Items tagged with: training
HN Discussion: https://news.ycombinator.com/item?id=19948971
Posted by yhoneycomb (karma: 186)
Post stats: Points: 115 - Comments: 43 - 2019-05-18T18:37:52Z
#HackerNews #accelerated #aging #and #cellular #physician #stress #training
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HN Discussion: https://news.ycombinator.com/item?id=19863887
Posted by furcyd (karma: 1863)
Post stats: Points: 86 - Comments: 19 - 2019-05-08T23:20:52Z
#HackerNews #brain #eat #less #sugar #the #training
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HN Discussion: https://news.ycombinator.com/item?id=19846371
Posted by magoghm (karma: 2703)
Post stats: Points: 147 - Comments: 25 - 2019-05-07T03:51:18Z
#HackerNews #networks #neural #smarter #training
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#Amazon #Alexa #AI #training #annotation
Amazon’s Alexa isn’t just AI — thousands of humans are listening - The Verge
What the company doesn’t tell you explicitly, as highlighted by an in-depth investigation from Bloomberg published this evening, is that one of the only, and often the best, ways Alexa improves over time is by having human beings listen to recordings of your voice requests. Of course, this is all buried in product and service terms few consumers will ever read, and Amazon has often downplayed the privacy implications of having cameras and microphones in millions of homes around the globe. But concerns about how AI is trained as it becomes an ever more pervasive force in our daily lives will only continue to raise alarms, especially as most of how this technology works remains beyond closed doors and improves using methods Amazon is loathe to ever disclose.
The professionalization of e-sports has been accompanied by an increasing adherence to training aids long common in older sports.
Article word count: 1686
HN Discussion: https://news.ycombinator.com/item?id=19573390
Posted by bookofjoe (karma: 5759)
Post stats: Points: 160 - Comments: 121 - 2019-04-04T15:24:10Z
#HackerNews #embraces #e-sports #less #methods #more #pizza #traditional #training #yoga
Team Origen stretching in its training room. The team’s new devotion to preparation has paid off.CreditCreditPete Kiehart for The New York Times
COPENHAGEN — The squats and leg lifts were harder than they looked, and after a few sets, Alfonso Aguirre Rodriguez placed his hands on his knees and attempted to compose himself.
In November, Aguirre, a 24-year-old professional video game player from Spain, joined the five-man roster of Origen, a League of Legends team that competes in the game’s top European league. The players — all signed in late fall — were told at the time that the team might be run a bit differently from what they were accustomed to. Now here they were, five young men who make their living sitting almost completely still in front of desktop computers, sweating through an hourlong workout in a cramped gym.
“I think I’m going to puke my oatmeal,” said Aguirre, who is known in the gaming community as Mithy. “I’m dying.”
Some years ago, traditional sports leagues were revolutionized by young analysts wielding computers. The way things had always been done, it turned out, was not always the best way to do things. Now echoes of that transformation have arrived in the growing world of professional e-sports, where gamers are being shepherded toward a new frontier, oddly, by the old, corporeal wisdom of traditional sports.
The debate about whether competitive gamers can be considered athletes may never end. In the meantime, though, gamers are increasingly acting like them.
Origen is one of two teams owned by Rfrsh Entertainment, an e-sports company based in Copenhagen. Two years ago, the organization hired Kasper Hvidt, a former captain of Denmark’s national handball team, to be its sporting director. Hvidt, 43, had no previous exposure to gaming. But that was the point.
E-sports in recent years have crept into the mainstream, attracting new fans, new sponsors and new investment. The top professionals now make six-figure salaries and earn even more with endorsements and prize money. And yet, Hvidt observed, their approach to performance remained amateurish.
A nutritionist now helps plan the team’s meals, so players who once subsisted on fast food now eat dinners like a recent one of salmon and vegetables.CreditPete Kiehart for The New York Times
In Copenhagen, Origen’s players are required to get around by bicycle (a rule they all hated at first) and have fitness and yoga classes during the week.CreditPete Kiehart for The New York Times
Eating right, sleeping right, exercising, cleaning up for sponsors — these ideas have undergirded traditional sports for generations. In e-sports, they are regarded as almost radical.
“They don’t look at themselves as physical human beings,” said Hvidt, who won the European handball championship with Denmark in 2008.
“It’s common sense, in a way. But with them it was not.”
Rfrsh has a validating narrative under its belt. The company’s other team, Astralis, which competes internationally in the first-person shooter game Counter-Strike: Global Offensive, had gone almost a year without winning a tournament when Hvidt joined the organization in mid-2017. In 2018, the team earned $3.7 million in prize money while putting together one of the most dominant years ever by any team in any e-sports game.
And so Origen this year has set off on the same journey of athletic self-improvement. As recently as last year, the players’ typical day might have been a sedentary extravaganza of sugary energy drinks, fast food and unresolved psychic tension. Now, their days are interposed with protein smoothies, yoga mats and slow-paced breathing exercises.
The effects of those changes, the team said, have been plain to see: After starting the current season with a 1-4 record, Origen went on a tear, winning 11 of its final 13 matches, finishing the regular season in second place and securing a first-round bye for the playoffs, which began Friday.
“These are little things,” Fabian Broich, Origen’s assistant coach, said. “But they add up, and over the long term you have a more emotionally stable team and a more focused team.”
At Rfrsh, Hvidt has assembled a performance team — a physical trainer, a sports psychologist, a massage therapist, a medical doctor and a nutritionist — and constructed a lifestyle plan for the players that combines scientific research, old-school sports wisdom and simple common sense. Broich, 28, a former professional soccer player from Germany, acts as a liaison between the management team and the players, implementing the principles on the ground.
Mikkel Hjuler, a trainer who works with Danish Olympians, guides his new players through some gaming-specific exercises.CreditPete Kiehart for The New York Times
Team Astralis’s training room holds some of the trophies the team has won.CreditPete Kiehart for The New York Times
The players, who hail from five European countries and range in age from 18 to 24, live in Denmark and fly each weekend to Berlin, where the League of Legends matches are taped in front of a boisterous studio audience. In Copenhagen, they are required to get around by bicycle (a rule they all hated at first) and have fitness and yoga classes during the week. On Mondays, they meet with the team psychologist for an “empty-the-backpack” session.
Every morning, the team meets for breakfast in Broich’s apartment, a ritual designed in part to get the gamers — night owls and notoriously late risers — out of bed at a reasonable hour. Their other meals are catered with guidance from the nutritionist.
“Before, I would go to sleep at 5 a.m. and wake up at 2 p.m. the next day, eat McDonald’s two times, and that’d be it,” Patrik Jiru, 18, an Origen player from the Czech Republic, said as he ate a salmon and vegetable omelet one recent morning.
After breakfast, the players biked to the gym for a core workout and a physical therapy session.
“Last time we did this, my body was sore for three days,” Jonas Andersen, 24, an Origen player from Denmark known as Kold, said as he grabbed a medicine ball.
Mikkel Hjuler, a trainer who works with Danish Olympians, guided the team through some gaming-specific exercises. He had the players wrap their fists inside elastic bands and flex their fingers. He taught them a neck exercise favored by boxers.
The players were willing participants, but they admitted that their ambitions, from a physical standpoint, were modest.
“I’m O.K. with being chubby as long as I don’t pass out when I’m running — which, right now, I might,” Aguirre said.
The players continue to train several hours a day in front of computers, but even those sessions now borrow elements from traditional sports.
Before a recent scrimmage session at the Rfrsh headquarters, Broich distributed magnesium pills and protein bars. (He keeps vitamin D and krill oil in his arsenal, too.) Later, he blended a potpourri of nutritional supplements — moringa, matcha, maca, chlorella, açaí and a half-dozen others — into a thick protein shake.
In their meeting room, a quotation attributed to the N.B.A. coach Phil Jackson — “The strength of the team is each individual member” — was scribbled on a dry-erase board. After one practice game, the team laid out yoga mats and stretched on foam rollers.
“Before, I would go to sleep at 5 a.m. and wake up at 2 p.m. the next day, eat McDonald’s two times, and that’d be it,” Patrik Jiru said.CreditPete Kiehart for The New York Times
The trainer Signe Find instructs Team Origen’s Jonas Andersen, left, who plays as Kold, and Alfonso Aguirre Rodriguez, who plays as Mithy.CreditPete Kiehart for The New York Times
Trevor Henry, 31, a broadcast commentator for Riot Games, the company behind League of Legends, marveled at how quickly the game’s competitive landscape was professionalizing. He was happy, for instance, that some teams were reconsidering their use of gaming houses, a classic e-sports setup in which players live and train together under one roof.
“Go back just a few years: Professional players would play 10 to 11 hours every day and do takeout food every day,” Henry said. “Pizza boxes would stack up rooms. Laundry would never get done. I’ll be brutally honest: Teams didn’t wash the team shirts. They’d have the same team shirt that they’d wear 24 weeks in a year that has never seen detergent.”
This lifestyle — part monk, part fraternity brother — was not only accepted but also held up as the very reason the players were successful. But that wisdom is now being challenged, and in Europe the shift by League of Legends this year to a 10-team, franchise model (akin to American sports leagues) has encouraged organizations to make more long-term investments.
Last year, Fabien Devide, the chairman of Team Vitality, a French gaming organization, spent seven months embedded in his League of Legends team’s gaming house in Berlin. He was startled by what he saw.
“It was a madhouse,” Devide said, describing an atmosphere with an utter lack of boundaries between personal and professional life. “It can become a toxic environment very quick.”
Devide said Team Vitality planned to move its players into separate apartments later this year. Acknowledging the pioneering example of Rfrsh, he said he was formalizing plans to open a training center for his organization in Paris and hire a performance director, in the mold of Hvidt, to devise a program grounded in traditional sports ideas.
Teams now understand that championships are won and lost in the details. When Origen was assembling its squad last year, Hvidt asked potential signees to complete a personality test with hundreds of questions to make sure it was building an emotionally compatible group.
In December, the players convened for a preseason camp with one catch: no computers. Instead, the players spent several days completing trust exercises and discussing their dreams with Lars Robl, a sports psychologist who spent two decades in the Danish special forces — “the real Counter Strike,” he joked — and whose other clients include the Danish soccer club F.C. Midtjylland.
Robl’s job now is to help the gamers see themselves as elite athletes, just like the soccer players.
“They have the same DNA,” Robl said. “They’re just not aware of it yet.”
A version of this article appears in print on , on Page B7 of the New York edition with the headline: Gaming’s New Lifestyle: Less Pizza, More Yoga. Order Reprints | Today’s Paper | Subscribe
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Boeing Co said it will submit by the end of this week a training package that 73...
Article word count: 1090
HN Discussion: https://news.ycombinator.com/item?id=19518006
Posted by pseudolus (karma: 15446)
Post stats: Points: 96 - Comments: 56 - 2019-03-29T00:23:13Z
#HackerNews #737 #boeing #call #for #max #new #proposals #simulators #training
SEATTLE/NEW YORK (Reuters) - Boeing Co said it will submit by the end of this week a training package that 737 MAX pilots are required to take before a worldwide ban can be lifted, proposing as it did before two deadly crashes that those pilots do not need time on flight simulators to safely operate the aircraft.
FILE PHOTO: 737 Max aircrafts are pictured at the Boeing factory in Renton, Washington, U.S., March 27, 2019. REUTERS/Lindsey Wasson
In making that assessment, the world’s largest planemaker is doubling down on a strategy it promoted to American Airlines Group Inc and other customers years ago. Boeing told airlines their pilots could switch from the older 737NG to the new MAX without costly flight simulator training and without compromising on safety, three former Boeing employees said.
At the time billions of dollars in plane orders hung on Boeing’s ability to deliver a new plane that matched European rival Airbus SE in performance but kept changes and training for pilots converting from a previous model to a minimum. Airbus had already booked hundreds of orders for its A320neo jet, which came to market nine months ahead of Boeing.
At Boeing’s factory in Renton, Washington, managers told engineers working on the MAX, including its anti-stall system known as MCAS, their designs could not trigger Level C or D training designations from the U.S. Federal Aviation Administration, the three former Boeing employees and a senior industry executive with knowledge of MAX development told Reuters. Otherwise, pilots would have to spend time in simulators before flying the new planes. Instead pilots will need to complete a roughly 30-minute training program on a computer.
“Boeing said all along that we believe that we can design this new MAX with all the fuel efficiencies and design improvements over the NG and it will only require Level B training,” said a former Boeing test pilot with direct knowledge of the matter, referring to an earlier iteration of the 737 jetliner.
Level B training does not involve simulators.
On Wednesday, Boeing outlined a series of changes to the MCAS system. It continues to believe existing emergency protocols allow pilots to correct a runaway stabilizer, which can be caused by a MCAS failure among other things. Boeing says its new changes give pilots more authority. (Graphic: Understanding controls on the Boeing 737 MAX, click tmsnrt.rs/2OjLSAt)
SYSTEM UNDER SCRUTINY
The amount and quality of training that Boeing and airlines provided to 737 MAX pilots is one of the issues as investigators around the world try to determine the causes of two 737 MAX crashes within five months that claimed 346 lives. All 737 MAX airliners are grounded until regulators around the world approve the new software and training protocols.
The U.S. Department of Justice is investigating Boeing’s development process and what Boeing disclosed about MCAS.
A Boeing spokeswoman said the company followed industry standards and conducted thorough safety analyses in designing the MAX flight controls and other systems.
“The design and certification of the MCAS flight control law adhered to these processes and assumptions,” she said.
The decisions to avoid simulator training had their roots in the company’s decision under intense pressure from the aircraft market over a weekend in 2011 to change strategy and outfit an upgraded 737 with more efficient engines similar to those on the new Airbus, rather than build an all-new design.
The new 737 MAX engines had to be mounted further forward on the wing, raising the risk that the plane’s nose would tilt up, threatening a stall in some situations.
MCAS was designed to automatically and powerfully push the nose down if data from an “angle of attack” sensor mounted near the front of the plane showed risk of a stall.
Former Boeing engineers who worked on MCAS said there was no pressure to compromise safety. After analyzing solutions for MCAS, Boeing’s engineers chose a simpler design for solving the jet’s pitch-up tendency, according to the three former Boeing employees and an industry executive with knowledge of the decision.
“It wasn’t necessarily the simplest way to get around the regulations,” said Mike Renzelmann, a former Boeing engineer who worked on flight controls on the 737 MAX. “It was the safest way to get around the regulations.”
MCAS was just one of many so-called control laws on the 737 MAX, a few lines of code embedded into the flight control system.
“It’s always a balance between complexity and availability of the function. The more complex you make something, the more likely it is to be unavailable when you need it,” a Boeing official said.
LAST LINE OF DEFENSE Boeing rated MCAS a “hazardous” risk, an FAA term that means multiple deaths could result if the system failed, the Boeing official said. That is a step below “catastrophic,” which could cause loss of the plane and death of all on board.
Boeing’s rationale was that trained pilots would know how to respond if MCAS failed, the official said. Long-established procedures for runaway stabilizer trim would prompt pilots to shut down MCAS, whether they knew it existed or not.
Under FAA rules, hazardous risks are allowed to happen more frequently than catastrophic ones.
One industry source familiar with plane certification said he was “astonished” that Boeing was able to gain FAA approval for the MCAS system with one angle of attack sensor and pilots as backup.
“In reality, no single device is that robust and reliable which is why there needs to be mitigations,” he said.
FILE PHOTO: An aerial photo shows Boeing 737 MAX airplanes parked on the tarmac at the Boeing Factory in Renton, Washington, U.S. March 21, 2019. REUTERS/Lindsey Wasson/File Photo/File Photo
On Wednesday, Boeing said the MCAS system would now rely on two sensors.
During nine to 12 months of MAX flight testing, test pilots injected errors into the flight system that tested stall conditions and runaway stabilizer, among other scenarios, the people said. But no one was aware of a specific test of an MCAS failure mode triggered by erroneous sensor data.
“The problem with these two accidents is that there were failure modes that people didn’t analyze properly or consider they could happen that way,” according to an FAA official with direct knowledge of the 737 MAX certification.
Reporting by Eric M. Johnson in Seattle and Allison Lampert and Alwyn Scott in New York; Additional reporting by Tim Hepher in Paris, Tracy Rucinski in Chicago, David Shepardson in Washington and Jamie Freed in Singapore; Editing by Joe White and Lisa Shumaker
Our Standards:The Thomson Reuters Trust Principles.
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tl;dr Humility is an important quality in technical interviewers. Our data shows that interviewers who are strongly confident in their own abilities give less consistent interview scores. Interviewers…
Article word count: 1121
HN Discussion: https://news.ycombinator.com/item?id=19079140
Posted by ammon (karma: 846)
Post stats: Points: 141 - Comments: 45 - 2019-02-04T18:32:10Z
\#HackerNews #exercise #for #humility #interviewers #technical #training
tl;dr Humility is an important quality in technical interviewers. Our data shows that interviewers who are strongly confident in their own abilities give less consistent interview scores. Interviewers who are aware of their own weaknesses (and of how noisy interviews can be) in contrast, give more consistent scores. Weʼve developed an exercise to help train interviewers in this area.
Programming interviews are noisy. Two interviewers judging the same candidate will often reach decidedly different conclusions about the candidateʼs skill, even in the same specific area. This noise is a significant obstacle to interview accuracy. Reducing this noise is one of the primary goals when training technical interviewers.
We train a lot of interviewers at Triplebyte. We employ a team of 40 experienced engineers to conduct interviews with candidates as they go through our platform. When we train new members of this team, we focus on several things. We make sure that interviewers are strong and up-to-date in the areas they will be measuring (itʼs surprisingly hard, sometimes, to distinguish a candidate who gives an unusual answer because they are an expert in an area from someone who gives an unusual answer because they donʼt know what they are talking about). We make sure that interviewers have clear guidelines for what skills they are assessing (this is the best defense against pattern matching bias in interviewers). However, I now think itʼs equally important to train interviewers in humility ^.
Lack of recognition of your own weaknesses is a major source of interview noise. This is true because overconfident interviewers judge candidates too harshly. The field of software engineering is broad enough that no single engineer can master it all. However, we all convince ourselves that the areas that we have mastered are the most important. And we donʼt fully respect another engineer if they are weak in an area where we are strong (even if they are very strong in other areas). In interviews, this manifests as a bias against candidates whose technical strengths are dissimilar to those of their interviewers. We measure this at Triplebyte by having multiple interviewers observe and grade the same interview. The effect persists even when interviewers grade areas unrelated to their own strength, and even when they use structured grading rubrics. Interviewers just give lower scores to candidates who are not like them. This is noise. It makes interviews less accurate, and we need to reduce it.
The solution, weʼve found, is to train interviewers in humility. Interviewers who are aware of their own weaknesses (and aware of how noisy interviews can be) are less influenced by areas other than the ones they are supposed to be evaluating, and give more consistent scores.
An Exercise to Build Humility
So, how can you train interviewers to be humble? How can you make yourself more humble? The answer, I think, is to experience what a candidate goes through. Interviewing for a job is humbling. You get grilled. You have to remember things youʼve not thought about in years. Smart people point out embarrassing flaws in your logic and code. You never know quite as much as you thought you did. And almost everyone fails a good percentage of their interviews.
Weʼve developed an exercise that we use to let our interviewers experience being a candidate. At first we tried simply asking interviewers to interview each other. This did not work, however, because they were not able to give honest feedback. If you interviewed your co-worker and ended up thinking that they were kind of bad, would you tell them this honestly? Most people in this situation donʼt. To get around this, we developed the following exercise ^:
\* Pair up with a co-worker, and have them ask you some of their favorite interview questions. \* Tell them in advance that you are going to intentionally answer some of the questions poorly (role-playing answers that a weak candidate might give). \* Then, as the interview progresses, do exactly this. About half the time give your best answer. The other half of the time give an intentionally poor answer. \* After the interview is over, ask your co-worker to critique your answers.
What this does is free your co-worker to be 100% honest. They donʼt know which parts of the interview were really you trying to perform well. Moreover, they are on the hook to notice the bad answers you gave. If you gave an intentionally poor answer and they donʼt “catch” it, they look a little bad. So, they will give an honest, detailed account of their perceptions.
Be careful with this exercise! Iʼve done this a bunch, and itʼs deeply humbling. It almost always results in someone you respect pointing out things youʼre bad at. And it has some potential to create conflict. I think it should probably only be done inside teams with a good degree of internal trust (the danger is convincing team members that other team members are not very good). But the result is powerful. It highlights clearly both the extent to which strong engineers are weak in certain areas, and the extent to which interviewers jump to conclusions about what a candidate means. I think everyone who conducts interviewers should put themselves through this exercise.
Itʼs important for technical interviewers to be humble. This creates a better experience for the candidate, and it also makes interviews more accurate. The best interviewers are aware of their own limitations, and have a healthy appreciation of how capricious the process can be. To get better at these things, interviewers need to spend more time as candidates, being interviewed themselves. Itʼs hard to create this experience among co-workers, but weʼve come up with a (dangerous!) exercise that does a pretty good job.
Iʼd love it if people tried this exercise more broadly. I think it might be something that should become standard for interview teams at most companies. If you give it a try, email me at firstname.lastname@example.org and let me know how it went.
^ Iʼve interviewed over 1000 people since starting Triplebyte. Some of the them probably donʼt feel that I was humble when I spoke with them. All I can say to this is... Iʼm sorry if I did a bad job interviewing you. Everything I write about here I apply to myself.↩
^ This exercise actually just started as me trying to hire for our interview team. Part of the evaluation process that I used was asking candidates to interview me (it got really meta). To make these interviews more interesting, I gave a mix of (my attempt at) good and bad answers, and I noticed how illuminating their feedback was, and how this got them to give honest feedback on my “good” answers.↩
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