● Evaluation Methodology
一文读懂海氏评估法薪酬设计系列分享

一文读懂海氏评估法薪酬设计系列分享海氏评估法(Hay Job Evaluation Methodology)是一种用于评价职位价值和确定薪酬等级的方法。
它由肯尼斯·海(Kenneth M. Hay)创立于1948年,目前已广泛应用于全球范围内的企业。
海氏评估法基于职位的内在要求来评价职位的相对价值,而非评估具体的个体员工。
它通过对职位各个因素进行评分,再通过加权汇总计算出职位评分,最终确定薪酬等级。
该方法以职位分析为基础,首先对职位进行分解,确定影响职位价值的各个要素,然后对这些要素进行权重分配,最终得出职位评分。
海氏评估法考虑的因素包括知识与经验、教育与技能、责任与自主权、交流与影响、困难程度和工作条件等。
每个因素都有不同的维度,通过对每个维度进行评分,再通过加权计算得出该因素的分数。
这些因素的分数将被汇总为职位总分,从而形成整个评估体系。
薪酬设计中的海氏评估法能够提供客观的评价职位价值的依据,帮助企业确定合理公正的薪酬等级。
同时,它也可以支持企业的组织设计与人力资源管理,通过评估各个职位的价值,建立职位等级结构,促进内部员工的晋升与发展。
海氏评估法的优点在于,它是一种相对可靠和公正的评估方法。
它将重点放在职位的要素上,而不是个体员工的特定技能和能力上,避免了主观偏见的影响。
同时,它可以应用于各种不同类型的职位,包括管理职位、技术职位和行政职位等。
当然,海氏评估法也存在一些限制。
首先,它基于对职位的分析和评估,需要较为复杂的过程和专业的知识。
其次,它只能提供对职位价值的估计,不能考虑个体员工的特殊情况。
最后,评估结果可能受到一些不确定因素的影响,如市场需求和企业战略变化等。
总之,海氏评估法是一种有效的薪酬设计工具,通过对职位的评估来确定薪酬等级。
它能够提供客观的职位价值评价,帮助企业建立公正合理的薪酬体系。
然而,在应用该方法时需要注意其局限性,合理评估各种因素对职位的影响,以确保评估结果的准确性和可靠性。
方法学评价

方法学评价文件(3)
• EP10-A:定量实验室方法的初步评价 核准 指南(Preliminary Evaluation of Quantitative Clinical Laboratory Methods; Approved Guideline),提供了用于分析方 法和设备操作的初步评价的实验设计和数 据分析。
三、方法选择的步骤
•1.提出要求 •2.获取资料 •3.选定候选方法 •4.候选方法的初步试验 •标准曲线的线性范围和重复性; •重复试验——精密度; •对比试验——准确度;
评价临床方法的文件
• 核准(approved),编号为A :核准文件是 修改后的最终文件。
• 提议(proposed),此类文件编号为P :“ 提议文件”的内容通常要接受广泛、细致、 全面的评论;
• 它在发展相关的标准和指南时采取了特有的一致化 过程(consensus process)。
• NCCLS的自愿一致化过程是一个建立正式标准的过 程,包括:方案的认可;建立和公开对有关文件的 评论;根据使用者的意见修改文件。
方法学评价文件(1)
• EP5-A:临床化学设备操作精密度评价 核准指南( Evaluation of Precision Performance of Clinical Chemistry Devices; Approved Guideline)。用于 临床化学设备进行精密度评价的实验设计及如何与 生产厂声明的精密度进行比较。
• 2.二级标准品(次级参考物, secondary reference material ) 包括用于 常规分析的标准液。这类标准品可由实 验室自已配制或为商品,它的示值必须 用一级标准品和参考方法并由训练有素 的,能熟练掌握参考方法的操作者确定 ;主要用于常规方法的评价或为控制物 定值和常规测定的结果计算。
海氏职位评估法岗位评估标准

海氏职位评估法岗位评估标准一、背景介绍海氏职位评估法(Hay Job Evaluation Methodology)是一种常用的岗位评估方法,旨在通过对岗位的职责、要求和特征进行评估,确定岗位的价值和等级。
本文将根据海氏职位评估法,制定岗位评估标准,以确保评估的准确性和公正性。
二、评估标准制定流程1. 收集岗位信息:收集与岗位相关的职责、要求和特征等信息,包括岗位描述、职责清单、工作流程等。
2. 确定评估因素:根据海氏职位评估法的要求,确定评估的因素,如知识与技能、责任与自主性、决策与影响等。
3. 制定评估标准:根据评估因素,制定具体的评估标准,以便对岗位进行评估和比较。
4. 评估岗位:根据评估标准,对每个岗位进行评估,将其与标准进行比较,得出岗位的等级。
5. 定期检查和更新:定期检查评估结果的准确性,并根据岗位的变化进行更新和调整。
三、评估因素和标准1. 知识与技能评估标准:- 学历要求:本科、硕士、博士等。
- 专业知识:对相关领域的知识要求程度。
- 技能要求:具备特定的技能,如沟通能力、团队合作能力等。
- 工作经验:相关工作经验的要求。
2. 责任与自主性评估标准:- 决策自主性:对工作任务的决策自主程度。
- 责任范围:对工作结果的影响范围。
- 监督与指导:对他人的监督和指导程度。
3. 决策与影响评估标准:- 决策复杂性:对决策的复杂性和难度程度。
- 影响范围:对决策结果的影响范围。
- 决策后果:对决策结果的重要性和后果。
4. 人际关系与沟通评估标准:- 内外部沟通:与内外部各方进行沟通的频率和方式。
- 合作与协调:与他人合作和协调的程度。
- 团队管理:对团队的管理和领导程度。
5. 特殊要求与工作环境评估标准:- 特殊技能要求:对特定技能或专业的要求。
- 工作环境:对工作环境的特殊要求,如需要经常出差、需要在特定环境下工作等。
四、评估结果和等级划分根据对岗位的评估,将岗位划分为不同的等级,通常使用数字或字母表示。
海氏职位评估法岗位评估标准

海氏职位评估法岗位评估标准一、引言海氏职位评估法(Hay Job Evaluation Methodology)是一种常用的岗位评估方法,旨在通过对岗位的工作内容、责任和要求进行评估,确定岗位的相对价值和薪酬水平。
本文将根据海氏职位评估法,为岗位评估提供标准格式的文本。
二、岗位描述岗位名称:XXX岗位部门:XXX部门汇报对象:XXX上级下属人数:XXX人1. 岗位概述XXX岗位是XXX部门的核心岗位之一,负责XXX工作。
该岗位的主要职责是XXX。
2. 工作职责(1)XXX工作职责:- 负责XXX工作,包括XXX、XXX等。
- XXX工作的执行和监督,确保工作按时完成。
- XXX工作的优化和改进,提高工作效率和质量。
(2)XXX工作职责:- 负责XXX工作,包括XXX、XXX等。
- XXX工作的执行和监督,确保工作按时完成。
- XXX工作的优化和改进,提高工作效率和质量。
3. 职位要求(1)学历要求:本科及以上学历,XXX专业优先。
(2)工作经验:具备XXX年以上相关工作经验。
(3)技能要求:- 熟练掌握XXX软件,具备XXX技能。
- 具备良好的沟通能力和团队合作精神。
- 具备较强的问题解决能力和抗压能力。
三、岗位评估根据海氏职位评估法,我们将对XXX岗位进行评估,并根据以下标准进行打分:1. 知识与技能(权重:30%)- 对岗位所需的专业知识和技能的要求程度。
- 对岗位所需的特定技能和经验的要求程度。
- 对岗位所需的语言能力和计算机技能的要求程度。
2. 决策自由度(权重:20%)- 岗位在工作中的决策自由度和责任程度。
- 岗位对公司业务和战略的影响程度。
3. 责任与影响(权重:25%)- 岗位对公司内外部的责任和影响程度。
- 岗位对其他员工和团队的指导和支持程度。
4. 人际关系(权重:15%)- 岗位与其他岗位的合作和协调程度。
- 岗位对内外部合作火伴的沟通和协调程度。
5. 工作条件(权重:10%)- 岗位的工作环境和工作条件。
资产评估报告 英文版

资产评估报告英文版资产评估报告英文版Asset Evaluation ReportIntroductionThis Asset Evaluation Report provides a comprehensive analysis and assessment of the assets owned by XYZ Corporation. The purpose of this report is to evaluate the current value and potential growth of the company's assets, including tangible and intangible assets, and provide insights for strategic decision-making. The information presented in this report is based on reliable data and thorough research conducted by our team of asset evaluators.1. Overview of Assets1.1 Tangible AssetsTangible assets are physical assets that have a definite monetary value. XYZ Corporation owns avariety of tangible assets, including real estate properties, manufacturing equipment, vehicles, and inventory. These assets are valued based on their market prices, depreciation, and condition. The total value of XYZ's tangible assets is estimated to be $X million.1.2 Intangible AssetsIntangible assets are non-physical assets that derive their value from intellectual or legal rights.XYZ Corporation possesses several valuable intangible assets, including patents, trademarks, copyrights, and proprietary software. These assets greatly contribute to XYZ's competitive advantage and are estimated to be valued at $X million.2. Evaluation MethodologyThe evaluation of XYZ Corporation's assets was conducted using a combination of approaches, including the cost approach, market approach, and income approach.2.1 Cost ApproachThe cost approach estimates the value of an asset based on the cost required to replace or reproduce it. For tangible assets, the evaluators considered the acquisition cost, depreciation, and market value. Intangible assets were valued based on the cost of creating similar assets from scratch. This approach ensures that the assets' value is aligned with the current market conditions and replacement costs.2.2 Market ApproachThe market approach determines the value of an asset by comparing it to similar assets in the market. Evaluators analyzed recent transactions and market trends to assess how XYZ's assets compare to others in terms of value, condition, and demand. This approach provides an objective and realistic view of theassets' worth.2.3 Income ApproachThe income approach evaluates an asset's value based on the present value of its future income generation potential. For tangible assets, evaluators considered the expected cash inflows generated through rent, sales, or leasing. Intangible assets were assessed based on royalty rates, licensing fees, and potential future revenues. This approach offers insights into the long-term value and profitability of XYZ's assets.3. Asset Evaluation Findings3.1 Tangible Asset FindingsBased on the evaluation, XYZ Corporation'stangible assets demonstrate favorable value and growth potential. The real estate properties, specifically the office buildings and manufacturing facilities, have appreciated in value due to their strategic locations and market demand. The manufacturing equipment is up-to-date and well-maintained, contributing to production efficiency. However, it is recommended to conduct regular maintenance to ensure optimum performance. The vehicles and inventory are estimated to be in good condition, sustaining their market value.3.2 Intangible Asset FindingsThe evaluation of XYZ Corporation's intangible assets reveals significant value and potential forfuture growth. The patents and trademarks providelegal protection and exclusivity for XYZ's products and services, enabling the company to maintain its innovative edge. The copyrights and proprietary software ensure the protection of XYZ's intellectual property rights. It is advised to continually update and expand the patent portfolio to strengthen market position and protect against potential infringements.4. Conclusion and RecommendationsBased on the comprehensive evaluation of XYZ Corporation's assets, it is evident that the company possesses a solid asset base contributing to its overall value and competitiveness. To maximize asset value and capitalize on growth opportunities, the following recommendations are provided:4.1 Conduct regular maintenance and upgrade of tangible assets to ensure optimal performance and maintain their market value.4.2 Continually update and expand the patent portfolio, trademarks, and copyrights to safeguard intellectual property rights and sustain a competitive advantage.4.3 Leverage intangible assets strategically by exploring licensing and partnership opportunities to generate additional revenue streams.4.4 Monitor market trends and economic indicators to identify potential asset value appreciation ordepreciation, ensuring timely decision-making.By leveraging the insights obtained from this Asset Evaluation Report, XYZ Corporation can make informed strategic decisions to optimize asset utilization, mitigate risks, and enhance its overall value proposition通过资产评估报告获得的洞见,XYZ公司可以做出明智的战略决策,以优化资产利用,降低风险,并增强其整体价值主张。
海氏职位评估法岗位评估标准

海氏职位评估法岗位评估标准一、背景介绍海氏职位评估法(Hay Job Evaluation Methodology),是由美国海氏公司开发的一种岗位评估工具。
该方法通过对岗位的工作内容、责任、要求等方面进行评估,以确定岗位的相对价值和等级,为组织提供科学的薪酬管理和人力资源决策的依据。
二、评估标准的制定1. 工作内容评估根据岗位的工作内容,包括任务、职责和目标,评估岗位所需的技能、知识和经验等要素。
评估时需考虑工作的复杂性、难度、影响力和创造性等因素。
2. 责任评估评估岗位对组织的责任程度,包括对员工、客户、公司财务和组织战略目标等的影响程度。
评估时需考虑岗位对决策制定、资源管理、风险控制和业务目标实现等方面的责任。
3. 要求评估评估岗位对员工的要求,包括工作技能、知识、经验、教育背景、沟通能力、团队合作能力等方面的要求。
评估时需考虑岗位对员工的专业知识、技能和能力的要求程度。
4. 岗位价值评估将前述评估结果进行综合分析,确定岗位的相对价值和等级。
岗位价值评估可采用海氏职位评估法的等级划分标准,将岗位分为不同等级,如管理岗位、专业岗位、技术岗位等。
三、评估流程1. 数据收集收集与岗位相关的数据,包括岗位描述、工作职责、工作目标、组织结构等。
可以通过面谈、问卷调查、工作分析等方式获取数据。
2. 评估工作内容根据收集到的数据,对岗位的工作内容进行评估。
将工作内容分解为具体的任务和职责,评估每个任务和职责的重要性、难度和影响力等因素。
3. 评估责任根据岗位的工作内容和组织的需求,评估岗位对员工、客户、公司财务和组织战略目标等方面的责任程度。
4. 评估要求根据岗位的工作内容和组织的要求,评估岗位对员工的要求,包括技能、知识、经验、教育背景、沟通能力、团队合作能力等方面的要求。
5. 综合评估将前述评估结果进行综合分析,确定岗位的相对价值和等级。
可以采用海氏职位评估法的等级划分标准,将岗位分为不同等级。
四、评估结果的应用1. 薪酬管理根据岗位的等级和价值,制定相应的薪酬水平和福利待遇,以保证薪酬公平、合理和有竞争力。
安全lec评价法
安全lec评价法【中英文版】英文文档内容:The Safe LEC Evaluation MethodologyThe Safe LEC evaluation methodology is a comprehensive approach designed to assess the level of safety and risk associated with various activities, processes, or systems.It stands for Loss Estimation, Consequence, and Likelihood Evaluation.This method is widely used in industries such as oil and gas, chemical, and nuclear to identify potential hazards and implement effective risk management strategies.The Safe LEC evaluation involves several key steps:1.Loss Estimation: This step involves identifying and quantifying the potential losses that could occur in the event of a hazardous incident.This includes assessing the potential for property damage, environmental contamination, and harm to personnel.2.Consequence Analysis: In this step, the potential consequences ofa hazardous event are assessed.This includes evaluating the severity of the potential injuries or illnesses to personnel, the extent of property damage, and the impact on the environment.3.Likelihood Evaluation: This step involves assessing the probability of a hazardous event occurring.This includes considering factors such as historical data, engineering judgments, and expert opinions.4.Risk Assessment: Once the loss estimation, consequence analysis, and likelihood evaluation are complete, the risk associated with the activity, process, or system is calculated.This is typically done using a scoring system that takes into account the severity of the potential loss, the likelihood of the event occurring, and the potential impact on public safety and the environment.5.Risk Management: Based on the risk assessment, appropriate risk management strategies are developed and implemented.This may include engineering controls, administrative controls, and personal protective equipment to minimize the risk to acceptable levels.The Safe LEC evaluation methodology is a valuable tool for identifying and managing potential hazards.By systematically assessing the potential for loss, the consequences of a hazardous event, and the likelihood of the event occurring, organizations can develop effective risk management strategies to protect personnel, property, and the environment.中文文档内容:安全LEC评价法安全LEC评价法是一种全面的评估方法,旨在评估与各种活动、过程或系统相关的安全水平和风险。
功能评估报告英文缩写
功能评估报告英文缩写Functionality Evaluation Report (FER)1. IntroductionThe Functionality Evaluation Report (FER) provides an assessment of the various functionalities of a system or software application. This report aims to analyze the effectiveness, efficiency, and performance of the system or application based on specified criteria.2. ObjectivesThe objectives of this FER are as follows:- Evaluate the system's overall functionality and usability- Identify any functionality gaps or issues that may exist- Determine the system's effectiveness in meeting user requirements- Assess the system's efficiency and performance- Recommend improvements or enhancements to enhance functionality3. MethodologyThe evaluation methodology is based on a combination of quantitative and qualitative approaches. This includes:- Analysis of system documentation and specifications- Review of system functionality through user testing and task analysis- Surveys and interviews with system users to gather feedback on functionality- Performance testing to assess the system's speed, reliability, and stability- Comparison with industry benchmarks and best practices4. Findings and AnalysisBased on the evaluation, the following findings were identified: - The system provides a comprehensive range of functionalities to meet user requirements.- User feedback indicates a high level of satisfaction with the system's functionality.- However, there are some minor functionality gaps, such as missing features and sub-optimal user interfaces.- Performance testing demonstrates that the system meets acceptable speed and reliability standards.- The system's functionality is generally efficient, with users able to complete their tasks effectively.5. RecommendationsTo enhance the system's functionality, the following recommendations are suggested:- Address the identified functionality gaps by implementing missing features and improving user interfaces.- Conduct regular user feedback sessions to gather suggestions for enhancing system functionality.- Continuously update the system to align with industry best practices and standards.- Optimize system performance by identifying and resolving any bottlenecks or performance issues.- Provide training and support to users to enhance their understanding and utilization of system functionalities.6. ConclusionIn conclusion, the Functionality Evaluation Report provides an assessment of the system's functionality, usability, and performance. The findings indicate that the system generally meets user requirements and is effective in enabling users to complete their tasks. However, there is room for improvement in terms of addressing functionality gaps and enhancing user interfaces. By implementing the recommended actions, the system's functionality can be further enhanced, leading to a more efficient and user-friendly system.。
海氏职位评估法岗位评估标准
海氏职位评估法岗位评估标准一、引言海氏职位评估法(Hay Job Evaluation Methodology)是一种常用的岗位评估方法,旨在通过对岗位的要求进行评估,确定岗位的相对价值和薪酬水平。
本文将介绍海氏职位评估法的基本原理和评估标准。
二、海氏职位评估法的基本原理海氏职位评估法基于以下三个核心原理进行评估:1. 内容:评估岗位所需的技能、知识和责任等方面的要求。
2. 责任:评估岗位对组织目标的影响和责任程度。
3. 效果:评估岗位对工作结果的影响和贡献。
三、岗位评估标准根据海氏职位评估法的原理,我们将岗位评估标准分为以下几个维度进行评估:1. 技能要求该维度评估岗位所需的专业技能、知识和经验等方面的要求。
可以考虑以下指标:- 学历要求:本科、硕士或博士学位等。
- 专业技能:具备哪些专业技能,如计算机技能、沟通技巧等。
- 工作经验:需要有多少年相关工作经验。
2. 责任要求该维度评估岗位对组织目标的影响和责任程度。
可以考虑以下指标:- 决策权:岗位是否有权做出重要决策。
- 资源管理:岗位是否负责管理预算、人员等资源。
- 目标达成:岗位是否对实现组织目标有直接影响。
3. 工作条件该维度评估岗位的工作环境和条件。
可以考虑以下指标:- 工作时间:岗位是否需要加班或需要在特定时间段工作。
- 工作压力:岗位是否需要承受较大的工作压力。
- 工作地点:岗位是否需要经常出差或在特定地点工作。
4. 团队合作该维度评估岗位与其他团队成员的合作程度。
可以考虑以下指标:- 团队规模:岗位是否需要领导或协调大型团队。
- 协作能力:岗位是否需要与其他部门或外部合作伙伴进行密切合作。
- 团队贡献:岗位对团队的贡献程度。
5. 专业发展该维度评估岗位对个人专业发展的影响。
可以考虑以下指标:- 培训机会:岗位是否提供培训和学习的机会。
- 职业晋升:岗位是否有晋升的机会和发展路径。
- 学习成长:岗位是否能够提供学习和成长的平台。
四、总结海氏职位评估法是一种有效的岗位评估方法,通过对岗位的要求进行评估,可以确定岗位的相对价值和薪酬水平。
海氏职位评估法岗位评估标准
海氏职位评估法岗位评估标准一、引言海氏职位评估法(Hay Job Evaluation Methodology)是一种常用的岗位评估方法,用于确定不同岗位之间的相对价值和工资水平。
本文将根据海氏职位评估法,为岗位评估标准提供详细说明,以确保评估的准确性和公正性。
二、评估标准1. 岗位描述岗位描述应包括岗位名称、部门、汇报关系、工作职责和要求等信息。
描述应准确反映岗位的性质和职责,以便评估者能够全面理解岗位的要求。
2. 知识和技能评估岗位所需的知识和技能,包括学历要求、专业背景、技能要求等。
评估者应根据岗位的特点和要求,对知识和技能进行评估,并给出相应的分值。
3. 经验要求评估岗位所需的工作经验要求,包括相关行业经验、管理经验等。
评估者应根据岗位的复杂性和难度,对经验要求进行评估,并给出相应的分值。
4. 决策自由度评估岗位在决策方面的自由度,包括决策的范围、影响力等。
评估者应根据岗位的决策权和责任,对决策自由度进行评估,并给出相应的分值。
5. 监督和指导评估岗位对下属的监督和指导程度,包括团队规模、管理范围等。
评估者应根据岗位的管理职责和要求,对监督和指导程度进行评估,并给出相应的分值。
6. 人际关系评估岗位所需的人际关系能力,包括与同事、上级、下属和客户的沟通和合作能力。
评估者应根据岗位的沟通和合作要求,对人际关系能力进行评估,并给出相应的分值。
7. 岗位复杂性评估岗位的复杂性,包括任务的复杂性、技术难度等。
评估者应根据岗位的复杂性和难度,对岗位复杂性进行评估,并给出相应的分值。
8. 岗位影响力评估岗位对组织和业务的影响程度,包括岗位的战略性、业务关键性等。
评估者应根据岗位的影响力和重要性,对岗位影响力进行评估,并给出相应的分值。
9. 岗位贡献评估岗位对组织目标和业绩的贡献程度,包括岗位的目标设定、业绩评估等。
评估者应根据岗位的贡献程度,对岗位贡献进行评估,并给出相应的分值。
三、评估过程1. 收集信息评估者应与岗位相关人员进行面谈,收集岗位描述、工作职责和要求等信息,以便全面了解岗位的特点和要求。
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Result of A is used to compute address of B
Window Constraints
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Limitation on the number of read misses which can be held simultaneously in the instruction window
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Why read miss clustering?
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How do we implement it?
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Row-wise Traversal
for (...j<4;j++) for (...i<4;i++) ...A[j,i]
Spatial Locality Clustering
Column-wise Traversal (Step One: Interchange)
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Irregulars
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And finally we have f!!!
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f = freg + firreg
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freg = Σm Є RLR Cm firreg= Σm Є ILR Cm x Pm
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Unroll-and-jam is applied as much as possible while maintaining that f <= lρ x ρ Step four: Re-compute f!
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New leading references and increased iteration size Leading references may become non-leading references
Resolving Window Constraints
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Inter-iteration constraints
Step Three: Unroll and Jam
for(..j+=N)
for (...i++) { ...A[j,i] ...A[j+1,i] ...... ...A[j+N-1,i] }
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Stop column-wise traversal when miss clustering resources are fully utilized
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Cache-line dependences Address dependences Window constraintsCache-line Depe Nhomakorabeadence
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Memory operation B is cache-dependent on A if
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A is a leading reference, and miss on A brings in the data of B
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Occurs when independent read misses in W/i iterations do not fill the resources for memory parallelism Unrolling inner-loop until resources are filled Exposes independent misses to instruction scheduler Instruction scheduler packs independent read miss references in loop body close to one another
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Intra-iteration window constraints
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Experiment Methodology
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Environment: Rice Simulator for ILP Multiprocessors Benchmark: Latbench and five scientific applications Evaluation:
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What about f ?
Dynamic inner-loop unrolling
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Cm = W / (iLm)
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Cm : No. of copies of m that contribute overlapped misses W : Window size i : No. of instructions in a loop body Lm:: No. of iterations which share a cache line
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Weakness
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Questions?
Benefits
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Scalar Replacement Inner-loop iteration count does not change Clustering in postlude possible
Analysis
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Locality Analysis to determine leading references and inner-loop self-spatial locality
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Uniprocessor: 11-48% Multiprocessor: 9-39%
Conclusions
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Strengths
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Good performance Interactions with software pre-fetching provides greater benefits Legality of transformations are not clear
Code Transformations to Improve Memory Parallelism
Vijay S. Pai and Sarita Adve
Presenter: Divya Kumar
Objectives
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To introduce code transformation techniques which reduce memory stall time Why read miss clustering? Why unroll-and-jam? What are the limiting factors of performance? What is the impact on application execution time?
R – no. of nodes in the inner-loop recurrence ς – no. of iterations to traverse the cycle
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Floating-point operations in the inner-most loop
Number of stages in the floating-point pipeline
Background on Floating-Point Pipelining
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Unroll-and-jam has been previously used to improve floating-point pipelining To fill the pipeline, unroll-and-jam must be applied until f >= lρ x ρ R/ς
(M. E. Wolf and M. S. Lam. A Data Locality Optimizing Algorithm. In Proc. of the Conf. on Programming Language Design and Implementation, 1991.)
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Limitations to read miss parallelism
Read Miss Clustering
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Why do we need to overlap multiple read misses?
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Read stall time are bottleneck in ILP-based processors Read miss latencies are too long to overlap with other instruction types Overlap independent read misses within a single instruction window Unroll-and-jam
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Miss Patterns
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We need miss patterns to determine which leading reference instances miss together Regular Leading References
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Arrays Different leading references miss together All others! Miss pattern is not analyzable Overall Miss rate Pm
Leading References with Innerloop self-spatial locality
Inner-Loop dependence distance
Address Dependences
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Memory operation B is address dependent on A
Mapping to Memory Parallelism
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lρ – Maximum number of simultaneous outstanding misses supported by the processor ρ=R/ζ R: Leading references in the inner-loop recurrence – ζ: Number of iterations to traverse the cycle