An Analysis of Machine- and Human-Analytics in Classification

In this work, we present a study that traces the technical and cognitive processes in two visual analytics applications to a common theoretic model of soft knowledge that amy be added into a visual analytics process for constructing a decision-tree model. Both case studies involved the development of classification models based on the "bag of features" approach. Both compared a visual analytics approach using parallel coordinates with a machine-learning approach using information theory. Both found that the visual analytics approach had some advantages over the machine learning approach, especially when sparse datasets were used as the ground truth. We examine various possible factors that may have contributed to such advantages, and collect empirical evidence for supporting the observation and reasoning of these factors. We propose an information-theoretic model as a common theoretic basis to explain the phenomena exhibited in these two case studies. Together we provide interconnected empirical and theoretical evidence to support the usefulness of visual analytics

Comparison Non-Parametric Machine Learning Algorithms for Prediction of Employee Talent

Classification of ordinal data is part of categorical data. Ordinal data consists of features with values based on order or ranking. The use of machine learning methods in Human Resources Management is intended to support decision-making based on objective data analysis, and not on subjective aspects. The purpose of this study is to analyze the relationship between features, and whether the features used as objective factors can classify, and predict certain talented employees or not. This study uses a public dataset provided by IBM analytics. Analysis of the dataset using statistical tests, and confirmatory factor analysis validity tests, intended to determine the relationship or correlation between features in formulating hypothesis testing before building a model by using a comparison of four algorithms, namely Support Vector Machine, K-Nearest Neighbor, Decision Tree, and Artificial Neural Networks. The test results are expressed in the Confusion Matrix, and report classification of each model. The best evaluation is produced by the SVM algorithm with the same Accuracy, Precision, and Recall values, which are 94.00%, Sensitivity 93.28%, False Positive rate 4.62%, False Negative rate 6.72%,  and AUC-ROC curve value 0.97 with an excellent category in performing classification of the employee talent prediction model