Discrete-Event Control Of Stochastic Networks by Altman, Gaujal, Hordijk

By Altman, Gaujal, Hordijk

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More precisely, it has two relevant meanings: the first one addresses the ability of an individual to perform an activity in a jobrelevant area. The second one is a definition of what is required from an individual for an effective performance. Role: The role could be defined as a group of functions to achieve, based on the applications of competences [12]. The role of human beings in the enterprise is fundamental, since people will always make the final decisions. Using the right person at the right moment in the right activity of the process guarantees its efficiency, so that the quality and relevance of the information produced in the process.

An effective KSNet is characterized by (i) increased connectivity between its units, (ii) alignment of its inter-organization support systems, and (iii) sharing of information resources among its units. Major KSNet functions could be determined as (i) communication, (ii) co-ordination, (iii) collaboration, and (iv) common/shared memory. This set of functions could be realized by using the following technologies [14]: Towards Knowledge Logistics in Agile SME Networks 21 Direct knowledge entry by domain experts (based on GUI, complex object cloning, and object-oriented template library), Knowledge repository parallel development by distributed teams (based on automatic change propagation and conflict negotiation), Knowledge sharing by knowledge maps (based on reusable ontology theory and distributed constraint satisfaction technology), and Distributed uncertain knowledge management (based on object-oriented fuzzy dynamic constraint networks as a shared ontology paradigm).

In that highly competitive context, the workforce of the companies has to constantly adapt its knowledge and behaviour to an ever-changing environment, which is a major cause of stress, human conflicts and resistance to change. In order to address this kind of problem, we suggest here a general framework allowing a better description of the role of the human resource in the industrial processes by using important concepts like “competence” or “knowledge”. The proposed framework can be used for different applications: quality certification, implementation or optimisation of an ERP system, management of continuous change, optimisation of human resource allocation, optimal forming of project teams, and last but not least, operational management of competences.

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