How to Secure Your Data with Free Encrypted Cloud Storage

Are you looking for a secure and reliable way to store your files online? Do you want to access your data from anywhere, anytime, without compromising your privacy? If so, you might be interested in free encrypted cloud storage.

Continue reading How to Secure Your Data with Free Encrypted Cloud Storage

SAP HCM: Infotype Change Log

Have you been yourself in a situation where you think data was changed incorrectly but nobody knows what happed? Below are two key transactions on how to access Infotype change logs, for OM and PA infotypes. Note that they need to be previously configured.

For Personnel Management

  • IMG –> Personnel Management –>  Personnel Administration –> Tools –> Revision –> Set up change document
  • Tcode: S_AHR_61016380 – Logged Changes in Infotype Data


For Organization Management

  • IMG –> Personnel Management –>  Organizational Management –> Basic Settings –> Activate Change Documents
  • Program: RHCDOC_DISPLAY

¿Cómo extender tu wifi con los dispositivos TP-Link Deco M4?

Si vives en un edificio grande o tienes varias habitaciones en tu casa, es posible que tu wifi no llegue a todos los rincones. Esto puede ser un problema si necesitas conectarte a internet desde diferentes lugares, como el apartamento de tu madre o la habitación de tus hijos. Afortunadamente, hay una solución fácil y económica para extender tu wifi y disfrutar de una conexión rápida y estable en todo tu hogar: los dispositivos TP-Link Deco M4.

Los TP-Link Deco M4 son sistemas de wifi en malla que cubren una gran área con una señal wifi fuerte y estable . Estos dispositivos funcionan juntos para formar una red unificada con un solo nombre de red, y cambian automáticamente entre la mejor unidad Deco según te mueves por tu casa . Así, no tendrás que cambiar de red ni sufrir cortes o bajadas de velocidad.

Los TP-Link Deco M4 son muy fáciles de instalar y configurar. Solo necesitas descargar la aplicación Deco en tu teléfono móvil y seguir los pasos que te indica. La aplicación también te permite gestionar tu red, controlar el acceso de los dispositivos, crear perfiles de usuario, activar el control parental y mucho más .

Los TP-Link Deco M4 son compatibles con todos los proveedores de internet y routers. Además, son escalables, lo que significa que puedes añadir más unidades Deco si necesitas ampliar la cobertura. Cada unidad Deco M4 puede cubrir hasta 180 metros cuadrados, y un paquete de tres unidades puede cubrir hasta 550 metros cuadrados . También puedes conectar dispositivos por cable a los puertos Ethernet que tiene cada unidad Deco M4.

Los TP-Link Deco M4 son una opción ideal para mejorar tu wifi y tener una conexión de calidad en todo tu hogar. Con estos dispositivos, podrás navegar por internet, ver vídeos, jugar en línea y hacer video llamadas sin problemas. Si te interesa comprar los dispositivos TP-Link Deco M4, puedes encontrarlos en diferentes tiendas online o físicas. Por ejemplo, puedes visitar el siguiente enlace:

Tp-link M4 Deco: Sistema Wi-Fi Mesh Inteligente de Doble Banda AC1200. Aquí puedes encontrar más información sobre las características y especificaciones de los dispositivos, así como los distribuidores autorizados en España.

Why are there no older SAP consultants working?

SAP is a business management software that is used by many companies around the world. To implement and use this software, companies need SAP consultants, who are professionals who offer services for the adaptation, optimization and execution of SAP products1. SAP consultants are in high demand and well paid in the labor market, but they also face many challenges and demands.

One of the issues that can be observed is the shortage of older SAP consultants working. This may have several reasons, but some of the possible ones are:

  • The constant evolution of SAP software. SAP software is always updating and incorporating new features and technologies, such as SAP S/4HANA2, which is the latest version of the software. This means that SAP consultants need to be constantly recycling and certifying themselves in the new versions and modules of the software. This can be difficult and tiring for older consultants, who may have difficulties to keep up with the changes and adapt to the new tools.
  • The high competitiveness of the market. As SAP consultants are highly sought after, they also face a lot of competition among themselves. Younger consultants may have advantages over older ones, such as greater availability, flexibility, dynamism and knowledge of new trends. In addition, customers may prefer to hire younger consultants, because they believe they have more capacity for innovation and problem solving.
  • The lack of career opportunities. Many SAP consultants work as freelancers or by projects, which can generate instability and uncertainty about their professional future. Older consultants may miss opportunities for growth and recognition within companies or in the market. They may also have difficulties to find new projects or clients, especially if they do not have a good network of contacts or a good reputation.
  • The demotivation and professional burnout. SAP consulting is an activity that demands a lot from professionals, both in technical and emotional terms. SAP consultants have to deal with tight deadlines, pressure from clients, constant travel, frequent changes of environment and team, interpersonal conflicts, etc. This can generate a high level of stress and dissatisfaction at work, which can affect the physical and mental health of consultants. Older consultants may feel more the negative effects of this situation and lose interest or passion for their work.

These are some of the possible explanations for the low presence of older SAP consultants working. However, this does not mean that older consultants do not have value or potential to work in this area. On the contrary, they may have a lot of experience, knowledge and skills that can be useful and differential for projects and clients. In addition, they can benefit from some strategies to improve their professional situation, such as:

  • Seek constant updating. SAP consultants should always be attentive to the novelties of the software and the market and seek to train themselves in the new versions and modules of SAP. They should also expand their knowledge in other areas related to business management, such as finance, logistics, marketing, etc.
  • Build a good network of contacts. SAP consultants should maintain a good relationship with their colleagues, clients, partners and suppliers, as this can generate work opportunities and referrals. They should also participate in events, forums, communities and social networks focused on SAP consulting, as this can increase their visibility and credibility in the market.
  • Seek new challenges and opportunities. SAP consultants should be open to new experiences and possibilities of work, such as changing area, company, country, etc. They should also look for projects that are compatible with their interests, goals and values, and that provide them with learning, satisfaction and recognition.
  • Take care of health and well-being. SAP consultants should have a balanced routine that includes healthy habits of eating, sleeping, exercising and leisure. They should also seek professional or personal support when they feel they are suffering from stress, anxiety, depression or other emotional problems.

In conclusion, older SAP consultants may face some difficulties to remain active and competitive in the labor market, but this does not mean that they cannot continue to perform their profession with quality and success. They should value their strengths, seek their updating and motivation and take care of their health and well-being.

How to NOT RUN SAP Integration Project – Case 1

“Once upon a time…” a Huge Client, hired a Huge Consulting company to run their cloud integration project. The consulting company did not have all necessary resources, therefore they hired a cloud consulting company, and since the cloud consulting company did not have integration resources available, another company was hired to run the integration part, between on-premise system and the cloud. Both data migration and replication were in the scope of the integration part. Adding to that, Huge Client had not a department, but an IT department that was turned into an IT company, and they were responsible to oversee the project on behalf of the Huge Client. Just so you don’t loose track of all stakeholders involved, I’ll list them below.

  • Huge Client
  • Huge Client’s IT Division
  • Huge Consulting Company
  • Cloud Consulting Company providing cloud implementation experts
  • Consulting Company providing integration experts

With that in mind, project was initially started, with goal of 4 to 6 months implementation until the go´-live. I joined this project after 6 months it was started, and at this point debut date had been rescheduled once. Initial impression when I started was ok, everyone very engage. Two weeks later, in a daily meeting I got a little surprised, between PM of Huge Consulting giving a small speech that “hey, if you’re in the call and not talking, I don’t need to say that you must continue working in whatever subject you’re working”. From these day on, I started noticing small advices” from this PM that to my point of view were very unnecessary, adding more bad feelings than good, especially looking at the level of professionals involved. A few days later in there was a small discution between PM 2. In another “moral” speech it was said that team was lacking commitment to the project, how could the project could be delivered if people were responding timely all questions being sent by business users, etc. On this day, lead consulting of Cloud Consulting Company argued that her and her team had been fully dedicated for the past six months or so, working multiple weekends, therefore it was not lack of dedication, and they also needed to rest. PM2 took a step back trying to fix what she said, saying that they were in a key point of the project and a “final” push was necessary and so on. At the end of this meeting general feeling was bad, including for me who had just started.

Punch bag of the day

You never expect to be the punch bag of a meeting in a project like this, but it’s just a matter of time.

Weekend tension

Weekends started to be for me much more appreciated than ever. I would not know if I would be called to work until the end of Friday mostly.

They are also victims

PM1, PM2 and maybe PM3 are also victims of situation that seemed to spiral out of control. They were under immense pressure from the Huge Client, who was eager to see results and probably expected a seamless transition to the cloud.

The initial optimism had given way to a series of unrealistic expectations, combined with a complex web of subcontractors. Each company brought its own set of priorities, timelines, and resources, leading to a clash of interests. The project’s complexities had surpassed what anyone had initially anticipated.

To be continued…

Junior vs. Senior: Sharing Personal Mobile Number in the E-mail Signature

In the fast-paced world of software development, emergencies can strike at any time. When a critical issue arises, it’s essential to have a reliable support system in place. This often leads to a crucial distinction between junior developers, who are typically more willing to share their personal numbers for emergencies, and senior resources who might be more reluctant.

Junior Developers: Eager to Help

Junior developers are often filled with enthusiasm and a strong desire to learn and contribute. They recognize that sharing their personal contact information for emergencies can be a means to learn and grow in their roles. Here’s why many junior developers are willing to be on-call:

  1. Eager to Prove Themselves: Junior developers understand the need to prove their worth in a competitive field. Being available for emergencies is a way to demonstrate their commitment and reliability.
  2. Learning Opportunity: They see emergencies as learning opportunities. By facing critical issues head-on, junior developers gain valuable experience and problem-solving skills.
  3. Building Trust: Junior developers aim to build trust within their teams. Being available during critical moments helps establish credibility and fosters good relationships with colleagues.
  4. Sense of Responsibility: Many junior developers feel a strong sense of responsibility toward their work and the team. They genuinely care about the success of the projects they are involved in.

Senior Resources: Balancing Experience and Boundaries

Senior developers and resources, on the other hand, often have more experience under their belts. This experience can lead to a different perspective on sharing personal numbers:

  1. Work-Life Balance: Senior resources have typically experienced the toll that constant on-call availability can take on work-life balance. They may be more protective of their personal time.
  2. Delegation and Trust: Senior developers tend to delegate tasks and responsibilities to junior team members. They may trust their colleagues’ abilities to handle emergencies without their direct involvement.
  3. Prioritization: With experience, senior resources are better at identifying and prioritizing critical issues. They may feel that their intervention is only necessary in the most severe cases.
  4. Mentorship: Senior developers often prioritize mentorship and guiding junior team members over handling emergencies themselves. They see value in empowering others to handle these situations.

Balancing Act: Bridging the Gap

To foster a productive work environment, it’s crucial to strike a balance between the enthusiasm of junior developers and the experience of senior resources:

  1. Clear Communication: Encourage open communication within the team regarding on-call responsibilities and expectations. This clarity ensures that everyone is on the same page.
  2. Rotation System: Implement a rotation system for on-call duties. This allows senior resources to share the load while giving junior developers opportunities to learn.
  3. Mentorship: Senior developers can use emergencies as mentoring moments. They can guide junior developers through the process, imparting their wisdom and experience.
  4. Respect for Boundaries: Respect the personal boundaries of senior resources. Acknowledge their expertise and allow them to step in when truly necessary.

In conclusion, the willingness to share personal numbers for emergencies varies between junior developers and senior resources. Junior developers often embrace this responsibility as an opportunity to grow and prove their worth, while senior resources may be more cautious due to their experience and a desire to maintain work-life balance. Striking a balance between these perspectives is essential for building a cohesive and efficient development team. By fostering open communication and mutual respect, teams can leverage the strengths of both junior and senior members to navigate the challenges of the ever-evolving IT landscape.

Get From/To Unix/JSON Date Format

JavaScript
//Clear console
console.clear()

//Get Unix/json date format from date
console.log(new Date("2020-11-20T16:00:00Z").getTime())
1605888000000

//Get date from Unix/json date format
console.log(new Date(1605888000000).toUTCString())
Fri, 20 Nov 2020 16:00:00 GMT