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The Holland Codes or the Holland Occupational Themes (RIASEC[1]) refers to a taxonomy of interests [2] based on a theory of careers and vocational choice that was initially developed by American psychologist John L. Holland. [3][4] The Holland Codes serve as a component of the interests assessment, the Strong Interest Inventory.
John L. Holland. John Lewis Holland[1] (October 21, 1919 – November 27, 2008) was an American psychologist and Professor Emeritus of Sociology at Johns Hopkins University. [2] He was the creator of the career development model, Holland Occupational Themes, commonly known as the Holland Codes.
The Strong Interest Inventory (SII) is an interest inventory used in career assessment. [1][2] As such, career assessments may be used in career counseling. [2][3][4][5][6][7] The goal of this assessment is to give insight into a person's interests, so that they may have less difficulty in deciding on an appropriate career choice for themselves ...
Holland's schema theorem. Holland's schema theorem, also called the fundamental theorem of genetic algorithms, [1] is an inequality that results from coarse-graining an equation for evolutionary dynamics. The Schema Theorem says that short, low-order schemata with above-average fitness increase exponentially in frequency in successive generations.
Rick L. Riolo. John Henry Holland (February 2, 1929 – August 9, 2015) was an American scientist and professor of psychology and electrical engineering and computer science at the University of Michigan, Ann Arbor. He was a pioneer in what became known as genetic algorithms.
In computer science and operations research, a genetic algorithm (GA) is a metaheuristic inspired by the process of natural selection that belongs to the larger class of evolutionary algorithms (EA). Genetic algorithms are commonly used to generate high-quality solutions to optimization and search problems by relying on biologically inspired ...
A CAS is a complex, self-similar collectivity of interacting, adaptive agents. Complex Adaptive Systems are characterized by a high degree of adaptive capacity, giving them resilience in the face of perturbation. Other important properties are adaptation (or homeostasis), communication, cooperation, specialization, spatial and temporal ...
Personality–job fit theory. Personality–job fit theory is a form of organizational psychology, that postulates that an individual's personality traits will reveal insight into their adaptability within an organization. The degree of confluence between a person and the organization is expressed as their Person-Organization (P-O) fit. [1]