Get yourself trained on Introduction to SQL with this Online Training Introduction to SQL Server Profiler- (SQL Server DBA Tool).
Online Training Introduction to SQL Server Profiler- (SQL Server DBA Tool)
SQL Server Profiler is a powerful tool that allows you to capture and analyse events, such as theexecution of a stored procedure, occurring within SQL Server. This information can be used to identifyand troubleshoot many SQL Server-related problems.if you are new to using Profiler, this introductory course is where you want to begin. Inthis course , we’ll cover the basics of how Profiler works, its core terminology, and how to create andsave basic Profiler traces.One of the things that separate mediocre DBAs from exceptional ones is that exceptional DBAs know how to use the tools available to them effectively.The SQL Server Profiler can help DBA’S: Monitor the activity of the: SQL Server Database Engine Analysis Services -SSAS Integration Services -SSIS Reporting Services -SSRS Monitor and identify performance-related problems with front-end application, queries,T-SQL, transactions, and much more Monitor and identify SQL Server errors and warnings Audit user activity Analyse trace results by grouping or aggregating them Create your own custom traces, and save them, for use whenever you wish We will also cover profiler terminology like: Events Data columns Filters TraceAlso we will be working with traces and templates and learn: How to build custom traces from scratch How to Save Profiler traces to a SQL Server Table How to trace Analysis Services activityAfter the end of this course , you will know why Profiler is such an essential tool in the DBA’s armoury, and will: Understand how Profiler works Be familiar with core Profiler terminology, such as events, data columns, filters and traces Understand the permissions required to use Profiler and how to start up Profiler Be able to create and control basic Profiler traces and then save a completed trace to a file.
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As a society, we spend hundreds of billions of dollars measuring the return on our financial assets. Yet, at the same time, we still haven’t found convincing ways of measuring the return on our investments in developing people.
And I get it: If my bank account pays me 1% a year, I can measure it to the penny. We’ve been collectively trained to expect neat and precise ROI calculations on everything, so when it’s applied to something as seemingly squishy as how effectively people are learning in the workplace, the natural inclination is to throw up our hands and say it can’t be done. But we need to figure this out. In a world where skills beat capital, the winners and losers of the next 30 years will be determined by their ability to attract and develop great talent.
Fortunately, corporate learning & development (L&D), like most business functions, is evolving quickly. We can embrace some level of ambiguity and have rigor when measuring the ROI of learning. It just might look a little different than an M.B.A. would expect to see in an Excel model.