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Format | DEV-501 Course Contents | DEV-501 Course Outline | DEV-501 test
Syllabus | DEV-501 test
=> Force.com Code (Apex)
=> Describe the features, functionality, and use cases ofApex.
=> Describe the data types and syntax of Apex.
=> Write Apex that handles bulk data.
=> Write SOQL and SOSL queries to return data from the database.
=> Write complex joins in SOQL.
=> Describe the different governor limits and ways to work within them.
=> Create a unit test for a class.
=> List the requirements for deploying Apex code into production.
=> Describe the capabilities of Apex Web services and callouts.
=> Send and receive email from Apex.
=> Describe the capabilities of batch Apex.
=> Describe the capabilities of custom settings
Who should take this course=> Apex & Visualforce Controllers is ideal for developers who are proficient with an object-oriented programming language and understand how to customize Salesforce applications declaratively. This course is intended for developers who need to create application functionality using Apex. Certification Apex & Visualforce Controllers is recommended as preparation for the Salesforce.com Certified Administrator exam. The test
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You may additionally have heard that a pacesetter with Salesforce currently resigned over generic discrimination at work. As first said through Protocol, Cynthia Perry posted her resignation letter on LinkedIn, saying, "i am leaving Salesforce because of countless microaggressions and inequity. I actually have been gaslit, manipulated, bullied, neglected, and broadly speaking unsupported … the whole time i've been right here. Salesforce, for me, isn't a secure location to come to work. or not it's now not a spot the place I can be my full self."
I have no idea if Salesforce executives had been shocked with the aid of Cynthia's resignation, however I've considered a whole bunch of instances where the executives have been utterly flabbergasted and blindsided via these kinds of discrimination issues.
within the leadership IQ study referred to as Leaders don't need to Hear About Discrimination within the workplace, they surveyed 5,778 personnel and leaders. among the two dozen discoveries become that best 29% of people say that management at their organization at all times listens to employee issues about discrimination (race, intercourse/gender, age, etc.) with out blame or defensiveness.
Even worse, handiest 11% of Black employees suppose that management at all times listens to concerns about discrimination within the place of work without getting defensive, while white personnel are approximately 250% extra likely to think that administration always listens devoid of defensiveness.
A key question for every govt and chief is the way to discover that your organization has these complications long before your employees delivery quitting and publicly posting their resignation letters. And, of path, opting for how to use your discoveries to truly repair the underlying considerations.
The quickest means we've found to pinpoint the extent of these complications is to behavior a short pulse survey of your personnel.
If carried out correctly, inside a week, you might have actionable perception pinpointing the extent of your considerations and precisely the place (departments, shifts, and many others.) they are taking place.
What questions for those who ask your personnel? i recommend the use of one of the most survey questions contained within the leadership IQ discrimination study. for instance, one of the crucial essential questions you can ask is, "management at my company listens to employee concerns about discrimination (race, sex/gender, age, etc.) with out blame or defensiveness."
Our analysis suggests that whereas taking motion to clear up discrimination concerns is vital, taking significant action is unlikely to occur except an organization's leaders can first take heed to the issues with out blame or defensiveness. And while it could seem to be demanding that leaders probably can't hear concerns about discrimination without getting protective, I believe this, weirdly, to be a positive step forward.
I see organizations tie themselves into knots attempting to determine a way to solve discrimination and increase variety and inclusion. there are so many abilities tactics and solutions that making an attempt to find the ultimate one (or two or three) consumes the majority of their time and intellectual power. And while we're debating the top-quality solution, no concrete moves are being taken.
by contrast, as soon as they remember no answer to fix discrimination can also be applied until leaders can basically listen to issues about discrimination with out blame or defensiveness, we've some thing concrete to repair. teaching managers to take heed to discrimination considerations does not require limitless debate about future states or grand techniques; it effectively requires teaching leaders a way to listen to uncomfortable truths without defensiveness.
Now, teaching leaders this listening ability isn't inherently effortless. it will take work and practice. for example, empathic listening (i.e., inserting yourself in a different's footwear) is difficult. across the heaps of people who've taken the online check "did you know a way to pay attention With Empathy?" about a third of respondents decisively failed the look at various. And only about 20% of americans finished excellent scores. or not it's convenient to assert that they need to hear with empathy, and without blame and defensiveness, however doing it in true existence is really fairly complicated.
youngsters, as soon as they comprehend that listening empathically, and with out blame and defensiveness, is their aim, they will institute working towards with clear success metrics. Let's go back to one of the most survey questions I advised, "administration at my corporation listens to employee considerations about discrimination (race, sex/gender, age, and many others.) with out blame or defensiveness."
even if leaders pay attention simply to personnel' issues is rarely whatever that can be judged with the aid of the leaders, it might handiest be judged by way of the people sharing the considerations (i.e., employees). however that is some thing that you could measure relatively conveniently and instantly with something like a pulse survey.
each business should still be, at the least, a little involved that they've issues corresponding to Salesforce. however you needn't tie your self into knots picking your future method; comfortably beginning with a fixable challenge. You may additionally hear some challenging truths, however having the courage to listen devoid of blame or defensiveness instantly places you gentle years ahead of most agencies.
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