The HRM (Human Resource Management) Department of an organization administers a behavioralprofile test to measure the capabilities of individuals under consideration for employment. The testresults were analyzed manually by experts appropriate for the positions to be filled. Results aredivided into three categories: candidate style, candidate values and candidate thought preferences.Due to the large number of applicants, the many locations of the company and the high level ofexpertise required for the analysis, it was very difficult to execute a quality analysis in a timelymanner. To overcome these problems an expert system was developed which includes elevenknowledge bases.The basic objective of the system is to assess the candidate’s directional initiative, potentialperformance problems, and supervision effectiveness. Analysis of an average applicant, which takesan hour when it is done manually, can be performed in about five minutes when supported by anexpert system. The system is available via satellites to all corporate sites through electronicnetworks.1. Present Two (2) of the benefits of this expert system to the organization (4 marks)2. Explain the main features of an Expert System and show why it is different from a traditionalManagement Information system. (6 marks)3. Suggest at least Three (3) major issues that must be considered in the use of this system.(conceptual and practical) (6 marks)4. How would you feel if your job application was assessed by a machine for a yes-or-nodecision? Justify your answer. (4 marks)
The HRM (Human Resource Management) Department of an organization administers a behavioral
profile test to measure the capabilities of individuals under consideration for employment. The test
results were analyzed manually by experts appropriate for the positions to be filled. Results are
divided into three categories: candidate style, candidate values and candidate thought preferences.
Due to the large number of applicants, the many locations of the company and the high level of
expertise required for the analysis, it was very difficult to execute a quality analysis in a timely
manner. To overcome these problems an expert system was developed which includes eleven
knowledge bases.
The basic objective of the system is to assess the candidate’s directional initiative, potential
performance problems, and supervision effectiveness. Analysis of an average applicant, which takes
an hour when it is done manually, can be performed in about five minutes when supported by an
expert system. The system is available via satellites to all corporate sites through electronic
networks.
1. Present Two (2) of the benefits of this expert system to the organization (4 marks)
2. Explain the main features of an Expert System and show why it is different from a traditional
Management Information system. (6 marks)
3. Suggest at least Three (3) major issues that must be considered in the use of this system.
(conceptual and practical) (6 marks)
4. How would you feel if your job application was assessed by a machine for a yes-or-no
decision? Justify your answer. (4 marks)
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