companies that are either unable or unwilling to continuously improve their solution to stay abreast of the ever changing needs of the CP industry to grow through innovation. What the Right PLM Solution Should Do for You Based on more than twenty years working in the CP industry, I recommend investing in a single solution that can help you solve all of the issues associated with the science of innovation in a totally integrated fashion. By integration I mean the (1) integration of the all of the processes associated with the development, maintenance and delivery of your product data, and (2) the integration, or harmonization of this product data with other downstream sources, like ERP, product catalogues and the GS1 Global Data Synchronization Network (or GDSN, which is now a CP industry requirement for doing business with most retailers). The right PLM solution should help you: Increase Revenue. A best practice PLM solution should help a company grow its revenues by consolidating product development cycle-time and helping companies get new and improved products to market sooner. PLM should also eliminate many of the root causes for a product being returned, refused and/or reclaimed (which takes away from top-line growth) by creating an enterprise-wide, collaborative, workflow-driven environment. Reduce Costs. A strong PLM solution should help shave many unnecessary costs that companies typically take for granted. Rationalizing SKU’s, components (ingredients and packaging) and suppliers is a major opportunity at most companies that PLM should help address. A natural outcome of this rationalization is lower direct material spend and a reduction of inventory. Another cost cutting opportunity comes with PLM when it helps companies avoid certain costs associated with process inefficiencies that lead to scrap, rework, excess and obsolete inventory, poor end of life administration, higher cost of quality and regulatory and increased expediting. Mitigate Risk. Risks are the hardest to quantify but can be the most costly to a company. Food safety, recalls, line shutdowns, customer dissatisfaction and, worst of all, the potential tarnishing of your brands are a few of the debilitating risks that CP companies deal with on a daily basis. These risks are so uniquely severe that they require an enterprise PLM solution specifically designed for the CP industry that safeguards product information and processes while still allowing the art of innovation to flourish. Many CP companies have already created a winning advantage by leveraging a single, best practice PLM solution to establish an enterprise-wide, systematic approach to innovation. Oracle’s Answer for the Consumer Products Industry Oracle is dedicated to solving the growth and innovation challenges facing the CP industry. Oracle’s Agile Product Lifecycle Management for Process solution was originally developed with and for CP companies and is driven by a specialized development staff solely focused on maintaining and continuously improving the solution per the latest industry requirements. Agile PLM for Process helps CP companies handle all of the processes associated with managing the science of the innovation process, including: specification management, new product development/project and portfolio management, formulation optimization, supplier management, and quality and regulatory compliance to name a few. And as I mentioned earlier, integration is absolutely critical. Many Oracle CP customers, both with Oracle ERP systems and non-Oracle ERP systems, report benefits from Oracle’s Agile PLM for Process. In future articles we will explain in greater detail how both existing Oracle customers (like Gallo, Smuckers, Land-O-Lakes and Starbucks) and new Oracle customers (like ConAgra, Tyson, McDonalds and Heinz) have all realized the benefits of Agile PLM for Process and its integration to their ERP systems. More to Come Stay tuned for more articles in our blog series “The Business of Winning Innovation.” While we will also feature articles focused on other industries, look forward to more on how Agile PLM for Process addresses innovation challenges facing the CP industry. Additional topics include: Innovation Data Management (IDM), New Product Development (NPD), Product Quality Management (PQM), Menu Management,Private Label Management, and more! . Watch this video for more info about Agile PLM for Process

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  • Proven Approach to Financial Progress Using Modern Best Practice

    - by Oracle Accelerate for Midsize Companies
    Normal 0 false false false EN-US X-NONE X-NONE by Larry Simcox, Sr. Director, Oracle Midsize Programs Top performing organizations generate 25 percent higher profit margins and grow at twice the rate of their competitors. How do they do it? Recently, Dr. Stephen G. Timme, President of FinListics Solutions and Adjunct Professor at the Georgia Institute of Technology, joined me on a webcast to answer that question. I've know Dr. Timme since my days at G-log when we worked together to help customers determine the ROI of transportation management solutions. We were also joined by Steve Cox, Vice President of Oracle Midsize Programs, who recently published an Oracle E-book, "Modern Best Practice Explained". In this webcast, Cox provides his perspective on how best performing companies are moving from best practice to modern best practice.  Watch the webcast replay and you'll learn about the easy to follow, top down approach to: Identify processes that should be targeted for improvement Leverage a modern best practice maturity model to start a path to progress Link financial performance gaps to operational KPIs Improve cash flow by benchmarking key financial metrics Develop intelligent estimates of achievable cash flow benefits Click HERE to watch a replay of the webcast. You might also be interested in the following: Video: Modern Best Practices Defined  AppCast: Modern Best Practices for Growing Companies Looking for more news and information about Oracle Solutions for Midsize Companies? Read the latest Oracle for Midsize Companies Newsletter Sign-up to receive the latest communications from Oracle’s industry leaders and experts Larry Simcox Senior Director, Oracle Midsize Programs responsible for supporting and creating marketing content ,communications, sales and partner program support for Oracle's go to market activities for midsize companies. I have over 17 years experience helping customers identify the value and ROI from their IT investment. I live in Charlotte NC with my family and my dog Dingo. The views expressed here are my own, and not necessarily those of Oracle. /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin-top:0in; mso-para-margin-right:0in; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0in; line-height:115%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin;}

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  • Should companies require developers to credit code they didn't write?

    - by sunpech
    In academia, it's considered cheating if a student copies code/work from someone/somewhere else without giving credit, and tries to pass it off as his/her own. Should companies make it a requirement for developers to properly credit all non-trivial code and work that they did not produce themselves? Is it useful to do so, or is it simply overkill? I understand there are various free licenses out there, but if I find stuff I like and actually use, I really feel compelled to give credit via comment in code even if it's not required by the license (or lack thereof one).

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  • Should companies require developers to credit code they didn't write?

    - by sunpech
    In academia, it's considered cheating if a student copies code/work from someone/somewhere else without giving credit, and tries to pass it off as his/her own. Should companies make it a requirement for developers to properly credit all non-trivial code and work that they did not produce themselves? Is it useful to do so, or is it simply overkill? I understand there are various free licenses out there, but if I find stuff I like and actually use, I really feel compelled to give credit via comment in code even if it's not required by the license (or lack thereof one).

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  • How do I convince my boss to come here and see how "good" companies are doing?

    - by Vimvq1987
    My company is bad, I admit it. Inefficient project management, very low quality code, ... I won't get into it. It's partly based on our country's culture, but mostly because our boss is not looking at how good companies are actually going about producing good software/service. I want to bring my boss here, so he can see these things, to convince him to create a better development place for us. How can I do that? Thank you so much. Ps: If I fail to do this, you know, I'm thinking seriously of leaving

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  • Are there serious companies that don't use version-control and continuous integration? Why?

    - by daramarak
    A colleague of mine was under the impression that our software department was highly advanced, as we used both a build server with continuous integration, and version control software. This did not match my point of view, as I only know of one company I which made serious software and didn't have either. However, my experience is limited to only a handful of companies. Does anyone know of any real company (larger than 3 programmers), which is in the software business and doesn't use these tools? If such a company exists, are there any good reason for them not doing so?

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  • Reality Check Webinar: How Does Your End User Adoption Fare Against 300 other Companies?

    - by Di Seghposs
    Gain insight into Neochange's 2012 Adoption Insight Report and Compare your End User Adoption Rate and Strategy! Discover why user adoption is a key factor to your IT investment's success and how Oracle UPK Professional can help ensure it!  Join us as Chris Dowse, CEO of Neochange and Beth Renstrom, Manager of Oracle UPK Outbound Product Mangement, reveal the results of the user adoption survey in which user service models and productivity levels of 300 organizations are discussed in detail to identify trends that deliver higher business productivity. See how your organization's productivity and service model match up to those companies who are getting the most out of their IT investment. Thursday, April 5, 2012 -- 2:00 pm ET Click here, to register for the webcast.

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  • Are there serious companies that don't use version-control and continuous integration? Why?

    - by daramarak
    A colleague of mine was under the impression that our software department was highly advanced, as we used both a build server with continuous integration, and version control software. This did not match my point of view, as I only know of one company I which made serious software and didn't have either. However, my experience is limited to only a handful of companies. Does anyone know of any real company (larger than 3 programmers), which is in the software business and doesn't use these tools? If such a company exists, are there any good reason for them not doing so?

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  • Is OO-programming really as important as hiring companies place it?

    - by ale
    I am just finishing my masters degree (in computing) and applying for jobs.. I've noticed many companies specifically ask for an understanding of object orientation. Popular interview questions are about inheritance, polymorphism, accessors etc. Is OO really that crucial? I even had an interview for a programming job in C and half the interview was OO. In the real world, developing real applications, is object orientation nearly always used? Are key features like polymorphism used A LOT? I think my question comes from one of my weaknesses.. although I know about OO.. I don't seem to be able to incorporate it a great deal into my programs. I would be really interested to get peoples' thoughts on this!

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  • Why do recruiters contact you instead of the companies themselves? [closed]

    - by Chloe
    When posting my resume, I get hounded by recruiters who try to sell me on a job. Why don't the actual company HR employees contact me directly? My information is available for them to find. Wouldn't they save money by bypassing the recruiter fees? Out of the hundreds of recruiter phone calls, only 2 actual companies contacted me directly (and 2-3 other non-company individuals). Should the HR employees be let go if they are so irrelevant? (The careers exchange doesn't allow posting questions.)

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  • What IDE(s) or editor(s) do companies like Google, Apple, IBM, etc. use?

    - by Pius
    Even though I have quite some experience in using various tools, I still can't make up my mind whether I prefer using IDE or a simple editor for code editing. Most IDEs I have experienced are written in Java (like Eclipse) which makes them slow and bulky. What's good about them is that it provides lots of tools. On the other hand editors are usually VERY fast. They can also be extended to become more similar to IDEs but usually I don't do that. However, there is Sublime Text 2 which has some basic code completion built-in. My question would be whether most Enterprise companies like Google, Apple, IBM and etc (except Microsoft because they have AMAZING IDE which, I assume, is used by MS developers) force their workers to use IDEs and whether using plain editor with external tools is considered being not professional? P.S. Not talking about cases like Android development where working without IDE barely possible.

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  • Which countries have suitable laws for game development companies? [on hold]

    - by yoni0505
    Which countries are most suitable for game companies? By suitable I mean: Their laws let the business be more profitable. (for example: low taxes) Have less bureaucracy. (for example: creating a company, employment laws) Living there isn't expensive. (for example: rent and food prices) etc... In short - maximum revenue with minimum overhead. What other things do I have to consider when choosing the place to be in? Are there any articles about this subject? (I couldn't find any)

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  • Webcast - September 20th at 9am PT/12pm ET - Nucleus Research Report: The Evolving Business Case for Tier 1 ERP in Midsize Companies

    - by LanaProut
    Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin:0in; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:10.0pt; font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman";} Join us on September 20th at 9am PT/12pm ET for a webcast featuring Rebecca Wettemann, Vice President of Research at Nucleus Research, and Jim Lein, Senior Director at Oracle. Together, they’ll explore the recently published note, “The Evolving Business Case for Tier 1 ERP in Midsize Companies." Register today!

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  • 5 Things I Learned About the IT Labor Shortage

    - by Oracle Accelerate for Midsize Companies
    by Jim Lein | Sr. Principal Product Marketing Director | Oracle Midsize Programs | @JimLein Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin:0in; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:10.0pt; font-family:"Calibri","sans-serif"; mso-bidi-font-family:"Times New Roman";} 5 Things I Learned About the IT Labor Shortage A gentle autumn breeze is nudging the last golden leaves off the aspen trees. It’s time to wrap up the series that I started back in April, “The Growing IT Labor Shortage: Are You Feeling It?” Even in a time of relatively high unemployment, labor shortages exist depending on many factors, including location, industry, IT requirements, and company size. According to Manpower Groups 2013 Talent Shortage Survey, 35% of hiring managers globally are having difficulty filling jobs. Their top three challenges in filling jobs are: 1. lack of technical competencies (hard skills) 2. Lack of available applicants 3. Lack of experience The same report listed Technicians as the most difficult position to fill in the United States For most companies, Human Capital and Talent Management have never been more strategic and they are striving for ways streamline processes, reduce turnover, and lower costs (see this Oracle whitepaper, “ Simplify Workforce Management and Increase Global Agility”). Everyone I spoke to—partner, customer, and Oracle experts—agreed that it can be extremely challenging to hire and retain IT talent in today’s labor market. And they generally agreed on the causes: a. IT is so pervasive that there are myriad moving parts requiring support and expertise, b. thus, it’s hard for university graduates to step in and contribute immediately without experience and specialization, c. big IT companies generally aren’t the talent incubators that they were in the freewheeling 90’s due to bottom line pressures that require hiring talent that can hit the ground running, and d. it’s often too expensive for resource-strapped midsize companies to invest the time and money required to get graduates up to speed. Here are my top lessons learned from my conversations with the experts. 1. A Better Title Would Have Been, “The Challenges of Finding and Retaining IT Talent That Matches Your Requirements” There are more applicants than jobs but it’s getting tougher and tougher to find individuals that perfectly fit each and every role. Top performing companies are increasingly looking to hire the “almost ready”, striving to keep their existing talent more engaged, and leveraging their employee’s social and professional networks to quickly narrow down candidate searches (here’s another whitepaper, “A Strategic Approach to Talent Management”). 2. Size Matters—But So Does Location Midsize companies must strive to build cultures that compete favorably with what large enterprises can offer, especially when they aren’t within commuting distance of IT talent strongholds. They can’t always match the compensation and benefits offered by large enterprises so it's paramount to offer candidates high quality of life and opportunities to build their resumes in alignment with their long term career aspirations. 3. Get By With a Little Help From Your Friends It doesn’t always make sense to invest time and money in training an employee on a task they will not perform frequently. Or get in a bidding war for talent with skills that are rare and in high demand. Many midsize companies are finding that it makes good economic sense to contract with partners for remote support rather than trying to divvy up each and every role amongst their lean staff. Internal staff can be assigned to roles that will have the highest positive impact on achieving organizational goals. 4. It’s Actually Both “What You Know” AND “Who You Know” If I was hiring someone today I would absolutely leverage the social and professional networks of my co-workers. Period. Most research shows that hiring in this manner is less expensive and time consuming AND produces better results. There is also some evidence that suggests new hires from employees’ networks have higher job performance and retention rates. 5. I Have New Respect for Recruiters and Hiring Managers My hats off to them—it’s not easy hiring and retaining top talent with today’s challenges. Check out the infographic, “A New Day: Taking HR from Chaos to Control”, on Oracle’s Human Capital Management solutions home page. You can also explore all of Oracle’s HCM solutions from that page based on your role. You can read all the posts in this series by clicking on the links in the right sidebar. Stay tuned…we’ll continue to post thought leadership on HCM and Talent Management topics.

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  • Have Your Cake and Eat it Too: Industry Best Practices + Flexibility

    - by Oracle Accelerate for Midsize Companies
    By Richard Garraputa, VP of Sales & Marketing, brij Richard joined brij in 1996 after graduating from the University of North Carolina at Greensboro with degrees in Information Systems and Accounting. He directs brij’s overall strategies of both the business development and marketing departments. Companies looking for new ERP systems spend so much time comparing features and functions of software products but too often short change the value of their own processes.  Company managers I meet often claim that they are implementing a new ERP system so they can perform better and faster.  When asked how, the answer is often “by implementing best practices”.  But the term ‘best practices’ is frequently used to mean ‘doing things the way everyone else does them’ rather than a starting point or benchmark to build upon by adding your own value. Of course, implementing standardized processes across an enterprise is an important step in improving operational efficiencies.  But not all companies are alike.  Do you ever tell your customers “We are just like our competition and have no competitive differentiation”?  Probably not.  So why should the implementation of your business processes be just like your competitor’s?  Even within the same industry, companies differentiate themselves by leveraging their unique expertise and approach to business.  These unique aspects—the competitive differentiators that companies use to thrive in a crowded marketplace—can and should be supported by the implementation of business systems like ERP. Modern ERP systems like Oracle’s JD Edwards EnterpriseOne have a broad and deep functional footprint designed to integrate a company’s core operations.  But how can a company take advantage of this footprint without blowing up their implementation budget?  Some ERP vendors claim to solve this challenge by stating that their systems come pre-configured with ‘best practices’.  Too often what they are really saying is that you will have to abandon your key operational differentiators to fit a vendor’s template for your business—or extend your implementation and postpone the realization of any benefits. Thankfully for midsize companies, there is an alternative to the undesirable options of extended implementation projects or abandoning their competitive differentiators.  Oracle Accelerate Solutions speed the time it takes to implement JD Edwards EnterpriseOne solution based on your unique business characteristics, getting your new ERP system up and running faster without forcing your business to fit a cookie-cutter solution. We’ve been a JD Edwards implementation partner since 1986 and we now leverage Oracle Business Accelerators—cloud based rapid implementation tools built and maintained by Oracle. Oracle Business Accelerators deliver the benefits of embedded industry best practices without forcing every customer in to one set of processes like many template or “clone and go” approaches do. You retain the ability to reconfigure your applications—without customization—as your business changes. Wielded by Oracle partners with industry-specific domain expertise, Oracle Accelerate Solution implementations powered by Oracle Business Accelerators help automate the application configuration to fit your business better, faster. For example, on a recent project at a manufacturing company, the project manager told me that Oracle Business Accelerators helped get them to Conference Room Pilot 20% faster than with a traditional approach. Time savings equal cost savings. And if ‘better and faster’ is your goal for your business performance, shouldn’t it be the goal for your ERP implementation as well? Established in 1986, brij has been dedicated solely to helping its customers implement Oracle’s JD Edwards solutions and to maximize the value of those customers’ IT investments. They are a Gold level member in Oracle PartnerNetwork and an Oracle Accelerate Solution provider.

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  • Non RBAC User Roles and Permissions System: a role with properties

    - by micha12
    We are currently designing a User Roles and Permissions System in our web application (ASP.NET), and it seems that we have several cases that do no fit within the classical Role-Based Access Control (RBAC). I will post several questions, each devoted to a particular case. This is my second question (the first question is here: http://stackoverflow.com/questions/2839797/non-rbac-user-roles-and-permissions-system-checking-the-users-city). We have the following case: we need to implement a Manager role in our web application. However, a Manager can belong to one or several companies (within a big group of companies for which we are creating this web app). Say, there can be “Manager of companies A and B”, “Manager of company C”, etc. Depending on the companies that the Manager belongs, he has access to certain operations: for example, he can communicate with clients only of those companies that he belongs to. That is, “Manager of companies A and B” can only have contacts with clients of companies A and B, and not with those of company C. He can also view clients’ details pages of companies A and B and not of C, etc. It seems that this case falls within the RBAC. However, this is not really the case. We will need to create a ManagerRole class that will have a Companies property – that is, this will not be just a role as a collection of permissions (like in the classical RBAC), but a role with properties! This was just one example of a role having properties. There will be others: for example, an Administrator role that will also belong to a number of companies and will also have other custom properties. This means that we will a hierarchy or roles classes: class Role – base class class ManagerRole : Role List Companies class AdministratorRole : Role List Companies Other properties We investigated pure RBAC and its implementation in several systems, and found no systems featuring a hierarchy or roles, each having custom properties. In RBAC, roles are just collections of permissions. We could model our cases using permission with properties, like ManagerPermission, AdministratorPermission, but this has a lot of drawbacks, the main being that we will not be able to assign a role like “Manager of Companies A and B” to a user directly, but will have to create a role containing a ManagerPermission for companies A and B… Moreover, a "Manager" seems to be rather a "role" (position in the company) rather than a "permission" from the linguistic point of view. Would be grateful for any ideas on this subject, as well as any experience in this field! Thank you.

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  • Can Kind People Finish First?

    - by Oracle Accelerate for Midsize Companies
    by Jim Lein, Oracle Midsize Programs In an earlier post, I expressed my undying love for KIND Snacks' products. This month's Oracle Profit magazine features an interview with KIND Healthy Snacks Founder and CEO Daniel Lubetzky entitled "Better Business". Lubetzky expresses his vision for making KIND a "not for profit only" company.  All great companies start with a good idea. In this case, that one great idea was to offer a healthy snack with ingredients you can "see and pronounce". That's one of things I really like about this company--that coupled with the fact that their snacks taste great. They compete in an over crowded playing field but I've found that it's rare to find an energy snack that both tastes good and is good for you.  A couple of interesting facts I learned from reading this article: Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin-top:0in; mso-para-margin-right:0in; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0in; line-height:115%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin;} 9 out of 10 consumers who try a KIND bar will purchase a KIND product again and recommend it to others KIND has the highest Net Promoter Score among the top 10 brands in the nutritional bar category (I confess I've never heard about this rating before but now that I have it's pretty cool) KIND's coporate mantra, "Do the Kind Thing" both encourages people to do random acts of kindness and provides easy mechanisms for doing so. Not coincidentally, I think, KIND is indeed a story about how nice guys can finish first. KIND has doubled in size every year for the last ten  years and now employees over 300 people, with sales exceeding $120M annually. Growth Applies Pressures One thing I know for certain from interacting our with fast growing customers over the last fifteen years is that growth applies myriad pressures across the organization--resources, processes, technology systems, and leadership agility. And it's easy to forget that Oracle was once an entrepreneurial startup and experienced all those same pressures that other growing companies are experiencing today. When asked by Profit Editor in Chief Aaron Lazenby, " What sort of pressure does KIND"s growth and success place on operations?", Lubetzky responded, "We have a demand planning process right now that is manual to a significant extent, and it just takes so much management time. It takes us days and sometimes weeks to produce information that is critical to our business—and by the time we get the results, we need revised data. Our sales leadership could go out selling, but instead they’re talking to our team about forecasts." Hitching Your Wagon to Oracle Lubetzky and his team selected Oracle for what I believe is our company's greatest strength: hitch your wagon to Oracle and you can trust that we will be there for the long run with the solutions you need and financial staying power. In Lubetzky's words, "The KIND philosophy requires you to have a long-term view of things; taking shortcuts may be the fastest way to get things done, but in the long term that can come back and bite you. Oracle is the type of company—and has the kind of platform—that is here for the long term. It’s not going to go away tomorrow. And Oracle is going to invest all the necessary resources into staying ahead of the game and improving." o next time you're in the supermarket or an REI (my favorite store in the world) or any of the other 80,000 locations that carry KIND, give one a try. Maybe some day you'll want to become a KIND Brand Ambassador.   Looking for more news and information about Oracle Solutions for Midsize Companies? Read the latest Oracle for Midsize Companies Newsletter Sign-up to receive the latest communications from Oracle’s industry leaders and experts Jim Lein I evangelize Oracle's enterprise solutions for growing midsize companies. I recently celebrated 15 years with Oracle, having joined JD Edwards in 1999. I'm based in Evergreen, Colorado and love relating stories about creativity and innovation whether they be about software, live music, or the mountains. The views expressed here are my own, and not necessarily those of Oracle.

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  • How do I setup routing for two companies with different Internet connections on the same LAN?

    - by Clint Miller
    Here's the setup: Two companies (A & B) share office space and a LAN. A 2nd ISP is brought in and company A wants its own Internet connection (ISP A) and company B wants its own Internet connection (ISP B). VLANs are deployed internally to separate the two companies' networks (company A: VLAN 1, company B: VLAN 2, shared VOIP: VLAN 3). With separate VLANs it's simple enough to use separate DHCP servers (or separate scopes on the same server) to assign the default gateway to each company's gateway for their Internet connection. Static routes can be created on each gateway to point traffic destined for the other company's VLAN or the voice VLAN so that all nodes are reachable as expected. However, I think this is a form of asymmetrical routing, right? (The path from node A1 to node B1 is not the same as the path back from node B1 to node A1). Can I set up policy-based routing to correct this? In that case, can I assign the same default gateway to every device on all VLANs and create a routing policy on a L3 switch to look at the source address and forward traffic to the appropriate next hop? In that case, I want the routing logic to go like this: If the destination address is known, forward the traffic (traffic destined for a different VLAN). If the destination address is unknown, forward the traffic to ISP A's gateway if the source address is on VLAN A; or forward the traffic to ISP B's gateway if the source address is VLAN B. Am I thinking about this problem in the correct way? Is there another way to solve this problem that I am overlooking?

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