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agile评分计算公式

agile评分计算公式Agile 评分计算公式这事儿，其实没那么神秘，也不是什么高深莫测的东西。

咱先来说说啥是 Agile 评分。

简单讲，它就是一种用来衡量某个东西表现好坏的方式。

比如说，在一个项目里，要看看团队工作做得咋样，或者在一场比赛中，瞧瞧选手的发挥水平。

那这评分咋算出来的呢？其实不同的情况，计算公式可能就不太一样。

比如说，在一个软件开发的项目里，可能会考虑代码质量、完成时间、功能实现程度等等好多方面。

假设代码质量占 30%的比重，完成时间占 20%，功能实现程度占 50%。

如果代码质量打分是 80 分（满分100 ），完成时间打分是 90 分，功能实现程度打分是 70 分，那计算公式就是：（80×0.3 + 90×0.2 + 70×0.5 ）。

我记得有一次参加一个小型的编程比赛，就是用的这种类似的Agile 评分方式。

当时我旁边有个小伙伴，代码写得特别快，但是功能实现上有点小瑕疵。

比赛结束算分的时候，他就特别紧张，一直嘀咕着：“这评分到底咋算啊，我不会分数很低吧。

” 其实他就是太着急了，没搞清楚这评分可不是只看速度，各个方面都很重要。

再比如在一个学校的活动中，评价学生的综合表现，可能会包括学习成绩、参与活动的积极性、团队合作能力等。

学习成绩占 40%，参与活动积极性占 30%，团队合作能力占 30%。

假如学习成绩是 95 分，参与活动积极性 80 分，团队合作能力 85 分，那计算公式就是：（95×0.4 + 80×0.3 + 85×0.3 ）。

总之，Agile 评分计算公式就是根据不同的重要程度给各个方面打分，然后按照设定好的比重加权求和。

这能让我们更全面、更公平地去评价一个事物或者一个人的表现。

不过呢，这里面也有一些要注意的地方。

比如说，确定每个方面的比重得合理，不能瞎定。

还有打分的时候，得尽量客观准确，不能凭感觉。

所以啊，搞清楚 Agile 评分计算公式，能让我们在各种评价中更清楚、更明白，也更公平公正！。

agile practice guide 简体-概述说明以及解释

agile practice guide 簡體-概述说明以及解释1.引言1.1 概述概述:Agile Practice Guide《敏捷实践指南》是由美国项目管理协会（PMI）与敏捷联盟（Agile Alliance）合作编写的一本指南。

该指南旨在帮助组织和团队在敏捷项目管理实践中获得成功。

敏捷项目管理是一种以协作、迭代开发和适应性规划为基础的方法论。

在如今瞬息万变的商业环境中，敏捷方法的灵活性和适应性使得其在多种项目和行业中得到广泛应用。

它的核心理念是通过不断的反馈和调整，逐步推进项目的发展，从而更好地满足客户的需求。

本指南的编写是为了满足不断增长的敏捷项目管理需求，并提供实用的工具和技术，以便组织和团队能够在敏捷环境中取得优秀的业绩。

它不仅提供了对敏捷方法的概述和原则，还深入讨论了敏捷实践的具体步骤和技术。

该指南的结构清晰明了，内容丰富全面。

在引言部分，我们将对指南的整体结构和目的进行介绍。

接下来，正文部分将详细介绍敏捷项目管理的两个要点。

最后，结论部分将对整个指南进行总结和展望。

通过阅读本指南，读者将深入了解敏捷项目管理的核心概念，学习如何应用敏捷方法来提高项目的成功率和交付价值。

它不仅适用于项目经理和团队成员，也对于组织领导层和其他相关人员有很大的参考价值。

希望本指南能够为您在敏捷项目管理实践中提供有力的支持和指导，并促使您在不断变化的商业环境中取得更大的成功！1.2文章结构文章结构部分的内容可以包括以下内容：在这一部分，我们将介绍文章的整体结构，以帮助读者更好地了解本文的组织方式。

首先，本文按照引言、正文和结论三个部分进行组织。

引言部分主要包括概述、文章结构和目的三个方面的内容。

在概述部分，我们将对agile practice guide进行简要介绍，包括其定义、目的和应用领域等。

在文章结构部分，我们将说明本文的整体组织结构，以及各个部分的主要内容。

在目的部分，我们将阐述编写本文的目的和意义，以及希望读者从本文中能够获得的收获。

敏捷英语词汇大全揭秘敏捷开发中的重要英语词汇提升工作效率

敏捷英语词汇大全揭秘敏捷开发中的重要英语词汇提升工作效率在敏捷开发的工作环境中，掌握一些重要的英语词汇对于提升工作效率至关重要。

本文将揭秘敏捷开发中的重要英语词汇，帮助您提高团队协作和项目管理的能力。

1. Agile（敏捷）Agile是敏捷开发的核心理念，代表着快速响应变化、持续交付的能力。

在团队中运用敏捷方法论，可以提高项目的可控性和透明度。

2. Scrum（Scrum）Scrum是一种敏捷开发的框架，通过迭代式的工作方式，实现高质量的软件交付。

在Scrum中，项目被切分为多个可迭代的阶段，每个阶段称为Sprint。

3. Product Backlog（产品待办列表）Product Backlog是一个包含所有需求的列表，按优先级排序。

团队通过不断更新和细化Product Backlog，确保项目围绕着客户需求进行开发。

4. Sprint Planning（迭代计划会议）Sprint Planning是每个Sprint开始前的会议，团队在此会议上确定即将进行的工作内容和目标。

通过Sprint Planning，团队能够明确下一阶段的工作计划。

5. User Story（用户故事）User Story是对用户需求的简短描述。

它通常包含一个角色、一个目标以及对该目标的描述。

User Story可以帮助团队更好地理解用户需求，并将其转化为可执行的任务。

6. Task Board（任务看板）Task Board是一个可视化的工具，用于跟踪团队的工作进度。

通过列出不同的任务状态（如待处理、进行中、完成），团队可以清晰地了解每个任务的状态。

7. Daily Stand-up（每日站立会议）Daily Stand-up是每天的短暂会议，团队成员站立在一起分享自己的进展、遇到的问题以及计划。

这有助于团队成员之间的协作和知识共享。

8. Sprint Review（迭代评审会议）Sprint Review是每个Sprint结束后的会议，团队向相关的利益相关方演示已完成的工作。

llama模型量化训练

Llama模型量化训练概述Llama是一种用于自然语言处理任务的预训练语言模型。

量化训练是一种优化模型大小和计算效率的技术，通过减少模型的存储和计算需求，提高模型在移动设备和嵌入式系统上的部署效果。

本文将介绍Llama模型的量化训练方法，包括量化的原理、训练流程和优化策略。

量化的原理量化是一种将浮点数模型参数转换为整数表示的技术。

传统的深度学习模型使用32位浮点数表示参数，而量化将参数表示为8位整数，大大减少了模型的存储和计算需求。

量化的核心思想是将浮点数参数映射到整数表示，并通过量化和反量化操作在整数和浮点数之间进行转换。

量化过程中，通过量化参数的范围和精度来确定整数表示的范围和精度。

反量化过程中，通过乘以一个缩放因子来将整数表示转换为浮点数。

量化的优势在于可以大幅减少模型的存储空间和计算量，并提高模型在移动设备上的运行效率。

同时，量化还可以降低模型的复杂度，减少过拟合的风险，提高模型的泛化能力。

训练流程Llama模型的量化训练流程可以分为以下几个步骤：1.数据准备：首先，需要准备用于训练的数据集。

数据集应包含大量的文本样本，以便模型能够学习到丰富的语言知识和语义关系。

2.预训练：在量化训练之前，需要对Llama模型进行预训练。

预训练是指在大规模的无标签数据上训练模型，以学习通用的语言表示能力。

预训练可以使用公开可用的语料库，如维基百科、新闻文章等。

3.量化训练：在预训练好的模型基础上，进行量化训练。

量化训练的目标是将模型的参数从浮点数表示转换为整数表示。

具体的量化方法可以采用基于梯度的优化算法，如量化感知训练（Quantization-aware Training）或自动量化（Automatic Quantization）。

4.微调：量化训练完成后，可以对模型进行微调以进一步提高性能。

微调的目标是在保持模型的量化表示不变的情况下，调整模型的参数以适应具体任务的需求。

微调可以使用有标签的数据集进行，以提高模型在特定任务上的表现。

agil模型解释 -回复

agil模型解释-回复Agile模型解释敏捷开发（Agile development）是一种迭代、增量的开发方法，注重团队合作、快速响应变化和高质量交付。

Agile通过不断地迭代开发和快速交付小块可用的软件来满足客户需求，同时通过相互合作的开发团队实现高质量的软件开发。

敏捷方法的起源可以追溯到20世纪90年代，当时软件开发行业对传统的瀑布模型产生了不满，认为其过于刻板僵化，违背了快速响应变化的原则。

敏捷方法的出现对软件开发行业产生了一种新的思维方式，强调团队合作、快速交付和持续改进。

Agile模型具有以下特征：1. 迭代开发：Agile采用迭代的方式进行软件开发，将需求分解成一系列小任务，每个迭代周期完成一部分。

每个迭代的周期通常为2到4周，在迭代结尾交付一个可用的软件产物。

通过迭代开发，团队可以更好地了解客户需求，并及时调整方向。

2. 高度合作：Agile模型注重团队合作和有效的沟通。

团队成员跨职能合作，在整个开发过程中相互支持和协作。

通过实时沟通和交流，团队能够更好地理解需求和解决问题。

3. 快速响应变化：敏捷方法认为需求是会变化的，因此提倡对变化作出快速响应。

通过迭代的方式进行开发，可以灵活调整项目方向和需求，及时适应新的市场变化和客户反馈。

4. 用户参与：敏捷方法鼓励用户参与到软件开发的过程中。

用户的反馈和建议可以促进团队了解用户需求，及时调整开发方向。

用户的参与也有助于提高软件的质量和用户体验。

Agile模型通常包括以下步骤：1. 定义愿景和目标：在敏捷开发之前，团队首先需要定义项目的愿景和目标。

这有助于团队了解项目的重点和方向，为后续的开发工作提供指导。

2. 制定产品特性：团队与利益相关者一起讨论，明确产品的特性和需求。

这包括功能、性能、用户体验等方面的要求。

在这一阶段，团队使用用户故事（user stories）来描述需求，这是一种简洁而明确的方式，能够更好地理解用户需求。

3. 制定计划：在敏捷开发中，计划是一个迭代过程，团队需要根据项目的需求和资源情况制定每个迭代的计划。

会议后总结英文对话范文

Person A: Hey, John, how was the meeting? I heard it was quite productive.Person B: Yeah, it was really great. We managed to tackle a lot of important topics and make some significant decisions.Person A: That's awesome to hear. What were some of the key points that were discussed?Person B: Well, the first thing we did was to review the project timelines. We realized that we need to adjust our deadlines to accommodate some new requirements from the client.Person A: Oh, I see. Did you all agree on the new timelines?Person B: Yes, we did. Everyone understood the importance of meeting the client's needs while also maintaining our quality standards. We decided to extend the timelines by two weeks.Person A: That sounds reasonable. What about the budget? Did it get affected by the extended timelines?Person B: Not significantly. We have some contingencies built into the budget, so we can absorb the additional costs without too much trouble. Plus, we're looking into some cost-saving measures to offset the extra expenses.Person A: Good thinking. Did you discuss any new strategies for improving our project delivery?Person B: Absolutely. We decided to implement a more agile approach. This means we'll be doing more frequent check-ins and sprints to ensure that we're on track and can make adjustments as needed.Person A: Agile is definitely a step in the right direction. How did everyone feel about the new strategy?Person B: Everyone seemed pretty optimistic. We all understand that agility can help us respond to changes more effectively and keep the project moving forward smoothly.Person A: That's encouraging. What about the team structure? Did any changes need to be made?Person B: Yes, we're going to reassign some team members to betterutilize their skills. For example, we have a couple of team members who are particularly strong in data analysis, so we're moving them to the data team.Person A: That makes sense. Did you discuss any training or support that the team might need to adapt to the new approach?Person B: Yes, we're planning to organize a series of workshops to help everyone understand the agile methodology better. We also want to provide one-on-one coaching for those who might need extra assistance.Person A: It's good to see that you're investing in your team's development. How did the meeting end?Person B: We ended with a brainstorming session to generate ideas for potential new features that we can incorporate into the project. There were some really innovative suggestions, and we've decided to form a task force to explore these ideas further.Person A: That's exciting! I'm looking forward to seeing how these new features will enhance our product. Thanks for filling me in, John. I think we're on the right track.Person B: Thanks, Sarah. I feel the same way. Let's keep our fingers crossed that everything goes according to plan.Person A: Agreed. Let's touch base next week to see how we're progressing with the new strategies and to discuss any additional challenges we might face.Person B: Sounds good. I'll send out a meeting request for next week. Thanks for the summary, and let's keep in touch.Person A: Absolutely. Have a great day, John.Person B: You too, Sarah.。

2023—2024版波多里奇卓越框架介绍(四)

质量交流 | 2023—2024版波多里奇卓越框架介绍（四）本期向大家介绍波多里奇卓越绩效准则第4章“测量、分析与知识管理”及第5章“员工”条款。

“测量、分析与知识管理”章节被视为协调组织运营与战略目标的“神经中枢”，是关于有效测量、分析、改进组织绩效，管理组织知识以驱动改进创新和提升竞争力的所有关键信息的重点。

新版准则中本章的变化主要是结合近年社会发展新形势以及信息时代的技术发展，对部分问题在准则中的位置进行了调整，并对条款注释加以明确及进一步补充。

具体包括：一是，将“测量敏捷性”调整到4.1a（1）条款以更好地适应其他问题，同时将“绩效和绩效预测”合并到条款4.1b中。

调整后，这两个问题的层次也相应地从总体问题变为详细问题，并且与结果评分指南中关于绩效预测的评分更好地协调，这一评分区间在70%～85%和90%～100%。

二是，根据用户反馈，将网络安全的有关内容从第6章调整到本章，纳入4.2“信息和知识管理”条款。

相关措辞仍然表明网络安全是整个组织的战略性要务。

三是，将有关追求创新的内容从第6章调整到条款4.2c“追求创新”中，以尽可能减少标准中对于创新要求的混淆，并调整了措辞，以表明创新对整个组织的重要性以及与组织知识管理系统的关系。

“员工”章节关注组织在创建和保持高绩效的工作环境、增强员工契合方面的实践，使员工和组织能够适应变化并取得成功，是标准重视员工、以人为本理念的集中体现。

新版准则中，本章的变化主要体现在：一是，明确提出要单独测量员工不满情况以确定根本原因，以便采取系统改进措施避免未来不满。

二是，原准则条款5.2c（3）“学习与发展系统的有效性”整合到了评分系统的“学习”（Learning）评价要素中，并在新准则5.2c（2）条款予以回应，而有效性结果在第7章中予以体现。

三是，将薪酬与员工福利一同强调，并加入对于公平性因素的考量。

2023—2024版波多里奇卓越绩效准则第4章“测量、分析与知识管理”及第5章“员工”条款详细内容如下：4 测量、分析与知识管理“测量、分析与知识管理”章节关注组织如何测量、分析、评价和改进组织绩效；如何管理组织的信息及知识资产。

浅谈大学生如何做好职业生涯规划

浅谈⼤学⽣如何做好职业⽣涯规划浅谈⼤学⽣如何做好职业⽣涯规划（精选5篇）在我们⽆暇顾及时间时，时间早已匆匆流逝，你是否对未来感到迷茫呢？不如为⾃⼰的职业⽣涯做个规划吧。

那么职业规划书要怎么写呢？下⾯是⼩编为⼤家收集的浅谈⼤学⽣如何做好职业⽣涯规划，仅供参考，⼤家⼀起来看看吧。

浅谈⼤学⽣如何做好职业⽣涯规划篇1 【摘要】当今⼤学⽣就业形势⽇益严峻，毕业后的⼤学⽣都感到实际就业与⾃⼰职业理想相差甚远，收⼊也与期望值有较⼤差距。

因此⼤学⽣应及早做好职业⽣涯规划。

【关键词】职业⽣涯规划认识⾃我确⽴⽬标知识结构实践能⼒⼼理素质 Abstract increasingly grim employment situation in today's college students, college students after graduation are feeling the actual employment and their career far from ideal, income expectations also have a large gap. So college students should try to make career planning. Key words self-awareness of career planning knowledge structure practical ability to set goals psychological qualities 就业是民⽣之本，是建设和谐社会的重点体现。

近年来，由于经济结构的调整和就业⽅式的转变，⾼校毕业⽣就业竞争⽇趋激烈。

上海世博⼈才培训中⼼主任严裕民认为，缺少必要的就业前的职业规划，缺少对职场的前瞻，因此造成了很多职场新⼈刚踏上⼯作岗位就有了职业失落感。

严裕民强调，⼤学⽣在学习过程中就应该做好职业规划，为将来的求职做好准备。

agil模型解释 -回复

agil模型解释-回复Agile模型解释在软件开发过程中，Agile模型是一种瀑布模型的替代方法。

它强调通过反馈和合作，以更灵活和适应性强的方式开发软件。

Agile方法论强调团队合作，快速响应变化，以及持续反馈来推动开发过程。

Agile模型在整个软件开发生命周期中，将工作划分为较小的、可管理的部分，称为迭代。

每个迭代的目标是交付可工作的软件功能集，这样开发团队可以根据实际情况进行调整并增加价值。

在接下来的文章中，我将详细介绍Agile模型，包括其核心原则、基本概念和基本步骤。

我将解释Agile模型的优势和适用领域，并提供一些使用Agile模型开发软件的最佳实践。

Agile模型的核心原则之一是个体和互动高于过程和工具。

这意味着团队成员之间的沟通和合作比制定详尽计划和使用特定工具更重要。

通过密切的合作和持续的反馈，团队可以更好地了解客户需求，并及时作出调整。

此外，Agile模型还注重响应变化高于遵循计划。

这意味着在项目进行过程中，客户需求和市场变化可能会出现新的情况，开发团队需要灵活地适应变化，以确保软件的成功交付。

Agile模型通过定期的迭代周期和适应性强的方法来实现这一点。

下面是使用Agile模型进行软件开发的一般步骤：1. 需求定义：在这个阶段，团队与客户合作定义软件的需求和目标。

这可能包括针对不同功能的用户故事和用例的编写。

2. 迭代规划：团队将软件开发工作划分为一系列的迭代，并确定每个迭代的目标和交付时间。

迭代通常是几周到几个月不等的时间段。

3. 迭代执行：在每个迭代中，团队会共同努力实现定义的目标和交付时间。

团队会根据客户的反馈和市场变化进行调整，并确保软件功能的交付。

4. 迭代审查：在每个迭代结束后，团队会与客户进行迭代审查，收集反馈并评估软件的成功交付。

这个过程为团队提供了机会，从市场和客户的角度重新评估下一步的计划和优先事项。

5. 迭代迭代：在审查过程中，团队根据反馈和评估结果进行迭代迭代，根据软件开发的实际情况进行调整和改进。

毕业论文外文翻译-员工激励的“四力模型”

Employee Motivation: A Powerful New ModelBy Nitin Nohria, Boris Groysberg & Linda-Eling Lee 2008-08-01 How to create the best employee performance is manager for a long time of challenge. In recent years, the neural science, biology and evolution of interdisciplinary research areas such as psychology, humans have told us four basic emotional needs, and the force driving or what we all the basis of their behavior. The empirical research shows that, but the employee can create better performance. Therefore, to motivate employees, managers should understand the driving force and can take what measures to meet the driving force.Acquirement: Get people always try to get some things, to increase the scarcity of his happiness. When the force satisfied, we will feel happy. Conversely, it will feel dissatisfied. This force is often the relative (we always compare themselves with others), and it was difficult to satisfy (we always want more).Combination: Many animals are combined with their parents and relatives or close relationship between population, but establish the relationship between human expanded into larger groups, such as organization, community and nation. "Driving", people will generate loving, caring, strong positive emotions, etc. Conversely, it will appear as negative emotional loneliness cynical. In the work environment, when the staff for oneself is a member of the organization are proud of their motivation and will greatly improve, And when they had rebelled against their will and morale.Understand: We are eager to understand about the world around them, and then put forward various theories to explain all things, and put forward the reasonable action and countermeasures. When things seem pointless, we will feel frustrated, While looking for answers to questions, the challenge will let us full of passion. In the working environment, workers work done if challenging, and allows them to grow and learn, they will be incentive, And when they do look no value or no future, will be demoralized.Defense: In the face of threats defense, to protect themselves, to protect our property and achievements, family and friends, thoughts and beliefs, it is natural to us.This force is rooted in the "fight but fled" basic response, this is common, but most animals to humans, it not only the offensive or defensive behavior, but also to build a system to promote seek justice, clear goals and intention, and allow people to speak freely. These forces have been fulfilled, people think and self-confidence otherwise will fear and hate strong negative affection.These four driving are independent of each other, no secondary, also cannot substitute mutually. To fully motivate employees, managers must satisfy all four driving force. In fact, every emotional force can use different organizations leverage to satisfy the most effectively.Reward System: "gain" the most easily through the organization of driving system of rewards. Of course, it also depends on the organization's reward system can effectively define employee performance, will reward with different performance, and give the best chance of promotion of personnel.Culture: If it meet the "combination" force among employees, cultivating strong friendship, the most effective way is to establish a promote teamwork, cooperation, open and friendly culture.Post designing: It is satisfied with “understanding” force that it is the optimal way to design a meaningful and have fun and challenging positions.Performance management and resource allocation process fairness, credible, transparent, performance management and resource allocation process, help satisfy people's "defensive driving".In addition, the direct supervisor for employees and motivational degrees plays an important role as organizational policy. Although do not expect to staff the whole company boss incentive system, culture, post design or management system exerting significant effect, but they clearly superior in their influence within the scope of a certain power. For example, in recognition, managers can select and tasks, the rewards and employee performance.In the organization of managers only under the condition of the utmost efforts to satisfy all four driving force, the employee can most effectively improve the incentive effect on employees, improve the organizational performance.reserved.Talent "flow" and "left"By Peter Cappelli 2003-05-01For other company employees openly, it rarely occur in the past, but now it is already used the enterprise. The rapidly changing demands of the market rapidly changing constantly updated the organization. However, no one is willing to see his talent was away. Once the excellent employees leave, the enterprise will hit. If hope to help enterprises package and career development plan, training programs, like tinkering with the free flow of his talent market today, affirmation in isolation. Now, we have a choice: that is attractive to market-oriented strategy. This strategy, long-term, defies generalizations for employee loyalty is neither possible nor necessary, the enterprise can definitely need to keep employees and leave them what how attractive scheme, will focus on the talent to keep up.Today, many enterprises in staff loyalty are dependent on salary, but many attractive salary is a kind of mechanism. Other personnel loss can be used to reduce the method is: the post to design - the United States through the heavy UPS tedious work load from the driver package for other employee, stripping there was more to keep the driver, To cultivate employees work or specific project team loyalty, Hire skills in talent market demand is not high on the staff, The staff in the work place much temptation job-hopping, And other companies to provide staff into pairs across the company's career path. If there is no way to prevent loss of personnel, the enterprise can also use outsourcing, strengthen job, work will hire employees and standardization, cross training around the short-term organizational work, etc.If the past management methods of retaining staff to maintain a fixed water dam, so the new management methods are more like a flowing rivers, dredge its goal is to prevent water flow, but the flow direction and speed control.reserved.Let who evaluate staffBy Frederick F. Reichheld & Paul Rogers 2005-11-01In the era of wooden, transport and the crew that recruits the appropriate command them to the same direction with traces the OARS will not be easy. In the past, the captain of the common approach is waving the whip crew. Now, in this business, enterprise how to motivate employees when?Recently, in order to solve the problem of all kinds of organization is a constant headache, some companies began to staff’s compensation and team performance hook, let the customer and employee's supervisor to assess performance instead. These examples:In the enterprise, the branch managers, employees want to get promotion, they belong to the service quality team to achieve or exceed the average company, or any single people could not get a promotion. This company USES the performance index called "enterprise rental company service quality index", its meaning for customer service in asking whether satisfaction, what percentage of people playing a full five points.Applebee restaurants have difference to finding the best performance, 20% of the staff is divided into general 60%, performance and 20% of the worst performance, and separately calculated the loss. If managers can successfully hold the top 80% of the employee performance, it can obtain the reward. If the 20% of employees for worst performance, the managers will not be punished accordingly.Copyright © 2005 Harvard Business School Publishing Corporation. All rights reserved.员工激励的“四力模型”作者：尼廷・诺里亚，鲍里斯・格鲁斯伯格，琳达－埃琳・李发表于：2008-08-01如何让员工创造出最佳绩效是管理者长久以来面临的严峻挑战。

clf-c02中文题库

clf-c02中文题库文本分类文本分类是一项自然语言处理任务，旨在将文本数据分配到预定义的类别中。

它在各种实际应用中至关重要，包括电子邮件过滤、新闻分类和问答系统。

CLF-C02CLF-C02 中文文本分类数据集是一个广泛使用的基准数据集，包含超过 20 万个用中文书写的文本样本。

这些样本分为 10 个类别，包括：财经房产家居教育科技时尚时政游戏娱乐旅游任务CLF-C02 的文本分类任务涉及使用机器学习模型将给定的文本片段分配到正确的类别。

模型必须能够识别文本中的模式和特征，并将其与预定的类别联系起来。

评价指标CLF-C02 使用准确率作为评估指标。

准确率是指模型正确预测类别数与总样本数之比。

挑战CLF-C02 文本分类任务存在以下挑战：中文语言的复杂性：中文是一种复杂的语言，具有丰富的同义词和多义词，这给文本分类模型带来了挑战。

语义相似性：不同类别的文本片段可能具有相似的语义内容，这使得模型难以区分。

类别之间的重叠：一些文本片段可能跨越多个类别，这给模型带来了额外的困难。

模型选择用于 CLF-C02 文本分类任务的常用模型包括：支持向量机 (SVM)：一种广泛使用的分类算法，以其处理高维特征的能力而闻名。

朴素贝叶斯：一种基于贝叶斯定理的分类算法，假设特征相互独立。

深度学习模型：如卷积神经网络 (CNN) 和循环神经网络(RNN)，能够学习文本数据的复杂模式。

应用CLF-C02 文本分类数据集被广泛用于：评估文本分类算法的性能提供文本分类模型的训练数据研究中文文本分类中的新技术。

SWOT分析图表ppt模板

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如何自信的学习英语的作文

As a high school student, learning English has been a journey filled with both challenges and triumphs. Its a subject that requires a unique blend of confidence and perseverance, and Ive learned that confidence plays a pivotal role in the process of mastering a new language.My journey with English began in elementary school, where I was introduced to the basics of the language. However, it wasnt until high school that I truly began to understand the depth and complexity of English. The transition from simple sentences to complex structures and the vast vocabulary was daunting at first. I often found myself struggling with grammar rules and the pronunciation of new words. It was during these moments that I realized the importance of confidence in learning.One of the first steps I took to build my confidence was to embrace my mistakes. I learned that making mistakes is a natural part of the learning process. Instead of being discouraged by them, I began to view them as opportunities to learn and grow. This shift in mindset was instrumental in helping me become more confident in my abilities.Another key aspect of building confidence was setting realistic goals for myself. I started by setting small, achievable goals, such as memorizing a set number of new vocabulary words each week or mastering a specific grammar rule. As I achieved these goals, my confidence grew, and I became more motivated to tackle bigger challenges.Engaging in conversations with native speakers also played a significant role in boosting my confidence. Initially, I was hesitant to speak Englishdue to the fear of making mistakes and being judged. However, as I began to participate in conversations, I realized that native speakers were not only understanding but also supportive. They encouraged me to express myself and provided constructive feedback, which helped me improve my speaking skills.In addition to conversations, I also immersed myself in English media, such as movies, TV shows, and music. This not only helped me improve my listening skills but also exposed me to different accents and dialects. It broadened my understanding of the language and made me feel more comfortable using it in various contexts.Furthermore, I sought out opportunities to practice English in different settings. I joined a school club that focused on English language activities, participated in debates, and even volunteered as a tutor for younger students. Each of these experiences allowed me to apply my knowledge of English in practical situations, which in turn, increased my confidence.One of the most impactful ways I built my confidence was by seeking help from my teachers and peers. I made it a point to ask questions and seek clarification whenever I was unsure about something. This not only helped me understand the concepts better but also showed me that its okay to ask for help.Lastly, I learned the importance of selfcompassion. There were times when I felt overwhelmed by the amount of content I had to learn or when I didnt perform as well as I had hoped on a test. During these moments, Ireminded myself that learning a language is a marathon, not a sprint. I allowed myself the space to feel disappointed but also encouraged myself to keep going.In conclusion, building confidence in learning English is a multifaceted process that involves embracing mistakes, setting achievable goals, engaging in conversations, immersing oneself in the language, seeking help, and practicing selfcompassion. Its a journey that requires patience, persistence, and a positive mindset. As I reflect on my own experiences, I am grateful for the growth Ive achieved and the confidence Ive gained in my English language skills.。

你从技能中得到的话收益英语作文

你从技能中得到的话收益英语作文英文回答：Skills provide a range of benefits that can enhance our lives in numerous ways. They can empower us with the knowledge, abilities, and expertise to navigate various challenges, seize opportunities, and ultimately achieve our goals. Let's delve into some of the key benefits we can reap from developing and honing our skills:1. Increased Confidence and Self-Esteem: When we possess valuable skills, it can boost our confidence and self-esteem. The ability to perform tasks competently and effectively gives us a sense of accomplishment and self-worth. Recognizing our capabilities empowers us to take on new challenges and believe in our ability to succeed.2. Improved Problem-Solving Abilities: Skills development enhances our problem-solving abilities. By acquiring knowledge, techniques, and strategies, we equipourselves to approach challenges from multiple perspectives and develop innovative solutions. The ability to analyze situations, identify root causes, and generate creative solutions becomes second nature, enabling us to navigate complex issues effectively.3. Enhanced Employability and Career Prospects: In today's competitive job market, individuals with a diverse skill set are highly sought after. Employers value candidates who can bring specialized knowledge and expertise to their organizations. By developing in-demand skills, we increase our employability, open doors to new career opportunities, and enhance our potential for professional growth and advancement.4. Increased Productivity and Efficiency: Skills enable us to perform tasks more efficiently and effectively. By mastering specific techniques and methodologies, we optimize our workflows, reduce time wastage, and improve productivity. This not only benefits us in our professional lives but also translates into personal productivity gains, allowing us to accomplish more in less time.5. Greater Adaptability and Flexibility: In a rapidly changing world, adaptability and flexibility are essential. Skills development provides us with a foundation to adapt to new situations, learn new technologies, and embrace evolving industry trends. By possessing a versatile skill set, we can pivot our careers, adjust to changing circumstances, and remain relevant in a dynamic job market.6. Enhanced Communication and Collaboration: Effective communication and collaboration are crucial for success in both personal and professional endeavors. Skills development can enhance our communication abilities, enabling us to express ourselves clearly, listen actively, and build strong relationships. By fostering empathy and understanding, we can collaborate effectively with others, leverage collective knowledge, and achieve common goals.7. Personal Fulfillment and Growth: Beyond thepractical benefits, skills development contributes to personal fulfillment and growth. Acquiring new skills challenges us intellectually, expands our knowledge base,and cultivates a sense of lifelong learning. The pursuit of skills enriches our lives, fosters a growth mindset, and empowers us to become well-rounded individuals.In conclusion, skills offer a myriad of benefits that can positively impact our personal and professional lives. By investing in our skills, we not only enhance our current capabilities but also open doors to future opportunities, foster personal growth, and ultimately achieve greater success and fulfillment.中文回答：技能给我们带来的收益是多方面的。

怎么写出好的敏捷测试(Agile Tesing)策略文档

怎么写出好的敏捷测试（Agile Tesing）策略文档敏捷测试策略在敏捷环境中，我们在短期冲刺或迭代中工作，每个sprint只关注一些需求或用户故事，因此文档在数量和内容方面可能不会那么广泛。

之前我们得出的结论是，由于时间限制，我们可能不需要在每个sprint的敏捷项目中都有一个广泛的测试计划，但我们确实需要一个高级敏捷测试策略作为敏捷团队的指导。

敏捷测试策略文档的目的是列出团队可以遵循的最佳实践和某种形式的结构。

请记住，敏捷并不意味着非结构化。

在这里，我们来看一个敏捷测试策略样本以及文档中包含的内容。

测试策略通常有一个任务陈述，可能与更广泛的业务目标和目标相关。

典型的使命宣言可能是：通过提供快速反馈和缺陷预防而不是缺陷检测，不断提供满足客户需求的工作软件。

支持者：·在我们首次定义其验收标准/测试之前，不会为故事编写代码·在所有验收测试通过之前，故事可能不被认为是完整的在敏捷测试策略文档中，我还会提醒每个人关于质量保证·质量保证是一系列活动，旨在确保产品以系统，可靠的方式满足客户要求。

·在SCRUM（敏捷）QA是每个人的责任，而不仅仅是测试人员。

质量保证是我们为确保新产品开发过程中的正确质量而开展的所有活动。

测试级别单元测试为什么：确保代码正确开发世卫组织：开发人员/技术架构师内容：所有新代码+遗留代码的重新分解以及Javascript单元测试时间：一旦编写新代码地点：本地Dev + CI（构建的一部分）如何：Automated，Junit，TestNG，PHPUnitAPI /服务测试原因：确保组件之间的通信正常世卫组织：开发人员/技术架构师什么：新的Web服务，组件，控制器等时间：一旦新API开发并准备就绪地点：本地Dev + CI（构建的一部分）如何：自动化，肥皂用户界面，休息客户端验收测试为什么：确保满足客户的期望世卫组织：开发人员/ SDET /手册质量保证内容：验证故事的验收测试，功能验证时间：功能准备就绪并进行单元测试时地点：CI /测试环境如何：自动化（黄瓜）系统测试/回归测试/ UAT为什么：确保整个系统在集成时工作世卫组织：SDET /手册质量保证/业务分析员/产品负责人内容：场景测试，用户流程和典型用户旅程，性能和安全测试时间：验收测试完成后地点：临时环境如何：自动（Webdriver）探索性测试产品积压软件开发失败的最常见原因是由于团队中不同成员的要求不明确和要求的不同解释。

agil模型解释 -回复

agil模型解释-回复Agile模型解释在软件开发领域，Agile（敏捷）模型是一种迭代、增量且灵活的开发方法，用于实现高质量的软件产品。

与传统的瀑布模型不同，Agile模型强调快速反馈、自组织团队和持续改进，以满足不断变化的需求和市场竞争。

Agile模型的基本原则是在整个开发过程中持续进行反馈和调整。

它强调合作、透明和开放的沟通，并促进团队成员之间的合作和协作。

在Agile 模型中，项目经理、开发人员和用户代表等不同角色的使用者共同参与，以实现快速交付具有高商业价值的软件。

Agile模型有以下几个关键特点：1. 增量式开发：Agile模型采用增量式开发方式，即将整个项目划分为多个小阶段，每个阶段都会交付一部分功能。

这种方法可以让用户尽早地体验到产品的功能，并提供反馈和改进的机会。

2. 自组织团队：在Agile模型中，团队成员具有高度的自主权和自律性。

团队成员通过有效的协作和沟通，自主地制定计划、分配任务和解决问题，以实现项目目标。

3. 快速反馈：Agile模型注重持续的反馈和改进。

团队成员与用户代表之间的密切合作，使得反馈信息能够及时地被整合和应用到项目中。

4. 可变性和灵活性：Agile模型充分考虑到需求的变化和市场的不确定性。

通过迭代的方式，项目可以逐步调整和优化，以适应外部环境和内外需求的变化。

下面是Agile模型的基本步骤：1. 制定项目愿景和目标：在Agile模型中，团队首先与项目干系人合作，明确项目的整体愿景和目标。

这有助于确立项目的方向和重点。

2. 制定产品特性列表：根据项目目标和愿景，团队会制定一个产品特性列表，该列表包括项目中需要开发的各种功能。

3. 制定Sprint计划：Sprint是Agile模型中的一个迭代周期，通常为2-4周。

团队会根据产品特性列表，制定每个Sprint的开发计划。

4. 进行Sprint开发：在每个Sprint中，团队成员会根据计划进行开发工作。

团队成员之间需要进行密切的协作和沟通，以确保任务按时完成。

集成学习的不二法门bagging、boosting和三大法宝结合策略平均法，投票法和学习法。。。

集成学习的不⼆法门bagging、boosting和三⼤法宝结合策略平均法，投票法和学习法。

单个学习器要么容易⽋拟合要么容易过拟合，为了获得泛化性能优良的学习器，可以训练多个个体学习器，通过⼀定的结合策略，最终形成⼀个强学习器。

这种集成多个个体学习器的⽅法称为集成学习(ensemble learning)。

集成学习通过组合多种模型来改善机器学习的结果，与单⼀的模型相⽐，这种⽅法允许产⽣更好的预测性能。

集成学习属于元算法，即结合数个“好⽽不同”的机器学习技术，形成⼀个预测模型，以此来降⽅差（bagging），减偏差（boosting），提升预测准确性（stacking）。

1. 集成学习之个体学习器个体学习器（⼜称为“基学习器”）的选择有两种⽅式：集成中只包含同种类型的个体学习器，称为同质集成。

集成中包含不同类型的个体学习器，为异质集成。

⽬前同质集成的应⽤最⼴泛，⽽基学习器使⽤最多的模型是CART决策树和神经⽹络。

按照个体学习器之间是否存在依赖关系可以分为两类：个体学习器之间存在强依赖关系，⼀系列个体学习器基本必须串⾏⽣成，代表是boosting系列算法。

个体学习器之间不存在强依赖关系，⼀系列个体学习器可以并⾏⽣成，代表是bagging系列算法。

1.1 boosting算法原理boosting的算法原理如下所⽰：Boosting算法的⼯作机制是：（1）先从初始训练集训练出⼀个基学习器；（2）再根据基学习器的表现对样本权重进⾏调整，增加基学习器误分类样本的权重（⼜称重采样）；（3）基于调整后的样本分布来训练下⼀个基学习器；（4）如此重复进⾏，直⾄基学习器数⽬达到事先指定的个数，将这个基学习器通过集合策略进⾏整合，得到最终的强学习器。

Boosting系列算法⾥最著名算法主要有AdaBoost算法和提升树(boosting tree)系列算法。

提升树系列算法⾥⾯应⽤最⼴泛的是梯度提升树(Gradient Boosting Tree)<GDBT>。

未来的教育想象英语作文

In the future,education will undergo significant transformations,adapting to the rapid pace of technological advancements and societal changes.Here is an imaginative essay on what the future of education might look like:Title:Envisioning the Future of EducationIntroduction:The future of education promises to be an exciting blend of innovation,technology,and personalized learning experiences.As we look ahead,the landscape of education is set to evolve in ways that cater to the diverse needs of learners,making education more accessible,engaging,and effective.Personalized Learning:The future will see a shift from a onesizefitsall approach to a more personalized learning experience.With the help of artificial intelligence,educational platforms will be able to tailor content to the individual needs,learning styles,and pace of each student.This will ensure that every learner gets the attention and resources required to excel in their areas of interest.Virtual Reality VR and Augmented Reality AR:Immersive technologies like VR and AR will become integral parts of the educational experience.They will provide students with the opportunity to explore complex concepts in a threedimensional space,making learning more interactive and memorable.For example,a student studying history could virtually walk through ancient Rome or witness a historical event firsthand.AIPowered Tutors:Artificial intelligence will play a significant role in the future of education by serving as a personal tutor for students.These AI tutors will be available24/7,providing instant feedback,answering questions,and guiding students through complex problems.They will also monitor the progress of students and suggest areas for improvement.Global Classrooms:The concept of a global classroom will become a reality,with students from around the world participating in the same lessons and discussions.This will foster a greater understanding of different cultures and perspectives,encouraging collaboration and empathy among students.Lifelong Learning:Education will no longer be confined to the traditional school years.With the rapid paceof change in various fields,lifelong learning will become a necessity.Online courses, webinars,and workshops will be readily available for individuals to upskill and reskill as needed.Assessment and Feedback:Assessment methods will become more dynamic and less reliant on standardized testing. Instead,students will be evaluated based on their projects,presentations,and contributions to discussions.This will provide a more accurate reflection of their understanding and abilities.EcoFriendly Practices:The future of education will also be more environmentally conscious.Digital textbooks and resources will replace physical books,reducing paper waste.Schools will be designed with sustainable materials and energyefficient systems,teaching students the importance of environmental stewardship.Conclusion:The future of education holds immense potential for growth and innovation.By embracing technology and adapting to the needs of a global society,education will become more inclusive,engaging,and effective in preparing students for the challenges of the future.As we continue to push the boundaries of what is possible,the future of education will be a testament to our collective pursuit of knowledge and understanding.。