An Experience Report on using the EDON Method for Building a Team Recommender System

Team Recommender Systems (TRS) have become extremely common in recent years because they are software tools and techniques that helps to organizations to composite team needed to carry out a task requiring multiple skills. TRS have two important problems: (1) managing semantic heterogeneity that occurs when the data describing the same entities related to the real world is represented in different ways, and (2) specialization excess leading to display the objects of highest similarity with the user specified instead of a wide range of options leaving out of consideration the highest possible user interest information. On the other hand, recently, the ontology-based information systems have gained the attention of the researchers and practitioners since they handle the semantic heterogeneity problem. In this paper we report our experience in using the EDON methodology to build a TRS that analyses human resource information to recommend a work team for a software development project.Sociedad Argentina de Informática e Investigación Operativa (SADIO

An Experience Report on using the EDON Method for Building a Team Recommender System

Team Recommender Systems (TRS) have become extremely common in recent years because they are software tools and techniques that helps to organizations to composite team needed to carry out a task requiring multiple skills. TRS have two important problems: (1) managing semantic heterogeneity that occurs when the data describing the same entities related to the real world is represented in different ways, and (2) specialization excess leading to display the objects of highest similarity with the user specified instead of a wide range of options leaving out of consideration the highest possible user interest information. On the other hand, recently, the ontology-based information systems have gained the attention of the researchers and practitioners since they handle the semantic heterogeneity problem. In this paper we report our experience in using the EDON methodology to build a TRS that analyses human resource information to recommend a work team for a software development project.Sociedad Argentina de Informática e Investigación Operativa (SADIO

An Experience Report on using the EDON Method for Building a Team Recommender System

Abstract. Team Recommender Systems (TRS) have become extremely common in recent years because they are software tools and techniques that helps to organizations to composite team needed to carry out a task requiring multiple skills. TRS have two important problems: (1) managing semantic heterogeneity that occurs when the data describing the same entities related to the real world is represented in different ways, and (2) specialization excess leading to display the objects of highest similarity with the user specified instead of a wide range of options leaving out of consideration the highest possible user interest information. On the other hand, recently, the ontology-based information systems have gained the attention of the researchers and practitioners since they handle the semantic heterogeneity problem. In this paper we report our experience in using the EDON methodology to build a TRS that analyses human resource information to recommend a work team for a software development project

An Experience Report on using the EDON Method for Building a Team Recommender System

Team Recommender Systems (TRS) have become extremely common in recent years because they are software tools and techniques that helps to organizations to composite team needed to carry out a task requiring multiple skills. TRS have two important problems: (1) managing semantic heterogeneity that occurs when the data describing the same entities related to the real world is represented in different ways, and (2) specialization excess leading to display the objects of highest similarity with the user specified instead of a wide range of options leaving out of consideration the highest possible user interest information. On the other hand, recently, the ontology-based information systems have gained the attention of the researchers and practitioners since they handle the semantic heterogeneity problem. In this paper we report our experience in using the EDON methodology to build a TRS that analyses human resource information to recommend a work team for a software development project.Sociedad Argentina de Informática e Investigación Operativa (SADIO

Developing an Ontology-Based Team Recommender System using EDON Method : An experience Report

Recently, Team Recommender Systems (TRS) have become ex-tremely common because they are software tools and techniques that helps to organizations to composite team needed to carry out a task requiring multiple skills. TRS have two important problems: (1) managing semantic heterogeneity that occurs when the data describing the same entities related to the real world is represented in different ways, and (2) specialization excess leading to display the objects of highest similarity with the user specified instead of a wide range of options leaving out of consideration the highest possible user interest infor-mation. In recent years, the ontology-based information systems have gained the attention of the researchers and practitioners since they handle the semantic heterogeneity problem. Despite of the advance done, building methodologies for developing ontology-based systems is still a research area. In this paper, we report our experience in developing an ontology-based TRS by using the EDON method. The developed TRS analyses human resource information to recom-mend a work team for a software development project.Sociedad Argentina de Informática e Investigación Operativ

Fair and Diverse Group Formation Based on Multidimensional Features

The goal of group formation is to build a team to accomplish a specific task. Algorithms are being developed to improve the team\u27s effectiveness so formed and the efficiency of the group selection process. However, there is concern that team formation algorithms could be biased against minorities due to the algorithms themselves or the data on which they are trained. Hence, it is essential to build fair team formation systems that incorporate demographic information into the process of building the group. Although there has been extensive work on modeling individuals’ expertise for expert recommendation and/or team formation, there has been relatively little prior work on modeling demographics and incorporating demographics into the group formation process. We propose a novel method to represent experts’ demographic profiles based on multidimensional demographic features. Moreover, we introduce three diversity ranking algorithms that form a group by considering demographic features along with the minimum required skills. Unlike many ranking algorithms that consider one Boolean demographic feature (e.g., gender or race), our diversity ranking algorithms consider multiple demographic features simultaneously. Finally, we introduce a fair team formation algorithm that balances each candidate\u27s demographic information and expertise. We evaluate our proposed algorithms using real datasets based on members of a computer science program committee. The result shows that our algorithms form a program committee that is more diverse with an acceptable loss in utility

Promoting Diversity in Academic Research Communities Through Multivariate Expert Recommendation

Expert recommendation is the process of identifying individuals who have the appropriate knowledge and skills to achieve a specific task. It has been widely used in the educational environment mainly in the hiring process, paper-reviewer assignment, and assembling conference program committees. In this research, we highlight the problem of diversity and fair representation of underrepresented groups in expertise recommendation, factors that current expertise recommendation systems rarely consider. We introduce a novel way to model experts in academia by considering demographic attributes in addition to skills. We use the h-index score to quantify skills for a researcher and we identify five demographic features with which to represent a researcher\u27s demographic profile. We highlight the importance of these features and their role in bias within the academic environment. We utilize these demographic features within an expert recommender system in academia to achieve demographic diversity and increase the exposure of the underrepresented groups using two approaches. In the first approach, we present three different algorithms for scholar recommendation: expertise-based, diversity-based, and a hybrid algorithm that uses a tuning parameter to calibrate the balance between expertise loss and diversity gain. To evaluate the ranking produced by these algorithms, we introduce a modified normalized Discounted Cumulative Gain (nDCG) version that supports multi-dimensional features, and we report diversity gain from each method. Our results show that we can achieve the best possible balance between diversity gain and expertise loss when the tuning parameter value is set around 0.4, giving nearly equal weight to both expertise and diversity. Finally, we explore diversity from the lens of the demographic parity and develop two algorithms to achieve a representative group that reflects the demographics of the recommendation pool. One is inspired by Hill Climbing, a mathematical optimization technique, wherein a solution is built gradually to the problem, and the other one is inspired by the problem of seat allocation in electoral voting systems. We evaluated these algorithms by comparing them to the hybrid algorithm from the previous approach. Our evaluation shows that both approaches provide a better diversity gain as compared to the hybrid algorithm. However, Hill Climbing Diversity is more effective when it comes to expertise savings with a statistically significant result, making it the preferred algorithm to achieve the goal of promoting diversity while maintaining expertise in an expert recommendation process