Andrew Valler heads the digital marketing division at Peach. He has more than six years of experience guiding organisations such as Pfizer, Sony, CountryLink, Work Cover NSW, Klosters and Panthers Group and has a wealth of experience and insights that make the digital world reach and influence your audience.
Andrew’s presentation will lift the lid on how you can enhance your audience’s online experience. He will share the latest tips and techniques to harness the huge potential of digital marketing for your organisational goals.
HTML is a markup language used to design web pages. It allows users to easily give web pages a standard look without extensive programming knowledge. HTML uses tags to structure and present content, with paired tags like <html></html> that have an opening and closing component, and unpaired tags like <br> that are just openings. Some key advantages of HTML include that it is easy to understand, free to use, secure, and requires less coding which reduces potential bugs.
This blog covers all the steps you have to follow to configure Internet facing deployment (IFD) for a CRM 2016 On-premise deployment
Before we proceed here are a few details of the environment.
CRM Server 2016 Installed on Windows Server 2012R2
ADFS 2.1 on a separate box on Windows Server 2012R2
El documento describe los paradigmas y modelos en la psicología comunitaria. Señala que la psicología comunitaria surgió a fines del siglo XIX y ganó prominencia a fines de los años 1980. Explica que un paradigma incluye tanto una concepción del mundo como las relaciones entre el mundo y los seres humanos. Además, la psicología comunitaria se estructura en torno a cinco dimensiones: ontología, epistemología, metodología, ética y política. El documento también discute la importancia de la ética y
Hosk’s MB2-703 business rules exam questionsBen Hosking
This document contains 10 multiple choice questions about when business rules are triggered, their capabilities, and limitations. Business rules can show/hide fields, clear values, display errors, and set required attributes. They are triggered when a record is saved or a field changes. Limitations include tablets only supporting the first 75 form fields and not working on quick create forms.
This document provides an overview of plugins in Dynamics CRM 2015. Plugins allow custom code to be triggered by specific events on entities, and operate at various stages of the event pipeline before or after the core system operation. The document outlines the different plugin message types that are commonly used, such as Create, Update and Delete, and describes the pre-image and post-image snapshots that are available at each message stage. Finally, it provides guidance on how to develop a plugin by using a class library project template, adding references to the CRM SDK, implementing the IPlugin interface, and signing the assembly for deployment.
Introduction to Customization in dynamics crm 2016Firoz Muhammed
To learn more about Dynamics 365 and Power Apps visit www.dynamics365academy.com.
Subscribe YouTube Channel: https://www.youtube.com/channel/UCMBU1f6rshoFVB90yGwRE0w| training@magnifez.com | +91 9739 222 782
Andrew Valler heads the digital marketing division at Peach. He has more than six years of experience guiding organisations such as Pfizer, Sony, CountryLink, Work Cover NSW, Klosters and Panthers Group and has a wealth of experience and insights that make the digital world reach and influence your audience.
Andrew’s presentation will lift the lid on how you can enhance your audience’s online experience. He will share the latest tips and techniques to harness the huge potential of digital marketing for your organisational goals.
HTML is a markup language used to design web pages. It allows users to easily give web pages a standard look without extensive programming knowledge. HTML uses tags to structure and present content, with paired tags like <html></html> that have an opening and closing component, and unpaired tags like <br> that are just openings. Some key advantages of HTML include that it is easy to understand, free to use, secure, and requires less coding which reduces potential bugs.
This blog covers all the steps you have to follow to configure Internet facing deployment (IFD) for a CRM 2016 On-premise deployment
Before we proceed here are a few details of the environment.
CRM Server 2016 Installed on Windows Server 2012R2
ADFS 2.1 on a separate box on Windows Server 2012R2
El documento describe los paradigmas y modelos en la psicología comunitaria. Señala que la psicología comunitaria surgió a fines del siglo XIX y ganó prominencia a fines de los años 1980. Explica que un paradigma incluye tanto una concepción del mundo como las relaciones entre el mundo y los seres humanos. Además, la psicología comunitaria se estructura en torno a cinco dimensiones: ontología, epistemología, metodología, ética y política. El documento también discute la importancia de la ética y
Hosk’s MB2-703 business rules exam questionsBen Hosking
This document contains 10 multiple choice questions about when business rules are triggered, their capabilities, and limitations. Business rules can show/hide fields, clear values, display errors, and set required attributes. They are triggered when a record is saved or a field changes. Limitations include tablets only supporting the first 75 form fields and not working on quick create forms.
This document provides an overview of plugins in Dynamics CRM 2015. Plugins allow custom code to be triggered by specific events on entities, and operate at various stages of the event pipeline before or after the core system operation. The document outlines the different plugin message types that are commonly used, such as Create, Update and Delete, and describes the pre-image and post-image snapshots that are available at each message stage. Finally, it provides guidance on how to develop a plugin by using a class library project template, adding references to the CRM SDK, implementing the IPlugin interface, and signing the assembly for deployment.
Introduction to Customization in dynamics crm 2016Firoz Muhammed
To learn more about Dynamics 365 and Power Apps visit www.dynamics365academy.com.
Subscribe YouTube Channel: https://www.youtube.com/channel/UCMBU1f6rshoFVB90yGwRE0w| training@magnifez.com | +91 9739 222 782
Vision and Roadmap: CA Roadmap for the Continuous Delivery PortfolioCA Technologies
The document discusses CA's vision and roadmap for continuous delivery. It outlines CA's mission to help customers deliver software that delights their customers faster and with higher quality. It then discusses the need for continuous delivery, DevOps, and continuous testing to address challenges of speed, quality and scale in enterprise agile development. The rest of the document focuses on CA's portfolio of continuous delivery products that provide an integrated ecosystem for continuous delivery, including CA Release Automation, CA Test Data Manager, CA Service Virtualization and the new CA BlazeMeter performance testing platform.
Microsoft Dynamics CRM 2015 Spring Release - UR1C5 Insight
Microsoft has included a bevy of new features in the spring release of Microsoft Dynamics CRM 2015. This presentation, for non-technical audiences, walks through the top 10 new features in a countdown format. If you're on CRM 2015, CRM 2013, CRM 2011 or CRM 4.0, then take a moment to check out the new features.
Architecture overview of Microsoft Dynamics CRM 2011 platform. Presentation shows architecture from different points of view, including abstract system model, construction and production focuses.
Bill will be discussing and demonstrating how API Management can be the base for your Hybrid Integration design and how the feature of API Management will make your hybrid integration scenarios better.
Asteroids, comets, and meteoroids are small rocky or icy bodies that orbit the sun. Thousands of asteroids orbit in the asteroid belt between Mars and Jupiter. Asteroids are remnants of early planet formation. Comets are composed of ice and dust and have highly elliptical orbits, forming tails as they near the sun due to heating. When meteoroids enter Earth's atmosphere, they burn up and are seen as meteors or shooting stars. Those that survive are called meteorites and sometimes leave impact craters. Analysis of meteorites provides clues about early solar system formation and even the origin of life.
Patanjali is the fastest growing fast moving consumer goods company in India. Founded in 2006 by Acharya Balkrishna, Patanjali has experienced tremendous growth, with revenues exceeding Rs. 2500 crore in 2014-15. The company aims to achieve Rs. 5000 crore in revenue in the current year, representing a 150% growth rate. Patanjali manufactures herbal products across various categories like food, grocery, personal care, and soap.
Redlining involves precisely measuring and annotating every element of a design to provide detailed specifications to developers, allowing the design to be converted into a prototype pixel-perfectly and increasing development speed. It helps maintain consistency, pixel perfection, accuracy and understandability by specifying alignments and 100% precise pixel-level details.
Building scalable cloud-native applications (Sam Vanhoutte at Codit Azure Paa...Codit
This document discusses learnings from building scalable cloud-native solutions. It covers considerations for scalability like decoupling services, partitioning data and throttling external communications. Specific patterns for communication between services are examined like asynchronous messaging for durability and load leveling. Testing is emphasized to ensure solutions can scale out. Designing for changes in the cloud over time with new services and features is also advised.
The document discusses concepts related to compensation and reward management including pay models, internal equity, external equity, and employee equity. It covers forms of compensation including base pay, incentives, and cost of living adjustments. Key aspects of designing pay structures are also outlined such as determining pay level policies by leading, meeting, or following competition. Methods for evaluating jobs like ranking, classification, factor comparison, and point plans are explained. The importance of conducting pay surveys and using the data to construct policy lines and design pay ranges is also highlighted.
Performance appraisal is a formal, systematic process to evaluate an employee's job performance and potential. It involves setting performance standards, measuring actual performance against the standards, and providing feedback. The purposes are to improve employee performance, determine training needs, make decisions about promotions and compensation, and measure the effectiveness of organizational objectives. Performance appraisal methods can be individual evaluations, multi-rater evaluations, or other techniques like assessment centers. An effective performance appraisal process establishes clear standards, trains appraisers, documents performance, and provides constructive feedback.
The document discusses performance appraisal, including various methods of appraising employee performance such as work standards approach, critical incident appraisal, checklist, essay appraisal, graphic rating scale, behaviorally anchored rating scale, ranking methods, and forced-choice rating. It also covers goal setting or management by objectives, sources of performance information, common errors in performance appraisal like halo error and leniency error, and ways to overcome errors such as using multiple criteria and evaluators.
Job evaluation is the process of determining the relative worth of jobs within an organization. It involves analyzing factors like responsibilities, output, decision-making authority, and skills required for different jobs. The objectives of job evaluation include establishing a hierarchy of jobs, ensuring equal pay for jobs of equal worth, and minimizing wage discrimination. The key principles are rating the job scope not the employee, gaining employee cooperation, and reaching consensus. The process involves defining job descriptions, selecting a evaluation plan, grading jobs, installing the program, and maintaining it over time.
The document discusses various concepts related to production and operations management including work study. It defines key terms like value for money to customers, productivity, work study, job design, method study, work measurement, and motion study principles. The objectives and processes of work study, method study, and work measurement are described in detail with examples of different recording techniques, examination questions, and work measurement steps.
The document discusses various techniques for estimating testing efforts, including work breakdown structure, function point analysis, three point estimation, planning poker, and story points. It emphasizes dividing projects into smaller tasks, estimating the time and resources needed for each, and allowing for contingencies in timelines and budgets. Accurate estimation requires considering factors like team skills, complexity of the software, and lessons learned from past projects.
This document discusses job evaluation, which is a process used to determine the relative worth of jobs within an organization. It describes key factors considered like responsibilities and skills. Both analytical and non-analytical methods are outlined, including ranking, grading/classification, and factor comparison. Ranking simply lists jobs in order of value, while grading groups jobs into classes or levels. Factor comparison evaluates jobs based on criteria like skills and responsibility. The objectives are to gather data, compare jobs, set hierarchies and pay structures, and minimize discrimination.
This document discusses how to interpret data from Kanban retrospectives to identify opportunities for optimizing workflow. It provides examples of metrics like lead time, cycle time, and work in progress that can be analyzed to address issues like bottlenecks, piles of work in specific states, outliers in work completion times, frequent blockers, the impact of unplanned work, and ensuring team well-being and sustainability. The document advocates using a structured process of planning improvements, implementing changes, measuring their impact, and adjusting as needed.
This document outlines a proposed system for evaluating employee performance. It describes collecting data on various indicators like attendance, customer feedback, and task completion. It then discusses using a decision tree algorithm to generate rules for evaluating performance based on the data. A fuzzy logic system is also proposed to map input data to linguistic variables and output an evaluation. The goal is to develop a more objective, data-driven approach to performance reviews.
Performance appraisal, emp turnover and retentiondamleaj
The document discusses performance appraisal, including its meaning and process. It describes five key steps in the performance appraisal process: (1) establishing performance standards, (2) communicating the standards, (3) measuring actual performance, (4) comparing actual performance to standards, and (5) taking corrective action if needed. It also outlines various methods that can be used for performance appraisal, including individual evaluation methods like checklists and critical incidents, as well as multiple-person evaluation techniques like ranking and paired comparison.
This document discusses performance appraisal. It defines performance appraisal as evaluating individual job performance as a basis for personnel decisions. It notes that performance appraisal is important because it encourages employees to maintain desired behavior knowing their performance is monitored. The key processes in performance appraisal are establishing standards, setting goals, measuring performance, comparing to standards, discussing results with employees, and taking corrective action. The document also outlines various appraisal methods and sources, as well as common errors and how to overcome them.
Job evaluation is the process of determining the relative worth of jobs within an organization. It involves analyzing jobs based on factors like responsibilities, skills required, effort, and importance to the company. The objectives of job evaluation are to gather job data, compare duties across roles, determine job hierarchies, and ensure equal pay for jobs of equal value. Common methods include ranking, classification, and point-based systems which assign scores to job characteristics. Job evaluation aims to establish a fair and consistent wage structure.
This document discusses measurement, reliability, and validity in recruitment and selection. It defines measurement as assigning numbers to represent attributes, and reliability as consistency of scores over time. There are three methods to determine reliability: test-retest, equivalent forms, and split-halves. Validity is whether a test measures what it intends to. There are two types of validity: criterion relates to job performance, and content relates skills to job tasks. The document outlines steps to validate a test including analyzing jobs, choosing tests, administering tests, relating scores to criteria, and cross-validating. It also discusses equal employment opportunity, individual rights, and common types of tests used by employers.
Vision and Roadmap: CA Roadmap for the Continuous Delivery PortfolioCA Technologies
The document discusses CA's vision and roadmap for continuous delivery. It outlines CA's mission to help customers deliver software that delights their customers faster and with higher quality. It then discusses the need for continuous delivery, DevOps, and continuous testing to address challenges of speed, quality and scale in enterprise agile development. The rest of the document focuses on CA's portfolio of continuous delivery products that provide an integrated ecosystem for continuous delivery, including CA Release Automation, CA Test Data Manager, CA Service Virtualization and the new CA BlazeMeter performance testing platform.
Microsoft Dynamics CRM 2015 Spring Release - UR1C5 Insight
Microsoft has included a bevy of new features in the spring release of Microsoft Dynamics CRM 2015. This presentation, for non-technical audiences, walks through the top 10 new features in a countdown format. If you're on CRM 2015, CRM 2013, CRM 2011 or CRM 4.0, then take a moment to check out the new features.
Architecture overview of Microsoft Dynamics CRM 2011 platform. Presentation shows architecture from different points of view, including abstract system model, construction and production focuses.
Bill will be discussing and demonstrating how API Management can be the base for your Hybrid Integration design and how the feature of API Management will make your hybrid integration scenarios better.
Asteroids, comets, and meteoroids are small rocky or icy bodies that orbit the sun. Thousands of asteroids orbit in the asteroid belt between Mars and Jupiter. Asteroids are remnants of early planet formation. Comets are composed of ice and dust and have highly elliptical orbits, forming tails as they near the sun due to heating. When meteoroids enter Earth's atmosphere, they burn up and are seen as meteors or shooting stars. Those that survive are called meteorites and sometimes leave impact craters. Analysis of meteorites provides clues about early solar system formation and even the origin of life.
Patanjali is the fastest growing fast moving consumer goods company in India. Founded in 2006 by Acharya Balkrishna, Patanjali has experienced tremendous growth, with revenues exceeding Rs. 2500 crore in 2014-15. The company aims to achieve Rs. 5000 crore in revenue in the current year, representing a 150% growth rate. Patanjali manufactures herbal products across various categories like food, grocery, personal care, and soap.
Redlining involves precisely measuring and annotating every element of a design to provide detailed specifications to developers, allowing the design to be converted into a prototype pixel-perfectly and increasing development speed. It helps maintain consistency, pixel perfection, accuracy and understandability by specifying alignments and 100% precise pixel-level details.
Building scalable cloud-native applications (Sam Vanhoutte at Codit Azure Paa...Codit
This document discusses learnings from building scalable cloud-native solutions. It covers considerations for scalability like decoupling services, partitioning data and throttling external communications. Specific patterns for communication between services are examined like asynchronous messaging for durability and load leveling. Testing is emphasized to ensure solutions can scale out. Designing for changes in the cloud over time with new services and features is also advised.
The document discusses concepts related to compensation and reward management including pay models, internal equity, external equity, and employee equity. It covers forms of compensation including base pay, incentives, and cost of living adjustments. Key aspects of designing pay structures are also outlined such as determining pay level policies by leading, meeting, or following competition. Methods for evaluating jobs like ranking, classification, factor comparison, and point plans are explained. The importance of conducting pay surveys and using the data to construct policy lines and design pay ranges is also highlighted.
Performance appraisal is a formal, systematic process to evaluate an employee's job performance and potential. It involves setting performance standards, measuring actual performance against the standards, and providing feedback. The purposes are to improve employee performance, determine training needs, make decisions about promotions and compensation, and measure the effectiveness of organizational objectives. Performance appraisal methods can be individual evaluations, multi-rater evaluations, or other techniques like assessment centers. An effective performance appraisal process establishes clear standards, trains appraisers, documents performance, and provides constructive feedback.
The document discusses performance appraisal, including various methods of appraising employee performance such as work standards approach, critical incident appraisal, checklist, essay appraisal, graphic rating scale, behaviorally anchored rating scale, ranking methods, and forced-choice rating. It also covers goal setting or management by objectives, sources of performance information, common errors in performance appraisal like halo error and leniency error, and ways to overcome errors such as using multiple criteria and evaluators.
Job evaluation is the process of determining the relative worth of jobs within an organization. It involves analyzing factors like responsibilities, output, decision-making authority, and skills required for different jobs. The objectives of job evaluation include establishing a hierarchy of jobs, ensuring equal pay for jobs of equal worth, and minimizing wage discrimination. The key principles are rating the job scope not the employee, gaining employee cooperation, and reaching consensus. The process involves defining job descriptions, selecting a evaluation plan, grading jobs, installing the program, and maintaining it over time.
The document discusses various concepts related to production and operations management including work study. It defines key terms like value for money to customers, productivity, work study, job design, method study, work measurement, and motion study principles. The objectives and processes of work study, method study, and work measurement are described in detail with examples of different recording techniques, examination questions, and work measurement steps.
The document discusses various techniques for estimating testing efforts, including work breakdown structure, function point analysis, three point estimation, planning poker, and story points. It emphasizes dividing projects into smaller tasks, estimating the time and resources needed for each, and allowing for contingencies in timelines and budgets. Accurate estimation requires considering factors like team skills, complexity of the software, and lessons learned from past projects.
This document discusses job evaluation, which is a process used to determine the relative worth of jobs within an organization. It describes key factors considered like responsibilities and skills. Both analytical and non-analytical methods are outlined, including ranking, grading/classification, and factor comparison. Ranking simply lists jobs in order of value, while grading groups jobs into classes or levels. Factor comparison evaluates jobs based on criteria like skills and responsibility. The objectives are to gather data, compare jobs, set hierarchies and pay structures, and minimize discrimination.
This document discusses how to interpret data from Kanban retrospectives to identify opportunities for optimizing workflow. It provides examples of metrics like lead time, cycle time, and work in progress that can be analyzed to address issues like bottlenecks, piles of work in specific states, outliers in work completion times, frequent blockers, the impact of unplanned work, and ensuring team well-being and sustainability. The document advocates using a structured process of planning improvements, implementing changes, measuring their impact, and adjusting as needed.
This document outlines a proposed system for evaluating employee performance. It describes collecting data on various indicators like attendance, customer feedback, and task completion. It then discusses using a decision tree algorithm to generate rules for evaluating performance based on the data. A fuzzy logic system is also proposed to map input data to linguistic variables and output an evaluation. The goal is to develop a more objective, data-driven approach to performance reviews.
Performance appraisal, emp turnover and retentiondamleaj
The document discusses performance appraisal, including its meaning and process. It describes five key steps in the performance appraisal process: (1) establishing performance standards, (2) communicating the standards, (3) measuring actual performance, (4) comparing actual performance to standards, and (5) taking corrective action if needed. It also outlines various methods that can be used for performance appraisal, including individual evaluation methods like checklists and critical incidents, as well as multiple-person evaluation techniques like ranking and paired comparison.
This document discusses performance appraisal. It defines performance appraisal as evaluating individual job performance as a basis for personnel decisions. It notes that performance appraisal is important because it encourages employees to maintain desired behavior knowing their performance is monitored. The key processes in performance appraisal are establishing standards, setting goals, measuring performance, comparing to standards, discussing results with employees, and taking corrective action. The document also outlines various appraisal methods and sources, as well as common errors and how to overcome them.
Job evaluation is the process of determining the relative worth of jobs within an organization. It involves analyzing jobs based on factors like responsibilities, skills required, effort, and importance to the company. The objectives of job evaluation are to gather job data, compare duties across roles, determine job hierarchies, and ensure equal pay for jobs of equal value. Common methods include ranking, classification, and point-based systems which assign scores to job characteristics. Job evaluation aims to establish a fair and consistent wage structure.
This document discusses measurement, reliability, and validity in recruitment and selection. It defines measurement as assigning numbers to represent attributes, and reliability as consistency of scores over time. There are three methods to determine reliability: test-retest, equivalent forms, and split-halves. Validity is whether a test measures what it intends to. There are two types of validity: criterion relates to job performance, and content relates skills to job tasks. The document outlines steps to validate a test including analyzing jobs, choosing tests, administering tests, relating scores to criteria, and cross-validating. It also discusses equal employment opportunity, individual rights, and common types of tests used by employers.
This document discusses measurement, reliability, and validity in recruitment and selection. It defines measurement as assigning numbers to represent attributes, and reliability as consistency of scores over time. There are three methods to determine reliability: test-retest, equivalent forms, and split-halves. Validity is whether a test measures what it intends to. There are two types of validity: criterion relates to job performance, and content relates skills to job tasks. The document outlines steps to validate a test including analyzing jobs, choosing tests, administering tests, relating scores to criteria, and cross-validating. It also discusses equal employment opportunity, individual rights, and common types of tests used by employers.
The document discusses performance appraisals and their purposes. It explains that performance appraisals aim to maintain organizational productivity by linking individual performance to goals. They provide regular feedback and opportunities to discuss strengths and weaknesses. Common purposes of performance appraisals include determining individual compensation and rewards, documenting performance issues, and setting future goals. The document outlines different methods for conducting performance appraisals, such as using rating scales, essays, or management by objectives. It also discusses potential issues like errors in ratings and challenges with the appraisal process.
Performance appraisals involve systematically and periodically rating employees' current job performance and potential. They have multiple purposes including determining salary increases, personnel decisions, training needs, and motivating employees. Traditional appraisal methods focus on rating personality traits, while more modern methods evaluate behaviors and outcomes. Effective appraisals require clear standards, communication, objective measurement, and feedback to drive improvement.
Performance appraisal is a systematic process used to evaluate employee job performance and potential. It involves determining performance standards, measuring actual performance, comparing performance to standards, and providing feedback. The objectives of performance appraisal include evaluation for decisions around pay, promotion, and providing counseling to develop employee potential. It can also be used to guide training programs and provide feedback to employees. Performance is appraised using individual methods like rating scales, critical incidents, or MBO, as well as multiple rater methods like ranking or paired comparison.
Ambiguous Requirements – Translating the message from C-level to implementationGeorgina Tilby
Using a mathematical model used for cost projection, ambiguities result in increased margins of error.
Using the same reasoning, it can be shown that ambiguities directly result in divergence from the high-level vision.
By the time the implementation is reviewed by the C-Level executive, it is too late, and correcting the ‘defects’ will take time and money.
Delivering quality projects, on time and to specification, requires eliminating this divergence – hence, better and less ambiguous requirements are the order of the day.
This document discusses using lean startup principles and agile tools to drive organizational change. It introduces the lean change cycle of preparing, introducing, reviewing changes and collecting insights. Key aspects covered include collecting insights through various tools, generating options for change experiments, prioritizing those options. The document also discusses minimum viable change (MVC) experiments, preparing and introducing changes, and reviewing outcomes. Overall it provides a framework for planning and executing organizational change initiatives using agile and lean startup principles.
Similar to A study on the or decomposition of goal-oriented analysis using GSN (20)
SOCRadar's Aviation Industry Q1 Incident Report is out now!
The aviation industry has always been a prime target for cybercriminals due to its critical infrastructure and high stakes. In the first quarter of 2024, the sector faced an alarming surge in cybersecurity threats, revealing its vulnerabilities and the relentless sophistication of cyber attackers.
SOCRadar’s Aviation Industry, Quarterly Incident Report, provides an in-depth analysis of these threats, detected and examined through our extensive monitoring of hacker forums, Telegram channels, and dark web platforms.
Enterprise Resource Planning System includes various modules that reduce any business's workload. Additionally, it organizes the workflows, which drives towards enhancing productivity. Here are a detailed explanation of the ERP modules. Going through the points will help you understand how the software is changing the work dynamics.
To know more details here: https://blogs.nyggs.com/nyggs/enterprise-resource-planning-erp-system-modules/
AI Fusion Buddy Review: Brand New, Groundbreaking Gemini-Powered AI AppGoogle
AI Fusion Buddy Review: Brand New, Groundbreaking Gemini-Powered AI App
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https://sumonreview.com/ai-fusion-buddy-review
AI Fusion Buddy Review: Key Features
✅Create Stunning AI App Suite Fully Powered By Google's Latest AI technology, Gemini
✅Use Gemini to Build high-converting Converting Sales Video Scripts, ad copies, Trending Articles, blogs, etc.100% unique!
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✅Fully automated AI articles bulk generation!
✅Auto-post or schedule stunning AI content across all your accounts at once—WordPress, Facebook, LinkedIn, Blogger, and more.
✅With one keyword or URL, generate complete websites, landing pages, and more…
✅Automatically create & sell AI content, graphics, websites, landing pages, & all that gets you paid non-stop 24*7.
✅Pre-built High-Converting 100+ website Templates and 2000+ graphic templates logos, banners, and thumbnail images in Trending Niches.
✅Say goodbye to wasting time logging into multiple Chat GPT & AI Apps once & for all!
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See My Other Reviews Article:
(1) AI Genie Review: https://sumonreview.com/ai-genie-review
(2) SocioWave Review: https://sumonreview.com/sociowave-review
(3) AI Partner & Profit Review: https://sumonreview.com/ai-partner-profit-review
(4) AI Ebook Suite Review: https://sumonreview.com/ai-ebook-suite-review
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Microservice Teams - How the cloud changes the way we workSven Peters
A lot of technical challenges and complexity come with building a cloud-native and distributed architecture. The way we develop backend software has fundamentally changed in the last ten years. Managing a microservices architecture demands a lot of us to ensure observability and operational resiliency. But did you also change the way you run your development teams?
Sven will talk about Atlassian’s journey from a monolith to a multi-tenanted architecture and how it affected the way the engineering teams work. You will learn how we shifted to service ownership, moved to more autonomous teams (and its challenges), and established platform and enablement teams.
Graspan: A Big Data System for Big Code AnalysisAftab Hussain
We built a disk-based parallel graph system, Graspan, that uses a novel edge-pair centric computation model to compute dynamic transitive closures on very large program graphs.
We implement context-sensitive pointer/alias and dataflow analyses on Graspan. An evaluation of these analyses on large codebases such as Linux shows that their Graspan implementations scale to millions of lines of code and are much simpler than their original implementations.
These analyses were used to augment the existing checkers; these augmented checkers found 132 new NULL pointer bugs and 1308 unnecessary NULL tests in Linux 4.4.0-rc5, PostgreSQL 8.3.9, and Apache httpd 2.2.18.
- Accepted in ASPLOS ‘17, Xi’an, China.
- Featured in the tutorial, Systemized Program Analyses: A Big Data Perspective on Static Analysis Scalability, ASPLOS ‘17.
- Invited for presentation at SoCal PLS ‘16.
- Invited for poster presentation at PLDI SRC ‘16.
Introducing Crescat - Event Management Software for Venues, Festivals and Eve...Crescat
Crescat is industry-trusted event management software, built by event professionals for event professionals. Founded in 2017, we have three key products tailored for the live event industry.
Crescat Event for concert promoters and event agencies. Crescat Venue for music venues, conference centers, wedding venues, concert halls and more. And Crescat Festival for festivals, conferences and complex events.
With a wide range of popular features such as event scheduling, shift management, volunteer and crew coordination, artist booking and much more, Crescat is designed for customisation and ease-of-use.
Over 125,000 events have been planned in Crescat and with hundreds of customers of all shapes and sizes, from boutique event agencies through to international concert promoters, Crescat is rigged for success. What's more, we highly value feedback from our users and we are constantly improving our software with updates, new features and improvements.
If you plan events, run a venue or produce festivals and you're looking for ways to make your life easier, then we have a solution for you. Try our software for free or schedule a no-obligation demo with one of our product specialists today at crescat.io
OpenMetadata Community Meeting - 5th June 2024OpenMetadata
The OpenMetadata Community Meeting was held on June 5th, 2024. In this meeting, we discussed about the data quality capabilities that are integrated with the Incident Manager, providing a complete solution to handle your data observability needs. Watch the end-to-end demo of the data quality features.
* How to run your own data quality framework
* What is the performance impact of running data quality frameworks
* How to run the test cases in your own ETL pipelines
* How the Incident Manager is integrated
* Get notified with alerts when test cases fail
Watch the meeting recording here - https://www.youtube.com/watch?v=UbNOje0kf6E
Zoom is a comprehensive platform designed to connect individuals and teams efficiently. With its user-friendly interface and powerful features, Zoom has become a go-to solution for virtual communication and collaboration. It offers a range of tools, including virtual meetings, team chat, VoIP phone systems, online whiteboards, and AI companions, to streamline workflows and enhance productivity.
Utilocate offers a comprehensive solution for locate ticket management by automating and streamlining the entire process. By integrating with Geospatial Information Systems (GIS), it provides accurate mapping and visualization of utility locations, enhancing decision-making and reducing the risk of errors. The system's advanced data analytics tools help identify trends, predict potential issues, and optimize resource allocation, making the locate ticket management process smarter and more efficient. Additionally, automated ticket management ensures consistency and reduces human error, while real-time notifications keep all relevant personnel informed and ready to respond promptly.
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How to write a program in any programming language
A study on the or decomposition of goal-oriented analysis using GSN
1. A Study on the OR
decomposition of
goal-oriented analysis using GSN
2014/09/17
1
2. Agenda
• 1.Introduction
• 2.Related work
• Representation of requirement- KAOS
• Elicitation of requirements-The Owner Partitioned Goal Model
• Notation of the evaluation process- GSN
• The difference between our study
• 3. Proposal method
• 4. Conclusion
2
3. 1.Introduction
• Background:
• If any requirements are changed, the following process of the
requirement analysis have to be change.=>Changing cost is so much.
• So we do not want to change requirements.
• But it must be happened.
• Because we live in uncertain world.
• Business model change , Hardware change , Requirements have to be changed.
• Problem:
• Which requirements are changed?
• If We can know that , we can prepare to the changing requirements.
• Force:
• We can’t predict which requirements are changed
• Because we can’t predict the future.
3
4. 1.Introduction
• Approach to solve the problem:
• In order to solve this problem, we discuss how to acquire the requirements.
• Elicitation : From top goal , elicit the requirements by refinement repeatedly.
• Choice: If there are conflicts between requirements , choice the requirements by evaluation.
• Evaluation and refinement are based on reasonable rationales.
• If these rationales are not reliable, these rationales may be changed.
• If these rationales are changed, Evaluation and refinement may be changed.
• If evaluations and refinements may be changed , related requirements will be changed repeatedly.
• So if we know which requirements will be changed , we know the reliability of
requirements’ rationales.
• In this study, we discuss the evaluation process for choice.
4
5. 1.Introduction
• In this Study , We propose
• 1.A visualization method which will establish the reliability of the rationale for
the evaluation
• 2.A visualization method being the re-evaluation and updating of the
requirements after evaluation.
• Before we propose the methods, we explain
• the method of representation of requirements,
• the method of elicitation of requirements,
• the method of notation of the evaluation process
5
6. 2.Related work-Representation of requirement-
KAOS
AND decomposition
OR decomposition
6
All sub-goals are achieved
-> the goal is achieved
At least one sub-goals is achieved
-> the goal is achieved
*Choice => OR decomposition
7. 2.Related work- Elicitation of requirements-
The Owner Partitioned Goal Model
http://www.computer.org/csdl/
proceedings/apsec/2005/2465/
00/24650130.pdf
Process
1. Describe the
owner
2. Describe each
owners
requirements
7
8. 2.Related work- Notation of the evaluation process-
GSN(Goal Structuring Notation)
http://www.goalstru
cturingnotation.info/
documents/GSN_Sta
ndard.pdf
Notation for the process
of argument by
“goal”
"strategy" (viewpoint)
"context”
8
Use for
D-case
Assurance case
9. 2.The difference between our study
• KAOS
• Enables notation of requirements.=>Use it
• But it doesn’t enable to notate the reliability of the rationale for evaluation
• And it doesn’t mention to elicitation of requirements.
• The Owner Partitioned Goal Model
• Enables to elicit requirements.
• We extended this method. Not only owner, But also other stakeholders.
• GSN
• Enables to notate the evaluation process => Use It
• But GSN is for assurance , not for requirements analysis=> extends it.
• Extension 1 .We describe the goal not only supported goal by evidence but also not
supported goal by the rationale.
• Extension 2. We describe the rationale and the reliability of it to the GSN’s evaluation.
9
10. 3. Proposal method
• In order to establish the reliability of the rationale for the evaluation,
we operate the following process.
• Describe the means.
• Describe the stakeholder.
• Describe each stakeholder’s requirements.
• Describe the goal tree of whole system with GSN.
• Evaluate and describe “the reliability of the rationale for the evaluation”.
• In order to show the re-evaluation point and updating of the
requirements, we operate the following process.
• When modifying, paint the modified part in gray.
10
11. Ex: All the people can safely go over the road
• Describe the means => stakeholders=> stakeholder’s requirements
11
Conflict
safety Reasonable price
=> choice
Means
Stakeholders
Requirements
12. Describe the goal tree of whole system with
GSN
• we evaluate the means by stakeholder's requirements
12
13. Describe the goal tree of whole system with
GSN
• we evaluate the means by stakeholder's requirements
Requirements
13
Stakeholders
Means
14. Describe the goal tree of whole system with
GSN
• Evaluation
• 1. We filled the value
of the contribution
level in Table.
• 2. The evidence of the
reliability of the
rationale for the
evaluation.
14
15. 3. Proposal method
• In order to establish the reliability of the rationale for the evaluation,
we operate the following process.
• Describe the means.
• Describe the stakeholder.
• Describe each stakeholder’s requirements.
• Describe the goal tree of whole system with GSN.
• Evaluate and describe “the reliability of the rationale for the evaluation”.
• In order to show the re-evaluation point and updating of the
requirements, we operate the following process.
• When modifying, paint the modified part in gray.
15
Gray part=context => rationale change=>GSN have to be change
Gray part=strategy=>GSN changed => KAOS have to be change.
20. 4. Conclusion
• The goal of this study : to show which requirements will be changed.
• We assume that
• More; the requirements are changed
• Less; the reliability of the rationale is low.
• We propose how to show the reliability of the rationale and re-evaluation
point.
• In particular we discuss the evaluation process of OR decomposition.
• As a result,
• We described the evaluation process with GSN ,the reliability of the rationale and
re-evaluation point can be described.
• Future work
• To make the tool of this method.
• To describe of the reliability of the rationale for another factor.( i.e. requirements)
20