应用海绵控制的困难之一是实现其三个主要组件时存在的复杂性，这必须在另一个之后一起工作。为了促进海上的力控制，在本文中，开发了气动力传感器。气动力传感器与其他力传感器的不同之处在于它可以用作力传感器和弹性元件。这些功能可促进海上的力控制，通过减少所需的组件数量。另一方面，气动力传感器减少了比例，以便于其在机械手机器人和生物技术假体中的安装。用于开发气动力传感器的第一步是对传感器的数学模型构建，以后使用Matlab / Simulink软件来模拟它。利用从数学模型的仿真获得的数据，CAD模型和传感器平面是在SolidWorks软件中开发的。随后，基于SolidWorks软件中的计划构建了气动力传感器的原型。一旦完成了气动力传感器的构造阶段，就基于UNE-en ISO 376标准进行了力传感器的校准和分类，并进行了实验测试以验证传感器。一旦获得了气动力传感器的分类，将数学模型的模拟结果与实验试验结果进行了比较。 VI在比较中，可以在获得的结果中显示图形一致性，验证气动力传感器系统。

Interview has been regarded as one of the most crucial step for recruitment. To fully prepare for the interview with the recruiters, job seekers usually practice with mock interviews between each other. However, such a mock interview with peers is generally far away from the real interview experience: the mock interviewers are not guaranteed to be professional and are not likely to behave like a real interviewer. Due to the rapid growth of online recruitment in recent years, recruiters tend to have online interviews, which makes it possible to collect real interview data from real interviewers. In this paper, we propose a novel application named EZInterviewer, which aims to learn from the online interview data and provides mock interview services to the job seekers. The task is challenging in two ways: (1) the interview data are now available but still of low-resource; (2) to generate meaningful and relevant interview dialogs requires thorough understanding of both resumes and job descriptions. To address the low-resource challenge, EZInterviewer is trained on a very small set of interview dialogs. The key idea is to reduce the number of parameters that rely on interview dialogs by disentangling the knowledge selector and dialog generator so that most parameters can be trained with ungrounded dialogs as well as the resume data that are not low-resource. Evaluation results on a real-world job interview dialog dataset indicate that we achieve promising results to generate mock interviews. With the help of EZInterviewer, we hope to make mock interview practice become easier for job seekers.

We address the problem of extracting key steps from unlabeled procedural videos, motivated by the potential of Augmented Reality (AR) headsets to revolutionize job training and performance. We decompose the problem into two steps: representation learning and key steps extraction. We employ self-supervised representation learning via a training strategy that adapts off-the-shelf video features using a temporal module. Training implements self-supervised learning losses involving multiple cues such as appearance, motion and pose trajectories extracted from videos to learn generalizable representations. Our method extracts key steps via a tunable algorithm that clusters the representations extracted from procedural videos. We quantitatively evaluate our approach with key step localization and also demonstrate the effectiveness of the extracted representations on related downstream tasks like phase classification. Qualitative results demonstrate that the extracted key steps are meaningful to succinctly represent the procedural tasks.

The combination of conduct, emotion, motivation, and thinking is referred to as personality. To shortlist candidates more effectively, many organizations rely on personality predictions. The firm can hire or pick the best candidate for the desired job description by grouping applicants based on the necessary personality preferences. A model is created to identify applicants' personality types so that employers may find qualified candidates by examining a person's facial expression, speech intonation, and resume. Additionally, the paper emphasises detecting the changes in employee behaviour. Employee attitudes and behaviour towards each set of questions are being examined and analysed. Here, the K-Modes clustering method is used to predict employee well-being, including job pressure, the working environment, and relationships with peers, utilizing the OCEAN Model and the CNN algorithm in the AVI-AI administrative system. Findings imply that AVIs can be used for efficient candidate screening with an AI decision agent. The study of the specific field is beyond the current explorations and needed to be expanded with deeper models and new configurations that can patch extremely complex operations.

The Makespan Scheduling problem is an extensively studied NP-hard problem, and its simplest version looks for an allocation approach for a set of jobs with deterministic processing times to two identical machines such that the makespan is minimized. However, in real life scenarios, the actual processing time of each job may be stochastic around the expected value with a variance, under the influence of external factors, and the actual processing times of these jobs may be correlated with covariances. Thus within this paper, we propose a chance-constrained version of the Makespan Scheduling problem and investigate the theoretical performance of the classical Randomized Local Search and (1+1) EA for it. More specifically, we first study two variants of the Chance-constrained Makespan Scheduling problem and their computational complexities, then separately analyze the expected runtime of the two algorithms to obtain an optimal solution or almost optimal solution to the instances of the two variants. In addition, we investigate the experimental performance of the two algorithms for the two variants.

The following article presents a memetic algorithm with applying deep reinforcement learning (DRL) for solving practically oriented dual resource constrained flexible job shop scheduling problems (DRC-FJSSP). In recent years, there has been extensive research on DRL techniques, but without considering realistic, flexible and human-centered shopfloors. A research gap can be identified in the context of make-to-order oriented discontinuous manufacturing as it is often represented in medium-size companies with high service levels. From practical industry projects in this domain, we recognize requirements to depict flexible machines, human workers and capabilities, setup and processing operations, material arrival times, complex job paths with parallel tasks for bill of material (BOM) manufacturing, sequence-depended setup times and (partially) automated tasks. On the other hand, intensive research has been done on metaheuristics in the context of DRC-FJSSP. However, there is a lack of suitable and generic scheduling methods that can be holistically applied in sociotechnical production and assembly processes. In this paper, we first formulate an extended DRC-FJSSP induced by the practical requirements mentioned. Then we present our proposed hybrid framework with parallel computing for multicriteria optimization. Through numerical experiments with real-world data, we confirm that the framework generates feasible schedules efficiently and reliably. Utilizing DRL instead of random operations leads to better results and outperforms traditional approaches.

In manufacturing, the production is often done on out-of-the-shelf manufacturing lines, whose underlying scheduling heuristics are not known due to the intellectual property. We consider such a setting with a black-box job-shop system and an unknown scheduling heuristic that, for a given permutation of jobs, schedules the jobs for the black-box job-shop with the goal of minimizing the makespan. Here, the jobs need to enter the job-shop in the given order of the permutation, but may take different paths within the job shop, which depends on the black-box heuristic. The performance of the black-box heuristic depends on the order of the jobs, and the natural problem for the manufacturer is to find an optimum ordering of the jobs. Facing a real-world scenario as described above, we engineer the Monte-Carlo tree-search for finding a close-to-optimum ordering of jobs. To cope with a large solutions-space in planning scenarios, a hierarchical Monte-Carlo tree search (H-MCTS) is proposed based on abstraction of jobs. On synthetic and real-life problems, H-MCTS with integrated abstraction significantly outperforms pure heuristic-based techniques as well as other Monte-Carlo search variants. We furthermore show that, by modifying the evaluation metric in H-MCTS, it is possible to achieve other optimization objectives than what the scheduling heuristics are designed for -- e.g., minimizing the total completion time instead of the makespan. Our experimental observations have been also validated in real-life cases, and our H-MCTS approach has been implemented in a production plant's controller.

It does not matter whether it is a job interview with Tech Giants, Wall Street firms, or a small startup; all candidates want to demonstrate their best selves or even present themselves better than they really are. Meanwhile, recruiters want to know the candidates' authentic selves and detect soft skills that prove an expert candidate would be a great fit in any company. Recruiters worldwide usually struggle to find employees with the highest level of these skills. Digital footprints can assist recruiters in this process by providing candidates' unique set of online activities, while social media delivers one of the largest digital footprints to track people. In this study, for the first time, we show that a wide range of behavioral competencies consisting of 16 in-demand soft skills can be automatically predicted from Instagram profiles based on the following lists and other quantitative features using machine learning algorithms. We also provide predictions on Big Five personality traits. Models were built based on a sample of 400 Iranian volunteer users who answered an online questionnaire and provided their Instagram usernames which allowed us to crawl the public profiles. We applied several machine learning algorithms to the uniformed data. Deep learning models mostly outperformed by demonstrating 70% and 69% average Accuracy in two-level and three-level classifications respectively. Creating a large pool of people with the highest level of soft skills, and making more accurate evaluations of job candidates is possible with the application of AI on social media user-generated data.

The automation of an increasingly large number of software engineering tasks is becoming possible thanks to Machine Learning (ML). One foundational building block in the application of ML to software artifacts is the representation of these artifacts (e.g., source code or executable code) into a form that is suitable for learning. Many studies have leveraged representation learning, delegating to ML itself the job of automatically devising suitable representations. Yet, in the context of Android problems, existing models are either limited to coarse-grained whole-app level (e.g., apk2vec) or conducted for one specific downstream task (e.g., smali2vec). Our work is part of a new line of research that investigates effective, task-agnostic, and fine-grained universal representations of bytecode to mitigate both of these two limitations. Such representations aim to capture information relevant to various low-level downstream tasks (e.g., at the class-level). We are inspired by the field of Natural Language Processing, where the problem of universal representation was addressed by building Universal Language Models, such as BERT, whose goal is to capture abstract semantic information about sentences, in a way that is reusable for a variety of tasks. We propose DexBERT, a BERT-like Language Model dedicated to representing chunks of DEX bytecode, the main binary format used in Android applications. We empirically assess whether DexBERT is able to model the DEX language and evaluate the suitability of our model in two distinct class-level software engineering tasks: Malicious Code Localization and Defect Prediction. We also experiment with strategies to deal with the problem of catering to apps having vastly different sizes, and we demonstrate one example of using our technique to investigate what information is relevant to a given task.

Datacenter operators ensure fair and regular server maintenance by using automated processes to schedule maintenance jobs to complete within a strict time budget. Automating this scheduling problem is challenging because maintenance job duration varies based on both job type and hardware. While it is tempting to use prior machine learning techniques for predicting job duration, we find that the structure of the maintenance job scheduling problem creates a unique challenge. In particular, we show that prior machine learning methods that produce the lowest error predictions do not produce the best scheduling outcomes due to asymmetric costs. Specifically, underpredicting maintenance job duration has results in more servers being taken offline and longer server downtime than overpredicting maintenance job duration. The system cost of underprediction is much larger than that of overprediction. We present Acela, a machine learning system for predicting maintenance job duration, which uses quantile regression to bias duration predictions toward overprediction. We integrate Acela into a maintenance job scheduler and evaluate it on datasets from large-scale, production datacenters. Compared to machine learning based predictors from prior work, Acela reduces the number of servers that are taken offline by 1.87-4.28X, and reduces the server offline time by 1.40-2.80X.