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That's a new and creepy corporate BS. I've seen much but this is downright weird.
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Discussions - Public / Re: Why smartphone cameras are blowing our minds
« Last post by ilconsiglliere on May 10, 2018, 09:49:08 am »
I've seen a point and shoot in the recent past (last year or so) being offered for sale on Woot.com (in other words, surplus bargain bin stuff) which uses Android for its back of camera display. It was some major vendor like Nikon, Canon or Fujifilm, and the UI of the camera was Android. Of course that is getting WAY complex in regular operation for a camera.

I still like to use real cameras the way many guys like muscle cars. Style, results and outcomes not achievable using normie products and technology. :P

This is the reason I still have my DSLR.
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Discussions - Public / Re: Why smartphone cameras are blowing our minds
« Last post by The Gorn on May 10, 2018, 07:08:40 am »
I've seen a point and shoot in the recent past (last year or so) being offered for sale on Woot.com (in other words, surplus bargain bin stuff) which uses Android for its back of camera display. It was some major vendor like Nikon, Canon or Fujifilm, and the UI of the camera was Android. Of course that is getting WAY complex in regular operation for a camera.

I still like to use real cameras the way many guys like muscle cars. Style, results and outcomes not achievable using normie products and technology. :P
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I didnt do it and they only got 5 people out of a hundred to do it.
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https://hbr.org/2018/03/the-new-rules-of-talent-management

As this is coming from the Harvard Business Review you can believe that the executives in companies are going to be paying attention. This bullshit flows down to companies.

Basically its more "Talent Management" bullshit. Its just more nonsense and a way to manipulate the employees so you can pay them less.

Sample below:

=============
Compensation.

Pay is changing as well. A simple adaptation to agile work, seen in retail companies such as Macy’s, is to use spot bonuses to recognize contributions when they happen rather than rely solely on end-of-year salary increases. Research and practice have shown that compensation works best as a motivator when it comes as soon as possible after the desired behavior. Instant rewards reinforce instant feedback in a powerful way. Annual merit-based raises are less effective, because too much time goes by.

Patagonia has actually eliminated annual raises for its knowledge workers. Instead the company adjusts wages for each job much more frequently, according to research on where market rates are going. Increases can also be allocated when employees take on more-difficult projects or go above and beyond in other ways. The company retains a budget for the top 1% of individual contributors, and supervisors can make a case for any contribution that merits that designation, including contributions to teams.

Compensation is also being used to reinforce agile values such as learning and knowledge sharing. In the start-up world, for instance, the online clothing-rental company Rent the Runway dropped separate bonuses, rolling the money into base pay. CEO Jennifer Hyman reports that the bonus program was getting in the way of honest peer feedback. Employees weren’t sharing constructive criticism, knowing it could have negative financial consequences for their colleagues. The new system prevents that problem by “untangling the two, ” Hyman says.

DigitalOcean redesigned its rewards to promote equitable treatment of employees and a culture of collaboration. Salary adjustments now happen twice a year to respond to changes in the outside labor market and in jobs and performance. More important, DigitalOcean has closed gaps in pay for equivalent work. It’s deliberately heading off internal rivalry, painfully aware of the problems in hypercompetitive cultures (think Microsoft and Amazon). To personalize compensation, the firm maps where people are having impact in their roles and where they need to grow and develop. The data on individuals’ impact on the business is a key factor in discussions about pay. Negotiating to raise your own salary is fiercely discouraged. And only the top 1% of achievement is rewarded financially; otherwise, there is no merit-pay process. All employees are eligible for bonuses, which are based on company performance rather than individual contributions. To further support collaboration, DigitalOcean is diversifying its portfolio of rewards to include nonfinancial, meaningful gifts, such as a Kindle loaded with the CEO’s “best books” picks.

How does DigitalOcean motivate people to perform their best without inflated financial rewards? Matt Hoffman, its vice president of people, says it focuses on creating a culture that inspires purpose and creativity. So far that seems to be working. The latest engagement survey, via Culture Amp, ranks DigitalOcean 17 points above the industry benchmark in satisfaction with compensation.
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FTE, Job and Career Discussion / Re: Short term projects?
« Last post by ilconsiglliere on May 10, 2018, 05:23:50 am »
Dont feel bad, a bunch of years ago I left a contract telecom job to go to an insurance company as a contractor. I was there for all of one week and they pulled the plug on the area I was in. No joke - 1 WEEK. The insurance company decided to sell their bank and they whacked everyone right after the announcement. This is the mentality now. So I left a paying stable job where the manager was a complete bitch to another one and than got whacked.

Whats happening is the result of all this Agile crap that is being pushed now. Its the big thing now. Regardless Agile outside of IT basically means it a free for all and nobody does any planning. Total chaos. Its being pushed everywhere now.

Yesterday I read an article about how Agile is now being used for "Talent Management". Thats the new buzzword bullshit for HR. This "talent management" bullshit is good for a whole other post.
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As an older person you dont want to compete with the youngins on jobs. Focus on jobs where they value your experience. That means management, architecture and analysis.

I went into PM for that very reason. They know I have years and years of experience and know what can go wrong with a project. They dont trust the youngins with million $$ projects because its very easy to screw it up. I did two $6M projects simultaneously last year which impacted a dozen other applications. These projects directly impact the companies bottom line as it involves their products which involve BILLIONS of $. There is no way they would give that to a youngin.

All the PM's I know are in their late 30s as a starting point with most in their 40s/50s. You can put me in front of the CEO and I wont embarrass anyone and by the end the CEO will love me. I know what the upper management wants and can work with them. Youngins dont have enough life experience to understand the dynamics.
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If you want to do hands on IT work I suggest 2 areas: data science (big data) and security.

Data Science is a really big thing. What do you think Google is all about - its all data and manipulation of that data. Read this about data science:

https://blog.udacity.com/2014/11/data-science-job-skills.html

I already mentioned in a previous post about what the hot individual skills are with data science. Stuff like SAS, NONMEM, R, PSN, Haskall, etc... I manage projects that are all data science and I can tell you for a fact that they cant find people who can do this stuff. I have seen people with these skills get poached. And they get paid a lot more.

Security is a big, big thing now. There is lots of hysteria about data integrity and the hacking. If you want to do security get the CISSP or CISM certs and than you can leverage your past IT experience. Neither of these certs is that hard to get. If you are an American citizen and have these certs there is a high probability the DoD defense companies will look at you.
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Discussions - Public / Re: Why smartphone cameras are blowing our minds
« Last post by ilconsiglliere on May 10, 2018, 04:40:34 am »
For the average Joe, there's no need anymore to own a separate camera. For people who know what they're doing, that's another matter. Still, it's amazing all the functions they can put into a single cellphone.

A good (>$150) smartphone camera today is better than the average digital point and shoot from 5+ years ago, which IMO was when digital P&S cameras achieved a sort of plateau of quality that made them serious instruments. A modern point and shoot or mirrorless is still much better than a smartphone. But it's a lot of heavy crap to lug. You can shove a phone in a pants pocket.

This is exactly my point. I have both the DSLR and a Canon mirrorless camera. I barely take them anywhere anymore because my smartphone is in my pocket. Sure they do take technically better pictures because the sensor is larger and it has a bigger lens but you cant fit in your pocket.

And they have nowhere near the connectivity of the smartphone. The connectivity of the smartphone is far superior to any digital camera. You can take pictures, modify them and than text them, email them or load them up into a web site in the blink of an eye. Some newer Canons have the ability to push the pictures from the camera to the smart phone which IMO is a brilliant idea because once in the phone you can push them anywhere.

In the last  year I was looking at buying another point and shoot as I used to love my Canon G9. I eventually came to the revelation of why bother? The iPhone does everything my old G9 did and more. Yes it has a fixed lens but the pictures it produces are pretty dam good.
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Discussions - Public / Re: Why smartphone cameras are blowing our minds
« Last post by ilconsiglliere on May 10, 2018, 04:34:05 am »
Pros, and serious amateurs and other users who need extremely high resolution, low grain, the ability to use multiple lenses, etc will always need to use dedicated cameras such as DSLRs or the mirrorless cameras coming out. The proles and normies will be fine with smartphone cameras.

If you need a tripod mount for stable imaging, you must use a real camera, no exceptions.

I agree with this totally.

I have an old Canon Rebel DSLR that is a much more serious camera as it does all the things you mentioned. The downside to it is the weight and carrying it. If you put better glass on it, it becomes heavy very quickly. Depending on the person it can become a burden to carry.

What I am amazed at is the quality of pictures that are coming out smartphones considering the size. Take a look at these two groups on Flickr:

https://www.flickr.com/groups/iphone_users/pool/

https://www.flickr.com/groups/samsung-mobile/pool/
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