judgment

Since nature of architecture is quite different from that of other fields of study, the criteria used for judging projects in this field continuously undergo some changes. On the other hand, because of the undeniable role of human factors in judging the projects, there is always a percentage of deviation from the standard given the interests of the judging committee. The standards of judging architecture projects can be divided into these general classes: idea, process and technical issues. The standards of judging architecture projects can be classified as such: Selection, placement, relations of function, form, volume, internal arrangement and circulation; Considering the studies, analyzing and planning the body of the project; Considering the substrate of the project and recognizing the facilities and their limits; Engineering of the project: considering the relationship between technical knowledge and designing; Using imagination, innovation and creativity when it comes to the idea of the project and the quality of developing this idea; Providence: flexibility and variability of the design in the future; Being aware of the factors affecting the formation of the design (moral, tribal, and cultural); Being practically logical and realistic, paying attention to the applicableness of the design and its compliance with the topic; Taking into account the technical principles, structural systems and machineries; Graphic (visual) and oral (introduction and defense) presentation method. Reviewing previous studies that have focused on different methods for judging student projects shows that we can divide these methods into the following classes: Evaluation by the professors (throughout the project); Group display of the works; Evaluation by the classmates; Personal evaluation; Traditional methods of judgment; Written judgment of the professors; Evaluation by the professor (regarding the completed project).

The human resource management works closely with all the employees in the organization. An HRM must allow the employees to make constructive criticism when there is a need for it. The duty of organizing the company towards achieving their set goals lies in the hands of the HRM. A Human Resource management process can best be distinct as a tool which is utilized to collect, organize, present, keep and share applied information about the human resource of an organization. To this end, this research present a Throughput model framework that describes individuals' decision-making processes in an algorithmic HRM context. The model depicts how perceptions, judgments, and the use of information affect strategy selection, identifying how diverse strategies may be supported by the employment of certain decision-making algorithmic pathways. In focusing on concerns relating to the impact and acceptance of artificial intelligence (AI) integration in HRM, this research draws insights from multidisciplinary theoretical lenses, such as Al-augmented and HRM assimilation processes, AI-mediated social exchange, and the judgment and choice literature. Results highlight the use of algorithmic ethical positions in the adoption of AI for better HRM outcomes in terms of intelligibility and accountability of AI-generated HRM decision-making, which is often underexplored in existing research.