SQL Server Buffer Pool Performance Tuning
Paul S. Randal
Here’s an interesting question that came up in our IEPTO1 class in Chicago this week (paraphrasing): I was doing a demo recently where I was demonstrating physical I/Os occurring. I used DBCC DROPCLEANBUFFERS, then enabled SET STATISTICS IO ON and performed a SELECT operation. I was expecting to see physical reads occurring but I only saw logical [&]
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A month ago I kicked off a survey asking how much memory is installed on your largest server that’s running SQL Server. Thank you to everyone that responded. Here are the results: & & & & & & & & & & & The “other” values are: 3 more for the &# GB or more, [&]
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In both my wait statistics pre-conference workshops at the PASS Summit and SQLintersection I promised to do a bunch of blog posts. The second one on the list is a simple script to allow you to capture all the reads, writes, and I/O latencies that occurred over a period of time. The script does the [&]
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There’s cool mechanism that the buffer pool has
called disfavoring, that sometimes kicks in to prevent pages from a different database being flushed from the buffer pool when a large operation occurs. When a buffer is no longer required, the buffer can be marked as the least recently used of all the buffers in the buffer pool, meaning [&]
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Updated 5/11/; There’s a lot of controversy about the Buffer Manager performance object counter Page Life Expectancy – mostly around people continuing to quote 300 as a threshold for starting to worry about there being a problem (which is just utter nonsense these days). That’s far too *low* to be the point at which to [&]
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(Check out my Pluralsight online training course: SQL Server: Index Fragmentation Internals, Analysis, and Solutions.) Back in April I kicked off a survey where I asked you all to send me some information about your buffer pools – how much memory is being used for data file pages and how much of that memory is storing [&]
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This is a quick post inspired by a question I was sent in email (thanks Marcos!) which very neatly lets me show a DMV I’ve been meaning to blog about for a while. And the weather here in Redmond really sucks right now so I can’t go outside – blogging will serve as my work-avoidance [&]
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Turning Potential Into Performance
Timing is everything. I graduated from college at a time when jobs were readily available. I had four job offers in hand two months before graduation, all related to my bachelor of arts in journalism.
I chose an offer from the Chicago Tribune. Graduation was on a Sunday, and I reported to work the following Wednesday. Like all parents, my dad was relieved I would be on someone else&s payroll.
I had graduated from one of the best journalism schools in the country. I felt prepared for the job, but I&d be lying if I didn&t admit how intimidated I was that first day. The prospect of having to perform on a daily basis was scary. I had no delusions about the difference between book learning and on-the-job performance, between earning an A and earning a salary.
Fortunately, the Tribune started me off with a solid training program. It also offered me a variety of continuing professional development opportunities. It helped me acquire the skills I needed, paid me fairly and enabled me to move on to my next job.
Times have changed for recent graduates.
A few weeks ago, Accenture released its 2013 College Graduate Employment Survey, which polled both students who will be graduating from college this spring and those who graduated in the past two years. It showed a disconnect between the expectations of today&s young workers and the realities they face. More important, it uncovered a growing need for employers to take a more discerning look at how they deploy and invest in the latest crop of talent.
One of the most surprising findings is that U.S. employers are underestimating the potential and underutilizing the capabilities of young, college-educated workers. Four out of 10 recent grads already in the workforce say they are underemployed and working in jobs that do not require their degrees. This is happening despite the fact that research shows hiring someone with a higher-level degree than is necessary for a given job does not typically result in a higher-performing employee. It certainly doesn&t reduce the need to invest in training for specialized skills. Most of the employed respondents & 63 percent & say that even with their degrees, they need more training to get their desired job.
The study also identified a wide gap between the expectations 2013 graduates have for employer-provided training and what they are likely to receive when they start working. More than three-quarters (77 percent) of pending 2013 graduates expect their first employer to provide formal training, but fewer than half (48 percent) of 2011 and 2012 graduates surveyed say they received formal training in their first job.
These results should sound a loud and clear wake-up call for learning leaders.
In announcing the study, Katherine LaVelle, managing director of Accenture&s talent and organization practice in North America, said, &For our nation&s youngest workers, as well as for the workforce at large, there is a real need for employers to re-examine how they hire, train and develop their employees. Students come out of school with great generalist skills, but need tailored training to develop the specialist skills U.S. companies need. Employers need to improve the training they provide, develop deeper partnerships with universities and explore approaches such as apprenticeships to ensure they develop the necessary skills in their new hires and existing employees.&
Right now, millions of jobs are going unfilled because employers can&t find candidates with all of the relevant skills needed. Changing the way organizations invest in the next generation of workers might be the answer to bridging this gap. By letting go of the idea of finding the perfect, experienced worker who meets every possible job requirement, companies can seek out young people with great potential and train them to perform in critical roles.
It&s a win-win. Young professionals get to launch their careers with meaningful work, and organizations acquire more motivated, capable and engaged employees primed to provide performance and longevity in return for the investment.
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→ 实况足球2012特技详细介绍
实况足球2012特技详细介绍
14:23:39 来源： 作者：佚名 （0）
很多朋友说实况足球2012没有防守特技。事实上PES2012拥有高达43项特技，当然也包括防守特技，不过很多都是隐藏特技。
开UE存档编辑器，选择 Special Abilities 这一项，里面有高达43项特技选项：
首先是P卡部分：
P01 Classic NO 10 也就是我们通常说的“经典10号特技”。
P02 Anchor Man&& 这个就是 兽腰 们的专属 “中场屏障”。
P03 Trickster&&&&&& 盘带魔术师。
P04 Darting Run
P05 Mazing Run
P06 Pinpoint Pass& 精准长传。
P07 Early Cross 猎鹰之眼。
P08 Box to Box 满场飞奔。
P09 Cut Back Pass 内切回做。
P10 Incisive Run 直捣黄龙。
P11 Long Ranger 重炮……
P12 Enforcer& 同样兽腰必备的 中场绞肉机。
P13 Goal Poacher 门前杀手。
P14 Dummy Runner 虚跑扯空
P15 FREE ROAMING 前场自由人。
P16 Extra Attacker& 卢西奥的 中后卫前叉。
P17 Chasing Back 库伊特的 积极回防。
P18 Talisman 进攻发动机。
P19 FOX IN THE BOX 这个就是着名的 禁区之狐了……
PES2012 把边路球员的特技也重新归类了 列为 H卡。
H01 Overlapping Run 套边助攻。
H02 DEEP COVER 纵深保护。什么叫纵深保护 就是假边后卫实为中后卫，参见阿根廷的海因策。
然后是 S卡：
S01 Marauding 这个卡也换名字了，估计是 前插 吧。
S02 PASSER 传球手 也就是 致命传球。
S03 1 ON 1 FINISH 一对一终结 也就是 单刀射手。
S04 PK taker 这个大家都知道吧。
S05 1 TOUCH PLAY 一脚触球
S06 OUTSIDE CURVE 外脚背
S07 MAN MAKING 盯人。
S08 SIDE TACKLE 铲球。
S09 COVERING 补位。
S10 DF leader 这个就是后防统帅了。不要怀疑普约尔为什么特技是白板。因为人家隐藏了。
S11 PENALTY SAVER 这个是门将的 扑点球特技。
S12 1 ON 1 KEEPER 善扑单刀。
S13 LONG THROW 大力界外球。
S14 SPEED MERCHANT& 求英语达人
S15 SHORLDER FEINT SKILLS 求英语达人
S16 ROULETTE SKILLS 求英语达人
S17 FLIP FLAP SKILLS 求英语达人
S18 TURNING SKILLS 这个是马赛回转？
S19 SCISSORS SKILLS 这个是踩单车？
S20 FLICKING SKILLS 求英语达人
S21 STEP ON SKILLS 求英语达人
S22 SIDE STEPPING SKILLS 求英语达人
S23 SUPER SUB&&& 超人
以上就是 PES2012的所有特技 游戏中几乎一半都是隐藏的。
也难怪大家都议论说 这一代怎么退步了 连防守特技都没了。怎么可能。
这些特技都是从存档编辑器上看来的,然后对照以前的特技翻译的。但是新加了好多特技,还求英语达人,帮忙解释一下。 我自己也非常需要。
另外要说明的是 特技的数字 和游戏里是对不上的 因为有隐藏。可能这边的 P13是门前杀手。 你照游戏里的P13就是积极回防了 哈哈哈。
需要改的话 去UE存档编辑器里改。如果照数字改的话 会悲剧的。
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