ABSTRACT Electric Discharge Machining (EDM) is a thermo-electric non-traditional machining process in which material removal takes place through the process of controlled spark generation between a pair of electrodes which are submerged in a dielectric medium. Due to the difficulty of EDM‚ it is very complicated to determine optimal process parameters for improving machining performance. It relies on heuristics‚ which are not easy to model‚ and based on the experiences of specialists. A proper selection
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assumptions reflect a broader belief that consumers are rational—that they make logically consistent decisions. Completeness means that‚ when faced with a choice between any two bundles of goods‚ a consumer can rank them so that the consumer prefers the first bundle to the second‚ prefers the second to the first‚ or is indifferent between them. (Being indifferent means that the two are valued equally.) Transitivity means that if a consumer prefers Bundle A to Bundle B and prefers Bundle B to Bundle
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Cloud Intelligence. There are 3 new things in the cloud intelligence compared to the old business intelligence. 1. Elasticity Dynamic on-demand pro-visioning of resources. For cloud computing‚ this term has mostly been used in relation to scaling up/down the performance‚ e.g.‚ the number of processing nodes. While this form of elasticity is obviously also relevant for cloud intelligence‚ an even more important type of elasticity is the ability to dynamically bring in new data sources to meet
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Case Study: How Secure is the Cloud? CSQ1: Although cloud computing have the potential to deliver powerful benefits‚ they pose new challenges to system security and reliability. Cloud computing is indeed cloudy‚ and due to lack of transparency it creates so many problems. One of the major security issue is cloud computing is highly distributed. Cloud applications and application mash-ups reside in virtual libraries in large remote data centers and server mainly supplies business services and data
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Task1. Distinguish between personnel management and human resource management and discuss the historical development and changing context in which they operate. Personnel Management PM is basically an administrative record functioning at operational level. PM attempts to maintain fair terms and conditions of employment while at the same time efficiently managing personnel activities for individual departments and the activities which result ultimately in achieving organizational success. Human Resource
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Communication MGIT 62082 Google Cloud Group 3 S Tharshan Sandun Fernando - (FGS/M.Sc/MIT/2010/21) - (FGS/M.Sc/MIT/2010/29) Lecturer : Dr. Manodha Gamage Date of Submission April 26‚ 2013 Department of Industrial Management‚ Faculty of Science‚ University of Kelaniya‚ Sri Lanka Table of Contents Introduction .................................................................................................................................................. 3 Cloud Computing ..........................
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The Cloud Explained Greg May Professor Stephen Savage IT222 February 17‚ 2013 The Cloud Explained The cloud is coming and it is coming fast. With technology everything is evolving and the cloud computing is the next evolution. Cloud computing will change the way companies do business and job descriptions of IT professionals everywhere. When the average person thinks of the cloud they probably think about services like Dropbox‚ Google Docs‚ iCLoud‚ etc. Although these are based in the cloud
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conditions. Some writers have called attention to the incongruency between bureaucratic and professional norms (Crozier & Friedberg‚ 2010; Etzioni - Halevy‚ 2010) . Specifically‚ they argue that occupants of hierarchical positions frequently do not have the technical competence to make decisions about issues that i nvolve professional knowledge. That is‚ there is a basic conflict in educational organizations between au thority based on bureaucracy and authority based on professional
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Adoption of the Cloud Business Model in Indonesia: Triggers‚ Benefits‚ and Challenges Ivonne Sartika Mangula1 Universiteit Utrecht Princetonplein 5‚ PO BOX 80089 3508 TB‚ Utrecht +31 30 253 54 33 Inge van de Weerd VU University Amsterdam De Boelelaan 1105 1081 HV Amsterdam +31 20 598 31 32 Sjaak Brinkkemper Universiteit Utrecht Princetonplein 5‚ PO BOX 80089 3508 TB‚ Utrecht +31 30 253 31 75 i.s.mangula@uu.nl i.vande.weerd@vu.nl s.brinkkemper@uu.nl The objective of this paper
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the company can justify a decision. The single most important analysis an HR professional can provide a CFO is a utility analysis for the Human Resource interventions he or she advocates. The major reason for great concern about utility analysis is that this technique ties human resource interventions to the measuring unit of the business world—dollar value. With the Brogden utility estimation equation one can avoid the laborious effect size indices developed by academic researchers and present
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