In machine learning (ML), a margin classifier is a type of classification model which is able to give an associated distance from the decision boundary for each data sample. For instance, if a linear classifier is used, the distance (typically Euclidean, though others may be used) of a sample from the separating hyperplane is the margin of that sample. The notion of margins is important in several ML classification algorithms, as it can be used to bound the generalization error of these classifiers. These bounds are frequently shown using the VC dimension. The generalization error bound in boosting algorithms and support vector machines is particularly prominent. == Margin for boosting algorithms == The margin for an iterative boosting algorithm given a dataset with two classes can be defined as follows: the classifier is given a sample pair ( x , y ) {\displaystyle (x,y)} , where x ∈ X {\displaystyle x\in X} is a domain space and y ∈ Y = { − 1 , + 1 } {\displaystyle y\in Y=\{-1,+1\}} is the sample's label. The algorithm then selects a classifier h j ∈ C {\displaystyle h_{j}\in C} at each iteration j {\displaystyle j} where C {\displaystyle C} is a space of possible classifiers that predict real values. This hypothesis is then weighted by α j ∈ R {\displaystyle \alpha _{j}\in R} as selected by the boosting algorithm. At iteration t {\displaystyle t} , the margin of a sample x {\displaystyle x} can thus be defined as y ∑ j t α j h j ( x ) ∑ | α j | . {\displaystyle {\frac {y\sum _{j}^{t}\alpha _{j}h_{j}(x)}{\sum |\alpha _{j}|}}.} By this definition, the margin is positive if the sample is labeled correctly, or negative if the sample is labeled incorrectly. This definition may be modified and is not the only way to define the margin for boosting algorithms. However, there are reasons why this definition may be appealing. == Examples of margin-based algorithms == Many classifiers can give an associated margin for each sample. However, only some classifiers utilize information of the margin while learning from a dataset. Many boosting algorithms rely on the notion of a margin to assign weight to samples. If a convex loss is utilized (as in AdaBoost or LogitBoost, for instance) then a sample with a higher margin will receive less (or equal) weight than a sample with a lower margin. This leads the boosting algorithm to focus weight on low-margin samples. In non-convex algorithms (e.g., BrownBoost), the margin still dictates the weighting of a sample, though the weighting is non-monotone with respect to the margin. == Generalization error bounds == One theoretical motivation behind margin classifiers is that their generalization error may be bound by the algorithm parameters and a margin term. An example of such a bound is for the AdaBoost algorithm. Let S {\displaystyle S} be a set of m {\displaystyle m} data points, sampled independently at random from a distribution D {\displaystyle D} . Assume the VC-dimension of the underlying base classifier is d {\displaystyle d} and m ≥ d ≥ 1 {\displaystyle m\geq d\geq 1} . Then, with probability 1 − δ {\displaystyle 1-\delta } , we have the bound: P D ( y ∑ j t α j h j ( x ) ∑ | α j | ≤ 0 ) ≤ P S ( y ∑ j t α j h j ( x ) ∑ | α j | ≤ θ ) + O ( 1 m d log 2 ( m / d ) / θ 2 + log ( 1 / δ ) ) {\displaystyle P_{D}\left({\frac {y\sum _{j}^{t}\alpha _{j}h_{j}(x)}{\sum |\alpha _{j}|}}\leq 0\right)\leq P_{S}\left({\frac {y\sum _{j}^{t}\alpha _{j}h_{j}(x)}{\sum |\alpha _{j}|}}\leq \theta \right)+O\left({\frac {1}{\sqrt {m}}}{\sqrt {d\log ^{2}(m/d)/\theta ^{2}+\log(1/\delta )}}\right)} for all θ > 0 {\displaystyle \theta >0} .
Computer audition
Computer audition (CA) or machine listening is the general field of study of algorithms and systems for audio interpretation by machines. Since the notion of what it means for a machine to "hear" is very broad and somewhat vague, computer audition attempts to bring together several disciplines that originally dealt with specific problems or had a concrete application in mind. The engineer Paris Smaragdis, interviewed in Technology Review, talks about these systems — "software that uses sound to locate people moving through rooms, monitor machinery for impending breakdowns, or activate traffic cameras to record accidents." Inspired by models of human audition, CA deals with questions of representation, transduction, grouping, use of musical knowledge and general sound semantics for the purpose of performing intelligent operations on audio and music signals by the computer. Technically this requires a combination of methods from the fields of signal processing, auditory modelling, music perception and cognition, pattern recognition, and machine learning, as well as more traditional methods of artificial intelligence for musical knowledge representation. == Applications == Like computer vision versus image processing, computer audition versus audio engineering deals with understanding of audio rather than processing. It also differs from problems of speech understanding by machine since it deals with general audio signals, such as natural sounds and musical recordings. Applications of computer audition are widely varying, and include search for sounds, genre recognition, acoustic monitoring, music transcription, score following, audio texture, music improvisation, emotion in audio and so on. == Related disciplines == Computer Audition overlaps with the following disciplines: Music information retrieval: methods for search and analysis of similarity between music signals. Auditory scene analysis: understanding and description of audio sources and events. Computational musicology and mathematical music theory: use of algorithms that employ musical knowledge for analysis of music data. Computer music: use of computers in creative musical applications. Machine musicianship: audition driven interactive music systems. == Areas of study == Since audio signals are interpreted by the human ear–brain system, that complex perceptual mechanism should be simulated somehow in software for "machine listening". In other words, to perform on par with humans, the computer should hear and understand audio content much as humans do. Analyzing audio accurately involves several fields: electrical engineering (spectrum analysis, filtering, and audio transforms); artificial intelligence (machine learning and sound classification); psychoacoustics (sound perception); cognitive sciences (neuroscience and artificial intelligence); acoustics (physics of sound production); and music (harmony, rhythm, and timbre). Furthermore, audio transformations such as pitch shifting, time stretching, and sound object filtering, should be perceptually and musically meaningful. For best results, these transformations require perceptual understanding of spectral models, high-level feature extraction, and sound analysis/synthesis. Finally, structuring and coding the content of an audio file (sound and metadata) could benefit from efficient compression schemes, which discard inaudible information in the sound. Computational models of music and sound perception and cognition can lead to a more meaningful representation, a more intuitive digital manipulation and generation of sound and music in musical human-machine interfaces. The study of CA could be roughly divided into the following sub-problems: Representation: signal and symbolic. This aspect deals with time-frequency representations, both in terms of notes and spectral models, including pattern playback and audio texture. Feature extraction: sound descriptors, segmentation, onset, pitch and envelope detection, chroma, and auditory representations. Musical knowledge structures: analysis of tonality, rhythm, and harmonies. Sound similarity: methods for comparison between sounds, sound identification, novelty detection, segmentation, and clustering. Sequence modeling: matching and alignment between signals and note sequences. Source separation: methods of grouping of simultaneous sounds, such as multiple pitch detection and time-frequency clustering methods. Auditory cognition: modeling of emotions, anticipation and familiarity, auditory surprise, and analysis of musical structure. Multi-modal analysis: finding correspondences between textual, visual, and audio signals. === Representation issues === Computer audition deals with audio signals that can be represented in a variety of fashions, from direct encoding of digital audio in two or more channels to symbolically represented synthesis instructions. Audio signals are usually represented in terms of analogue or digital recordings. Digital recordings are samples of acoustic waveform or parameters of audio compression algorithms. One of the unique properties of musical signals is that they often combine different types of representations, such as graphical scores and sequences of performance actions that are encoded as MIDI files. Since audio signals usually comprise multiple sound sources, then unlike speech signals that can be efficiently described in terms of specific models (such as source-filter model), it is hard to devise a parametric representation for general audio. Parametric audio representations usually use filter banks or sinusoidal models to capture multiple sound parameters, sometimes increasing the representation size in order to capture internal structure in the signal. Additional types of data that are relevant for computer audition are textual descriptions of audio contents, such as annotations, reviews, and visual information in the case of audio-visual recordings. === Features === Description of contents of general audio signals usually requires extraction of features that capture specific aspects of the audio signal. Generally speaking, one could divide the features into signal or mathematical descriptors such as energy, description of spectral shape etc., statistical characterization such as change or novelty detection, special representations that are better adapted to the nature of musical signals or the auditory system, such as logarithmic growth of sensitivity (bandwidth) in frequency or octave invariance (chroma). Since parametric models in audio usually require very many parameters, the features are used to summarize properties of multiple parameters in a more compact or salient representation. === Musical knowledge === Finding specific musical structures is possible by using musical knowledge as well as supervised and unsupervised machine learning methods. Examples of this include detection of tonality according to distribution of frequencies that correspond to patterns of occurrence of notes in musical scales, distribution of note onset times for detection of beat structure, distribution of energies in different frequencies to detect musical chords and so on. === Sound similarity and sequence modeling === Comparison of sounds can be done by comparison of features with or without reference to time. In some cases an overall similarity can be assessed by close values of features between two sounds. In other cases when temporal structure is important, methods of dynamic time warping need to be applied to "correct" for different temporal scales of acoustic events. Finding repetitions and similar sub-sequences of sonic events is important for tasks such as texture synthesis and machine improvisation. === Source separation === Since one of the basic characteristics of general audio is that it comprises multiple simultaneously sounding sources, such as multiple musical instruments, people talking, machine noises or animal vocalization, the ability to identify and separate individual sources is very desirable. Unfortunately, there are no methods that can solve this problem in a robust fashion. Existing methods of source separation rely sometimes on correlation between different audio channels in multi-channel recordings. The ability to separate sources from stereo signals requires different techniques than those usually applied in communications where multiple sensors are available. Other source separation methods rely on training or clustering of features in mono recording, such as tracking harmonically related partials for multiple pitch detection. Some methods, before explicit recognition, rely on revealing structures in data without knowing the structures (like recognizing objects in abstract pictures without attributing them meaningful labels) by finding the least complex data representations, for instance describing audio scenes as generated by a few tone patterns and their trajectories (polyphonic voices) and acoustical contours drawn by a tone (c
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
Business process automation
Business process automation (BPA), also known as business automation, refers to the technology-enabled automation of business processes. == Development approaches == There are three main approaches to developing BPA: traditional business process automation involves developing BPA software in a programming language for integrating relevant applications in the digital ecosystem to execute a given process; robotic process automation uses software robots (also called agents, bots, or workers) to emulate human-computer interaction for executing a combination of processes, activities, transactions, and tasks in one or more unrelated software systems; hyperautomation (also called intelligent automation (IA), intelligent process automation (IPA), integrated automation platform (IAP), and cognitive automation (CA) combines business process automation, artificial intelligence (AI), and machine learning (ML) to discover, validate, and execute organizational processes automatically with no or minimal human intervention. == Deployment == BPA toolsets vary in capability. With the increasing adoption of artificial intelligence (AI), organizations are implementing AI-driven technologies that can process natural language, interpret unstructured datasets, and interact with users. These systems are designed to adapt to new types of problems with reduced reliance on human intervention. == Business process management implementation == A business process management system differs from BPA. However, it is possible to implement automation based on a BPM implementation. The methods to achieve this vary, from writing custom application code to using specialist BPA tools. == Robotic process automation == Robotic process automation (RPA) involves the deployment of attended or unattended software agents in an organization's environment. These software agents, or robots, are programmed to perform predefined structured and repetitive sets of business tasks or processes. Robotic process automation is designed to streamline workflows by delegating repetitive tasks to software agents, allowing human workers to focus on more complex and strategic activities. BPA providers typically focus on different industry sectors, but the underlying approach is generally similar in that they aim to provide the shortest route to automation by interacting with the user interface rather than modifying the application code or database behind it. == Use of artificial intelligence == Artificial intelligence software robots are used to handle unstructured data sets (like images, texts, audios) and are often deployed after implementing robotic process automation. They can, for instance, generate an automatic transcript from a video. The combination of automation and artificial intelligence (AI) enables autonomy for robots, along with the capability to perform cognitive tasks. At this stage, robots can learn and improve processes by analyzing and adapting them.
Algorithmic bias
Algorithmic bias describes systematic and repeatable harmful tendency in a computerized sociotechnical system to create "unfair" outcomes, such as "privileging" one category over another in ways that may or may not be different from the intended function of the algorithm. Bias can emerge from many factors, including intentionally biased design decisions or the unintended or unanticipated use or decisions relating to the way data is coded, collected, selected or used to train the algorithm. For example, algorithmic bias has been observed in search engine results and social media platforms. This bias can have impacts ranging from privacy violations to reinforcing social biases of race, gender, sexuality, and ethnicity. The study of algorithmic bias is most concerned with algorithms that reflect "systematic and unfair" discrimination. This bias has only recently been addressed in legal frameworks, such as the European Union's General Data Protection Regulation (enforced in 2018) and the Artificial Intelligence Act (proposed in 2021 and adopted in 2024). As algorithms expand their ability to organize society, politics, institutions, and behavior, sociologists have become concerned with the ways in which unanticipated output and manipulation of data can impact the physical world. Because algorithms are often considered to be neutral and unbiased, they can inaccurately project greater authority than human expertise (in part due to the psychological phenomenon of automation bias), and in some cases, reliance on algorithms can displace human responsibility for their outcomes, without last mile thinking. Bias can enter into algorithmic systems as a result of pre-existing cultural, social, or institutional expectations; by how features and labels are chosen; because of technical limitations of their design; or by being used in unanticipated contexts or by audiences who are not considered in the software's initial design. Algorithmic bias has been cited in cases ranging from election outcomes to the spread of online hate speech. It has also arisen in criminal justice, healthcare, and hiring, compounding existing racial, socioeconomic, and gender biases. The relative inability of facial recognition technology to accurately identify darker-skinned faces has been linked to multiple wrongful arrests of black men, an issue stemming from imbalanced datasets. Problems in understanding, researching, and discovering algorithmic bias persist due to the proprietary nature of algorithms, which are typically treated as trade secrets. Even when full transparency is provided, the complexity of certain algorithms poses a barrier to understanding their functioning. Furthermore, algorithms may change, or respond to input or output in ways that cannot be anticipated or easily reproduced for analysis. In many cases, even within a single website or application, there is no single "algorithm" to examine, but a network of many interrelated programs and data inputs, even between users of the same service. A 2021 survey identified multiple forms of algorithmic bias, including historical, representation, and measurement biases, each of which can contribute to unfair outcomes. == Definitions == Algorithms are difficult to define, but may be generally understood as lists of instructions that determine how programs read, collect, process, and analyze data to generate a usable output. For a rigorous technical introduction, see Algorithms. Advances in computer hardware and software have led to an increased capability to process, store and transmit data. This has in turn made the design and adoption of technologies such as machine learning and artificial intelligence technically and commercially feasible. By analyzing and processing data, algorithms are the backbone of search engines, social media websites, recommendation engines, online retail, online advertising, and more. Contemporary social scientists are concerned with algorithmic processes embedded into hardware and software applications because of their political and social impact, and question the underlying assumptions of an algorithm's neutrality. The term algorithmic bias describes systematic and repeatable errors that create unfair outcomes, such as privileging one arbitrary group of users over others. For example, a credit score algorithm may deny a loan without being unfair, if it is consistently weighing relevant financial criteria. If the algorithm recommends loans to one group of users, but denies loans to another set of nearly identical users based on unrelated criteria, and if this behavior can be repeated across multiple occurrences, an algorithm can be described as biased. This bias may be intentional or unintentional (for example, it can come from biased data obtained from a worker that previously did the job the algorithm is going to do from now on). == Methods == Bias can be introduced to an algorithm in several ways. During the assemblage of a dataset, data may be collected, digitized, adapted, and entered into a database according to human-designed cataloging criteria. Next, programmers assign priorities, or hierarchies, for how a program assesses and sorts that data. This requires human decisions about how data is categorized, and which data is included or discarded. Some algorithms collect their own data based on human-selected criteria, which can also reflect the bias of human designers. Other algorithms may reinforce stereotypes and preferences as they process and display "relevant" data for human users, for example, by selecting information based on previous choices of a similar user or group of users. Beyond assembling and processing data, bias can emerge as a result of design. For example, algorithms that determine the allocation of resources or scrutiny (such as determining school placements) may inadvertently discriminate against a category when determining risk based on similar users (as in credit scores). Meanwhile, recommendation engines that work by associating users with similar users, or that make use of inferred marketing traits, might rely on inaccurate associations that reflect broad ethnic, gender, socio-economic, or racial stereotypes. Another example comes from determining criteria for what is included and excluded from results. These criteria could present unanticipated outcomes for search results, such as with flight-recommendation software that omits flights that do not follow the sponsoring airline's flight paths. Algorithms may also display an uncertainty bias, offering more confident assessments when larger data sets are available. This can skew algorithmic processes toward results that more closely correspond with larger samples, which may disregard data from underrepresented populations. == History == === Early critiques === The earliest computer programs were designed to mimic human reasoning and deductions, and were deemed to be functioning when they successfully and consistently reproduced that human logic. In his 1976 book Computer Power and Human Reason, artificial intelligence pioneer Joseph Weizenbaum suggested that bias could arise both from the data used in a program, but also from the way a program is coded. Weizenbaum wrote that programs are a sequence of rules created by humans for a computer to follow. By following those rules consistently, such programs "embody law", that is, enforce a specific way to solve problems. The rules a computer follows are based on the assumptions of a computer programmer for how these problems might be solved. That means the code could incorporate the programmer's imagination of how the world works, including their biases and expectations. While a computer program can incorporate bias in this way, Weizenbaum also noted that any data fed to a machine additionally reflects "human decision making processes" as data is being selected. Finally, he noted that machines might also transfer good information with unintended consequences if users are unclear about how to interpret the results. Weizenbaum warned against trusting decisions made by computer programs that a user doesn't understand, comparing such faith to a tourist who can find his way to a hotel room exclusively by turning left or right on a coin toss. Crucially, the tourist has no basis of understanding how or why he arrived at his destination, and a successful arrival does not mean the process is accurate or reliable. An early example of algorithmic bias resulted in as many as 60 women and ethnic minorities denied entry to St. George's Hospital Medical School per year from 1982 to 1986, based on implementation of a new computer-guidance assessment system that denied entry to women and men with "foreign-sounding names" based on historical trends in admissions. While many schools at the time employed similar biases in their selection process, St. George was most notable for automating said bias through the use of an algorithm, thus gaining the attention of people on a much
Cognitive robotics
Cognitive robotics or cognitive technology is a subfield of robotics concerned with endowing a robot with intelligent behavior by providing it with a processing architecture that will allow it to learn and reason about how to behave in response to complex goals in a complex world. Cognitive robotics may be considered the engineering branch of embodied cognitive science and embodied embedded cognition, consisting of robotic process automation, artificial intelligence, machine learning, deep learning, optical character recognition, image processing, process mining, analytics, software development and system integration. == Core issues == While traditional cognitive modeling approaches have assumed symbolic coding schemes as a means for depicting the world, translating the world into these kinds of symbolic representations has proven to be problematic if not untenable. Perception and action and the notion of symbolic representation are therefore core issues to be addressed in cognitive robotics. == Starting point == Cognitive robotics views human or animal cognition as a starting point for the development of robotic information processing, as opposed to more traditional artificial intelligence techniques. Target robotic cognitive capabilities include perception processing, attention allocation, anticipation, planning, complex motor coordination, reasoning about other agents and perhaps even about their own mental states. Robotic cognition embodies the behavior of intelligent agents in the physical world (or a virtual world, in the case of simulated cognitive robotics). Ultimately, the robot must be able to act in the real world. == Learning techniques == === Motor Babble === A preliminary robot learning technique called motor babbling involves correlating pseudo-random complex motor movements by the robot with resulting visual and/or auditory feedback such that the robot may begin to expect a pattern of sensory feedback given a pattern of motor output. Desired sensory feedback may then be used to inform a motor control signal. This is thought to be analogous to how a baby learns to reach for objects or learns to produce speech sounds. For simpler robot systems, where, for instance, inverse kinematics may feasibly be used to transform anticipated feedback (desired motor result) into motor output, this step may be skipped. === Imitation === Once a robot can coordinate its motors to produce a desired result, the technique of learning by imitation may be used. The robot monitors the performance of another agent and then the robot tries to imitate that agent. It is often a challenge to transform imitation information from a complex scene into a desired motor result for the robot. Note that imitation is a high-level form of cognitive behavior and imitation is not necessarily required in a basic model of embodied animal cognition. === Knowledge acquisition === A more complex learning approach is "autonomous knowledge acquisition": the robot is left to explore the environment on its own. A system of goals and beliefs is typically assumed. A somewhat more directed mode of exploration can be achieved by "curiosity" algorithms, such as Intelligent Adaptive Curiosity or Category-Based Intrinsic Motivation. These algorithms generally involve breaking sensory input into a finite number of categories and assigning some sort of prediction system (such as an artificial neural network) to each. The prediction system keeps track of the error in its predictions over time. Reduction in prediction error is considered learning. The robot then preferentially explores categories in which it is learning (or reducing prediction error) the fastest. == Other architectures == Some researchers in cognitive robotics have tried using architectures such as (ACT-R and Soar (cognitive architecture)) as a basis of their cognitive robotics programs. These highly modular symbol-processing architectures have been used to simulate operator performance and human performance when modeling simplistic and symbolized laboratory data. The idea is to extend these architectures to handle real-world sensory input as that input continuously unfolds through time. What is needed is a way to somehow translate the world into a set of symbols and their relationships. == Questions == Some of the fundamental questions to be answered in cognitive robotics are: How much human programming should or can be involved to support the learning processes? How can one quantify progress? Some of the adopted ways are reward and punishment. But what kind of reward and what kind of punishment? In humans, when teaching a child, for example, the reward would be candy or some encouragement, and the punishment can take many forms. But what is an effective way with robots?
Inductive bias
The inductive bias (also known as learning bias) of a learning algorithm is the set of assumptions that the learner uses to predict outputs of given inputs that it has not encountered. Inductive bias is anything which makes the algorithm learn one pattern instead of another pattern (e.g., step-functions in decision trees instead of continuous functions in linear regression models). Learning involves searching a space of solutions for a solution that provides a good explanation of the data. However, in many cases, there may be multiple equally appropriate solutions. An inductive bias allows a learning algorithm to prioritize one solution (or interpretation) over another, independently of the observed data. In machine learning, the aim is to construct algorithms that are able to learn to predict a certain target output. To achieve this, the learning algorithm is presented some training examples that demonstrate the intended relation of input and output values. Then the learner is supposed to approximate the correct output, even for examples that have not been shown during training. Without any additional assumptions, this problem cannot be solved since unseen situations might have an arbitrary output value. The kind of necessary assumptions about the nature of the target function are subsumed in the phrase inductive bias. A classical example of an inductive bias is Occam's razor, assuming that the simplest consistent hypothesis about the target function is actually the best. Here, consistent means that the hypothesis of the learner yields correct outputs for all of the examples that have been given to the algorithm. Approaches to a more formal definition of inductive bias are based on mathematical logic. Here, the inductive bias is a logical formula that, together with the training data, logically entails the hypothesis generated by the learner. However, this strict formalism fails in many practical cases in which the inductive bias can only be given as a rough description (e.g., in the case of artificial neural networks), or not at all. == Types == The following is a list of common inductive biases in machine learning algorithms. Maximum conditional independence: if the hypothesis can be cast in a Bayesian framework, try to maximize conditional independence. This is the bias used in the Naive Bayes classifier. Minimum cross-validation error: when trying to choose among hypotheses, select the hypothesis with the lowest cross-validation error. Although cross-validation may seem to be free of bias, the "no free lunch" theorems show that cross-validation must be biased, for example assuming that there is no information encoded in the ordering of the data. Maximum margin: when drawing a boundary between two classes, attempt to maximize the width of the boundary. This is the bias used in support vector machines. The assumption is that distinct classes tend to be separated by wide boundaries. Minimum description length: when forming a hypothesis, attempt to minimize the length of the description of the hypothesis. Minimum features: unless there is good evidence that a feature is useful, it should be deleted. This is the assumption behind feature selection algorithms. Nearest neighbors: assume that most of the cases in a small neighborhood in feature space belong to the same class. Given a case for which the class is unknown, guess that it belongs to the same class as the majority in its immediate neighborhood. This is the bias used in the k-nearest neighbors algorithm. The assumption is that cases that are near each other tend to belong to the same class. == Shift of bias == Although most learning algorithms have a static bias, some algorithms are designed to shift their bias as they acquire more data. This does not avoid bias, since the bias shifting process itself must have a bias.