模型的优缺点及改进方向 1.建模过程中,把用人部门对各种素质能力的要求,应聘人员的笔试成绩,面试成绩等影响用人部门与应聘人员相互之间的因转化为相应的权重,使问题变的简单和清晰化. 2.模型对各种情况都做了全面的分析,并且有很多参数可以根据实际需要取一定的值,使模型具有很强的普遍性和实用性. 3.设计的解法简单易行,具有一定的通用性. 4.模型的缺点是当N,M,K取值较大时,必须要寻找一种更有效的算法求解模型. 模型的改进:对于权重的取值,可以通过部门对人员的需要来确定,使得每个部门之间人才分配更平均,主管部门可根据不同要求缺点不同的选取方式
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Themeritandshortcomingandtheimprovementdirectionsofthemodel1。Setupinthemoldprocess,chasewiththerequestofperson'ssectiontovariouscharacterability,acceptappointmentthepersonnel'swrittentestresult,thepersonalinterviewresultetc。theinfluenceusesperson'ssectionandacceptsappointmentthepersonnelmutuallyitofisheavyforthepowerthatcorrespondbecauseoftheconversion,makeproblemchangesimpleandcleartoturn。2。Themodelsalldidtheoverallanalysistovariouscircumstances,andtherearealotofparameterscantakethecertainvalueaccordingtotheeffectivedemand,makethemodelhavetheverystrongcatholicityandfunctions。3。Thesolutionmethodofdesigngoesinbriefandeasily,certainlyhaveingeneraluse。4。TheweaknessofthemodelistobetheN,M,theKtakesthevaluetocomparegreatly,mustlookforakindofmorevalidcalculatewaytosolvethemodel。Theimprovemento ,canpassthesectiontopersonnel'sdemandtocertain,makeatalentedpersonofeachsectiontheallotmentisaveragemore,thesupervisorsectioncanrequestthedifferentselectionmethodofweaknessaccordingtothedissimilarity。