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Top 75 Learning Systems in 2022

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Top 75 Learning Systems in 2022

I remember the very first time. The first time that I saw myself appearing in ads in Mexico with some pretty spiffy bell bottom jeans, striped no less. Then there was the entire ensemble, shirt and jeans. I was only seven. A star in the making. Just as I remember those fond memories (okay, I don’t recall them, just remember seeing the ads when I was much older), I remember the day I said, there has to be more to this, when it came to seeing rankings of learning systems.

Top 10 is quite common (yes, I do one too, actually two – end of the year and beginning of the year). Top 20 – been there, done that. Years ago, I created lists internally, Top 50, Top 100, Top 250 – but never made them public, well, not until last year, when I published the Top 100 Learning Systems for 2021.

As for why are there is a second top awards, for the start and end of the year, is because a system can change or a system that isn’t known or hits my radar as “ooh, let me see”, may shows up later that year. Or it’s new.

The list represented systems around the world, in different industries/verticals, target audiences, implementation time frame, budget and minimum active user bases.

The World

Learning Systems on this list are from (Canada, Denmark, Netherlands, Germany, France, Sweden, England, Scotland, Ireland, Nigeria, Ukraine, Spain, Australia, United States)

Takeaways to Remember

  • There was no fees, no monies changing hands, nothing – I identified the Top 75, reached out to each of them, to let them know, and then requested additional information to be considered for the Top 10 (tada) for the end of 2022, and 2023.
  • I couldn’t care less whom these vendors have as a clients. Not relevant. The vendors as a whole, not just the 75, will always show big names. Unless you ask are you exclusive which means “the only learning system” at the company, association, etc – the vendors won’t cover that, while showing you the clients. One time a vendor showed me a client, and I reached out to that client to see what they thought of the system. The client wasn’t a client of the system anymore. Surprise!
  • Use Cases – Not relevant. Honestly, what you think as a “unique” user case, is highly likely to have been another a similar use case if not exactly with another client the vendor has. If you are seeking customer education/partner training, those systems hear the same use case over and over again – sure there are some minor twists, but the general use case does exist. Ditto for L&D. Ditto for associations – trade and professional. On top of that, a use case, is your use case, and thus, if you want to buy a learning system whose focus is employees, and you want to use it for customer education, the vendor won’t stop you. They may say, early on, that isn’t what the system is designed for, or may say we are not a fit, but that isn’t common. At the end of it, it is how you the Client uses the system, and not the other way around. You drive. They are just passengers.
  • Specifically for L&D – Nope. There are systems in the list ideal for customer education/partner training (thus training), systems for employees (L&D and Training, often L&D more, but both can co-exist – albeit disliking each other, HR), systems for associations (usually slide under customer education/partner training, but again) and systems for other departments – marketing, sales, product, compliance. You could own a coffee shop, and what to provide training to your employees, that slides under employees (for whatever reason, people tend to think employees means corporate – office only).
  • How long the vendor has been around. Not relevant. Some cutting edge systems in 2022, started to appear in the early 2000s, and there are some cutting edge systems that rolled out last year, or this year. Just as there are systems outdated and landing clients from 2022, 2021, 2020 and backwards. Never make an assumption that a newer system is better or more this or that, than say a vendor who has been around a decade. Vendors love to use this as a marketing spin, but it’s just spin.
  • Where the vendor is located. Not relevant. This year’s list includes a vendor from Africa, and three from Denmark. I monitor over 1,400 learning systems in the world. I can’t see them all, and a percentage is EdTech, apprenticeship (yes they do exist), but I monitor and thus when it comes time, I will reach out.
  • None of the vendors in this list or any under consideration for rankings, awards, have to be in FindAnLMS, my learning system directory featuring what I see as outstanding systems and brand new ones to hit the market – again, located around the world. There are vendors on this list, who are not in FindAnLMS.
  • Capital raised. Not relevant. Vendors raise capital for many reasons, and there are plenty of vendors who never seek it. Plus there are vendors who raise a lot of capital, and go out of business within a few years, OR get acquired for peanuts on the dollar.
  • Number of end users or clients. Relevant only of you are sliding downward. Makes great marketing and sales copy, but from an analysis standpoint – not really, I should say, if I find out you went from 200 to say 25 clients, okay, that’s relevant, otherwise, nope.
  • Reviews on other sites – Not relevant. Did you know there are people who get paid to write positive reviews? Or that Amazon recommends you read 3-star reviews to get a more accurate perspective? Vendors love to publish high stars especially with G2, Software Advice and Capterra – all are owned by Gartner. Hey, that’s good for you, but reviews should not be your deciding nor play any role in your decision making process. How many times have you chosen a restaurant with great reviews, only to find it is horrible. Do you think to yourself, “you know, I shouldn’t rely on the reviews, because the last restaurant was equally awful.” Watch YELP Bully to see how Yelp works with those reviews and how they generally operate.

To be Considered in higher rankings, say Top 10, Top 20 for the end of 2022, and best for 2023 (which is posted in Jan 2023)

  • I have categories for vertical/industry, target audience size, 5 to 999, 1,000 to 2,500, 2,500 to 5,000 and so on; Enterprise, Customer Education (the legacy term is extended enterprise), Association, and newcomer of the year (this is new for 2022). Every vendor in the top 75 is in consideration. Think of this as the pool; here are all the fish swimming in the pool. Not a lake, ever been in one? If it was Lake Mead, that sand may have some bones in it- I’m just saying. Who really knows?
  • Each of the 75, – received a packet, which included a streamlined down template that will be used as a checklist to verify what they say they have – with what is actually in the system – because a demo is also required – and is covered in Oct/Nov time frame (for those vendors who are not in the usual box of learning systems, a demo with my own checklist – will suffice – i.e. they do not need to complete the template – example: Mentoring platform.
  • I see a lot of systems, and many, regularly, but there are systems who will, uh, skirt around by saying we have this, and they have sort of shoved something like that as saying they have it. It’s hard to catch unless you have been in this space a long time, and see/know how some vendors work. On top of that, I have found that folks in product do not necessarily tell the folks who oversee sales what is in the entire system, especially new stuff rolling out, or has rolled out. This is common – especially on the latter – i.e. rolling out. Oh, and those RFPs you send out – you should ask the folks you blast it over to, whether they have the person who oversees product, review it. They should always review to verify. I once had a CEO, who showed a system to a potential client, and the CEO didn’t know what was in the system. Or the time, a vendor provided information and it turned out that some of it was wrong, and the CEO had to get involved. It’s never cut and dry.
  • Each of the 75, were asked to complete a survey (whose results will be published, without the vendor’s names and as a per single data point for each question. Example: Do you sell t-shirts? 63% said yes. Uh, this isn’t a question, I made it up)
  • Each of the 75 were asked a series of questions they have to complete – the questions are listed below (and yes, will play a role in deciding which of them crack the top 20 and 10)

Questions

They may not seem relevant to you, but to me, it tells an entire story – from the culture of the company, to whether they truly empower their employees, let alone use the system and other data items. A system may be an ideal fit for you, but you find out the culture doesn’t align to your company culture. Do you still buy?

  • How does your company define teamwork and cooperation?
  • How does your company define leadership?
  • How does the company decide who internally could become a leader in your organization.  What is the criteria? Is the criteria made public to all employees? If yes, how?
  • Do your employees, access/use your learning system?
  • Do you require/assign learning courses/content to them?
  • What courses/content do you usually assign to your employees?
  • Do you have any 3rd party (off-the-shelf) content on your system, to be accessed by your employees?  If yes, who are the providers and what are the topics/categories?
  • Referring to the above, which/what are the top three categories and course titles that employees access the most?
  • Can your employees select their own skills/interests with your learning system? 
  • If yes, what are the top three skills that your employees want to learn more – or acquire specifically?
  • Do you offer the content for them to achieve this?
  • What social function/capability do your employees use the most in your learning system? (May not apply to everyone, i.e. say a skills-based measurement platform, and thus it doesn’t impact)
  • What one feature/function that your learning system offers to your employees, they use the least?
  • What one feature/function that your learning system offers to your employees, they use the most – i.e. what is the most popular?

A collective whole is what I am assessing here. Any vendor who skips this, or any of the questions, definitely would leave me to pause. Some vendors probably will say they can’t provide any of this information, but if you can’t say how you define leadership, then why should someone buy your system? Or that your employees do not use the system. I know of companies who make/sell a learning system, and not everyone in the entire company accesses it, only some departments. I think that would be useful for a buyer, don’t you?

What is some of the criteria?

I state “some” because it is a lengthy list, and will be covered more so, on August 16th. The criteria below may not be the criteria you use, and that’s okay. I am looking at it from two perspectives – a. Analyst – I want to know the nitty/gritty and my assessment of seeing the system and questions asked upon is based on 22 yrs of experience in online learning in multiple verticals/industries, size of companies, etc., and seeing so many out there, all the time. B. Buyer perspective – if I was to buy the system (and yes, I do represent folks looking to buy a system), I am going to be looking for certain items.

UI/UX – We often think modern as the crucial step here, and yes, I am checking that out, but the vendor may have updated UI in one area, and not another – it’s common, Or they are in the midst of an update (which thus requires them to show me wire-frames or screens or a beta). Or because of the size of the vendor, and their approach, may not align with modern, but it works for them. If you have a lot of money dedicated to product and another vendor doesn’t, why should the latter be penalized? I’m more intrigued by navigation, ease of use for the end user, and equally for the administrator. It should be logical, make sense – everyone loves to espouse the two clicks angle, I’ve seen many that are not as simple as they say.

Metrics/Analytics – Do they align to where someone, anyone could look at this data and have it tell them a story about how effective their learning/training is to an end-user? Can I look at it, and extract the gold or am I looking at worthless information – such as views. A view means nothing. It tells you nothing, from the success/failure or gaps you want to know about your learners. If you are a search engine, different story.

Design of the metrics – is it visually appealing or does it look like Excel? I see the latter often, even with upper tier, cost wise systems. Metrics always seems to be last area, vendors update and enhance UI wise, yet it is a crucial, should I say, extremely crucial component of a system. You, your administrator, maybe both – look at this data. If you are not looking at it, then you, as the person overseeing this entire e-learning program, should not be allowed near sharp objects.

Functionality that aligns to what type of system you are selling. Pretty simple and straightforward right? Yet, I see systems that lack anything from LXP capabilities (despite the vendor saying it exists in the platform), to features that your end user would find useful for their learning journey and knowledge transfer. Ditto on the admin side. A dashboard should be the first screen I see when I log in as an admin, with wordage that anyone, not just someone with a background in L&D or Training would be able to figure out.

Next tier feature sets – Are you forward thinking, a dullard, or waiting for a time warp to arrive? You want the former. Vendors love to say their system is “NexGen” or some other spin to show they are something magical like finding a secret decoder ring in a box of cereal. I often find, only cereal.

Training – It’s very relevant. If the vendor has a training department that is relevant, versus someone who has their salespeople only.

Support – I ask a few data points here. Sadly, the Customer Support Excellence Certification program has ended, but there are vendors who truly have great support, and plenty who do not. Yes, you can have a bad experience, and someone else has a great experience, but I’m looking at the whole pie here. And vendors keep data on the customer support/technical support. Always find out said data; it will make a huge difference.

Types of Learning Systems

If the vendor is a talent development platform or TXP (similar), and they have learning as a core component, they slide under a learning system. If the vendor is an HCM, whereas a module or multiple OR they have learning as a core/essential piece, then that module slides under a learning system. An HCM does not.

Skills-based system, learning platform, LMS, LXP, learning suite, skills-measurement, coaching, mentoring, and video-based are all sides under a learning system.

Remember I see learning system as the category, with different types underneath it. Like a TV is a category, there are different types like 4K, Plasma, LCD, OLED, 8K, big box one your grandparents won’t let go of, etc. I admit, I still have small color tv, with dials including UHF sitting in storage. Haven’t used it in 25 yrs, but it remains – because I saw Evel Knievel fail miserably at trying to jump snake river/canyon. Who let’s such a memory go away? Yes, he lived, probably broke only 50% of his bones – but it made for great television.

The 75 – What the word means in ( )

Who they target – (Combo) – Means that they go after employees and customers. Tend to skew more towards employees, but there are vendors whose latest data shows they have more clients using it for customer education than employees. Docebo is a combo, but are 40-60, with the 60% (at the time of seeing the data, from two months ago), customer education. If you see “Combo” and you are in L&D, Training, HR, Sales, Marketing, Product, the dog house – and want to use it for either employees, customers, or yes, both – you can.

Employee-focused – I constantly update the percentiles, but I place it at 85% employee-focused. L&D, HR would be the core audience here. But again, it could be training or the owner of a chain of coffee shops.

Customer Education Focused. 90% or higher – use the system for customer education/partner training. Associations slide under here (trade and professional). B2B/B2C too. If you are a training consultant, or consultant or instructor or whomever and you sell content to folks, then you slide here.

Thus

Combo, Employees, Customers. The majority of the market is “Combo.”

The List (Alphabetical Order)

  • Absorb – (Combo) This includes all their products – the entire package.
  • AcademyOcean (Combo) – First Learning System from Ukraine in the rankings
  • Access LMS (Employees)
  • Acorn LMS (Employees)
  • Adaptive (Employees)
  • Agylia (Combo) – From Civica
  • Archipel Academy (Employees) – Not sure why they say “EdTech” when the system is corporate-focused.
  • Area9 (Employees) – Adaptive learning platform
  • Axonify (Employees) – First they were a gamified learning platform, then micro-learning and now – “Frontline” and “Mobile-First and Communications” – Not sure why they constantly re-message, solid system for learning. Fun fact – every learning system can accept micro-learning – and they could all the way back to 2000.
  • Biz Library (BizSkills) (Employees) – First system to map all skills to the content – nice!
  • BrainCert (Combo)
  • Brainier (Combo)
  • Bridge (Combo)
  • Centrical (Combo)
  • Chapter (Employees) – Includes LMS, LXP, Skills Library – And no, I do not know why their URL has the word “vitamins” in it. They don’t sell them. Learning – Yes. Vitamins? No.
  • CoachHub (Employees) – Coaching Platform
  • Continu (Combo, but skews more towards employees)
  • Cornerstone LMS (Combo – but to me, this is heavily tilted to employees, especially since they refer to the entire Cornerstone System as an HCM) – They refer to it as CBX internally for sales purposes. #1 for Skills Management (feature sets) for 2021.
  • CourseStage (Association) – Plays heavy in the association market, association-focused
  • CrossKnowledge (Combo) – Skews heavy towards employees
  • D2L (Combo) – Strong in the association space too. Expect to be cohort-based learning by end of 2023.
  • Davton Learn (Employees) – First vendor in the rankings to come from Africa – Very cool!!!
  • Degreed (Employees) – They push as an upskill platform, and that’s fair. Add the opportunities module, and now they are a TXP.
  • Docebo (Combo) – Skews towards customer education. I included Docebo Learn, Discover, Coach and Share (Add-on to Learn), Docebo Connect, Docebo Learning Analytics in the analysis. I have seen all their modules, but these stood out.
  • Eduson (Employees)
  • eLB Rockstar Learning Platform (Combo) – Formally known as eLearning Brothers- This is for Rockstar Learning Platform.
  • eloomi (Combo) – Skews employees
  • enabley.io (Combo) Skews more toward employees
  • eNet Enterprise – eCom Scotland (Employees)
  • Eurekos (Customers) -In the Customer Education Bracket for 2022, they finished runner-up (i.e. #2), don’t let the web site be the factor, they are in the midst of a redo.
  • Fuse (Combo) – Skews towards employees. Expect to see them fully cohort-based learning by end of 2023. #1 learning system for 2022 (the start).
  • G-Cube (Combo) – Skews employees
  • Growth Engineering (Combo) – Skews employees – this is for the Impact Suite
  • GrowthSpace (Employees)
  • GyrusAim (Combo) – Skews heavy toward employees
  • Hive Learning (Employees) Refers to themselves as Peer learning. Pretty close to full cohort-based learning. Not there yet.
  • (Combo) Skews employees
  • Intellum (Customers) – Has a minimum for active end-users, 4,500. If you are less than that, not the system for you.
  • Jollydeck (Employees) – Different UI than you are likely to see, not for everyone.
  • Juno Journey (Employees)
  • Kallidus Learn (Employees)
  • Knowledge Anywhere (Combo) – Quite robust, under the radar
  • KREDO (Combo) – Skews heavy towards employees
  • Lambda Solutions (Customers)
  • LearnAmp (Employees) – Repeatedly Top five learning system, multiple years
  • LearningCart (Customers)
  • Learnster (Employees)
  • LearnUpon (Combo) – Plays in association space too
  • LMS365 (Employees) – If you are into SharePoint, the system is built upon that, but integrates into Teams and Microsoft 365 too.
  • MATRIX LMS (Combo) – Skews employees
  • MentorCloud (Employees) – Mentoring platform with learning pods, and many cohort-based feature sets. Newcomer of the year 2022.
  • Myskillcamp (Employees)
  • Netex Learning Cloud (Employees)
  • NorthPass (Customers)
  • NovoEd (Employees) – Cohort-based learning system – has a majority of the feature sets
  • OnPoint Digital (Combo) – Skews towards employees, a vendor that strip down to the studs – which means fully customizable (not free, though)
  • OpenLMS (Combo) – Skews employees
  • PeopleFluent (Employees)
  • Pluralsight (Employees) – 100% technical skills-based system. It’s tech skills all the time.
  • Raven360 (Customers)
  • SAP Litmos (Combo)
  • Schoox (Employees) – Although if you don’t mind basic/extremely limited e-commerce, they could go customer ed too.
  • Skilljar (Combo) – Skews customer education, however, they do not achieve 90% or more for customer ed clients
  • Skills Base (Employees) – Skills measurement platform. Metrics driven.
  • SmarterU (Combo)
  • Spoke (Employees)
  • Stream Learning Suite (Combo) – from LearningPool
  • StudyTube (Employees)
  • TalentLMS (Combo)
  • Thinqi (Employees) – LXP, plays in EdTech too (actually a lot of corporate systems will accept EdTech clients)
  • Thought Industries (Customers) – Best in Customer Education Bracket 2022, Customer Ed system of the year, 2021.
  • Tovuti (Combo)
  • Uqualio (Employees) – Video Learning Platform
  • Valamis (Combo) – Skewing more towards employees, but they do have customer ed clients.
  • WBT Systems (Associations) – From TopClass

Plus One more

  • Training Orchestra – 100% training management system, which means heavy focus on training scheduling.

Final Thoughts

You may look at this list, and go where is my learning system Or I had this system on this list and I hated it. Again, I look at the systems in many different ways; thus, if your system isn’t on this list, there is always next year. And if a system on here is one you hated or caused problems, I understand; things happen. Despite vendors saying everyone loves their system, that isn’t the case. Some stay because they do not want to conduct another search OR they have a larger entity owning them, and they won’t let them change OR whatever.

I often hear, “well, so and so doesn’t have this or that system,” to which my retort is always, “I have no idea about their process, and every analyst has a different methodology and approach and analysis.” We are not robots here, although I suspect so and so maybe (and leave it at that).

Bottom Line

Some vendors fail to realize that L&D isn’t the only game in town, which is why for training folks who provide internal too, you probably won’t see “Training”, but you will see “L&D”. There are vendors who say “Education” but focus only on corporate, sorry they are not the same thing. Nowadays, you are seeing learning technology, digital learning technology, and others with “technology” in their heading. Nice marketing spin, but every system is technology driven too.

When a vendor says “organization, ” many folks think “employees only, ” and the vendor might go after customers and employees. Some vendors still have no idea why WBT (known as e-learning today) was created. I can see it immediately when I start to ask a few questions. PXP – people experience platform is starting to appear – to which I ask why? Say talent development and move on. It is the same thng after all, and if I wanted your system for customer-ed, the moment I saw PXP that is employee driven anyway.

I know of one vendor who is adamant they are not an LMS. Fine, but why is it when I type in LMS in a search engine your name appears? Their response? “We use it for SEO purposes to get them on our site.” Sadly, I have found out that many vendors pull this maneuver, even though they heavily message anti-LMS or not an LMS.

This returns to the whole learning system umbrella term I use and types as sub-categories.

The reality is that systems that invest a lot in marketing will land way more customers than those that don’t. This industry is driven heavily by marketing. I’ve seen amazing systems nobody knows of because or poor or lack of marketing, and average systems who are marketing hitters.

Always do your due diligence. Don’t buy into the marketing hype.

Sometimes, the real gold isn’t visible.

Until you start to

Explore.

E-Learning 24/7

Top 15 Algorithm Interview Questions

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Top 15 Algorithm Interview Questions

When algorithms were first invented, as far back as 2000 B.C.E., the creators probably never imagined they’d be used for driving large, metallic, self-powered chariots known as “cars.” But here we are in the 21st century, using algorithms to run many aspects of our lives, from artificial intelligence to cryptocurrency to logging into basic online services.

So if you’re searching for a job working with algorithms, you’re entering an exciting field with lots of opportunities. But now it’s time to get ready to impress — which is why we’ve rounded up 15 algorithm interview questions to help you prepare.

Keep reading to learn the most common algorithm questions, how to answer them, and how to brush up on your skills to get you ready for your interviews.

1. What is an algorithm?

While basic, if you happen to be asked this question, it’s important that you answer confidently and simply. An algorithm is a series of computational steps that takes in an input or multiple inputs and converts it into an output. There are several formats an algorithm can be written in which includes in plain English or as pseudocode.

Once you’ve given a concise answer like this, if you’d like to go deeper, you can do so using an example.

2. What is Quicksort?

This question is meant to test your ability to apply algorithms at least at a very basic level. A Quicksort algorithm sorts queries or lists quickly. It uses what’s referred to as a “divide and conquer” technique, partition exchange, which divides the list of items into three different parts:

  • A pivot element selected from the array
  • Elements less than the pivot element are placed to the left of the pivot to form a left subarray
  • Elements greater than the pivot element are placed to the right of the pivot to form a right subarray

Within the subarrays a pivot element is selected and the remaining values are sorted to the left or right of the pivot. The process is repeated until there only remains a single element in the subarrays.

Time Complexities:

  • Best Case: O(nlogn) This occurs when the pivot element value is close to the middle
  • Worst Case: O(n2) This occurs when the pivot element value is either the largest or smallest value
  • Average Case: O(nlogn)

3. What is the function of a Pivot element?

This is another shallow dive into the basics of algorithms. You can answer by explaining that a pivot element is an element chosen from the array or matrix being worked on to serve as the first element selected by the algorithm to perform calculations.

There are many ways to pick a pivot element. For arrays, pivots can be the last or first element, chosen from the middle, or even randomly selected.  Depending on the algorithm, the way in which the pivot is selected may yield better results.

4. What is meant by the time complexity of an algorithm?

This is another basic element of algorithms, so your answer should begin with a brief definition. The time complexity element of an algorithm refers to the amount of iterations needed for it to be run to completion based on the input size.

5. Explain the different notations used when it comes to time complexity.

When answering this question and any follow-ups, you’re demonstrating your knowledge of how algorithms work, as well as the different ways you can alter them to achieve the desired result.

Using notations helps predict the efficiency of the algorithm. The notations you use for time complexity include:

  • Big Omega: This signifies “more than or same as” iterations. It is the tight lower-bound of the growth of the algorithm’s running time. This would be the best case time complexity.
  • Big-O: This signifies “fewer than or the same as” iterations. It is the tight upper-bound of the growth of the algorithm’s running time. This would be the worst case time complexity.
  • Big Theta: This signifies “the same as” iterations. It ​​is both a tight upper-bound and tight lower-bound on the growth of the algorithm’s running time.
  • Little-O: This signifies “fewer than” iterations. It is ​​an upper-bound that is not asymptotically tight.
  • Little Omega: This signifies “more than” iterations. It is the lower-bound that is not asymptotically tight.

6. How does binary search work?

Binary search is used to find an element within a sorted array. The item in the middle of the array is looked at first. If the element to look for matches the middle item then the search is complete. Otherwise, if the target element is greater than the middle element then the search is repeated on the upper half of the array (all the larger values after the middle). If it is lower than the middle element then the search is done on the lower half of the array (all the smaller values).

Time Complexities:

  • Best Case: O(1) This occurs if the value matches the middle item to begin with.
  • Worst Case: O(logn) Occurs if the value is at one of the end steps or is not in the array at all.
  • Average Case: O(logn)

7. What is meant by a heap sort?

A heap sort involves comparing items using a sorting algorithm. The input is divided between a sorted and unsorted region. What’s shifted to the sorted region is dependent on whether working on a max-heap or min-heap. A max-heap has the element with the maximum value at the root while a min-heap has the minimum value at the root. When using heap sort on a max-heap, the unsorted region shrinks as the largest item is shifted to the sorted region. For min-heap, the smallest item is shifted to the sorted region.

In a max-heap, the parent node’s value is always greater than their children. To sort the elements of a max-heap using heap sort, the following steps are to be followed:

  • Replace the last element of the heap with the root node
  • Remove the newly placed last element from the heap
  • Convert the now binary heap back into a max-heap
  • Repeat the process until there is no more elements

Time Complexities:

  • Best Case: O(nlogn)
  • Worst Case: O(nlogn)
  • Average Case: O(nlogn)

8. What is a skip list used for?

A skip list is used for the data structuring process. It is based on linked-lists and uses probability to build layers of new links on an original linked-list. It can be thought of as looking at a chain of bus routes. There are buses that stop at every stop but there are also buses that make only express stops. The express buses have fewer stops than that of the regular buses. Making new layers in the skip list can be thought of like the express routes. Being able to get to the most-frequented nodes more efficiently can make other tasks like inserting or deleting nodes much easier and faster than some other algorithms.

9. What are some of the most common cryptographic algorithms?

This may feel like a tough question because it sounds like you have to commit a bunch of stuff to memory, but if you miss a couple, they won’t blame you. Also, there are tons of algorithms out there. Here are some:

  • IDEA
  • Blowfish
  • CAST
  • LOKI
  • DES
  • GOST
  • 3-way

10. What is a hash algorithm and how is it used?

You will want to get comfortable answering this question because hash algorithms are popular now due to their use in cryptography. A hash algorithm refers to a hash function, which takes a string and converts it to a fixed length regardless of how long it was to begin with. You can use it for a wide range of applications, from cryptocurrency to passwords and a range of other validation tools.

11. What role do algorithms play in cryptocurrency?

If you’re interviewing for a job related to cryptocurrency, this could be a challenging question, especially if you get lost in the weeds while answering it. One way to answer this question is to mention just how heavily blockchain-based cryptocurrencies rely on cryptography. The blocks or records that make up the blockchain are secured using cryptographic methods like hash algorithms. There are also algorithms used to generate public-private keys and for “mining” cryptocurrencies.

12. How does an encryption algorithm work?

These kinds of algorithm interview questions get closer to the heart of some of the solutions you may be hired to work with. An encryption algorithm converts plain text into a code known as ciphertext. The algorithm uses keys to do this. Longer keys give you more potential options for making your ciphertext.

13. What is a radix sort algorithm?

Radix sort can come in handy with databases, and if your position may involve them, you should be ready to answer this question. Radix Sort is a sorting algorithm that avoids making comparisons by distributing elements into buckets based on their radix instead.  If there are elements with more than one significant digit, then the bucket distribution is repeated for each digit.

14. What is a recursive algorithm?

A recursive algorithm refers to a way of solving a complex problem by segmenting it into smaller sub-problems. You do this again and again until you get a problem that’s small enough that it’s easy to solve. Binary search is one example of an algorithm that can be implemented to be recursive.

15. What are the three laws that govern a recursive algorithm?

These kinds of algorithm interview questions may come as follow-ups for the “What is a recursive algorithm?” question. A recursive algorithm needs to follow these laws:

  • It has to have a base case.
  • It has to call itself.
  • It needs to change its state and shift towards the base case.

Get ready to ace your interviews

Need a refresher on any of these concepts? Not only do we give you the knowledge you need to land a great tech job, but we also provide you with courses and Skill Paths that make it easier to knock your interviews out of the park. These include interview practice with popular coding languages like Java, Javascript, Python, and more.

If you’re ready to position yourself for a great tech job — whether you’re ready to interview or just want to start learning — you can get started with our catalog of courses today.

Building Confidence In The Workplace

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Building Confidence In The Workplace

Trust. Conviction. Self-belief. Reliance. Self-assurance. Certainty. Faith. These are just some of the words used to try and capture the essence of what it means to be confident. As you get older, you come to realise the role it plays in your life, its impact on your health and mental wellbeing. Confidence is a vital life skill and is needed in every area of life. And building confidence in the workplace can be the difference between thriving in your role or waiting impatiently for 4pm every day.

What Is Meant By Confidence?

According to the American Psychological Association, self-confidence is the “belief that one is capable of successfully meeting the demands of a task.” Confidence is key. It’s the unwavering self-belief that you can, you will, walking into every sense like you belong. Confidence is not letting what others may think or say about you affect the pursuit of your goals. It’s not questioning whether you can take up space, but owning your truth, power, skills, and abilities. When you are confident, you know who you are and own every part of you, flaws, imperfections, and everything in between.

Benefits Of Being Confident

Being confident has many benefits, at home, in your personal relationships, and at work. It’s a soft skill that can be transferred between the many areas of life. Here are a few benefits of being self-confident:

Ultimately, confidence at work helps you perform your tasks better, and makes you are more productive. and helps boost your company’s brand perception.

Confidence At Work

Confidence is not always considered a necessary skill in the workplace. However, it is one of the “soft skills” that are gaining popularity in the workplace and needed for success. It’s labelled a soft skill because unlike other skills, it is not easily measured, nor tangible.

Whether you are a team leader, manager, or general employee, it’s a must-have skill due to the changing nature of the workplace. Team members are more likely to take the lead and guidance from managers who are emotionally aware. That is, leaders who are confident in themselves that they don’t need to bully their subordinates or create unhealthy work environments to mask their lack of self-confidence. As a team member, being confident allows you to collaborate effectively with your team, you are part of creating a healthy work environment, there is healthy communication and teamwork at play.

What Does Confidence Mean In The Workplace?

Being confident at home or at play doesn’t always mean you’ll be confident at work. There are different tasks, needs, and demands at work that may require you to step into a part of yourself you haven’t tapped into yet. In your social circle and home life, you have often chosen the people around you. You also have long established ways of working and developed relationship dynamics on your terms. It’s not always the case in the workplace because you’re dealing with different personalities, temperaments, and situations that you can’t control. Because of the different elements at play here, it’s important to develop that self-confidence so that you don’t derail your professional goals.

When you’re confident at work, it means:

  • You can take criticism
  • You aren’t afraid to make mistakes. You admit them, learn from them, and continue growing
  • Increased your output
  • You’re able to be a better advocate for yourself
  • You know how to set boundaries and stick to them

All in all, confidence contributes to workplace happiness, career growth, completing everyday work tasks well and overall performance.

How To Build Your Confidence In The Workplace

It’s important to remember that confidence isn’t something out of your grasp. It is something you can hone and develop over time with hard work, commitment, and dedication to creating a stronger version of yourself.

  • Engage in positive self-talk

This may sound corny to some, but you should never underestimate the power of your thoughts and words. It’s said that the words you speak create the house you live in. Get into the habit of speaking positive things (affirmations) about yourself. Loudly state your goals and what to plan to do to achieve them.

Know what you can do and do it well. By performing these tasks and succeeding in them, you not only build confidence, but you make yourself a more valuable employee. You’ll be recognised for knocking these out of the park, giving you more responsibility and ultimately, boosting your confidence levels. That pat on the back and praise from your boss does wonders for your confidence.

If you’re unsure about your strengths, take our workplace personality assessment. This test helps you recognise these as well as your weaknesses and offers a list of courses you can enrol in to develop your weaker areas and strengthen the stronger skills.

  •  Increase your knowledge

The more you know, the more confident you’ll be on various subjects and your role at work. You’re bound to boost your self-confidence when you know and can speak eloquently and comprehensively about your job, the skills, software, tools, and trends related to your position. You’ll be called on to speak on this at work and with colleagues, trusted with information and counted on, which are great confidence boosters.

We often hear how New Year’s resolutions get left by the wayside by mid-January or February. This is often because people haven’t broken them down into smaller achievable tasks. Without doing this, the goals begin to look overwhelming and impossible to meet. However, if you break these down into more manageable tasks, and you achieve them, your confidence in your abilities will grow.

  • Fake it until you make it

No, that’s not a typo. This long-standing saying holds merit. When you live confidently and perform with a confidence you may not yet feel, it tricks your mind into believing that you can and works to get you there. The positive reinforcement you’re likely to get creates a positive loop in your mind that builds your confidence up as you go.

Confidence Boosters

Learn from your mistakes. Develop more skills. Find a mentor. Don’t be afraid to ask questions. Walk tall. These are a few other things you can do to build your confidence in the workplace. Remember, confidence is a skill you have the power to develop.

Confidence can be learned. The big question is, how confident are you? It’s a simple question but it requires an honest look at yourself to determine whether it’s a skill you need to build from scratch or simply build on.

“Once we believe in ourselves, we can risk curiosity, wonder, spontaneous delight, or any experience that reveals the human spirit.” – E. E. Cummings

 

Summer Reading Contest, Week 8: What Got Your Attention in The Times This Week?

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Summer Reading Contest, Week 8: What Got Your Attention in The Times This Week?

Welcome to Week Eight of our 13th Annual Summer Reading Contest.

This contest is open to students 11-19 from anywhere in the world. To participate, submit a response by 9 a.m. Eastern on Aug. 5 that answers the questions “What got your attention in The New York Times this week? Why?”

If you are 13 or older and live in the United States, or 16 or older from anywhere else in the world, post your response in the comment section. If you are a teacher, parent or guardian and your kids or students are 11-12 years old and live in the United States, or 11-15 and live in another country, see the bottom of this post for details on how to submit.

Responses must be 1,500 characters — about 250 words — or fewer.

What should you choose? Well, as you know from the rules we’ve posted, you can pick anything published on nytimes.com in 2022, including articles, essays, videos, photos, podcasts or infographics.

We hope you’ll click around nytimes.com and find your own great articles, features and multimedia. But we also know that not everyone who participates has a Times subscription. Because all links to Times content from the student features on our site are free, every week we’ll try to help by posting interesting pieces from a variety of sections.

There’s More Than One Way to Ban a Book

What Happened When 7 Trump Voters and 6 Biden Voters Tried to Find Common Ground

We Can’t Afford Not to Prosecute Trump

Climate Change Is Not Negotiable

Setting the Record Straight on Covid Variants and Reinfections

Can Democrats Avoid a Midterm Wipeout?

How to Talk About ‘Extreme Weather’ With Your Angry Uncle

Our Leaderless Free World

On ‘Yellowstone’ and in Montana, the Same Question: Who Owns the West?

Need more details? The contest rules are all here, and you can read the work of last year’s winners here. A quick overview, though:

  • You can choose from anything published in the print paper or on nytimes.com in 2022, including videos, podcasts, graphics and photographs. (In your response, please include the URL or headline of the piece you pick.)

  • We’ll post this question each Friday from today through Aug. 12, and you’ll have until the next Friday morning to respond with your picks. Then we’ll close that post and open a new one with the same question.

  • We’ll choose at least one favorite answer to feature on our site each week. Winners from this week will be announced on Tuesday, August 16.

  • Feel free to participate each week, but we allow only one submission per person per week.

  • The contest is open to students ages 11 to 19 from anywhere in the world. If you are 13 or older and live in the United States, or 16 or older from anywhere else in the world, post your response in the comments section. If you are a teacher, parent or guardian of a student or child who is between the ages of 11 and 12 and live in the United States, or 11 and 15 and live in another country, then you must submit an entry on the student’s behalf using the form below. All entries from the comments section and the form below will be judged together.

Cohort-Based Online Learning – Ready..Set…

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Cohort-Based Online Learning – Ready..Set…

What a week. The cohort-based learning (online) post gets published and readers and others reach out talking about they are going to install this their online learning, vendors – wrote about adding it too, and making sure everything is there.

There were people who were already big fans of cohort-based learning, and this post, reinforced that idea, along with its potential success going online.

What I came to realize was three-fold, two completely that blindsided me.

  • People totally got into “it” – that is to say really jazzed and excited about doing cohort-based learning (online) in the corporate/association market – I found so many people who see the premise and can go, okay this can work – I believe in it. It is the first time, in a few years that for the online learning corporate space – real enthusiasm to go for it. I love that, which is why this second post, aligns so well.
  • Vendors – a few already noting they have cohort-based, starting the marketing twist (no surprise here)
  • The Search for cohort-based learning – a plus of course, but also I realized quickly that it by typing in, what people will likely type in a search engine, let to results as a whole that you do not want

Initially this post was going full academic, as noted in the previous post. Then I was going to write about scenarios you may face, here is what you need to consider, and plan out, before rolling out. However, I felt it would be more helpful to create this as a “workbook” for you to review, and use – look an assignment – cohort here I come…

Hence the Ready…Set…

HOLD

The Template – Coming in two weeks

To aid in all of this, I will be creating a cohort-based learning template – functionality/features wise that you will be able to download and use, when exploring vendors who either espouse that cohort-based exists in their system, or calls themselves cohort-based, and so forth.

HOLD

I will be checking out several systems that refer to themselves either as a cohort-based learning system (or similar) OR tap into it heavily. Then, I will post my results – quick takeaways of yes or no – with an added bonus, my top three who today are doing the best at this. Think of this document as a cheat sheet. It will be available for download on the Learning System Library in a new category called cohort-based learning. The Library is available today for you to check out materials, PDFs, ebooks, on a variety of topics, including some of my reports – everything is free. Free to read, free to download etc – a post going further into the library and now a new update for content, is coming. But, this is more along the “hey, cohort-based learning category” is coming and a cheat sheet you can use.

Here is my initial list (which will be growing) – and which will be available for folks to check out these systems in that, wait for it, cohort-based learning category. This will be expanded upon frequently, but for those who think – let me look now, and start to percolate about further exploration – after I see your feedback – angle:

  • qohubs – Be aware that for whatever reason, I am finding more cohort-based focused systems coming out of Europe than any other part of the world. Thus for folks whose approach is, “Well, we haven’t heard of them OR they are not based here X”, and need to expand your horizons and realize we live in a global market. Think this way – what is your television brand? Was it one of the biggest name brands out there or lesser known? Was it made only in your country or elsewhere?
  • qomenius – No relation to the one above. The term “group-based learning” appears either as a key describer or as the type – in some systems here. Cohort is far more than just sticking people in a group.
  • click.to – A common approach to cohort-based learning – well, common in the way, that it aligns as a standalone, that could be integrated as a bolt-on or add-on to an existing learning system, or talent platform or whatever
  • NovoEd – I’ve seen this system in-depth over the last 2.5 weeks. Lots to love here, but definitely some things need to be added, enhanced, etc. Post in two weeks, with the pros/areas to improve will include NovoEd. They have a new UI/UX update rolling out by the end of Q4, with some expanded feature sets – updating the mentor dashboard, for example. The first full throttle learning system, combining nearly all the components of cohort-based learning (that I wrote in my post). Not all though. But it’s close.
  • MentorCloud – They use learning pods, some cohort-based learning strategies/processes and mentors – the key part here. I’ve written about them in the past. Best new learning solution I’ve seen in 2022.

HOLD

If you conduct your search, at some point you are going to see the “other side” of cohort-based learning, expert creators selling uh, their expertise to lead a cohort. Think content creators with a twist – that being the facilitator or guide or main expert of the cohort (as one vendor of this approach notes “content creators turned teachers”). This is not the same as say a masterclass, so do not, think “okay, he is talking about a masterclass angle”, which I’m not. The problem with hiring an “expert” is uh, what does that really mean? Let’s say I am an expert in YouTube marketing. Great, what qualifies you as being a great guide or facilitator? Or understanding all the nuances of your (the client)’s training or L&D needs? The answer, zip.

It aligns more to folks seeking financial benefits (nothing wrong with that) by leveraging in some fashion their expertise in whatever category – and to get you or your company to buy. These folks exist on platforms, specifically designed for this approach.

To me, it reminds me of the days of people hiring “Experts” to do an on-site F2F seminar or activity. The only difference now? It’s online. There are systems out there, that refers to themselves as cohort-based or similar term marketplace.

This stretches the cohort-based angle, taking a couple of pieces and saying cohort-based learning. LinkedIn Learning follows this one aspect with their Learning Hub and “Live Office Hours with Experts” aspect. I can see them easily twisting this to cohort-based learning with mentors/experts. And yeah, you can become one too. No need to be jealous anymore.

  • Wespline – Yes, you – you drinking coffee right now – have you ever considered creating your own cohort-based learning environment? No, not your company – You, you my friend.. come to think of it….
  • Maven – Have you ever seen so many happy people on one screen – that isn’t a sporting event?
  • Teachfloor – Says they are a cohort-based learning platform, but again, it’s clear they are missing some features/understanding of what cohort actually is and isn’t. Anyway, seeking a new revenue channel on those days you are thinking, “I should create my own classes, I know more than my L&D department does when it comes leadership.”
  • Antwalk – Experts + Revenue Opps +Workforce Dev + some cool analytics. What’s with the names of some of these systems? I did find a system that had Candy (as part of its name), sadly they didn’t do any cohort or expert angle. Still, Candy as part of your system name. Does Bow Wow Wow know about them?
  • GrowthSchool – When masterclasses are not enough. Add expert one on many sessions. Yes, these is stretching the whole cohort angle, but they are a good example, of how easy it is to think this is cohort based, because they have a couple components.

HOLD

The other type of cohort-based learning systems, whereas they are designed with feature sets and capabilities and methodologies for say leadership development, technical skills, or general knowledge on various topics. Sort of reminds me as part platform and part content – but the content is the guided learning experience (still, overused here, so let’s say, guided learning and leave it a that). Coaches, Experts and Mentors are noted heavily with these.

Based on my initial analysis, these types of cohort-based learning systems, are more prominent than anyone else. Well, for the time being. They better be ready, because the other learning systems, that can take a combo LMS or LMS pieces and LXP or whatever else will be rolling in on their turf.

Fun fact – many of these systems have raised funding in the past year. A trend I surmise will continue.

This is a short list, there are many more.

  • Neol
  • Campfire – Leadership cohort-based learning
  • Utiva – Uses cohort-based capabilities (not all of them) to learn tech skills. I loved how they wrote about post-training value, including specific data points – 30 projects for example. They go Corporate and EdTech here.
  • Metvy – As they say in the pitch line, “Curated, P2P Learning, Mentoring and Networking Ecosystem” – I see these terms elsewhere and yes, an effective cohort-based learning platform must include mentoring and networking and P2P.
  • Modal – This is more of a system that yes can be a standalone – but could be integrated with your existing learning system(s) too. It is sort of all the stuff (a chunk of it) that you would use in conjunction with say other forms of learning online.

HOLD

Learning System vendors that are super close to adding cohort-based learning specific functionality, but today, you could leverage what they do have in their system to create your own learning pods with guided learning/facilitation and key analytics. They are not cohort-based learning (as noted in my previous blog post), but doing this or that, in the next six months could get them there, a tad quicker than say most.

  • Fuse – They have always been group/community angled here
  • Learn-In – Includes cohort-based learning components. This piece I suspect or something like it, will eventually roll into Degreed. And combined with whatever else Degreed is working on to go full cohort-based learning… The link is to Learn-In. They are not a full cohort-based learning system, but taps into a few items. Not a fan of the tuition assistance aspect though.
  • D2L – Tapping into the EdTech capabilities around synchronous learning -also has the web conferencing built-in. Needs quite more to truly so cohort-based, but again, if you are fine with, let’s do a bit – something guided, here you go.
  • Anthology – Again, leveraging their existing Synchronous based learning methodology. I wouldn’t use them, because one core product is Blackboard Learn, which I find underwhelming. That said, any learning system who plays heavy in EdTech Higher Ed space, they will have synchronous based format already in their system. And yes, I did find “cohort-based” expert angle with college kids too. Perhaps a match in the making.

Bottom Line

Cohort-based learning (online) is all the parts in the previous post, and also new parts yet to be discovered. That’s the thrill of it. But if my discovery of systems out there says anything, it once again points to the dark secret the learning system industry seems to ignore, blue-collar workers and service workers. Cohort-based learning (online) can do wonders here, yet those “expert-driven” systems, lack any such focus around it.

Perhaps I want to be the best Uber driver out there, why not have the option to connect with other Uber Drivers and learn using this manner? Select ones new, with ones that are experienced. Those in large cities, say London with ones in New York. Have a guide who knows Uber inside and out from the driving and dealing with customers and directions aspect. And incorporate it all.

That is what really offers to “IT” to me.

The Potential.

So start your journey of discovery, take a look at what is out there, and realize that if you thought the Learning System space couldn’t get any more crowded OR that cohort-based learning (online) is just groups and guided learning, see it, for what it is

Different. Potentially Impactful.

Beneficial if done and rolled out right (hence my workbook soon for you).

But it is more than groups. Or Synchronous based. OR Talking to a community of people online. OR social networking.

Those are just bits.

Not the entire experience.

E-Learning 24/7

NEOM, the city of the future

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NEOM, the city of the future

Ambition, design, architecture, and the desire to become independent of oil are mixed in Saudi Arabia, resulting in The Line, the city of the future, a dream of $500 billion dollars, which will definitely change the world. This urban and futuristic megaproject is a vertical construction that will be located in the smart city Neom.

 

Prince Mohammed bin Salman has planned an extravagant and ambitious construction, a straight line of up to 170 kilometers, made up of skyscrapers taller than the Empire State Building -1,250 feet-, which will connect the west coast of Saudi Arabia with the East.

 

What is The Line?

 

The Line rethinks everything we know about how people live, work, and play. A 170 km-long vertical city, designed around people, rather than cars. A revolution in urban living. A city that delivers new wonders for the world.

 

 

The Line will be a sustainable and smart city. Now the project is looking for funding. The goal is for the city to be operational in 2030. The promoters have launched an international announcement to attract funds with which to create this futuristic metropolis, which is designed to house up to 9 million people.

 

As detailed by the official Saudi press agency (SPA), The Line will have neither roads nor streets nor cars. “It will work with 100 percent renewable energy and will prioritize the health and well-being of people over transport and infrastructure as in traditional cities.” One of the most striking features of the futuristic metropolis is its measurements: 200 meters wide, 170 kilometers long, and 500 meters above sea level, it will therefore be like a long metallic line in the middle of nowhere.

 

Future Neom – The Line, a 170 Km City in Saudi Arabia

The website Construction Week state: “The Line symbolizes a revolution in urban living at Neom, and serves as a blueprint for how people and planet can co-exist in harmony. In addition, it serves as a direct response to some of the most pressing challenges facing humanity today such as legacy infrastructure, pollution, traffic, and human congestion.”

 

 

Some curiosities of The Line:

  • It is 6 hours away from 40% of the globe

  • Nature is always just a few steps away

  • 100% renewable energy

     

If you are interested in knowing more about this project, we invite you to read:

SAUDI ARABIA SEEKS FUNDING FOR US$500 BILLION MEGAPROJECT.

Desert City Dream.

Could ‘pre-eminent’ Neom U be Saudi Arabia’s next top university?

Author : Vanessa D”angelo
Degree :
Major : Marketing
Country : Spain
Language : English

View Author Profile
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Leading LATAM Companies Choose Coursera to Help Prepare for New Digital Economy

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Leading LATAM Companies Choose Coursera to Help Prepare for New Digital Economy

By Renzo Casapía, Head of Enterprise, LATAM Sales

Businesses are innovating at a faster rate than ever before, placing a premium on high-demand digital skills in AI, machine learning, and cloud computing, among others. This is a major challenge for organizations throughout LATAM, with 50% of companies in the region struggling to find workers with the right skills.

Some global companies such as Arcos dorados , BNP Paribas  AT&T, HSBC have signed up for Coursera for Business since the start of this year. Coursera is helping organizations across all industries deliver the job-relevant skills training needed for their employees to succeed in the workforce of the future.

The global telecom and digital services market, for example, is expected to be valued at $2.5 trillion by 2028, and continued investments in deploying 5G wireless networks are a crucial growth driver. Leading telcos such as Claro Colombia, the largest provider of mobile phone services in the country, and Telecom Argentina, the leading company that offers connectivity, entertainment experiences and technological solutions throughout the country., are both partnering with Coursera to help employees develop high-demand digital transformation skills, data science and digital marketing. 

“In Telecom Argentina we are evolving from  being a traditional telco to consolidate ourselves as a digital company, developing new businesses and 100% digital solutions based  on IOT, 5G, Fintech, entertainment and smarthome”, said Valeria Urbina, People Growth Manager of Telecom Argentina. This paradigm shift in our business necessarily implies a change in our culture, our mindset and the skills of our people. The depth and breadth of content on Coursera’s platform enables us to reskill employees in key roles across the organization to help meet the evolving needs of our business and deliver value to our more than 30 million customers in new ways.” 

During the pandemic, pharmaceutical companies like Adium Pharma signed up with Coursera to help its workforce develop the essential skills needed to  quickly develop and deliver diagnostic tests, treatments and vaccines at record-breaking speeds. 

In the financial services industry, 14 million new digital jobs are expected to be created globally by 2025. Leading banks across LATAM including Banco de Chile, Bancolombia and BCP Perú are working with Coursera to upskill employees in key areas needed to fill these roles including software development, machine learning, AI, cloud computing, and cybersecurity.

In addition, rapid adoption of AI, data analytics, and Internet of Things (IoT) technologies is widening the skills gap in the oil and gas industry. Furthermore, large segments of an aging workforce will soon take critical skills and experience with them when they retire. Industry leaders such as Petrobras have partnered with Coursera to help upskill employees in these key areas to support digital transformation and carry the business into the future.

Coursera for Business now provides over 3,100 companies across the globe with role-based skills development featuring world-class content, hands-on learning, and the ability to track, measure, and benchmark skills through a single, unified platform. Recent platform innovations including LevelSets are helping employees to quickly determine their proficiency in key skills and identify areas to focus on moving forward, while giving organizations greater visibility and insights into employee skills and the skill gaps that exist. Coursera Clips, which offers over 10,000 bite-sized videos and lessons from the world’s leading companies and universities, are enabling companies to make in-demand skill development content more accessible to employees, allowing them to begin learning new skills in under 10 minutes. In addition, SkillSets are helping employees develop skills for specific jobs. These SkillSets are the building blocks for our portfolio of Academies, which offer a packaged learning experience based on the depth of skill needed for specific roles across an organization.

Between the historic levels of disruption seen over the past year and the resulting shift towards digital jobs, the need to upskill and reskill employees within the enterprise has never been greater. We look forward to ongoing collaboration with these organizations to deliver the skills development programs needed to thrive in the new digital economy.

Learn more about Coursera for Business today.

A Beginner’s Guide To Quantum Computing

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A Beginner’s Guide To Quantum Computing
A Beginner's Guide To Quantum Computing

Quantum computing has become a buzzword in the IT industry. Some people think it’ll change how we do computing forever and give us more processing power than we ever imagined. Some fear this new technology might break all current encryption and security. Others are creating sci-fi shows based on quantum computing, like Devs, which appears in this list of our community’s favorite TV shows.

But most people, even many developers, aren’t quite sure what quantum computing is. Let’s clear up some of the confusion.

Quantum computing terms you need to know

Before we get into how quantum computing works, let’s look at some key terms that you’ll need to know to understand the concept.

Quantum

The quantum in quantum computing refers to quantum mechanics. A quantum in physics is the minimum amount of any physical property that can exist.

For instance, a photon is a single quantum of light. Quantization of energy and how it affects the interactions between matter and energy is part of the fundamental framework for describing the physical world.

Qubit

Qubit is short for quantum bit — the quantum version of the bit we use in classical computing. Standard bits can only be one of two values: 1 or 0. Qubits, on the other hand, hold a superposition of all possible states.

Superposition

Every quantum state can be represented as a sum of two or more other distinct states, and quantum particles combine all possible states. They remain in all of these states at once until they’re actually observed and measured.

Think of a coin flip. Once the coin lands on the ground, it’ll be heads or tails, but while it’s in the air, it still has a chance of being either one. Quantum computers use the concept of superposition to manipulate qubits and affect their probabilities before making a final measurement to get the answer.

Entanglement

Entanglement is a process by which quantum particles can link up so that their states stay linked no matter how far apart they are in space. They share a unified quantum state and can exert an influence on each other.

By entangling qubits in a quantum computer, more information can be represented simultaneously, giving the quantum computer more computing power and the ability to solve more complicated problems.

Quantum interference

In a quantum computer, entanglement is a good thing, but interference is bad. Quantum interference is part of a qubit’s natural behavior that can influence the probability of the final measurement of its superposition. Quantum computers try to reduce interference as much as possible to ensure more accurate results.

How does quantum computing work?

A quantum computer has three main parts.

The first part is the structure that holds the qubits used for computation. These qubits must be stored in a way that minimizes quantum interference. In some quantum computers, superfluids chill the qubit housing to a hundredth of a degree Celsius above absolute zero to keep the qubits stable. Other quantum computers use a vacuum to help with qubit cohesion and minimize interference between them.

The second part is a mechanism for transferring information to the qubits. To use them for computations, their behavior must be controlled so they can hold, change, and read information. There are a few ways to do this. Lasers, microwaves, and voltage are the most common.

The third and final major part of a quantum computer is a standard computer where the code written for the quantum computer is run. It interfaces with the control mechanism, which sends instructions to the qubits.

Where can quantum computing be used?

Quantum computing is still in its early stages, and it’s not quite ready to be used in everyday businesses. Still, some companies are starting to find new uses for the technology.

Most of the work in quantum computing is currently being done by scientists and quantum computing experts who create proof-of-concept applications and test them on a small scale to help identify future uses for the technology. That way, they’ll be ready when quantum hardware develops to the point that it’s practical for more uses.

Also, while a quantum computer can do certain things many magnitudes faster than a classical computer, they don’t do everything quicker and aren’t practical for some computational problems. Here are some of the many industries where quantum computing will have the biggest impact.

Cryptography

The power of quantum computers threatens to make current cryptography techniques obsolete, such as RSA encryption, which is used to secure much of the sensitive data in the digital world. The good news is that there are already companies working on new cryptography techniques that even quantum computers can’t crack.

Machine learning

Machine learning is changing many things about our world, but running machine learning algorithms on traditional computers takes a lot of time and resources. Scientists and Quantum Computing Researchers are looking into new ways to make machine learning faster and more efficient using quantum computers.

Healthcare

Quantum computers have many uses in the healthcare industry. They simulate chemical reactions much faster than standard computers, and they’re also used for protein folding, where they help speed up the creation of new drugs.

Finance

Quantum computing is also used in fintech, where its power makes parsing massive amounts of financial data quicker and model creation more accurate. It can also be used in fraud detection and portfolio risk optimization.

Logistics

Quantum computers are good at optimization. There are many challenges involved in supply chains and international shipping routes that can take a standard computer literally years to solve, but a quantum computer can solve in only minutes.

Programming languages and SDKs used in quantum computing

The programming languages used in quantum computing may have a similar syntax to those used in standard programming, but they were created specifically to handle the quantum computing environment.

But that doesn’t mean you can’t still use standard programming languages. There are high-level SDKs (Software Development Kits) written in languages like Python that allow you to branch into quantum computing without needing to learn a new language.

Here are some of the many programming languages and SDKs used in quantum computing:

  • QCL: QCL (Quantum Computing Language) is one of the first programming languages used for quantum computing. Its syntax resembles the C programming language, and its data types are similar to the primitive data types in C.
  • Q: Q was the second programming language implemented in quantum computers. It was designed as an extension of C++, so C++ developers can start working with it quickly.
  • OpenQASM: OpenQASM (Open Quantum Assembly Language) is a low-level language released by IBM for use with quantum computers.
  • Q#: Q# is an open-source quantum programming language offered by Microsoft. It has some features that developers who know the Python, C#, and F# programming languages will recognize.
  • Silq: Silq is an open-source high-level programming language written in the D programming language. It’s available on Github and is relatively new. The first version was published in 2020.
  • Cirq: Cirq is a Python library created by Google for writing, manipulating, and optimizing quantum circuits. Cirq abstracts away many of the low-level details of quantum hardware in a language familiar to many developers.
  • Qiskit SDK: Qiskit is a software development kit created specifically for working with the OpenQASM programming language and IBM Q quantum processors. It’s written in Python, so developers don’t have to have high-level knowledge of quantum hardware to use it.
  • Braket SDK: The Braket SDK is yet another quantum computing SDK written in Python that works with Amazon’s proprietary Braket quantum computing platform.

How to get started in quantum computing

As we said, quantum computing isn’t yet practical enough to be used in the average business. So you can’t get a job writing code for quantum computers yet, unless the job is with a business currently experimenting with the technology or building their own quantum computers.

Still, you can experiment with quantum computer coding right now. Here are four places you can do that:

  • Amazon Braket: Amazon will give you one free hour per month to experiment with their quantum computing platform, and it provides an SDK written in Python to interact with the Braket platform so you can write quantum code in a familiar programming language.
  • IBM Quantum: You can also sign up for an account with IBM to run experiments on their quantum computing platform. You can write your code in Python here using the Qiskit SDK.
  • Azure Quantum: You can experiment with the quantum computers that Microsoft has access to, and when you sign up, you can get a free $200 credit.
  • DWave Leap: DWave also provides developers with limited free access to their quantum computing platform.

Python is a good choice if you’re ready to jump into quantum computing today since Circ, the Qiskit SDK, and the SDK for Amazon’s Braket are based on the language. Check out our Learn Python 3 course to learn what you need to know to get started. Or, if you’d rather work with some of the low-level languages used for quantum computing, try Learn C++.

Computer Science Courses & Tutorials | Codecademy

Computer Science, often referred to as “CS,” is a broad term that covers many sub-disciplines, including the worlds of software *and* hardware. It can be found in every piece of technology you use, from a smartphone or gaming console to a car or ATM. With so many applications for Computer Science, t…

CARNIVAL IN THE CARIBBEAN

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CARNIVAL IN THE CARIBBEAN

Are you planning a trip to the Caribbean? Then February or March are the best months to do so. With the Christmas season over, the Caribbean comes alive with various carnivals as an excuse to celebrate some more, to paint the cities in different beautiful colors, put on your dancing shoes, and get down to different beautiful rhythms.

 

“Carnival is a Catholic festive season that occurs before the liturgical season of Lent. The main events typically occur during February or early March, during the period historically known as Shrovetide (or Pre-Lent). Carnival typically involves public celebrations, including events such as parades, public street parties, and other entertainments, combining some elements of a circus.”– Wikipedia.

 

Carnival’s origins in the Caribbean can be traced back to their religion (majority Catholics), colonialism, and celebration of their independence. The festival is said to have begun with Italian Catholics in Europe and was later extended to their French and Spanish neighbors, who later carried the festival with them when some of them settled in Trinidad, Haiti, and other Caribbean Islands during the slave trade era. This is why some historians believe the first Carnival in the Caribbean occurred in the 18th century and was introduced by French Settlers during their traditional Fat Tuesday masquerade party.

According to some researchers, the carnival Celebration began a decade before the 18th century. The Caribbean islands were under British control and slavery in 1797, and by 1834, the slave trade had ended, and the island had become a melting pot of different traditions and cultures, giving birth to various forms of Carnival celebrations as a result of the settlements of French immigrants, British nationals, Spanish settlers, and a large number of Trinidad’s original black people. Another reason to celebrate freedom is the abolition of slavery.

 

The Carnival Celebration, which began in Trinidad and Tobago, eventually spread to the Cayman Islands, Haiti, Puerto Rico, St. Vincent and the Grenadines, Dominican Republic, and Martinique.

 

Trinidad holds its carnival party on the large island of Trinidad, and it is usually a two-day affair with partygoers dressed in brightly colored feathered costumes known as “mas.” There is usually no break during those two days, and the hotels in the cities are usually fully occupied with visitors and partygoers from all over Trinidad and Tobago. The Carnival party is said to be the best there is.

 

Caymanians celebrate Carnival in May to honor African history in the Caribbean as well as their current and future successes. Their Carnival is called “Batabano,” and it represents the island’s growth over the years.

 

Calypso music originated in the Dominican Republic, and it is used to celebrate Carnival. Instead of the usual brightly colored costumes associated with carnivals, the Dominican Republicans dress in traditional costumes that represent their African heritage and indigenous Taino roots. Their celebrations take place all over the country, with La Vega being the most popular, and they begin on the first Sunday in February and end on the first Sunday in March, with the final celebration taking place in Santa Domingo.

 

“Haitian Defile Kanaval” is the name given to the Haitian Carnival. The Haitian Shrove Tuesday, also known as Mardi Gras, Pancake Day, or Fat Tuesday, is a holiday in Haiti during which all schools and most businesses are closed in order to celebrate with colorful costumes, drinks, music, and feasting. It is usually a large event with many visitors from within and outside the country, and it is celebrated a day before the lent period.

 

The Carnival celebration in St. Vincent and the Grenadines (Vincy Mas) is similar to the celebration in Haiti, which is usually held a few days before the beginning of the lent period (Christian Fasting), but it has since become a summer celebration. The celebration includes colorful costumes, loud calypso music, and Mardi Gras street parties, among other things.

 

Martinique’s carnival celebrations follow the same pattern as those in Haiti, as they are held in the days preceding the lent period. The “King Carnival,” as the name implies, is celebrated on Ash Wednesday with bonfires where the King, King Vaval, usually made of reeds, woods, or other flammable materials, is burned in a celebratory mood.

 

“The true Caribbean People are Carnival People, we are Vibrant People, not dead people. We like to be heard and we like to have fun.”- Viv Richards

 

THE HIDDEN BEACH

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THE HIDDEN BEACH

A country known for its beautiful culture, long history, and festivities, located in the southern part of North America, with many beautiful places to visit and beautiful sights to behold. Mexico has many beaches, including Playa Escondida, which translates to “Hidden Beach,” and Playa del Amor, which translates to “Lovers’ Beach.”

Playa Escondida, a sea of crystal clear blue ocean water, is located in Mexico’s Marieta Islands, a few kilometers away from Punta Mita, which is located on Mexico’s west coast, and it is quite a sight to behold but very difficult to access as it is only accessible by swimming through an underwater tunnel. This peculiarity makes the Beach more appealing to tourists. It is always a source of pride to have successfully swum through the tunnel to reach the beach.

 

The Mexican military is said to have used Marieta Island as a target practice training site in the early 1900s. Several bombing exercises were carried out on the island, which was never inhabited by humans, only wildlife. The bombing activities also gave birth to the hidden beach because they created a large circular crater, and the beach was discovered within the created crater over time.

 

The discovery of the beach resulted in a surge of tourists to the area. As the number of visitors to the site increased, so did the amount of pollution caused by human activities. These activities polluted the natural species that live on the beach and jeopardized the tranquility of the Marieta Island environment.

 

By the late 1960s, several efforts had been made to return the island to its natural state and to prevent further harm to the island and its natural species, including the hidden beach. Jacques Cousteau, a scientist and marine conservative, was one of the experts who advocated for the island’s preservation and protection in its natural state.

 

The island became a National Park, Parque Nacional Islas Marietas, in 2005, and a UNESCO MAB (Man and Biosphere) Reserve in 2008. This status also ensures that the scientific relationship between people and the environment on the island is strengthened.

 

Human activities on the beach continued to grow, and by May 2016, the beach was seeing as many as 2, 500 visitors per day. This also means that the protective measures put in place were violated by some as a result of bad tourism, which resulted in the beach being temporarily closed by the officials in charge.

 

To reopen the beach, stricter rules were imposed, which included the following:

 

–      Visitors are not permitted to swim with fins.

–      Only oxybenzone and octinoxate-free screens are permitted.

–      Scuba diving is not permitted.

–      Only about 117 people are permitted on the beach per day, as opposed to 2,500 previously.

–      On certain days of the week, the beach is allowed to be free of human activity.

–      Only five operators are assigned to transport visitors to the island; this act is intended to reduce the number of visitors to the island even further.

–      Interested travelers are expected to book their trip to the Island well in advance.

–      Everyone, including experienced swimmers, is required to wear a life jacket and helmet while swimming through the tunnel to the beach.

 

With all of the above rules in place, the Beach reopened to visitors on August 31, 2016, and remains open to this day, though there has been further improvement in the relationship between humans and the Island environment, which is improving over time.

 

 

Sources 

https://edition.cnn.com/travel/article/marieta-islands-mexico/index.html

 

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