Ques-What do you mean by decision making? Explain Simons Model of Decision making.

Decision making can be regarded as the mental processes (cognitive process) resulting in the selection of a course of action among several alternative scenarios. Every decision making process produces a final choice.[1] The output can be an action or an opinion of choice. Human performance in decision terms has been the subject of active research from several perspectives. From a psychological perspective, it is necessary to examine individual decisions in the context of a set of needs, preferences an individual has and values they seek. From a cognitive perspective, the decision making process must be regarded as a continuous process integrated in the interaction with the environment. From a normative perspective, the analysis of individual decisions is concerned with the logic of decision making and rationality and the invariant choice it leads to.[2] A major part of decision making involves the analysis of a finite set of alternatives described in terms of some evaluative criteria. These criteria may be benefit or cost in nature. Then the problem might be to rank these alternatives in terms of how attractive they are to the decision maker(s) when all the criteria are considered simultaneously. Another goal might be to just find the best alternative or to determine the relative total priority of each alternative (for instance, if alternatives represent projects competing for funds) when all the criteria are considered simultaneously. Solving such problems is the focus of multi-criteria decision analysis (MCDA) also known as multi-criteria decision making (MCDM). This area of decision making, although it is very old and has attracted the interest of many researchers and practitioners, is still highly debated as there are many MCDA / MCDM methods which may yield very different results when they are applied on exactly the same data.[3] This leads to the formulation of a decision making paradox.

Simon's Model is based on premise that decision rash null. Decision making in Simon's Model is characterized by limited information processing and use of rules. Simmons decision-making model there are four phases 1) Intelligence phase 2) Design phase 3) Choice phase 4) Implementation phase Initially the problem comes and we are in the intelligence phase thinking of the problem as it comes and then we try to find out what the solution to the given problem and then we move to design phase. In the design phase the way and method to solve the problem is thought and we actually try analyze the problem, we try to find the algorithms and the way that can actually solve the problem and hence we use the genetic algorithm to find the solution to the given problem .After finding the method which is to be applied to the given problem we move to choice phase and here the actual work of finding the best algorithm come .Here we try to find the best algorithm from the given set of algorithm we have the option of choosing the

algorithms such as "ACO" algorithm which is called the ant colony optimization algorithm or we have the choice of finding the algorithm such as Simulated annealing (SA) is a related global optimization technique that traverses the search space by testing random mutations on an individual solution. A mutation that increases fitness is always accepted. A mutation that lowers fitness is accepted probabilistically based on the difference in fitness and a decreasing temperature parameter. In SA parlance, one speaks of seeking the lowest energy instead of the maximum fitness. SA can also be used within a standard GA algorithm by starting with a relatively high rate of mutation and decreasing it over time along a given schedule. After deciding that genetic algorithm is the most suitable algorithm for the programming we move to the next step which is the implemetation phase here the real implemeation of the slotuin is done we implemet the solution to the given problem by using the geneteic algorithm according to the given problem.

In the given problem a list of 26 items is given they all have different price, different weights and different volumes. The problem says that we have to find the items which can be fitted in to the given space of the container the number of items chosen to be fitted in to the given space should be such that the weight and the volume of the selected items should not be more than the total allowed volume and weight in the container. The care has to be taken such that the total weight and volume of the selected items should not exceed more than the allowed weight and the volume.

Q2. Elaborate the term MIS? Discuss its objectives in detail? A management information system (MIS) is a system that provides information needed to manage organizations efficiently and effectively.[1] Management information systems involve three primary resources: technology, information, and people. It's important to recognize that while all three resources are key components when studying management information systems, the most important resource is people[according to whom?]. Management information systems are regarded as a subset of the overall internal controls procedures in a business, which cover the application of people, documents, technologies, and procedures used by management accountants to solve business problems such as costing a product, service or a business-wide strategy. Management information systems are distinct from regular information systems in that they are used to analyze other information systems applied in operational activities in the organization.[2] Academically, the term is commonly used to refer to the group

of information management methods tied to the automation or support of human decision making, e.g. decision support systems, expert systems, and executive information systems. the term 'information system' is a general term for a system that facilitates access to information; however, a ' management information system' refers to integrated data sources and information systems, which meet the particular needs and requirements of planning and decision-making. In an ideal case, the major objectives of MIS are to: 1. reach an understanding of the relevant processes on the basis of the available historic information. This element forms the basis for the development of models, required for forecasting and simulation. 2. provide information on the current situation, especially for early warning purposes, for instance related to issues impacting on food security, water resources or pest and disease status. 3. forecast changes and impacts, either natural or man-made , as an element in vulnerability assessments. 4. forecast the consequences of policy decisions and measures before they are implemented in reality. This implies evaluating options for several given scenarios based on the possible results and predicted consequences, and selecting the most acceptable alternative.

Q3. What is Information? Explain its types and characteristics.

Information Systems (IS) is an academic/professional discipline bridging the business field and the well-defined computer science field that is evolving toward a new scientific area of study.[4][5][6][7] An information systems discipline therefore is supported by the theoretical foundations of information and computations such that learned scholars have unique opportunities to explore the academics of various business models as well as related algorithmic processes within a computer science discipline.[8][9][10] Typically, information systems or the more common legacy information systems include people, procedures, data, software, and hardware (by degree) that are used to gather and analyze digital information.[11][12] Specifically computer-based information systems are complementary networks of hardware/software that people and organizations use to collect, filter, process, create, & distribute data (computing).[13] Computer Information System(s) (CIS) is often a track within the computer science field studying computers and algorithmic processes, including their principles, their software & hardware designs, their applications, and their impact on society.[14][15][16] Overall, an IS discipline emphasizes functionality over design.[17]

Types of information systems

A four level pyramid model of different types of Information Systems based on the different levels of hierarchy in an organization The 'classic' view of Information systems found in the textbooks[31] of the 1980s was of a pyramid of systems that reflected the hierarchy of the organization, usually transaction processing systems at the bottom of the pyramid, followed by management information systems, decision support systems and ending with executive information systems at the top. Although the pyramid model remains useful, since it was first formulated a number of new technologies have been developed and new categories of information systems have emerged, some of which no longer fit easily into the original pyramid model. Some examples of such systems are:

data warehouses enterprise resource planning enterprise systems expert systems geographic information system global information system office automation

Characteristics of Information Systems Organise Data into information Analysis of Information to give knowledge

Make a list of as many information systems that you can think of. Think-Pair Share Types and Purposes of Information Systems

TPS: Collect, store, modify and retrieve the daily transactions of an organisation. Organisations rely heavily on these systems. Backup Sytems are important. TPS can be either batch, or Real time processing.

Decision Support Systems assist people to make decisions by providing information, models and analysis tools. A DSS can be used on a daily basis or when an organisation has to react to the unexpected or make changes. Eg: Analysis of stockmarket, buying and selling shares. Modelling of variables effecting decisions. Uses what if analogies.

Expert Systems provide information and solve problems that would otherwise require a person experienced in that field Diagnosing, monitoring, selecting, designing, predicting and training. Captures a set of knowledge that is often difficult to transfer by a series of questions. The expert parent: Do you want to go out tonight Have you cleaned your room? Have you done your homework? Are sensible people going? Have you got a way to get home? Are the persons parents going? Combining expertise from multiple experts The friend expert: Do you look good? Can you convince your parents that youre allowed to go?

Diagnosis of disease Problems in production Management Information Systems Provides basic information for an organisations managers. An MIS presents basic facts about the performance of an organisation. Some common examples of MIS output are reports on sales, stock, inventory, payroll

Office Automation Systems provide people with effective ways to complete administrative tasks in an organisation. Eg. Denbigh. Automatic letter writing, email, dtp of

Q4 Discuss the components oh Human Resource Information system?

A Human Resource Management System (HRMS) or Human Resource Information System (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. [edit] Purpose The function of Human Resources departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "Human Capital" progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the clientserver architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally-developed HRMS were limited to organizations that possessed a large amount of capital. The advent of clientserver, Application Service Provider, and Software as a Service SaaS or Human Resource Management Systems enabled increasingly higher administrative control of such systems. Currently Human Resource Management Systems encompass: 1. 2. 3. 4. Payroll Work Time Appraisal performance Benefits Administration

5. 6. 7. 8.

HR management Information system Recruiting/Learning Management # TrainingSystem Performance Record Employee Self-Service

The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems. The work time module gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features. Cost analysis and efficiency metrics are the primary functions. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement. The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to:

produce pay checks and payroll reports; maintain personnel records; pursue Talent Management.

Online recruiting has become one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization. Talent Management systems typically encompass:

analyzing personnel usage within an organization; identifying potential applicants; recruiting through company-facing listings; recruiting through online recruiting sites or publications that market to both recruiters and applicants.

The significant cost incurred in maintaining an organized recruitment effort, cross-posting within and across general or industry-specific job boards and maintaining a competitive exposure of

availabilities has given rise to the development of a dedicated Applicant Tracking System, or 'ATS', module. The training module provides a system for organizations to administer and track employee training and development efforts. The system, normally called a Learning Management System if a stand alone product, allows HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials are available to develop which skills. Courses can then be offered in date specific sessions, with delegates and training resources being mapped and managed within the same system. Sophisticated LMS allow managers to approve training, budgets and calendars alongside performance management and appraisal metrics. The Employee Self-Service module allows employees to query HR related data and perform some HR transactions over the system. Employees may query their attendance record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinates through the system without overloading the task on HR department. Many organizations have gone beyond the traditional functions and developed human resource management information systems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and security, while others integrate an outsourced Applicant Tracking System that encompasses a subset of the above.