The document discusses various concepts related to defining and solving problems using state space and search algorithms. It defines a problem as any task or goal that can be represented precisely using a state space with initial and goal states. Production systems use rules to search this space and find solutions. Common search algorithms like breadth-first, depth-first, and heuristic search are described. Characteristics of problems like decomposability, predictability, and interaction help determine the best approach.
Solving complex problems through designjuliamoisand
Contents:
1. What is a complex problem?
Well-structured, ill-structured and wicked problems.
2. Solving techniques:
insight, process and creative strategic thinking.
3. Difficulties:
design literacy, design education and responsibility.
4. Conclusion
This document discusses statistical learning approaches, including Naive Bayes classification. It provides an example of predicting the flavor of candy from different bags based on prior probabilities. It explains how Bayesian learning uses all hypotheses weighted by their probabilities to make predictions. The document also discusses Naive Bayes, which makes a strong independence assumption to simplify probability calculations for diagnosis problems using symptoms. It provides an example of using symptom probabilities learned from training data to determine the most likely diagnosis.
This document provides an introduction to queuing models and simulation. It discusses key characteristics of queuing systems such as arrival processes, service times, queue discipline, and performance measures. Common queuing notations are also introduced, including the widely used Kendall notation. Examples of queuing systems from various applications are provided to illustrate real-world scenarios that can be modeled using queuing theory.
A Skills Matrix is one of the most simple, but highly effective, tools available to assess training needs.
It is easily reviewed and updated, and presents the skills of team members in a single chart.
Definition- “A Skills Matrix is a table that clearly shows the skills held by individuals in a team, and the skills gaps within a team.”
This document discusses key performance indicators (KPIs) for an executive chef position. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document recommends keeping the number of KPIs limited to 3-5, focusing them on key result areas, and ensuring they change based on goals. Examples of different types of KPIs are also given, such as process, input, output, leading, and lagging KPIs. Additional KPI materials can be found on the kpi123.com website.
A confusion matrix is a table that shows the performance of a classification model by listing the true positives, true negatives, false positives, and false negatives. It displays how often the model correctly or incorrectly classified observations into their actual classes. The document provides an example confusion matrix for a model classifying apples, oranges, and pears, showing the number of observations the model correctly and incorrectly classified into each class.
The document discusses various concepts related to defining and solving problems using state space and search algorithms. It defines a problem as any task or goal that can be represented precisely using a state space with initial and goal states. Production systems use rules to search this space and find solutions. Common search algorithms like breadth-first, depth-first, and heuristic search are described. Characteristics of problems like decomposability, predictability, and interaction help determine the best approach.
Solving complex problems through designjuliamoisand
Contents:
1. What is a complex problem?
Well-structured, ill-structured and wicked problems.
2. Solving techniques:
insight, process and creative strategic thinking.
3. Difficulties:
design literacy, design education and responsibility.
4. Conclusion
This document discusses statistical learning approaches, including Naive Bayes classification. It provides an example of predicting the flavor of candy from different bags based on prior probabilities. It explains how Bayesian learning uses all hypotheses weighted by their probabilities to make predictions. The document also discusses Naive Bayes, which makes a strong independence assumption to simplify probability calculations for diagnosis problems using symptoms. It provides an example of using symptom probabilities learned from training data to determine the most likely diagnosis.
This document provides an introduction to queuing models and simulation. It discusses key characteristics of queuing systems such as arrival processes, service times, queue discipline, and performance measures. Common queuing notations are also introduced, including the widely used Kendall notation. Examples of queuing systems from various applications are provided to illustrate real-world scenarios that can be modeled using queuing theory.
A Skills Matrix is one of the most simple, but highly effective, tools available to assess training needs.
It is easily reviewed and updated, and presents the skills of team members in a single chart.
Definition- “A Skills Matrix is a table that clearly shows the skills held by individuals in a team, and the skills gaps within a team.”
This document discusses key performance indicators (KPIs) for an executive chef position. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document recommends keeping the number of KPIs limited to 3-5, focusing them on key result areas, and ensuring they change based on goals. Examples of different types of KPIs are also given, such as process, input, output, leading, and lagging KPIs. Additional KPI materials can be found on the kpi123.com website.
A confusion matrix is a table that shows the performance of a classification model by listing the true positives, true negatives, false positives, and false negatives. It displays how often the model correctly or incorrectly classified observations into their actual classes. The document provides an example confusion matrix for a model classifying apples, oranges, and pears, showing the number of observations the model correctly and incorrectly classified into each class.
This document contains a job performance evaluation form for a continuous improvement engineer. The form includes sections to rate an employee's performance on various factors using ratings of outstanding to unsatisfactory. It also includes sections to document employee strengths, areas for improvement, and goals. The second page provides example phrases to use in performance reviews related to attitudes, creativity/innovation, and decision making. The full form is 8 pages and allows for documenting a performance review, review meeting, and signature.
1. Nature is composed of four orders - the physical order, bio order, animal order, and human order.
2. There is a relationship of mutual fulfillment (harmony) between these four orders, where each order enriches the others in an interconnected way. The first three orders fulfill each other, and also naturally fulfill the human order.
3. For humans to realize this inherent harmony in nature, they need only understand that mutual fulfillment already exists and live accordingly. Then the mutual fulfillment between all four orders will be achieved.
Class 1 CBSE 1 Maths Question Paper FA 2Sunaina Rawat
This document is a formative assessment test for a 1st grade math class. It contains 9 multiple choice and short answer questions testing skills like ordering numbers, addition, subtraction, and writing number names. The test has a total of 20 points and students are given 40 minutes to complete it. Instructions are provided to write neatly and legibly, not overwrite answers, pay attention to spelling, and review answers before submitting.
When selecting a recruiter for your company's search, the first decision you must make is whether to use a retained or contingency recruiter. This summary can help you make that decision.
The document discusses how to properly manage issues or "monkeys" brought to you by employees instead of taking ownership of the problems yourself. The key points are:
1) Remain focused on helping the employee solve their problem rather than taking the problem on yourself.
2) Meet regularly with the employee to brainstorm solutions and provide support, but ensure the employee remains accountable and empower them to take action.
3) When delegating issues, clearly specify the problem and expected next steps or solutions, and follow up to ensure progress is being made.
Artificial Intelligence 1 Planning In The Real Worldahmad bassiouny
The document discusses planning for problems with time, resources, and uncertainty. It covers job shop scheduling, hierarchical task network planning, conditional planning for non-deterministic domains, and techniques for monitoring plan execution and replanning if needed to handle unexpected outcomes or state changes. Key concepts include temporal planning with durations and timelines, resource constraints, hierarchical decomposition, conditional branches, belief states for partial observability, and replanning to repair or replace plans that fail during execution.
This document provides an example of key performance indicators (KPIs) for evaluating a human resources manager. It includes 4 key result areas for an HR department and defines KPIs as measurable indicators used to evaluate performance in each area. Targets and actual results are defined for each KPI, and a formula is provided to calculate scores based on performance and determine an overall final score. The final score is then used to determine bonuses, salary increases, and promotions.
The document describes the two phase method for solving linear programming problems. In phase I, artificial variables are introduced to obtain an initial basic feasible solution. The objective is to minimize the artificial variables subject to the original constraints. In phase II, the original objective function is optimized using the feasible solution from phase I as the starting point, without the artificial variables. Two examples are provided to illustrate the two phase method.
The document introduces dynamic programming as a technique for making optimal decisions over multiple time periods. It discusses how dynamic programming breaks large problems into smaller subproblems and solves each in order, working backwards from the last period. The document provides an example of using dynamic programming to find the shortest route between two cities by breaking the problem into stages and working backwards from the final destination.
This document contains a mathematics assessment for students consisting of 10 multiple choice and short answer questions across 4 classes or sections. The assessment covers basic math skills like ordering numbers, addition, subtraction, place value, and rounding. It is designed to evaluate students' understanding of foundational math concepts through grade-school level problems. The student's name, roll number, school and date are recorded at the top of each class/section.
Employee comments on performance appraisaltommylong551
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This document provides guidance on writing effective performance appraisal reports. It recommends deciding on clear criteria for evaluation, using a numeric rating scale. The report should focus on the employee's current performance and include specific positive and constructive examples. Goals for the future should be discussed. Various performance appraisal methods are also outlined, including ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales.
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This document provides information about performance appraisal questions, including methods for asking questions, tips, and forms. It discusses six common methods for performance evaluations: ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. Each method is described in 1-2 sentences and its advantages and disadvantages are listed. The document also provides additional downloadable resources on topics related to performance appraisals such as forms, comments, methods, examples, and templates.
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This document contains a job performance evaluation form for a continuous improvement engineer. The form includes sections to rate an employee's performance on various factors using ratings of outstanding to unsatisfactory. It also includes sections to document employee strengths, areas for improvement, and goals. The second page provides example phrases to use in performance reviews related to attitudes, creativity/innovation, and decision making. The full form is 8 pages and allows for documenting a performance review, review meeting, and signature.
1. Nature is composed of four orders - the physical order, bio order, animal order, and human order.
2. There is a relationship of mutual fulfillment (harmony) between these four orders, where each order enriches the others in an interconnected way. The first three orders fulfill each other, and also naturally fulfill the human order.
3. For humans to realize this inherent harmony in nature, they need only understand that mutual fulfillment already exists and live accordingly. Then the mutual fulfillment between all four orders will be achieved.
Class 1 CBSE 1 Maths Question Paper FA 2Sunaina Rawat
This document is a formative assessment test for a 1st grade math class. It contains 9 multiple choice and short answer questions testing skills like ordering numbers, addition, subtraction, and writing number names. The test has a total of 20 points and students are given 40 minutes to complete it. Instructions are provided to write neatly and legibly, not overwrite answers, pay attention to spelling, and review answers before submitting.
When selecting a recruiter for your company's search, the first decision you must make is whether to use a retained or contingency recruiter. This summary can help you make that decision.
The document discusses how to properly manage issues or "monkeys" brought to you by employees instead of taking ownership of the problems yourself. The key points are:
1) Remain focused on helping the employee solve their problem rather than taking the problem on yourself.
2) Meet regularly with the employee to brainstorm solutions and provide support, but ensure the employee remains accountable and empower them to take action.
3) When delegating issues, clearly specify the problem and expected next steps or solutions, and follow up to ensure progress is being made.
Artificial Intelligence 1 Planning In The Real Worldahmad bassiouny
The document discusses planning for problems with time, resources, and uncertainty. It covers job shop scheduling, hierarchical task network planning, conditional planning for non-deterministic domains, and techniques for monitoring plan execution and replanning if needed to handle unexpected outcomes or state changes. Key concepts include temporal planning with durations and timelines, resource constraints, hierarchical decomposition, conditional branches, belief states for partial observability, and replanning to repair or replace plans that fail during execution.
This document provides an example of key performance indicators (KPIs) for evaluating a human resources manager. It includes 4 key result areas for an HR department and defines KPIs as measurable indicators used to evaluate performance in each area. Targets and actual results are defined for each KPI, and a formula is provided to calculate scores based on performance and determine an overall final score. The final score is then used to determine bonuses, salary increases, and promotions.
The document describes the two phase method for solving linear programming problems. In phase I, artificial variables are introduced to obtain an initial basic feasible solution. The objective is to minimize the artificial variables subject to the original constraints. In phase II, the original objective function is optimized using the feasible solution from phase I as the starting point, without the artificial variables. Two examples are provided to illustrate the two phase method.
The document introduces dynamic programming as a technique for making optimal decisions over multiple time periods. It discusses how dynamic programming breaks large problems into smaller subproblems and solves each in order, working backwards from the last period. The document provides an example of using dynamic programming to find the shortest route between two cities by breaking the problem into stages and working backwards from the final destination.
This document contains a mathematics assessment for students consisting of 10 multiple choice and short answer questions across 4 classes or sections. The assessment covers basic math skills like ordering numbers, addition, subtraction, place value, and rounding. It is designed to evaluate students' understanding of foundational math concepts through grade-school level problems. The student's name, roll number, school and date are recorded at the top of each class/section.
Employee comments on performance appraisaltommylong551
In this file, you can ref useful information about employee comments on performance appraisal such as employee comments on performance appraisal methods, employee comments on performance appraisal tips, employee comments on performance appraisal forms, employee comments on performance appraisal phrases … If you need more assistant for employee comments on performance appraisal, please leave your comment at the end of file.
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This document provides guidance on writing effective performance appraisal reports. It recommends deciding on clear criteria for evaluation, using a numeric rating scale. The report should focus on the employee's current performance and include specific positive and constructive examples. Goals for the future should be discussed. Various performance appraisal methods are also outlined, including ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales.
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This document provides information about performance appraisal questions, including methods for asking questions, tips, and forms. It discusses six common methods for performance evaluations: ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. Each method is described in 1-2 sentences and its advantages and disadvantages are listed. The document also provides additional downloadable resources on topics related to performance appraisals such as forms, comments, methods, examples, and templates.
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Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Training: ISO/IEC 27001 Information Security Management System - EN | PECB
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This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
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1. Sample of performance appraisal comments
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Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting sample of performance appraisal comments
==================
A performance appraisal offers a manager the opportunity to evaluate an employee, but it can
also offer an employee the opportunity to evaluate himself. Self-appraisal can encourage
employees to become mindful of areas where they need to improve and it can reveal attitudes
and biases a manger might never guess from observation. Some examples of employee responses
can prepare you for the results you may get from employee self-evaluations.
Productivity Answers
When asked to evaluate their productivity, most employees think they are very productive.
Comments such as, "Of course, everyone has an off day once in awhile," or "Despite a lot of
personal problems, I did pretty good" can be cues to examine whether you are really getting a
full effort from the employee. Anyone who blames the business for a lack of productivity with
answers such as, "I want to be more productive, but management keeps wasting my time with
busy-work." This kind of self-evaluation turned into a management evaluation may indicate
someone who does not take responsibility for their own actions.
Quality of Work Answers
If you ask employees to write down an appraisal of the quality of their work, ignore the general
pats on the back and look at details. If someone says, "I make some errors, but I always try to
correct them and learn from them," you probably have a good employee. If you see responses
like, "There's not always time to do my best work," or "Nobody's perfect," you may have an
excuse-maker for an employee.
2. Skills Evaluations
You can ask employees to analyze what skills they needed to complete their tasks in the past
year. Watch for answers such as, "I found that my organizational skills really helped me do my
job," and "My interpersonal skills contributed a lot to getting things done," and you will know
you have a self-aware employee who is trying to make the workplace as productive as possible.
If you hear, "I can't wait until I get a promotion so I can really use my best skills," or "A lot of
my skills go to waste because people don't always appreciate what I can do," you probably have
an employee who is not fully invested in their current position.
Answers About Problem-Solving Abilities
A business owner needs employees who can solve problems. If you ask employees to evaluate
their problem-solving talents, you may hear, "I jump right in and try to fix whatever is wrong,"
or "Several times last year I headed off problems before they got too big." This is the kind of
employee who can be a real asset. What you don't want to hear: "Every time I try to solve a
problem, I'm afraid I'll get in trouble if it doesn't work," or "I feel like managers are here to solve
problems. I just do my job." This type of employee can be someone who just wants to show up
for a set number of hours and get paid for doing as little as possible.
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III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
3. individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. 4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.