Knowledge-Based Intelligent Information and Engineering by Mircea Negoita, Robert J. Howlett, Lakhmi C. Jain (Editors)

By Mircea Negoita, Robert J. Howlett, Lakhmi C. Jain (Editors)

The three-volume set LNAI 3213, LNAI 3214, and LNAI 3215 constitutes the refereed court cases of the eighth overseas convention on Knowledge-Based clever details and Engineering structures, KES 2004, held in Wellington, New Zealand in September 2004. The over 450 papers provided have been conscientiously reviewed and chosen from a number of submissions. The papers current a wealth of unique learn effects from the sector of clever info processing within the broadest feel; one of the parts coated are man made intelligence, computational intelligence, cognitive applied sciences, tender computing, facts mining, wisdom processing, a number of new paradigms in biologically encouraged computing, and functions in a number of domain names like bioinformatics, finance, sign processing and so forth.

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Y. K. au Abstract. Existing approaches for salesperson recruitment primarily rely on interviews. Some organizations also include personality testing based on psychometric techniques. The high turnover of salesperson in the industry suggests limited success of these procedures. Additionally, existing approaches lack benchmarking methods. In this paper we describe a Salesperson Recruitment and Benchmarking System (SRBS) for recruitment and benchmarking of salespersons. SRBS integrates psychology based selling behaviour model with artificial intelligence techniques and soft computing Kohonen’s LVQ Prediction technique for selling behaviour profiling and benchmarking.

Another study found that there is a significant effect on performance rating and biasing for interviewer behaviour [7]. Arvey & Campion [8] point out non-verbal communication such as eye contact, head moving, posture, smiling and speech fluency, body orientation and voice modulation influence rating of candidates in the interview. Further, the interview is primarily based on information provided in the resume of the candidate. It does not include information, for example, about the selling behaviour capabilities of the candidate.

A warm person is optimistic and willing to place confidence in others. Hostility is lack of regard for others, the attitude that other people matter less than oneself. A hostile person rarely trusts others. Submission is the disposition to let others take the lead in personal encounters. Dominance is the drive to take control in face-to-face situations. This model has been used based upon interactions with senior managers in the sales and human resources arena in the consumer and manufacturing industries in Australia [14].

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