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类型 基础研究 预答辩日期 2017-12-01
开始(开题)日期 2016-03-25 论文结束日期 2017-04-26
地点 东南院305 论文选题来源 非立项    论文字数 10 (万字)
题目 基于模糊多属性决策的人岗匹配方法 与应用研究
主题词 人岗匹配,直觉模糊集 犹豫模糊集,二重犹豫模糊集,模糊多属性决策
摘要 人力资源为企业组织第一资源,而人岗匹配作为人力资源管理工作中的重要内容,其核心便是科学合理的解决员工与岗位的有效配置问题。人岗的不匹配,很容易造成人才的浪费,而合理有效的人岗匹配,才能最大的发挥员工的潜能,调动员工的工作积极性,从而为企业组织带来最大化的经济效益。随着对人岗匹配重要性认知度的加深,人岗匹配问题得到了越来越多管理者们的关注, 对人岗匹配模型与方法的研究也越来越多。现有人岗匹配模型大都用精确数来度量匹配双方的评价指标,然而由于实际的人岗匹配问题复杂度较高,很难用精确的数值度量匹配双方的评价指标,为了能够使人岗匹配的效果达到最优,从而提高企业的生产效率,本文基于模糊多属性决策方法,系统地研究了人岗匹配模型及其应用问题。 本文首先利用文献计量学的方法对双边匹配理论、人岗匹配以及模糊多属性决策等相关文献资料进行了分析与整理;通过对文献、期刊、机构、作者、国家/地区进行发文量与被引量的统计分析识别出这些领域中重要的文献、期刊、作者、机构、国家/地区;通过关键词共现聚类分析与主题词共现聚类分析,挖掘出该领域的国内外研究热点。其次,提出了一系列Power 直觉模糊交叉集成算子,这些算子不但可以克服传统直觉模糊集成算子的缺陷,而且可以有效度量被集成数据之间的关联关系,并基于此研究了直觉模糊多属性决策方法及其在人岗匹配问题中的应用。再次,提出了一系列犹豫模糊Hamacher信息集成算子,基于此将人岗匹配决策方法拓展到了犹豫模糊环境,构建了两种面向人岗匹配的犹豫模糊群决策方法,并研究了其在人岗匹配实际问题中的应用。最后,研究了二重犹豫模糊数和区间二重犹豫模糊数的关联系数,并基于此提出了二重犹豫模糊TODIM方法和区间二重犹豫模糊TODIM方法,这两种方法能够在解决人岗匹配问题的过程中充分体现评价数据的全面性。 本文面向人岗匹配问题,利用模糊多属性决策方法进行建模分析,在一定程度上丰富了多属性决策理论与人岗匹配理论,为实际企业建立管理考核办法与选拔体系提供了理论参考。在实际应用上,模糊多属性决策方法能够更加客观地刻画人岗匹配问题,可以对现实问题做出更合理、更有效的决策,因此,本文的研究对企业组织的人力资源管理活动也更具指导意义。
英文题目 RESEARCH ON HUMAN-POST MATCHING METHOD AND APPLICATION BASED ON FUZZY MULTIPLE ATTRIBUTE DECISION MAKING
英文主题词 Person-Post Matching,Intuitionistic fuzzy set,Hesitant fuzzy set,Dual hesitant fuzzy set,Fuzzy multiple attribute decision making
英文摘要 Human resources are the first resource of enterprise organization and person-post matching is an important part of human resources management. The core of is person-post matching a scientific and rational solution to the effective match of staff and posts. Reasonable and effective person-post matching can maximize the potential of employees to mobilize the enthusiasm of the staff, so as to bring the greatest economic benefits for business organizations. With the deepening of the recognition of the importance of the person-post matching, more and more attention has received from scholars at home and abroad. However, due to the high complexity of the actual person-post matching problem, it is difficult to match the evaluation indexes of the two sides with accurate numerical measures. In order to achieve the best person-post matching results, this paper systematically studies the matching models and their applications based on the fuzzy multi-attribute decision-making methods. First of all, the bibliometric method is used to analyze the relevant literatures such as two sided matching theory, person-post matching and fuzzy multi-attribute decision-making. The influential literatures, journals, authors, institutions and countries in these fields are explored through the statistical analysis of these documents. The research hotspots in this field are identified by clustering analysis methods.Secondly, a series of power intuitionistic fuzzy cross aggregation operators are proposed. These operators can not only overcome the shortcomings of the traditional intuitionistic fuzzy operators, but also can measure the correlation between the integrated data effectively. Based on these operators, a new attribute decision making method and its application in the person-post matching problem are studied.Thirdly, a series of hesitant fuzzy hamacher information aggregation operators are proposed. Based on these operators, the method of person-post matching is extended to the hesitation fuzzy environment. Two methods of hesitation fuzzy group decision-making for person-post matching are constructed, and their applications in practical problems are investigated. Finally, the correlation coefficient between the dual hesitation fuzzy number and the interval dual hesitation fuzzy number are studied. Dual hesitant fuzzy TODIM method and interval dual hesitation fuzzy TODIM method are proposed which have many advantages. In this paper, the fuzzy multi-attribute decision making method is used to analyze the person-post matching problem, which enriches both the theories of multi-attribute decision-making and two sided matching. It provides a theoretical reference for the enterprise to establish the management evaluation method for the person-post matching problem. In the practical application, the fuzzy multi-attribute decision-making method can describe the problem of person-post matching more accurately. Therefore, the research of this paper has important guiding significance to the human resource management activities.
学术讨论
主办单位时间地点报告人报告主题
经济管理学院 2014/11/1 经济管理学院C501 贺小容 人岗匹配的研究现状
经济管理学院 2014/12/11 经济管理学院C501 贺小容 多属性决策方法与应用研究
经济管理学院 2015/5/8 经济管理学院C501 贺小容 面向人岗匹配的多属性决策方法与应用研究
经济管理学院 2015/12/3 经济管理学院C501 贺小容 Intuitionistic fuzzy multi-criteria decision making with application to job hunting: A comparative perspective
经济管理学院 2014/4/29 经济管理学院B-201 吴俊杰 社会化媒体大数据挖掘与应用
经济管理学院 2014/5/5 经济管理学院B-201 An Yan Stock Liquidity, Mergers, and Firm Value
经济管理学院 2014/11/14 经济管理学院B-201 徐晋 大数据平台研究
经济管理学院 2014/12/11 经济管理学院B-201 Shuya Yin Managing Competition and Cooperation in Supply Chains
     
学术会议
会议名称时间地点本人报告本人报告题目
The 9th international Conference on Management of e-Commerce and e-Government 2015/11/1 浙江杭州 Independent hesitant fuzzy group decision making methods with application to person and post matching
The 2nd International Conference on Fuzzy Systems and Data Mining 2016/12/13 中国澳门 Interval-valued hesitant fuzzy geometric Bonferroni mean aggregation operator
     
代表作
论文名称
Interval-Valued Hesitant Fuzzy Geometric Bonferroni Mean Aggregation Operator
Independent hesitant fuzzy group decision making methods with application to person and post matc
City sustainable development evaluation based on hesitant multiplicative fuzzy information, Mathemat
 
答辩委员会组成信息
姓名职称导师类别工作单位是否主席备注
李东 正高 教授 博导 东南大学
王文平 正高 教授 博导 东南大学
杨东涛 正高 教授 博导 南京大学
徐光华 正高 教授 博导 南京理工大学
陈淑梅 正高 教授 博导 东南大学
      
答辩秘书信息
姓名职称工作单位备注
余敏 其他 副编审 东南大学