Prescriptive Analytics For Cyber Security - 1160 Words

Prescriptive Analytics for Cyber Security Anomaly Detection Algorithm Status and Future Steps Xinle (Liam) Wang E295, MEng in IEOR University of California, Berkeley Introduction: Our capstone project team is working on Prescriptive Analytics for Cyber Security. The project mainly consists of two parts – building a predictive anomaly detection algorithm that detects suspicious cyber anomalies based on multiple cyber datasets, and implementing a prescriptive model which optimizes the output from anomaly detection and recommend the best course of action. We have been closely working with Mr. Eric Chasin from Innvo Solutions LLC, and Prof. Anil Aswani from IEOR department, to together achieve our goal of creating an integrated system or model that would automatically detect and prescribe actions for cyber anomalies. First, Chris led our group in learning to integrate different cyber data sources into ElasticSearch, which is a big data analytics platform, using tools such as Amazon Web Services and Logstash. After getting familiar with the data, Siddarth, Aldre and I together summarized time-window based features from the datasets that are helpful in anomaly detection, and Kenneth led the group in preprocessing the data with Python to extract the features we have discussed. At the current stage, Aldre and I are working simultaneously on anomaly detection algorithms for the suspicious network flow patterns. Specifically, Aldre has been working on TransductiveShow MoreRelatedBig Dat A New Buzzword3725 Words   |  15 Pagestechnology. Companies like Google and eBay were a couple of the first firms to implement big data. They never had legacy systems to integrate big data into because they began with big data. â€Å"Big data could stand alone, big data analytics could be the only focus of analy tics, and big data technology architectures could be the only architecture† (Davenport, and Dyche, â€Å"Big Data in Big Companies†). Even though big data was implemented from the get-go with firms such as Google, LinkedIn, and eBay, etcRead MoreComparative Education13537 Words   |  55 Pagesof our curriculum is based on this difficulty to elaborate this meaningful. Furthermore, the curricular entry is envisaged here as one of the stages of the didactic transposition process: that the placement in text of teaching objects in an prescriptive aimed that has to organize the teaching activity, to the breadth of the production of these teaching objects in the framework of the class to elaborate some objects of study for pupils, objects of study that are going to determine activitiesRead MoreContemporary Issues in Management Accounting211377 Words   |  846 Pagesunderstanding the historical genesis of modern business and military strategy Keith Hoskin, Richard Macve, and John Stone 9. Modernizing government: the calculating self, hybridization, and performance measurement Liisa Kurunmaki and Peter Miller  ¨ 10. Analytics of costing system design Eva Labro 11. Understanding management control systems and strategy Kim Langfield-Smith v vii xi 1 20 42 69 92 117 146 166 198 217 243 x CONTENTS 12. Management accounting, operations, and network relations:Read MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pages a new strategy of upgrading the existing slums gained acceptance. Governments would retrofit slums with water and sewage lines and electric connections, and often create or reposition their street plans. Frequently, they also provided deeds or security of tenure. These improvements increased the physical quality of life of the residents while maintaining the basic social structure and organization of the slum. In some cities, these structural improvements were supplemented with social, health

Intercollegiate Athletics - 3026 Words

Research Paper Intercollegiate athletics is an excellent public relations and fund raising arm for colleges, while providing education and training to future professional athletes. Academic programs have always criticized college athletic programs. There are five main reasons or accusations as many will call it. First it is said that all major and some smaller colleges routinely lower the admission standards for athletes because of the exposure that they bring to the university. The Ivy League, for example, have on average some of the lowest SAT scores than what are recorded at many other prestigious schools. Many schools will admit that they do allow and recruit athletes with scores of 820 points, which is almost 200 points†¦show more content†¦It would be my wish that a highly touted athlete would grace me with one to two years of their presence and greatness that I would not have had if they were to become a professional instead. Sometimes athletes cannot afford an education if it were not for their gift of athleticism. Are we to turn away someone who is trying to become something better because they may only have the skill to do it in a sport? Th e money that is produced by the higher end, more popular sports should be put back into those students and those programs to ensure the schools financial success and possibly keep the high profile athletes in school longer. This could also stop the scandals of athletes accepting money from boosters, agents, and some corrupt schools to get them to attend their college. So why is it that we expect these kids to turn away the millions of dollars staring them in the face, or the money offered by boosters and agents when they barely get enough money from the scholarships they receive to live off of while they are attending school and essentially going to work not only for themselves but their school and every student that attends? Let’s look at it this way, what do you think the graduation rates would be if college athletes were compensated and did not think like Jason Williams? I just don t like going to school. That s Jason Williams s explanation for why he left the third colle ge in asShow MoreRelatedThe Current Position Of Intercollegiate Athletics1653 Words   |  7 PagesExecutive Summary The current position of intercollegiate athletics in the United States is a peculiar one when compared to most any other country in the world. In no other nation will one find varsity intercollegiate athletics programs that pay their athletes to attend the school. Therefore, in no other country will one find quite as much debate as to whether or not these athletics programs should continue to be affiliated with the colleges and universities they represent, particularly if the primaryRead MoreGambling in Intercollegiate Athletics: The Perception, Reality, and Consequences1121 Words   |  5 Pagescountry which is illegally gambling on college athletics. This form of gambling has to do with individuals placing bets on the outcome of a game based on inside information and student-athletes receiving money to perform poorly in competition just to name a few. Among these issues, gambling has become a part of society’s everyday lives with its ease of access, therefore some important things to consider when looking at gambling in intercollegiate athletics are the perspective of the gamblers (student-athlete’sRead MoreThe Impact Of Intercollegiate Athletics On American Education System1311 Words   |  6 PagesIntercollegiate athletics in America got its start as student-run activity clubs loosely organized for competition against other local clubs. Eventually these clubs were taken over by college administrators looking to control what was perceived as a less-than desirable aspect of the college experience. Faculty sought control of athletics in order to regulate dangerous events, promote events that would interest alumni, and utilize athletics as a vehicle to promote culture at their colleges. CollegesRead MoreThe Impact Of Title Ix On Career Opportunities For Intercollegiate Athletic Administration Essay804 Words   |  4 Pagesused the OneSearch Database through UNF’s online library. I selected this study because it focuses on the impact of Title IX on the career opportunities in intercollegiate athletic administration. Bower, G.G., Hums, M.A. (2013). The impact of Title IX on career opportunities in intercollegiate athletic administration. Journal of Intercollegiate Sport (6), 213-230. 2. The literature review of this article focuses on Title IX itself, as well as statistical numbers that provide the reader knowledgeRead MoreTitle Ix And Its Impact On American Sports2369 Words   |  10 Pages Title IX consists of just thirty-seven words, and it is these words that have transformed the dynamics within the female athletic sphere in the United States. Although the federal law was initially envisioned to assist women in academia, it is currently renowned for its profound impact on American sports (Ware). It is an irrefutable fact that Title IX has vastly increased women’s participation in sports: the law has reportedly increased female participation rates within colleges six-fold from 1972—theRead More Title IX Essay example3230 Words   |  13 Pagesopportunity in athletics while giving schools the flexibility to choose sports based on student body interest, geographic influence, budget restraints, and gender ratio (2000). In other words, it is not a matter of women being able to participate in wrestling or that exactly the same amount of money is spent per womens and mens basketball player. Instead, the focus is on the necessity for women to have equal opport unities as men on a whole, not on an individual basis. In regard to intercollegiate athleticsRead MoreThe University Of Findlay And Ohio Dominican University920 Words   |  4 Pagesninety three acres of land   and was founded in 1911. There are 2,600 students enrolled at ODU. Of the students, fifty seven percent are female and forty three percent are male. ODU has   undergraduate and graduate programs. The University has sixteen athletic teams that compete in the NCAA Division II   and provides more than forty organizations for the students to be involved in. (â€Å"How ODU Rank Among America’s Best Colleges?†) (â€Å"ODU Quick Facts†). ODU offers more than forty five   majors (â€Å"Ohio DominicanRead MoreTitle Ix : The Idea Of Equity2331 Words   |  10 PagesTitle IX in College Athletics The idea of equity in society particularly in athletics has been a major topic in athletics for many years. However, in spite of the long and storied history of the fight for equity in athletics we still see a lot of misunderstanding especially involving one particular law. This law is Title IX which has a number of awful misconceptions associated with it even from female athletes themselves. One misconception that is very popular especially among the critics of TitleRead MoreWinston-Salem State University Case Study1021 Words   |  5 Pageslong-established history of athletic excellence, of athletic achievement both on the conference and national levels. From 2007 to 2010 athletic season, WSSU competed in the National Collegiate Athletic Association (NCAA) Division I Mid-Eastern Athletic Conference. Other means from being a transition member from the NCAA Division II to NCAA Division I to remain within the MEAC or within the NCAA Division I was not successful. WSSU is currently a member of the Central Intercollegiate Athletic Association, as knownRead MoreTitle IX Essay1657 Words   |  7 Pagesexcluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance† (Vest and Masterson par. 1). Title IX has increased women’s participation in athletics tremendously. Before Title IX only 100,000 female athletes participated in high school sports; following the act, Title IX was issued more than 500,000 women participated (â€Å"Achieving Success Under† par. 2). Title IX has made progress by increasing

Performance Appraisal and Career Development Free Essays

Performance Appraisal and career Development Ms. Garima Gupta (Assistant Professor, MBAPGDM) Banshi Group of Institutions, Bithoor, Kanpur ABSTRACT: The paper focuses on the roles that are played by the employee, the manager and the employer in planning, guiding and developing the employee’s career and points out that appraisal works as a motivating tool for the same as it improves employee’s job performance by identifying strengths and weaknesses and determining how their strengths, may be best utilized within the organization and weaknesses be overcome. It throws light on the fact that people wants to choose occupations, jobs and a career that makes sense in terms of projected future demand for various types of occupation the We will write a custom essay sample on Performance Appraisal and Career Development or any similar topic only for you Order Now com/hrm-352/"performance Appraisal system helps the employees to become aware of their personal skills, interests, knowledge, motivation and other characteristics which help to identify their career related goals and establishes action plans to attain goals, research is done to find out the employer’s role and also his career development responsibilities, that depends on how long the employee has been with the firm, it is the employer only who serves as a mentor to helps the person learn that ropes are important , it focuses on the importance of employer that it is only he who contributes in a positive way to the employee’s career matches the person’s strength weaknesses with the feasible career path and believes that development is one of the important step that helps to improve the organization career planning process. Performance appraisal: It is defined as the method of judging the relative worth or the ability of an employee in performing his tasks. It let s the employee know how he is performing (whether his performance is meeting the set standard or not) and helps him to improve his performance if lacking. It is generally carried out to evaluate the employee’s performance and also to develop him by capitalizing his strengths and overcoming the weaknesses. Who will appraise: The Appraisal can be done by one or by the combination of following: 1. Employer(Supervisor) 2. Peer 3. High Level Manager 4. Customer 5. Subordinate 6. Self-Appraisal Appraisal————-A Motivating tool to develop Employee’s Career and improving job performance———————————————————–by identifying Employee’s strength and Weaknesses It has been noticed that appraising the employee helps a lot in improving his performance it helps to know that whether the employee is meeting the set standard or not if not then what are the lacking areas in which he is not able to perform well, in order to overcome this the weaknesses of employee are identified and proper steps are taken to improve them utilize his strengths effectively. Employer’s Role in Identifying person’s Strengths and weaknesses: It is the employer who keeps an eye on the employees during his job performance it is only he who assign the task and duties to the employees after identifying the employee’s area of interest, his abilities and competencies in performing the task, he is the one who notices that how well the employee is performing and also notices the points where employee does not perform well during the whole performance Appraisal and evaluation process the employer comes to know about the strengths and weaknesses of the employee and ask the employee to overcome his weaknesses as they may prove to be obstacle in the path of his career development ,it is the employer who advises the employee to match his strengths and weaknesses with the opportunity and threats prevailing in the organization to achieve the career growth . The Employer should find out that how long the employee is staying with the organization and w hether the skills and interest of the employee are meeting with the job post or not. If not than it is the sole responsibility of the employer to help employee in overcoming his weaknesses by guiding and providing suggestions in developing required skills in the employee, as the employer serves as the mentor to the employee in boosting up their morale and inhibiting confidence in them so that they can move forward in their career and build them according to their wishes. A positive contribution is required from employer’s side. Employee’s strength and weaknesses identified by the Employer: By continuously monitoring the activities performed by the employee and also by evaluating employee’s performance the employer brings out following Strengths and weaknesses in the employee- STRENTHS: 1. Level of Education 2. Sound job knowledge . Work experience 4. Positive personal characteristics 5. Excellent communication skills 6. Problem solving abilities 7. Team building characteristics 8. Sound judgment and decision making abilities 9. A good Initiator 1 0. Controlling and Delegating Abilities WEAKNESSES: 1. Lack of higher Education level 2. Inappropriate job knowledge 3. Lack of work experience 4. Negative personal characteristics 5. Lack of communication skills 6. Low problem solving abilities 7. Lack of team building characteristics 8. Lack of sound judgment and low decision making abilities 9. Lack of Initiative characteristics 10. Low delegating and Controlling abilities Though strengths are the internal positive aspects of employees, which should be capitalized whereas weaknesses are the internal negative aspects of employee, which should be improved. It has been noticed that it is very difficult for us to know about about our weaknesses as we only wish to see our positive sides and tries to ignore our negative aspects, in such situation employer plays very crucial role in identifying our strengths and weaknesses, during Appraisal the employee also comes across the points where he lacks and tries the way to improve in that area , the Employer emphasizes on the fact that the employee should take steps to develop his, skills, interest, Style and values. An impressing personality also proves to be one of the most important factors for growth, one should inoculate the skills of sharp learning in himself so that it helps employee to know more and more about himself and helps him to improve himself in the areas where the employee is weak. , Which in turn proves to be very much important for the growth of the organization. Following points are very important for employee’s development- 1. Employer’s Feedback 2. Areas of Employee Development 3. Praise as well as criticism from the employers 4. Maintain/improve knowledge skills 5. Maintain awareness of operating environment organisation’s mandate 6. Know understand scope of responsibilities duties 7. Give feedback on performance expectations and assessment criteria 8. Give feedback on constraints to achieving targets 9. Produce maintain high quality of output Employee Competency: An employee should be good in following points in order to become competent by capitalizing strengths and overcoming weaknesses- 1. He should have sound knowledge about his job profile and his working areas. 2. He should a positive attitude towards the responsibilities and duties assigned to him. 3. He should posses a positive behavior towards his subordinates for the achievement of goals. 4. He Should be strongly motivated But these competencies can be developed only through a sound Appraisal System that will help to find out the employee’s drawbacks, which can be improved, y Training and Development. The employee can achieve success in his work by matching his own needs with the needs of organization. MATCHING INDIVIDUAL AND ORGANIZATIONAL NEEDS ORGANIZATIONALNEEDSINDIVIDUAL NEEDS StaffingMaking career/job choice DevelopmentMaking contribution Leveling offFittin g into organization RestaffingUsing Experience Career development is directly linked with Human Development. It ongoes throughout the lifespan of an individual resulting in the individuals growth both in their life and work, it basically refers to shaping your career in a way you wish to. It helps in developing capable employees with best skills, knowledge and behavior. Employer’s Role in Career Planning, Guiding and Developing the Employee’s Career: Following steps should be taken: †¢Know yourself: †¢Who are you? †¢What is your motivational type? †¢What is your personality type? †¢What are your career assets? †¢Assess where you are in relation to where you want to be †¢Identify your strengths and developmental needs †¢Benchmark your goals †¢Planning: Create Your Career Development Plan †¢Preparation: Have a Career Discussion and be Competition Ready By keeping above points in mind following characteristics are developed in the employees by the Employer to plan and develop their career- 1. Employee’s personal interest and abilities 2. Integrating the employee’s personal value system with the organizational culture. 3. Developing Team building Skills. 4. The employer to deal with conflicts, grievances, Stress, and emotions provides healthy tips. 5. Developing the feeling of commitment and competence among the employees. 6. Boosting up the employee’s Career. 7. Creates awareness among the employee about his unique characteristics that makes him different from others. It is the prime responsibility of the employer to take active interest in an employees career planning. Promotions in the job through appropriate Appraisal system that brings following points in the employee’s mind- 1. The employee gains a sense of satisfaction and security. 2. It helps to increase employee’s loyalty as they feel that the organization not only concerned in its development but also in the development of the employee. 3. The feeling of promotion motivates the employee to develop their personal skills and potential abilities for their personal growth and development. 4. It encourages employees to match their personal goals with the goals of organization for effective and efficient working that will yield fruitful results. 5. The employee will take keen interest in asking the employer about his strengths and weaknesses and will try to match them with the opportunities and threats of the organization he is working with. Career Development Initiatives: †¢A periodic review should be done by the employer to discuss about the career plan †¢Employer and the manager should take active part in guiding the employees on the issues related to their career development. †¢Job Rotation should be done so that they may understand the variations in their responsibilities. †¢An effective performance appraisal programme should be done to help employee know about their lacking areas †¢Helping employees in identifying their skills, interest and values. †¢Helping employees in developing their career goals based on the needs of the organization. †¢Relating employee’s current performance with future potentials. Transfers ,Promotions ,Demotions/Termination, Relocation Services, Outplacement Services, Development Opportunity Announcements, promotion of CD Opportunities. †¢Encourage employees take more ownership for their own career development References: †¢1998, Archer No rth Associatiates, Introduction to Performance Appraisal, http://www. performance-appraisal. com/intro. htm †¢A framework for HRM-Gary Dessler †¢HRM-An Introduction-Angelo S. DeNisi,Ricky W. Griffin †¢Human Resource Management-Principles and Practices-PG Aquinas †¢Human Resource Management-Theory and Practices-Tapomoy Deb †¢Terrence H. Murphy (2004-03-24) (PDF). Performance Appraisals. †¢Thomas F. Patterson (1987). Refining Performance Appraisal. †¢www. rhemagroup. com †¢www. slideshare. com †¢www. usuhs. mil/chr/idp. pdf How to cite Performance Appraisal and Career Development, Essay examples

Forming Committees - Top 5 Ways to form a committee

Question: Describe about the Placement in the sub-committees and Justification? Answer: Placement in the sub-committees and Justification The following fugue has been developed as per the need of the sub-committee of IS Committee: Figure 1: Sub-Committee Formation (Source: Created by Author) Training: The training functions of the committee have to be designed by the planners and the experts of the required process. This also needs the top most members of the committee so that the concerned staff can be trained in the desired manner and also fulfils the strategic objectives of the committee (Shenhar and Levy, 2008). The Director Training will be responsible for designing the entire training programs meanwhile project leader, HRM director and vice president of nursing will be responsible for content build-up of the training process. Data Management The data management process is one of the most crucial processes in the internal functions of the committee (Taylor, 2007). The inclusion of the chief information officer in the team is based on the need for ensuring smooth flow of data and knowledge within the operational process. The objective of the data management process and the areas of focus will be decided by the chief information officer whereas the 2 computers programmers will focus on system design and the 2 database administrator will ensure data mining, data sorting, data quality and other technical aspects. Development The development functions will be based on the result of the data management and analysis process. Thus, the director of research will function on utilisation of the data being transferred and stored. The system analysts will again be engaged in data management and forming proper process for data transfer and sharing. The computer programmer will focus on the health of the systems used. Conversion The conversion team will be used for converting the data into understandable language for the users of the data (Taylor, 2007). The Vice President Clinical Services and Director Lab will assess the complexity of the data and engage in conversion of the data. The vendor representatives will be responsible for equipments which will be sued for data conversion. Interfaces The interfaces committee will be used for transferring the data to the end users and will require appropriate interfaces so that users can understand and utilise them. The Director of Radiology and Cardiopulmonary services will assimilate the data to be transferred where as the director materials management will help in creating the interfaces for final data transfer. The computer programmer will manage the functioning of the technical equipments engaged in the process. Charge to each subcommittee Sub-Committee Charge Training This team will train the associated staffs in accordance with the objectives of the larger committee. The main function is to help the staff know their roles in the operational process. Data Management The data management team will be responsible for designing the technical aspects of the data management process. The basic steps such as data mining, data sorting and data quality will be measured by this team Development The development team will be charged with the responsibility of refining the data and transferring it to the conversion team for further usage Conversion The conversion team will analyse the data and make it usable for the end users. Interface The interface team will focus on identification and use of interfaces which will be used for communication of the team (Shenhar and Levy, 2008). Reference Shenhar, A. J. and Levy, O. (2008). Mapping the dimensions of project success, Project Management Journal, 28 (2), 87569728. Taylor, J. (2007). Project Scheduling and Cost Control, 5/e. London: Routledge