The Interactive Management of Human Resources in Uncertainty

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.