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1、华中科技大学博士学位论文企业CIO甄选模拟系统研究姓名：王宇宁申请学位级别：博士专业：管理科学与工程指导教师：黎志成20050423II 制和动态改变甄选策略提供智能化决策。 分析了传统员工甄选的不足和 CIO 甄选系统的特点，提出了在企业 CIO 甄选过程中应引入定性模拟技术和人组织匹配理论，分析了影响 CIO企业匹配的组织因素和个体因素及其作用机理，基于以上研究，构建 CIO企业匹配因果关系模型，并设计相应的约束规则、推理规则和过滤规则，通过模拟，对不同工作情景下，CIO 候选者进入企业后的绩效和与企业的匹配程度进行了定性预测，发现素质评价相同的候选者其匹配度和信息管理绩效并不相同， 定性
2、预测结果是决定是否选取 CIO 候选者的重要指标。 在前面研究的基础上，开发了企业 CIO 甄选模拟原型系统，构建了原型系统的总体结构，设计了系统原型定性模拟控制的实现机制，设计了信息设置、知识管理、素质评价、甄选机制、匹配模拟、结果管理等功能模块，实现了基于模糊 AHP 方法的企业 CIO 素质评价和基于 QSIM 算法的 CIO企业匹配模拟模型， 设计了相关的知识库、数据库和功能模块与界面。 关键词：关键词：企业信息主管 员工甄选 素质评价 人组织匹配 定性模拟 III Abstract Staff selection is an important part in human resou
3、rce management. Therefore, the research on CIO selection plays a vital role in information process in China. At present, statistics or demonstration methods adopted in this domain have some limits. However the new discipline and technology of research such as artificial intelligence and qualitative
4、simulation provide a new way. The CIO(chief information officer) is a remarkably new position that originally came forth in some developed countries since 1980s. The CIO closely related to inforormation management in enterprises. The status and fuctions of CIO in enterprises demand that various fact
5、ors should be taken into consideration in the quality evaluation of CIO candidates. Based on the overall analysis of the CIO characteristics, this thesis holds the view that CIO is not only a technology officer, but also a all-round manager and decision maker in enterprises, then CIO quality evaluat
6、ion index system which includes three major kinds of factors, such as administrative and decision ability, technological professional ability and other personal characteristic, is put forward, there are 21 factors in all, every index factor has been analysed. According to the above researches, the c
7、omprehensive appraisal technology of the integrated analytical hierarchy process and fuzzy mathematics was advanced, enterprise CIO qualities appraise model is constructed, each index factor of CIO candidates is marked by recruit group members or the experts by way of under the jurisdiction of degre
8、e giving a marking to the cognitive degree appraising every evaluation index of the target, the result of appraise is a qualitative value, that expressed the level of CIO candidates quality. The points of enterprise CIO selection process are discussed, and the differenecs between the object-oriented
9、 simulation and selection qualitative simulation system, such as knowledge representation， simulation clock processing, behavior researching and reasoning rules are analysed, then the representation method and reasoning steps are improved by using qualitative reasoning and CLP language, according to
10、 this, the qualitative simulation method including modeling environment, conception model, qualitative simulation algorithms , reasoning process and restriction representation which adopted CIO selection IV system is founded. The content of enterprise CIO selection mechanisms is analysed, then accor
11、ding to qualitative modeling method and relevant principles of game theory, the enterprise CIO selection screening game simulation model is constructed based on human capital capital of CIO and enterprise game behavior, and has analysed, the factors that should be taken into account in designing CIO
12、 selection mechanisms are researched by simulating this model and analyzing result, in order to design enterprise CIO selection screening fuction reasonably, so we can successful separate higher CIO human capital from lower CIO human capital. The operation characteristic of CIO labour market has stu
13、died from such respects as the demand characteristic of CIO and supply characteristic of CIO labour market, etc. the need intension of enterprise CIO was pointed out. The enterprise CIO selection competition process qualitative simulation model is structured based on promoting the appeal of enterpri
14、ses CIO selecting, at the same time, the qualitative knowledge base about the competition is set up too. Through to the simulation of the model, we can analyse enterprises optional selection tactics set and corresponding selection cost value, and the candidate quantity that may attracted under the t
15、actics when the rivals selection tactics change. The model can offer intelligent decision for the enterprise to optimize CIO selection mechanism and change the tactics of selecting. It is analysed that the deficiency of traditional staff selection and the systematic characteristics of CIO selection,
16、 the view that qualitative simulation technology and people-organization fit theory should be applied on CIO selection process is brought forward. After that, the organizational factors and individual factors that influence CIO-enterprise fit, as well as operation mechanism are researched. Based on above researches, CIO-enterprise fit reasoning model is established, at the same time, the corresponding restraint rules, the reasoning rules and filtering rules are designed. By
