An incremental multilinear system for human face learning and recognition

This dissertation establishes a novel system for human face learning and recognition based on incremental multilinear Principal Component Analysis (PCA). Most of the existing face recognition systems need training data during the learning process. The system as proposed in this dissertation utilizes an unsupervised or weakly supervised learning approach, in which the learning phase requires a minimal amount of training data. It also overcomes the inability of traditional systems to adapt to the testing phase as the decision process for the newly acquired images continues to rely on that same old training data set. Consequently when a new training set is to be used, the traditional approach will require that the entire eigensystem will have to be generated again. However, as a means to speed up this computational process, the proposed method uses the eigensystem generated from the old training set together with the new images to generate more effectively the new eigensystem in a so-called incremental learning process. In the empirical evaluation phase, there are two key factors that are essential in evaluating the performance of the proposed method: (1) recognition accuracy and (2) computational complexity. In order to establish the most suitable algorithm for this research, a comparative analysis of the best performing methods has been carried out first. The results of the comparative analysis advocated for the initial utilization of the multilinear PCA in our research. As for the consideration of the issue of computational complexity for the subspace update procedure, a novel incremental algorithm, which combines the traditional sequential Karhunen-Loeve (SKL) algorithm with the newly developed incremental modified fast PCA algorithm, was established. In order to utilize the multilinear PCA in the incremental process, a new unfolding method was developed to affix the newly added data at the end of the previous data. The results of the incremental process based on these two methods were obtained to bear out these new theoretical improvements. Some object tracking results using video images are also provided as another challenging task to prove the soundness of this incremental multilinear learning method.

Assessing the construct validity of a measure of learning agility

This study examined the construct validity of the Choices questionnaire that purported to support the theory of Learning Agility. Specifically, Learning Agility attempts to predict an individual's potential performance in new tasks. The construct validity will be measured by examining the convergent/discriminant validity of the Choices Questionnaire against a cognitive ability measure and two personality measures. The Choices Questionnaire did tap a construct that is unique to the cognitive ability and the personality measures, thus suggesting that this measure may have considerable value in personnel selection. This study also examined the relationship of this pew measure to job performance and job promotability. Results of this study found that the Choices Questionnaire predicted job performance and job promotability above and beyond cognitive ability and personality. Data from 107 law enforcement officers, along with two of their co-workers and a supervisor resulted in a correlation of .08 between Learning Agility and cognitive ability. Learning Agility correlated .07 with Learning Goal Orientation and. 17 with Performance Goal Orientation. Correlations with the Big Five Personality factors ranged from −.06 to. 13 with Conscientiousness and Openness to Experience, respectively. Learning Agility correlated .40 with supervisory ratings of job promotability and correlated .3 7 with supervisory ratings of overall job performance. Hierarchical regression analysis found incremental validity for Learning Agility over cognitive ability and the Big Five factors of personality for supervisory ratings of both promotability and overall job performance. A literature review was completed to integrate the Learning Agility construct into a nomological net of personnel selection research. Additionally, practical applications and future research directions are discussed. ^