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1、华中科技大学博士学位论文摘要工作分析是企业人力资源管理管理工作的基石。传统工作分析方法由于其假设系统的局限性，使得其工作分析成果难以适应企业所面临的企业管理环境不断变化的需求。因此迫切需要采用一种新技术对传统工作分析方法进行改进，使工作分析成果具有一定预测性与柔性。人工智能和定性模拟技术的发展为实现这种思想提供了可能。论文首先研究了企业管理环境的复杂动态性特征、复杂系统定性建模过程以及传统定性模拟方法，探讨了传统定性模拟方法应用于复杂管理系统的难点。然后集成因果关系理论与 QSIM算法从总体上设计了工作分析定性模拟方法。该方法主要用于企业管理岗位职能变化过程、管理者素质变化过程、能岗匹配过程以
2、及管理者素质开发过程的定性模拟。企业管理岗位职能分类有多种方法，面向具体业务内容的管理职能划分方法更具有针对性与可行性，也便于实现定性模拟。论文结合因果关系理论构建了企业管理岗位职能变化过程定性模拟模型，设计了状态变量的知识表示方法与状态变量的转换规则，包括最大值规则、最小值规则、连续变化规则和相容规则。利用机器负荷的思想设计了基于职能负荷的模拟分支过滤规则。同时相应的设计了模拟步骤，并对模拟过程中的注意事项与技术改进等问题进行了探讨。传统的管理者素质特征确定方法具有一定的局限性，难以满足现代工作分析要求。Petri网是离散动态事件模拟的一种主要方法，将其用于工作分析的模拟必须进行改进。在管理
3、者素质变化过程研究的基础上，论文结合 Petri网理论建立了管理者素质变化过程定性模拟模型，分析了相关的模拟要点，并给出了一个模拟示例以及模拟结果应用的分析说明。能岗匹配是一项重要的人力资源管理原则，它具有深刻理论思想基础。能岗匹配也是一个动态过程，可以采用定性模拟技术进行描述。利用工作分析定性模拟原理图，首先建立了基于能岗匹配的管理者甄选定性模拟的模型，然后利用 BP神经网络计算企业管理者能岗匹配度，用做企业管理者配置与甄选的决策函数。最后给出了一个企业管理者甄选的定性模拟示例。素质与绩效之间存在一定的定性关系。论文利用定性模拟技术验证了这种关系。模拟结果表明：高素质强动机高绩效。管理者的素
4、质高低关系到企业核心竞争力，其开发受到多种因素的影响。按照开发动机的产生方式，建立三种企业管理者素质开发过程模式，包括推式模型、拉式模型以及互动式模型，其中互动式模型应是企业管理者素质开发模式的最佳选择。最后引入新的变量改造素质开发互动模II华中科技大学博士学位论文型，实现了管理者素质开发过程及其决策支持的模拟。在以上研究的基础上，开发了企业管理岗位工作分析定性模拟原型系统，一是构建了原型系统的总体结构，二是设计了系统原型定性模拟控制的实现机制，包括初始设置、知识管理、模拟控制和结果管理等功能模块。集成面向对象的编程技术、定性模拟技术，用 VB6.0语言进行编程，实现了该系统的定性模拟模块及其
5、它相关模块与功能。关键词：企业管理岗位工作分析定性模拟能岗匹配素质开发III华中科技大学博士学位论文AbstractJob analysis is the foundation of enterprise human resource management. Because ofthe limitations of hypothesis system, traditional job analysis methods are not satisfied withthe requirements of dynamic environments to which enterprises orien
6、t. Therefore, a newmethod is needed to improve the traditional job analysis methods to be more predictableand flexible. The development of Artificial Intelligence leads the qualitative simulationtechnology to be served as the new method. In this paper, complexity and dynamic ofenterprise management
7、environment, complex system qualitative modeling and qualitativesimulation methods are discussed. The difficulty of traditional simulation methods appliedto complex management system is also discussed. Casualty and QISM algorithm wereintegrated to design qualitative simulation method for job analysi
8、s, which was used tosimulate dynamic processes of enterprise management position responsibility, managercompetency, competency-position fit (C-P fit) and manager competency development.Enterprise management position responsibility has many kinds of classification. Theclassification of management res
9、ponsibility, oriented to concrete operation, is morefeasible for realizing qualitative simulation. Casualty theory is combined to buildqualitative simulation model for the changing process of enterprise managementresponsibility. Representation methods of state variable and state variable transition
10、rulesare designed including maximum rule, minimum rule, continuous changing rule andcompatible rule. Machine workload thoughts are employed to design simulation branchfilter basing on responsibility workload. Simulation steps are designed. Some problemsabout simulation details are explored.Tradition
11、al competency confirmation methods have many limitations and can notsatisfy with demands of modern job analysis. Petri net is an important modeling method ofdiscrete and dynamic events. It must be improved to apply to job analysis simulation.Based on enterprise manager competencies changing process,
12、 the qualitative simulationmodel for the changing process of manager competency is built integrating with Petri nets.The steps of simulation are proposed. An application of simulation example is illustrated.The simulation results are analyzed.Competency-position fit (C-P fit) is an important princip
13、le of enterprise humanresource management. It has profound theoretical foundations. C-P fit is a dynamicprocess, which can be described by qualitative simulation methods. Qualitative simulationmodel for manager selection basing on C-P fit theory is built. BP neutral network is thenIV华中科技大学博士学位论文empl
14、oyed to design approaching function for calculating enterprise manager C-P fit degree.It is served as decision function for manager selection and configuration. An application ofqualitative simulation to manager selection is illustrated.There is causal relation between competency and performance, wh
15、ich is validated byqualitative simulation methods in this paper. The qualitative simulation results show that,high competency and strong motivation will yield high performance. Managercompetencies greatly influence enterprise core competition ability, and its development isaffected by many factors. In terms of the way of cultivating motivation, three types ofenterpri
