2015MCM/ICM总结

打完美赛，终于是累的身体虚得不行，这种感觉一结束就出来了。总体来说过程还是比较赞，主要是写了几行matlab代码，对matlab的工作模式有了一点点的了解。另外翻译技能上最大的长进可以说是斟酌字句的能力了，不过有没有实质的记住多少我并不知道。然后是搜索技能，谷歌高级搜索和学术搜索当然是主流，找来找去还是这两个用起来顺手。阅读文献上，学会了细读和精读，读好论文不容易，一两天一篇论文从此开始应该是常事了。

美赛 经验上，比较后悔没有坚持赞同当初有位学长的“发挥学科优势，美赛注重多样和逼格”的论断，其实d题用分类器算法做是再合适不过的，想到神经网络应该是理所当然。当然，一方面是经验不足，另一方面是对这些知识本身就比较生疏，最后还是怯却了。最后用的是基于fuzzy logic的模型，也是控制理论的分支，不过相比系统动力学的解法可能真的是相去甚远。以此为戒。

最后感谢两位队友的支持与努力。来年再战！

附abc题目和我自己写的翻译：

A题

The world medical association has announced that their new medication could stop Ebola andcure patients whose disease is not advanced. Build a realistic, sensible, and useful model that considers not only the spread of the disease, the quantity of the medicine needed, possible feasible delivery systems, locations of delivery, speed of manufacturing of the vaccine or drug, but also any other critical factors your team considers necessary as part of the model to optimize the eradication of Ebola, or at least its current strain. In addition to your modeling approach for the contest, prepare a 1-2 page non-technical letter for the world medical association to use in their announcement.

世界医学协会日前宣布，其新的药物可以阻止埃博拉病毒传播和治愈患者，而 且疾病并不高级。构建一个现实的，明智的和有用的模型，考虑到该疾病不仅 蔓延，药物所需要的数量，可能的可行递送系统，递送位置，制造的疫苗或药 物的速度，但也可以是任何其他关键因素，你的团队认为有必要为模型的一部 分，可以优化根除埃博拉的，或者至少是它的当前形势。除了为比赛的而做的 工作外，准备一份 1-2 页非技术文件为世界医疗协会在其发布使用。 

B题

Recall the lost Malaysian flight MH370. Build a generic mathematical model that could assist "searchers" in planning a useful search for a lost plane feared to have crashed in open water such as the Atlantic, Pacific, Indian, Southern, or Arctic Ocean while flying from Point A to Point B. Assume that there are no signals from the downed plane. Your model should recognize that there are many different types of planes for which we might be searching and that there are many different types of search planes, often using different electronics or sensors. Additionally, prepare a 1-2 page non-technical paper for the airlines to use in their press conferences concerning their plan for future searches. 

回忆逝去的马来西亚航班 MH370。简历一个一般的数学模型可以帮助搜索者 计划有用的搜索为一个消失的可能已经掉入 open water 比如大西洋，太平洋， 印度洋，Southern，北冰洋当从 A 点飞往 B 点的时候。假设没有信号来自降落的 飞机。你的 model 应该确认有很多种类的搜索飞机，常常用不同的电子产品或者 传感器。此外，为航空公司去记者招待会关于他们对未来搜索的计划准备 1-2 页 的非技术文档.

C题

Building an organization filled with good, talented, well-trained people is one of the keys to success. But to do this, an organization needs to do more than recruit and hire the best candidates – they also need to retain good people, keep them properly trained and placed in proper positions, and eventually target new hires to replace those leaving the organization. Individuals play unique roles within their organizations, both formally and informally. Thus, the departure of individuals from an organization leaves important informational and functional components missing that need to be replaced. This is true for sports teams, commercial companies, schools and universities, governments, and almost any formal group or organization of people.  

建立一个充满good，智慧的，训练有素的人的组织是成功之匙。完成此，一个 组织需要不仅仅招聘和征募最好的申请者，他们也需训练good people 保持他们正 确的训练并放到正确的位置。个人在组织中担任独特的角色，既正式也非正式地。 因此，个人从组织的离开留下重要的情报和功能组成的空缺需要替代。这也适用于 运动队，商业公司，学校和大学，政府，和几乎所有正式团体或者组织。 

Human resource (HR) specialists help senior leadership manage personnel by improving retention and motivation, coordinating training, and building good teams. In particular, leaders seek to create an effective organizational structure, where people are assigned to positions appropriate to their talents and experience, and where efficient communication systems are in place to facilitate development of innovative ideas and quality products (commodities or services). These talent management and team building aspects of HR management are remaking many modern organizations.  

人力资源（HR）专家 通过提高保留和激励，协调培训，并建立良好的团队 帮 助高层领导管理人员。特别是领导寻求建立一个有效的组织结构，那里的人都分配 到适合自己的人才和经验职位，并在高效的通信系统到位，以促进创新的理念，优 质的产品（商品或服务）的开发。人力资源管理的这些人才管理和团队建设等方面 的改造许多现代组织。 Managing the fluid network of human capital within an organization requires understanding personnel loyalties to the company and to subgroups; building trust in the workplace; and managing the formation, dissolution and retention of formal and informal ties between people. When people leaving for other jobs or retiring are replaced, the resulting turbulence is collectively termed organizational “churn”. Your team has been asked by your HR manager to develop a framework and model for understanding churn within the Information Cooperative Manufacturing (ICM) organization of 370 people. ICM is in a highly competitive market place, leading to challenging issues related to effectively managing its human capital. 

在一个组织内管理人力资本的流体网络（fluid network）需要了解的人员忠诚于 公司，并分组;建立信任在工作场所;和管理的人之间的正式和非正式关系的形成，解 散和保留。当人们前往其他工作或退休所取代，所产生的紊流统称为组织的“流失”。 你的HR要求你的团队针对信息协同制造（ICM）组织的370人之内的客户流失制定

一个框架和模型。 ICM是在竞争激烈的市场，导致相关的有效管理其人力资本的具 有挑战性的问题。 

The HR manager wants to map the human capital in the organization by building a network model. Here are some issues your company faces:  

HR想要通过构建一个映射网络模型组织中的人力资本（human capital）。这里 是你的公司面临一些问题: 

1. ICM aims to identify the risk of churn in its early stages, as it is cheaper to gain the loyalty of an employee early in their career rather than have to improve the culture once it has soured. It is more productive to have a motivated workforce from the start rather than having to provide incentives to prevent people from leaving.  .

ICM目的是找出在其早期阶段客户流失的风险，因为它是便宜，得到职业生涯 早期的员工的忠诚，而不是一旦恶化才要提高文化。这是更高效有一个积极进取的 队伍从一开始，而不是提供激励措施，以阻止人们离开。 

2. A worker is more likely to churn if he or she was connected to other former employees who have churned. Thus churn seems to diffuse from employee to employee, so identifying those that are likely to churn is valuable information to prevent further churning.  
一名工人更容易流失（churn），如果他连接到其他流失的前雇员。因此，客户 流失似乎从员工到员工扩散，所以识别那些可能流失是有价值的信息，以防止进一 步流失。 
3. One HR issue is matching employees to the right position such that their knowledge and abilities can be maximized. Currently each employee gets an annual evaluation based on performance as judged by the supervisor. These ratings are currently not used by the HR office.  

一个HR问题是匹配的雇员在正确位置，使得他们的知识和能力可以最大化。目 前，监事（supervisor）把每个员工获得基于业绩的年度评估作为判断。这些评价当 前没有在HR办公室使用。 
4. ICM recognizes that middle managers (Junior Managers, Experienced Supervisors, Inexperienced Supervisors) often feel stuck in their jobs with little opportunity to advance, causing them to leave the company when they find a comparable or better job. These mid-level positions are critical ones that unfortunately suffer high turn-over (twice the average rate of the rest of the company) and seem to need filling all the time.  
ICM认识到中层管理人员（初级经理，有经验的主管，没有经验的监事）经常 感觉停留在他们很难有机会来推进工作，使他们离开公司的时候，他们发现一个相 当或更好的工作。这些中层的位置是至关重要的，对于不幸遭受人事变动（是其他 公司平均速率的两倍），似乎需要填写所有的时间。 
5. Recruiting good people is difficult, time consuming and expensive. ICM usually 
has only 85% of its 370 positions filled at any time and, because of administrative delays and office capacity and internal promotions, the HR office is actively hiring about 8-10% of the ICM positions (about 2/3 of the current vacancies).  
招募好的人是困难的，耗时且昂贵。。。。。。 
6. In order to move up into the higher management-level positions, people are currently required to have several years of experience in the company at specific levels and types of positions. This can pose major obstacles for the HR department.  
为了拉升到更高的管理级别的职位，人们目前需要有几年的特定级别和类型的 职位在公司的经验。这可能会造成对HR部门的主要障碍。 
7. The churn rate has been increasing steadily, especially for middle managers. The ICM HR manager sees this as the biggest challenge the company faces. The CEO panicked when hearing that the current churn rate is 18% per year.  
客户流失率一直稳步上升，尤其是对中层管理人员。 ICM的人力资源经理认为 这是公司面临的最大挑战。当听说目前的流失率每年18％的时候，CEO很恐慌。 
8. Because ICM is always worried about being short-handed, marginal and poor employees are allowed to stay on in an attempt to lower the churn and, therefore, very few employees are relieved or fired. This results in lower quality employees who often stay with the company for a full career. This quality issue is causing concern with the management, but no one seems to have a solution.  
由于ICM总是担心被缺兵少将，贫困和边缘化的员工被允许留在试图降低客户 流失，因此，很少有员工解除或开除。这导致低质量的员工谁经常留在公司工作了 完整的职业生涯。这一质量问题引起各界关注与管理，但似乎没有人有一个解决方 案。 
9. Your organization is proud of its modest CEO-to-worker salary ratio (i.e., the CEO salary is approximately 10 times the median of the salaries of all the employees in the organization as compared to hundreds of times the median as found in many companies).  

。。。。。  。
The ICM HR manager has recently put together a comprehensive organizational graph (Figure 1) and detailed statistics describing the basic structure, staffing, recruiting costs, training costs, and salaries of the company employees (Table 1). The company has never conducted any analyses, modeling or simulation of the HR functions of the company. Therefore, she feels that now is the time to automate and analyze the HR elements of ICM using network science. 

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