Federated learning (FL) is a machine learning paradigm where clients with different behaviors and preferences can learn collaboratively without compromising data privacy. Typical FL methods often rely on fixed weighting for parameter aggregation, thereby neglecting the mutual influence among clients. In practice, clients with similar preferences or backgrounds may provide more useful knowledge to each other, which can be leveraged to improve local performance. However, how to quantify such cross-client influence and how to exploit it for personalized aggregation remain underexplored. To address this gap, we propose an influence-oriented Federated learning framework which quantitatively measures Client-level and Class-level Influence to realize adaptive parameter aggregation for each client (FedC^2I for short). Our core idea is to explicitly model the inter-client influence within an FL system via the well-crafted influence vector and influence matrix. Specifically, FedC^2I incorporate influence vectors to quantify client-level influence, enables clients to selectively acquire knowledge from others, and guides the aggregation of feature representation layers. Meanwhile, the influence matrix captures class-level influence in a more fine-grained manner to achieve personalized classifier aggregation. We evaluate the performance of FedC^2I against existing federated learning methods under non-IID settings, and the results demonstrate the superiority of our method in terms of effectiveness, robustness, and interpretability.
The results indicate that software engineering work practices are chosen opportunistically, adapted and configured to provide value under the constrains imposed by the startup context.
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The possibility of inferring high-dimensional data inference in a model that consists of a prior and an auxiliary differentiable constraint given some additional information is considered, thereby allowing a range of potential applications in adapting models to new domains and tasks.
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This state-of-practice investigation was performed using a literature review followed by a multiple-case study approach and presents how inconsistency between managerial strategies and execution can lead to failure by means of a behavioral framework.
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This work investigates the possibilities of using LLMs in a resume screening setting via a document retrieval framework that simulates job candidate selection and finds that the MTEs are biased, significantly favoring White-associated names in 85% of cases and female-associated names in only 11.1% of cases.