油田注水系统拓扑布局优化的混合遗传算法

以投资最小为目标函数,建立了注水系统拓扑布局优化数学模型.根据模型特点,将优化问题分为两层,分别采用遗传算法和非线性优化方法进行求解.并对遗传算法的操作过程进行了改进,调整了适应函数,改进了交叉和变异操作,结合了模拟退火算法,在操作过程中使约束条件得到满足,减少了不可行解的产生,使遗传算法的优化性能得到了提高.优化算例说明了该方法的有效性.     

基于改进鲸鱼优化算法的物流路径优化

针对物流配送车辆路径难以优化以至于影响物流配送系统效率和效益的问题,提出一种基于鲸鱼优化算法的车辆路径优化方法.首先,建立物流配送系统数学模型.其次,针对传统鲸鱼优化算法易陷入局部最优的问题,采用随机惯性权重和非均匀变异策略对算法进行改进,并用过测试函数对比试验验证了所提方法的有效性.最后通过改进的鲸鱼优化算法进行物流路径优化实验,实验结果验证了所提出的改进鲸鱼优化算法能够高效的优化物流配送车辆路配送路径,降低了物流配送成本.     

向量优化KKT乘子的有界性

考虑具有等式约束和不等式约束的抽象多目标优化问题.主要证明了在基本正则条件的假设下向量优化存在一个非空、有界的KKT真乘子集.假设目标函数和约束函数都是光滑的.首先定义了向量优化的基本正则条件.其次,证明了常量优化问题KKT乘子的存在性.最后,把常量优化扩展到向量优化中,证明了在基本正则条件和Pareto最小或Pareto弱最小情形下向量优化的真KKT乘子的有界性.     

优化Sobolev体及其仿射性质

Sobolev不等式是联系分析和几何的基础不等式之一,而优化Sobolev体是优化Sobolev范数的临界几何核.首先,证明优化Sobolev体的一些仿射性质.然后,运用Barthe的优化迁移方法研究了凸体的特征函数和多胞形仿射函数的优化Sobolev体.     

一类优化控制问题的有限元解的误差估计和超收敛

对积分微分方程的优化控制问题进行了介绍.讨论了积分微分方程的优化控制问题的混合有限元逼近,给出了优化控制问题的有限元逼近解的误差估计和超收敛性质.     

一类分布鲁棒线性决策随机优化研究

随机优化广泛应用于经济、管理、工程和国防等领域,分布鲁棒优化作为解决分布信息模糊下的随机优化问题近年来成为学术界的研究热点.本文基于φ-散度不确定集和线性决策方式研究一类分布鲁棒随机优化的建模与计算,构建了易于计算实现的分布鲁棒随机优化的上界和下界问题.数值算例验证了模型分析的有效性.     

基于遗传算法的座位优化控制模型

座位优化控制是航空运输界增加利润的有效方法 .基于旅客的需求预测 ,可以利用数学规划模型为不同的航段和票价组合计算座位销售上限或者销售竞价 ,从而达到单个航班收入最大化的目的 .常用的方法可分为确定模型和概率模型 ,但对多航段多舱位的优化问题 ,由于出现了复杂的组合和约束 ,这些模型必须简化 .提出了基于遗传算法的座位优化控制模型 ,并和常用的优化方法进行了仿真对比 .研究结果表明 ,遗传算法应用于座位优化 ,可得到满意的解 ,同时 ,遗传算法简化了复杂的约束关系 ,易于实现 ,具有明显的优势 .     

非线性约束优化问题的混合粒子群算法

把处理约束条件的一个外点方法和改进的粒子群优化算法相结合,提出了一种求解非线性约束优化问题的混合粒子群优化算法.该方法兼顾了粒子群优化和外点法的优点,对算法迭代过程中出现不可行粒子,利用外点法处理后产生可行粒子.数值实验表明了提出的新算法具有有效性、通用性和稳健性.     

组合优化若干经典问题新进展

组合优化是20世纪中后期发展起来的一个运筹学与计算机科学交叉学科分支, 研究具有离散结构的优化问题解的性质和求解方法. 由于不同离散问题的结构差异, 出现了各种各样的研究手段和技巧. 针对组合优化的若干经典问题, 简述了算法和复杂性理论的研究进展.     

多变量有限元:相容性与模式优化

本文给出基于非协调试解函数的多变量有限元的非线性相容分析,导出能量相容条件和单元优化条件.提出了实施这些条件的杂交元的优化方法,建立了单元优化格式和多变量参数匹配原理.研究结果已应用于弹性力学等问题.     

研究生录取问题的优化模型与评述

针对2004年首届全国部分高校研究生数学建模竞赛的D题“研究生录取”问题的评卷情况,概括地介绍了这个问题的背景、评卷要点、答卷中存在的问题.并且给出了这个问题的一种有效的解决方法.     

公务员招聘的人才软匹配模型

在公务员招聘过程中,如何科学有效地进行人才的安排、分配,也就是让人才与职位或者部门能有效地进行搭配,这是一个关键的问题.利用人才软匹配系统,以CM CM 2004D为例,在既考虑应聘人员意愿,又考虑用人部门期望要求的情况下,建立择优按需录用模型,很好地解决了这个问题.     

基于变权系数的人才聘用模型

主要是将招聘模型化成标准的指派问题,运用匈牙利算法进行处理.模型一:通过设置一虚拟部门通过上述方法得到最优分配方案.模型二:构建了偏差函数与变权函数,同样构造成一指派问题,得到七种分配方案,然后从中找出最优解.此模型还可推广到多人应聘多个部门的模型.     

基于文化价值观招募的粗糙决策方法

招募到认同组织文化和价值观的成员对组织发展意义重大.在粗糙集理论基础上发展出了基于文化价值观招募的粗糙决策方法,并给出了实务操作建议.     

Managing the supply and demand uncertainty in workforce recruitment: planned or just-in-time acquisition

Managing knowledge workers is highly complex because of the need to balance the costs associated with their training and holding costs against the need to meet market demand as quickly as possible. Unlike previous approaches to this problem in the workforce management literature, this paper develops a stochastic optimization model to examine the impact of not only uncertainty of the demand of knowledge services but also that of the supply of knowledge workers on a recruiting strategy. Hypotheses on optimal recruiting decisions that this paper suggests include: (1) high holding and training costs decrease recruitment of apprentices; (2) high mobility of skilled workers decreases recruitment of apprentices; (3) high elasticity of the supply of skilled workers decreases recruitment of apprentices; (4) high volatility of the demand of knowledge services decreases recruitment of apprentices; and (5) in high seasonal effect on the demand, the decision policy based on decision thresholds proportional to seasonal demands outperforms the decision policy based on a constant decision threshold. Suggested hypotheses are supported by a simulation of the model. Model parameters in the simulation are estimated based on the survey of information security consulting service companies in South Korea.     

One-dimensional free boundary problem for actin-based propulsion of Listeria

Some bacteria move inside cells by recruiting the actin filaments of the host cells. The filaments are polymerized at the back surface of the bacteria, and they move away, forming a “comet” tail behind the bacterium, which consists of gel network. We develop a one-dimensional mathematical model of the gel based on partial differential equations which involve the number of filaments, the density and velocity of the gel, and the pressure. The two end-points of the gel form two free boundaries. The resulting free boundary problem is rather non-standard. We prove local existence and uniqueness.     

Selecting IS personnel use fuzzy GDSS based on metric distance method

In this paper we propose a new approach to rank fuzzy numbers by metric distance. For showing our method is a good ranking method, we give two examples to compare with other methods. The paper also developes a computer-based group decision support system, FMCGDSS, to increase the recruiting productivity and to easily compare our method with other fuzzy number ranking methods. The FMCGDSS includes three ranking methods: intuition ranking, Lee and Li's fuzzy mean/spread and our metric distance method to help manager make better decision under fuzzy circumstance. The result indicates that the new method is coincident with the intuition ranking and the Lee and Li's fuzzy mean/spread method on each type weight.     

Measuring the efficiency of NBA teams: additive efficiency decomposition in two-stage DEA

This paper evaluates the efficiency of National Basketball Association (NBA) teams under a two-stage DEA framework. Applying the additive efficiency approach, we decompose overall team efficiency into first-stage wage efficiency and second-stage on-court efficiency and find out the individual endogenous weights for each stage. The empirical results show that NBA teams present a better performance on wage efficiency than for on-court efficiency, as on-court efficiency is influenced by many uncontrollable factors. Moreover, NBA teams, on average, tend to possess a higher weight on the first stage, suggesting that teams’ managers can enhance organizational efficiency more efficaciously by prudentially recruiting players.     

Dynamics of human resource and knowledge management

Recent transitions from the industrial to knowledge economy suggest an immediate and wholesale retraining scenario so that many organisations can remain at the cutting edge of technology. The dynamics of the job market is creating a challenge for many organisations in recruiting and retaining their core staff. In fact, many companies are in fear of losing critical business knowledge when their employees leave. In this paper, systems dynamics is employed to illustrate the relationship between recruitment, training, skills, and knowledge in a causal loop form. Strategies for human resource management are developed by conducting time-based dynamic analysis. We anticipate that systems dynamics modelling would help organisations to devise efficient human resource management strategies.     

Optimizing a Two-Step Sales-Force Selection Process

This paper delineates the conditions whereby a sales manager would maximize long-run profits by using a typical two-step procedure to recruit salespersons. The procedure attempts to select the most able sales candidates from a flow of applicants, given the opportunity costs associated with the lack of validity and reliability of the procedure followed at each step. A computer algorithm (called SCRAP), based on the principles of Bayesian sequential sampling theory, makes the procedure operational. Required input data are generally available from existing personnel and accounting data, as well as from managerial judgements. The procedure is illustrated in a real situation and points the way towards more efficient recruiting practice.