Recruitment and Selection Process Difference: The recruitment and selection process is one of the most important aspects of running new and established businesses alike. The right employees can take your business to new heights. The wrong ones can hurt business by missing sales, turning customers off, and creating a toxic workplace environment. Follow experts’ advice on each step of the recruitment and selection process to put together a team that fits with and enhances your business culture, goals, and objectives. Also learn, the Principles of Learning in Training, What is the difference between the Recruitment and Selection Process?
Learn, What is the difference between Recruitment and Selection Process?
Recruitment: “Recruitment” is the process of finding and hiring the best and most qualified candidate for a job opening, in a timely and cost-effective manner. It can also define as the “process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”.
It is one whole process, with a full life cycle, that begins with the identification of the needs of the company concerning the job, and ends with the introduction of the employee to the organization.
Selection Process:Employee Selection is the process of putting the right men on the right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can do only when there is effective matching. By selecting the best candidate for the required job, the organization will get the quality performance of employees. Moreover, an organization will face less absenteeism and employee turnover problems. By selecting the right candidate for the required job, an organization will also save time and money. Proper screening of candidates takes place during the selection procedure.
This article will help you to differentiate between the recruitment and selection process.
The Difference in Recruitment:
In recruitment, the purpose is to locate or find out probable candidates.
Recruitment is positive, in that the management interests in maximizing the number of personnel on the recruitment list; because the larger is the number of persons on the recruitment list – the more is the probability of a better selection.
Recruitment initiates the procurement aspect of personnel management.
Also, Recruitment is done much in advance of time; when candidates would need for placement on various jobs in the organization.
In selection, the purpose is to select candidates finally for appointment to various jobs in the organization.
Selection is a negative process. It is a process of systematic elimination of unsuitable candidates at different stages of the selection procedure. Only the most suitable ones can reach up to the placement stage. The number of candidates selected is far less than the number appearing on the recruitment list
Also, Selection is done slightly in advance of time; when candidates would need for placement on various jobs, in the organization. In case, the selection is done much in advance of the required time, the management would have problems as to retaining them up to the required time.
The selection procedure is not only money consuming; but also time and efforts consuming. Suitable arrangements have to make for designing and implementing an appropriate selection procedure; because of the nature of the job for which people have to select.
Difference between Recruitment Process and Selection Process
Learn, Explain are the Selection Process in HRM (Human Resource Management)?
Selection Process: Selection activities usually follow a standard pattern, beginning with an initial screening interview and concluding with the final employment decision. It is very important for human resources management because of this process help human resources personnel to identify the candidate with the necessary qualification to perform successfully on the job. Also learn, International and Comparative Human Resource Management, Explain are the Selection Process in HRM (Human Resource Management)?
The selection process has several steps which are as follows:
Initial Screening!
To further proceed with recruiting efforts, human resources management has to initiate a preliminary review of the potentially acceptable candidates. There are two steps for this screening procedure. (1)The screening of inquiries and (2)The provision of screening interviews. Once the screening process is successful, an organization will have a pool of potential candidate. On the basis of the job description and job specification, many of the candidates have been removed from the potential list. These occur due to irrelevant experience or inadequate qualification and education.
The provision of screening interviews is also important for human resources management of the organization because it gives a base to the candidates to make their mind for the particular job that whether they wish to do the job or not. Screening interview gives brief information about the job. The sharing of job description information with the individual can frequently encourage the unqualified or marginally qualified candidate to withdraw voluntarily. Another important aspect is to identify salary range. It also gives a clear view of the salary range which human resources management has decided for the particular job.
Employment testing!
Another step in selection process after initial screening of the candidate is employment testing. In this step potential candidate may have to give some test related to the requirement of the job. Through these test, human resources management would be able to measure intelligence, aptitude, ability, and interest of the candidate for the particular job. These tests can be verbal or written. And it helps human resources management to recognize characteristics of candidate’s personality. These tests have found to be the most valuable tool for the selection process.
Selection Interview!
Applicants who are found potential after initial screening, application form and tests which are required by the organization are given selection interview. This interview is being taken by anyone of them: personnel department interviewers, executives within the organization, a potential supervisor, potential colleagues, or some combination of these. The selection interview usually highlights or focus on the areas where are not mentioned in an application form or in tests. These areas are the motivation of candidate, their ability to work under pressure and their suitability which fits them into an organization. This information is job-related and the questions which are asked and the topic. Which is covered must be somewhere reflect the necessity of the position required.
Background and reference checks!
Once selection interview is being over, the next step is background check of the candidate. Who appears to offer potential as employees. These may include contacting candidate’s former employers or by contacting his/her personal references to know candidate’s behavior, performance at the workplace and the information about candidate’s educational qualification. The background check of the candidate may do by personnel administrator, department head or by the senior executive. Sometimes personnel administrator may approach more than one or two persons for the background check or reference check. By doing this, the administrator can eliminate the possibility of accepting an individual based on the employee’s current employer’s glowing recommendation when the motivation for such a positive recommendation we not get rid of the employee.
Physical examination!
Next step is having the physical examination of the candidate who so ever is found positive in the background check. In many of jobs, it is using as the screening device in the selection process. The intention behind physical examination is to screen out those candidates. Who are unable to comply physically with the requirements of the job and the organization. Majority of physical examination are currently requiring the organization to meet the minimum standard for the organization’s group life and medical insurance programs and to provide base data in case of future worker’s compensation claims.
Decision to hire/ Final employment decision!
Candidates who have successfully pass an employment test, selection interview, background check and physical examination are considering as eligible candidates of the offer of employment in the organization. In many organization offer letter for the employment is being given by the administrator of the organization, in some organization. It is given by the department head, where the position is requiring. Every organization has the different policy for the offer of employment. Do you know, What is Recruitment?
#Cost of Selection!
Human resources management always focuses on the cost of the selection of the candidate. To select a person for a particular position, human resources management has to keep it in their budget. Cost of selection is considering for those who don’t contribute anything to the organization. There are some of these kinds of people. They don’t work so efficiently and not only efficiently but they don’t even wish to work properly. Also, They are mainly concerned with their salary not for the effort made by them toward an organization.
They think about how much organizational benefit they can get, they do not result oriented. Cost of selection is based on employees’ survival in the organization. If an employee will work in the organization for a long time than the cost of the selection of that employee is adjusting. Because during every selection process, human resources management has to give there valuable time. They have to spend time for the search of the good candidate.
#Factor Affecting Selection Process!
The selection process is also affecting by certain factors these factors can be good for selection of the candidate and can be bad for the selection of the candidate. Human resource management has to go through these factors, so if they need any changes they can make it at a time. Know about, The Objectives of Human Resource Management!
There are following factors which are affecting selection process:
Relevant Experience!
Human Resource management has to check the experience which they are looking for from the candidate for the particular position. Relevant experience, for example, there is an organization and they need to hire for the there marketing department. The organization needs a candidate with five years of experience in marketing i.e. direct marketing. They post an ad in the newspaper and other modes like. Their own website and other job posting website that they need the candidate with at least five years of experience in direct marketing. They receive some applications and then they came to know that there are some applicants who have five years of experience but not all in the direct market. In such situation, they have to take out the application of those candidates who don’t how relevant experience, Because they are looking for the relevant experience for the position, not the total experience.
Industry type!
Industry type is one of the factors which are influencing the selection process. Human resources management faces problem while they have to identify that the candidate has correct industry type. Sometimes they are looking for the candidate from the particular industry. If an organization is a pharmaceutical industry not from banking industry or marketing industry. Here human resources management has to consider the candidate where it was working most have same industry type, not another kind. The relevant industry is one factor which is influencing the selection process. Human resources management has to consider this factor to get the right candidate for the right position.
Relocation!
Sometimes organization didn’t find the suitable candidate from the area where they are located. In such situation, they have to hire someone from the different area. Sometime during the selection process, they ask candidates that whether they are ready to relocate themselves or not. And candidates deny the offer because they don’t want to relocate themselves from the current area. In such situation, it becomes a hurdle for human resources management department. Relocation is also a factor which influences the selection process.
Sometimes human resource management person has to offer some extra benefits to the person whom they want to relocate. They may have to offer house rent, food compensation and something more. Sometimes candidate gets ready to relocate themselves because they find good money or more salary than what they are currently getting. They may get ready to relocate because they get the higher position than what they are working currently or for future prospects. Human resource management has to ready to negotiate with the candidate if they want them to relocate.
Made of education!
Mode of education is also factors which influence the selection process. While scrutinizing the applications of the applicants, it is hard to know what mode of education they have done for the qualification which they are applying for these days many students are going for online education, where they don’t get any direct class. They just home to study online. They have to study by themselves and if they any problem with the books and reading material, they have to discuss it online or through email.
In such condition, they don’t get any direct physical contact with teacher or professors. And they don’t get any practical knowledge about what they are studying. For example, there is an organization that is looking for the candidate, who should have the educational qualification in marketing and has practical knowledge in marketing but the candidate has gone through online education. They have theoretical knowledge about marketing but they don’t have Practical experience. And human resources management has come to know at the time of interview. In such situation, it is hard to select such candidates.
Salary Budget!
Salary budget is one of the major factors which influences the selection process. There is a fix salary budget for any position. Human resources management can’t go beyond the budget which they have planned for the position. In any situation, human resources management face the problem when candidate demands the salary which doesn’t fin in the budget of required position. Then they have to negotiate with the candidate. Sometimes candidate didn’t agree with the offer and refuse the offer. It is hard to convince candidate of they are demanding more than salary budget. To convince those human resources management offers certain benefits other than salary.
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Learn and Understand, Description of the Key Characteristics of the Planning!
Planning involves setting objectives and deciding in advance the appropriate course of action to achieve these objectives so we can also, define planningas setting up of objectives and targets and formulating an action plan to achieve them. After that also, discuss the main steps involved in the planning process in an organization. Also learn, What is the Importance of Planning in Management? Description of the Key Characteristics of the Planning!
Another important ingredient of planning is time. Plans are always developed for a fixed time period as no business can go on planning endlessly. Also, keeping in mind the time dimension we can define planning as “Setting objectives for a given time period, formulating various courses of action to achieve them and then selecting the best possible alternative from the different courses of actions”.
The main key Characteristics of Planning!
It is goal-oriented.
Planning is made to achieve the desired objective of business.
The goals established should general acceptance otherwise individual efforts & energies will go misguided and misdirected.
Planning identifies the action that would lead to desired goals quickly & economically.
It provides a sense of direction to various activities. E.g. Maruti Udhyog is trying to capture once again Indian Car Market by launching diesel models.
It is looking ahead.
Planning is done for future.
It requires peeping in future, analyzing it and predicting it.
Thus planning is based on forecasting.
A plan is a synthesis of the forecast.
It is a mental predisposition for things to happen in future.
It is an intellectual process.
Planning is a mental exercise involving creative thinking, sound judgment, and imagination.
It is not a mere guesswork but a rotational thinking.
A manager can prepare sound plans only if he has sound judgment, foresight, and imagination.
Planning is always based on goals, facts and considered estimates.
It involves choice & decision making.
Planning essentially involves the choice among various alternatives.
Therefore, if there is only one possible course of action. As well as, there is no need planning because there is no choice.
Thus, decision making is an integral part of planning.
A manager is surrounding by no. of alternatives. Also, he has to pick the best depending on requirements & resources of the enterprises.
It is the primary function of management / Primacy of Planning.
Planning lays the foundation for other functions of management.
It serves as a guide for organizing, staffing, directing and controlling.
All the functions of management are performing within the framework of plans laid out.
Therefore planning is the basic or fundamental function of management.
It is a Continuous Process.
Planning is a never ending function due to the dynamic business environment.
Plans are also preparing for specific period f time and at the end of that period, plans are subjecting to revaluation and review in the light of new requirements and changing conditions.
Planning never comes into end till the enterprise exists issues, problems may keep cropping up and they have to tackle by planning effectively.
Planning is all Pervasive.
It is requiring at all levels of management and in all departments of the enterprise.
Of course, the scope of planning may differ from one level to another.
The top level may be more concerned about planning the organization as a whole whereas the middle level may be more specific in departmental plans and the lower level plans implementation of the same.
It is designing for efficiency.
Planning leads to accomplishment of objectives at the minimum possible cost.
It avoids wastage of resources and ensures adequate and optimum utilization of resources.
A plan is worthless or useless if it does not value the cost incurred on it.
Therefore planning must lead to the saving of time, effort, and money.
Planning leads to proper utilization of men, money, materials, methods, and machines.
It is Flexible.
Planning is done for the future.
Since future is unpredictable, planning must provide enough room to cope with the changes in customer’s demand, competition, govt. policies etc.
Under changed circumstances, the original plan of action must revise and updated to make it more practical.
The Main Steps Involving the Planning Process!
The few main steps involved in the planning process in an organization.
Environment Analysis:
The external environment covers uncontrollable and unpredictable factors such as technology, market (prices, Competition, customers, etc.), socio-economic climate, political conditions and ecological conditions within which our plans will have to operate. Also read, What is the Process of Manpower Planning?
Also, the internal environment covers relatively controllable factors, such as personnel resources, technology, knowledge, finance, facilities, etc., at the disposal of the firm. The study of the environment or situation analysis will reveal the threats to be met and the opportunities to exploit as well as strengths and weaknesses.
Determination of Mission and Objectives:
The situation analysis will serve as a background for the formulation of our mission and objectives.
A mission provides the central or basic purpose answering a few basic questions:
(1) What is our business?
(2) Who are our customers?
(3) What is our economic and social responsibility? and so on.
The mission or creed statement will ensure purposeful life for our enterprise in the Justness world. It will give firm direction and make our activities meaningful and interesting.
On the basis of situation analysis and our balance sheet of assets and liabilities, we can easily take the first step in actual business planning, viz., the setting of the hierarchy of objectives — overall comparable objectives as well as divisional and departmental objectives. Objectives and goals are formulating at each level of management.
“Developing Strategies”:
Objectives give us the precise idea regarding our destination, i.e., where we want to go. The real problem is how to find the best way to achieve the stated objectives.
Finding the best way to go there (where we want to be) is called strategy development, Objectives answer the question:
What business is going to be? Strategy answers the question: How best can the business achieve under intelligent competition? The strategy is the magic wand of action to accomplish our objectives; For each functional area of our business, we will formulate our strategic i.e., desirable means to achieve stated ends or objectives.
Developing Programmes or Action Plans:
On the basis of our objectives and strategies, we will now formulate our detailed programmes or time-bound action plans to achieve specific goals or targets.
An action plan has three elements:
(1) The time limit of performance,
(2) The allocation of tasks to personnel in each department,
(3) The timetable or schedule of work to accomplish targets within the stated period.
Control Mechanism:
Control is the final phase of our planning, process. It is the other half of planning. Control is the extension of the planning process and the two take place together. Also, Control answers the question: How will we know where we are in future? By means of feedback loop, it ensures accomplishment of objectives.
Results or performance will compare with standards. If deviations are noted, corrective actions are taking in time. Thus planning-action-control-re-planning cycle assures the achievement of our goals or objectives.
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Manpower planning is the process of estimating. The optimum number of people required for completing a project, task, or goal within time. Manpower planning includes parameters like the number of personnel, different types of skills, time period, etc. It is a never-ending continuous process to make sure that the business has the optimized resources available. When required taking into consideration the upcoming future projects and also the replacement of the outgoing employees. It is also called Human Resource Planning. Also learn, The Steps of Manpower Planning with Features!
Explain is, What is the Process of Manpower Planning?
What is the process of Manpower Planning? The HR department of every company has to constantly keep an eye on the human resources that the company has. With every possible event like change industry dynamics, increase in business requirements, skills required for a particular technology, etc. The need for having better resources increases.
The process of manpower planning involves the following steps.
First of all the objectives and strategies regarding the diversification, expansion innovation, production, marketing, and finance of the organization are analyzed. So that a fair idea could make regarding the future HR needs of the organization. Because the organizational plans are based on labor, economic, sales, and expansion forecasts. It serves as a good foundation for manpower planning.
The next step is forecasting the demand for human resources. There are many techniques available for forecasting the HR demand like managerial judgment, ratio-trend analysis, and mathematical models. The supply of manpower is also taken into consideration from internal and external sources. The difficulties faced during the process of manpower planning are uncertainties that can be caused by absenteeism; seasonal employment and labor turnover.
As well as, The other uncertainties that make the manpower planning process less reliable are technology changes and market conditions. Sometimes the employees and their unions also resist the manpower planning process because they erroneously feel that manpower planning could increase the workload of the employees. Another limitation faced by the process of manpower planning is that the information system regarding the human resources of an organization is not fully developed in some countries.
The Main Process and Steps for having manpower planning.
The Main Process and Steps for having manpower planning are as below:
Understanding the existing workforce:
The HR department has to thoroughly understand the manpower available to the company. They should examine the background, skill set, qualification, location, etc of the entire workforce so that they have a good idea regarding the pool of talent which the company has.
Forecasting for the future:
With constant changes in business requirements, companies must understand the future trend and which type of employees would best suit their organization. Hence, companies must examine, evaluate and forecast the type of employee workforce they want in the future years
Recruitment and selection:
Depending on the business requirements, manpower planning leads to a much better thought-out recruitment and selection pattern. This totally depends upon the forecasts made and the business requirements. Hence, candidates with better qualifications, skill set, experience, etc are shortlisted as employees to best suit future needs.
Training the employees:
Employees who are a part of the organization are training to have the best skills, knowledge, and understanding about the current job as well as the future requirements.
All these above-mentioned manpower planning steps help organizations become better prepared to adapt to new technology, future industry developments and even to face off with competitors.
Multi-Steps Process of Manpower Planning:
The planning process is one of the most crucial, complex, and continuing managerial functions which, according to the Tata Electrical Locomotive Company, “embraces organization development, managerial development, career planning, and succession planning”. The process has gained importance in India with the increase in the size of business enterprises, complex production technology, and the adoption of professional management techniques. Also learn, Case Study on Debt Collection Management!
It may rightly regard as a multi-step process, including various issues, such as:
Deciding goals or objectives.
Auditing of the internal resources.
Formulation of the recruitment plan.
Estimating future organizational structure and manpower requirements, and.
The business objectives have been determining; planning of manpower resources has to fully integrate into the financial planning. It becomes necessary to determine how the human resources can organize to achieve these objectives.
For this purpose, a detailed organization chart is drawn and the management of the company tries to determine. “How many people, at what level, at what positions and with what kind of experience and training would require meeting the business objectives during the planning period”. The management of this company considers a time 5 pan of five years as an optimum period for this purpose.
It stresses the specific and standard occupational nomenclature that must use without. “Which it would not be possible to build a firm-cum-industry-wise manpower resources planning”. It suggests the adoption for this purpose of the international coding of occupations. For sound manpower planning, it considers as a prerequisite the preparation of a manual of job classification and job description with specific reference to individual jobs to perform.
B. Audit of the Internal Resources:
The next step consists of an audit of the internal resources. A systematic review of the internal resources would indicate persons. Within the organizations that possess different or higher levels of responsibilities. Thus it becomes necessary to integrate into the manpower planning process a sound system of performance appraisal as well as an appraisal of the potential of existing employees.
C. Formulation of the Recruitment Plan:
A detailed survey of the internal manpower resources can ultimately lead to an assessment of the deficit or surplus of personnel for the different levels during the planned period. Whilst arriving at the final figures, it is necessary to take them into account. “The actual retirements and estimate loss due to death, ill-health and turnover, base on experience and future outlook about company’s expansion and future growth patterns”.
D. Estimating Future Organisational Structure and Manpower Requirements:
The management must estimate the structure of the organization at a given point in time. For this estimate, the number and type of employees needed have to determine. Many environmental factors affect this determination. They include business forecast, expansion and growth, design and structural changes, management philosophy, government policy, product, and human skills mix, and competition.
E. Developing of Human Resource Plan:
This step refers to the development and implementation of the human resource plan. Which consists in finding out the sources of labor supply with a view to making an effective use of these sources. As well as, The first thing, therefore, is to decide on the policy— should the person hire from within through promotional channels or should it obtain from an outside source.
Also, The best policy which is following by most organizations is to fill up higher vacancies by promotion and lower-level positions by recruitment from the labor market. The market is a geographical area from which employers recruit their workforce and labor seeks employment.
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Management is an art and science and it is a continuous activity. It is a factor of production and it is an organized activity. Management aims at maximizing profit with ethical behavior. It is a profession by itself and involves decision making. It is needed in all levels and develops leadership qualities in people. Planning, organizing, staffing, directing, coordinating, motivating and controlling are the functions of management. How to Explain Techniques of Scientific Management?
Explanation of following Processes of Scientific Management
Planning
The process of making plans for something.
The control of urban development by a local government authority, from which a license must be obtained to build a new property or change an existing one.
Organizing
Arrange systematically; order. coordinate the activities of (a person or group) efficiently. form (a number of people) into a trade union or other political group.
Make arrangements or preparations for (an event or activity). take responsibility for providing or arranging.
Staffing
Staffing is the process of hiring, positioning and overseeing employees in an organization.
Definition of staffing: The selection and training of individuals for specific job functions, and charging them with the associated responsibilities.
Directing
Control the operations of; manage or govern. supervise and control (a film, play, or other production, or the actors in it).
Aim (something) in a particular direction or at a particular person. focus (one’s thoughts) on or address (one’s efforts) towards something.
Give (someone) an official order or authoritative instruction.
Coordinating
Bring the different elements of (a complex activity or organization) into a harmonious or efficient relationship. negotiate with others in order to work together effectively. match or harmonize attractively.
Motivating
Provide (someone) with a reason for doing something. cause (someone) to have an interest in or enthusiasm for something. request (something) and present facts and arguments in support of one’s request.
Controlling
Determine the behavior or supervise the running of. maintain influence or authority over. limit the level, intensity, or numbers of. remain calm and reasonable despite provocation.
Take into account (an extraneous factor that might affect the results of an experiment).
What is Scientific Management;Also called Taylorism is a theory of management that analyzes and synthesizes workflows. Its main objective is improving economic efficiency, especially labor productivity. It was one of the earliest attempts to apply science to the engineering of processes and to management.How Do You Know Your Company Wants Help From The Outside?
Notes: You will come to know the definitions of all the sevenProcesses of Scientific Management;Planning, Organizing, Staffing, Directing, Coordinating, Motivating, Controlling.
The Cross-Industry Standard Process for Data Mining (CRISP-DM) is the dominant data-mining process framework. It’s an open standard; anyone may use it. The following list describes the various phases of the process.
The Cross-Industry Standard Process for Data Mining
Business understanding
In the business understanding phase:
First, it is required to understand business objectives clearly and find out what are the business’s needs.
Next, we have to assess the current situation by finding of the resources, assumptions, constraints and other important factors which should be considered.
Then, from the business objectives and current situations, we need to create data mining goals to achieve the business objectives within the current situation.
Finally, a good data mining plan has to be established to achieve both business and data mining goals. The plan should be as detailed as possible.
Data understanding
First, the data understanding phase starts with initial data collection, which we collect from available data sources, to help us get familiar with the data. Some important activities must be performed including data load and data integration in order to make the data collection successfully.
Next, the “gross” or “surface” properties of acquired data need to be examined carefully and reported.
Then, the data needs to be explored by tackling the data mining questions, which can be addressed using querying, reporting, and visualization.
Finally, the data quality must be examined by answering some important questions such as “Is the acquired data complete?”, “Is there any missing values in the acquired data?”
Data preparation
The data preparation typically consumes about 90% of the time of the project. The outcome of the data preparation phase is the final data set. Once available data sources are identified, they need to be selected, cleaned, constructed and formatted into the desired form. The data exploration task at a greater depth may be carried during this phase to notice the patterns based on business understanding.
Modeling
First, modeling techniques have to be selected to be used for the prepared dataset.
Next, the test scenario must be generated to validate the quality and validity of the model.
Then, one or more models are created by running the modeling tool on the prepared dataset.
Finally, models need to be assessed carefully involving stakeholders to make sure that created models are met business initiatives.
Evaluation
In the evaluation phase, the model results must be evaluated in the context of business objectives in the first phase. In this phase, new business requirements may be raised due to the new patterns that have been discovered in the model results or from other factors. Gaining business understanding is an iterative process in data mining. The go or no-go decision must be made in this step to move to the deployment phase.
Deployment
The knowledge or information, which we gain through data mining process, needs to be presented in such a way that stakeholders can use it when they want it. Based on the business requirements, the deployment phase could be as simple as creating a report or as complex as a repeatable data mining process across the organization. In the deployment phase, the plans for deployment, maintenance, and monitoring have to be created for implementation and also future supports. From the project point of view, the final report of the project needs to summary the project experiences and review the project to see what need to improved created learned lessons.
The CRISP-DM offers a uniform framework for experience documentation and guidelines. In addition, the CRISP-DM can apply in various industries with different types of data.
In this article, you have learned about the data mining processes and examined the cross-industry standard process for data mining.
Something is not Forgetting What? Data mining is a promising and relatively new technology. Data mining is defined as a process of discovering hidden valuable knowledge by analyzing large amounts of data, which is stored in databases or data warehouse, using various data mining techniques such as machine learning, artificial intelligence(AI) and statistical.
Many organizations in various industries are taking advantages of data mining including manufacturing, marketing, chemical, aerospace… etc, to increase their business efficiency. Therefore, the needs for a standard data mining process increased dramatically. A data mining process must be reliable and it must be repeatable by business people with little or no knowledge of data mining background. As the result, in 1990, a cross-industry standard process for data mining (CRISP-DM) first published after going through a lot of workshops, and contributions from over 300 organizations.
Data mining is a promising and relatively new technology. Data mining is defined as a process of discovering hidden valuable knowledge by analyzing large amounts of data, which is stored in databases or data warehouse, using various data mining techniques such as machine learning, artificial intelligence(AI) and statistical.
Many organizations in various industries are taking advantages of data mining including manufacturing, marketing, chemical, aerospace… etc, to increase their business efficiency. Therefore, the needs for a standard data mining process increased dramatically. A data mining process must be reliable and it must be repeatable by business people with little or no knowledge of data mining background. As the result, in 1990, a cross-industry standard process for data mining (CRISP-DM) first published after going through a lot of workshops, and contributions from over 300 organizations.
The data mining process involves much hard work, including perhaps building data warehouse if the enterprise does not have one. A typical data mining process is likely to include the following steps:
Requirements analysis: The enterprise decision makers need to formulate goals that the data mining process is expected to achieve. The business problem must be clearly defined. One cannot use data mining without a good idea of what kind of outcomes the enterprise is looking for, since the technique to be used and the data that is required are likely to be different for different goals. Furthermore, if the objectives have been clearly defined, it is easier to evaluate the results of the project. Once the goals have been agreed upon, the following further steps are needed.
Data selection and collection: This step may include finding the best source databases for the data that is required. If the enterprise has implemented a data warehouse, then most of the data could be available there. If the data is not available in the warehouse or the enterprise does not have a warehouse, the source OLTP (On-line Transaction Processing) systems need to be identified and the required information extracted and stored in some temporary system. In some cases, only a sample of the data available may be required.
Cleaning and preparing data: This may not be an onerous task if a data warehouse containing the required . data exists, since most of this must have already been done when data was loaded in the warehouse. Otherwise this task can be very resource intensive and sometimes more than 50% of effort in a data mining project is spent on this step. Essentially a data store that integrates data from a number of databases may need to be created. When integrating data, one often encounters problems like identifying data, dealing with missing data, data conflicts and ambiguity. An ETL (extraction, transformation and loading) tool may be used to overcome these problems.
Data mining exploration and validation: Once appropriate data has been collected and cleaned, it is possible to start data mining exploration. Assuming that the user has access to one or more data mining tools, a data mining model may be constructed based on the enterprise’s needs. It may be possible to take a sample of data and apply a number of relevant techniques. For each technique the results should be evaluated and their significance interpreted. This is likely to be an iterative process which should lead to selection of one or more techniques that are suitable for further exploration, testing, and validation.
Implementing, evaluating, and monitoring: Once a model has been selected and validated, the model can be implemented for use by the decision makers. This may involve software development for generating reports, or for results visualization and explanation for managers. It may be that more than one technique is available for the given data mining task. It is then important to evaluate the results and choose the best technique. Evaluation may involve checking the accuracy and effectiveness of the technique. Furthermore, there is a need for regular monitoring of the performance of the techniques that have been implemented. It is essential that use of the tools by the managers be monitored and results evaluated regularly. Every enterprise evolves with time and so must the data mining system. Therefore, monitoring is likely to lead from time to time to refinement of tools and techniques that have been implemented.
Results visualization: Explaining the results of data mining to the decision makers is an important step of the data mining process. Most commercial data mining tools include data visualization modules. These tools are often vital in communicating the data mining results to the managers, although a problem dealing with a number of dimensions must be visualized using a two dimensional computer screen or printout. Clever data visualization tools are being developed to display results that deal with more than two dimensions. The visualization tools available should be tried and used if found effective for the given problem.
Creativity is a phenomenon whereby something new and somehow valuable is formed. The created item may be intangible (such as an idea, a scientific theory, a musical composition, or a joke) or a physical object (such as an invention, a literary work, or a painting).
Scholarly interest in creativity involves many definitions and concepts pertaining to a number of disciplines: engineering, psychology, cognitive science, education, philosophy (particularly philosophy of science), technology, theology, sociology, linguistics, business studies, songwriting, and economics, covering the relations between creativity and general intelligence, mental and neurological processes, personality type and creative ability, creativity and mental health; the potential for fostering creativity through education and training, especially as augmented by technology;the maximization of creativity for national economic benefit, and the application of creative resources to improve the effectiveness of teaching and learning.
The Creative process can be broken into stages:
Preparation
This is the first phase, which most people call “work.” A writer, for example, prepares by writing, by reading, or by revising earlier work. A musician plays scales, chords, or songs; a painter messes with paints or visits an art gallery; an entrepreneur researches problems to solve; a programmer plays with code. In each example, the creative is going through relatively mundane processes.
The reason I say most people call this phase “work” is that these processes may or may not be inherently enjoyable. They’re also fairly mundane and tedious, but the creative has learned that this process is necessary to plant the seeds that lead to…Preparation is the background, experience, and knowledge that an entrepreneur brings to the opportunity recognition process. Just as an athlete must practice to excel, an entrepreneur needs the experience to spot opportunities. Over time, the results of research suggest that as much as 50 to 90 percent of start-up ideas emerge from a person’s prior work experience.
Incubation
Incubation is the stage during which a person considers an idea or thinks about a problem; it is the “mulling things over” phase. Sometimes incubation is a conscious activity, and sometimes it is unconscious and occurs while a person is engaged in another activity. One writer characterized this phenomenon by saying that “ideas churn around below the threshold of consciousness.”
This would be the mystical process if there were one, because you often don’t know that you’re incubating an idea, or if you do know you’re working on one, you don’t know when it’s going to come out. It’s during this phase that your conscious and subconscious minds are working on the idea, making new connections, separating out unnecessary ideas, and grabbing for other ideas.
This is the phase that most people mess up the most with distractions and the hustle and bustle of daily lives. Modern life, with its many beeps, buzzes, and distractions, has the strong tendency to grab the attention of both our subconscious and our unconscious mind, and as result, the creative process stops and is instead replaced by more immediate concerns.
Insight
Insight is the flash of recognition when the solution to a problem is seen or an idea is born. It is sometimes called the “eureka” experience. In a business context, this is the moment an entrepreneur recognizes an opportunity. Sometimes this experience pushes the process forward, and sometimes it prompts an individual to return to the preparation stage. For example, an entrepreneur may recognize the potential for an opportunity but may feel that more knowledge and thought is required before pursuing it.
Evaluation
Evaluation is the stage of the creative process during which an idea is subjected to scrutiny and analyzed for its viability. Many entrepreneurs mistakenly skip this step and try to implement an idea before they’ve made sure it is viable. Evaluation is a particularly challenging stage of the creative process because it requires an entrepreneur to take a candid look at the viability of an idea.
Elaboration
Elaboration is the stage during which the creative idea is put into a final form: The details are worked out and the idea is transformed into something of value, such as a new product, service, or business concept. In the case of a new business, this is the point at which a business plan is written.
Illumination
This is the “Eureka” moment that many of us spend our days questing after. When it hits, the creative urge is so incredibly strong that we lose track of what else is happening. The driving impulse is to get whatever is going on in our heads down into whatever medium it’s intended for.
The most frustrating thing for me is that the “illumination” moments happen at the most inopportune times. They invariably happen when I’m in the shower when I’m driving by myself, when I’m working out, or when I’m sitting in mind-numbing meetings that I can’t get out of. Of course, the bad part is as I said above: the impulse is to get the idea out as soon as possible, so it’s not at all uncommon for me to stop showering, driving, or working out and run to the nearest notepad – and, in meetings, I start purging immediately anyway. I’ve yet to gain enough clout to excuse myself from the meetings, but I’m working on it.
I was speaking to a friend a few weeks ago, and I told her I was frustrated because I was pregnant with ideas and didn’t have time to get them out. Keeping with the analogy, when a Eureka! moment hits, it’s much like labor – you’re done with incubating, and it’s time for…
Implementation
This phase is the one in which the idea you’ve been preparing and incubating sees the light of day. It’s when that written piece comes out, when that song flows when that canvas reveals its painting, and so on. It’s also when a good creative starts to evaluate the idea and determine whether it’s good or not – but only after they have enough to see where it’s going.
Most of the creative I know or work with get really frustrated with others during this phase. Other people only see the creation at the end, and they don’t recognize or care much about the process that generated that idea. This is especially true with some supervisors and bosses who expect the end product on a certain schedule, even though the creative process does not work that way. Creative know that for every good idea, there are at least a few that don’t work out, but they can’t know ahead of time what’s going to work out and what won’t.
The creative process begins with work and ends with work. The takeaway point here is that creativity is not just percolating and Eureka: it’s percolating and Eureka sandwiched between work phases.
Understanding of Attribution and Motivation Among Ethnicity?
What is Ethnicity? Meaning of Ethnicity “The fact or state of belonging to a social group that has a common national or cultural tradition.” Some about of Ethnic; Relating to a population subgroup (within a larger or dominant national or cultural group) with a common national or cultural tradition. Relating to national and cultural origins. Denoting origin by birth or descent rather than by present nationality. Characteristic of or belonging to a non-Western cultural tradition.
An ethnic group or ethnicity is a category of people who identify with each other based on similarities, such as common ancestral, language, social, cultural or national experiences. Unlike other social groups (wealth, age, hobbies), ethnicity is often an inherited status based on the society in which one lives. In some cases, it can be adopted if a person moves into another society. Membership of an ethnic group tends to be defined by a shared cultural heritage, ancestry, origin myth, history, homeland, language or dialect, symbolic systems such as religion, mythology and ritual, cuisine, dressing style, art, and physical appearance.
Ethnic groups, derived from the same historical founder population, often continue to speak related languages and share a similar gene pool. By way of language shift, acculturation, adoption and religious conversion, it is sometimes possible for individuals or groups to leave one ethnic group and become part of another (except for ethnic groups emphasizing racial purity as a key membership criterion).
Ethnicity is often used synonymously with ambiguous terms such as nation or people. In English, it can also have the connotation of something exotic (cf. “White ethnic”, “ethnic restaurant”, etc.), generally related to cultures of more recent immigrants, who arrived after the founding population of an area was established.
Now reading – Attribution and Motivation Among Ethnicity; Do attributional explanations for success and failure act as an important motivational force in different ethnic groups? According to Graham (1989,1994), because attributional theory considers the role of thought in determining behavior, it is particularly fruitful in examining motivation in different cultures and ethnic groups.
Beliefs About Effort and Ability
Are attributional belief patterns similar among different ethnic groups? A comparison of poor African-American, Hispanic, Indo-Chinese, and White fifth- and sixth-grade students found similar attribution patterns for all groups (Bempechat, Nakkula, Wu, & Ginsberg, 1996). All groups rated ability as the most important factor for success in math. In a subsequent study comparing African-American, Hispanic, Indo-Chinese, and White fifthand sixth-graders, Bempechat, Graham, and Jimenez (1999) found cultural similarities as well as cultural specifics. For all ethnic groups, failure was attributed to lack of ability and success to external factors. In contrast, Indo-Chinese students had stronger beliefs that failure was due to lack of effort. Attribution for failure due to lack of ability is a problem for all students because it is believed to be uncontrollable.
Graham (1984) compared middle- and low-SES African-American and White students on attributions for failure following a problem-solving task. The middle-class children in both ethnic groups were more likely to attribute failure to lack of effort and maintained consistently higher expectancies for success after experiencing failure. For both groups, this is indicative of an adaptive attributional pattern following failure, similar to that found in research by Diener and Dweck (1978). The findings of this research are important because they demonstrate the positive motivation pattern of African-American students—a pattern that has received little attention.
Stevenson and Lee (1990) compared beliefs of American and Asian students concerning the role of effort and ability for success in mathematics. They asked mothers in Minnesota, Japan, and Taiwan to assign 10 points among ability, effort, task difficulty, and luck to rank their importance in academic success and school performance. All the mothers assigned the points in the same rank order: (1) effort, (2) ability, (3) task, and (4) luck. American mothers scored ability and effort as about equal. In contrast, Taiwanese and Japanese mothers assigned effort a higher value than ability. Peak (1993) noted that, in Japanese elementary schools, ability is rarely mentioned, whereas effort is consistently portrayed as key to success. In contrast, in the United States, students who try very hard are often labeled nerd or grind.
These perceptions of effort and ability take on increased importance when homework is considered in the context of effort. Japanese and Chinese students spend at least twice the amount of time and effort on homework than do American students (Stevenson & Lee, 1990). American teachers assign less and consider it less valuable. Peak (1993) pointed out that homework reflects teachers’ beliefs on whether extra practice makes a difference and whether students are willing to engage in extra effort on behalf of their studies. American parents do not appear to consider good study habits as critical to academic success as do Asian parents.
Implications for Teachers
What can teachers draw from the attributional beliefs among different ethnic groups in terms of classroom practice? The important issue is to understand the motivational processes, such as attribution, operating within a particular ethnic group (Bempechat et al., 1996; Graham, 1994). When similarities are found across ethnic groups, educational interventions do not necessarily have to be targeted to children differentially based on their ethnic group membership.
Graham (1989) emphasized the importance of teacher feedback in influencing concepts of ability and expectations of minority, low-SES students. Recall the previous discussion of indirect attributional cues. It is important to be aware of feedback that may indirectly convey to students that they have low ability. Graham (1994) suggested that in view of the number of African- American children in negative educational situations, it is especially important to be sensitive to how minorities feel, think, and act in response to non-attainment of goals.
Meiosis is a specialized type of cell division that reduces the chromosome number by half, creating four haploid cells, each genetically distinct from the parent cell that gave rise to them. This process occurs in all sexually reproducing single-celled and multicellular eukaryotes, including animals, plants, and fungi. Errors in meiosis resulting in aneuploidy are the leading known cause of miscarriage and the most frequent genetic cause of developmental disabilities.
In meiosis, DNA replication is followed by two rounds of cell division to produce four potential daughter cells, each with half the number of chromosomes as the original parent cell. The two meiotic divisions are known as Meiosis I and Meiosis II. Before meiosis begins, during S phase of the cell cycle, the DNA of each chromosome is replicated so that it consists of two identical sister chromatids, which remain held together through sister chromatid cohesion. This S-phase can be referred to as “premeiotic S-phase” or “meiotic S-phase.” Immediately following DNA replication, meiotic cells enter a prolonged G2-like stage known as meiotic prophase. During this time, homologous chromosomes pair with each other and undergo genetic recombination, a programmed process in which DNA is cut and then repaired, which allows them to exchange some of their genetic information. A subset of recombination events results in crossovers, which create physical links known as chiasmata (singular: chiasma, for the Greek letter Chi (X)) between the homologous chromosomes. In most organisms, these links are essential to direct each pair of homologous chromosomes to segregate away from each other during Meiosis I, resulting in two haploid cells that have half the number of chromosomes as the parent cell. During Meiosis II, the cohesion between sister chromatids is released and they segregate from one another, as during mitosis. In some cases all four of the meiotic products form gametes such as sperm, spores, or pollen. In female animals, three of the four meiotic products are typically eliminated by extrusion into polar bodies, and only one cell develops to produce an ovum.
Because the number of chromosomes is halved during meiosis, gametes can fuse (i.e. fertilization) to form a diploid zygote that contains two copies of each chromosome, one from each parent. Thus, alternating cycles of meiosis and fertilization enable sexual reproduction, with successive generations maintaining the same number of chromosomes. For example, diploid human cells contain 23 pairs of chromosomes including 1 pair of sex chromosomes (46 total), half of maternal origin and half of paternal origin. Meiosis produces haploid gametes (ova or sperm) that contain one set of 23 chromosomes. When two gametes (an egg and a sperm) fuse, the resulting zygote is once again diploid, with the mother and father each contributing 23 chromosomes. This same pattern, but not the same number of chromosomes, occurs in all organisms that utilize meiosis.
Meiosis
Most plant and animal cells are diploid. The term diploid is derived from the Greek diplos, meaning “double” or “two”; the term implies that the cells of plants and animals have pairs of chromosomes. In human cells, for example, 46 chromosomes are organized in 23 pairs. Hence, human cells are diploid in that they have a pair of 23 individual chromosomes.
During sexual reproduction, the sex cells of parent organisms unite with one another and form a fertilized egg cell (zygote). In this situation, each sex cell is a gamete. The gametes of human cells are haploid, from the Greek haplos, meaning “single.” This term implies that each gamete contains half of the 46 chromosomes—23 chromosomes in humans. When the human gametes unite with one another, the original diploid condition of 46 chromosomes is reestablished. Mitosis then brings about the development of the diploid cell into a multicellular organism.
The process by which the chromosome number is halved during gamete formation is meiosis. In meiosis, a cell containing the diploid number of chromosomes is converted into four cells, each having the haploid number of chromosomes. In human cells undergoing meiosis, for instance, a cell containing 46 chromosomes yields four cells, each with 23 chromosomes.
Meiosis occurs by a series of steps that resemble the steps of mitosis. Two major phases of meiosis occur: meiosis I and meiosis II. During meiosis I, a single cell divides into two. During meiosis II, those two cells each divide again. The same demarcating phases of mitosis take place in meiosis I and meiosis II—prophase, metaphase, anaphase, and telophase—but with some variations contained therein.
As shown in Figure 1, first, the chromosomes of a cell are divided into two cells. The chromosomes of the two cells then separate and pass into four daughter cells. The parent cell is diploid, while each of the daughter cells has a single set of chromosomes and is haploid. Synapsis and crossing over occur in the prophase I stage.
Figure 1 The process of meiosis, in which four haploid cells are formed.
The members of each chromosome pair within a cell are called homologous chromosomes. Homologous chromosomes are similar but not identical. They may carry different versions of the same genetic information. For instance, one homologous chromosome may carry the information for blond hair while the other homologous chromosome may carry the information for black hair.
Meiosis Phases
As a cell prepares to enter meiosis, each of its chromosomes has duplicated in the synthesis stage (S) of the cell cycle, as in mitosis. Each chromosome thus consists of two sister chromatids.
Meiosis I: At the beginning of meiosis, I, a human cell contains 46 chromosomes, or 92 chromatids (the same number as during mitosis). Meiosis I proceeds through the following phases:
Prophase I: Prophase I is similar in some ways to prophase in mitosis. The chromatids shorten and thicken and become visible under a microscope. An important difference, however, is that a process called synapsis occurs. Synapsis is when the homologous chromosomes migrate toward one another and join to form a tetrad (the combination of four chromatids, two from each homologous chromosome). A second process called crossing over also takes place during prophase I. In this process, segments of DNA from one chromatid in the tetrad pass to another chromatid in the tetrad. These exchanges of chromosomal segments occur in a complex and poorly understood manner. They result in a genetically new chromatid. Crossing over is an important driving force of evolution. After crossing over has taken place, the homologous pair of chromosomes is genetically different.
Metaphase I: In metaphase I of meiosis, the tetrads align on the equatorial plate (as in mitosis). The centromeres attach to spindle fibers, which extend from the poles of the cell. One centromere attaches per spindle fiber.
Anaphase I: In anaphase I, the homologous chromosomes or tetrads separate. One homologous chromosome (consisting of two chromatids) moves to one side of the cell, while the other homologous chromosome (consisting of two chromatids) moves to the other side of the cell. The result is that 23 chromosomes (each consisting of two chromatids) move to one pole, and 23 chromosomes (each consisting of two chromatids) move to the other pole. Essentially, the chromosome number of the cell is halved once meiosis I is completed. For this reason, the process is a reduction-division.
Telophase I: In telophase I of meiosis, the nucleus reorganizes, the chromosomes become chromatin, and the cell membrane begins to pinch inward. Cytokinesis occurs immediately following telophase I. This process occurs differently in plant and animal cells, just as in mitosis.
Meiosis II: Meiosis II is the second major subdivision of meiosis. It occurs in essentially the same way as mitosis. In meiosis II, a cell contains a single set of chromosomes. Each chromosome, however, still has its duplicated sister chromatid attached. Meiosis II segregates the sister chromatids into separate cells. Meiosis II proceeds through the following phases:
Prophase II: Prophase II is similar to the prophase of mitosis. The chromatin material condenses, and each chromosome contains two chromatids attached by the centromere. The 23 chromatid pairs, a total of 46 chromatids, then move to the equatorial plate.
Metaphase II: In metaphase II of meiosis, the 23 chromatid pairs gather at the center of the cell prior to separation. This process is identical to metaphase in mitosis, except that this is occurring in a haploid versus a diploid cell.
Anaphase II: During anaphase II of meiosis, the centromeres divide and sister chromatids separate, at which time they are referred to as non-replicated chromosomes. Spindle fibers move chromosomes to each pole. In all, 23 chromosomes move to each pole. The forces and attachments that operate in mitosis also operate in anaphase II.
Telophase II: During telophase II, the chromosomes gather at the poles of the cells and become indistinct. Again, they form a mass of chromatin. The nuclear envelope develops, the nucleoli reappear, and the cells undergo cytokinesis.
During meiosis II, each cell containing 46 chromatids yields two cells, each with 23 chromosomes. Originally, there were two cells that underwent meiosis II; therefore, the result of meiosis II is four cells, each with 23 chromosomes. Each of the four cells is haploid; that is, each cell contains a single set of chromosomes.
The 23 chromosomes in the four cells from meiosis are not identical because crossing over has taken place in prophase I. The crossing over yields genetic variation so that each of the four resulting cells from meiosis differs from the other three. Thus, meiosis provides a mechanism for producing variations in the chromosomes. Also, it accounts for the formation of four haploid cells from a single diploid cell.
Meiosis in Humans
In humans, meiosis is the process by which sperm cells and egg cells are produced. In the male, meiosis takes place after puberty. Diploid cells within the testes undergo meiosis to produce haploid sperm cells with 23 chromosomes. A single diploid cell yields four haploid sperm cells through meiosis.
In females, meiosis begins during the fetal stage when a series of diploid cells enter meiosis I. At the conclusion of meiosis, I, the process comes to a halt, and the cells gather in the ovaries. At puberty, meiosis resumes. One cell at the end of meiosis I enters meiosis II each month. The result of meiosis II is a single egg cell per cycle (the other meiotic cells disintegrate). Each egg cell contains 23 chromosomes and is haploid.
The union of the egg cell and the sperm cell leads to the formation of a fertilized egg cell with 46 chromosomes, or 23 pairs. Fertilization restores the diploid number of chromosomes. The fertilized egg cell, a diploid, is a zygote. Further divisions of the zygote by mitosis eventually yield a complete human being.
Gamete
Gametes are the cells that fuse together during sexual reproduction to form a new organism. This lesson covers what these cells are, what they do, and the end result of when they meet.
Definition of Gamete
Gametes are the reproductive cells used during sexual reproduction to produce a new organism called a zygote. The gametes in males and females are different. The male gamete is called sperm. It is much smaller than the female gamete and very mobile. It has a long tail, flagellum, that allows it to move towards the female gamete. The female gamete is called an egg or ova. It is much larger than the sperm and is not made to move.
Formation of Gametes
Both the male and female gametes are formed during a process of cellular reproduction called meiosis. During meiosis, the DNA is only replicated or copied one time. However, the cells are divided into four separate cells. This means that the new gamete cells have only half of the number of chromosomes as the other cells. So, during meiosis DNA or chromosomes are copied, then split into two cells (with one full set of chromosomes each), then again split into two more cells, leaving only half of the pairs of chromosomes in each new cell.
These new cells with only half of the chromosomes will mature into the gametes. The gametes are haploid cells because they have only one set of chromosomes. When they unite they will join their single sets of chromosomes to make a complete set, and then they will be considered diploid cells. In the female, the eggs or ova mature in the female’s ovaries. The sperm will mature in the male’s testes.
