In this work, a best answer recommendation model is proposed for a Question Answering (QA) system. A Community Question Answering System was subsequently developed based on the model. The system applies Brouwer Fixed Point Theorem to prove the existence of the desired voter scoring function and Normalized Google Distance (NGD) to show closeness between words before an answer is suggested to users. Answers are ranked according to their Fixed-Point Score (FPS) for each question. Thereafter, the highest scored answer is chosen as the FPS Best Answer (BA). For each question asked by user, the system applies NGD to check if similar or related questions with the best answer had been asked and stored in the database. When similar or related questions with the best answer are not found in the database, Brouwer Fixed point is used to calculate the best answer from the pool of answers on a question then the best answer is stored in the NGD data-table for recommendation purpose. The system was implemented using PHP scripting language, MySQL for database management, JQuery, and Apache. The system was evaluated using standard metrics: Reciprocal Rank, Mean Reciprocal Rank (MRR) and Discounted Cumulative Gain (DCG). The system eliminated longer waiting time faced by askers in a community question answering system. The developed system can be used for research and learning purposes.
This study is designed to discover the key factors for the under-representation and lack of career progression or otherwise of women in the ICT field, specifically in South Western Nigeria. Questionnaires were administered to women (i.e., students, lecturers and other staff) studying or working in selected higher institutions. The results show that 90% of the women studied are self-motivated in their choice of the ICT career with very little external incentivizing or encouragement supporting their choice, besides the lure of high compensation and prestige associated with skilled ICT work. The slight influence on the career choice of women to pursue ICT derives from everyday use of computers and career information provided by role models and mentors, which are atypical, while, those women who did not choose a career in ICT did so because of their perception of the overabundance of required programming skills. Other barriers include environmental working conditions, infrastructure and electricity in the work area needed to support ICT related work. Although, many of the career women believe that they are competitive with their male counterparts in ICT; the fact remains in South Western Nigeria that only a few women are senior associates at organizations in the ICT field. Recommendations are offered to decrease this disparity and address enabling conditions for change.
This study is designed to discover the key factors for the under-representation and lack of career progression or otherwise of women in the ICT field, specifically in South Western Nigeria. Questionnaires were administered to women (i.e., students, lecturers and other staff) studying or working in selected higher institutions. The results show that 90% of the women studied are self-motivated in their choice of the ICT career with very little external incentivizing or encouragement supporting their choice, besides the lure of high compensation and prestige associated with skilled ICT work. The slight influence on the career choice of women to pursue ICT derives from everyday use of computers and career information provided by role models and mentors, which are atypical, while, those women who did not choose a career in ICT did so because of their perception of the overabundance of required programming skills. Other barriers include environmental working conditions, infrastructure and electricity in the work area needed to support ICT related work. Although, many of the career women believe that they are competitive with their male counterparts in ICT; the fact remains in South Western Nigeria that only a few women are senior associates at organizations in the ICT field. Recommendations are offered to decrease this disparity and address enabling conditions for change.
The key lubricants for the necessary functioning of any organization are money, machines, time, and humans. Human resources is the most important ingredient among them. Most projects fail because of ineptitude of those who administer the project, notably in government projects. Alternatively, advertisement for expert positions suffers as a result of poor coverage, late responses, non-transparency, and subjective selection during recruitment process. This work proposes a fuzzy system for the evaluation of human resources for the management of projects in core areas where professional services are expedient for supervision. It exposes the level of experience on the job, core competencies, exposure, and knowledge scope. A prototype fuzzy system for evaluation of human resource for project management, consisting of a user friendly menu-driven interface, was developed for evaluating the suitability of professionals for different roles within a project team. At the end of the work, it is expected that governments, companies, and various donor agencies would find the system useful when embarking on projects for an optimal result.
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