In order to operate UAVs under human supervisory control in more complex arenas such as urban environments, an obstacle detection system is a requirement to achieve safe navigation. The development of a system capable of meeting these requirements is presented. The first stage of development was sensor selection and initial testing. After this, the sensor was combined with a servomotor to allow it to rotate and provide obstacle detection coverage in front, below, and to both sides of the UAV. Utilizing a PC-104 single board computer running LabView Real-time for on-board control of the sensor and servomotor, a stand alone obstacle detection system was developed meeting the requirements of light weight, low power, and small size. The detection performance of the system for several parameters has been fully characterized. A human subjects study was conducted to assess the any advantages resulting from the addition of the obstacle detection system compared to that of a normal nadir camera. The study demonstrated that users with access to the three-dimensional display were able to navigate an obstacle course with greater success than those with only a camera. Additional development into more advanced visualization of the environment has potential to increase effectiveness of this obstacle detection system. / Master of Science

No / A new scheme is presented for partitioning a network having a specific number of nodes and degree of connectivity such that the number of operations required to find a constrained path between a source node and destination node, averaged over all source-destination pairs, is minimised. The scheme can speed up the routing function, possibly by orders of magnitude under favourable conditions, at the cost of a sub-optimal solution.

No / The emphasis of this paper is on investigating the performance of signalling protocols designed for a mobility management scheme, which uses Mobile IP for inter-segment mobility in a hybrid space and terrestrial environment. Initially, the system architecture, which consists of three wireless access networks attached to an IP backbone, is presented. This is followed by a description of the proposed mobility procedures employed in the system, which aim at minimising modifications to existing satellite and terrestrial network protocols. The mobility procedures are simulated in order to evaluate their performance and determine their effectiveness in an operational environment. Results verify the efficiency of the protocols and show that the additional signalling time introduced by the procedures is minimal.

No / The use of queue thresholds is a well known technique for network traffic congestion control. This motivates the study of a single server queue with R(R ¿ 2) distinct priority classes under Head of Line (HoL) service priority discipline, Partial Buffer Sharing (PBS) scheme and a finite capacity vector N, representing a sequence of thresholds (N1, N2, ¿ , NR) for each class jobs. The external traffic is modelled using the compound Poisson process or generalised exponential (GE) distribution which can capture the bursty property of the network traffic. The transmission times have also been modelled using the GE distribution to depict the bulk departures from the system. Using a GE/GE/1/N approximation, a closed form cost-effective analytical solution is obtained using the principle of maximum entropy (ME). The forms of the joint, aggregate and marginal state probabilities, as well as basic performance measures such as utilisation and blocking probabilities are analytically established at equilibrium via appropriate mean value constraints and the generating function approach. Consequently, efficient recursive expressions of low computational cost are determined. Typical numerical experiments are included to illustrate the credibility of the proposed mechanism in the context of different QoS grades for various network traffic classes. This model, therefore, can be used as a powerful tool to provide a required grade of service to a particular class of traffic in any heterogeneous networks.

Purpose – The purpose of this study is to find the organizational practices in place for the performance evaluation of temporary employees and how that varies from permanent employees. Method – The study takes an inductive and interpretive approach to find out the unknown practices. The study is conducted over 7 respondents from different organizations split between recruitment agencies and client organizations and represents practices maintained by both set of industries. Findings – The study identifies low standardization in performance evaluation and discusses the variance from literature over the subject matter. Also a model is drawn based on the amalgamation of literary review and empirical results. Implications – The study presents variance in the processes for temporary employees and the prime areas where the variance occurs. For the organizations to have fair and just performance management system and for equality towards temporary employees, these issues must be addressed. Limitations – Cultural practices are not taken into consideration and literature might be based on different cultural practices than the respondents country and for a wholesome study, more respondents might be needed.

This paper inspired by simulation by Artificial Neural Networks (ANNs) applied recently for evaluation of phonics methodology to teach children "how to read". A novel approach for teaching a mathematical topic using a computer aided learning (CAL) package applied at educational field (a children classroom). Interesting practical results obtained after field application of suggested CAL package with and without associated teacher's voice. Presented study highly recommends application of a novel teaching trend based on behaviorism and individuals' learning styles. That is to improve quality of children mathematical learning performance.

The thesis Performance Analysis of employees on the Service Desk to be engaged in evaluating and rewarding performance of employees working on the Service Desk. The work is divided into two parts. The theoretical part examines possible ways of evaluating and rewarding performance of employees. The practical part proposes a solution which demonstrates the real performance of employees, set of financial rewards commensurate with their performance and propose the implementation of modified assessment and reward performance.

The thesis deals with the evaluation of workers in a particular organization. The aime is to optimize the ongoing assessment processes and to design the complex evaluation system for the entire enterprise. An analysis of the current evaluation processes was conducted, as well as interviews and consultations with the personalist and other employees. The practical part contains the result of the investigation and the specific draft of the evaluation forms. The conclusion is the summary of the results and it also evaluates how the objectives were met. The conclusion deals with the possibilities of using the proposed system in practice.

Node downtime and failed jobs in a computing cluster translate into wasted resources and user dissatisfaction. Therefore understanding why nodes and jobs fail in HPC clusters is essential. This paper provides analyses of node and job failures in two university-wide computing clusters at two Tier I US research universities. We analyzed approximately 3.0M job execution data of System A and 2.2M of System B with data sources coming from accounting logs, resource usage for all primary local and remote resources (memory, IO, network), and node failure data. We observe different kinds of correlations of failures with resource usages and propose a job failure prediction model to trigger event-driven checkpointing and avoid wasted work. We provide generalizable insights for cluster management to improve reliability, such as, for some execution environments local contention dominates, while for others system-wide contention dominates.

Submitted by Maria Medeiros (maria.dilva1@ufcg.edu.br) on 2018-09-11T14:21:25Z No. of bitstreams: 1 KATIANA DINIZ DE ALMEIDA -DISSERTAÇÃO (PROFIAP-CCJS) 2016.pdf: 2832078 bytes, checksum: 22c66bd622c5c43370f8cf7ab30f8d20 (MD5) / Made available in DSpace on 2018-09-11T14:21:25Z (GMT). No. of bitstreams: 1 KATIANA DINIZ DE ALMEIDA -DISSERTAÇÃO (PROFIAP-CCJS) 2016.pdf: 2832078 bytes, checksum: 22c66bd622c5c43370f8cf7ab30f8d20 (MD5) Previous issue date: 2016-05-11 / As pessoas são o fundamento da construção de um serviço público mais efetivo, que responda às necessidades da sociedade. A Gestão do Desempenho, por sua vez, é considerada um elemento central no processo de transformação da Administração Pública, mesmo diante da evidência que o conceito de desempenho e meritocracia não integram profundamente a matriz cultural brasileira, é preciso investir na mudança desta realidade pelo seu potencial em garantir melhores resultados àqueles que financiam os serviços públicos, ampliando os valores democráticos da sociedade. Esta pesquisa teve como objetivo analisar o Sistema de Avaliação de Desempenho do Instituto Nacional do Seguro Social - INSS e sua relação com o desempenho institucional, tendo adotado, portanto, a estratégia de estudo de caso. Para coleta de dados, procedeu-se a pesquisa documental e de dados primários, tendo sido aplicado um survey aos Gestores das Seções Operacionais de Gestão de Pessoas (SOGP), atores relevantes neste processo, visando identificar suas percepções em relação ao processo desenvolvido no INSS, ao método utilizado e aos usos das informações geradas pelas Avaliações de Desempenho. A amostra contemplou 43 (quarenta e três) respondentes. Os resultados apontam para o esgotamento do sistema de Avaliação de Desempenho Individual, que além de apresentar fragilidades metodológicas, é invalidado por aspectos culturais, tendo em vista o amplo impacto financeiro da gratificação por desempenho na remuneração dos servidores. Estes fatores invalidam seu propósito, pois 99,4% dos servidores obtém a pontuação máxima na Avaliação de Desempenho. Além disso, as informações geradas não têm sido úteis para prover capacitações, nem a aplicação de pessoal de forma mais efetiva. A avaliação de desempenho institucional, com base no indicador Idade Média do Acervo – IMA, representa um elevado êxito para o INSS, que somada ao Plano de Ação, ambos iniciados em 2009, e ao atendimento programado pela Central 135 e canais remotos, iniciado três anos antes, contribuíram para redução de 60% dos estoques de processos no primeiro ano de sua implementação e a uma melhoria sustentável desde então. No entanto, a administração focada nos resultados tem reduzido os investimentos no desenvolvimento humano e no futuro da organização, as oportunidades de capacitação presencial, consideradas mais efetivas pelos servidores, tem sido reduzidas. A proposta de melhoria apresentada contempla uma reformulação no método de avaliação e critérios da Avaliação do Desempenho Institucional e Individual, com foco na produtividade individual, acompanhamento sistemático, melhoria da comunicação e reconhecimento do mérito, além da gestão criteriosa das baixas performances. / People are the foundation of building a more effective public service that responds to society's needs. The Performance Management, in turn, is considered a central element in the process of transformation of the public administration. Even in the face of evidence that the concept of performance and meritocracy are not deeply integrate the Brazilian cultural matrix, we must invest in changing this reality for their potential to ensure better results to those that finance public services, expanding the democratic values of society. This research aimed to analyze the Performance Evaluation System of the National Institute of Social Security - INSS and its relation to the institutional performance, having adopted, so the case study strategy. To collect data, we proceeded to the desk research and primary data and applied a survey to people managers, relevant stakeholders in this process to identify their perceptions of the developed process INSS, the method used and the uses of the information generated by Performance Appraisals. The sample included 43 (forty-three) respondents. The results point to the exhaustion of the Individual Performance Evaluation system, which besides presenting methodological weaknesses and is invalidated by cultural aspects, in view of the broad financial impact of the bonus for performance in the wages of employees, in fact 99.4% of the civil servants get the highest score in the Performance Evaluation. In addition, the information generated have not been helpful to provide training, nor enforcement personnel more effectively. The evaluation of institutional performance, based on the indicator Idade Média do Acervo – IMA (middle age of backlog), is a high success for the INSS, which added to the Action Plan, both initiated in 2009, and service set by the Central 135 and remote channels, started three years earlier, contributed to a 60% reduction of inventory processes in the first year of implementation and a sustainable improvement since then. However, the administration focused on results has reduced investments in human development and the future of the organization, classroom-training opportunities, considered more effective by civil servers has been reduced. The presented improvement proposal includes a redesign of the evaluation method and criteria of Institutional and Individual Performance Evaluation, focusing on individual productivity, systematic monitoring, improved communication and recognition of merit, as well as careful management of low performance.