Human factor intelligence-based worker management method and management system

Abstract

The application relates to the technical field of mental health, in particular to a work personnel management method and system based on human factor intelligence, wherein the method comprises the following steps: in the case that work personnel are in a pre-service work stage, testing the work personnel based on a pre-constructed psychological test library, obtaining psychological test results of the work personnel, extracting at least one psychological feature of the work personnel, evaluating an actual pre-service psychological state of the work personnel, and matching pre-service management actions of the work personnel based on the actual pre-service psychological state. The application embodiment can test the work personnel before they work, and based on the test results, corresponding management is performed on the work personnel before they work, the actual pre-service mental health state of the work personnel is accurately monitored, the risk avoidance level of production work management is improved, and safety is higher.

Description

Technical Field

[0001] This application relates to the field of mental health technology, and in particular to a method and system for managing workers based on human factors intelligence. Background Technology

[0002] Common mental health issues among working professionals include occupational stress, burnout, depression, and anxiety. These can lead to serious health problems such as sleep disorders and cardiovascular diseases. In practice, mental health issues can pose safety hazards in production and daily life, resulting in direct and indirect economic losses. For those in high-risk occupations, mental health is particularly important. In related fields, organizations handling high-risk work can conduct regular psychological questionnaires to assess the mental health status of their employees.

[0003] However, the relevant technologies do not yet include pre-job suitability psychological assessments for workers, making it difficult to accurately determine the actual mental health status of employees before they start work. This makes it impossible to conduct corresponding functional assessments based on psychological tests before workers start their jobs, resulting in insufficient risk avoidance monitoring for high-risk jobs and affecting the comprehensiveness of safety management in production units, which urgently needs to be addressed. Summary of the Invention

[0004] This application provides a human factors intelligence-based method and system for managing workers, which addresses the problems in related technologies such as the lack of pre-job suitability psychological assessments for workers, the difficulty in accurately knowing the actual mental health status of workers before they start work, the inability to conduct corresponding functional assessments based on psychological assessments before workers start work, insufficient risk avoidance monitoring for high-risk jobs, and the impact on the comprehensiveness of safety management in production units.

[0005] The first aspect of this application provides a human factors intelligence-based method for managing workers, comprising the following steps: when workers are in the pre-job work stage, testing the workers based on a pre-built psychological test library to obtain the workers' psychological test results; extracting at least one psychological characteristic of the workers based on the psychological test results; evaluating the workers' actual pre-job psychological state based on the at least one psychological characteristic, and matching the workers' pre-job management actions based on the actual pre-job psychological state.

[0006] Based on the above-mentioned technical means, the embodiments of this application can conduct psychological tests on operators before they start work, and manage them accordingly before they start work based on the test results. This achieves accurate monitoring of the actual mental health status of operators before they start work, improves the risk avoidance level of production work management, and enhances safety.

[0007] For example, before testing the workers based on the pre-built psychological test library, the method further includes: matching at least one test task to all personnel ability dimensions in a preset personnel ability dimension spectrum to obtain a test task set; and constructing a psychological test library based on the test task set to obtain the pre-built psychological test library.

[0008] Based on the above technical means, the embodiments of this application can, before testing workers based on a pre-built psychological test library, match at least one test task to all personnel ability dimensions in a preset personnel ability dimension spectrum to obtain a test task set, and build a psychological test library based on the test task set, thereby using the pre-built psychological test library to comprehensively assess the mental health status of workers, making the psychological test library richer and more diverse.

[0009] For example, the step of testing the operator based on a pre-built psychological test library to obtain the operator's psychological test results includes: collecting the operator's identity identifier and matching multiple personnel ability dimensions of the operator based on the identity identifier; selecting any one of multiple test tasks corresponding to each of the multiple personnel ability dimensions in the psychological test library; confirming the actual test plan for the operator according to the chosen test task, so as to test the operator using the actual test plan and obtain the operator's psychological test results.

[0010] Based on the above technical means, the embodiments of this application can match multiple personnel ability dimensions according to the identity of the operator, randomly select corresponding test tasks from the psychological test library to test multiple personnel ability dimensions, and obtain the psychological test results of the operator, thereby avoiding the practice effect of the staff under long-term testing from affecting the measurement results, and ensuring the accuracy and reliability of the measurement results.

[0011] For example, the step of extracting at least one psychological characteristic of the worker based on the psychological test results includes: extracting at least one test score of the worker based on the psychological test results; and constructing the at least one psychological characteristic using the at least one test score.

[0012] Based on the above technical means, the embodiments of this application can extract at least one test score of the workers based on the psychological test results, and use the at least one test score to construct at least one psychological feature, thereby further mining the psychological test results of the workers, and then analyzing the psychological health information contained in the psychological test results of the workers.

[0013] For example, constructing the at least one psychological feature using the at least one test score includes: comparing each test score with a corresponding preset score threshold to obtain multiple comparison results; and determining the at least one psychological feature based on the multiple comparison results.

[0014] Based on the above technical means, the embodiments of this application can obtain multiple comparison results by comparing each test score with the corresponding preset score threshold, thereby determining at least one psychological feature based on the multiple comparison results, realizing the quantitative analysis of psychological features, which is more accurate and efficient.

[0015] For example, the step of matching the pre-job management actions of the operator based on the actual pre-job psychological state includes: determining the operator's work risk index based on the actual pre-job psychological state; and matching the operator's pre-job management actions based on the work risk index, wherein the pre-job management actions include at least one of monitoring actions, reminder actions, and suggestion actions.

[0016] Based on the above-mentioned technical means, the embodiments of this application can determine the work risk index of the workers based on their actual pre-job psychological state, and match the pre-job management actions of the workers according to the work risk index, so as to deal with and match resources for workers whose psychological assessment results are abnormal, and to implement different management plans according to different job competencies, thereby enhancing the accuracy of safety management.

[0017] For example, after assessing the actual pre-job psychological state of the operator, the method further includes: determining whether the actual pre-job psychological state meets the preset suspension conditions; if the actual pre-job psychological state meets the preset suspension conditions, generating a suspension prompt for the operator who meets the preset suspension conditions, and sending the suspension prompt to the corresponding terminal.

[0018] Based on the above technical means, the embodiments of this application can determine whether the actual pre-job psychological state meets the preset suspension conditions. When the actual pre-job psychological state meets the preset suspension conditions, a suspension reminder for the operator who meets the preset suspension conditions is generated and sent to the corresponding terminal, thereby helping production work avoid risks and hidden dangers and strengthening the monitoring and management of production work.

[0019] A second aspect of this application provides a human factors intelligence-based worker management system, comprising: a testing module, used to test the worker based on a pre-built psychological test library when the worker is in the pre-job work stage, and obtain the worker's psychological test results; an extraction module, used to extract at least one psychological feature of the worker based on the psychological test results; and a management module, used to evaluate the worker's actual pre-job psychological state based on the at least one psychological feature, and match the worker's pre-job management actions based on the actual pre-job psychological state.

[0020] Based on the above-mentioned technical means, the embodiments of this application can conduct psychological tests on operators before they start work, and manage them accordingly before they start work based on the test results. This achieves accurate monitoring of the actual mental health status of operators before they start work, improves the risk avoidance level of production work management, and enhances safety.

[0021] For example, it further includes: a matching module, used to match at least one test task to all personnel ability dimensions in a preset personnel ability dimension spectrum before testing the operators based on the pre-built psychological test library, to obtain a test task set; and a construction module, used to construct a psychological test library based on the test task set, to obtain the pre-built psychological test library.

[0022] Based on the above technical means, the embodiments of this application can, before testing workers based on a pre-built psychological test library, match at least one test task to all personnel ability dimensions in a preset personnel ability dimension spectrum to obtain a test task set, and build a psychological test library based on the test task set, thereby using the pre-built psychological test library to comprehensively assess the mental health status of workers, making the psychological test library richer and more diverse.

[0023] For example, the testing module includes: a data acquisition unit, used to acquire the identity identifier of the operator and match multiple personnel ability dimensions of the operator based on the identity identifier; an extraction unit, used to select any one of multiple test tasks corresponding to each of the multiple personnel ability dimensions in the psychological test library; and a testing unit, used to confirm the actual testing plan of the operator according to the any one test task, so as to test the operator using the actual testing plan and obtain the psychological test results of the operator.

[0024] Based on the above technical means, the embodiments of this application can match multiple personnel ability dimensions according to the identity of the operator, randomly select corresponding test tasks from the psychological test library to test multiple personnel ability dimensions, and obtain the psychological test results of the operator, thereby avoiding the practice effect of the staff under long-term testing from affecting the measurement results, and ensuring the accuracy and reliability of the measurement results.

[0025] For example, the extraction module includes: an extraction unit for extracting at least one test score of the worker based on the psychological test results; and a construction unit for constructing the at least one psychological feature using the at least one test score.

[0026] Based on the above technical means, the embodiments of this application can extract at least one test score of the workers based on the psychological test results, and use the at least one test score to construct at least one psychological feature, thereby further mining the psychological test results of the workers, and then analyzing the psychological health information contained in the psychological test results of the workers.

[0027] For example, the extraction module includes: a comparison unit for comparing each test score with a corresponding preset score threshold to obtain multiple comparison results; and a confirmation unit for determining the at least one psychological feature based on the multiple comparison results.

[0028] Based on the above technical means, the embodiments of this application can obtain multiple comparison results by comparing each test score with the corresponding preset score threshold, thereby determining at least one psychological feature based on the multiple comparison results, realizing the quantitative analysis of psychological features, which is more accurate and efficient.

[0029] For example, the management module includes: a risk unit, used to determine the work risk index of the operator based on the actual pre-job psychological state; and a matching unit, used to match the pre-job management actions of the operator based on the work risk index, wherein the pre-job management actions include at least one of monitoring actions, reminder actions, and suggestion actions.

[0030] Based on the above-mentioned technical means, the embodiments of this application can determine the work risk index of the workers based on their actual pre-job psychological state, and match the pre-job management actions of the workers according to the work risk index, so as to deal with and match resources for workers whose psychological assessment results are abnormal, and to implement different management plans according to different job competencies, thereby enhancing the accuracy of safety management.

[0031] For example, it further includes: a judgment module, used to determine whether the actual pre-job psychological state of the operator meets the preset suspension conditions after assessing the actual pre-job psychological state of the operator; and a prompt module, used to generate a suspension prompt for the operator who meets the preset suspension conditions if the actual pre-job psychological state meets the preset suspension conditions, and send the suspension prompt to the corresponding terminal.

[0032] Based on the above technical means, the embodiments of this application can determine whether the actual pre-job psychological state meets the preset suspension conditions. When the actual pre-job psychological state meets the preset suspension conditions, a suspension reminder for the operator who meets the preset suspension conditions is generated and sent to the corresponding terminal, thereby helping production work avoid risks and hidden dangers and strengthening the monitoring and management of production work.

[0033] A third aspect of this application provides an electronic device, including: a memory, a processor, and a computer program stored in the memory and executable on the processor, wherein the processor executes the program to implement the human factors intelligence-based worker management method as described in the above embodiments.

[0034] A fourth aspect of this application provides a computer-readable storage medium storing a computer program that, when executed by a processor, implements the above-described human factors intelligence-based worker management method.

[0035] This application's embodiment allows for psychological testing of workers before they begin work, and based on the test results, corresponding management can be implemented before they start work. This achieves precise monitoring of workers' actual pre-job mental health status, improving the risk avoidance level of production work management and enhancing safety. Therefore, it solves the problems in related technologies where there is no pre-job suitability psychological assessment for workers, making it difficult to accurately know the actual pre-job mental health status of workers, and making it impossible to conduct corresponding functional assessments based on psychological tests before workers start work. This results in insufficient risk avoidance monitoring for high-risk jobs, affecting the comprehensiveness of safety management in production units.

[0036] Additional aspects and advantages of this application will be set forth in part in the description which follows, and in part will be obvious from the description, or may be learned by practice of this application. Attached Figure Description

[0037] The above and / or additional aspects and advantages of this application will become apparent and readily understood from the following description of the embodiments taken in conjunction with the accompanying drawings, wherein:

[0038] Figure 1 This is a flowchart illustrating a human factors intelligence-based worker management method according to an embodiment of this application.

[0039] Figure 2 This is a schematic diagram illustrating the principle of a pre-employment psychological testing scheme output according to one embodiment of this application;

[0040] Figure 3 This is a schematic diagram of the overall report of a pre-employment psychological test according to one embodiment of this application;

[0041] Figure 4 This is a schematic diagram of a memory report from a pre-employment psychological test according to one embodiment of this application;

[0042] Figure 5 This is a schematic diagram of the employee focus test results from a pre-employment psychological test according to an embodiment of this application.

[0043] Figure 6 This is a schematic diagram of the structure of a human factors intelligence-based worker management system according to an embodiment of this application;

[0044] Figure 7 This is a schematic diagram of the structure of an electronic device according to an embodiment of this application. Detailed Implementation

[0045] The embodiments of this application are described in detail below. Examples of these embodiments are shown in the accompanying drawings, wherein the same or similar reference numerals denote the same or similar elements or elements having the same or similar functions throughout. The embodiments described below with reference to the accompanying drawings are exemplary and intended to explain this application, and should not be construed as limiting this application.

[0046] The following describes, with reference to the accompanying drawings, an embodiment of the present application's human factors intelligence-based worker management method and management system. Addressing the issue mentioned in the background art that the lack of pre-job suitability psychological assessments for workers makes it difficult to accurately determine their actual pre-job mental health status and to conduct corresponding functional assessments based on psychological tests before workers begin work, resulting in insufficient risk avoidance monitoring for high-risk jobs and affecting the comprehensiveness of safety management in production units, this application provides a human factors intelligence-based worker management method. In this method, psychological tests can be conducted on workers before they begin work, and corresponding management can be implemented based on the test results. This achieves accurate monitoring of workers' actual pre-job mental health status, improves the risk avoidance level of production work management, and enhances safety. Therefore, this solves the problems in the related art, such as the lack of pre-job suitability psychological assessments for workers, the difficulty in accurately determining their actual pre-job mental health status, the inability to conduct corresponding functional assessments based on psychological tests before workers begin work, insufficient risk avoidance monitoring for high-risk jobs, and the impact on the comprehensiveness of safety management in production units.

[0047] Specifically, Figure 1 This is a flowchart illustrating a human factors intelligence-based worker management method provided in an embodiment of this application.

[0048] like Figure 1 As shown, this human factors intelligence-based operator management method includes the following steps:

[0049] In step S101, when the workers are in the pre-job work stage, the workers are tested based on a pre-built psychological test database to obtain the workers' psychological test results.

[0050] It is understood that, in the embodiments of this application, the operators can be personnel engaged in related work or work involving high-risk production operations within relevant units designing high-risk production, such as staff working in nuclear power plants. The work stage of the operators can be obtained through attendance statistics. Specifically, when an operator is in a state of being at their post but not yet performing actual work, their work stage is determined to be the pre-job work stage. Furthermore, based on a pre-built psychological test database, the operators in the pre-job work stage are tested to obtain their psychological test results.

[0051] It's important to note that human factors intelligence (HFE) combines human factors engineering with artificial intelligence (AI) technology. Human factors engineering applies human psychological and physiological principles to the engineering and design of products, processes, and systems; in other words, it's the technology of designing and improving human-machine-environment systems according to human characteristics. Combining this technology with AI enables machines to interact with humans more intelligently. For example, in some scenarios, a person's physiological state can be identified based on their physiological signals.

[0052] For example, before testing the workers based on the pre-built psychological test library, the method further includes: matching at least one test task to all personnel ability dimensions in the preset personnel ability dimension spectrum to obtain a test task set; and constructing a psychological test library based on the test task set to obtain the pre-built psychological test library.

[0053] It should be noted that the preset personnel competency dimension spectrum can be set by those skilled in the art according to the actual situation, and no specific limitations are made here.

[0054] It is understood that, in the embodiments of this application, the preset personnel ability dimension spectrum can be constructed separately according to the task characteristics of the operators, such as: attention, memory, reaction speed, mental health, cognitive load, emotions, interpersonal communication, fatigue level, etc. At least one test task is matched to each personnel ability dimension, and each dimension includes at least one standardized questionnaire scale or experimental paradigm, resulting in a test task set corresponding to each personnel ability dimension. A psychological test library is constructed based on the test task set, resulting in a pre-constructed psychological test library.

[0055] For example, Table 1 can be used to represent the pre-built psychological test library in the embodiments of this application. Table 1 is the test task table of the psychological test library.

[0056] Table 1

[0057]

[0058]

[0059] In this embodiment of the application, before testing workers based on a pre-built psychological test library, at least one test task is matched to all personnel ability dimensions in a preset personnel ability dimension spectrum to obtain a test task set, and a psychological test library is constructed based on the test task set. This allows for a comprehensive assessment of the mental health status of workers using the pre-built psychological test library, making the psychological test library more abundant and diverse.

[0060] For example, testing workers based on a pre-built psychological test library to obtain their psychological test results includes: collecting workers' identity identifiers and matching multiple personnel ability dimensions of workers based on the identity identifiers; selecting any one of multiple test tasks corresponding to each of the multiple personnel ability dimensions in the psychological test library; confirming the actual test plan for workers based on any one test task, so as to test workers using the actual test plan and obtain their psychological test results.

[0061] It is understood that, in the embodiments of this application, the actual job type of the operator can be obtained through the operator's identification, and then the personnel ability dimensions that require pre-job testing for that job type can be matched according to the actual job type. Based on the obtained multiple personnel ability dimensions, the test tasks corresponding to the obtained multiple personnel ability dimensions are confirmed in the psychological test library, and a test task is randomly selected from the test tasks corresponding to each personnel ability dimension as the test method for that personnel ability dimension, thereby confirming the actual testing plan for the operator.

[0062] In actual implementation, such as Figure 2As shown, the pre-job suitability test plan for workers can include a combination of tasks from different dimensions in the test content. The psychological test library has multiple pre-job suitability measurement plans built in, and one plan is randomly selected for measurement when workers are quickly screened before starting work each day.

[0063] This application can match multiple personnel ability dimensions based on the identity of the operators, randomly select corresponding test tasks from the psychological test database to test multiple personnel ability dimensions, and obtain the psychological test results of the operators. This avoids the practice effect of long-term testing on the staff from affecting the measurement results, and ensures the accuracy and reliability of the measurement results.

[0064] In step S102, at least one psychological characteristic of the worker is extracted based on the psychological test results.

[0065] It is understood that, in the embodiments of this application, at least one psychological characteristic of the worker can be extracted based on the psychological test results obtained from the above steps. Specifically, after the worker completes the pre-job suitability test, a corresponding result report will be generated, including an overall report for each test plan and detailed results for each test task under the plan, which can be as follows: Figure 3 and Figure 4 The image shown is a schematic diagram of the webpage displayed after the operator completes the pre-job suitability test. Figure 3 This is a sample page for the overall report, intended to display the final report after the operators complete the testing task. Figure 4 This is a sample page for the single-person capability dimension of "memory," intended to display an overall report after the operator completes a memory test task.

[0066] For example, extracting at least one psychological characteristic of an operator based on psychological test results includes: extracting at least one test score of the operator based on the psychological test results; and constructing at least one psychological characteristic using the at least one test score.

[0067] It is understood that, in the embodiments of this application, the test scores for the test tasks corresponding to all personnel ability dimensions can be obtained from the psychological test results obtained in the above steps. If a worker fails to complete or execute a test task, the corresponding personnel ability dimension is recorded as "vacant". Then, based on the test scores obtained by the workers in different personnel ability dimensions, the psychological characteristics corresponding to the personnel ability dimension are determined. For example, if the tested personnel's ability dimension is fatigue level, the corresponding psychological characteristics could be relatively fatigued, no fatigue, or severe fatigue, etc.

[0068] For example, such as Figure 5The diagram shows the test results for a single personnel ability dimension, "focus." Each worker's identification corresponds to their focus evaluation, i.e., psychological characteristics, as well as their attention accuracy, attention neglect rate, and reaction time. This constitutes the test results for all workers who participated in the personnel ability dimension test.

[0069] This application can extract at least one test score from the workers based on the psychological test results, and use the at least one test score to construct at least one psychological feature, thereby further mining the workers' psychological test results and analyzing the psychological health information contained in the workers' psychological test results.

[0070] For example, constructing at least one psychological feature using at least one test score includes: comparing each test score with a corresponding preset score threshold to obtain multiple comparison results; and determining at least one psychological feature based on the multiple comparison results.

[0071] It should be noted that the preset score threshold can be set by those skilled in the art according to the actual situation, and no specific limitation is made here.

[0072] It is understood that, in this embodiment of the application, the test scores corresponding to different personnel ability dimensions obtained by the staff can be used to compare the preset score thresholds corresponding to different personnel ability dimensions with the test scores. The preset score thresholds are the test standard values ​​set for that personnel ability dimension, i.e., the score values ​​used as a reference when evaluating the psychological characteristics of that personnel ability dimension. For example, if a staff member receives an A rating in the personnel ability dimension of attention, and the preset score threshold is a B rating, then the staff member's psychological characteristic of attention is considered to be good.

[0073] This application can obtain multiple comparison results by comparing each test score with the corresponding preset score threshold, and then determine at least one psychological feature based on the multiple comparison results, thus realizing the quantitative analysis of psychological features, which is more accurate and efficient.

[0074] In step S103, the actual pre-job psychological state of the operator is assessed based on at least one psychological characteristic, and the pre-job management actions of the operator are matched based on the actual pre-job psychological state.

[0075] It is understood that, in this embodiment of the application, the actual pre-job psychological state of the workers can be analyzed by comprehensively analyzing the psychological characteristics obtained in the above steps. The psychological characteristic corresponding report can be sent to the worker's direct supervisor or safety management department, which can then confirm the worker's actual pre-job psychological state and match the worker's pre-job management actions based on the actual pre-job psychological state.

[0076] For example, matching pre-job management actions to workers based on their actual pre-job psychological state includes: determining the worker's job risk index based on their actual pre-job psychological state; and matching the worker's pre-job management actions based on the job risk index, wherein the pre-job management actions include at least one of monitoring actions, reminder actions, and suggestion actions.

[0077] It is understood that, in the embodiments of this application, the work risk index of the operator can be determined by the operator's direct supervisor or safety management department based on the operator's actual pre-job psychological state. The work risk index can be rated as A, B or C, etc., so as to match the pre-job management actions of the operator according to the work risk index.

[0078] Specifically, pre-job management actions can be monitoring actions, reminder actions, or suggestion actions. Monitoring actions can be implemented by increasing the closeness of monitoring during the work process after the workers have started their jobs. Reminder actions can be implemented by strengthening reminders and hazard warnings to the workers during their work process after they have started their jobs. Suggestion actions can be implemented by strengthening the review of the results of the workers' work after they have started their jobs.

[0079] This application can determine the work risk index of workers based on their actual pre-job psychological state, and match the pre-job management actions of workers according to the work risk index. This allows for corresponding handling and resource allocation for workers whose psychological assessment results are abnormal. Different management plans can be implemented according to the competence of different positions, thereby enhancing the accuracy of safety management.

[0080] For example, after assessing the actual pre-job psychological state of the workers, the method further includes: determining whether the actual pre-job psychological state meets the preset suspension conditions; if the actual pre-job psychological state meets the preset suspension conditions, generating a suspension prompt for the workers who meet the preset suspension conditions, and sending the suspension prompt to the corresponding terminal.

[0081] It should be noted that the preset suspension conditions can be set by those skilled in the art according to the actual situation, and no specific limitations are made here.

[0082] It is understood that, in this embodiment, the operator's direct supervisor or safety management department can determine whether the operator meets the preset suspension conditions based on the operator's actual pre-job psychological state. The preset suspension conditions are those under which the operator's job competency demonstrated in this test is insufficient to complete the current work task. If the operator's actual pre-job psychological state meets the preset suspension conditions, a suspension notification is generated for the operator who meets the preset suspension conditions. This notification is sent to the corresponding terminal for confirmation, and a suspension notice is sent to the operator who meets the preset suspension conditions after confirmation.

[0083] This application can determine whether the actual pre-job psychological state meets the preset suspension conditions. When the actual pre-job psychological state meets the preset suspension conditions, it generates a suspension prompt for the operator who meets the preset suspension conditions and sends the suspension prompt to the corresponding terminal, thereby helping production work avoid risks and hidden dangers and strengthening the monitoring and management of production work.

[0084] The human factors intelligence-based worker management method proposed in this application allows for psychological testing of workers before they start work. Based on the test results, corresponding management can be implemented before workers begin their shifts, achieving precise monitoring of workers' actual pre-job mental health status. This improves the risk avoidance level of production work management and enhances safety. Therefore, it solves the problems in related technologies where there is no pre-job suitability psychological assessment for workers, making it difficult to accurately know their actual pre-job mental health status, and preventing corresponding functional assessments based on psychological tests before workers start work. This results in insufficient risk avoidance monitoring for high-risk jobs, affecting the comprehensiveness of safety management in production units.

[0085] Next, referring to the accompanying drawings, we describe the human factors intelligence-based worker management system proposed according to the embodiments of this application.

[0086] Figure 6 This is a schematic diagram of the structure of the human factors intelligence-based worker management system according to an embodiment of this application.

[0087] like Figure 6 As shown, the human factors intelligence-based worker management system 10 includes: a testing module 100, an extraction module 200, and a management module 300.

[0088] The testing module 100 is used to test workers based on a pre-built psychological test library when workers are in the pre-job work stage, and to obtain the workers' psychological test results.

[0089] Extraction module 200 is used to extract at least one psychological characteristic of the operator based on the results of psychological tests.

[0090] The management module 300 is used to assess the actual pre-job psychological state of the operator based on at least one psychological characteristic, and to match the pre-job management actions of the operator based on the actual pre-job psychological state.

[0091] For example, system 10 also includes a matching module and a building module.

[0092] The matching module is used to match at least one test task to all personnel ability dimensions in the preset personnel ability dimension spectrum before testing the workers based on the pre-built psychological test library, so as to obtain a test task set.

[0093] The module is used to build a psychological test library based on the test task set, resulting in a pre-built psychological test library.

[0094] For example, the test module 100 includes: a data acquisition unit, an extraction unit, and a test unit.

[0095] The data collection unit is used to collect the identity identifiers of the workers and match multiple personnel capability dimensions of the workers based on the identity identifiers.

[0096] The extraction unit is used to select any one of the multiple test tasks corresponding to each of the multiple personnel ability dimensions in the psychological test library.

[0097] The testing unit is used to determine the actual testing plan for operators based on any testing task, so as to test the operators using the actual testing plan and obtain the psychological test results of the operators.

[0098] For example, the extraction module 200 includes an extraction unit and a construction unit.

[0099] The extraction unit is used to extract at least one test score from the operator based on the psychological test results.

[0100] A building block is used to construct at least one psychological feature using at least one test score.

[0101] For example, the extraction module 200 includes a comparison unit and a confirmation unit.

[0102] The comparison unit is used to compare each test score with the corresponding preset score threshold to obtain multiple comparison results.

[0103] A confirmation unit is used to determine at least one psychological feature based on multiple comparison results.

[0104] For example, the management module 300 includes a risk unit and a matching unit.

[0105] The risk unit is used to determine the work risk index of workers based on their actual pre-job psychological state.

[0106] The matching unit is used to match pre-job management actions for operators based on the job risk index. The pre-job management actions include at least one of the following: monitoring actions, reminder actions, and suggestion actions.

[0107] For example, system 10 also includes a judgment module and a prompting module.

[0108] The judgment module is used to determine whether the actual pre-job psychological state of the operator meets the preset suspension conditions after assessing the operator's actual pre-job psychological state.

[0109] The notification module is used to generate a stop-work notification for workers who meet the preset stop-work conditions if their actual pre-job psychological state meets the preset stop-work conditions, and then send the stop-work notification to the corresponding terminal.

[0110] It should be noted that the foregoing explanation of the embodiment of the human factors intelligence-based operator management method also applies to the human factors intelligence-based operator management system of this embodiment, and will not be repeated here.

[0111] The human factors intelligence-based worker management system proposed in this application allows for psychological testing of workers before they start work. Based on the test results, corresponding management is implemented before workers begin their shifts, achieving precise monitoring of workers' actual pre-job mental health status. This improves the risk avoidance level of production work management and enhances safety. Therefore, it solves the problems in related technologies where there is no pre-job suitability psychological assessment for workers, making it difficult to accurately know the actual pre-job mental health status of workers, and preventing corresponding functional assessments based on psychological tests before workers start work. This results in insufficient risk avoidance monitoring for high-risk jobs, affecting the comprehensiveness of safety management in production units.

[0112] Figure 7 A schematic diagram of the structure of an electronic device provided in an embodiment of this application. The electronic device may include:

[0113] The memory 701, the processor 702, and the computer program stored on the memory 701 and executable on the processor 702.

[0114] When the processor 702 executes the program, it implements the human factors intelligence-based worker management method provided in the above embodiments.

[0115] Furthermore, electronic devices also include:

[0116] Communication interface 703 is used for communication between memory 701 and processor 702.

[0117] The memory 701 is used to store computer programs that can run on the processor 702.

[0118] The memory 701 may include high-speed RAM memory, and may also include non-volatile memory, such as at least one disk storage device.

[0119] If the memory 701, processor 702, and communication interface 703 are implemented independently, then the communication interface 703, memory 701, and processor 702 can be interconnected via a bus to complete communication between them. The bus can be an Industry Standard Architecture (ISA) bus, a Peripheral Component Interconnect (PCI) bus, or an Extended Industry Standard Architecture (EISA) bus, etc. Buses can be categorized as address buses, data buses, control buses, etc. For ease of representation, Figure 7 The bus is represented by a single thick line, but this does not mean that there is only one bus or one type of bus.

[0120] Optionally, in a specific implementation, if the memory 701, processor 702, and communication interface 703 are integrated on a single chip, then the memory 701, processor 702, and communication interface 703 can communicate with each other through an internal interface.

[0121] The processor 702 may be a central processing unit (CPU), an application specific integrated circuit (ASIC), or one or more integrated circuits configured to implement the embodiments of this application.

[0122] This embodiment also provides a computer-readable storage medium storing a computer program that, when executed by a processor, implements the above-described human factors intelligence-based worker management method.

[0123] In the description of this specification, the references to terms such as "one embodiment," "some embodiments," "example," "specific example," or "some examples," etc., indicate that a specific feature, structure, material, or characteristic described in connection with that embodiment or example is included in at least one embodiment or example of this application. In this specification, the illustrative expressions of the above terms do not necessarily refer to the same embodiment or example. Furthermore, the specific features, structures, materials, or characteristics described may be combined in any suitable manner in one or more embodiments or examples. Moreover, without contradiction, those skilled in the art can combine and integrate the different embodiments or examples described in this specification, as well as the features of different embodiments or examples.

[0124] Furthermore, the terms "first" and "second" are used for descriptive purposes only and should not be construed as indicating or implying relative importance or implicitly specifying the number of technical features indicated. Thus, a feature defined as "first" or "second" may explicitly or implicitly include at least one of that feature. In the description of this application, "N" means at least two, such as two, three, etc., unless otherwise explicitly specified.

[0125] Any process or method described in the flowchart or otherwise herein can be understood as representing a module, segment, or portion of code comprising one or N executable instructions for implementing custom logic functions or processes, and the scope of the preferred embodiments of this application includes additional implementations in which functions may be performed not in the order shown or discussed, including substantially simultaneously or in reverse order depending on the functions involved, as should be understood by those skilled in the art to which embodiments of this application pertain.

[0126] The logic and / or steps represented in the flowchart or otherwise described herein, for example, can be considered as a sequenced list of executable instructions for implementing logical functions, and can be embodied in any computer-readable medium for use by, or in conjunction with, an instruction execution system, apparatus, or device (such as a computer-based system, a processor-included system, or other system that can fetch and execute instructions from, an instruction execution system, apparatus, or device). For the purposes of this specification, "computer-readable medium" can be any means that can contain, store, communicate, propagate, or transmit programs for use by, or in conjunction with, an instruction execution system, apparatus, or device. More specific examples (a non-exhaustive list) of computer-readable media include: an electrical connection having one or more wires (electronic device), a portable computer disk drive (magnetic device), random access memory (RAM), read-only memory (ROM), erasable and editable read-only memory (EPROM or flash memory), fiber optic devices, and portable optical disc read-only memory (CDROM). Alternatively, the computer-readable medium may be paper or other suitable media on which the program can be printed, since the program can be obtained electronically by optically scanning the paper or other medium, followed by editing, interpreting, or otherwise processing as necessary, and then stored in a computer memory.

[0127] It should be understood that the various parts of this application can be implemented using hardware, software, firmware, or a combination thereof. In the above embodiments, the N steps or methods can be implemented using software or firmware stored in memory and executed by a suitable instruction execution system. For example, if implemented in hardware as in another embodiment, it can be implemented using any one or a combination of the following techniques known in the art: discrete logic circuits having logic gates for implementing logical functions on data signals, application-specific integrated circuits (ASICs) having suitable combinational logic gates, programmable gate arrays (PGAs), field-programmable gate arrays (FPGAs), etc.

[0128] Those skilled in the art will understand that all or part of the steps of the methods in the above embodiments can be implemented by a program instructing related hardware. The program can be stored in a computer-readable storage medium, and when executed, the program includes one or a combination of the steps of the method embodiments.

[0129] Furthermore, the functional units in the various embodiments of this application can be integrated into a processing module, or each unit can exist physically separately, or two or more units can be integrated into a module. The integrated module can be implemented in hardware or as a software functional module. If the integrated module is implemented as a software functional module and sold or used as an independent product, it can also be stored in a computer-readable storage medium.

[0130] The storage medium mentioned above can be a read-only memory, a disk, or an optical disk, etc. Although embodiments of this application have been shown and described above, it is understood that the above embodiments are exemplary and should not be construed as limiting this application. Those skilled in the art can make changes, modifications, substitutions, and variations to the above embodiments within the scope of this application.

Claims

1. A human factor intelligence-based worker management method characterized by comprising: Includes the following steps: When the workers are in the pre-job work stage, they are tested based on a pre-built psychological test database to obtain the workers' psychological test results. At least one psychological characteristic of the worker is extracted based on the results of the psychological test; Assess the actual pre-job psychological state of the operator based on at least one psychological characteristic, and match the pre-job management actions of the operator based on the actual pre-job psychological state.

2. The method of claim 1, wherein, Before testing the workers based on the pre-built psychological test library, the method further includes: Match at least one test task to all personnel capability dimensions in the preset personnel capability dimension spectrum to obtain a test task set; A psychological test library is constructed based on the test task set, thus obtaining the pre-constructed psychological test library.

3. The method according to claim 2, characterized in that, The psychological test results obtained by testing the workers based on a pre-built psychological test library include: Collect the identification of the workers and match multiple personnel capability dimensions of the workers based on the identification; Select any one of the multiple test tasks corresponding to the personnel ability dimension from the psychological test library; Based on any of the test tasks, the actual test plan for the operator is determined, and the operator is tested using the actual test plan to obtain the operator's psychological test results.

4. The method according to claim 1, characterized in that, The step of extracting at least one psychological characteristic of the worker based on the psychological test results includes: At least one test score is extracted from the operator based on the results of the psychological test; The at least one psychological feature is constructed using the at least one test score.

5. The method according to claim 4, characterized in that, The construction of the at least one psychological feature using the at least one test score includes: Compare each test score with its corresponding preset score threshold to obtain multiple comparison results; The at least one psychological feature is determined based on the multiple comparison results.

6. The method according to claim 1, characterized in that, The pre-job management actions based on the actual pre-job psychological state of the workers include: The work risk index of the workers is determined based on their actual pre-job psychological state. The pre-job management actions of the operators are matched according to the work risk index, wherein the pre-job management actions include at least one of the following: monitoring actions, reminder actions, and suggestion actions.

7. The method according to claim 1, characterized in that, After assessing the actual pre-job psychological state of the workers, the following is also included: Determine whether the actual pre-job psychological state meets the preset suspension conditions; If the actual pre-job psychological state meets the preset suspension conditions, a suspension notice is generated for the worker who meets the preset suspension conditions, and the suspension notice is sent to the corresponding terminal.

8. A human factors intelligence-based worker management system, characterized in that, include: The testing module is used to test the workers based on a pre-built psychological test library when the workers are in the pre-job work stage, and to obtain the workers' psychological test results. An extraction module is used to extract at least one psychological characteristic of the worker based on the psychological test results; The management module is used to assess the actual pre-job psychological state of the operator based on the at least one psychological characteristic, and to match the pre-job management actions of the operator based on the actual pre-job psychological state.

9. An electronic device, characterized in that, include: A memory, a processor, and a computer program stored in the memory and executable on the processor, the processor executing the program to implement the human factors intelligence-based worker management method as described in any one of claims 1-7.

10. A computer-readable storage medium having a computer program stored thereon, characterized in that, The program is executed by the processor to implement the human factors intelligence-based operator management method as described in any one of claims 1-7.

Images