Remote Operator Skill Evaluation Using Work History and Tests
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Solution Overview
Problem
The remote operation system for construction machines lacks an objective method to evaluate operator skills, leading to uncertainty for work orderers when selecting operators, which hinders the system's full utilization and labor market revitalization.
Innovation Solution
A skill evaluation system that includes a remote operation device and a server to acquire operation records, conduct tests, and calculate an objective skill level based on work history, allowing for a presentation of the operator's skill level, enabling informed selection by work orderers.
Engineering Contradictions & Design Principles
Engineering Contradiction Analysis
1Adaptability or versatility
If the remote operation system is used to widen operator selections from all domestic regions and other countries, then the work orderer can secure operators more easily and enable flexible work arrangements, but the work orderer does not know to which operator to order work from among a large number of operators because operator skill has not been evaluated objectively
Solution Approach 1:
The system implements feedback by collecting operation records from the remote operation device and test results, processing them through the skill level calculation unit to generate objective skill level information that is fed back to work orderers. This closed-loop feedback mechanism transforms raw operational data into meaningful skill evaluations, enabling informed decision-making while preserving the flexibility of wide operator selection.
Solution Approach 2:
The invention replaces the mechanical/intuitive method of skill assessment (work orderer intuition) with an automated information processing system. The server automatically collects operation records, processes test results, calculates skill levels using predefined criteria, and presents objective evaluations to work orderers, eliminating the need for subjective judgment while maintaining selection flexibility.
2Ease of operation
If the work orderer selects an operator based on intuition because the operator's skill is unknown, then the work orderer can order work to the new operator, but the work orderer hesitates to order work because of anxiety that it is unclear whether the selected operator will work as expected
Solution Approach 1:
The skill level evaluation system serves as an intermediary between the work orderer and the operator. Instead of direct intuition-based selection or direct observation of operator performance, the work orderer uses the objectively calculated skill level as an intermediate indicator to assess operator capability. This intermediary mechanism reduces anxiety by providing reliable, evidence-based information about expected work quality.
Solution Approach 2:
The system performs preliminary evaluation of operator skill levels before work is assigned. By collecting operation records and test results in advance, and calculating skill levels beforehand, the system enables work orderers to make informed selections without hesitation. This preliminary assessment ensures reliability is established before the work ordering process begins.
3Adaptability or versatility
If no skill evaluation system is implemented, then the remote operation system can be used with wide operator selections, but the labor market of the remote operation system cannot be revitalized due to lack of objective evaluation indicators
Solution Approach 1:
The system enables operators to self-demonstrate their skills through operation records and test results that are automatically processed by the server. Operators don't need external verification or manual assessment; their work history and test performance automatically generate skill level evaluations that are presented to work orderers. This self-service mechanism revitalizes the labor market by enabling transparent, objective comparison among operators from all regions.
Data Source
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AI summary
A remote operation device receives a changeover instruction to make a changeover between an actual work mode, a simulation mode, and a test mode, and executes the received mode. A server includes a work history database that stores an actual work record in the actual work mode, a simulation record in the simulation mode, and a test result in the test mode as a work history. The server calculates a skill level of an operator for a remote operation based on the work history stored in the work history database, and presents the calculated skill level.