categories and continuous variables with minimal loss of information. Example A bank wants to categorize credit applicants according to whether or not they represent a reasonable credit risk. Based on various factors‚ including the known credit ratings of past customers‚ you can build a model to predict if future customers are likely to default on their loans. A tree-based analysis provides some attractive features: It allows you to identify homogeneous groups with high or low risk. It makes
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“Perception of people towards Various Avenues of Investment for their savings” RICHA GUPTA‚ AMANDEEP KAUR‚ TANIA SHARMA RIMT-IMCT‚ MBA-II (A) MANDI GOBINDGARH Abstract India is thought to be the first rate investment. India has a vast potential for foreign investment and foreign players find it their next investment destination. There are various opportunities available in India for investing the savings of the person like mutual funds‚ fixed deposits etc. Savings form an important part of the economy
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apparel shopping? 1. Within a month or less 2. Once every 2-3 months 3. Once in 6 months 4. Once a year 6) What makes you go to a particular shop? (Rate each on a scale of 1 to 5‚ of preference 1 being the highest) Parameter | Ratings | Ambience | 1 | 2 | 3 | 4 | 5 | Value for Money | 1 | 2 | 3 | 4 | 5 | Variety | 1 | 2 | 3 | 4 | 5 | Quality offered | 1 | 2 | 3 | 4 | 5 | 7) The store you purchase your apparel from should be ( Please circle the most relevant option)
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Using the above model of risk/ranking matrix‚ each risk has been ranked in accordance with its likelihood of occurrence as well as its significance‚ for each category - IT Risks Ranking Catastrophic failure of IT systems. 7 Legacy systems unable to cope up with modern demands. 6 Internal expertise poses a risk. 5 Data security in an outsourced scenario. 8 Compliance with PCI-DSS and other regulatory entities like Sarbanes-Oxley act. 9 Financial Risks Ranking Contractual obligations of the leased
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PERFORMANCE APPRAISALS (Full Details) Definition 1: Systematic Evaluation “It is a systematic evaluation of an individual with respect to performance on the job and individual’s potential for development.” Definition 2: Formal System‚ Reasons and Measures of future performance “It is formal‚ structured system of measuring‚ evaluating job related behaviors and outcomes to discover reasons of performance and how to perform effectively in future so that employee‚ organization and society
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techniques have shown ambitious results‚ Resnick and collaborators proposed one of the first and probably the most known recommender system in the literature; Grouplens (Resnick et al. 1994) which recommends films to users according to their previous ratings. Since‚ several
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wholly-owned subsidiary of Value Line‚ Inc.‚ the parent company of Value Line Publishing‚ Inc. (“VLPI”)‚ may hold stocks that are reviewed or recommended in this publication. EULAV also manages investment companies and other accounts that use the rankings and recommendations in this publication as part of their investment strategies. These accounts‚ as well as the officers‚ directors‚ employees and affiliates of VLI‚ may dispose of a security notwithstanding the fact that The Value Line Investment
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discussed of creating perceptual map • Section III : Sample applications & uses in marketing decision making Section I Data Collection & Profile Analysis Example • L’Oreal used a 1-10 scale & ask the respondents to provide rating . Where in rating “1 is completely disagree” & “10 is completely agree” Example • To assess its position v/s Sony‚ Barco management commission a survey. Name of survey :Barco projections Unreliable_______________ Reliable Hard to use ______________
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Design/methodology/approach – This study compares the importance ratings of 26 job selection attributes by Hispanic and non-Hispanic respondents to determine the hiring criteria that are important to each group‚ and to see if differences are statistically significant. Findings – Significant differences in mean rating scores were found in 13 of the 26 criteria. The Hispanic sample attached greater importance to subjective traits‚ while the non-Hispanic group had higher ratings for objectively-assessed traits. Practical implications
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employees and outlines the impact of those methods on productivity‚ morale and level of motivation. Force ranking is a performance intervention‚ which can be defined as an evaluation method of forced distribution where managers are required to distribute ratings for those being evaluated into a pre-specific performance distribution ranking (Cooper and Argiris‚ 2011). Meisler defines force ranking “as a workforce-management tool based on the premise that in order to develop and thrive‚ a corporation
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