Flying Club click on image

flying club

How-to: Get Started with AI Pathfinding

In this tutorial, Gemlocker shows you the basics of creating smart and dynamic AI using pathfinding in your games. For more information on the new pathfinding feature, see .

Check out this playlist for more tutorials:

Create an account and start making games for free at .

Scottsdale Flying Club click on image

flying club

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Posted by rr1455 - August 18, 2018 at 2:23 pm

Categories: artificial intelligence   Tags: , , , , , , , , , , , , ,

BeamNG Drive – Tutorial: AI and Vehicle Spawning

How to spawn in other vehicles and make them chase you.

Read about how to enable AI:

Please note that this game is still in very early development, and therefore there are several bugs as well as many incomplete segments of the game. If you wish to try out the game or support development, see the links below.

BeamNG's YouTube channel:

Free version: 1 map and 1 vehicle.
Paid version: several more maps, several more vehicles, free future updates and various other good things.

Get the free tech demo at:
Purchase alpha access (full game) at: ($16 CDN)

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Get games for cheaper:

Buying using this link also helps support me! Thanks!

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Enjoy? Like and subscribe for more!

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Posted by rr1455 -  at 11:27 am

Categories: artificial intelligence   Tags: , , , , , , , , , , , , ,

Incredible: F-35B vs AV-8B Harrier II Short Takeoff & Vertical Landing

Incredible: F-35B vs AV-8B Harrier II Short Takeoff & Vertical Landing

The F-35B short takeoff/vertical landing (STOVL) variant is the world’s first supersonic STOVL stealth aircraft. It is designed to operate from austere bases and a range of air-capable ships near front-line combat zones. It can also take off and land conventionally from longer runways on major bases. The U.S. Marine Corps' F-35B aircraft reached initial operational capability (IOC) on July 31, 2015, when a squadron of 10 F-35Bs was declared ready for world-wide deployment.

The AV-8B Harrier II is the U.S. military’s only short takeoff, vertical landing jet aircraft in current inventory. Originally flown in the late 1960s, the Harrier has undergone a series of improvements that have increased safety, range and lethality. The AV-8B is a key component of the Marine Corps’ “all STOVL force” concept, allowing Marines to be supported in austere conditions in expeditionary environments.

22,000 pounds of thrust enable the Harrier II to hover like a helicopter, and then blast forward like a jet at near-supersonic speeds. Like every aircraft in the Marine fleet, this aircraft is used for multiple missions, which include attacking and destroying surface and air targets, escorting helicopters, engaging in air-to-air defense, providing reconnaissance and applying offensive and defensive support with its arsenal of missiles, bombs and an onboard 25mm cannon. Offering the versatility to conduct almost any mission, the Harrier II provides the ideal blend of firepower and mobility to effectively counter enemies engaged by our ground forces.

The AV-8B V/STOL strike aircraft was designed to replace the AV-8A and the A-4M light attack aircraft. The Marine Corps requirement for a V/STOL light attack force has been well documented since the late 1950s. Combining tactical mobility, responsiveness, reduced operating cost and basing flexibility, both afloat and ashore, V/STOL aircraft are particularly well suited to the special combat and expeditionary requirements of the Marine Corps. The AV-8BII+ features the APG-65 radar common to the F/A-18, as well as all previous systems and features common to the AV-8BII.

The AV-8B will soon be replaced by the F-35B Lightning II Joint Strike Fighter.

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Posted by rr1455 -  at 4:14 am

Categories: Military   Tags: , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , ,

Fakeapp how Face swapping is done using ML and AI !!deepfakes tutorial

if this video has helped you, you can buy me a coffee maybe :)?

ETH: 0x1fcbBBa480b4c116cc37924353F93D26365B2303

you can donate to the developer for the app at

USD: paypal.me/tethys
BTC: 1EWQG6FMZnHKe3rZcEofVGhpzHs1gL3MgA
ETH: 0x8B006aAF31E5D82A40cBE23885BAf3626E8D2dF9
BCH: qqycxlst0paylfsus5pqrep4ee9f30ha4sccsuggr2

Version 2.2 released
Tutorial at

version 2.1 released,
check its tutorial at

For explanation about settings check this video:

fakeapp download:
fakeapp.org
reddit.com/r/fakeapp

cuda 8.0

visual studio redistributable 2015

ffmpeg

lir – for converting images from jpg to png(also for compression)

avidemux – for cutting a video(slicing a video)

ffmpeg commands:

to split frames from video
ffmpeg -i new.mp4 -vf fps=[number of frames] "out%d.png"

to stich frames back to video
ffmpeg -f image2 -i out%d.png -vcodec libx264 -crf 15 -pix_fmt yuv420p output.mp4

hardware used :
razer blade stealth 8gb i7 6th gen
razer core with 1070

credits:
deepfakes
deepfakes app

mengohmengohmeng

and deepfakes community

edited : added 2015 after visual studio

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Posted by rr1455 - August 17, 2018 at 2:04 am

Categories: artificial intelligence   Tags: , , , , , , , , , ,

Live Webcam Reagan National Airport Washington DC

This webcam is unofficial and is not affiliated with the airport. The cameras are located approximately 5 miles northwest of the airport, near National Cathedral.

Links for smartphones to additional cameras:

Camera 1 –

Camera 2 –

Camera 3 –

Camera 4 –

Camera 5 –

Camera 6 – – This camera is still under construction and may be offline at times.

Note that if you use the above links to access cameras 2 through 6, you will be taken to a chat room just for that camera. If you use the briefcase icon (on Youtube on a computer) then you will stay in the main chat. Hopefully Youtube will change this in the future so that smartphones can access the additional cameras without needing the above links.

Extra links:
View all five cameras on one page:
View four cameras on a 1080p screen:

If you are watching this stream from Gravelly Point or are following the stream with a flight tracker, please use the following link:

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Posted by rr1455 - July 22, 2018 at 1:02 pm

Categories: airports   Tags:

Best Organizational Teams Have Complete Diversity

The Best Organizational Team Has Complete Diversity
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“I need a hand now. I know she’s young, but she learns fast.” – Leon, Leon: “The Professional,” Gaumot, 1994
I do love the way folks profile the younger generation – they’re lazy, self-absorbed, no ambition, not dedicated to their company/your products, have no respect for authority/hierarchy/chain of command, have no get-up-and-go, demand instant satisfaction/gratification and are driving the economy and world straight to hell!

Simply stated; they’re brazen, audacious, egregious, out of line, disrespectful and rude know-it-alls.

Your parents’ parents said that about them, parents said it about you, you said it about the new hire, they say it about the kids in school and they’ll say it about the next herd.

We fit everyone of a certain age into a category/age group because it’s easier to hire them, market to them, live with them.

Even though we know enough about you to know

  • what you watch/listen to in your spare time
  • what you do/where you go/with whom
  • what you have, what you want
  • how much you make, owe
  • your physical, emotional state
  • who you like, don’t like, why
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All Individuals – The two things that every employee has in common – male, female; ethnic orientation; age – is that they’re all different and they all have goals. Regardless of their age category, they are individuals first.
The market is just easier to think about, identify and draw from as a group rather than a group of individuals.

Or to be blunt, it’s age discrimination. 

Increasingly, companies pride themselves on diversity and acceptance, but the truth is it’s a vision, a goal.

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Management can’t control what’s going on to the smallest details.

The economy’s growth is largely determined by the growth of the labor force and the productivity growth output per worker.

The challenge is the labor markets have tightened and finding qualified workers is becoming a major challenge for many companies.

At the same time, productivity growth has fallen.

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Ups, Downs – While the potential pool of workers grows older as people live longer and have fewer children, productivity decreases; which leads to a cycle of needing more employees to do the equivalent amount of work even as the resource pool shrinks.
The tightening workforce is somewhat easy to understand. People around the globe are living longer; and when they leave their positions, all of their experience and expertise goes with them. At the same time, fewer young people are entering the working world; and when they do, they are at the beginning of their work experience.

The outlook isn’t rosy.

The emerging pool of young people who will enter the workforce isn’t offsetting the loss of experienced people who leave the workforce or retire.

Immigration from other countries – in the U.S. and other industrial countries – isn’t an option as younger people see better opportunities at home.

In other words, businesses have to acquire and manage a more diverse workforce – ethnically, sexually and maturity.

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Entering Workforce – Millennials today represent the largest age category for both employment and prospective customers. The challenge is the Gen X and Z pools are smaller while the boomer and silent generations become larger as people live longer. Globally, we’re coming up short on a valuable resource … workers.
When firms start up, they rely on friends to fill key roles and then add staff from a growing circle of contacts. But as one HR person noted regarding their firm’s executive search, “You can’t fit 50 years of experience into 20, so it’s important to have a broad range of experience and age group priorities.”

Because they feel young, healthy and productive; older workers continue to stay in the labor force longer. The broader range of experience and expertise is a positive benefit to firms and the country because it stabilizes employment and keeps the economy expanding.

But there are differences.

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Employees born in the 1940s came of age in the 1950s and early ’60s, at a time of organizational hierarchies and monolithic media. They are able to grasp complex structures and objectives; an ear for sweeping, emotionally connecting narratives that unite rather than divide; and ability to not sweat the small stuff.

Employees born in the 1950s were shaped by intense innovation, from the postwar space race to Beatlemania to the civil rights, antiwar and women’s movements. They value structure but also rebel against it. They have a knack for being able to question authority and be authoritative, which is valuable when brand narratives must convince, engage and innovate.

Employees born in the 1960s formed their earliest memories during the time when cultural traumas like assassinations, protests, war, impeachment and riots shook the nuclear family. They get the promise, excitement and power of participation and transformation on a personal level.

Employees born in the 1970s — the grouchy pragmatists of Generation X are the least sentimental and most resourceful. They went to college before email and the internet but adapted and sparked the dot-com boom. They are often generation bridge-builders.

Employees born in the 1980s (Millennials) experienced 9/11 in their early teens and entered the workforce at the height of the financial crisis. They are hyper-connected, open-minded and have a surreal commitment to progress. They are intuitively connected and have a second-nature command of digital, mobile and social.

Employees born in the 1990s –– Generation Zers are just starting their careers. They came of age during a sluggish rebound from a financial crisis and use digital tools to facilitate connection, often more in the real world than on social media. Empathetic and accepting, they are realistic collaborators who are our next great hope.

It’s no longer a generational thing. The digital generation is every generation and management need to think less about specific age brackets.

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Same but Different – Today’s millennials share many of the common traits boomers did when they were their age … and many important differences.
The population shift of the profile of the prime (millennial, boomer) global worker entails a myriad of characteristics:

  • An older, more gender and ethnically diverse workforce, with increased interconnectivity, has become the standard.
  • Country of origin and ethnicity no longer dictate a worker’s geographical scope, especially with developing countries producing at least as many skilled, educated workers and managers as developed countries.
  • Working from remote locations no longer prevents employees from communicating with their colleagues, allowing teams to collaborate with ease across national borders and time zones.
  • Increased global connectivity means that workers can move around more frequently and might choose to migrate for both permanent and temporary jobs.
  • While 29 percent of today’s Boomer women were not in the labor force when they were ages 21–36, that’s true for fewer (26 percent) of today’s Millennial women.
  • Correspondingly, 71 percent of today’s Millennial women are employed in the civilian workforce, compared to 66 percent of Boomer women when they were that age.
  • Some 15 percent of today’s Millennial men are not in the labor force, almost twice the share (8 percent) of today’s Boomer men when they were the same age back in 1985
  • Some 79 percent of Millennial men today are employed in the civilian workforce, slightly below the 82 percent of today’s Boomer men back in 1985

Of course, blending the generations isn’t easy because they are … diverse.

Incidentally, Gen Xers are in an awkward position with Baby Boomers as one bookend and Millennials the other.

Women have been dealing with barriers and prejudices like this all their lives… and here we are!

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No Surprise Here – Regardless of the age group, individuals share common goals; but, as a general rule, their priority of importance varies with their relative age.
Their workplace priorities show more commonality than differences, which can be important to management.

In addition to tangible similarities, they also share professional priorities:

  • Having a boss you respect and trust
  • Interesting work
  • Fair treatment and respect
  • Empowerment
  • Achievement and accomplishment
  • Learning and growth

Each generation can learn from each other and benefit the organization, their team and themselves.

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All management has to do is listen to Mathilda, “If somebody didn’t do it one day or another, I probably would have done it myself.”

# # #

 

 



Andy Marken
Marken Communications
www.markencom.com 

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Posted by rr1455 - July 21, 2018 at 3:31 pm

Categories: Uncategorized   Tags: , , , ,

The Scottsdale Resort has COOL deals on summer staycations

((SL Advertiser)) The Scottsdale Resort at McCormick Ranch has great deals on summer staycations

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Posted by rr1455 - July 20, 2018 at 10:42 am

Categories: hotels   Tags: , , , , , , , , , , ,

London Heathrow airport

London heathrow airport live stream last year. If you like it and want more please superchat and share. Hong Kong coming soon

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Posted by rr1455 - July 19, 2018 at 12:47 pm

Categories: airports   Tags: , , , , , , , , , , , , , ,

New Way to Install Generators- Smaller Size Green

Smaller sized Generator with Green

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Posted by rr1455 - July 17, 2018 at 4:01 pm

Categories: low rick high return, Scottsdale Airport   Tags: ,

Solar impulse comes to PHX and what you could see…

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Posted by rr1455 -  at 1:57 pm

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