8,389 research outputs found
Time-varying Learning and Content Analytics via Sparse Factor Analysis
We propose SPARFA-Trace, a new machine learning-based framework for
time-varying learning and content analytics for education applications. We
develop a novel message passing-based, blind, approximate Kalman filter for
sparse factor analysis (SPARFA), that jointly (i) traces learner concept
knowledge over time, (ii) analyzes learner concept knowledge state transitions
(induced by interacting with learning resources, such as textbook sections,
lecture videos, etc, or the forgetting effect), and (iii) estimates the content
organization and intrinsic difficulty of the assessment questions. These
quantities are estimated solely from binary-valued (correct/incorrect) graded
learner response data and a summary of the specific actions each learner
performs (e.g., answering a question or studying a learning resource) at each
time instance. Experimental results on two online course datasets demonstrate
that SPARFA-Trace is capable of tracing each learner's concept knowledge
evolution over time, as well as analyzing the quality and content organization
of learning resources, the question-concept associations, and the question
intrinsic difficulties. Moreover, we show that SPARFA-Trace achieves comparable
or better performance in predicting unobserved learner responses than existing
collaborative filtering and knowledge tracing approaches for personalized
education
Forward-Thinking: HR\u27s Path To Improving Its Worth
[Excerpt] Human Resources has only just begun to move past its transactional roots into a truly strategic and value-adding role. Popular television characters like Toby from NBC’s The Office have all but glamorized HR, leaving individuals with a somewhat negative perception of the Human Resources function. When you add to this the personal interactions that individuals have had in the past with small and strictly transactional HR departments, it is understandable that these negative perceptions exist. For critics and skeptics of HR, these observations constitute reality. However, this doesn’t have to be the case. This essay will explore how focusing on a more results-driven analytical approach, adapting to an evolving workforce, and increasing visibility within the organization will help HR better convey its value and continue to evolve at all levels of the company
RiPLE: Recommendation in Peer-Learning Environments Based on Knowledge Gaps and Interests
Various forms of Peer-Learning Environments are increasingly being used in
post-secondary education, often to help build repositories of student generated
learning objects. However, large classes can result in an extensive repository,
which can make it more challenging for students to search for suitable objects
that both reflect their interests and address their knowledge gaps. Recommender
Systems for Technology Enhanced Learning (RecSysTEL) offer a potential solution
to this problem by providing sophisticated filtering techniques to help
students to find the resources that they need in a timely manner. Here, a new
RecSysTEL for Recommendation in Peer-Learning Environments (RiPLE) is
presented. The approach uses a collaborative filtering algorithm based upon
matrix factorization to create personalized recommendations for individual
students that address their interests and their current knowledge gaps. The
approach is validated using both synthetic and real data sets. The results are
promising, indicating RiPLE is able to provide sensible personalized
recommendations for both regular and cold-start users under reasonable
assumptions about parameters and user behavior.Comment: 25 pages, 7 figures. The paper is accepted for publication in the
Journal of Educational Data Minin
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