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Artificial intelligence in hiring
Artificial intelligence can be used to automate aspects of the job recruitment process. Advances in artificial intelligence, such as the advent of machine learning and the growth of big data, enable AI to be utilized to recruit, screen, and predict the success of applicants. Proponents of artificial intelligence in hiring claim it reduces bias, assists with finding qualified candidates, and frees up human resource workers' time for other tasks, while opponents worry that AI perpetuates inequalities in the workplace and will eliminate jobs. Despite the potential benefits, the ethical implications of AI in hiring remain a subject of debate, with concerns about algorithmic transparency, accountability, and the need for ongoing oversight to ensure fair and unbiased decision-making throughout the recruitment process. == Background == It is common for companies to use AI to automate aspects of their hiring process, especially the hospitality, finance, and tech industries. == Uses == === Screeners === Screeners are tests that allow companies to sift through a large applicant pool and extract applicants that have desirable features. What factors are used to screen applicants is a concern to ethicists and civil rights activists. A screener that favors people who have similar characteristics to those already employed at a company may perpetuate inequalities. For example, if a company that is predominantly white and male uses its employees' data to train its screener it may accidentally create a screening process that favors white, male applicants. The automation of screeners also has the potential to reduce biases. Biases against applicants with African American sounding names have been shown in multiple studies. An AI screener has the potential to limit human bias and error in the hiring process, allowing more minority applicants to be successful. === Recruitment === Recruitment involves the identification of potential applicants and the marketing of positions. AI is commonly utilized in the recruitment process because it can help boost the number of qualified applicants for positions. Companies are able to use AI to target their marketing to applicants who are likely to be good fits for a position. This often involves the use of social media sites advertising tools, which rely on AI. Facebook allows advertisers to target ads based on demographics, location, interests, behavior, and connections. Facebook also allows companies to target a "look-a-like" audience, that is the company supplies Facebook with a data set, typically the company's current employees, and Facebook will target the ad to profiles that are similar to the profiles in the data set. Additionally, job sites like Indeed, Glassdoor, and ZipRecruiter target job listings to applicants that have certain characteristics employers are looking for. Targeted advertising has many advantages for companies trying to recruit such being a more efficient use of resources, reaching a desired audience, and boosting qualified applicants. This has helped make it a mainstay in modern hiring. Who receives a targeted ad can be controversial. In hiring, the implications of targeted ads have to do with who is able to find out about and then apply to a position. Most targeted ad algorithms are proprietary information. Some platforms, like Facebook and Google, allow users to see why they were shown a specific ad, but users who do not receive the ad likely never know of its existence and also have no way of knowing why they were not shown the ad. === Interviews === Chatbots were one of the first applications of AI and are commonly used in the hiring process. Interviewees interact with chatbots to answer interview questions, and an analysis of their responses can be generated by AI. HireVue has created technology that analyzes interviewees' responses and gestures during recorded video interviews. Over 12 million interviewees have been screened by the more than 700 companies that utilize the service. == Controversies == Artificial intelligence in hiring confers many benefits, but it also has some challenges that have concerned experts. AI is only as good as the data it is using. Biases can inadvertently be baked into the data used in AI. Often companies will use data from their employees to decide what people to recruit or hire. This can perpetuate bias and lead to more homogenous workforces. Facebook Ads was an example of a platform that created such controversy for allowing business owners to specify what type of employee they are looking for. For example, job advertisements for nursing and teach could be set such that only women of a specific age group would see the advertisements. Facebook Ads has since then removed this function from its platform, citing the potential problems with the function in perpetuating biases and stereotypes against minorities. The growing use of Artificial Intelligence-enabled hiring systems has become an important component of modern talent hiring, particularly through social networks such as LinkedIn and Facebook. However, data overflow embedded in the hiring systems, based on Natural Language Processing (NLP) methods, may result in unconscious gender bias. Utilizing data driven methods may mitigate some bias generated from these systems It can also be hard to quantify what makes a good employee. This poses a challenge for training AI to predict which employees will be best. Commonly used metrics like performance reviews can be subjective and have been shown to favor white employees over black employees and men over women. Another challenge is the limited amount of available data. Employers only collect certain details about candidates during the initial stages of the hiring process. This requires AI to make determinations about candidates with very limited information to go off of. Additionally, many employers do not hire employees frequently and so have limited firm specific data to go off. To combat this, many firms will use algorithms and data from other firms in their industry. AI's reliance on applicant and current employees personal data raises privacy issues. These issues effect both the applicants and current employees, but also may have implications for third parties who are linked through social media to applicants or current employees. For example, a sweep of someone's social media will also show their friends and people they have tagged in photos or posts. == AI and the future of hiring == Artificial intelligence along with other technological advances such as improvements in robotics have placed 47% of jobs at risk of being eliminated in the near future. In 2016 the founder of the World Economic Forum, Klaus Schwab, called AI and related technology the "Fourth Industrial Revolution". According to some scholars, however, the transformative impact of AI on labor has been overstated. The "no-real-change" theory holds that an IT revolution has already occurred, but that the benefits of implementing new technologies does not outweigh the costs associated with adopting them. This theory claims that the result of the IT revolution is thus much less impactful than had originally been forecasted. Other scholars refute this theory claiming that AI has already led to significant job loss for unskilled labor and that it will eliminate middle skill and high skill jobs in the future. This position is based around the idea that AI is not yet a technology of general use and that any potential 4th industrial revolution has not fully occurred. A third theory holds that the effect of AI and other technological advances is too complicated to yet be understood. This theory is centered around the idea that while AI will likely eliminate jobs in the short term it will also likely increase the demand for other jobs. The question then becomes will the new jobs be accessible to people and will they emerge near when jobs are eliminated. == AI use in hiring for candidates == Job seekers now commonly encounter AI-driven tools at multiple stages, including automated resume parsing, video interview analysis, chatbots for frequently asked questions, and real‑time application updates. Some candidates also employ AI career agents, designed to optimize job searches, tailor applications, and interface with hiring teams. A 2025 Australian study found that AI-driven video interviews exhibited transcription error rates of up to 22% for non‑native speakers and those with speech-related disabilities, raising concerns of discrimination. A 2017 study in the Journal of Sociology found persistent gender and racial disparities in AI screening tools, even when fairness interventions are applied. Industry observers describe a growing “AI arms race” in recruitment, where both employers and candidates increasingly rely on automated agents. Employers use recruiting systems to source and filter applicants, while candidates deploy AI agents to prepare and submit applications. == Regulations == The Artifici
Algorithm characterizations
Algorithm characterizations are attempts to formalize the word algorithm. Algorithm does not have a generally accepted formal definition. Researchers are actively working on this problem. This article will present some of the "characterizations" of the notion of "algorithm" in more detail. == The problem of definition == Over the last 200 years, the definition of the algorithm has become more complicated and detailed as researchers have tried to pin down the term. Indeed, there may be more than one type of "algorithm". But most agree that algorithm has something to do with defining generalized processes for the creation of "output" integers from other "input" integers – "input parameters" arbitrary and infinite in extent, or limited in extent but still variable—by the manipulation of distinguishable symbols (counting numbers) with finite collections of rules that a person can perform with paper and pencil. The most common number-manipulation schemes—both in formal mathematics and in routine life—are: (1) the recursive functions calculated by a person with paper and pencil, and (2) the Turing machine or its Turing equivalents—the primitive register-machine or "counter-machine" model, the random-access machine model (RAM), the random-access stored-program machine model (RASP) and its functional equivalent "the computer". When we are doing "arithmetic" we are really calculating by the use of "recursive functions" in the shorthand algorithms we learned in grade school, for example, adding and subtracting. The proofs that every "recursive function" we can calculate by hand we can compute by machine and vice versa—note the usage of the words calculate versus compute—is remarkable. But this equivalence together with the thesis (unproven assertion) that this includes every calculation/computation indicates why so much emphasis has been placed upon the use of Turing-equivalent machines in the definition of specific algorithms, and why the definition of "algorithm" itself often refers back to "the Turing machine". This is discussed in more detail under Stephen Kleene's characterization. The following are summaries of the more famous characterizations (Kleene, Markov, Knuth) together with those that introduce novel elements—elements that further expand the definition or contribute to a more precise definition. [ A mathematical problem and its result can be considered as two points in a space, and the solution consists of a sequence of steps or a path linking them. Quality of the solution is a function of the path. There might be more than one attribute defined for the path, e.g. length, complexity of shape, an ease of generalizing, difficulty, and so on. ] == Chomsky hierarchy == There is more consensus on the "characterization" of the notion of "simple algorithm". All algorithms need to be specified in a formal language, and the "simplicity notion" arises from the simplicity of the language. The Chomsky (1956) hierarchy is a containment hierarchy of classes of formal grammars that generate formal languages. It is used for classifying of programming languages and abstract machines. From the Chomsky hierarchy perspective, if the algorithm can be specified on a simpler language (than unrestricted), it can be characterized by this kind of language, else it is a typical "unrestricted algorithm". Examples: a "general purpose" macro language, like M4 is unrestricted (Turing complete), but the C preprocessor macro language is not, so any algorithm expressed in C preprocessor is a "simple algorithm". See also Relationships between complexity classes. == Features of a good algorithm == The following are desirable features of a well-defined algorithm, as discussed in Scheider and Gersting (1995): Unambiguous Operations: an algorithm must have specific, outlined steps. The steps should be exact enough to precisely specify what to do at each step. Well-Ordered: The exact order of operations performed in an algorithm should be concretely defined. Feasibility: All steps of an algorithm should be possible (also known as effectively computable). Input: an algorithm should be able to accept a well-defined set of inputs. Output: an algorithm should produce some result as an output, so that its correctness can be reasoned about. Finiteness: an algorithm should terminate after a finite number of instructions. Properties of specific algorithms that may be desirable include space and time efficiency, generality (i.e. being able to handle many inputs), or determinism. == 1881 John Venn's negative reaction to W. Stanley Jevons's Logical Machine of 1870 == In early 1870 W. Stanley Jevons presented a "Logical Machine" (Jevons 1880:200) for analyzing a syllogism or other logical form e.g. an argument reduced to a Boolean equation. By means of what Couturat (1914) called a "sort of logical piano [,] ... the equalities which represent the premises ... are "played" on a keyboard like that of a typewriter. ... When all the premises have been "played", the panel shows only those constituents whose sum is equal to 1, that is, ... its logical whole. This mechanical method has the advantage over VENN's geometrical method..." (Couturat 1914:75). For his part John Venn, a logician contemporary to Jevons, was less than thrilled, opining that "it does not seem to me that any contrivances at present known or likely to be discovered really deserve the name of logical machines" (italics added, Venn 1881:120). But of historical use to the developing notion of "algorithm" is his explanation for his negative reaction with respect to a machine that "may subserve a really valuable purpose by enabling us to avoid otherwise inevitable labor": (1) "There is, first, the statement of our data in accurate logical language", (2) "Then secondly, we have to throw these statements into a form fit for the engine to work with – in this case the reduction of each proposition to its elementary denials", (3) "Thirdly, there is the combination or further treatment of our premises after such reduction," (4) "Finally, the results have to be interpreted or read off. This last generally gives rise to much opening for skill and sagacity." He concludes that "I cannot see that any machine can hope to help us except in the third of these steps; so that it seems very doubtful whether any thing of this sort really deserves the name of a logical engine."(Venn 1881:119–121). == 1943, 1952 Stephen Kleene's characterization == This section is longer and more detailed than the others because of its importance to the topic: Kleene was the first to propose that all calculations/computations—of every sort, the totality of—can equivalently be (i) calculated by use of five "primitive recursive operators" plus one special operator called the mu-operator, or be (ii) computed by the actions of a Turing machine or an equivalent model. Furthermore, he opined that either of these would stand as a definition of algorithm. A reader first confronting the words that follow may well be confused, so a brief explanation is in order. Calculation means done by hand, computation means done by Turing machine (or equivalent). (Sometimes an author slips and interchanges the words). A "function" can be thought of as an "input-output box" into which a person puts natural numbers called "arguments" or "parameters" (but only the counting numbers including 0—the nonnegative integers) and gets out a single nonnegative integer (conventionally called "the answer"). Think of the "function-box" as a little man either calculating by hand using "general recursion" or computing by Turing machine (or an equivalent machine). "Effectively calculable/computable" is more generic and means "calculable/computable by some procedure, method, technique ... whatever...". "General recursive" was Kleene's way of writing what today is called just "recursion"; however, "primitive recursion"—calculation by use of the five recursive operators—is a lesser form of recursion that lacks access to the sixth, additional, mu-operator that is needed only in rare instances. Thus most of life goes on requiring only the "primitive recursive functions." === 1943 "Thesis I", 1952 "Church's Thesis" === In 1943 Kleene proposed what has come to be known as Church's thesis: "Thesis I. Every effectively calculable function (effectively decidable predicate) is general recursive" (First stated by Kleene in 1943 (reprinted page 274 in Davis, ed. The Undecidable; appears also verbatim in Kleene (1952) p.300) In a nutshell: to calculate any function the only operations a person needs (technically, formally) are the 6 primitive operators of "general" recursion (nowadays called the operators of the mu recursive functions). Kleene's first statement of this was under the section title "12. Algorithmic theories". He would later amplify it in his text (1952) as follows: "Thesis I and its converse provide the exact definition of the notion of a calculation (decision) procedure or algorithm, for the
Microsoft Query
Microsoft Query is a visual method of creating database queries using examples based on a text string, the name of a document or a list of documents. The QBE system converts the user input into a formal database query using Structured Query Language (SQL) on the backend, allowing the user to perform powerful searches without having to explicitly compose them in SQL, and without even needing to know SQL. It is derived from Moshé M. Zloof's original Query by Example (QBE) implemented in the mid-1970s at IBM's Research Centre in Yorktown, New York. In the context of Microsoft Access, QBE is used for introducing students to database querying, and as a user-friendly database management system for small businesses. Microsoft Excel allows results of QBE queries to be embedded in spreadsheets.
Organizational information theory
Organizational Information Theory (OIT) is a communication theory, developed by Karl Weick, offering systemic insight into the processing and exchange of information within organizations and among its members. Unlike the past structure-centered theory, OIT focuses on the process of organizing in dynamic, information-rich environments. Given that, it contends that the main activity of organizations is the process of making sense of equivocal information. Organizational members are instrumental to reduce equivocality and achieve sensemaking through some strategies — enactment, selection, and retention of information. With a framework that is interdisciplinary in nature, organizational information theory's desire to eliminate both ambiguity and complexity from workplace messaging builds upon earlier findings from general systems theory and phenomenology. == Inspiration and influence of pre-existing theories == 1. General Systems Theory The General Systems Theory, on its most basic premise, describes the phenomenon of a cohesive group of interrelated parts. When one part of the system is changed or affected, it will affect the system as a whole. Weick uses this theoretical framework from 1950 to influence his organizational information theory. Likewise, organizations can be viewed as a system of related parts that work together towards a common goal or vision. Applying this to Weick's organizational information theory, organizations must work to reduce ambiguity and complexity in the workplace to maximize cohesiveness and efficiency. Weick uses the term, coupling, to describe how organizations, like a system, can be composed of interrelated and dependent parts. Coupling looks at the relationship between people and work. There are two types of coupling: 1. Loose coupling Loose coupling describes that while people within the organization or system are connected and often work together, they do not depend on one another to continue or fully complete individual work. The dependencies are weak and workflow is flexible. For example, "if the whole Science department completely shuts down because all of teachers are sick or for whatsoever reason, the school can still continue to operate because other departments are still present." 2. Tight coupling Tight coupling describes when connections within an organization are strong and dependent. If one part of the organization is not operating correctly, the organization as a whole cannot continue to their fullest potential. " For instance, the format and ink section completely shuts down hence the succeeding steps cannot be continued, so the whole process of the organization will be dropped. Thus, components of a system are directly dependent on one another." 2. Theory of evolution The theory of evolution, by Charles Darwin, is a framework for survival of the fittest. According to Darwin, organisms attempt to adapt and live in an unforgiving environment. Those that are unsuccessful in adaptation do not survive, while the strong organisms continue to thrive and reproduce. Weick invokes inspiration from Darwin, to incorporate a biological perspective to his theory. It is natural for organizations to have to adapt to incoming information that often interfere with the preexisting environment. Organizations that are able to plan and alter strategies in accordance with their constant need of organizing and sense making, will survive and be the most successful. However, there is a notable difference between animal evolution and survival of the fittest in organizations, "A given animal is what it is; variation comes through mutation. But the nature of an organization can change when its members alter their behavior." == Assumptions == 1. Human organizations exist in an information environment Unlike senders and receivers models, OIT stands on the situational perspective. Karl Weick views a human organization as an open social system. People in that system develop a mechanism to establish goals, obtain and process information, or perceive the environment. In this process, people and the environment come to conclusions on "what's going on here?". Colville believes that this attributional process is retrospective. Take an education institution as an example. A university can obtain information regarding students' needs in numerous ways. It might create feedback section in its website. It could organize alumni panels or academic affairs to attract prospective students and collect concrete questions they are interested in. It may also conduct the survey or host focus group to get the information. After that, the staff of the university have to decide how to deal with these information, based on which, it has to set and accomplish its goals for current and prospective students. 2. The information an organization receives differs in terms of equivocality Weick posits that numerous feasible interpretations of reality exist when organizations process information. Their varying levels of understandability lead to different outcomes of information inputs. In other academic works, scholars tend to say that messages are uncertain or ambiguous. While according to OIT, messages are described to be equivocal. believes that people proactively exclude a number of possibilities to perceive what is going on in the environment. Due to OIT's situational perspective, the meanings of messages consist of the messages, the interpretations of receivers, and the interactional context. However, ambiguity and uncertainty can mean that a standard answer - the only one true objective interpretation - exists. Also, Weick emphasizes that "the equivocality is the engine that motivates people to organize". Maitlis and Christianson states that the equivocality trigger sensemaking for three reasons: environment jolts and organizational crises, threats to identity, and planned change interventions. 3. Human organizations engage in information processing to reduce equivocality of information Based upon the first two assumption, OIT proposes that information processing within organizations is a social activity. Sharing is the key feature of organizational information processing. In that particular context, members jointly make sense the reality by reducing equivocality. It other words, the sensemaking is a joint responsibility which includes numerous interdependent people to accomplish. In this process, organizations and its members combine actions and attributions together in order to find the balance between the complexity of thoughts and the simplicity of actions. Weick also proposes that people create their own environment though enactment, which is the action of making sense. This is because people have different perceptual schemas and selective perception, so people create different information environments. In creating different information environments, people can arrive at the same or close to the same understanding or solution through different thought processes and overall understanding. == Key concepts == === The organization === In order to place Weick's vision regarding Organizational Information Theory into proper working context, exploring his view regarding what constitutes the organization and how its individuals embody that construct might yield significant insights. From a fundamental standpoint, he shared a belief that organizational validation is derived---not through bricks and mortar, or locale—but from a series of events which enable entities to "collect, manage and use the information they receive." In elaborating further on what constitutes an organization during early writings outlining OIT, Weick said, "The word organization is a noun and it is also a myth. if one looks for an organization, one will not find it. What will be found is that there are events linked together, that transpire within concrete walls and these sequences, their pathways, their timing, are the forms we erroneously make into substances when we talk about an organization". When viewed in this modular fashion, the organization meets Weick's theoretical vision by encompassing parameters that are less bound by concrete, wood, and structural restraints and more by an ability to serve as a repository where information can be consistently and effectively channeled. Taking these defining characteristics into account, proper channel execution relies on maximization of messaging clarity, context, delivery and evolution through any system. One example as to how these interactions might unfold on a more granular level within these confines can be gleaned through Weick's double interact loop, which he considers the "building blocks of every organization". Simply put, double interacts describe interpersonal exchanges that, inherently, occur across the organizational chain of command and in life, itself. Thus: "An act occurs when you say something (Can I have a Popsicle?). An interact occurs when you say something and I respond ("No, it will spoil your dinner
Uniform convergence in probability
Uniform convergence in probability is a form of convergence in probability in statistical asymptotic theory and probability theory. It means that, under certain conditions, the empirical frequencies of all events in a certain event-family uniformly converge to their theoretical probabilities. Uniform convergence in probability has applications to statistics as well as machine learning as part of statistical learning theory. Specifically, the Glivenko-Cantelli theorem and the homonymous classes of functions are fundamentally related to uniform convergence. The law of large numbers says that, for each single event A {\displaystyle A} , its empirical frequency in a sequence of independent trials converges (with high probability) to its theoretical probability. In many application however, the need arises to judge simultaneously the probabilities of events of an entire class S {\displaystyle S} from one and the same sample. Moreover, it, is required that the relative frequency of the events converge to the probability uniformly over the entire class of events S {\displaystyle S} . The Uniform Convergence Theorem gives a sufficient condition for this convergence to hold. Roughly, if the event-family is sufficiently simple (its VC dimension is sufficiently small) then uniform convergence holds. == Definitions == For a class of predicates H {\displaystyle H} defined on a set X {\displaystyle X} and a set of samples x = ( x 1 , x 2 , … , x m ) {\displaystyle x=(x_{1},x_{2},\dots ,x_{m})} , where x i ∈ X {\displaystyle x_{i}\in X} , the empirical frequency of h ∈ H {\displaystyle h\in H} on x {\displaystyle x} is Q ^ x ( h ) = 1 m | { i : 1 ≤ i ≤ m , h ( x i ) = 1 } | . {\displaystyle {\widehat {Q}}_{x}(h)={\frac {1}{m}}|\{i:1\leq i\leq m,h(x_{i})=1\}|.} The theoretical probability of h ∈ H {\displaystyle h\in H} is defined as Q P ( h ) = P { y ∈ X : h ( y ) = 1 } . {\displaystyle Q_{P}(h)=P\{y\in X:h(y)=1\}.} The Uniform Convergence Theorem states, roughly, that if H {\displaystyle H} is "simple" and we draw samples independently (with replacement) from X {\displaystyle X} according to any distribution P {\displaystyle P} , then with high probability, the empirical frequency will be close to its expected value, which is the theoretical probability. Here "simple" means that the Vapnik–Chervonenkis dimension of the class H {\displaystyle H} is small relative to the size of the sample. In other words, a sufficiently simple collection of functions behaves roughly the same on a small random sample as it does on the distribution as a whole. The Uniform Convergence Theorem was first proved by Vapnik and Chervonenkis using the concept of growth function. == Uniform Convergence Theorem == The statement of the Uniform Convergence Theorem is as follows: If H {\displaystyle H} is a set of { 0 , 1 } {\displaystyle \{0,1\}} -valued functions defined on a set X {\displaystyle X} and P {\displaystyle P} is a probability distribution on X {\displaystyle X} then for ε > 0 {\displaystyle \varepsilon >0} and m {\displaystyle m} a positive integer, we have: P m { | Q P ( h ) − Q x ^ ( h ) | ≥ ε for some h ∈ H } ≤ 4 Π H ( 2 m ) e − ε 2 m / 8 . {\displaystyle P^{m}\{|Q_{P}(h)-{\widehat {Q_{x}}}(h)|\geq \varepsilon {\text{ for some }}h\in H\}\leq 4\Pi _{H}(2m)e^{-\varepsilon ^{2}m/8}.} In the above, for any x ∈ X m , {\displaystyle x\in X^{m},} Q P ( h ) = P { ( y ∈ X : h ( y ) = 1 } , {\displaystyle Q_{P}(h)=P\{(y\in X:h(y)=1\},} Q ^ x ( h ) = 1 m | { i : 1 ≤ i ≤ m , h ( x i ) = 1 } | {\displaystyle {\widehat {Q}}_{x}(h)={\frac {1}{m}}|\{i:1\leq i\leq m,h(x_{i})=1\}|} and | x | = m . {\displaystyle |x|=m.} P m {\displaystyle P^{m}} indicates that the probability is taken over x {\displaystyle x} consisting of m {\displaystyle m} i.i.d. draws from the distribution P . {\displaystyle P.} Finally, the growth function Π H {\displaystyle \Pi _{H}} is defined in the following way, for any { 0 , 1 } {\displaystyle \{0,1\}} -valued functions H {\displaystyle H} over X {\displaystyle X} and for any natural number m {\displaystyle m} : Π H ( m ) = max | { h ∩ D : D ⊆ X , | D | = m , h ∈ H } | . {\displaystyle \Pi _{H}(m)=\max |\{h\cap D:D\subseteq X,|D|=m,h\in H\}|.} From the point of view of Learning Theory one can consider H {\displaystyle H} to be the Concept/Hypothesis class defined over the instance set X {\displaystyle X} . Crucially, the Sauer–Shelah lemma implies that Π H ( m ) ≤ m d {\displaystyle \Pi _{H}(m)\leq m^{d}} , where d {\displaystyle d} is the VC dimension of H {\displaystyle H} . == Proof of the Uniform Convergence Theorem == and are the sources of the proof below. Before we get into the details of the proof of the Uniform Convergence Theorem we will present a high level overview of the proof. Symmetrization: We transform the problem of analyzing | Q P ( h ) − Q ^ x ( h ) | ≥ ε {\displaystyle |Q_{P}(h)-{\widehat {Q}}_{x}(h)|\geq \varepsilon } into the problem of analyzing | Q ^ r ( h ) − Q ^ s ( h ) | ≥ ε / 2 {\displaystyle |{\widehat {Q}}_{r}(h)-{\widehat {Q}}_{s}(h)|\geq \varepsilon /2} , where r {\displaystyle r} and s {\displaystyle s} are i.i.d samples of size m {\displaystyle m} drawn according to the distribution P {\displaystyle P} . One can view r {\displaystyle r} as the original randomly drawn sample of length m {\displaystyle m} , while s {\displaystyle s} may be thought as the testing sample which is used to estimate Q P ( h ) {\displaystyle Q_{P}(h)} . Permutation: Since r {\displaystyle r} and s {\displaystyle s} are picked identically and independently, so swapping elements between them will not change the probability distribution on r {\displaystyle r} and s {\displaystyle s} . So, we will try to bound the probability of | Q ^ r ( h ) − Q ^ s ( h ) | ≥ ε / 2 {\displaystyle |{\widehat {Q}}_{r}(h)-{\widehat {Q}}_{s}(h)|\geq \varepsilon /2} for some h ∈ H {\displaystyle h\in H} by considering the effect of a specific collection of permutations of the joint sample x = r | | s {\displaystyle x=r||s} . Specifically, we consider permutations σ ( x ) {\displaystyle \sigma (x)} which swap x i {\displaystyle x_{i}} and x m + i {\displaystyle x_{m+i}} in some subset of 1 , 2 , . . . , m {\displaystyle {1,2,...,m}} . The symbol r | | s {\displaystyle r||s} means the concatenation of r {\displaystyle r} and s {\displaystyle s} . Reduction to a finite class: We can now restrict the function class H {\displaystyle H} to a fixed joint sample and hence, if H {\displaystyle H} has finite VC Dimension, it reduces to the problem to one involving a finite function class. We present the technical details of the proof. It should be stressed that this proof glosses over details like the measurability of the events V {\displaystyle V} and R {\displaystyle R} ; measurability is granted in the case of H {\displaystyle H} being finite or countable, but this is not normally the case in standard applications of the theorem (e.g. for statistical learning theory or to prove the Glivenko-Cantelli theorem). To get measurability, one needs to use a notion of separability of the underlying space, possibly related to H {\displaystyle H} . === Symmetrization === Lemma: Let V = { x ∈ X m : | Q P ( h ) − Q ^ x ( h ) | ≥ ε for some h ∈ H } {\displaystyle V=\{x\in X^{m}:|Q_{P}(h)-{\widehat {Q}}_{x}(h)|\geq \varepsilon {\text{ for some }}h\in H\}} and R = { ( r , s ) ∈ X m × X m : | Q r ^ ( h ) − Q ^ s ( h ) | ≥ ε / 2 for some h ∈ H } . {\displaystyle R=\{(r,s)\in X^{m}\times X^{m}:|{\widehat {Q_{r}}}(h)-{\widehat {Q}}_{s}(h)|\geq \varepsilon /2{\text{ for some }}h\in H\}.} Then for m ≥ 2 ε 2 {\displaystyle m\geq {\frac {2}{\varepsilon ^{2}}}} , P m ( V ) ≤ 2 P 2 m ( R ) {\displaystyle P^{m}(V)\leq 2P^{2m}(R)} . Proof: By the triangle inequality, if | Q P ( h ) − Q ^ r ( h ) | ≥ ε {\displaystyle |Q_{P}(h)-{\widehat {Q}}_{r}(h)|\geq \varepsilon } and | Q P ( h ) − Q ^ s ( h ) | ≤ ε / 2 {\displaystyle |Q_{P}(h)-{\widehat {Q}}_{s}(h)|\leq \varepsilon /2} then | Q ^ r ( h ) − Q ^ s ( h ) | ≥ ε / 2 {\displaystyle |{\widehat {Q}}_{r}(h)-{\widehat {Q}}_{s}(h)|\geq \varepsilon /2} . Therefore, P 2 m ( R ) ≥ P 2 m { ∃ h ∈ H , | Q P ( h ) − Q ^ r ( h ) | ≥ ε and | Q P ( h ) − Q ^ s ( h ) | ≤ ε / 2 } = ∫ V P m { s : ∃ h ∈ H , | Q P ( h ) − Q ^ r ( h ) | ≥ ε and | Q P ( h ) − Q ^ s ( h ) | ≤ ε / 2 } d P m ( r ) = A {\displaystyle {\begin{aligned}&P^{2m}(R)\\[5pt]\geq {}&P^{2m}\{\exists h\in H,|Q_{P}(h)-{\widehat {Q}}_{r}(h)|\geq \varepsilon {\text{ and }}|Q_{P}(h)-{\widehat {Q}}_{s}(h)|\leq \varepsilon /2\}\\[5pt]={}&\int _{V}P^{m}\{s:\exists h\in H,|Q_{P}(h)-{\widehat {Q}}_{r}(h)|\geq \varepsilon {\text{ and }}|Q_{P}(h)-{\widehat {Q}}_{s}(h)|\leq \varepsilon /2\}\,dP^{m}(r)\\[5pt]={}&A\end{aligned}}} since r {\displaystyle r} and s {\displaystyle s} are independent. Now for r ∈ V {\displaystyle r\in V} fix an h ∈ H {\displaystyle h\in H} such that | Q P ( h ) − Q ^ r ( h ) | ≥ ε {\displaystyle |Q_{P}(h)-{\widehat {Q}}_{r}(h)|\geq \varepsilon } . For this h {\displaystyle h} , we shall
VMDS
VMDS abbreviates the relational database technology called Version Managed Data Store provided by GE Energy as part of its Smallworld technology platform and was designed from the outset to store and analyse the highly complex spatial and topological networks typically used by enterprise utilities such as power distribution and telecommunications. VMDS was originally introduced in 1990 as has been improved and updated over the years. Its current version is 6.0. VMDS has been designed as a spatial database. This gives VMDS a number of distinctive characteristics when compared to conventional attribute only relational databases. == Distributed server processing == VMDS is composed of two parts: a simple, highly scalable data block server called SWMFS (Smallworld Master File Server) and an intelligent client API written in C and Magik. Spatial and attribute data are stored in data blocks that reside in special files called data store files on the server. When the client application requests data it has sufficient intelligence to work out the optimum set of data blocks that are required. This request is then made to SWMFS which returns the data to the client via the network for processing. This approach is particularly efficient and scalable when dealing with spatial and topological data which tends to flow in larger volumes and require more processing then plain attribute data (for example during a map redraw operation). This approach makes VMDS well suited to enterprise deployment that might involve hundreds or even thousands of concurrent clients. == Support for long transactions == Relational databases support short transactions in which changes to data are relatively small and are brief in terms in duration (the maximum period between the start and the end of a transaction is typically a few seconds or less). VMDS supports long transactions in which the volume of data involved in the transaction can be substantial and the duration of the transaction can be significant (days, weeks or even months). These types of transaction are common in advanced network applications used by, for example, power distribution utilities. Due to the time span of a long transaction in this context the amount of change can be significant (not only within the scope of the transaction, but also within the context of the database as a whole). Accordingly, it is likely that the same record might be changed more than once. To cope with this scenario VMDS has inbuilt support for automatically managing such conflicts and allows applications to review changes and accept only those edits that are correct. == Spatial and topological capabilities == As well as conventional relational database features such as attribute querying, join fields, triggers and calculated fields, VMDS has numerous spatial and topological capabilities. This allows spatial data such as points, texts, polylines, polygons and raster data to be stored and analysed. Spatial functions include: find all features within a polygon, calculate the Voronoi polygons of a set of sites and perform a cluster analysis on a set of points. Vector spatial data such as points, polylines and polygons can be given topological attributes that allow complex networks to be modelled. Network analysis engines are provided to answer questions such as find the shortest path between two nodes or how to optimize a delivery route (the travelling salesman problem). A topology engine can be configured with a set of rules that define how topological entities interact with each other when new data is added or existing data edited. == Data abstraction == In VMDS all data is presented to the application as objects. This is different from many relational databases that present the data as rows from a table or query result using say JDBC. VMDS provides a data modelling tool and underlying infrastructure as part of the Smallworld technology platform that allows administrators to associate a table in the database with a Magik exemplar (or class). Magik get and set methods for the Magik exemplar can be automatically generated that expose a table's field (or column). Each VMDS row manifests itself to the application as an instance of a Magik object and is known as an RWO (or real world object). Tables are known as collections in Smallworld parlance. # all_rwos hold all the rwos in the database and is heterogeneous all_rwos << my_application.rwo_set() # valve_collection holds the valve collection valves << all_rwos.select(:collection, {:valve}) number_of_valves << valves.size Queries are built up using predicate objects: # find 'open' valves. open_valves << valves.select(predicate.eq(:operating_status, "open")) number_of_open_valves << open_valves.size _for valve _over open_valves.elements() _loop write(valve.id) _endloop Joins are implemented as methods on the parent RWO. For example, a manager might have several employees who report to him: # get the employee collection. employees << my_application.database.collection(:gis, :employees) # find a manager called 'Steve' and get the first matching element steve << employees.select(predicate.eq(:name, "Steve").and(predicate.eq(:role, "manager")).an_element() # display the names of his direct reports. name is a field (or column) # on the employee collection (or table) _for employee _over steve.direct_reports.elements() _loop write(employee.name) _endloop Performing a transaction: # each key in the hash table corresponds to the name of the field (or column) in # the collection (or table) valve_data << hash_table.new_with( :asset_id, 57648576, :material, "Iron") # get the valve collection directly valve_collection << my_application.database.collection(:gis, :valve) # create an insert transaction to insert a new valve record into the collection a # comment can be provide that describes the transaction transaction << record_transaction.new_insert(valve_collection, valve_data, "Inserted a new valve") transaction.run()