The Interactive Management of Human Resources in Uncertainty
Published on 31. December 1997
Book
Hardback
VIII, 227 pages
978-0-7923-4886-3 (ISBN)
Description
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 The Hungarian assignment algorithm 24. 148 Theoretical elements of the Hungarian algorithm 25. 158 Assignment by means of the "Branch and Bound" 26. 170 Changes, abilities and costs 27. 181 28. Development of the capacity of initiative 186 29. Specialization or adaptable qualification 190 30. Incorporation of uncertainty 206 Economic incidence of passing of over from specialisation 31. to adaptable qualification 214 32. Retraining through the acquisition of new abilities 218 REFERENCES 222 FINAL CONSIDERATIONS 224 VI PREFACE The ups and downs faced by society during the latter half of the XX'Th century, have left remnants, from the uncertainty of which could emerge a different way of living together. This not only includes new ways of looking at more or less old problems, it also means a profound change of the very foundations on which investigation is based.
More details
Series
Edition
1998 ed.
Language
English
Place of publication
New York
United States
Target group
Professional and scholarly
Research
Illustrations
VIII, 227 p.
Dimensions
Height: 241 mm
Width: 160 mm
Thickness: 18 mm
Weight
530 gr
ISBN-13
978-0-7923-4886-3 (9780792348863)
DOI
10.1007/978-1-4613-3329-6
Schweitzer Classification
Other editions
Additional editions
Jaime Gil-Aluja
The Interactive Management of Human Resources in Uncertainty
Book
10/2011
Springer
€106.99
Shipment within 7-9 days
Content
I. Selection.- 1. Introduction.- 2. Notion of the interval of competence.- 3. The choice of a candidate.- 4. The selection of a job.- 5. Hypothesis of the existence of an ideal profile.- 6. The selection of a candidate in relation to a ideal profile.- 7. The selection of a job in relation to an ideal profile.- 8. Selection of a candidate by means of the adequacy coefficient.- 9. Selecting a new versatile candidate.- 10. The case in which candidates and/or jobs are studied by several experts.- 11. Selection based on fuzzy logic.- 12. Selection based on expertons.- 13. The use of triangular norms.- 14. A brief comment on complementation.- 15. Examples of the use of triangular norms.- II. Mutations, Retraining, Team Organization.- 16. Introduction.- 17. The company job balance sheet.- 18. The personnel and jobs structure.- 19. Work in homogeneous groups.- 20. Incorporation of Galois lattices.- 21. The selection of teams for associated tasks.- 22. A brief reference to costs.- 23. Problems associated with personnel assignment.- 24. The Hungarian assignment algorithm.- 25. Theoretical elements of the Hungarian algorithm.- 26. Assignment by means of the "Branch and Bound".- 27. Changes, abilities and costs.- 28. Development of the capacity of initiative.- 29. Specialization or adaptable qualification.- 30. Incorporation of uncertainty.- 31. Economic incidence of passing of over from specialisation to adaptable qualification.- 32. Retraining through the acquisition of new abilities.