复旦大学软件学院商务智能课件 数据挖掘应用.pptVIP

* G. Adomavicius, A. Tuzhilin, Personalization techniques: a process-oriented perspective, Communications of the ACM 48 (10) (2005) 83–90. * A user query in information retrieval may contain only two or three terms, which is inadequate for locating a highly relevant document. * F. Crestani, Application of spreading activation techniques in information retrieval, Artificial Intelligence Review 11 (6)(December 1997) 453–482. * 给定最小支持度阈值为40 % , 最小置信度阈值为90 % * Therefore, selecting the right engineers who can demonstrate the best performance and who will stay with the company for a long time is of great urgency for every high-technology company. To develop a data mining framework for personnel selection to explore the association rules between personnel characteristics and work behaviors, including work performance and retention. * The mined results have also assisted in improving human resource management activities including job redesign, job rotation, mentoring, and career path development. The validated results can be integrated into the human resource information system (HRIS) as a preliminary screening mechanism for the large amount of resumes gathered from external recruiting channels such as internet to reduce the workload of recruiters and save on both visible and invisible costs. * A total of 30 meaningful rules were chosen to develop the recruitment strategies. Recruiting channels: IF recruit channel = external 1.06 THEN he/she will perform with a level of improvement needed. (n = 95; confidence = 84%) IF experience = no 1.05 THEN he/she will perform with a level of improvement needed. (n = 214; confidence = 83%) IF degree = others 1.14 THEN he/she will perform with a level of improvement needed. (n = 105; outstanding performance rate = 90%) IF school tier = {2,4} 1.09 THEN he/she will perform with a level of improvement needed. (n = 149; confidence = 86%) IF degree = master’s and above, recruitment channel = internal, and school tier = {1,2} 3.00 THEN