Performance appraisal (PA) is an important HR process to periodically measure and evaluate every employee's performance vis-a-vis the goals established by the organization. A PA process involves purposeful multi-step multi-modal communication between employees, their supervisors and their peers, such as self-appraisal, supervisor assessment and peer feedback. Analysis of the structured data and text produced in PA is crucial for measuring the quality of appraisals and tracking actual improvements. In this paper, we apply text mining techniques to produce insights from PA text. First, we perform sentence classification to identify strengths, weaknesses and suggestions of improvements found in the supervisor assessments and then use clustering to discover broad categories among them. Next we use multi-class multi-label classification techniques to match supervisor assessments to predefined broad perspectives on performance. Finally, we propose a short-text summarization technique to produce a summary of peer feedback comments for a given employee and compare it with manual summaries. All techniques are illustrated using a real-life dataset of supervisor assessment and peer feedback text produced during the PA of 4528 employees in a large multi-national IT company.
We could not find much work related to mining of performance appraisals data. @cite_6 uses kernel-based classification to classify sentences in both performance appraisal text and product reviews into classes SUGGESTION, APPRECIATION, COMPLAINT . @cite_1 provides two algorithms for matching the descriptions of goals or tasks assigned to employees to a standard template of model goals. One algorithm is based on the co-training framework and uses goal descriptions and self-appraisal comments as two separate perspectives. The second approach uses semantic similarity under a weak supervision framework. @cite_12 proposes label propagation algorithms to discover aspects in supervisor assessments in performance appraisals, where an aspect is modelled as a verb-noun pair (e.g. conduct training, improve coding ).
@cite_1 @cite_12 @cite_6
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Performance appraisal (PA) is an important Human Resources exercise conducted by most organizations. The text data generated during the PA process can be a source of valuable insights for management. As a new application area, analysis of a large PA dataset (100K sentences) of supervisor feedback text is carried out. As the first contribution, the paper redefines the notion of an aspect in the feedback text. Aspects in PA text are like activities characterized by verb-noun pairs. These activities vary dynamically from employee to employee (e.g. conduct training, improve coding) and can be challenging to identify than the static properties of products like a camera (e.g. price, battery life). Another important contribution of the paper is a novel enhancement to the Label Propagation (LP) algorithm to identify aspects from PA text. It involves induction of a prior distribution for each node and iterative identification of new aspects starting from a seed set. Evaluation using a manually labelled set of 500 verb-noun pairs suggests an improvement over multiple baselines. HighlightsWe integrate user appraisals in a POMDP-based dialogue manager procedure.We employ additional socially-inspired rewards in a RL setup to guide the learning.A unified framework for speeding up the policy optimisation and user adaptation.We consider a potential-based reward shaping with a sample efficient RL algorithm.Evaluated using both user simulator (information retrieval) and user trials (HRI). This paper investigates some conditions under which polarized user appraisals gathered throughout the course of a vocal interaction between a machine and a human can be integrated in a reinforcement learning-based dialogue manager. More specifically, we discuss how this information can be cast into socially-inspired rewards for speeding up the policy optimisation for both efficient task completion and user adaptation in an online learning setting. For this purpose a potential-based reward shaping method is combined with a sample efficient reinforcement learning algorithm to offer a principled framework to cope with these potentially noisy interim rewards. The proposed scheme will greatly facilitate the system's development by allowing the designer to teach his system through explicit positive negative feedbacks given as hints about task progress, in the early stage of training. At a later stage, the approach will be used as a way to ease the adaptation of the dialogue policy to specific user profiles. Experiments carried out using a state-of-the-art goal-oriented dialogue management framework, the Hidden Information State (HIS), support our claims in two configurations: firstly, with a user simulator in the tourist information domain (and thus simulated appraisals), and secondly, in the context of man-robot dialogue with real user trials. The problem of learning several related tasks has recently been addressed with success by the so-called multi-task formulation, that discovers underlying common structure between tasks. Metric Learning for Kernel Regression (MLKR) aims at finding the optimal linear subspace for reducing the squared error of a Nadaraya-Watson estimator. In this paper, we propose two Multi-Task extensions of MLKR. The first one is a direct application of multi-task formulation to MLKR algorithm and the second one, the so-called Hard-MT-MLKR, lets us learn same-complexity predictors with fewer parameters, reducing overfitting issues. We apply the proposed method to Action Unit (AU) intensity prediction as a response to the Facial Expression Recognition and Analysis challenge (FERA'15). Our system improves the baseline results on the test set by 24 in terms of Intraclass Correlation Coefficient (ICC). Motivated by the idea that the correlation structure of the entire training set can disclose the relationship between the test sample and the training samples, we propose the combined sparse representation (CSR) classifier for disease recognition. The CSR classifier minimizes the correlation structure of the entire training set multiplied by its transposition and the sparse coefficient together for classification. Including the kernel concept, we propose the kernel combined sparse representation classifier utilizing the high-dimensional nonlinear information instead of the linear information in the CSR classifier. Furthermore, considering the information of the training samples and the class center, we then propose the center-based kernel combined sparse representation (CKCSR) classifier. CKCSR uses the center-based kernel matrix to increase the center-based information that is helpful for classification. The proposed classifiers have been evaluated by extensive experiments on several well-known databases including the EXACT09 database, Emphysema-CT database, mini-MIAS database, Wisconsin breast cancer database, and HD-PECTF database. The experimental results demonstrate that the proposed classifiers achieve better recognition rates than the sparse representation-based classification, collaborative representation based classification, and several state-of-the-art methods.