A practical review and taxonomy of fuzzy expert systems: methods and applications

Intelligent Control System for Brain-Controlled Mobile Robot Using Self-Learning Neuro-Fuzzy Approach

Brain-computer interface (BCI) provides direct communication and control between the human brain and physical devices. It is achieved by converting EEG signals into control commands. Such interfaces have significantly improved the lives of disabled individuals suffering from neurological disorders-such as stroke, amyotrophic lateral sclerosis (ALS), and spinal cord injury-by extending their movement range and thereby promoting self-independence. Brain-controlled mobile robots, however, often face challenges in safety and control performance due to the inherent limitations of BCIs. This paper proposes a shared control scheme for brain-controlled mobile robots by utilizing fuzzy logic to enhance safety, control performance, and robustness. The proposed scheme is developed by combining a self-learning neuro-fuzzy (SLNF) controller with an obstacle avoidance controller (OAC). The SLNF controller robustly tracks the user's intentions, and the OAC ensures the safety of the mobile robot following the BCI commands. Furthermore, SLNF is a model-free controller that can learn as well as update its parameters online, diminishing the effect of disturbances. The experimental results prove the efficacy and robustness of the proposed SLNF controller including a higher task completion rate of 94.29% (compared to 79.29%, and 92.86% for Direct BCI and Fuzzy-PID, respectively), a shorter average task completion time of 85.31 s (compared to 92.01 s and 86.16 s for Direct BCI and Fuzzy-PID, respectively), and reduced settling time and overshoot.

Uncharted Aspects of Human Intelligence in Knowledge-Based “Intelligent” Systems

This paper briefly surveys several prominent modeling approaches to knowledge-based intelligent systems (KBIS) design and, especially, expert systems and the breakthroughs that have most broadened and improved their applications. We argue that the implementation of technology that aims to emulate rudimentary aspects of human intelligence has enhanced KBIS design, but that weaknesses remain that could be addressed with existing research in cognitive science. For example, we propose that systems based on representational plasticity, functional dynamism, domain specificity, creativity, and concept learning, with their theoretical and experimental rigor, can best characterize the problem-solving capabilities of humans and can best overcome five key limitations currently exhibited by knowledge-based intelligent systems. We begin with a brief survey of the relevant work related to KBIS design and then discuss these five shortcomings with new suggestions for how to integrate results from cognitive science to resolve each of them. Our ultimate goal is to increase awareness and direct attention to areas of theoretical and experimental cognitive research that are fundamentally relevant to the goals underlying KBISes.

Fuzzy Transforms for Hesitant, Soft or Intuitionistic Fuzzy Sets

Classical F-transform for lattice-valued fuzzy sets can be defined using monadic relation in Zadeh’s monad or, equivalently, as a special semimodule homomorphism. In this paper, we use an analogical approach and by choosing suitable monads and semimodule homomorphisms, we define F-transform for hesitant, intuitionistic or fuzzy soft sets. We prove that these F-transforms naturally extend classical lattice-valued F-transform for lattice-valued fuzzy sets.

Adoption of artificial intelligence (AI) for talent acquisition in IT/ITeS organizations

Purpose

Human resource managers are adopting AI technology for conducting various tasks of human resource management, starting from manpower planning till employee exit. AI technology is prominently used for talent acquisition in organizations. This research investigates the adoption of AI technology for talent acquisition.

Design/methodology/approach

This study employs Technology-Organization-Environment (TOE) and Task-Technology-Fit (TTF) framework and proposes a model to explore the adoption of AI technology for talent acquisition. The survey was conducted among the 562 human resource managers and talent acquisition managers with a structured questionnaire. The analysis of data was completed using PLS-SEM.

Findings

This research reveals that cost-effectiveness, relative advantage, top management support, HR readiness, competitive pressure and support from AI vendors positively affect AI technology adoption for talent acquisition. Security and privacy issues negatively influence the adoption of AI technology. It is found that task and technology characteristics influence the task technology fit of AI technology for talent acquisition. Adoption and task technology fit of AI technology influence the actual usage of AI technology for talent acquisition. It is revealed that stickiness to traditional talent acquisition methods negatively moderates the association between adoption and actual usage of AI technology for talent acquisition. The proposed model was empirically validated and revealed the predictors of adoption and actual usage of AI technology for talent acquisition.

Practical implications

This paper provides the predictors of the adoption of AI technology for talent acquisition, which is emerging extensively in the human resource domain. It provides vital insights to the human resource managers to benchmark AI technology required for talent acquisition. Marketers can develop their marketing plan considering the factors of adoption. It would help designers to understand the factors of adoption and design the AI technology algorithms and applications for talent acquisition. It contributes to advance the literature of technology adoption by interweaving it with the human resource domain literature on talent acquisition.

Originality/value

This research uniquely validates the model for the adoption of AI technology for talent acquisition using the TOE and TTF framework. It reveals the factors influencing the adoption and actual usage of AI technology for talent acquisition.