A human resource modeling method for multi-level production lines

Abstract

This application discloses a multi-level production line human resource modeling method, which includes automated personnel data collection, establishing human resource classification standards, and modeling the capabilities of production line operators based on the human resource classification standards. If operators possess capabilities in multiple professional roles, multiple personnel capability models are created and modeled according to the rules of different roles to form a production line human resource capability model library; dynamic capability level assessment of production line human resource capability models is performed by using real-time statistics of the number of completed process tasks associated with the production line human resource capability model from the workshop execution system as proficiency, obtaining training and test results from the training system to assess the technical level of the production line human resource model capabilities, describing the human resource requirements for each process of each product, and describing the minimum capability requirements for personnel during modeling. This application significantly improves the accuracy of the production line human resource model.

Description

Technical Field

[0001] The present application relates to the field of modeling technology, and in particular to a multi-level production line human resource modeling method. Background Art

[0002] At present, in traditional production management systems, the description of human resources mainly adopts more general ability descriptions such as professional trades, which can meet the needs of production lines with relatively fixed process routes and low requirements for multi-skilled workers. However, for production lines with multiple varieties, small batches, and complex production processes, only using professional trades for ability descriptions can easily lead to unreasonable staffing and low production efficiency. It is especially difficult to support personnel task scheduling and work scheduling in production scenarios with complex and flexible process routes, high requirements for multi-skilled workers, and complex process operations.

[0003] In the process of complex product production lines, effective management and scheduling of human resources are crucial to improving production efficiency and output. Mismatched operator capabilities directly affect job execution. Operators have different proficiency levels in different processes, which directly affects job efficiency. It is basically difficult to train personnel to meet the operational capabilities of multiple products, multiple trades, and multiple processes. Summary of the Invention

[0004] In view of this, the present application provides a multi-level production line human resource modeling method, which can construct a production line human resource model by combining product objects and process.

[0005] This application discloses a multi-level production line human resource modeling method, which includes:

[0006] Step 1: Automated collection of personnel data: Automated collection and acquisition of personnel-related data from multiple information systems to form a basic database of production line personnel. Automated collection and acquisition of personnel-related data from multiple information systems includes: basic personnel information from the human resources system, personnel operation-related data from the workshop manufacturing execution system (MES), and training data from the training system. Personnel operation-related data includes task type, product object, process information, operation instruction documents, and operators; training data includes skill certificates, training course records, and examination records; basic information includes personnel name, work permit code, age, gender, education background, major, university of graduation, position, and date of employment.

[0007] Step 2: Establish human resource classification standards: By analyzing the data in the basic database of production line operators, the requirements for process operators are preliminarily classified based on process domain knowledge. The process operation complexity is scored from three dimensions: technical complexity, equipment accuracy, and quality risk. The scores are weighted and integrated to form the process operation complexity. Based on the complexity threshold, a three-level classification rule is established to form the human resource classification standard. The process operator requirements include requirements for process name, product type, and instrument and equipment model. The human resource classification standard includes professional roles and classification rules. Roles include packaging personnel, testers, polishing personnel, and debugging personnel. The classification rules include rule one, rule two, and rule three. Professional roles correspond to one of the classification rules. Professional roles are types of work.

[0008] Step 3: Based on the human resource classification standards formed in Step 2, competency modeling is performed for production line operators. When modeling according to the highest competency of the operator, if the operator possesses competencies for multiple professional roles, multiple competency models are created and modeled according to the rules for different roles to form a production line human resource competency model library.

[0009] Step 4: Dynamically evaluate the capability level of the production line human resource capability models in the production line human resource capability model library. This is done by using real-time statistics from the workshop execution system on the number of completed process tasks associated with the production line human resource capability models as proficiency. Training and test results are obtained from the training system to evaluate the technical level of the production line human resource model capabilities.

[0010] Step 5: Based on the human resource classification standards formed in Step 2, describe the human resource requirements for each process of each product. When modeling, describe it according to the minimum capability requirements of personnel; human resource requirements include professional roles and quantities, forming a human resource requirements table.

[0011] Furthermore, the step 1 includes:

[0012] Step 11: Obtain basic information from the human resources system, obtain personnel operation-related data from the workshop manufacturing execution system, and obtain training data from the training system; multiple information systems include the human resources system, the workshop manufacturing execution system, and the training system;

[0013] Step 12: Clean and standardize the data obtained in step 11, perform data verification based on work permit number and ID number, and unify the standardized pre-processed data;

[0014] Step 13: Analyze the pre-processed data output from step 12 and extract personnel skill entries from it to form a personnel basic database; personnel skill entries include certificate information, professional information, and job information records.

[0015] Furthermore, the step 2 includes:

[0016] Step 21: Select the product and determine its type from the personnel basic database, and obtain the process information;

[0017] Step 22: Analyze the process content of the selected product and add the professional role types (i.e., job types) required for each process based on domain knowledge to form a product process professional role requirement table;

[0018] Step 23: Calculate the operation complexity C of each process based on the product process professional role requirement table obtained in step 22, and form a product process professional role requirement table including the operation complexity of each process;

[0019] Step 24: For the product process professional role requirement table containing the process operation complexity, the operation complexity of the process is counted and evaluated according to the professional role type, and a complexity threshold δ is set. Then, the professional role type is analyzed based on the complexity threshold δ. If the operation complexity of all processes corresponding to the professional role type classification is less than or equal to the complexity threshold δ, the professional role type classification is retained. The professional role type belongs to Rule 1 type, that is, the type that does not need to be bound to the product model and process sequence number;

[0020] Step 25: Based on the complexity threshold δ set in 24, if there is an operation complexity exceeding the complexity threshold in the process corresponding to the professional role type classification, then statistical analysis is performed on the operation complexity processes exceeding the complexity threshold δ. If the operation complexity processes all belong to different product objects, or if the processes within the same product object have similar requirements for operators, then the professional role type is subdivided into two professional role types. The professional role type is retained, which belongs to the rule one type. For the operator requirements of the process exceeding the complexity threshold δ, a subdivided professional role is added, which belongs to the rule two type. The professional role type is bound to the product model for use;

[0021] Step 26: According to the complexity threshold δ set in 24, if there is an operation complexity exceeding the complexity threshold δ in the process corresponding to the professional role type classification, then statistical analysis is performed on the operation complexity process exceeding the complexity threshold δ. If there are multiple operation processes of the same product object in the operation complexity process, and the difference in the requirements for the operators is greater than the preset value, then the professional role type is subdivided into three professional role types, and the professional role type is retained, which belongs to the rule one type. Otherwise, a subdivided professional role is added to the process of the professional role type, which belongs to the rule two type, and the professional role type is bound to the product object for use. For the process exceeding the complexity threshold δ, where there are multiple operations of the same product object with operator requirements greater than the preset value, another subdivided professional role is added, which belongs to the rule three type, and the professional role type is bound to the product object and the process number for use;

[0022] Step 27: Based on steps 23 to 26, complete the analysis of the product process professional role requirement table obtained in step 22, extract the professional role types in the product process professional role requirement table, and add the newly added subdivided professional role types during the analysis process of steps 23 to 26, add the rule type corresponding to each professional role type, and for each professional role, supplement the qualification conditions. The qualification conditions include qualification certificate requirements and training record requirements. If the professional role type has no qualification requirements, no supplement will be made to form a human resource classification standard.

[0023] Furthermore, in step 23, the calculation formula for the operation complexity C of each process is:

[0024] C=α tech_score + β precision_score + γ risk_score

[0025] Among them, α is the technical difficulty weight, tech_score is the technical difficulty score of the process, β is the equipment precision weight, precision_score is the equipment precision score of the process, γ is the quality risk weight, and risk_score is the quality risk score of the process.

[0026] Furthermore, the step 3 includes:

[0027] Step 31: Based on the human resource classification standards obtained in step 2, basic personnel information is obtained from the human resource basic database. Based on the basic information, training information, and qualification certificates of the operator, the professional roles that the operator can perform are evaluated to obtain a list of professional roles for the operator.

[0028] Step 32: Based on the professional role list obtained in step 31, for professional roles of rule 1 type, the production line human resource model can be personnel basic information + professional role. If there are multiple professional roles of rule 1 type, multiple personnel capability models are established;

[0029] Step 33: Based on the professional role list obtained in step 31, for the professional role in rule 2, identify the products that can be operated by the professional role type, and obtain a list of operated products. Based on this product list, a production line human resource capability model is established for each product. The production line human resource capability model is composed of basic personnel information + professional role + product model;

[0030] Step 34: Based on the professional role list obtained in step 31, for the professional role type using rule 3, identify the processes that the professional role type can perform under each product, and form a process list. Based on this process list, establish a production line human resource capability model for each process. The production line human resource capability model consists of basic personnel information + professional role + product object + process sequence number + process version;

[0031] Step 35: After completing the modeling of all personnel capabilities, add the model serial numbers of all capability items into the database management to form a production line human resource capability model library.

[0032] Furthermore, the step 4 includes:

[0033] Step 41: Proficiency assessment: Count the number of processes performed and completed by personnel using the production line human resource capability model in real time from the information system, and fill in the proficiency field of the production line human resource capability model;

[0034] Step 42: Technical level assessment: obtain the technical level achieved through training and test score assessment through the training system, which is divided into levels 1-5. Fill in the technical level field of the production line human resource capability model according to the level assessed by the human resource technical level assessment table.

[0035] Furthermore, the step 5 includes:

[0036] Step 51: Obtain product process information from the process development system. The process information includes product model, process version, process sequence number, and process content.

[0037] Step 52: Based on the process information obtained in step 51, analyze the human resource requirements for each process. Describe the professional role types of the required personnel according to the professional role in the human resource classification standard obtained in step 2, and supplement the quantity information. If the same process requires personnel with multiple professional roles, describe each type of requirement separately. When describing human resource requirements, describe them according to the professional roles that can meet the minimum ability requirements of the process operation.

[0038] Step 53: After completing the human resource requirements for all processes, add serial numbers and include them in database management to form a human resource requirement table.

[0039] Furthermore, after step 5, the method further includes:

[0040] Step 6: Based on the human resource classification standards obtained in step 2 and the qualification requirements of different roles, perform a static check on the production line human resource model library and human resource demand table based on the human resource classification standards, and then perform a dynamic check based on the human resource matching rules. Obtain the matching production line human resource model through the human resource demand model, and reversely verify the production line human resource model to propose a human resource demand model for the production line human resource model requirements. The validity of the human resource demand model is verified through two-way dynamic verification.

[0041] Furthermore, the step 6 includes:

[0042] Step 61: Obtain the production line human resource model library obtained in step 3, check whether the professional role is consistent with the rule classification. For professional roles of rule 1, check whether only production line human resource models of the professional role type exist. For professional roles of rule 2, check whether only production line human resource models of the professional role + product model type exist. For professional roles of rule 3, check whether only production line human resource models of the professional role + product model + process number + process version exist. Mark and display invalid production line human resource models.

[0043] Step 62: Obtain the production line human resource model library obtained in step 3, and search for relevant qualification certificates from the production line operator basic database based on the qualification requirements of each role in the human resource classification standard obtained in step 2. If there are any roles that do not meet the qualification certificate requirements, check the qualification certificate compliance of the professional role and mark and display the invalid production line human resource model from the production line operator basic database;

[0044] Step 63: Obtain the human resource demand table obtained in step 5, check whether all professional roles are professional roles in the human resource classification standard obtained in step 2, and if not, mark and display invalid human resource demand;

[0045] Step 64: Obtain the human resource demand table obtained in step 5. Based on the human resource classification standard obtained in step 2 and the rule type, search for the corresponding production line human resource model in the production line human resource model library obtained in step 3. For roles of rule 1 type, search by professional role type. For roles of rule 2 type, search by professional role type and product model. For roles of rule 3 type, search by professional role type, product model, process number, and process version number. If no corresponding production line human resource model is found, mark and display the production line human resource demand as invalid.

[0046] Step 65: Obtain the human resource demand table obtained in step 5. Based on the human resource classification standard obtained in step 2 and different rule types, search for the corresponding production line human resource model in the production line human resource model library obtained in step 3. For roles of rule 1 type, search by professional role type. For roles of rule 2 type, search by professional role type and product model. For roles of rule 3 type, search by professional role type, product model, process number, and process version number. If no corresponding production line human resource model is found, mark and display a reminder that no production line human resource model meets the human resource demand.

[0047] Step 66: For each production line human resource model in the production line human resource model library, according to the human resource classification standard obtained in step 2, according to different rule types, search for the corresponding human resource requirements in the human resource requirement table. For roles of rule one type, query by professional role type. For roles of rule two type, query by professional role type and product model. For roles of rule three type, query by professional role type, product model, process number, and process version number. If the corresponding human resource requirement cannot be found, mark and display a reminder that the production line human resource model is not met and there is currently no corresponding production line human resource requirement. Manual inspection is required to confirm whether it is valid.

[0048] Furthermore, before step 61, the following steps are further included:

[0049] Obtain the production line human resource model library obtained in step 3, check whether the professional role type belongs to the professional role type in the human resource classification standard obtained in step 2, and if there is a professional role that does not belong to the human resource classification standard, mark and display the invalid model.

[0050] Due to the adoption of the above technical solution, this application has the following advantages:

[0051] 1. This application establishes human resource classification standards by integrating process domain knowledge, basic personnel information, and job task requirements through threshold division based on the fusion of multi-dimensional complexity features, thereby achieving hierarchical and standardized description of personnel capabilities, greatly improving the accuracy of the production line human resource model, effectively reducing long-term dependence on highly skilled personnel, achieving efficient and accurate human resource matching, and supporting the planning, scheduling, and operation dispatching of small-batch, multi-variety complex production lines.

[0052] 2. This application can realize efficient and flexible scheduling of production line personnel, mainly targeting complex discrete production lines with complex process operations, large differences in personnel skill requirements for different processes, high requirements for operators, a wide variety of products and small batches, etc. By constructing a multi-level production line human resource capability model, it can ensure a detailed description of production line operators, and support the planning and scheduling system to carry out large-scale, process-level, discrete task scheduling and dispatching of personnel.

[0053] 3. This application constructs a discrete, refined, multi-level human resource capability model to form a refined human resource capability model library that includes work objects, work processes, and professional roles (jobs). This can effectively reduce the capability requirements for personnel, achieve efficient and accurate human resource matching, and support the planning, scheduling, and operation scheduling of small-batch, multi-variety complex production lines. BRIEF DESCRIPTION OF THE DRAWINGS

[0054] In order to more clearly illustrate the technical solutions in the embodiments of the present application, the following briefly introduces the drawings required for use in the description of the embodiments. Obviously, the drawings described below are only some embodiments recorded in the embodiments of the present application. For ordinary technicians in this field, other drawings can also be obtained based on these drawings.

[0055] Figure 1 This is a schematic diagram of the preliminary classification of professional roles (job types) in the embodiment of this application;

[0056] Figure 2 This is a schematic diagram of the process distribution of complexity threshold screening personnel in an embodiment of the present application;

[0057] Figure 3 A schematic diagram of human resource demand analysis for a complex process according to an embodiment of the present application;

[0058] Figure 4 This is a schematic diagram of the composition of the production line human resources model of an embodiment of the present application;

[0059] Figure 5 This is a flow chart of a multi-level production line human resource modeling method according to an embodiment of the present application. DETAILED DESCRIPTION

[0060] The present application is further described with reference to the accompanying drawings and embodiments. The embodiments described are only a part of the embodiments of the present application, not all of the embodiments. All other embodiments obtained by ordinary technicians in this field should fall within the scope of protection of the embodiments of the present application.

[0061] See also Figures 1 to 5 The present application provides an embodiment of a multi-level production line human resources modeling method, which includes:

[0062] Step 1: Automatically collect personnel data, automatically collect and obtain relevant data of operators from multiple information systems, and perform multi-dimensional heterogeneous data processing to form a basic database of production line operators.

[0063] Step 1 includes the following steps 1-1 to 1-3:

[0064] Step 1-1: Obtain basic information such as the employee's name, work ID number, age, gender, education background, major, university of graduation, position, and date of employment from the human resources system. Obtain relevant data such as task type, product type, process information, work instructions, and operator from the workshop's Manufacturing Execution System (MES). Obtain data such as skill certificates, training course records, and exam records from the training system.

[0065] Step 1-2: Clean and standardize the data, verify the data based on work permit number and ID number, and unify the standardized pre-processed data;

[0066] Steps 1-3: Analyze the pre-processed data and extract personnel skill items, including certificate information, professional information, job information records, etc., to form a basic personnel database.

[0067] Step 2: Establish human resource classification standards. By analyzing the data in the personnel basic database, establish a three-tier classification rule base to form a professional role classification standard for personnel.

[0068] Step 2 includes the following steps 2-1 to 2-7:

[0069] Step 2-1: Select typical products from the personnel base database and obtain process information. Typical products are selected based on the knowledge of process experts to represent the product type;

[0070] Step 2-2: Process technology experts analyze the process content of typical products and, based on domain knowledge, add the professional role types (i.e., job types) required for each process to form a typical product process professional role requirement table;

[0071] Step 2-3: Based on the typical product process professional role requirement table obtained in step 2-2, calculate the operation complexity C of each process. Operation complexity C includes the scores of technical difficulty, equipment accuracy, and quality risk, and performs weighted calculation to form a typical product process professional role requirement table including process operation complexity. The weighted formula is as follows:

[0072] C=α tech_score + β precision_score + γ risk_score

[0073] Among them, tech_score is the technical difficulty score of the process (0-5 points), α is the technical difficulty weight; precision_score is the equipment precision score of the process (0-5 points), β is the equipment precision weight; risk_score is the quality risk score of the process (0-5 points), γ is the quality risk weight;

[0074] Step 2-4: The process technology expert uses the typical product process professional role requirement table containing process operation complexity obtained in Step 2-3 to count and evaluate the process operation complexity according to the professional role, setting a complexity threshold δ. Then, based on the complexity threshold, the professional role data is analyzed. If the operation complexity of all processes corresponding to the professional role classification is less than or equal to the threshold δ, the professional role classification is retained and the professional role belongs to Rule 1 type, that is, the type that does not need to be bound to the product model and process sequence number;

[0075] Step 2-5: Based on the complexity threshold δ set in 2-4, if the operation complexity C of the process corresponding to the professional role classification exceeds the threshold δ, further statistical analysis will be performed on the high-complexity processes exceeding the threshold δ. If all high-complexity processes belong to different typical product objects, or if the processes within the same typical product object have similar requirements for operators, then the professional role needs to be subdivided into two professional roles. The professional role is retained, which belongs to rule type 1. For the operator requirements of the process exceeding the complexity threshold δ, a subdivided professional role is added, which belongs to rule type 2. The professional role needs to be bound to the product model for use;

[0076] Step 2-6: According to the complexity threshold δ set in 2-4, if the operation complexity C in the process corresponding to the professional role classification exceeds the threshold δ, the high-complexity processes exceeding the threshold δ will be further statistically analyzed. If there are multiple operation processes of the same product object in all high-complexity processes and the requirements for the operators are quite different, then the professional role needs to be subdivided into three professional roles. The professional role is retained, which belongs to the rule type one. For the process exceeding the complexity threshold δ, there are no multiple operations of the same product object for which the requirements for the operators are quite different. A subdivided professional role is added, which belongs to the rule type two. The professional role needs to be bound to the product object for use. For the process exceeding the complexity threshold δ, there are multiple operations of the same product object for which the requirements for the operators are quite different. Another subdivided professional role is added, which belongs to the rule type three. The professional role needs to be bound to the product model and process number for use.

[0077] Step 2-7: Based on Steps 2-3 to 2-6, analyze the typical product process professional role requirement table obtained in Step 2-2. Extract the professional roles in the typical product process professional role requirement table and add the newly added subdivided professional roles analyzed in Steps 2-3 to 2-6. Then, add rule types for each role. For each professional role, add qualification requirements such as qualification certificates and training records. If a professional role has no qualification requirements, do not add them. This forms the human resources classification standard. This is shown in Table 1.

[0078] Table 1 Human Resources Classification Standards

[0079]

[0080] Step 3: Based on the human resource classification standards formed in step 2, conduct capability modeling for all operators on the production line one by one. When modeling, follow the highest capability possessed by the operator. If a person possesses capabilities in multiple professional roles, create multiple personnel capability models. After completing the capability modeling of all personnel, a production line human resource capability model library is formed.

[0081] Step 3 includes the following steps 3-1 to 3-5:

[0082] Step 3-1: Based on the human resource classification standards obtained in Step 2, process experts obtain basic personnel information from the human resource database. Based on the basic information, training information, and qualification certificates of the operator, they assess the professional roles that the operator can perform and obtain a list of professional roles for the operator.

[0083] Step 3-2: Based on the list of professional roles obtained in Step 3-1, for professional roles of Rule 1 type, the production line human resources model can be composed of basic personnel information (such as work ID number, which can uniquely identify the operator) + professional role. If there are multiple professional roles of Rule 1 type, multiple personnel capability models need to be established;

[0084] Step 3-3: Based on the professional role list obtained in step 3-1, for the professional role in rule 2, it is necessary to further identify which products the professional role can perform. This will result in a list of products that can be performed. Based on this list of products, a human resource capability model is established for each product. The capability model consists of basic personnel information + professional role + product model.

[0085] Step 3-4: Based on the professional role list obtained in Step 3-1, for professional roles that use Rule 3, further identify the processes that the professional role can perform under each product and form a process list. Based on this process list, a human resource capability model for each process is established. The capability model consists of basic personnel information + professional role + product object + process sequence number + process version.

[0086] Step 3-5: After completing the modeling of all personnel capabilities, add the serial numbers of all capability items to the supplementary model into the database management to form the production line human resource capability model library, as shown in Table 2.

[0087] Table 2 Production line human resource capability model library

[0088]

[0089] Step 4: Dynamic assessment of personnel capability levels.

[0090] The assessment is conducted using two indicators: proficiency and technical level.

[0091] Step 4 includes the following steps 4-1 and 4-2:

[0092] Step 4-1: Proficiency assessment: Count the number of processes performed and completed by personnel using the human resource competency model in real time from an information system such as the Shop Floor Execution System (MES). Fill in the proficiency field of the human resource competency model to indicate the number of process tasks completed by the operator's specific competency role.

[0093] Step 4-2: Technical level assessment: obtain the technical level achieved through training and test score assessment through the training system, which is divided into levels 1-5. Fill in the technical level field of the human resource capability model according to the assessed level, as shown in Table 3.

[0094] Table 3 Technical level of production line human resources

[0095]

[0096] Step 5: Based on the human resource classification standards formed in step 2 and the product's operating procedures, describe the human resource requirements for each process.

[0097] Step 5 includes the following steps 5-1 to 5-3:

[0098] Step 5-1: Obtain product process information from the process development system, including product model, process version, process sequence number, process content, etc.;

[0099] Step 5-2: Based on the process information obtained in Step 5-1, analyze the human resource requirements for each process. Describe the professional roles of the required personnel according to the professional roles in the human resource classification standard obtained in Step 2, and provide quantity information. If the same process requires personnel with multiple professional roles, describe each type of requirement separately. When describing human resource requirements, describe them according to the professional roles that can meet the minimum capability requirements of the process operation.

[0100] Step 5-3: After completing the human resource requirements for all processes, add serial numbers and include them in database management to form a human resource requirement table, as shown in Table 4.

[0101] Table 4 Human resource requirements

[0102]

[0103] After step 5, the method further includes step 6; step 6, model validity simulation module.

[0104] Based on the human resource classification standards obtained in step 2 and the qualification requirements of different roles, a static check is performed on the production line human resource model library and the human resource demand table based on the human resource classification standards. Then, a dynamic check is performed based on the human resource matching rules. The matching production line human resource model is obtained through the human resource demand model, and the human resource demand model that proposes the model requirements is reversely verified through the production line human resource model. The validity of the human resource demand model is verified through two-way dynamic verification.

[0105] Step 6 includes the following steps 6-1 to 6-7:

[0106] Step 6-1: Obtain the production line human resource model library obtained in step 3, check whether the professional role belongs to the professional role in the human resource classification standard obtained in step 2, and if there is a professional role that does not belong to the human resource classification standard, mark and display an invalid model;

[0107] Step 6-2: Obtain the production line human resource model library obtained in step 3 and check whether the professional roles are consistent with the rule classification. For professional roles of type 1 in rule 1, check whether only production line human resource models of the professional role type exist. For professional roles of type 2 in rule 2, check whether only production line human resource models of the professional role + product model type exist. For professional roles of type 3 in rule 3, check whether only production line human resource models of the professional role + product model + process number + process version exist. Mark and display invalid models.

[0108] Step 6-3: Obtain the production line human resource model library obtained in step 3. Based on the qualification requirements of each role in the human resource classification standard obtained in step 2, search for relevant qualification certificates from the production line operator basic database. If there are any that do not meet the qualification certificate conditions, check the qualification certificate compliance of the professional role and mark and display the invalid model from the production line operator basic database;

[0109] Step 6-4: Obtain the human resource demand table obtained in step 5 and check whether all professional roles are professional roles in the human resource classification standard obtained in step 2. If any requirements are not met, mark and display invalid human resource requirements;

[0110] Step 6-5: Obtain the human resource demand table obtained in step 5. Based on the human resource classification standard obtained in step 2 and the rule type, search for the corresponding production line human resource model in the production line human resource model library obtained in step 3. For roles of rule 1, search by professional role. For roles of rule 2, search by professional role and product model. For roles of rule 3, search by professional role, product model, process number, and process version number. If no corresponding production line human resource model is found, mark and display the invalid human resource demand.

[0111] Step 6-6: Obtain the human resource demand table obtained in step 5. Based on the human resource classification standard obtained in step 2 and different rule types, search for the corresponding production line human resource model in the production line human resource model library obtained in step 3. For roles of rule 1, search by professional role. For roles of rule 2, search by professional role and product model. For roles of rule 3, search by professional role, product model, process number, and process version number. If no corresponding production line human resource model is found, mark and display a reminder that no production line human resource model meets the human resource requirement.

[0112] Steps 6-7: Get the production line human resource model library obtained in the steps. For each production line human resource model in the model library, according to the human resource classification standard obtained in step 2, according to different rule types, search for the corresponding human resource demand in the human resource demand table. For roles of rule 1 type, query by professional role. For roles of rule 2 type, query by professional role and product model. For roles of rule 3 type, query by professional role, product model, process number, and process version number. If the corresponding human resource demand cannot be found, mark and display a reminder for the production line human resource model. There is currently no corresponding human resource demand, and manual inspection is required to confirm whether it is valid.

[0113] Finally, it should be noted that the above embodiments are only used to illustrate the technical solutions of the present application and not to limit them. Although the present application has been described in detail with reference to the above embodiments, ordinary technicians in the relevant field should understand that the specific implementation methods of the present application can still be modified or replaced by equivalents. Any modification or equivalent replacement that does not depart from the spirit and scope of the present application should be included in the scope of protection of the claims of the present application.

Claims

1. A multi-level production line human resource modeling method, characterized in that: include: Step 1: Automated collection of personnel data: Automated collection and acquisition of personnel-related data from multiple information systems to form a basic database of production line personnel. Automated collection and acquisition of personnel-related data from multiple information systems includes: basic personnel information from the human resources system, personnel operation-related data from the workshop manufacturing execution system (MES), and training data from the training system. Personnel operation-related data includes task type, product object, process information, operation instruction documents, and operators; training data includes skill certificates, training course records, and examination records; basic information includes personnel name, work permit code, age, gender, education background, major, university of graduation, position, and date of employment. Step 2: Establish human resource classification standards: By analyzing the data in the basic database of production line operators, the requirements for process operators are preliminarily classified based on process domain knowledge. The process operation complexity is scored from three dimensions: technical complexity, equipment accuracy, and quality risk. The scores are weighted and integrated to form the process operation complexity. Based on the complexity threshold, a three-level classification rule is established to form the human resource classification standard. The process operator requirements include requirements for process name, product type, and instrument and equipment model. The human resource classification standard includes professional roles and classification rules. Roles include packaging personnel, testers, polishing personnel, and debugging personnel. The classification rules include rule one, rule two, and rule three. Professional roles correspond to one of the classification rules. Professional roles are types of work. Step 3: Based on the human resource classification standards formed in Step 2, competency modeling is performed for production line operators. When modeling according to the highest competency of the operator, if the operator possesses competencies for multiple professional roles, multiple competency models are created and modeled according to the rules for different roles to form a production line human resource competency model library. Step 4: Dynamically evaluate the capability level of the production line human resource capability models in the production line human resource capability model library. This is done by using real-time statistics from the workshop execution system on the number of completed process tasks associated with the production line human resource capability models as proficiency. Training and test results are obtained from the training system to evaluate the technical level of the production line human resource model capabilities. Step 5: Based on the human resource classification standards formed in Step 2, describe the human resource requirements for each process of each product. When modeling, describe the minimum capability requirements for personnel. Human resource requirements include professional roles and quantity, and form a human resource requirements table. The step 3 comprises: Step 31: Based on the human resource classification standards obtained in step 2, basic personnel information is obtained from the human resource basic database. Based on the basic information, training information, and qualification certificates of the operator, the professional roles that the operator can perform are evaluated to obtain a list of professional roles for the operator. Step 32: Based on the professional role list obtained in step 31, for professional roles of rule 1 type, the production line human resource model can be personnel basic information + professional role. If there are multiple professional roles of rule 1 type, multiple personnel capability models are established; Step 33: Based on the professional role list obtained in step 31, for the professional role in rule 2, identify the products that can be operated by the professional role type, and obtain a list of operated products. Based on this product list, a production line human resource capability model is established for each product. The production line human resource capability model is composed of basic personnel information + professional role + product model; Step 34: Based on the professional role list obtained in step 31, for the professional role type using rule 3, identify the processes that the professional role type can perform under each product, and form a process list. Based on this process list, establish a production line human resource capability model for each process. The production line human resource capability model consists of basic personnel information + professional role + product object + process sequence number + process version; Step 35: After completing the modeling of all personnel capabilities, add the serial numbers of all capability item supplementary models to the database management to form the production line human resource capability model library; The step 4 comprises: Step 41: Proficiency assessment: Count the number of processes performed and completed by personnel using the production line human resource capability model in real time from the information system, and fill in the proficiency field of the production line human resource capability model; Step 42: Technical level assessment: obtain the technical level achieved through training and test score assessment through the training system, which is divided into levels 1-5. Fill in the technical level field of the production line human resource capability model according to the level assessed by the human resource technical level assessment table.

2. The method according to claim 1, characterized in that The step 1 comprises: Step 11: Obtain basic information from the human resources system, obtain personnel operation-related data from the workshop manufacturing execution system, and obtain training data from the training system; multiple information systems include the human resources system, the workshop manufacturing execution system, and the training system; Step 12: Clean and standardize the data obtained in step 11, perform data verification based on work permit number and ID number, and unify the standardized pre-processed data; Step 13: Analyze the pre-processed data output from step 12 and extract personnel skill entries from it to form a personnel basic database; personnel skill entries include certificate information, professional information, and job information records.

3. The method according to claim 1, characterized in that The step 2 includes: Step 21: Select the product and determine its type from the personnel basic database, and obtain the process information; Step 22: Analyze the process content of the selected product and add the professional role types (i.e., job types) required for each process based on domain knowledge to form a product process professional role requirement table; Step 23: Calculate the operation complexity C of each process based on the product process professional role requirement table obtained in step 22, and form a product process professional role requirement table including the operation complexity of each process; Step 24: For the product process professional role requirement table containing the process operation complexity, the operation complexity of the process is counted and evaluated according to the professional role type, and a complexity threshold δ is set. Then, the professional role type is analyzed based on the complexity threshold δ. If the operation complexity of all processes corresponding to the professional role type classification is less than or equal to the complexity threshold δ, the professional role type classification is retained. The professional role type belongs to Rule 1 type, that is, the type that does not need to be bound to the product model and process sequence number; Step 25: Based on the complexity threshold δ set in 24, if there is an operation complexity exceeding the complexity threshold in the process corresponding to the professional role type classification, then statistical analysis is performed on the operation complexity processes exceeding the complexity threshold δ. If the operation complexity processes all belong to different product objects, or if the processes within the same product object have similar requirements for operators, then the professional role type is subdivided into two professional role types. The professional role type is retained, which belongs to the rule one type. For the operator requirements of the process exceeding the complexity threshold δ, a subdivided professional role is added, which belongs to the rule two type. The professional role type is bound to the product model for use; Step 26: According to the complexity threshold δ set in 24, if there is an operation complexity exceeding the complexity threshold δ in the process corresponding to the professional role type classification, then statistical analysis is performed on the operation complexity process exceeding the complexity threshold δ. If there are multiple operation processes of the same product object in the operation complexity process, and the difference in the requirements for the operators is greater than the preset value, then the professional role type is subdivided into three professional role types, and the professional role type is retained, which belongs to the rule one type. Otherwise, a subdivided professional role is added to the process of the professional role type, which belongs to the rule two type, and the professional role type is bound to the product object for use. For the process exceeding the complexity threshold δ, where there are multiple operations of the same product object with operator requirements greater than the preset value, another subdivided professional role is added, which belongs to the rule three type, and the professional role type is bound to the product object and the process number for use; Step 27: Based on steps 23 to 26, complete the analysis of the product process professional role requirement table obtained in step 22, extract the professional role types in the product process professional role requirement table, and add the newly added subdivided professional role types during the analysis process of steps 23 to 26, add the rule type corresponding to each professional role type, and for each professional role, supplement the qualification conditions. The qualification conditions include qualification certificate requirements and training record requirements. If the professional role type has no qualification requirements, no supplement will be made to form a human resource classification standard.

4. The method according to claim 3, characterized in that In step 23, the calculation formula for the operation complexity C of each process is: C=α tech_score + β precision_score + γ risk_score Among them, α is the technical difficulty weight, tech_score is the technical difficulty score of the process, β is the equipment precision weight, precision_score is the equipment precision score of the process, γ is the quality risk weight, and risk_score is the quality risk score of the process.

5. The method according to claim 1, wherein The step 5 comprises: Step 51: Obtain product process information from the process development system. The process information includes product model, process version, process sequence number, and process content. Step 52: Based on the process information obtained in step 51, analyze the human resource requirements for each process. Describe the professional role types of the required personnel according to the professional role in the human resource classification standard obtained in step 2, and supplement the quantity information. If the same process requires personnel with multiple professional roles, describe each type of requirement separately. When describing human resource requirements, describe them according to the professional roles that can meet the minimum ability requirements of the process operation. Step 53: After completing the human resource requirements for all processes, add serial numbers and include them in database management to form a human resource requirement table.

6. The method according to claim 1, characterized in that After step 5, the method further includes: Step 6: Based on the human resource classification standards obtained in step 2 and the qualification requirements of different roles, perform a static check on the production line human resource model library and human resource demand table based on the human resource classification standards, and then perform a dynamic check based on the human resource matching rules. Obtain the matching production line human resource model through the human resource demand model, and reversely verify the production line human resource model to propose a human resource demand model for the production line human resource model requirements. The validity of the human resource demand model is verified through two-way dynamic verification.

7. The method according to claim 6, characterized in that The step 6 comprises: Step 61: Obtain the production line human resource model library obtained in step 3, check whether the professional role is consistent with the rule classification. For professional roles of rule 1, check whether only production line human resource models of the professional role type exist. For professional roles of rule 2, check whether only production line human resource models of the professional role + product model type exist. For professional roles of rule 3, check whether only production line human resource models of the professional role + product model + process number + process version exist. Mark and display invalid production line human resource models. Step 62: Obtain the production line human resource model library obtained in step 3, and search for relevant qualification certificates from the production line operator basic database based on the qualification requirements of each role in the human resource classification standard obtained in step 2. If there are any roles that do not meet the qualification certificate requirements, check the qualification certificate compliance of the professional role and mark and display the invalid production line human resource model from the production line operator basic database; Step 63: Obtain the human resource demand table obtained in step 5, check whether all professional roles are professional roles in the human resource classification standard obtained in step 2, and if not, mark and display invalid human resource demand; Step 64: Obtain the human resource demand table obtained in step 5. Based on the human resource classification standard obtained in step 2 and the rule type, search for the corresponding production line human resource model in the production line human resource model library obtained in step 3. For roles of rule 1 type, search by professional role type. For roles of rule 2 type, search by professional role type and product model. For roles of rule 3 type, search by professional role type, product model, process number, and process version number. If no corresponding production line human resource model is found, mark and display the production line human resource demand as invalid. Step 65: Obtain the human resource demand table obtained in step 5. Based on the human resource classification standard obtained in step 2 and different rule types, search for the corresponding production line human resource model in the production line human resource model library obtained in step 3. For roles of rule 1 type, search by professional role type. For roles of rule 2 type, search by professional role type and product model. For roles of rule 3 type, search by professional role type, product model, process number, and process version number. If no corresponding production line human resource model is found, mark and display a reminder that no production line human resource model meets the human resource demand. Step 66: For each production line human resource model in the production line human resource model library, according to the human resource classification standard obtained in step 2, according to different rule types, search for the corresponding human resource requirements in the human resource requirement table. For roles of rule one type, query by professional role type. For roles of rule two type, query by professional role type and product model. For roles of rule three type, query by professional role type, product model, process number, and process version number. If the corresponding human resource requirement cannot be found, mark and display a reminder that the production line human resource model is not met and there is currently no corresponding production line human resource requirement. Manual inspection is required to confirm whether it is valid.

8. The method according to claim 7, characterized in that Before step 61, the method further includes: Obtain the production line human resource model library obtained in step 3, check whether the professional role type belongs to the professional role type in the human resource classification standard obtained in step 2, and if there is a professional role that does not belong to the human resource classification standard, mark and display the invalid model.

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