借助知识图谱和Llama-Index实现基于大模型的RAG

背景

幻觉是在处理大型语言模型（LLMs）时常见的问题。LLMs生成流畅连贯的文本，但经常产生禁绝确或不一致的信息。防止LLMs中出现幻觉的一种方法是使用外部知识源，如提供事实信息的数据库或知识图谱。
矢量数据库和知识图谱使用不同的方法来存储和表现数据。矢量数据库适合基于相似性的操作，知识图谱旨在捕捉和分析复杂的关系和依赖关系。
对于LLM中的幻觉问题，知识图谱是一个比向量数据库更好的办理方案。知识图谱为LLM提供了更正确、相干、多样化、有趣、逻辑和一致的信息。因此，使用知识图谱可以减少LLM中的幻觉，使其在生成正确和真实的文本时更加可靠。但关键是文档需要清楚地展示关系，否则知识图谱将无法捕捉到它。
向量数据库

向量数据库是一组高维向量的聚集，用于表现实体或概念，例如单词、短语或文档。向量数据库可以根据实体或概念的向量表现来度量它们之间的相似性或关联性。
举个例子，向量数据库可以告诉你“巴黎”和“法国”比“巴黎”和“德国”更相干，基于它们的向量距离。
知识图谱

知识图谱是一组节点和边，用于表现实体或概念以及它们之间的关系，例如事实、属性或类别。知识图谱可以根据节点和边的属性来查询或推断不同实体或概念的事实信息。
举个例子，知识图谱可以告诉你“巴黎”是“法国”的首都，基于它们的边标签。
知识图谱组件

顶点/节点：表现知识范畴中的实体或对象。每个节点对应一个唯一的实体，并由唯一的标识符举行标识。例如，在关于Chennai Kings的知识图谱中，节点可以具有诸如“Philadelphia Phillies”和“Major League Cricket”如许的值。
边：表现两个节点之间的关系。例如，一条“compete in”的边可以将“Chennai Kings”节点连接到“Major League Cricket”节点。
知识图谱中的基本数据单元

三元组是图中的基本数据单元。它由三个部分组成：
主语：三元组所关于的节点。
宾语：关系指向的节点。
谓语：主语和宾语之间的关系。
在以下三元组示例中，“Chennai Kings”是主语，“compete in”是谓语，“Major League Cricket”是宾语。
   (Chennai Kings) — [compete in]->(Major League Cricket)  知识图谱数据库可以通过存储三元组来高效地存储和查询复杂的图数据。
查询图数据库

查询涉及遍历图结构并根据特定尺度检索节点、关系或模式。下面是一个简朴的示例，展示了如何查询图数据库：假设你有一个代表社交网络的图数据库，其中用户是节点，而它们的关系（例如友谊）由连接节点的边表现。你想要找到给定用户的朋友圈（共同的连接）。

• 从参考用户开始：在图数据库中，通过查询特定的用户标识符或其他相干尺度来识别代表参考用户的节点。
  
• 遍历图：使用图形查询语言（如Neo4j中使用的Cypher或Gremlin）从参考用户节点遍历图。编写一个查询，指定要探索的模式或关系。在这种情况下，您想要找到朋友的朋友。示例Cypher查询：MATCH (:User {userId: ‘referenceUser’})-[:FRIEND]->()-[:FRIEND]->(fof:User) RETURN fof这个查询从参考用户开始，沿着FRIEND关系找到另一个节点（朋友），然后再沿着另一个FRIEND关系找到朋友的朋友（fof）。
  
• 检索结果：在图数据库上执行查询，根据查询模式检索出相应的节点（朋友的朋友）。如果需要，还可以获取检索到的节点的特定属性或附加信息。
  
• 呈现结果：将检索到的朋友的朋友表现给用户或按照需求进一步处理数据。这些信息可以用于发起、网络分析或其他相干目的。
  

图数据库提供了更高级查询功能，包括过滤、聚合和复杂模式匹配。具体的查询语言和语法可能有所不同，但总体过程涉及遍历图结构以检索与所需条件匹配的节点和关系。
查询向量数据库

通常涉及搜索相似向量或根据特定条件检索向量。以下是查询向量数据库的简朴示例：假设你有一个包罗客户设置文件的向量数据库，这些设置文件表现为高维向量，你想找到与给定参考客户相似的客户。

• 界说参考客户向量：起首，为参考客户界说一个向量表现。这可以通过提取相干特性或属性并将它们转换为向量格式来完成。
  
• 执行相似性搜索：使用符合的算法，如k-最近邻（k-NN）或余弦相似度，在向量数据库中执行相似性搜索。该算法将根据相似性分数识别参考客户向量的最近邻人。
  
• 检索相似客户：检索与上一步中识别的最近邻人向量对应的客户设置文件。这些设置文件将根据界说的相似性度量表现与参考客户相似的客户。
  
• 呈现结果：末了，将检索到的客户设置文件或相干信息呈现给用户，例如表现他们的名字、生齿统计信息或购买历史。此信息可用于推荐、定向营销运动或个性化体验。
  

知识图谱的上风

相比于向量数据库，知识图谱提供了更精确和具体信息。向量数据库表现两个实体或概念之间的相似性或关联性，而知识图谱能够更好地理解它们之间的关系。例如，知识图谱可以告诉你“埃菲尔铁塔”是“巴黎”的地标，而向量数据库只能表现这两个概念的相似程度。这可以资助LLM生成更正确和相干的文本。
知识图谱支持比向量数据库更多样化和复杂的查询。向量数据库主要基于向量距离、相似度或最近邻来回答问题，这些仅限于直接相似度测量。相比之下，知识图谱可以处理基于逻辑运算符（如“具有属性Z的所有实体是什么？”或“W和V的共同类别是什么？”）的查询。这可以资助LLM生成更多样化和有趣的文本。
知识图谱比向量数据库能够举行更多的推理和推断。向量数据库只能提供直接存储在数据库中的信息。相比之下，知识图谱可以从实体或概念之间的关系推导出间接信息。例如，知识图谱可以根据“巴黎是法国的首都”和“法国位于欧洲”的事实推断出“埃菲尔铁塔位于欧洲”。这可以资助LLM生成更符合逻辑和一致的文本。
LlamaIndex

LlamaIndex是一个编排框架，用于简化将私有数据与公共数据集成以构建使用大型语言模型（LLMs）的应用程序。它提供了数据摄取、索引和查询的工具，使其成为生成式AI需求的一种多功能办理方案。
嵌入模型

嵌入模型需要将文本转换为所提供文本的信息的数字表现形式。该表现形式捕捉了所嵌入内容的语义寄义，使其实用于许多行业应用。在这里，我们使用了“thenlper/gte-large”模型。
LLM

大型语言模型需要根据提供的问题和上下文生成相应。在这里，我们使用了Zephyr 7B beta模型。
代码实现

1、安装所有依赖库

1. pip install llama_index pyvis Ipython langchain pypdf

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2、设置日记

1. import logging
2. import sys
3. #
4. logging.basicConfig(stream=sys.stdout, level=logging.INFO)
5. logging.getLogger().addHandler(logging.StreamHandler(stream=sys.stdout))

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3、导包

1. from llama_index import (SimpleDirectoryReader,
2.                          LLMPredictor,
3.                          ServiceContext,
4.                          KnowledgeGraphIndex)
5. #
6. from llama_index.graph_stores import SimpleGraphStore
7. from llama_index.storage.storage_context import StorageContext
8. from llama_index.llms import HuggingFaceInferenceAPI
9. from langchain.embeddings import HuggingFaceInferenceAPIEmbeddings
10. from llama_index.embeddings import LangchainEmbedding
11. from pyvis.network import Network

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  SimpleDirectoryReader：用于读取非结构化数据。  
LLMPredictor：用于使用大型语言模型（LLM）生成预测。  
ServiceContext：提供和谐各种服务所需的上下文数据。  
KnowledgeGraphIndex：用于构建和操作知识图谱。  
SimpleGraphStore：用作存储图数据的简朴仓库。  
HuggingFaceInferenceAPI：用于利用开源LLM的模块。  4、引入LLM

1. HF_TOKEN = "Your Huggaingface api key "
2. llm = HuggingFaceInferenceAPI(
3.     model_name="HuggingFaceH4/zephyr-7b-beta", token=HF_TOKEN
4. )

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5、引入embedding

1. embed_model = LangchainEmbedding(
2.   HuggingFaceInferenceAPIEmbeddings(api_key=HF_TOKEN,model_name="thenlper/gte-large")
3. )

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6、装载数据

1. documents = SimpleDirectoryReader("/content/Documents").load_data()
2. print(len(documents))

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7、构建知识图谱索引

1. #setup the service context
3. service_context = ServiceContext.from_defaults(
4.     chunk_size=256,
5.     llm=llm,
6.     embed_model=embed_model
7. )
9. #setup the storage context
11. graph_store = SimpleGraphStore()
12. storage_context = StorageContext.from_defaults(graph_store=graph_store)
14. #Construct the Knowlege Graph Undex
15. index = KnowledgeGraphIndex.from_documents( documents=documents,
16.                                            max_triplets_per_chunk=3,
17.                                            service_context=service_context,
18.                                            storage_context=storage_context,
19.                                           include_embeddings=True)

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8、从文档中创建知识图谱

1. Text: page_label: 2
2. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
4. What is an ESOP?
5. Triplets:
6. (page_label, is, 2)
7. (ESOP, is, What is an ESOP?)
8. ---------------------
9. Text: page_label: 3
10. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
12. Why Offer an ESOP?
13. Triplets:
14. (page_label, is, 3)
15. (ESOP, is, Why Offer an ESOP?)
16. ---------------------
17. Text: page_label: 4
18. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-P
19. (page_label, is, part of)
20. (page_label, is, Table of Contents)
21. (file_path, is, path of)
22. (file_path, is, /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf)
23. (ESOP, is, part of)
24. (ESOP, is, Intro to Options Plans)
25. (Option, is, part of)
26. (Option, is, Intro to Options Plans)
27. (Lifecycle of a Startup ESOP, is, part of)
28. (Lifecycle of a Startup ESOP, is, Intro to Options Plans)
29. (Common Terms in an Options Package, is, part of)
30. (Common Terms in an Options Package, is, Intro to Options Plans)
31. (Why Issue Options to Employees, is, part of)
32. (Why Issue Options to Employees, is, Intro to Options Plans)
33. (A Defining Characteristic of Startup Culture, is, part of)
34. (A Defining Characteristic of Startup Culture, is, Why Issue Options to Em
35. (ESOP, is, equity compensation plan)
36. (ESOP, is, employee stock option plan)
37. (ESOP, is, part of startup culture)
38. (ESOP, is, necessary part of capital structure)
39. (ESOP, is, defined characteristic of startup culture)
40. (ESOP, is, defined characteristic of startup culture)
41. (ESOP, is, defined characteristic of startup culture)
42. (ESOP, is, defined characteristic of startup culture)
43. (ESOP, is, defined characteristic of startup culture)
44. (ESOP, is, defined characteristic of startup culture)
45. (ESOP, is, defined characteristic of startup culture)
46. (ESOP, is, defined characteristic of startup culture)
47. (ESOP, is, defined characteristic of startup culture)
48. (ESOP, is, defined characteristic of startup culture)
49. (ESOP, is, defined characteristic of startup culture)
50. (ESOP, is, defined characteristic of startup culture)
51. (ESOP, is, defined characteristic of startup culture)
52. (ESOP, is, defined characteristic of startup culture)
53. (ESOP, is, defined characteristic of startup culture)
54. (ESOP, is, defined characteristic of startup culture)
56. (page_label, is, 3)
57. (INTRO TO OPTIONS PLANS, is, Part I)
58. ---------------------
59. Text: The 2018 Annual Report of the Board of Trustees of the University of Arkansas System is presented here as a PDF file.
60. Triplets:
61. (The, is, PDF file)
62. (The, is presented, here)
63. (The, is, The 2018 Annual Report of the Board of Trustees of the University of Arkansas System)
64. ---------------------
65. Text: The 2018 Annual Report of the Board of Trustees of the University of Arkansas System is presented here as a PDF file.
66. Triplets:
67. (The, is, PDF file)
68. (The, is presented, here)
69. (The, is, The 2018 Annual Report of the Board of Trustees of the University of Arkansas System)
70. ---------------------
71. Text: The 2018 Annual Report of the Board of Trustees of the University of Arkansas System is presented here as a PDF file.
72. Triplets:
73. (The, is, PDF file)
74. (The, is presented, here)
75. (The,
76. (ESOP, is, Employee Stock Options Plan)
77. (ESOP, is, allocation)
78. (ESOP, is, plan)
79. ---------------------
80. Text: page_label: 5
81. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
83. What is an ESOP?  
84. •An Employee Stock Options Plan (ESOP)  
86. •An allocation  of shares that will be granted to employees in the future
87. in the form of stock options  
88. –How much equity should we set aside for employees?  
90. •A plan for how these options will be distributed:  
91. –How many shares will individual employees receive?  
92. –What terms will govern these grants?  
94. •The plan is as important as the allocation!
95. Triplets:
96. (ESOP, is, allocation)
97. (ESOP, is, plan)
98. (ESOP, is, important)
99. ---------------------
100. Text: page_label: 6
101. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-
102. (Option, is, effective form of equity ownership)
103. (Option, has, intrinsic value)
104. (Option, is, locked-in price for shares)
105. ---------------------
106. Text: page_label: 1
107. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
109. What is an ESOP?  
110. •What is an ESOP?  
111. –A qualified retirement plan  
112. –A tax-qualified defined contribution plan  
113. –A plan that is primarily designed to
114. provide retirement benefits to employees  
115. –A plan that is primarily designed to
116. provide benefits in the form of stock  
117. –A plan that is primarily designed to
118. provide benefits in the form of stock  
119. –A plan that is primarily designed to
120. provide benefits in the form of stock  
121. –A plan that is primarily designed to
122. provide benefits in the form of stock  
123. –A plan that is primarily designed to
124. provide benefits in the form of stock  
125. –A plan that is primarily designed to
126. provide benefits in the form of stock  
127. –
128. (Option, is, right to purchase)
129. (Option, is, set price)
130. (Option, is, certain period of time)
131. ---------------------
132. Text: page_label: 1
133. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
135. What is an ESOP?  
136. •What is an ESOP?  
137. –A qualified retirement plan  
138. –A tax-qualified plan that meets
139. ERISA requirements  
140. –A plan that is primarily designed
141. to provide retirement benefits to
142. employees  
143. –A plan that is primarily designed
144. to provide benefits in the form
145. of employer securities  
146. –A plan that is primarily designed
147. to provide benefits in the form
148. of employer securities that are
149. acquired through purchase,
150. receipt from a corporate parent,
151. or through the accumulation of
152. distributions on employer securities  
153. –A plan that is primarily designed
154. to provide benefits in the form
155. of employer securities that are
156. acquired through the accumulation
157. of
158. (Lifecycle of a Startup ESOP, involves, founders and early investors)
159. (Lifecycle of a Startup ESOP, involves, management and the Board of Directors)
160. (Lifecycle of a Startup ESOP, involves, employees)
161. (Employees, receive, options packages)
162. (Options, are, exercised)
163. (Options, are, granted)
164. (Options, are, issued)
165. (Options, are, marketable)
166. (Options, are, forfeitable)
167. (Options, are, vested)
168. (Shares, are, acquired)
169. (Shares, are, granted)
170. (Shares, are, marketable)
171. (Shares, are, owned)
172. (Shares, are, vested)
173. (Strike price, is, paid)
174. (Strike price, is, set)
175. (Strike price, is, specified)
176. ---------------------
177. Text: page_label: 11
178. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
180. Lifecycle of a Startup ESOP  
181. •Found
182. (Common Terms in an Options Package, is, Number of Shares)
183. (Common Terms in an Options Package, is, Strike Price)
184. (Common Terms in an Options Package, is, Vesting Schedule)
185. (Common Terms in an Options Package, is, Cliff Period)
186. (Common Terms in an Options Package, is, Expiration Date)
187. ---------------------
188. Text: page_label: 1
189. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
191. Executive Summary  
192. This document outlines the best practices for designing and implementing an employee stock option plan (ESOP) for a private company. The document is intended to provide a framework for designing an ESOP that is tailored to the specific needs of the company and its employees. The document is not intended to be a comprehensive guide to ESOP design, but rather a high-level overview of the key considerations that should be taken into account when designing an ESOP.
193. Triplets:
194. (Executive Summary, is, High-level overview)
195. (Executive Summary, is, Key considerations)
196. (Executive Summary
197. (Why Issue Options to Employees?, attracts, top recruits)
198. (Why Issue Options to Employees?, retains, employees)
199. (Why Issue Options to Employees?, aligns, incentives)
200. (Why Issue Options to Employees?, rewards, value creation)
201. (Why Issue Options to Employees?, encourages, long -term thinking)
202. ---------------------
203. Text: page_label: 10
204. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
206. How Should Options Be Granted?  
207. •At the Right Time:  options should be granted at the right time in the
208. company’s life cycle, when the company has achieved a certain level
209. of success and the value of the company is clear  
210. •At the Right Price:  options should be granted at a fair price, based on
211. the company’s valuation at the time of grant  
212. •At the Right Size:  options should be granted in the right size, based
213. on the employee’s role and contribution to the company  
214. Triplets:
215. (
216. (Startups, are, unique case)
217. (Startups, use, options)
218. (Startups, seeking to achieve, big exit)
219. ---------------------
220. Text: page_label: 10
221. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
223. The defining difference between Silicon Valley companies and almost
224. every other industry in the U.S. Is the virtually universal practice among
225. tech companies of distributing meaningful equity (usually in the form of
226. stock options) to ordinary employees .  A Defining Characteristic of Startup Culture  
227. Steven Johnson, Technology Writer  
228. •Startups are a unique case . Unlike at larger corporations, employee
229. ownership is an essential element of startup communities and culture  
230. –As high -risk/high -reward enterprises, startups use options to align
231. employee compensation with the risk -prone mentality of the
232. business  
233. –Startups seeking to achieve a “big exit” use options to align all
234. employees to drive toward this desired outcome
235. Triplets:
236. (Startups
237. (ESOP, is, necessary part of, capital structure)
238. (VCs, require, ESOPs)
239. (Startups, are compelled, to offer, options packages)
240. ---------------------
241. Text: page_label: 11
242. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
244. The ESOP as a Recruitment and Retention Tool  
245. •ESOPs are a critical tool for recruiting and retaining employees
246. –In a competitive job market, ESOPs can be used to attract top talent
247. –In a tight labor market, ESOPs can be used to retain key employees
248. –In a volatile market, ESOPs can be used to retain employees during
249. a downturn  
250. –In a high-growth company, ESOPs can be used to retain employees during
251. a period of rapid expansion  
252. –In a company with a high employee turnover rate, ESOPs can be used to
253. reduce turnover and associated costs  
254. –In a company with a high executive turnover rate, ESOPs can be used to
255. (page_label: 11, is, stage)
256. (stage, is, pre-seed)
257. (stage, is, seed)
258. (stage, is, early -vc)
259. ---------------------
260. Text: page_label: 11
261. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
263. page_label: 12
264. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
266. page_label: 13
267. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
269. page_label: 14
270. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
272. page_label: 15
273. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices
274. (ESOP, is necessary for, Pre-seed)
275. (ESOP, is not necessary for, Pre-seed)
276. (ESOP, can be helpful for, Pre-seed)
277. (ESOP, is not necessary for, Seed)
278. (ESOP, is required for, Early -VC)
279. (ESOP, must be created for, Early -VC)
280. (ESOP, serves as a guideline for, Early -VC)
281. (ESOP, is important to have standardized for, Late-VC)
282. (ESOP, is gone for, Growth)
283. (ESOP, shares remaining are more valuable for, Growth)
284. (ESOP, is used to allow new hires to share in the upside for, Growth)
285. (ESOP, should be set up between, Pre-seed and, Early -VC)
286. ---------------------
287. Text: page_label: 12
288. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
290. How Much Equity Should You Grant?  
291. Stage  Considerations  Takeaway  
292. Pre-seed  Found
293. (Communicating options to employees, can be communicated, % versus $)
294. (Communicating options to employees, can be communicated, %)
295. (Communicating options to employees, can be communicated, $)
296. (Communicating options to employees, can be communicated, 0.5%)
297. (Communicating options to employees, can be communicated, $200,000)
298. ---------------------
299. Text: page_label: 13
300. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
302. Exercise Price: Market Price vs. Discount  
303. When setting the exercise price for options, there are two
304. approaches: (1) set the price equal to the market price of
305. the stock at the time of grant, or (2) set the price at a
306. discount to the market price.  
307. Market Price:  
308. •Fair to employees and the company  
309. •No tax deduction for company
310. •Employees can sell immediately
311. •Employees can exercise immediately
312. Discount:
313. (Communication of options packages, recommended, dollar value)
314. (Communication of options packages, recommended against, percent of the company)
315. (Communication of options packages, effective when, dollar value)
316. ---------------------
317. Text: page_label: 13
318. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
320. or (2) a dollar value based on the
321. current valuation; we encourage the latter when possible  
322. % $
323. “We are granting you options equivalent to
324. 0.5% of the company’s equity”  
325. Considerations:  
326. •At an early stage, the only way
327. to communicate options grants given no true
328. valuation of the company  
329. •Hard for employees to grasp  what they
330. are really getting (“0.5% seems too little”)  
331. •Invites a negotiation  about what percent
332. of the company an employee really
333. deserves  “We are granting you options equivalent to
334. $200,000 of company stock”  
335. Considerations
336. (page_label, is, 12)
337. (file_path, is, /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf)
338. (5%, is, equivalent to)
339. (5%, is, $200,000 of company stock)
340. (Considerations, is, highly effective way to communicate the true value of an options grant)
341. ---------------------
342. Text: The 2018 FIFA World Cup was the 21st FIFA World Cup, an international men's football tournament contested by the national teams of FIFA member associations. It took place in Russia from 14 June to 15 July 2018. It was the first World Cup to be held in Eastern Europe, and the 11th time that it had been held in Europe. At an estimated cost of over $14.2 billion, it is the most expensive World Cup.
343. Triplets:
344. (2018 FIFA World Cup, is, 21st FIFA World Cup)
345. (2018 FIFA World Cup, took place in, Russia)
346. (201
347. (HOW MUCH TO GRANT, Part II, )
348. ---------------------
349. Text: page_label: 13
350. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
352. HOW MUCH TO GRANT  Part II
353. Triplets:
354. (HOW MUCH TO GRANT, Part II, )
355. ---------------------
356. Text: page_label: 13
357. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
359. HOW MUCH TO GRANT  Part II
360. Triplets:
361. (HOW MUCH TO GRANT, Part II, )
362. ---------------------
363. Text: page_label: 13
364. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
366. HOW MUCH TO GRANT  Part II
367. Triplets:
368. (HOW MUCH TO GRANT, Part II, )
369. ----------------
370. (Two Approaches, is, reality)
371. (Creating an ESOP, requires, a combination of top-down and bottom -up planning)
372. (Decide the total amount of equity to be granted, is, part of creating an ESOP)
373. (Allocate these shares to employees over time, is, part of creating an ESOP)
374. (Decide the appropriate size of individual equity grants by position, is, part of creating an ESOP)
375. (Issue these shares as employees are hired, is, part of creating an ESOP)
376. ---------------------
377. Text: page_label: 15
378. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
380. Two Approaches  
381. In reality, creating an ESOP will require a combination of
382. top-down and bottom -up planning  Top Down  Bottom Up  
383. Decide the total amount of
384. equity to be granted; allocate
385. these shares to employees
386. over time  Decide the appropriate size of
387. individual equity grants by
388. position; issue these shares as
389. employees are
390. (Top -Down Process, consists of, determining)
391. (Top -Down Process, consists of, creating)
392. (Top -Down Process, consists of, scheduling)
394. Text: page_label: 16
395. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
397. The Bottom -Up Process  
398. 1.Determine the number of shares to be granted to each employee  
399. 2.Determine the grant date  
400. 3.Determine the vesting schedule  
401. Triplets:
402. (Bottom -Up Process, consists of, determining)
403. (Bottom -Up Process, consists of, determining)
404. (Bottom -Up Process, consists of, determining)
406. Text: page_label: 17
407. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
409. The Bottom -Up Process (continued)  
410. 1.Determine the exercise price  
411. 2.Determine the expiration date  
412. Triplets:
413. (Bottom -Up Process, consists
414. (page_label, is, 16)
415. (page_label, represents, how much equity to set aside in the esop)
416. (page_label, has, values of 15-20% for generally non-founder employees)
417. ---------------------
418. Text: The 2018-19 budget for the Department of Energy (DOE) includes $3.7 billion for the Office of Science (SC), an increase of $645 million (21.1%) over the 2018 enacted level.
419. Triplets:
420. (The, 2018-19 budget for the Department of Energy, includes, $3.7 billion for the Office of Science)
421. (The, 2018-19 budget for the Department of Energy, is, an increase of $645 million over the 2018 enacted level)
422. (The, 2018-19 budget for the Department of Energy, represents, a 21.1% increase over the 2018 enacted level for the Office of Science)
423. ---------------------
424. Text: The 2018
425. (page_label, is, 16)
426. (file_path, is, /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf)
427. (no, is, 0)
428. (technology emphasis, is, 0)
429. (geographic focus, is, region that is not considered a startup hub)
430. (hiring needs, are primarily, administrative or back -office team members)
431. (percentage of company issued to non founder employees, is between, 15% and 20%)
432. (founders, are, top managers, but hire others to fill key technical or functional roles)
433. (dna of the company, is, applying technology to a non -technical industry)
434. (geographic focus, is, either wholly or partially in a startup hub)
435. (hiring needs, are primarily, sales and marketing team members)
436. (founders, are not top managers in the business, or plan to step aside)
437. (dna of the company, is, technology, engineering, or data science)
438. (geographic focus, is, in a leading startup hub such as sf,
439. (page_label, is, 16)
440. (file_path, is, /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf)
441. (companies, issue, up to 25%)
442. (founders, are, top managers)
443. (founders, are not, top managers in the business, or)
444. (DNA, is, in applying technology to a non -technical industry)
445. (DNA, is, in technology, engineering, or data science)
446. (geographic focus, is, wholly or partially in a startup hub)
447. (geographic focus, is, in a leading startup hub such as SF, NYC or Boston)
448. (hiring needs, are, primarily sales and marketing team members)
449. (hiring needs, are, primarily engineering, development, or technical team members)
450. ---------------------
451. Text: The 2018-19 season of the National Basketball Association (NBA) is the 72nd season of the National Basketball Association.
452. Triplets:
453. (2018-19 season, is, the 7
454. (Typical Distribution Schedule, consists of, Seniority)
455. (Typical Distribution Schedule, consists of, Equity Allocation)
456. (First, consists of, 10%)
457. (Next, consists of, 5%)
458. (Next, consists of, 5%)
459. (CTO, consists of, 1-5%)
460. (Key Developer or Engineer, consists of, 1-2%)
461. (Other Functional Team Member, consists of, 0.5-1.5%)
462. (No non -founding member of the senior team, should not exceed, 10%)
463. ---------------------
464. Text: page_label: 18
465. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
467. 3. Vesting Schedule  
468. •Four year vesting schedule is most common.  
469. •Cliff vesting is less common, but can be used to retain key employees.  
470. •Monthly vesting is less common, but can be used to align employee interests with company performance.  
471. Triplets:
472. (Vesting Schedule, is most common
473. (Bottom -Up Process, consists of, Segment your human resources)
474. (Bottom -Up Process, consists of, Create pay multipliers for each job function)
475. (Bottom -Up Process, consists of, Determine the dollar value of an options grant)
476. (Bottom -Up Process, consists of, Determine the current share price)
477. (Bottom -Up Process, consists of, Calculate options grants)
478. ---------------------
479. Text: page_label: 19
480. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
482. The Top-Down Process  
483. 1.Determine the total dollar amount to be spent on options  
484. 2.Determine the number of shares to be reserved for options  
485. 3.Determine the number of options to be granted  
486. 4.Determine the exercise price  
487. 5.Determine the vesting schedule  
488. Triplets:
489. (Top-Down Process, consists of, Determine the total dollar amount to be spent on options)
490. (Top-Down Process, consists of, Determine the number of shares to be reserved for options)
491. (Top-
492. (Segment Your Human Resources, is, segmentation)
493. (Segment Your Human Resources, has, Segment  Roles)
494. (Segment Your Human Resources, has, Award)
495. ---------------------
496. Text: page_label: 20
497. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
499. 2. Communicate Early and Often  
500. •Communicate the plan to all employees as soon as possible  
501. •Communicate the plan to all new hires as part of their orientation  
502. •Communicate the plan to all employees at least annually  
503. •Communicate the plan to all employees when there is a material change  
504. Triplets:
505. (Communicate Early and Often, is, communication)
506. (Communicate Early and Often, has, Communicate the plan to all employees as soon as possible)
507. (Communicate Early and Often, has, Communicate the plan to all new hires as part of their orientation)
508. (Communicate Early and Often, has, Communicate the plan to all employees at least annually)
509. (Communicate Early and Often,
510. (2, establish, Pay Multipliers for Each Role)
511. (Segment, Roles, 2)
512. (Segment, Award, ?)
513. ---------------------
514. Text: page_label: 21
515. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
517. 3. Establish Vesting Schedules  
518. Segment  Vesting Schedule  
519. in Years or %?
520. Triplets:
521. (3, establish, Vesting Schedules)
522. (Segment, Vesting Schedule, ?)
523. ---------------------
524. Text: page_label: 22
525. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
527. 4. Establish Performance Criteria  
528. Segment  Performance Criteria  
529. in % or $?
530. Triplets:
531. (4, establish, Performance Criteria)
532. (Segment, Performance Criteria, ?)
533. ---------------------
534. Text: page_label: 23
535. file_path: /content/Documents/Employee-Stock-Option-
536. (page_label, is, 20)
537. (2, establish, Pay Multipliers for Each Role)
538. (Segment, is, Roles)
539. (Segment, is, Award)
540. (Segment, is, Options Multiplier)
541. (Segment, is, Founders)
542. (Segment, is, Co-Founders)
543. (Segment, is, %)
544. (Segment, is, Founding Team)
545. (Segment, is, Technical & Product)
546. (Segment, is, Early -Stage Hires)
547. (Segment, is, Senior Team)
548. (Segment, is, C-Level)
549. (Segment, is, Directors / VPs)
550. (Segment, is, Functional / Technical Team)
551. (Segment, is, Support Team)
552. (Segment, is, $)
553. (Segment, is, 0.5x)
554. (Segment, is, 1.0x)
555. (Segment, is, 0.25x)
556. (Segment, is, 0.5x)
557. (Segment, is, 0.1x)
558. (Segment, is, 0.0x)
559. (page_label, is, 2)
561. (Employee, Base Salary, x)
562. (Employee, Options, x)
563. (Employee, Options Multiplier, based on the employee’s role in HR segmentation schedule)
564. ---------------------
565. Text: page_label: 21
566. file_path: /content/Documents/Employee-Stock-Option-Plans-ESOP-Best-Practices-2.pdf
568. 3. Determine the Dollar Value of the Options Grant  
569. Employee  
570. Base Salary  = x Options  
571. Multiplier  Dollar Value  
572. of Options Grant  Base Salary as negotiated with
573. the employee at the time of hire
574. or promotion  
575. Options Multiplier is decided
576. based on the employee’s role in
577. the HR segmentation schedule
578. Triplets:
579. (Employee, Base Salary, x)
580. (Employee, Options, x)
581. (Employee, Options Multiplier, based on the employee’s role in HR segmentation schedule)
582. ---------------------
583. Text: page_label: 21
584. file_path: /content/Documents/Employ

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9、构建查询引擎来查询知识图谱

1. query = "What is ESOP?"
2. query_engine = index.as_query_engine(include_text=True,
3.                                      response_mode ="tree_summarize",
4.                                      embedding_mode="hybrid",
5.                                      similarity_top_k=5,)
6. #
7. message_template =f"""<|system|>Please check if the following pieces of context has any mention of the  keywords provided in the Question.If not then don't know the answer, just say that you don't know.Stop there.Please donot try to make up an answer.</s>
8. <|user|>
9. Question: {query}
10. Helpful Answer:
11. </s>"""
12. #
13. response = query_engine.query(message_template)
14. #
15. print(response.response.split("<|assistant|>")[-1].strip())
16. #####OUTPUT #####################
17. ESOP stands for Employee Stock Ownership Plan. It is a retirement plan that allows employees to receive company stock or stock options as part of their compensation. In simpler terms, it is a plan that allows employees to own a portion of the company they work for. This can be a motivating factor for employees as they have a direct stake in the company's success. ESOPs can also be a tax-efficient way for companies to provide retirement benefits to their employees.
20. query ="Who is Atul?"
21. message_template =f"""<|system|>Please check if the following pieces of context has any mention of the  keywords provided in the Question.If not then don't know the answer, just say that you don't know.Stop there.Please donot try to make up an answer.</s>
22. <|user|>
23. Question: {query}
24. Helpful Answer:
25. </s>"""
26. #
27. response = query_engine.query(message_template)
28. #
29. print(response.response.split("<|assistant|>")[-1].strip())
31. ################OUTPUT#####################
32. I do not have prior knowledge or context about who atul is. Please provide more information or context so I can assist you better. Without any further context, I do not know the answer to your question.

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10、可视化表现

1. from pyvis.network import Network
2. from IPython.display import display
3. g = index.get_networkx_graph()
4. net = Network(notebook=True,cdn_resources="in_line",directed=True)
5. net.from_nx(g)
6. net.show("graph.html")
7. net.save_graph("Knowledge_graph.html")
8. #
9. import IPython
10. IPython.display.HTML(filename="/content/Knowledge_graph.html")

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11、持久化生存

1. storage_context.persist()

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总结

对于语言模型（LLM）幻觉，知识图谱被证实优于向量数据库。知识图谱提供更正确、多样化、有趣、逻辑和一致的信息，减少了LLM中出现幻觉的可能性。这种良好性源于它们能够提供关于实体之间关系的精确细节，而不仅仅是表现相似性，支持更复杂的查询和逻辑推理。
向量数据库以其数字数组在相似性搜索和最佳匹配场景中表现出色。终极，两者之间的选择取决于项目的需求，包括数据的性子、关系探索的需要以及预期的查询类型。

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