The Interactive Management of Human Resources in Uncertainty
101 17. The company job balance sheet 101 18. The personnel and jobs structure 119 19. Work in homogeneous groups 125 20. Incorporation of Galois lattices 130 21. The selection of teams for associated tasks 134 22. A brief reference to costs 138 23. Probl
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Applied Optimization Volume 11 Series Editors:
Panos M. PardaIos University of Florida, U.S.A.
Donald Hearn University of Florida, U.S.A.
The titles published in this series are listed at the end of this volume.
The Interactive Management of Human Resources in Uncertainty by
Jaime Gil-Aluja Departament d'Economia i Organitzaci6 d'Empreses, Facultat de Ciencies Economiques i Empresarials de la Universitat de Barcelona, Barcelona, Spain
KLUWER ACADEMIC PUBLISHERS DORDRECHT / BOSTON / LONDON
A C.I.P. Catalogue record for Ihis book is available from Ihe Library of Congress.
ISBN-13: 978-14613-3331-9 [x)I: IO.I0071978-14613-33294i
e-ISBN-13: 978-14613-33294i
Published by KJuwer Academic Publishers, P.O. Box 17, 3300 AA Dordrecht, The Netherlands. Sold and distribuled in the U.S.A. and Canada by KJuwer Academic Publishers, 101 Philip Drive, Norwell, MA 02061, U.S.A.
In all other countries, sold and distribuled by Kluwer Academic Publishers, P.O. Box 322, 3300 AH Dordrecht, The Nelberlands.
This is a translation of the original Spanish work La gestion interactiva de los recursos humanos en la incertidumbre, Ed. CEURA, Madrid © 1996
Printed on acid-free paper
All Rights Reserved Q 1998 KJuwer Academic Publishers
Soflcover reprint of the hardcover 1st edition 1998 No pan of the materia] protected by Ibis copyright notice may be reproduced or utilized in any form or by any means, electronic or mechanical, including pho~ocopying, recording or by any information storage and retrieval system, without written permission from the copyright owner.
CONTENTS
PREFACE
VII
Part I. SELECTION 1.
Introduction
3
2.
Notion of the interval of competence
5
3.
The choice of a candidate
11
4.
The selection of a job
19
5.
Hypothesis of the existence of an ideal profile
22
6.
The selection of a candidate in relation to a ideal profile
25
7.
The selection of a job in relation to an ideal profile
27
8.
Selection of a candidate by means of the adequacy coefficient
29
9.
Selecting a new versatile candidate
32
10.
The case in which candidates and/or jobs are studied by several experts 34
11.
Selection based on fuzzy logic
47
12.
Selection based on expertons
50
13.
The use of triangular norms
75
14.
A brief comment on complementation
80
15.
Examples of the use of triangular norms
86
97
REFERENCES
V
Part II. MUTATIONS, RETRAINING, TEAM ORGANIZATION
16.
Introduction
101
17.
The company job balance sheet
101
18.
The personnel and jobs structure
119
19.
Work in homogeneous groups
125
20.
Incorporation of Galois lattices
130
21.
The selection of teams for associated tasks
134
22.
A brief reference to costs
138
23.
Problems associated with personnel assignment
140
24.
The Hungarian assignment algorithm
148
25.
Theoretical elements of the Hungarian algorithm
158
26.
Assignment by means of the "Branch and Bound"
170
27.
Changes, abilities and costs
181
28.
Development of the capacity of initiative
186
29.
Specialization or adaptable qualification
19
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