Jun Jiang

In modern operating systems, CPU scheduling policy selection and evaluation still rely mainly on heuristic methods, especially at the single-processor level or the abstract ready-queue level, and there is still a lack of systematic modeling and interpretable analysis for complex workload patterns. Traditional approaches are easy to implement and respond quickly in specific scenarios, but they often fail to remain stable under dynamic workloads and high-dimensional features, which can harm generalization. In this work, we build a simulation dataset that covers five typical scheduling policies, redesign a deep learning framework for scheduling policy identification, and propose the MCFCTransformer-DD model. The model extends the standard Transformer with multiscale convolution, frequency-domain augmentation, and cross-attention to capture both low-frequency and high-frequency signals, learn local and global patterns, and model multivariate dependencies. We also introduce a Dendrite Network, or DD, into scheduling policy identification and decision support for the first time, and its gated dendritic structure provides a more transparent nonlinear decision boundary that reduces the black-box nature of deep models and helps mitigate overfitting. Experiments show that MCFCTransformer-DD achieves 94.50% accuracy, a 94.65% F1 score, and an AUROC of 1.00, which indicates strong policy identification performance and strong potential for decision support.

In the era of knowledge economy, human resources are being valued by various countries and regions. The report of the 19th National Congress of the Communist Party of China pointed out that “talent is a strategic resource for realizing national rejuvenation and winning the initiative of international competition. We must adhere to the principle of the party’s management of talents, gather talents from all over the world and use them, and accelerate the construction of a strong country with talents.” College students are an important part of talents, and their employment intentions directly affect employment behavior. With the development of education in our country, the enrollment quota of most colleges and universities in the country has gradually increased, and the number of graduates has also increased. Social and economic development has different needs for different professional and technical personnel, and the employment situation in different regions is uneven. Under the increasingly complex employment environment, college students have to face greater employment pressure and compete with each other in a narrower employment field. Therefore, it is necessary to conduct better employment guidance and employment quality evaluation for college students. Based on the improved algorithm of BP network, an artificial intelligence‐based employment quality evaluation model is constructed. The design model is optimized by introducing a momentum variable factor, adjusting the learning rate and quasi‐Newton method, and training and recommending each optimization model through the training data. The experimental results show that the iterations of the gradient descent algorithm and the additional momentum optimization algorithm are far more than 1000 times. Second, the optimal validation errors of the two algorithms are large and the model performance is poor. The quasi‐Newton ring algorithm also has faster coordination speed, stronger stability, and better overall performance. The adaptive learning rate optimization algorithm is performed in these 4 algorithms. In terms of accuracy, the accuracy of the adaptive learning rate BP optimization algorithm is 76.4%, followed by the Newton algorithm and the additional momentum algorithm, and the gradient descent algorithm is the worst.