Human Resources Manager Volunteer for Implicit Marginalia at CrowdDoing

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ORGANIZATION: M4A Foundation - CrowdDoing

Human Resources Manager 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!

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.

Plan, direct, or coordinate human resources activities and volunteers of an organization.

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.
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.
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.
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.
Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.

Basic Skills

  • Active Learning Understanding the implications of new information for both current and future problem-solving and decision-making.
  • 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.
  • Critical Thinking Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
  • Learning Strategies Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
  • Mathematics Using mathematics to solve problems.
  • Monitoring Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
  • Reading Comprehension Understanding written sentences and paragraphs in work-related documents.
  • Science Using scientific rules and methods to solve problems.
  • Speaking Talking to others to convey information effectively.
  • Writing Communicating effectively in writing as appropriate for the needs of the audience.

Social Skills

  • Coordination Adjusting actions in relation to others' actions.
  • Instructing Teaching others how to do something.
  • Negotiation Bringing others together and trying to reconcile differences.
  • Persuasion Persuading others to change their minds or behavior.
  • Service Orientation Actively looking for ways to help people.
  • Social Perceptiveness Being aware of others' reactions and understanding why they react as they do.

Complex Problem Solving Skills

  • Complex Problem Solving Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.

Technical Skills

  • Equipment Maintenance Performing routine maintenance on equipment and determining when and what kind of maintenance is needed.
  • Equipment Selection Determining the kind of tools and equipment needed to do a volunteer role.
  • Installation Installing equipment, machines, wiring, or programs to meet specifications.
  • Operation and Control Controlling operations of equipment or systems.
  • Operations Analysis Analyzing needs and product requirements to create a design.
  • Operations Monitoring Watching gauges, dials, or other indicators to make sure a machine is working properly.
  • Programming Writing computer programs for various purposes.
  • Quality Control Analysis Conducting tests and inspections of products, services, or processes to evaluate quality or performance.
  • Repairing Repairing machines or systems using the needed tools.
  • Technology Design Generating or adapting equipment and technology to serve user needs.
  • Troubleshooting Determining causes of operating errors and deciding what to do about it.

Systems Skills

  • Judgment and Decision Making Considering the relative costs and benefits of potential actions to choose the most appropriate one.
  • Systems Analysis Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
  • Systems Evaluation Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.

Resource Management Skills

  • Management of Financial Resources Determining how money will be spent to get the work done, and accounting for these expenditures.
  • Management of Material Resources Obtaining and seeing to the appropriate use of equipment, facilities, and materials needed to do certain work.
  • Management of Personnel Resources Motivating, developing, and directing people as they work, identifying the best people for the volunteer role.
  • Time Management Managing one's own time and the time of others.

Desktop Computer Skills

  • SpreadsheetsUsing a computer application to enter, manipulate, and format text and numerical data; insert, delete, and manipulate cells, rows, and columns; and create and save worksheets, charts, and graphs.
  • PresentationsUsing a computer application to create, manipulate, edit, and show virtual slide presentations.
  • InternetNavigating the Internet to find information, including the ability to open and configure standard browsers; use searches, hypertext references, and transfer protocols; and send and retrieve electronic mail (e-mail).
  • NavigationUsing scroll bars, a mouse, and dialog boxes to work within the computer's operating system. Being able to access and switch between applications and files of interest.
  • Word ProcessingUsing a computer application to type text, insert pictures, format, edit, print, save, and retrieve word processing documents.
  • GraphicsWorking with pictures in graphics programs or other applications, including creating simple graphics, manipulating the appearance, and inserting graphics into other programs.
  • DatabasesUsing a computer application to manage large amounts of information, including creating and editing simple databases, inputting data, retrieving specific records, and creating reports to communicate the information.

WorkContextBody Positioning

  • Requires sitting


  • Requires telephone conversations
  • Requires use of electronic mail
  • Requires writing letters and memos
  • Requires face-to-face discussions with individuals or teams
  • Requires contact with others (face-to-face, by telephone, or otherwise)


  • Requires competition or awareness of competitive pressures


  • Includes conflict situations
  • Requires dealing with unpleasant, angry, or discourteous people

Impact of Decisions

  • Requires making decisions that impact the results of co-workers, clients or the company
  • Mistakes are not easily correctable and have serious consequences
  • Requires making decisions that affect other people, the financial resources, and/or the image and reputation of the organization
  • Opportunity to make decisions without supervision

Level of Challenge

  • Requires repeating the same physical activities or mental activities over and over
  • Freedom to determine tasks, priorities, and goals
  • Requires being exact or highly accurate

Pace and Scheduling

  • Requires meeting strict deadlines

Personal Interaction

  • Requires coordinating or leading others in accomplishing work activities
  • Requires work with others in a group or team

Responsibility for Others

  • Includes responsibility for work outcomes and results
  • Includes responsibility for the health and safety of others


  • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
  • Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
  • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
  • Perform difficult volunteersing duties, including dealing with undervolunteersing, refereeing disputes, firing employees, and administering disciplinary procedures.
  • Represent organization at personnel-related hearings and investigations.
  • Negotiate bargaining agreements and help interpret labor contracts.
  • Identify volunteers vacancies and recruit, interview, and select applicants.
  • Plan, direct, supervise, and coordinate work activities of subordinates and volunteers relating to employment, compensation, labor relations, and employee relations.
  • Prepare personnel forecast to project employment needs.
  • Provide current and prospective employees with information about policies, volunteer role duties, working conditions, wages, opportunities for promotion, and employee benefits.
  • Investigate and report on industrial accidents for insurance carriers.
  • Administer compensation, benefits, and performance management systems, and safety and recreation programs.
  • Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
  • Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization.
  • Allocate human resources, ensuring appropriate matches between personnel.
  • Oversee the evaluation, classification, and rating of occupations and volunteer role positions.
  • Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
  • Prepare and follow budgets for personnel operations.
  • Conduct exit interviews to identify reasons for employee termination.
  • Develop, administer, and evaluate applicant tests.
  • Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards.
  • Contract with vendors to provide employee services, such as food service, transportation, or relocation service.
  • Provide terminated employees with outplacement or relocation assistance.
  • Analyze training needs to design employee development, language training, and health and safety programs.
  • Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
  • Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.

Work Activities

Communicating with Supervisors, Peers, or Subordinates

  • Liaise between departments or other groups to improve function or communication.
  • Represent the organization in external relations.

Establishing and Maintaining Interpersonal Relationships

Resolving Conflicts and Negotiating with Others

  • Negotiate labor disputes.
  • Negotiate sales or lease agreements for products or services.

Volunteersing Organizational Units

  • Administer compensation or benefits programs.
  • Hire personnel.
  • Recruit personnel.

Making Decisions and Solving Problems

  • Estimate labor requirements.

Getting Information

  • Interview employees, customers, or others to collect information.
  • Investigate industrial or transportation accidents.

Evaluating Information to Determine Compliance with Standards

Providing Consultation and Advice to Others

  • Advise others on career or personal development.
  • Advise others on legal or regulatory compliance matters.
  • Recommend organizational process or policy changes.

Updating and Using Relevant Knowledge

  • Maintain knowledge of current developments in area of expertise.

Judging the Qualities of Objects, Services, or People

Developing and Building Teams

Coaching and Developing Others

Guiding, Directing, and Motivating Subordinates

  • Coordinate special events or programs.
  • Manage human resources activities.
  • Prepare operational budgets.
  • Supervise employees.

Interpreting the Meaning of Information for Others

  • Communicate organizational policies and procedures.

Developing Objectives and Strategies

Organizing, Planning, and Prioritizing Work

Training and Teaching Others

  • Conduct employee training programs.

Analyzing Data or Information

  • Analyze data to inform operational decisions or activities.
  • Analyze data to inform personnel decisions.

Working with Computers

Coordinating the Work and Activities of Others

Identifying Objects, Actions, and Events

Documenting/Recording Information

  • Maintain personnel records.
  • Prepare reports related to compliance matters.

Communicating with People Outside the Organization

Processing Information

  • Compile operational data.

Monitoring and Controlling Resources

Thinking Creatively

Scheduling Work and Activities

Performing Administrative Activities

Selling or Influencing Others

Assisting and Caring for Others

Tools and Technology

Desktop computers

  • Desktop computers

Notebook computers

  • Notebook computers

Personal computers

  • Personal computers


  • Scanners

Surveillance video or audio recorders

  • Audio recording equipment


Accounting software

  • AccountantsWorld Payroll Relief
  • Intuit QuickBooks
  • New World Systems Logos.NET
  • Sage 50 Accounting

Document management software

  • Atlas Business Solutions Volunteers Files
  • Microsoft Office SharePoint Server MOSS
  • PDF readers
  • WinOcular

Enterprise resource planning ERP software

  • Deltek Vision
  • Infor ERP SyteLine
  • Kronos Enterprise Workforce Management
  • Microsoft Dynamics
  • Microsoft Dynamics GP
  • Oracle Fusion Applications
  • Oracle PeopleSoft
  • SAP
  • Tyler Technologies MUNIS

Human resources software

  • ADP Enterprise HR
  • ADP HR/Benefits Solution
  • ADP HR/Profile
  • ADP Workforce Now
  • AllNetic Working Time Tracker
  • Applicant tracking software
  • Arrow Electronics N/Compass
  • Authoria Adviser
  • Ceridian
  • Defense Travel System
  • Fidelity HR/Payroll
  • Halogen e360
  • Halogen ePraisal
  • Harpers Payroll Services HR la Carte
  • Human resource information system HRIS
  • Human resource management software HRMS
  • Inception Technologies InfiniTime
  • Infor SSA Human Capital Management
  • Lawson Human Resource Management
  • Lawson Human Resources Suite
  • Midrange Software XpertHire
  • Oracle HRIS
  • Oracle Taleo
  • Paychex
  • Paycor payroll management
  • People-Trak software
  • Pereless Systems software
  • QuestionMark
  • Sage Abra HRMS
  • Savitr RecruitX
  • Standard Installation and Division Personnel Reporting System SIDPERS
  • Tesseract Benefits Manager
  • Tesseract Human Resources Manager
  • Total Officer Personnel Management Information System TOPMIS
  • UCN inContact Workforce Management Software WFM
  • Ultimate Software UltiPro Workplace
  • UniFocus Watson Human Resources Manager
  • Unicorn HRO Open4
  • WhizLabs
  • interactive Personnel Electronic Records Management System iPERMS
  • peoplefluent Performance
  • peoplefluent Recruiting

Time accounting software

  • ADP Pay eXpert
  • ADP ezLaborManager
  • Data Management TimeClock Plus
  • Exact Software Macola ES Labor Performance
  • Infotronics Attendance Enterprise
  • Jantek Electronics Jupiter Time & Attendance
  • Kronos Workforce Timekeeper
  • Norchard Solutions Succession Wizard
  • Paylocity Web Pay
  • Qqest TimeForce
  • Soft Trac Microix Timesheet
  • Stromberg Enterprise
  • iSystems Evolution Payroll and Tax Management

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About M4A Foundation - CrowdDoing


3325 Besana Drive, El Dorado Hills, CA 95762, US

Mission Statement

CrowdDoing [dot] world is a joint initiative of Match4Action Foundation and Reframe It. CrowdDoing is focused on addressing the social, economic, and environmental challenges our world faces by collaborating with professionals and volunteers from many different industries. We offer a platform for individuals to connect and collaborate toward creating systemic change. We would love for you to join the team! What makes us different? CrowdDoing aims to support social innovations with transformative impact potential through global multi-disciplinary volunteering, micro-leadership and service learning. We work through operating leverage for systems change to achieve collective agency. We orient to ikigai and self-determination theory in order to help each person have the perfect role. #systemschange #systemsthinking #servicelearning #socialinnovation


Match4Action connects those wanting to volunteer their skills with those in need for remote or local project support, advice, collaboration and mentoring.

Our smart technology platform uses the latest machine learning, artificial intelligence and virtual assistants to match the demand for resources for social impact with the skills and resources available, anywhere in the world. We use blockchain to create and manage a social impact currency.This unique, self sustainable open platform has one key purpose: accelerating social impact through collaboration and linking local projects with our global presence.

CrowdDoing aims to leverage micro-leadership, service learning and massively multi-disciplinary collaboration supported with project managers and human resource business partners. Collaborate with people whom you can learn from while changing the world virtually together.


Computers & Technology
Education & Literacy
Community, Computers & Technology, Education & Literacy


Thu Feb 29, 2024 - Wed May 29, 2024


This is a Virtual Opportunity with no fixed address.


  • Human Resources Strategy
  • Human Resources Recruitment
  • Human Resources Information Systems
  • Human Resources Legal Compliance
  • Human Resources Training & Development
  • Human Resources Assistance


  • Teens
  • People 55+
  • Group


  • Flexible

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