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Microsoft these days launched two new courses in its online education software for developers: an entry-level utility development type and an AI route for more advanced builders who are looking to expand their abilities of laptop discovering.
It’s no secret that there aren’t adequate data scientists and computing device learning builders purchasable to satisfy the latest demand. It’s no shock, then, that a couple of giant companies have started to teach the basics of those disciplines to their present employees; beginning today, anybody can take the AI lessons that Microsoft first developed for its own employees.
The Microsoft professional program for synthetic Intelligence is accessible for free of charge on edX.org, although that you may also choose to pay for a certificates. each route runs three months and begins at the beginning of the quarter. Unsurprisingly, there’s somewhat of a focus on Azure and Microsoft’s Cognitive capabilities right here (and you want an Azure account), but in any other case the direction is agnostic to the operating system you run.
The ordinary application carries 10 lessons that latitude from introductions to AI and Python for information science to a category on ethics for AI developers and a lot of hands-on work with practising fashions. many of the 10 required courses should still take about eight to sixteen hours to finished.
These two new classes join a becoming variety of equivalent courses in Microsoft’s so-referred to as “professional program” (why they don’t simply name it the Microsoft Academy is beyond me, but I’m not a marketer…). These latest classes range from entrance-end development courses to a program for cloud admins and a route for IT help experts.
within the closing 5 years, the .internet ecosystem has shifted from a single operating system stack to a full-stack cross-platform framework to be embraced via the open source neighborhood. The classes learned from the remaining 18 years were used to create the next journey of this time-honored development framework. One want was to shed the legacy know-how that had been accumulating within the .internet Framework given that the beginning. one other was to permit the .net Framework to run on the three fundamental operating systems that exist on the planet of computers and the Cloud. The final push become the include of open supply after Satya Nadella was promoted to CEO of Microsoft in 2014 together with the construction of the Roslyn C# compiler and the acquisition of Xamarin.
This eMag is a collection of visions from 7 authors to convey ideas to the brand new developers which are curious in regards to the C# language and .web Core as smartly because the whole present .web group which are starting to migrate there new tasks and techniques to this exciting new platform. They birth with the fundamentals of .web Core concerning the simplicity and efficiency that developers can include after which stream to the techniques they can architect and increase their new purposes. each writer in this eMag brings a special approach in accordance with their previous work and shares a world of skills that they all can use in their day by day work. i'm very pleased with the work all of us have completed bringing this to you and the complete developer community.
i am hoping you appreciate this eMag and find it provide you with some ideas if you happen to are using .internet Core for your net, mobile or Cloud purposes. satisfied reading!
Microsoft has demonstrated studies that it is acquiring application construction platform GitHub. The enterprise is paying $7.5B in inventory …
today, they introduced an settlement to acquire GitHub, the world’s leading application building platform […]
more than 28 million builders already collaborate on GitHub, and it is domestic to more than eighty five million code repositories used by individuals in basically every country. From the greatest organizations to the smallest startups, GitHub is the vacation spot for builders to be taught, share and work collectively to create software. It’s a destination for Microsoft too. we're probably the most active firm on GitHub, with greater than 2 million “commits,” or updates, made to projects.
The enterprise says that it is nowadays ‘all-in on open supply’ and promises to hold open entry.
GitHub will stay an open platform, which any developer can plug into and lengthen. developers will continue to be capable of use the programming languages, tools and working techniques of their option for his or her projects – and may nevertheless be in a position to deploy their code on any cloud and any machine […]
we're dedicated to being stewards of the GitHub community, to be able to keep its developer-first ethos, operate independently and stay an open platform. they can always take heed to developer feedback and put money into both fundamentals and new capabilities.
now not all and sundry is satisfied, although. TNW stories many builders jumped ship forward of the authentic confirmation.
a short search on Twitter finds numerous individuals proclaiming that Github is useless, and promising to flow to rival functions — like GitLab and Atlassian’s BitBucket.
With GitLab confirming.
GitHub was the place the iOS iBoot supply code become currently leaked, Apple downplaying the significance but apparently confirming the authenticity.
Microsoft says that it expects to complete the acquisition by way of the end of the year.
check out 9to5Mac on YouTube for extra Apple news:
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As a football fan, I’ll be the first to admit that Sunday’s Super Bowl between the New England Patriots and Los Angeles Rams offered little in the way of entertainment. As someone who has spent the better part of 20 years directly involved in the development and delivery of software, however, the game was nothing short of fascinating. While the fan in me was let down by the endless parade of punts, the technologist in me couldn’t help but fixate on the striking parallels between how the Patriots went about winning their record-tying sixth Super Bowl, and how smart organizations can build a similar level of excellence into their own software development process.
With that in mind, here are four software development lessons from Super Bowl LIII.
When you maintain excellence for as long as the Patriots have – their current run of success started almost two decades ago – there’s more at work than just talented players and smart football schemes. After all, with the (rather important) exceptions of coach Bill Belichick and quarterback Tom Brady, the teams’ players and coaches are constantly changing, and so too are the strategies it employs on the field. What hasn’t changed is the winning culture. The Patriots’ success starts at the very top, with an ownership group that is committed to investing the necessary resources and empowering their employees to succeed. In doing so, they’ve created an organization-wide culture of winning.
Likewise, in the world of software development, culture counts. Yes, you need talented developers and quality engineers, and you need to empower them with the right tools and technologies, but success starts at the top, with executive leaders who drive a company-wide commitment to quality and efficiency that everyone in the organization, regardless of their role, is expected to maintain. This also means a true commitment to the culture that trying things is more important than getting it right the first time. Achieving quality requires an organization that believes in truly trying, and quality requires fast feedback and adjustments. You can’t know the first time out if your strategy or tactic is going to work- it is an iterative process. With the proper mindset and quest for quality and improvement, tools, culture, and people come together to excel. As in football, the right culture precedes the right tools and strategy.
In the first round of the playoffs, the Patriots scored on their opening drive and never trailed on their way to a blowout win over the Chargers. They likewise jumped out to a quick 14-0 lead the following week against the Chiefs, and though it didn’t translate into a big lead on the scoreboard, they dominated the Rams from the opening whistle on Sunday, especially on defense. Starting fast and never looking back has been a hallmark of the Patriots’ success during their current run of excellence, and this year was no different.
Starting strong is an equally important part of great software development. As customers continue to demand fast delivery of flawless digital experiences, shifting left – or employing development best practices as early in the delivery pipeline as possible – has become paramount. This is especially true when it comes to testing. Waiting around to test your code at the end of the development process is a recipe for disaster in today’s digital era. The earlier in the pipeline you can run your tests and get feedback to your developers, the more efficient and productive they can be, and the better off you’ll be down the line. The Patriots never sit around and wait, and neither should developers and quality engineers.
For all the talk in the football world of explosive passing games and high-scoring offenses, the Patriots won Super Bowl LIII with good old-fashioned fundamentals. The ran the ball effectively. The played strong defense. Sure, they bored us to death in the process, but they achieved their goal, and did so convincingly.
Fundamentals should be an equally important part of the modern software development playbook. Amid the often-justified hype surrounding powerful new technologies such as advanced analytics, AI and machine learning, it can be easy to lose sight of the best practices that are fundamental to effective software development, such as a relentless focus on the customer, strong communication between developers and quality engineers, and automated testing deployed throughout the development process. The Patriots, quite literally, blocked and tackled their way to the championship. Development teams can and should do the same.
If you watched Brady closely this postseason, you probably noticed how rarely he gets hit. And by rarely, I mean he never gets hit. In three games, the Rams, Chiefs and Chargers sacked Brady a grand total of one time. (By comparison, the Patriots’ defense recorded 10 sacks in its three postseason games, including four in the Super Bowl.) Brady is the Patriots’ most important asset, and they protect him at all costs.
As a development team, you don’t have to block 300-pound pass rushers, but you are responsible for protecting your company’s most important asset – its digital brand. Your digital brand is defined by the experience you deliver to customers when they visit your website or download your mobile app. And you need protect it at all costs. That means using reliable open-source frameworks for both testing and development, leveraging secure cloud infrastructures, and above and beyond all else, implementing continuous testing throughout your delivery pipeline to ensure that bugs never make it all the way to production. Unlike in football, there’s no next year for your brand. Protecting it at all costs is essential.
Nairobi — Rehema Wachira career path can be described anything but conventional.
She studied Political and Social Thought for her undergrad but now works with some of the world's best companies as a software developer, working from any location she chooses.
After her first job at a non-profit, Rehema got a job in marketing working for a mobile telco but she later developed an interest in product development.
"I knew I needed a bit of technical skill to get into a more product development role," said Rehema, which meant learning a bit of coding to get a foot in.
She started digging around for websites such as Codecademy and Udemy that teach coding for beginners.
It was love at first code.
"I realized I really enjoyed the coding aspect, to my surprise," said Rehema.
Her first programming language was Python, but she is now more at home with Ruby and Ruby on Rails - which allows her to develop server-side web applications.
Rehema is quick to point out that beginners can start with any of the many programming languages.
What matters, she said, is that "you understand software development fundamentals and computer science fundamentals which can also be learned online."
In her desire to perfect her coding skills, Rehema sort of stumbled on Andela - a startup that trains and hires developers in Africa out of its tech campuses in Nairobi, Lagos, Kampala and Kigali.
Eat. Sleep (maybe). Code
It is no mean feat getting a fellowship at Andela. The rigorous recruitment process can take up to two months involving written and face to face interviews and assignments.
Out of the 100,000 applicants over the last four and a half years that Andela has been in existent, only 1,000 developers have gotten the four-year fellowship.
But this number is significant looked at in the context of solving Africa's twin problem of youth unemployment and a shortage of skilled software developers.
Backed by venture capital firms such as Chan Zuckerberg Initiative, GV, Spark Capital, and CRE Venture Capital, Andela is aggressive in pursuing its vision of, "powering global engineering teams while catalyzing the growth of tech ecosystems across the African continent."
The company has so far raised $180m in funding with the latest round of Series D funding of $100m (Sh10b) announced in January 2019.
Joshua Mwaniki, Andela Kenya Country Director, said the Sh10 billion capital injection will allow one of the fastest growing startups in Africa to meet its goals faster.
The Nairobi hub, for instance, has more than doubled its staff from 200 staff in 2017 to over 600 now based at the new campus off Thika Road.
"When you realize you can have more impact, growing faster is one of the things you have to do and growing faster needs more investment... it's really fuel for their growth plans," said Joshua.
The direct impact of the Andela program has seen developers grow their earning capacity by up to 10 times with the more experienced developers earning over Sh300,000 per month.
"A lot of these developers are realizing that their skill sets are not just deployable locally. There is demand for these skills globally," said Joshua.
Yet, like Rehema, 20 per cent of the developers at Andela don't have a background in computer science or engineering.
"Interviews are now about 'here is a problem, code, build something and solve it'. This is how they hire at Andela over a two-week boot camp and that's what companies are interested in," adds Joshua.
And with the evolution of the distributed workforce which allows people to work on a project as part of a global team, Andela's developers are continuing to add to their skills without the need to leave the country.
But while the tech sector is trailblazing in nearly all spheres of the 21st-century workplace, the one Achilles heel that the industry has struggled to rewire is the gender imbalance.
Most studies estimate women make up 30 per cent of computing jobs, at best. That number drops to 10 per cent for programmers.
At Andela, about 200 of the 1000 developers are women, which is double the global stats but still far off from achieving gender parity.
Which is why mentorship is a key cog in Andela's development wheel with in-house programs like Tech in Pink.
"When they talk to kids in schools and they see a woman like me and they tell them they really enjoy software development, I think that makes a difference," said Rehema.
But in addition to mentorship, Rehema is of the opinion that companies need to be deliberate in hiring more women as developers and computer scientists to bridge the gender gap.
Rehema's passion to see more girls join the software development space has seen her join Women Who Code, an organization that champions women's careers in tech for developers and technical founders.
While it may seem Rehema's career path is nonlinear and unconventional, her steps were measured and considered, taking her time to research and talk to developers who were already in the industry.
She considers her past experience in different fields as an additional asset.
Imagine you run a software development company--or, by extension, a company that uses software to power its products and services. That means you need software developers on your staff.
And that means you have a problem. Job growth is expected to hit 24 percent over the next seven years. Combine that growth with the rapidly rising cost of tech education and it's no surprise that some studies show as soon as next year there could be as many as 1 million open software development positions.
So what do you do if you need to recruit skilled developers? If you're Heather Terenzio, the founder and CEO of Techtonic, you set up the Techtonic Academy, the first formal software development apprenticeship program to be approved by the Department of Labor.
If using the word "apprenticeship" to refer to coding training sound unusual, that's because it is. Coding boot camps tend to be extremely expensive, and mean taking weeks or months off from work.
Techtonic apprentices earn a salary from Day 1, receiving classroom training and on-the-job experience as a member of a team that works on actual client software projects. And within about six months, graduates of the program get hired by Techtonic--or by one of Techtonic's clients. (Oftentimes, the relationship apprentices develop with the client leads to the client hiring the apprentice, another thing that sounds unusual...but Techtonic is more than OK with it.)
Since 2014, over 100 people--many without any formal coding education--have launched careers using Techtonic's apprenticeship program as the springboard.
So how did Heather decide to create an apprenticeship program to help fill the talent gap? Let's find out.
Boot camps are fairly common in the industry. Apprenticeship programs are not. Where did the idea come from?
I'm a civil engineer by training. I learned how to code on the job. So I've always thought that if I can learn to code on the job, anyone can. [Laughs.] People my age who graduated from college with one degree but learned on the job...that was where you found software developers.
Now, of course, you have to have a computer science degree.
So one day I was giving a talk at a vocational school and afterwards a young man working catering said, "Your company sounds so cool. I've been teaching myself to code. If you hire me, you'll never regret it." And I hired him.
We brought him on board and he was just a sponge: He absorbed everything, was great to have around, loved building things. And they thought, "I wonder if he has any friends like him?" [Laughs.]
Deciding to hire people based on attitude rather than skill is a lot different from creating a formal program--and getting it approved by the government.
The approval process was difficult, but that's because they were the first to try. Prior to us, programs approved by the Department of Labor tended to focus on jobs like electricians, plumbers, etc.
So, while it took about 18 months in total, the process is a lot easier today. It's a much more accepted form of apprenticeship.
Walk me through how the program works.
For starters, unlike a typical boot camp, they actually pay their apprentices from the very first day. That removes a huge barrier of entry to the field.
That means they can can take people who were working as baristas--which we've done--put them in their program, pay them a livable wage, and start training them right away.
That also means they get around 500 applications for every 20-person class. And that makes their program highly selective.
We're looking for are people who have a passion for software development. Maybe they've built a few apps themselves. Or taken some online classes. They may not have the skills--yet--but they definitely have the desire and the attitude.
After the initial screening process, we conduct in-person interviews with approximately 30 of the original 500. We're looking to see if your heart is in the right place, if you're really into it...because we've found that if you have the desire, you can do it.
Even if you have no experience.
Wanting to learn is often more important than having shown a previous ability to learn.
From there, they have a 12-week class (again, paid from Day 1), teaching the fundamentals of software development and engineering. That's another way their program differs from a boot camp.
Boot camps usually teach a specific skill, like Ruby or Java. We teach the fundamentals of software engineering. Once you learn the fundamentals, from there you can learn any language.
Then they put them on the floor with a team, working on a client project lead by a senior-level developer. And after 1,000 client billable hours, they bring them on as a full-time employee. Or they may get hired by a client.
Because you've removed many of the barriers to entry, your apprenticeship classes are extremely diverse. Contrasted with the fact that men earn over 80 percent of all CS degrees, and only one-fourth of CS grad students are female.
We've had a graduate student in mechanical engineering who wanted to get into software development; she's on their floor now. We've also had someone with a GED who had been building their own apps for years. There is a full gamut of people who want to build a software development career.
To your point, we've found that once they take away the barriers to entry--that you don't need a CS degree, that we'll pay you a livable wage while you learn--our classes are extremely diverse: 75 percent are women, minorities, and veterans. Just from the nature of taking away those barriers.
And here's what's interesting about software development: Once you have your first job, no one cares about your degree. You're viewed through the lens of your reputation and your experience as a software developer.
Which means getting that first foot in the door is so important in launching your career.
And you--and some of your clients--end up with a more diverse workforce.
We don't value diversity just for diversity's sake. Diversity helps you build a better product.
A great example is a company that was developing a robot for the home. They know women tend to make most of the buying decision at home, so they wanted female engineers on the project from Day 1 because they didn't want to go through a years-long development cycle only to find out they built the wrong thing.
For example, when the Apple watch first came out it didn't work well on darker-skinned people because no one on the team had darker skin. That cost Apple millions of dollars.
Maybe that's not a huge deal for a company like Apple...but for a small company or a startup, a mistake like that could sink you.
Paying people from Day 1 could be prohibitively expensive.
Since their apprenticeship program is approved by the Department of Labor, funding comes from federal and state sources, from non-profit foundations...it creates a really interesting intersection between government, nonprofit, and for-profit.
That makes our classes cost neutral, and once apprentices hit the floor and start contributing to projects, they stay neutral or even shift to the plus-side.
But "once they hit the floor" raises an interesting point: Your employees had to embrace almost constantly mentoring and training other people.
They already did. Their senior developers mentor mid-level developers, and mid-level developers mentor new hires or apprentices. And within six months or so, our apprentices who became employees get apprentices to mentor.
That works extremely well, because putting yourself in another person's shoes helps reinforce what you've learned.
What's been interesting for us is the impact on their culture. The apprenticeship program helps give people an even greater sense of purpose and meaning. They have these amazing stories of people who were living in cars...and now they're living in their own apartments or homes, making really good money.... People feel great about what they do, beyond "just" helping their customers.
There aren't a lot of places where you can make a great living and help change someone else's life.
We see ourselves as a new model for services and talent generation. The apprenticeship model is the next phase of boot camps: It's a better way to train, a better way to get talented people in the door, a better way to build and guide a diverse workforce.
I've been in software development for the last 20 years, and this is the most fun I've ever had. They get to serve their clients, their employees, and their community.
What could be better than that?
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Issu : https://issuu.com/trutrainers/docs/98-361
Scribd : https://www.scribd.com/document/354060224/https-www-scribd-com-document-354060154-Pass4sure-98-349-Windows-Operating-System-Fundamentals-exam-braindumps-with-real-questions-and-practice-soft
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