Human Resource Business Partner Volunteer for Implicit Marginalia at CrowdDoing

Human Resource Business Partner Volunteer for Implicit Marginalia at CrowdDoing

Implicit Marginalia is an approach to the future of reading that was invented and developed by Reframe It (relevant patents issued to Reframe It as US2011/0252052A1 & US7801951 B2). It is an automated, patented method for annotating any given sentence, phrase or passage in a text with comments made about that sentence, phrase or passage in a vast body of later literature (over any specified period of time), prioritized according to the user’s preferences. Every time a sentence, phrase or passage from a particular text is quoted or cited in a later text, a clip from the later text is turned into a comment inserted in the earlier text immediately next to the passage being quoted or cited. The commentaries generated by Implicit Marginalia reveal what various communities of readers have taken from any given sentence, phrase or passage over time, the uses they have made of it, and the implications they have drawn. Whenever the reader chooses to pause and ponder the meanings or resonances of any sentence, phrase or passage he or she has just read, commentary reflecting how others have interpreted or used that sentence, phrase or passage will be immediately at hand, in the book’s margin.

The result is more than a fundamentally different way to read: it is also a fundamentally different way to monetize hundreds of titles in a publisher’s backlist. Reframe It’s patented method for culling Implicit Marginalia from both proprietary and public-domain works would allow a publisher to reissue new electronic editions of all of the titles on their backlist that have elicited substantial commentary over time.

The new electronic editions, annotated with as many as tens of thousands of paragraphs from tens of thousands of other books, would be sought after by students, teachers, and anyone deeply engaged by the text. Consider that most annotated editions today bring a handful of texts into the conversation on any given page. Implicit Marginalia would allow any given sentence, phrase or passage in the book to be informed by hundreds of sources in which it was cited, quoted or discussed. The density of critical commentary available to the reader would be of an order of magnitude unheard of in current annotated editions. (Of course, the reader would not need to be distracted by any commentary at all, if he or she chose not to be: Implicit Marginalia attached to a sentence, phrase or passage would appear only when summoned by the reader.) Interestingly, all the data needed to mine large numbers of Implicit Marginalia comments already exists based on the architecture of norms of quotation, description, footnotes, and end notes.

Automated mechanisms to gather and prioritize the marginalia can be developed (sorting comments by their date, by the kinds of publications in which they appeared, etc.) along with crowdsourced mechanisms for social prioritization, and curated methods that prioritize comments from well-known respected sources and experts.

Implicit marginalia

PHysical marginalia- handwritten

Implicit marginalia- which is context drawn from later texts in the earlier text

2012-2013- Implicit Marginalia prototype/mini pilot as ultimate magnification engine

Paused when King Lear Super Annotated edition got on track to 16,000 pages.

Zero global market for 16,000 page edition of king lear we were informed.

Implicit Marginalia Salience Engine- rather than book from hundreds of years ago becoming 16,000 pages, what if we filter the annotations in the 16,000 pages for those that make a case that is buried today.

Bring Adam Smith Social Enterprise Edition, Adam Smith Climate Change edition, Adam Smith Impact Investors edition, etc. to life. Wealth of Nations and Theory on Moral Sentiments are anchor points. All dialogue since can filtered for whether they relate to the thesis that Adam Smith was the opposite of Milton Friedman version of economics. Ie the interest of stakeholders is of integral concern from the designer of what we’ve referred to as capitalism. We can take a big history perspective and elevate to salience this buried narrative. Adam Smith can be re-read in this way, we can change the narrative of Adam Smith, and increase and accelerate the embrace of social enterprise, impact investing, and systems change compatible points of view on capitalism.

Rescue Adam Smith from shareholder capitalism to reclaim Adam Smith for stakeholder capitalism via Implicit Marginalia!

Implicit marginalia is taking a later text that quotes an earlier text and annotating the earlier text. We aim to use this to build an addition of Adam Smith’s classic works Wealth of Nations and Theory on Moral Sentiments based on social impact themes that show up in each to show if or if not Adam Smith was for social entrepreneurship, social impact, social innovation, and impact investing rather than Milton Friedman’s limitless capitalism.

Any time Adam Smith gets quoted, we can identify the part of Adam Smith that quote applies to and connect implicit marginalia to it- the later text that quotes and cites Adam Smith. We will end up with an annotated edition of Adam Smith’s works based only on the impact theme relevant annotations. Identifying all the texts on the web and in books and in scholarly articles that quote and cite Adam Smith can begin with web crawling, data mining and other techniques. CrowdDoing is collaborating on this initiative. CrowdDoing is a joint initaitive of Match4Action Foundation and Reframe It.

"Workers destroy their own human capital. Smith notes that workers who are paid for piece-work labor harder than those who work for a salary. Incentives matter. But Smith goes on:

Workmen, on the contrary, when they are liberally paid by the piece, are very apt to over-work themselves, and to ruin their health and constitution in a few years. A carpenter in London, and in some other places, is not supposed to last in his utmost vigour above eight years. Something of the same kind happens in many other trades, in which the workmen are paid by the piece....

The solution is an imposed limit on overall pay or work hours: [quote from Smith begins] "

[W]hen soldiers have been employed in some particular sorts of work, and liberally paid by the piece, their officers have frequently been obliged to stipulate with the undertaker, that they should not be allowed to earn above a certain sum every day, according to the rate at which they were paid. Till this stipulation was made, mutual emulation and the desire of greater gain, frequently prompted them to over-work themselves, and to hurt their health by excessive labour... If masters would always listen to the dictates of reason and humanity, they have frequently occasion rather to moderate, than to animate the application of many of their workmen. It will be found, I believe, in every sort of trade, that the man who works so moderately, as to be able to work constantly, not only preserves his health the longest, but, in the course of the year, executes the greatest quantity of work (Wealth of Nations, I.viii, p. 100 in Liberty Fund edition, emphasis added)."

Quote above is from Smith. Quote below is from commentator:

In the passages above, Smith argues that a) incentives matter; and b) that workers are irrational and don't understand their own interests. If they did, they would moderate their efforts so as to produce over the course of a year and preserve their mental and physical health. A caring and wise employer has more time to study these matters and should moderate work efforts!

https://economicsandethics.typepad.com/economics-and-ethics/adam-smith/page/8/

Application: A New Kind of Study Guide

This methodology has important implications for books central to the humanities and social sciences given its potential to illuminate any text that is used in a range of different contexts. For the study-aid market this can turn classic texts into digital contextual textbooks.

Application: Book Advertising and Sales

Implicit Marginalia can also directly drive book sales. Some readers might be interested in purchasing the books from which the Implicit Marginalia in the book at hand are culled. Many of the Implicit Marginalia comments can end with affiliate links to booksellers offering to sell the book from which that comment was drawn. Since a single electronic edition might quote from 10,000 later books, and perhaps 1000 of those comments would be attached to bookseller affiliate links, the potential revenue sources could add up. (Partnering with a publisher could create further opportunities for contextual advertising inside of books based on links to buy other books in the publisher's backlist that have quoted the book being read.)

Application: Knowledge Management and Education

The Implicit Marginalia product will sit within a suite of other annotation functionality allowing for professional-grade contextual user-generated content. Readers can highlight text and add their own annotations, sharing these annotations privately with individuals they select or publicly for the world. Readers can earn reputation based on the way other readers have reacted to their comments and commented on the passage.

Implicit Marginalia lets readers observe ongoing professional or educational conversations about a particular document at a highly granular, sentence-by-sentence level.

As a Human Resource Business Partner Volunteer at

CrowdDoing.World, there are a number of key responsibilities:

• Prepare or maintain volunteer records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
• Review volunteer applications and volunteer requests to match applicants with volunteer requirements.
• Inform volunteer applicants of details such as duties and responsibilities, the fact that roles for volunteers are not financially compensated, intrinsic benefits (see below), schedules, working conditions, or promotion opportunities.
• Select qualified volunteer applicants or refer them to managers, making hiring recommendations when appropriate.
• Schedule or conduct new volunteer orientations.
• Maintain and update human resources documents, such as organizational charts, volunteer handbooks or directories, or learning and development support forms.
• Confer with management to develop or implement personnel policies or procedures.
• Contact volunteer applicants to inform them of the status of their applications.
• Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
• Interview volunteer applicants to obtain information on work history, training, education, or volunteer skills.
• Perform searches for qualified volunteer candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, volunteer fairs, recruiting firms, or employee referrals.
• Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
• Analyze volunteer-related data and prepare required reports.
• Advise management on organizing, preparing, or implementing recruiting or retention programs.
• Develop or implement recruiting strategies to meet current or anticipated staffing needs.
• Conduct reference or background checks on volunteer applicants for leadership roles.
• Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.
• Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
• Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.

Knowledge-

• Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
• Administrative - Knowledge of administrative and office procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and workplace terminology.
• Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
• English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
• Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
• Law and Government - Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
• Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.

Skills

• Speaking - Talking to others to convey information effectively.
• Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
• Reading Comprehension - Understanding written sentences and paragraphs in work-related documents.
• Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
• Writing - Communicating effectively in writing as appropriate for the needs of the audience.
• Service Orientation - Actively looking for ways to help people.
• Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.
• Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making.
• Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
• Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
• Instructing - Teaching others how to do something.
• Coordination - Adjusting actions in relation to others' actions.
• Learning Strategies - Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
• Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
• Negotiation - Bringing others together and trying to reconcile differences.
• Time Management - Managing one's own time and the time of others.

Abilities-

• Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
• Oral Expression - The ability to communicate information and ideas in speaking so others will understand.
• Written Comprehension - The ability to read and understand information and ideas presented in writing.
• Deductive Reasoning - The ability to apply general rules to specific problems to produce answers that make sense.
• Problem Sensitivity - The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing that there is a problem.
• Speech Clarity - The ability to speak clearly so others can understand you.
• Speech Recognition - The ability to identify and understand the speech of another person.
• Written Expression - The ability to communicate information and ideas in writing so others will understand.
• Near Vision - The ability to see details at close range (within a few feet of the observer).
• Inductive Reasoning - The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
• Information Ordering - The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).
• Category Flexibility - The ability to generate or use different sets of rules for combining or grouping things in different ways.

• Explain regulations, policies, or procedures.
• Administer personnel recruitment or hiring activities.
• Update knowledge of legal or regulatory environments.
• Administer compensation or benefits programs.
• Perform human resources activities.
• Evaluate personnel practices to ensure adherence to regulations.
• Maintain data in information systems or databases.
• Verify application data to determine program eligibility.
• Coordinate personnel recruitment activities.
• Develop training materials.
• Train personnel to enhance volunteer skills.
• Review license or permit applications.
• Discuss business strategies, practices, or policies with managers.
• Advise others on business or operational matters.
• Inform individuals or organizations of status or findings.
• Conduct eligibility or selection interviews.
• Train personnel on managerial topics.
• Evaluate effectiveness of personnel policies or practices.
• Prepare operational reports.
• Advise others on human resources topics.

• Enterprising - Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
• Conventional - Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
• Social - Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.\

• Integrity - Volunteer role requires being honest and ethical.
• Cooperation - Volunteer role requires being pleasant with others on the volunteer and displaying a good-natured, cooperative attitude.
• Attention to Detail - Volunteer role requires being careful about detail and thorough in completing work tasks.
• Self-Control - Volunteer role requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
• Dependability - Volunteer role requires being reliable, responsible, and dependable, and fulfilling obligations.
• Adaptability/Flexibility - Volunteer role requires being open to change (positive or negative) and to considerable variety in the workplace.
• Stress Tolerance - Volunteer role requires accepting criticism and dealing calmly and effectively with high-stress situations.
• Concern for Others - Volunteer role requires being sensitive to others' needs and feelings and being understanding and helpful on the Volunteer role.
• Independence - Volunteer role requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done.
• Social Orientation -Volunteer role requires preferring to work with others rather than alone, and being personally connected with others on the Volunteer role .
• Analytical Thinking -Volunteer role requires analyzing information and using logic to address work-related issues and problems.
• Leadership -Volunteer role requires a willingness to lead, take charge, and offer opinions and direction.
• Initiative -Volunteer role requires a willingness to take on responsibilities and challenges.
• Persistence -Volunteer role requires persistence in the face of obstacles.
• Innovation -Volunteer role requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.
• Achievement/Effort -Volunteer role requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.