基于企业集团的人力资本投资影响因素及决策分析

企业集团是现代企业一种重要的组织形式,人力资本是其持续竞争优势的真正源泉。企业集团人力资本投资决策直接关系到企业集团的生存和发展。本文分析了影响企业集团人力资本投资的因素,提出了基于模糊集理论的人力资本投资决策模型,并运用该模型对企业的投资决策方案进行分析,本文最后提出了人力资本投资新途径。     

基于SCM的农业产业链上联盟伙伴的选择

围绕核心企业，通过对信息流、物流、资金流的控制．从采购原材料开始，将供应商、制造商、分销商、零售商直至最终用户连成一个整体的功能网链结构模式SCM，是传统管理模式的一场革命。本文试图将SCM哲理引入到农业产业链中，在讨论SCM与农业产业链之间内在联系的基础上，构建基于SCM的多链、网状农业产业链框架体系，然后借助于模糊技术综合评判方法，讨论农业产业链上节点联盟伙伴的选择，从而实现农业产业链体系的优化和各联盟企业的利益共享与多赢。     

一种改进的信息检索方法

在数据库系统的基础上，利用模糊数学的方法和工具对传统信息检索进行扩充，从而得到一种改进的信息检索方法。主要包括：提出解决问题的方法、选择实用性强的数据库系统、确定接近于自然语言的隶属函数、构造含模糊化的SQL命令并加以实现。     

机械设备故障监测与诊断系统综述

主要介绍了机械设备故障监测与诊断系统以及故障诊断的常用方法，并分析各种诊断方法的优缺点，最后简要指出了故障诊断技术的发展方向。     

基于模糊控制的三相异步电动机的软起动系统

本系统主要通过对模糊控制器的设计 ,将异步电动机的起动电流既限制在了一定的范围内 ,又可得到较大的起动力矩。由于又采用了参数自调整作为辅助控制 ,不但改善了起动时的动态性能 ,而且改善了稳定运行时的静态性能     

项目团队成员绩效考评研究

项目团队成员绩效考评是项目人力资源管理的关键环节之一，是整个人力资源管理的基础。科学、公正、合理的绩效考评，对团队成员的激励、薪酬、晋升都具有重要意义。引入模糊综合考评理论，在阶段性考评的基础上着眼于对项目成员进行综合绩效考评，为项目绩效考评对项目团队成员进行绩效考评提供一种思维方式。     

模糊决策在房地产建筑方案优选中应用

在房地产开发中建筑方案的决策是一项综合性、专业性、技术性极强的工作。针对以往建筑方案评价的缺陷，归纳总结了，影响方案评价的基本因素，运用模糊决策理论和结合层次分析法，探讨了方案决策的问题，并对实例进行分析。     

Using clustering ensemble to identify banking business models

The business models of banks are often seen as the result of a variety of simultaneously determined managerial choices, such as those regarding the types of activities, funding sources, level of diversification, and size. Moreover, owing to the fuzziness of data and the possibility that some banks may combine features of different business models, the use of hard clustering methods has often led to poorly identified business models. In this paper we propose a framework to deal with these challenges based on an ensemble of three unsupervised clustering methods to identify banking business models: fuzzy c‐means (which allows us to handle fuzzy clustering), self‐organizing maps (which yield intuitive visual representations of the clusters), and partitioning around medoids (which circumvents the presence of data outliers). We set up our analysis in the context of the European banking sector, which has seen its regulators increasingly focused on examining the business models of supervised entities in the aftermath of the twin financial crises. In our empirical application, we find evidence of four distinct banking business models and further distinguish between banks with a clearly defined business model (core banks) and others (non‐core banks), as well as banks with a stable business model over time (persistent banks) and others (non‐persistent banks). Our proposed framework performs well under several robustness checks related with the sample, clustering methods, and variables used.     

Credibilistic risk aversion

In the probabilistic risk aversion approach, risks are presumed as random variables with known probability distributions. However, in some practical cases, for example, due to the absence of historical data, the inherent uncertain characteristic of risks or different subject judgements from the decision-makers, risks may be hard or not appropriate to be estimated with probability distributions. Therefore, the traditional probabilistic risk aversion theory is ineffective. Thus, in order to deal with these cases, we suggest measuring these kinds of risks as fuzzy variables, and accordingly to present an alternative risk aversion approach by employing credibility theory. In the present paper, first, the definition of credibilistic risk premium proposed by Georgescu and Kinnunen [Fuzzy Inf. Eng., 2013, 5, 399–416] is revised by taking the initial wealth into consideration, and then a general method to compute the credibilistic risk premium is provided. Secondly, regarding the risks represented with the commonly used LR fuzzy intervals, a simple calculation formula of the local credibilistic risk premium is put forward. Finally, in a global sense, several equivalent propositions for comparative risk aversion under the credibility measurement are provided. Illustrated examples are presented to show the applicability of the theoretical findings.     

基于模糊综合评价法的中小物流企业人力资源战略开发评价-以K公司为例

根据人力资源这一开发要素自身的特点，要进行人力资源的战略开发，就要根据科学的开发原则，制定定性与定量相结合的开发指标体系，从而进行科学有效的人力资源战略开发活动，增强企业的人才竞争力。