A method, device and equipment for allocating human resources for complex manufacturing processes

Abstract

The present invention discloses a method, device and equipment for allocating human resources for complex manufacturing processes, which relates to the field of intelligent manufacturing and is used to efficiently and evenly allocate human resources for complex manufacturing processes. The present invention obtains the process logic relationship information and process human resource demand information of all target tasks respectively, and obtains a human resource information database; with the goal of minimizing the dispersion of the total human resource workload of all target tasks, for each target task, according to the process logic relationship information, the human resources are matched in the human resource information database for each process in turn according to the process human resource demand information, and working hours are allocated. The present invention solves the problems of multiple levels of human resources in complex manufacturing workshops, difficult matching, and low utilization, and greatly improves the overall utilization efficiency of workshop human resources.

Description

Technical Field

[0001] The present invention relates to the field of intelligent manufacturing, and in particular to a method, device and equipment for allocating human resources for complex manufacturing processes. Background Art

[0002] In complex manufacturing processes like electronics, efficient and precise production processes are crucial for ensuring product quality and market competitiveness. Human resource allocation within complex electronics manufacturing workshops, a key link in this process, is particularly crucial. A scientific and rational human resource allocation plan ensures that each employee maximizes their effectiveness in the position that best suits them. This not only improves production efficiency and reduces production cycle time, but also effectively controls costs and enhances overall profitability. It plays a crucial role in increasing production efficiency, optimizing resource allocation, and ensuring product quality.

[0003] Taking electronics manufacturing as an example, the manufacturing process for complex electronic products is primarily based on electrical performance tuning and testing, supplemented by other processes. This complex process relies heavily on human resources and requires high technical skills. Different positions have varying skill requirements, and each step requires employees with relevant expertise. Furthermore, complex electronics manufacturing workshops often face the challenge of rapid line changeovers and flexible adjustments to production capacity. Highly flexible and adaptable multiskilled workers (multi-skilled trades) are key to meeting this challenge. In the process of allocating human resources, due to the varying work capabilities and expected working hours of individual employees, simply matching them based on demand is difficult to achieve. Improper human resource allocation can lead to uneven workloads across the workshop, with some employees overworked and others idle. This not only wastes valuable human resources but also negatively impacts production schedules and product quality. Therefore, it is particularly urgent and necessary to accurately identify the skills, strengths and willingness of each employee, formulate an accurate and efficient human resource allocation plan, and assign them to positions where they can best play their value, so as to fully tap the potential and value of each employee, realize the best use of talents, and jointly promote the sustainable development of workshop production.

[0004] With the continuous development of informatization, big data, digitalization and intelligence, enterprise workshops have established and collected a large amount of human resource information. However, there are still problems in how to balance the distribution load of workshop human resources. The integration of algorithms with the human resources required for actual production of enterprises is often not comprehensive enough. Therefore, there is an urgent need for a general method that can achieve flexible matching of enterprise human resources, balancing of workshop human resource load, and efficient utilization of human resource stratification and grading.

[0005] Some scholars use optimization algorithms to match human resources with project tasks. By designing objective functions and continuously iterating and trying, they match human resources to target tasks. When the best performance is achieved (such as best benefits, shortest working hours, minimum number of human resources, etc.), they complete the allocation of human resources.

[0006] However, this type of allocation method is only applicable to project tasks without process logic requirements, and is not applicable to tasks with complex process logic relationships. Summary of the Invention

[0007] The object of the present invention is to provide a method, device and equipment for allocating human resources for complex manufacturing processes in order to address all or part of the above-mentioned problems, so as to allocate human resources efficiently and evenly in view of the multi-process characteristics of complex manufacturing workshops.

[0008] The technical solution adopted in the present invention is as follows:

[0009] A human resource allocation method for complex manufacturing processes, comprising:

[0010] Obtain the process logic relationship information and process human resource demand information of all target tasks respectively, and obtain the human resource information database;

[0011] With the goal of minimizing the dispersion of the total human resource workload of all target tasks, for each target task, according to the process logical relationship information, human resources are matched in the human resource information database for each process according to the process human resource demand information, and working hours are allocated.

[0012] Furthermore, the process human resource demand information includes the demand for the quantity and type of human resources of each process.

[0013] Furthermore, matching human resources in the human resources information database for each process in turn according to the human resources demand information of the process includes:

[0014] Traversing each process, obtaining process-level human resource demand information of the current process from the human resource demand information;

[0015] When the process-level human resource demand information indicates that there is a human resource demand, human resources of corresponding quantity and meeting the type demand are matched for the current process from the human resource information database.

[0016] Furthermore, matching the corresponding number of human resources that meet the type requirements for the current process from the human resources information database includes:

[0017] Obtaining the required human resource type and quantity from the process-level human resource demand information;

[0018] Match according to the required human resource types from the human resource information database. Among them, for the demand for the first type of human resource, generate the first human resource array, and for the demand for the second type of human resource, generate the second human resource array according to the demand level; the first type of human resource can be replaced, and the second type of human resource cannot be replaced;

[0019] For the generated first human resource array, select the required number of human resources from the first human resource array; for the generated second human resource array, judge whether the number of human resources in the second human resource array meets the required number. If so, select the required number of human resources from the second human resource array. Otherwise, select the difference quantity of human resources between the second human resource array at a higher level and the required number.

[0020] Further, the operation of working hour allocation includes:

[0021] Allocate the occupied working hours and the start and end times of the process for the matched human resources.

[0022] Further, the allocation of the occupied working hours and the start and end times of the process for the matched human resources includes:

[0023] Obtain the maximum end time TS of the previous process of the current process, and obtain all the human resources matched by the current process; obtain the maximum end time TE of the time occupied by the allocated human resources; traverse each human resource and execute:

[0024] Obtain the working hours T of the current process;

[0025] Judge whether TS is less than TE;

[0026] If TS < TE, assign TE to TM, otherwise assign TS to TM;

[0027] Judge whether the currently traversed human resource belongs to the first type or the second type;

[0028] If the human resource belongs to the first type, assign 0 to T; if the human resource belongs to the second type, keep T;

[0029] Update TE = TM + T;

[0030] Record the occupied working hours of the currently traversed human resource as [TM, TE];

[0031] Record the start and end times of the current process as [TM, TE].

[0032] Furthermore, matching is performed from the human resources information database according to the required human resources type, including:

[0033] For a first type of human resource requirement, all first type human resources are matched from the human resource information database to generate a first human resource array;

[0034] For the second type of human resource requirements, all second type human resources that meet the requirements and are not occupied within the working hours of the current process are matched from the human resource information database to generate a second human resource array.

[0035] Furthermore, the calculation method of the dispersion of the total workload of human resources is:

[0036] ,

[0037] In the formula, F represents the dispersion of total human resource workload, P represents the total number of human resources in the human resource information database, C represents the target task set, q represents the number of target tasks, c refers to the target task, r refers to human resources, h represents the number of human resources required in the process, f refers to the process, u represents the number of processes in the target task, and Time represents the rated working hours of all target tasks. represents the rated working hours of process f of target task c, is a decision variable. If at time t, the process f of the target task is performed by human resource r, then ,otherwise .

[0038] To solve the above problems, the present invention further provides a human resource allocation device for complex manufacturing processes, which includes:

[0039] The first module is used to obtain the process logic relationship information and process human resource demand information of all target tasks respectively, and obtain the human resource information database;

[0040] The second module is used to minimize the dispersion of the total human resource workload of all target tasks. For each target task, according to the process logical relationship information, the human resources are matched in the human resource information database for each process in turn according to the process human resource demand information, and working hours are allocated.

[0041] On the other hand, the present invention also provides a human resource allocation device for complex manufacturing processes, which includes a processor and a storage medium, wherein the storage medium stores a computer program, the processor is signal-connected to the storage medium, and when the processor runs the computer program, it executes the above-mentioned human resource allocation method for complex manufacturing processes.

[0042] In summary, due to the adoption of the above technical solution, the beneficial effects of the present invention are:

[0043] The human resource allocation scheme proposed in this application is aimed at workshops with complex manufacturing processes. It conducts overall macro-adjustment of each process of all target tasks performed by the workshop, so that each process can run in an orderly manner, and can make efficient use of limited human resources and give full play to the value of human resources.

[0044] This application utilizes a multi-level recursive strategy to flexibly and accurately allocate workshop human resource information when matching human resources to each process. This addresses the challenges of complex manufacturing workshops with multiple human resource levels, difficulty matching human resources, and low utilization, significantly improving overall human resource utilization efficiency. This application prioritizes the needs of specialized trades (the second type of human resources in this application) and allocates these resources at a macro level to efficiently utilize these resources at the manufacturing workshop level while ensuring maximum production efficiency for all target tasks.

[0045] This application adopts the strategy of evaluating the objective function of the discrete effect of the total workload, which solves the problem that the human resource allocation effect of complex manufacturing processes is difficult to quantify and evaluate, improves the global balance of workshop human resource allocation, and achieves balanced distribution of human resources in the entire workshop. BRIEF DESCRIPTION OF THE DRAWINGS

[0046] The present invention will now be described by way of example with reference to the accompanying drawings, in which:

[0047] Figure 1 It is a flow chart of a human resources allocation method for a complex manufacturing process in an embodiment of the present application.

[0048] Figure 2 This is a flowchart of the human resources matching process in an embodiment of the present application.

[0049] Figure 3 This is a flowchart of matching the second type of human resources in an embodiment of the present application.

[0050] Figure 4 This is a flow chart of the allocation of working hours occupied by human resources and the start and completion time of processes in an embodiment of the present application.

[0051] Figure 5 It is a diagram of the process logic relationship information of target task a in the embodiment of this application.

[0052] Figure 6 It is a diagram of the process logic relationship information of target task b in the embodiment of this application.

[0053] Figure 7This is a structural diagram of a human resources allocation device for complex manufacturing processes in an embodiment of the present application.

[0054] Figure 8 This is a structural diagram of a human resources allocation device for complex manufacturing processes in an embodiment of the present application. DETAILED DESCRIPTION

[0055] All features disclosed in this specification, or all steps in the disclosed methods or processes, except mutually exclusive features and / or steps, can be combined in any manner.

[0056] Any feature disclosed in this specification (including any appended claims and abstract), unless otherwise stated, may be replaced by other equivalent or similar features. In other words, unless otherwise stated, each feature is only an example of a series of equivalent or similar features.

[0057] In response to the demand for intelligent scheduling of human resources in intelligent manufacturing workshops, and the problem that current human resource allocation methods are not suitable for complex manufacturing workshops, this application proposes a human resource allocation method, device and equipment for complex manufacturing processes, aiming to combine the multi-skilled and multi-level characteristics of human resources in complex manufacturing workshops to achieve efficient utilization and balanced allocation of human resources.

[0058] like Figure 1 As shown, this application proposes a human resource allocation method for complex manufacturing processes, which includes the following processes:

[0059] S1. Obtain the process logic relationship information and process human resource demand information of all target tasks respectively, and obtain the human resource information database.

[0060] A manufacturing workshop usually carries out a large number of target tasks, and these target tasks are usually carried out simultaneously in the same time period. Each target task contains multiple complex processes, and the logical relationships between processes in different target tasks are usually quite different. The process logical relationship information is used to indicate the logical relationship between the processes in each target task. For example Figure 5 The following is a diagram showing the logical relationship between the processes of target task a. There is a strong logical relationship between the 13 processes, and each process must be completed after all the previous processes are completed. Figure 6 The following is a diagram showing the logical relationship between the process of target task b and Figure 5 Comparison reveals that the number of processes and the logical relationships between processes vary significantly between target tasks. Table 1 below shows the logical relationships and the required hours for each process in target tasks a and b.

[0061] Table 1 Target task process operation logic and rated working hours

[0062]

[0063] Due to differences in work processes, for different target tasks executed at the same time, human resources need to be allocated separately for each work process of these target tasks.

[0064] In complex product manufacturing workshops, each process step in a target task has a set set of working hours. Therefore, the required working hours for each target task are almost always fixed. Existing strategies that analyze human resource capabilities to improve the generated working hours for target tasks are not suitable for complex product manufacturing workshops. In this application, the goal is to match each process with human resources of corresponding capabilities to ensure that each process can be carried out smoothly.

[0065] During the planning phase of each target task, the human resource requirements for each process will be planned, that is, the process human resource requirement information indicates the human resource requirements for each process in the target task.

[0066] As an optional implementation, the process human resource demand information for each target task includes the quantity and type of human resource required for each process. The human resource type is related to the worker's capabilities. This means that some processes may require workers with special skills and cannot be replaced.

[0067] Because human resources need to be matched to each process, there must be a pool of unassigned human resources. The human resources database is a database that records all the unassigned human resources invested in the manufacturing workshop. Not all of these unassigned human resources will be assigned to each target task; some may remain unassigned.

[0068] by Figure 5 、 Figure 6 Taking the corresponding target projects a and b as examples, the process human resource demand information of the two target projects is shown in Table 2.

[0069] Table 2 Human resource demand information table for target task process

[0070]

[0071] A process with special requirements for human resource types may also require some special types of human resources in the process. For example, the human resource quantity requirement for process 1 of target task a (represented as process a-1) can be "1+1*(secondary)", which means that the human resource quantity requirement for process a-1 is 2, and the human resource type requirement is 1 ordinary and 1 special.

[0072] S2. With the goal of minimizing the dispersion of the total human resource workload of all target tasks, for each target task, according to the process logical relationship information, match the human resources in the human resource information database for each process according to the process human resource demand information, and allocate working hours.

[0073] As an optional implementation, in step S2, the process of matching human resources in the human resources information database for each process in turn according to the human resources demand information of the process includes:

[0074] S21. Traverse each process and obtain the process-level human resource demand information of the current process from the human resource demand information.

[0075] For example, for process a-1, the process-level human resource demand information obtained from Table 2 is 2, without an asterisk. If it is process a-11, its process-level human resource demand information is 1, with an asterisk. The process-level human resource demand information for other processes is obtained similarly.

[0076] S22. When the process-level human resource demand information indicates that there is a human resource demand, human resources of corresponding quantity and meeting the type demand are matched for the current process from the human resource information database.

[0077] To determine whether a process has human resource requirements, we can determine whether the process number exists in the process human resource requirement information table. For example, if process a-1 does not exist in Table 2, then process a-1 has no human resource requirements. Alternatively, we can determine whether the human resource quantity requirement corresponding to the process in the process human resource requirement information table is 0. For example, if the human resource quantity requirement corresponding to process a-1 in Table 2 is 0, then process a-1 also has no human resource requirements. When extracting process-level human resource requirement information for each process, if the process-level human resource requirement information cannot be extracted, or if the human resource quantity requirement in the extracted process-level human resource requirement information is 0, then the process has no human resource requirements.

[0078] In the case of human resource demand, human resources of corresponding quantity and satisfying type requirements are matched for the current process from the human resource information library according to the human resource quantity and type requirements indicated by the process-level human resource demand information.

[0079] Human resource type requirements not only require special personnel (i.e., those marked with an *), but also require level requirements. For example, a process may require a "Level 6 Lathe Operator" as the human resource type. "Lathe Operator" is a special personnel type (special operations personnel), and "Level 6" indicates a level requirement. Therefore, only lathe operators with a Level 6 or higher qualification meet the human resource type requirement for this process.

[0080] As an optional implementation, Figure 2 As shown, in the above step S22, the process of matching the corresponding number of human resources that meet the type requirements for the current process from the human resources information database includes:

[0081] S221. Obtain the required human resource type and quantity from the process-level human resource demand information.

[0082] S222. Match the required human resource types from the human resource information database. For requirements of human resource types without *, generate a first human resource array. For requirements of human resource types with *, generate a second human resource array based on the requirement level.

[0083] For example, if none of the human resource requirements for process a-1 are marked with an asterisk (*), these requirements are classified as type one. For type one requirements, all human resources without an asterisk (*) are matched from the human resource database to form the first human resource array. For process a-11 requirements, if all of the human resource requirements are marked with an asterisk (*) and the level requirement is level 2, these requirements are classified as type two. For type two requirements, all human resources with an asterisk (*) and level 2 are matched from the human resource database to form the second human resource array.

[0084] S223. For the first human resource array generated, i.e., if the process requires human resources of non-specialized types, select the required number of human resources from the first human resource array. Human resources not marked with an * (i.e., common types) are interchangeable, so selection can be performed directly based on the required number.

[0085] For the generated second human resource array, that is, in the case where the human resource type required for the process is marked with * (i.e., special types of work), it is determined whether the number of human resources in the second human resource array meets the required quantity. If so, the required quantity of human resources is selected from this second human resource array. Otherwise, the quantity of human resources equal to the difference between the required quantity is selected from the second human resource array at a higher level. The human resources marked with * are irreplaceable, and one less will be available for allocation each time. Since multiple target tasks are carried out simultaneously and the human resource information database needs to meet the requirements of multiple processes at the same time, it is possible that the human resources marked with * at the required level cannot be scheduled for the current process due to being occupied by other processes. In this regard, the quantity of human resources equal to the difference between the required quantity is selected from the second human resource array at a higher level. For example, if the current process requires 5 human resources of the third level marked with *, but only 3 human resources of the third level marked with * are matched in the human resource information database at this time, then 2 more human resources need to be selected from the second human resource array at a higher level (such as the schedulable fourth-level human resources marked with *). If the number of fourth-level human resources marked with * is still less than 2, then the difference in human resources is continuously selected from the fifth-level human resources marked with *, and so on, until the requirement for the quantity of human resources in the current process is met.

[0086] Specifically, in some feasible implementation manners, as Figure 3 shown, the matching method for the demand of the human resource type marked with * includes:

[0087] a. Obtain the quantity and type requirements of human resources. Assume that the required quantity of human resources is H, and the required human resource type is the K-level human resources marked with *, where K represents the level of requirements for human resources.

[0088] b. Match according to the required human resource type from the human resource information database to generate the second human resource array at the K level.

[0089] c. Determine whether the number of human resources M included in the second human resource array at the K level is greater than or equal to the required quantity of human resources H. If the requirement is not met (i.e., M < H), then for the difference quantity H - M, step d is executed; otherwise, step f is executed.

[0090] d. Read the requirement for the level of the current human resource type, and the result is K.

[0091] e. Increase the requirement for the level of the human resource type. The upgraded required level of human resources is K = K + 1, and update the required quantity of human resources to the difference quantity H = H - M; jump to step b.

[0092] f. Select the required quantity of human resources from all the matched second human resource arrays as the human resources allocated for the current process.

[0093] When selecting the required number of human resources from the matching human resource array, the selected human resources are determined by selecting the corresponding human resource numbers or names and other information.

[0094] In addition, when constructing the human resource array for the human resource type requirements with * marked, it is necessary to consider whether the * marked human resources can be selected currently, that is, whether the * marked human resources are occupied. This involves the problem of allocating the working hours of human resources and the start and end times of processes.

[0095] As an optional implementation method, the above-mentioned working hour allocation includes:

[0096] S23. Allocate the occupied working hours and the start and end times of processes of the matching human resources.

[0097] Each process has a rated working hour, and each process assigns the rated working hour to the human resources selected for the process during this period.

[0098] As for the allocation of the working hours of human resources, it can play a role in marking the occupied state of human resources. In some feasible implementation methods, the methods for allocating the occupied working hours of the matching human resources include:

[0099] S231. Obtain the maximum end time TS of the previous process of the current process (the end time of the latest completed process when there are multiple previous processes, this is the theoretical start time, and when the current process is the first process, TS = 0), obtain all the human resources matching the current process; obtain the maximum end time TE of the occupied time of the allocated human resources (that is, the latest end time of the human resources in the allocated human resource array); traverse each human resource and perform the following operations:

[0100] S232. Obtain the working hour T of the current process. Judge whether the number m of all the currently matched human resources is equal to 0. If not, execute the next step, otherwise, execute S239.

[0101] S233. Judge whether TS is less than TE, that is, whether the occupied time of the allocated human resources is later than the theoretical start time of the process.

[0102] S234. If TS < TE, assign TE to TM, otherwise assign TS to TM.

[0103] S235. Judge whether the currently traversed human resource belongs to the * marked type or the non - * marked type.

[0104] S236. If the human resource belongs to the * marked type, assign T to 0; if the human resource belongs to the non - * marked type, retain T.

[0105] S237. Update TE=TM+T.

[0106] S238. Record the occupied working hours of the currently traversed human resources as [TM, TE].

[0107] S239. Record the start and completion time of the current process as [TM,TE].

[0108] The allocation of human resource working hours is done one by one, so when implementing the above process, it can be done as follows: Figure 4 As shown, by judging whether all human resources have been traversed in step S232, assuming that the number of human resources that have not been traversed is m, that is, judging whether m is 0, if so, the process ends, otherwise, executing steps S232-S238 for the next human resource, after executing step S238, updating the number of human resources that have not been traversed m to m-1, and then returning to step S232 for judgment, and so on. The cycle continues until all human resources have been traversed, that is, until m=0, and executing S239 to save the start and completion time of the process.

[0109] For example, for human resources not marked with an *, in step S236, T is assigned to 0, and the occupied working hours recorded for this human resource are [TM, TM], indicating that this human resource is not occupied. This is because these human resources are replaceable and can be occupied by covering for or swapping shifts. For human resources marked with an *, T is retained in step S236, and TE is updated to TM+T in step S237. The occupied working hours recorded for this human resource are [TM, TM+T], indicating that the selected human resource is occupied during the rated working hours of the process. If other processes require the same level of human resources marked with an * during the same period, this human resource cannot be selected and will not appear in the second human resource array of other processes at the same time.

[0110] By allocating the occupied working hours of human resources, it is possible to mark human resources that cannot be selected again at different times. When matching human resources for a process, that is, matching the required human resource types from the human resource information database, the following process is included:

[0111] For the first type of human resource requirements, all first type human resources are matched from the human resource information database to generate a first human resource array.

[0112] For the second type of human resource requirements, all second type human resources that meet the requirements and are not occupied within the working hours of the current process are matched from the human resource information database to generate a second human resource array.

[0113] As mentioned earlier, human resource allocation for each process is performed sequentially. Therefore, after human resource allocation for each process is completed, human resource allocation for the next process is activated. For example, by traversing each process, after its human resource allocation is completed, the sequence number of the traversed process is incremented by 1, and the human resource allocation process for the next process is activated, and the above human resource allocation process is repeated.

[0114] In this application, the allocation of human resources is not simply a matter of selecting human resources; it also considers the production efficiency of the entire manufacturing workshop and the efficient use of human resources. As an optional implementation, this application optimizes the human resource allocation plan based on the goal of minimizing the dispersion of the total human resource workload of all target tasks. As an optional implementation, the method for calculating the dispersion of the total human resource workload is:

[0115] ,

[0116] Where F represents the dispersion of total human resource workload; P represents the total number of human resources in the human resource information database, that is, the total number of human resources invested in the manufacturing workshop as mentioned above; C represents the target task set, q represents the number of target tasks. For example, if C contains 4 sets of target tasks a and 4 sets of target tasks b, then q = 8, and c refers to any target task; r represents human resources, h represents the number of human resources required in the process; f represents the process, u represents the number of processes in the target task; Time represents the rated working hours of all target tasks. represents the rated working hours of process f of target task c, is a decision variable. If at time t, the process f of the target task is performed by human resource r, then ,otherwise .

[0117] Assume that a manufacturing shop is simultaneously carrying out four sets of target tasks a and b. The four sets of target tasks a are serially numbered "BP01," "BP02," "BP03," and "BP04," and the four sets of target tasks b are serially numbered "CP01," "CP02," "CP03," and "CP04." Using the above method, we ultimately obtain the human resource allocation plan shown in Table 3.

[0118] Table 3 Human resource allocation table

[0119]

[0120] In another aspect of the present application, the embodiment of the present application further provides a human resource allocation device for complex manufacturing processes, such as Figure 7 As shown, it includes:

[0121] The first module is used to obtain the process logic relationship information and process human resource demand information of all target tasks respectively, and obtain the human resource information database.

[0122] The second module is used to minimize the dispersion of the total human resource workload of all target tasks. For each target task, according to the process logical relationship information, the human resources are matched in the human resource information database for each process in turn according to the process human resource demand information, and working hours are allocated.

[0123] For detailed features of the first module and the second module, reference may be made to step S1 and step S2 in the above method embodiment.

[0124] In addition, the embodiment of the present application also provides a human resource allocation device for complex manufacturing processes, which includes a processor and a storage medium, wherein the storage medium stores a computer program, and the processor is connected to the storage medium by signal, such as Figure 8 When the processor runs the computer program, the method for allocating human resources for complex manufacturing processes according to the above embodiment is executed.

[0125] The present invention is not limited to the aforementioned specific embodiments, but extends to any new features or any new combination disclosed in this specification, as well as any new method or process steps or any new combination disclosed.

Claims

1. A human resource allocation method for complex manufacturing processes, characterized in that: Including: Obtain the process logical relationship information and process human resource demand information of all target tasks respectively. All target tasks are carried out synchronously. Each target task includes multiple processes. The process logical relationship information indicates the logical relationship executed between each process in each target task, and the process human resource demand information indicates the human resource demand of each process in each target task; Obtain the human resource information library, which records all the human resource information to be allocated; Aim at minimizing the dispersion of the total human resource workload of all target tasks. For each target task, according to the process logical relationship information, sequentially match human resources for each process in the human resource information library according to the process human resource demand information, and allocate working hours; The calculation method of the total human resource workload dispersion is: ， In the formula, F represents the dispersion of total human resource workload, P represents the total number of human resources in the human resource information database, C represents the target task set, q represents the number of target tasks, c refers to the target task, r refers to human resources, h represents the number of human resources required in the process, f refers to the process, u represents the number of processes in the target task, and Time represents the rated working hours of all target tasks. represents the rated working hours of process f of target task c, is a decision variable. If at time t, the process f of the target task is performed by human resource r, then ,otherwise ; The allocation of working hours includes: allocating the occupied working hours and the start and end times of the process for the matched human resources, which includes: Obtain the maximum end time TS of the previous process of the current process, and obtain all the human resources matched by the current process; obtain the maximum end time TE of the occupied time of the allocated human resources; traverse each human resource and execute: Obtain the working hours T of the current process; Judge whether TS is less than TE; If TS < TE, assign TE to TM, otherwise assign TS to TM; Judge whether the currently traversed human resource belongs to the first type or the second type; the first type of human resource is substitutable, and the second type of human resource is non-substitutable; If the human resource belongs to the first type, assign T to 0; if the human resource belongs to the second type, retain T; Update TE = TM + T; Record the occupied working hours of the currently traversed human resource as [TM, TE]; Record the start and end times of the current process as [TM, TE].

2. The human resource allocation method for complex manufacturing processes according to claim 1, characterized in that: The process human resource demand information includes the demand for the quantity and type of human resources for each process.

3. The human resource allocation method for complex manufacturing processes according to claim 2, characterized in that: Sequentially match human resources for each process in the human resource information library according to the process human resource demand information, including: Traverse each process and obtain the process-level human resource demand information of the current process from the human resource demand information; When the process-level human resource demand information indicates that there is a human resource demand, match the corresponding quantity and type-demand-satisfied human resources for the current process from the human resource information library.

4. The method for allocating human resources for complex manufacturing processes according to claim 3, wherein: Match the corresponding quantity and type-demand-satisfied human resources for the current process from the human resource information library, including: Obtain the type and quantity of the required human resources from the process-level human resource demand information; Match according to the required human resource type from the human resource information library. For the demand for the first type of human resource type, generate the first human resource array, and for the demand for the second type of human resource type, generate the second human resource array according to the demand level; For the generated first human resource array, select the required number of human resources from the first human resource array; for the generated second human resource array, determine whether the number of human resources in the second human resource array meets the required number. If so, select the required number of human resources from the second human resource array; otherwise, select the number of human resources equal to the difference between the required number and the number in the second human resource array of a higher level.

5. The human resource allocation method for complex manufacturing processes according to claim 1, characterized in that: Match according to the required human resource types from the human resource information database, including: For the demand for human resource types of the first type, match all human resources of the first type from the human resource information database to generate a first human resource array; For the demand for human resource types of the second type, match all human resources of the second type that meet the required level and are not occupied within the working hours of the current process from the human resource information database to generate a second human resource array.

6. A human resource allocation device for complex manufacturing processes, characterized in that: Include: The first module is used to obtain the process logical relationship information and process human resource demand information of all target tasks respectively. All target tasks are carried out synchronously. Each target task includes multiple processes. The process logical relationship information indicates the logical relationship executed between each process in each target task, and the process human resource demand information indicates the human resource demand of each process in each target task; Obtain a human resource information database, which records all the human resource information to be allocated for input; The second module is used to aim at minimizing the dispersion of the total human resource workload of all target tasks. For each target task, according to the process logical relationship information, match human resources in the human resource information database for each process in turn according to the process human resource demand information, and perform working hour allocation; The calculation method of the total human resource workload dispersion is: ， In the formula, F represents the dispersion of total human resource workload, P represents the total number of human resources in the human resource information database, C represents the target task set, q represents the number of target tasks, c refers to the target task, r refers to human resources, h represents the number of human resources required in the process, f refers to the process, u represents the number of processes in the target task, and Time represents the rated working hours of all target tasks. represents the rated working hours of process f of target task c, is a decision variable. If at time t, the process f of the target task is performed by human resource r, then ,otherwise ; Performing working hour allocation includes: allocating the occupied working hours and the start and end times of the process for the matched human resources, which includes: Obtain the maximum end time TS of the previous process of the current process, and obtain all the human resources matched by the current process; obtain the maximum end time TE of the time occupied by the allocated human resources; traverse each human resource and execute: Obtain the working hours T of the current process; Judge whether TS is less than TE; If TS < TE, assign TE to TM; otherwise, assign TS to TM; Judge whether the currently traversed human resource belongs to the first type or the second type; the human resources of the first type are substitutable, and the human resources of the second type are non-substitutable; If the human resource belongs to the first type, assign T to 0; if the human resource belongs to the second type, retain T; Update TE = TM + T; Record the occupied working hours of the currently traversed human resource as [TM, TE]; Record the start and end times of the current process as [TM, TE].

7. A human resource allocation device for complex manufacturing processes, characterized in that: It includes a processor and a storage medium. A computer program is stored in the storage medium. The processor is signal-connected to the storage medium. When the processor runs the computer program, it executes the human resource allocation method for complex manufacturing processes according to any one of claims 1-5.

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