JP7543128B2 - Work planning device, work planning method, and work planning program - Google Patents

Description

The present invention relates to a work planning device, a work planning method, and a work planning program.

At manufacturing plants, logistics centers, retail stores, and other work sites, personnel plans are created to assign personnel to tasks performed as part of business operations. Using a skill master that manages the skills that personnel have acquired, the work planner creates personnel plans to assign appropriate personnel with the required skills to tasks.

The skills of personnel change from moment to moment depending on work experience, training, etc. For this reason, the skill master needs to be frequently maintained to reflect the latest skill acquisition status of personnel.

However, manual maintenance of skill masters takes time and effort. In addition, because each employee develops skills at a different rate, frequent maintenance is required to reflect the skills of each employee in the skill master. In addition, as the number of employees and work types increases, the burden of maintaining the skill master increases exponentially. If the burden of maintenance leads to a lack of maintenance, deficiencies will occur in the skill master. A personnel plan created based on a defective skill master will be inappropriate. An inappropriate personnel plan must be manually corrected by the work planner, site supervisor, etc., which is a burden.

Therefore, Patent Document 1 proposes a technology that calculates the average work time that a worker performs a task from the work performance data, and automatically updates the work efficiency data (skill master) by using the average work time as the worker's skill for the task.

Patent No. 5248756

However, in the above-mentioned Patent Document 1, although the maintenance of the skill master can be automated, the average work time per task is regarded as the skill of the personnel, which does not necessarily represent the skill of the personnel. For example, the work time per task in line work is the same for all personnel. Furthermore, if a long work time has continued in the past, the skill master is not updated even if the skills have recently improved and the work time has been shortened. Furthermore, the skill master is updated even if the work time is shortened by chance despite the lack of skills. Thus, the problem with Patent Document 1 is that the skills of personnel are not appropriately reflected in the master data.

The present invention has been made to solve the above-mentioned problems, and one of its objectives is to appropriately reflect personnel skills in master data while reducing the maintenance burden.

In order to solve the above-mentioned problems, in one aspect of the present invention, a work plan creation device includes a storage unit that stores master data describing conditions related to the skills of personnel who will perform work that should be satisfied by a work implementation plan, a plan creation unit that creates the implementation plan based on the master data so as to satisfy the conditions, an inconsistency detection unit that detects inconsistencies related to the conditions that exist between the master data and actual data that indicates the results of the work being performed based on the implementation plan, and a master update unit that updates the master data so as to eliminate the inconsistencies.

According to one aspect of the present invention, personnel skills can be appropriately reflected in master data while reducing the maintenance burden.

FIG. 1 is a diagram showing an example of the configuration of a work plan planning apparatus according to a first embodiment. FIG. 4 is a diagram showing an example of the configuration of work data. FIG. 13 is a diagram showing an example of the configuration of an operation master. FIG. 13 is a diagram showing an example of the configuration of a skill master. FIG. 4 is a diagram showing an example of the configuration of plan data. FIG. 4 is a diagram showing an example of the configuration of performance data. FIG. 13 is a diagram showing an example of the configuration of inconsistent data. FIG. 13 is a diagram showing an example of the configuration of master update candidate data. FIG. 4 is a diagram showing an example of a configuration of setting parameters. FIG. 13 is a diagram showing an example of the configuration of master update recommendation data. FIG. 4 is a diagram showing an example of the configuration of performance summary data. FIG. 13 is a diagram showing an example of the configuration of personnel group data. FIG. 13 is a diagram showing an example of the configuration of personnel group skill data. 11 is a flowchart showing an example of an update data generation process according to the first embodiment. 11 is a flowchart showing an example of a planning process according to the first embodiment. 13A to 13C are diagrams illustrating examples of a plan after updating the skill master, master update recommendation data, and updated display of the task master according to the first embodiment. 13 is a flowchart showing an example of a planning process according to the second embodiment. 13 is a flowchart showing an example of a planning process according to a third embodiment.

The following describes in detail the embodiments of the present invention with reference to the drawings. The following embodiments do not limit the present invention. Furthermore, not all of the elements and combinations described in the following embodiments are necessarily essential to the solution of the present invention. Furthermore, each embodiment and each modified example can be combined in part or in whole within the scope and consistency of the technical concept of the present invention.

In the following explanation, the various information is explained in table format, but the various information may be expressed in a data structure other than a table. The various information is stored in a memory area reserved in a memory resource (e.g., memory or storage).

In the following description, when describing elements of the same type, a reference symbol with a subscript added to the main body is used. When describing elements of the same type without distinguishing between them, a reference symbol with only the main body without the subscript is used. In addition, in describing the embodiments, descriptions of configurations and processes that have already been described will be omitted, or descriptions of configurations and processes that are the same as those of the previously described embodiments will be omitted, and the differences will be mainly described.

<Embodiment 1>
The first embodiment will be described with reference to FIGS.

(Configuration of the work plan planning device 10 according to the first embodiment)
1 is a diagram showing an example of the configuration of a work plan planning device 10 according to embodiment 1. The work plan planning device 10 includes a central processing unit 110, a storage device 120, a temporary storage device 130, an input device 140, an output device 150, and a communication device 160, which are connected via a bus.

The temporary storage device 130 is a memory. The input device 140 is a keyboard, mouse, touch panel, etc. The output device 150 is a display, printer, etc. The communication device 160 is a network interface that allows the work plan creation device 10 to communicate with an external computer.

The central processing unit 110 is a processor such as a CPU (Central Processing Unit). The central processing unit 110 executes programs in cooperation with the temporary storage device 130 to realize an inconsistency detection unit 111, a plan creation unit 112, and a master update unit 113. The processes executed by the inconsistency detection unit 111, the plan creation unit 112, and the master update unit 113 will be described later with reference to flowcharts.

The storage device 120 is an auxiliary storage device such as a hard disk drive (HDD) or a solid state drive (SDD). The storage device 120 stores task data 120a, task master 120b, skill master 120c, plan data 120d, and performance data 120e. In addition, the storage device 120 stores inconsistent data 120f, master update candidate data 120g, setting parameters 120h, master update recommendation data 120i, performance summary data 120j, personnel group data 120k, and personnel group skill data 120l.

(Work data 120a)
FIG. 2 is a diagram showing an example of the configuration of the work data 120a. The work data 120a is data that specifies the required number of tasks for each work date and work type. As shown in FIG. 2, the work data 120a has columns for work date, work type, and required number of tasks. For example, the first row of the work data 120a in FIG. 2 indicates that only "4" tasks of work type "B" are required on the work date "2020/9/3".

(Work master 120b)
FIG. 3 is a diagram showing an example of the configuration of the task master. The task master 120b is data that defines the skill conditions required of personnel (hereinafter simply referred to as "personnel") who perform tasks for each task type and skill type. As shown in FIG. 3, the task master 120b has columns for task type, skill type, skill condition, and task master update date. For example, the first row of the task master 120b in FIG. 3 indicates that the task of task type "B" requires that the personnel have acquired a skill value of "0 or more" as a skill condition for the skill type "1", and that the record was updated on "2020/3/1".

(Skill Master 120c)
FIG. 4 is a diagram showing an example of the configuration of the skill master 120c. The skill master 120c is data that defines a skill value that indicates the acquisition level of a skill for each personnel and skill type. As shown in FIG. 4, the skill master 120c has columns of personnel ID, skill type, skill value, and skill master update date. For example, the first row of the skill master 120c in FIG. 4 indicates that a personnel identified by personnel ID "Z" has acquired a skill of skill type "1" up to the level of skill value "4", and that the record was updated on "2020/3/1".

(Plan data 120d)
Fig. 5 is a diagram showing an example of the configuration of plan data 120d. Plan data 120d is data showing an implementation plan of work drawn up based on work data 120a, work master 120b, and skill master 120c. As shown in Fig. 5, plan data 120d has columns for work date, staff ID, and assigned work. Work dates in plan data 120d are associated with work dates in work data 120a. Staff IDs in plan data 120d are associated with staff IDs in skill master 120c. Assigned work in plan data 120d is associated with work types in work data 120a.

For example, the first line of planning data 120d in FIG. 5 indicates that on work date "2020/9/3", work type "D" is assigned to personnel ID "X". Furthermore, record 120d1 of planning data 120d indicates that personnel ID "Z" is not assigned any work on work date "2020/9/3", and is "off".

(Performance data 120e)
Fig. 6 is a diagram showing an example of the configuration of the performance data 120e. The performance data 120e is data in which the plan data 120d (Fig. 4) has been modified by the work planner or the site supervisor to manually assign work to personnel. As shown in Fig. 6, the performance data 120e has columns for work date, personnel ID, and assigned work. Record 120e1 of the performance data 120e indicates that no work was assigned in record 120d1 (Fig. 5) of the plan data 120d, but a modification was made to assign work of work type "B".

(Inconsistent Data 120f)
7 is a diagram showing an example of the configuration of the inconsistent data 120f. The inconsistent data 120f is data extracted from the performance data 120e by comparing the performance data 120e with the task master 120b and the skill master 120c record by record and finding that there is an inconsistency with the task master 120b and the skill master 120c. The inconsistency means that a task is assigned to a worker by manual correction of the plan data 120d, even though the skill value of the skill master 120c does not satisfy the skill condition of the task master 120b.

As shown in FIG. 7, the inconsistent data 120f has columns for work date, personnel ID, assigned work, skill type, skill condition, skill value, and skill master update date.

The work date of the inconsistent data 120f is associated with the work date of the performance data 120e. The personnel ID of the inconsistent data 120f is associated with the personnel ID of the performance data 120e. The assigned work of the inconsistent data 120f is associated with the assigned work of the performance data 120e. The skill type of the inconsistent data 120f is associated with the skill type of the task master 120b. The skill condition of the inconsistent data 120f is associated with the skill condition of the task master 120b. The skill value of the inconsistent data 120f is associated with the skill value of the skill master 120c. The skill master update date of the inconsistent data 120f is associated with the skill master update date of the skill master 120c.

For example, in the first row of the inconsistent data 120f in Figure 7, the task "B" assigned on the work date "2020/9/3" requires a skill condition of "5 or higher." However, as of the skill master update date "2020/3/1," it has been assigned to a staff member with staff ID "Z" who has a skill value of "2" that does not satisfy the skill condition.

(Master update candidate data 120g)
8 is a diagram showing a configuration example of master update candidate data 120g. The master update candidate data 120g is data obtained by adding analysis information of the contents of the inconsistent data 120f based on the inconsistent data 120f, the work data 120a, the work master 120b, the skill master 120c, and the plan data 120d. As shown in FIG. 8, the master update candidate data 120g has columns for work date, personnel ID, assigned work, skill type, skill condition, skill value, and skill master update date. Furthermore, the master update candidate data 120g has columns for insufficient skills, cumulative number of records, cumulative increase rate, number of unassigned personnel, cumulative number of unassigned personnel, and cumulative increase rate of number of unassigned personnel.

The work date, personnel ID, assigned work, skill type, skill condition, skill value, and skill master update date of the master update candidate data 120g are obtained from the inconsistent data 120f. The missing skill is the value obtained by subtracting the minimum condition value of the skill condition (for example, "5" if the value is 5 or more) from the skill value.

The cumulative number of records is the cumulative number of records in the master update candidate data 120g that have the same personnel ID, assigned work, skill type, skill condition, skill value, and skill master update date as the record in question, counted up to the record in question. In other words, the cumulative number of records is the cumulative number of times that personnel with skill values that do not satisfy the skill conditions in the performance data 120e have been assigned to the work in question.

In FIG. 8, among the records with the same personnel ID, assigned work, skill type, skill condition, skill value, and skill master update date as record 120g2, the cumulative number of records up to record 120g1 on the work date "9/3/2020" is "8". Then, with the appearance of record 120g2, the cumulative number of records becomes "9" (=8 + 1).

The cumulative increase rate is the number of records in master update candidate data 120g that have the same personnel ID, assigned work, skill type, skill condition, skill value, and skill master update date as the record in question, increasing per day from the previous appearance to the appearance of the record in question. In FIG. 8, the record with the same personnel ID, assigned work, skill type, skill condition, skill value, and skill master update date as record 120g2 is record 120g1, which appeared last on work date "2020/9/3". Since the current appearance is record 120g2, which appeared on work date "2020/9/8", it took five days to increase one record. Therefore, the cumulative increase rate of record 120g2 is 1/5 = 0.2.

The number of unassigned personnel is the number of personnel who were not assigned work of the skill type of the record even though they met the skill conditions of the skill type on the work date of the record.

The cumulative number of unassigned personnel is the cumulative number of unassigned personnel in records with the same assigned work, skill type, and skill conditions as the record in question in the master update candidate data 120g up to the record in question. In FIG. 8, the records with the same assigned work, skill type, and skill conditions as record 120g2 have a cumulative number of unassigned personnel of "25" up to record 120g1, and the currently appearing record 120g2 has a number of unassigned personnel of "5". Therefore, the cumulative number of unassigned personnel in record 120g2 is "30" (= 25 + 5).

The cumulative increase rate of the number of unassigned personnel is the increase in the number of records per day from the previous occurrence to the record in question in the master update candidate data 120g for the cumulative number of unassigned personnel in records with the same assigned work, skill type, and skill conditions as the record in question. In FIG. 8, the record with the same assigned work, skill type, and skill conditions as record 120g2 last appeared as record 120g1 on work date "2020/9/3", and the record that appears this time is record 120g2 on work date "2020/9/8", with the number of unassigned personnel being "5". The cumulative number of unassigned personnel has increased by "5" in the five days from "2020/9/3" to "2020/9/8". Therefore, the cumulative increase rate of the number of unassigned personnel for record 120g2 is 5/5 = 1.0.

(Setting parameter 120h)
9 is a diagram showing an example of the configuration of the setting parameters 120h. The setting parameters 120h are data for setting thresholds for calculating the master update recommendation data 120i described later. As shown in FIG. 9, the setting parameters 120h have columns for a threshold for the cumulative number of records (the cumulative number of records in the master update candidate data 120g (FIG. 8)) and a threshold for the cumulative number of unassigned personnel (the cumulative number of unassigned personnel in the master update candidate data 120g (FIG. 8)).

(Master update recommendation data 120i)
10 is a diagram showing a configuration example of the master update recommendation data 120i. The master update recommendation data 120i is data generated from a record of the master update candidate data 120g in which a value of a predetermined column of the record reaches a threshold value set in the setting parameter 120h. As shown in FIG. 10, the master update recommendation data 120i has columns of a personnel ID, a skill type, a skill value, a skill master update date, a recommended value, a cumulative increase rate, a cumulative increase rate of the number of unassigned personnel, and a threshold arrival date. Furthermore, the master update recommendation data 120i has columns of a group ID, a skill average of group personnel, and a skill standard deviation of group personnel.

For example, record 120g3 in master update candidate data 120g (Figure 8) has a cumulative record count of "10", which has reached the threshold of the cumulative record count of "10" in setting parameter 120h (Figure 9). Therefore, the personnel ID, skill type, skill value, skill master update date, cumulative increase rate, and cumulative increase rate of the number of unassigned personnel are extracted from record 120g3. Then, record 120i1 in master update recommendation data 120i is generated by setting (skill value - shortage skill) in record 120g3 as the "recommended value" and the date and time of generation of the record as the threshold reaching date.

When the master update recommendation data 120i records are first generated, the columns for group ID, group member skill average, and group member skill standard deviation do not exist and will be combined in later processing. The columns for group ID, group member skill average, and group member skill standard deviation will be described later.

(Actual results compilation data 120j)
11 is a diagram showing an example of the configuration of the performance summary data 120j. The performance summary data 120j is data obtained by summarizing the skill conditions (minimum requirement values) of the work performed by each worker and skill type from the performance data 120e based on the performance data 120e, the task master 120b, and the skill master 120c. The performance summary data 120j is based on the idea that workers who perform similar tasks to the same extent have the same level of skill.

As shown in FIG. 11, performance summary data 120j has columns for personnel ID, skill type, skill value, number of times work is performed, required skill average, and required skill standard deviation. The personnel ID in performance summary data 120j is associated with the personnel ID in performance data 120e. The skill type in performance summary data 120j is associated with the skill type in task master 120b. The skill value in performance summary data 120j is associated with the skill value in skill master 120c.

The number of times a task was performed in the performance summary data 120j is calculated by aggregating the number of times a task was performed for each personnel ID and skill type from the performance data 120e and the task master 120b. The average required skill in the performance summary data 120j is the average of the skill conditions (minimum requirement values) obtained by dividing the total value of the skill conditions (minimum requirement values) of the tasks actually performed for each personnel ID and skill type, which is calculated from the performance data 120e and the task master 120b, by the number of times the task was performed.

The standard deviation of required skills in the performance summary data 120j is the standard deviation of the skill conditions (minimum requirement values) calculated based on each value of the skill conditions (minimum requirement values) for each personnel ID and skill type, and the required skill average.

(Personnel group data 120k)
Fig. 12 is a diagram showing an example of the configuration of the personnel group data 120k. The personnel group data 120k is data obtained by grouping (e.g., clustering) each record of the performance summary data 120j (Fig. 11) with respect to the required skill average and the required skill standard deviation. As shown in Fig. 12, the personnel group data 120k has columns of personnel ID and group ID. A group identified by a group ID is a result of grouping personnel whose required skill average and required skill standard deviation are similar to each other at a predetermined similarity into the same group.

(Personnel Group Skill Data 120l)
Fig. 13 is a diagram showing an example of the configuration of the personnel group skill data 1201. As shown in Fig. 13, the personnel group skill data 1201 has columns of skill averages and skill standard deviations of group personnel who are grouped into the same group by grouping.

The skill average of group personnel is the average of required skill averages calculated by dividing the sum of the required skill averages for each group ID and skill type, obtained from performance summary data 120j and personnel group data 120k, by the number of personnel belonging to the group. The skill standard deviation of group personnel in a personnel group is the standard deviation of the required skill averages, calculated based on each value of the required skill average for each group ID and skill type and the skill average.

(Update Data Generation Process in First Embodiment)
Fig. 14 is a flowchart showing an example of an update data generation process according to the first embodiment. The inconsistency detection unit 111 (Fig. 1) executes this plan creation process periodically, or at a predetermined timing before the plan creation or at the instruction of the work planner, and generates inconsistency data 120f (Fig. 7). Prior to this plan creation process, plan data 120d (Fig. 5) is generated from the work data 120a (Fig. 2), the work master 120b (Fig. 3), and the skill master 120c (Fig. 4). It is assumed that performance data 120e (Fig. 6) that may include a plan correction applied to the plan data 120d (Fig. 5) has been generated.

First, in step S11, the inconsistency detection unit 111 generates inconsistency data 120f. Specifically, the inconsistency detection unit 111 reads each record from the performance data 120e and determines whether the personnel ID, assigned work, and skill value for each skill type derived from the task master 120b and the skill master 120c satisfy the skill condition. The inconsistency detection unit 111 generates inconsistency data 120f based on the records of the performance data 120e whose skill values do not satisfy the skill condition.

Next, in step S12, the inconsistency detection unit 111 generates master update candidate data 120g (Figure 8) based on the inconsistency data 120f, the task data 120a, the task master 120b, the skill master 120c, and the plan data 120d.

Next, in step S13, the inconsistency detection unit 111 extracts records from the master update candidate data 120g in which at least one of the "cumulative record count" and "cumulative number of unassigned personnel" of the master update candidate data 120g has reached the "threshold for the cumulative number of records" and the "threshold for the cumulative number of unassigned personnel" defined in the setting parameters 120h (FIG. 9), and generates the master update recommendation data 120i (FIG. 10). The master update recommendation data 120i generated in step S13 does not include columns for group ID, group personnel skill average, and group personnel skill standard deviation, and these columns and values are combined based on the personnel group skill data 120l (FIG. 13) generated in step S16 described below.

Next, in step S14, the inconsistency detection unit 111 generates performance summary data 120j (Figure 11) from the performance data 120e, the task master 120b, and the skill master 120c.

Next, in step S15, the inconsistency detection unit 111 groups the performance summary data 120j by the required skill average and required skill standard deviation to generate personnel group data 120k (Figure 12).

Next, in step S16, the inconsistency detection unit 111 calculates the skill average and skill standard deviation for each group ID and skill type based on the performance summary data 120j and the personnel group data 120k, and generates personnel group skill data 120l (Figure 13).

Next, in step S17, the inconsistency detection unit 111 combines the personnel group skill data 120l generated in step S16 with the master update recommendation data 120i generated in step S13 based on the skill master 120c, personnel group data 120k, and personnel group skill data 120l, based on the relationships between personnel ID, skill type, and group ID. By combining the personnel group skill data 120l, columns and values of the group ID, group personnel skill average, and group personnel skill standard deviation are added to the master update recommendation data 120i.

(Planning process of the first embodiment)
15 is a flowchart showing an example of a planning process according to the first embodiment. The planning unit 112 and the master update unit 113 (FIG. 1) execute this planning process periodically or at the timing of planning. It is assumed that the update data generation process (FIG. 14) is executed before executing this planning process.

First, in step S21, the plan creation unit 112 accepts the task data 120a (Figure 2), the task master 120b (Figure 3), the skill master 120c (Figure 4), and the master update recommendation data 120i (Figure 10).

Next, in step S22, the plan creation unit 112 determines whether or not a record where the skill value ≠ the recommended value exists in the master update recommendation data 120i. If a record where the skill value ≠ the recommended value exists (step S22 Yes), the master update unit 113 proceeds to step S23, and if a record where the skill value ≠ the recommended value does not exist (step S22 No), the master update unit 113 proceeds to step S24.

In step S23, the plan creation unit 112 replaces the skill value in the skill master 120c with the recommended value of the record determined in step S22 to have a skill value ≠ recommended value. In FIG. 10, since the skill value of record 120i1 is ≠ recommended value, the skill value of the record with personnel ID "Z" and skill type "4" in the skill master 120c is replaced with the recommended value "5".

In step S24, the plan creation unit 112 creates a plan based on the task data 120a, the task master 120b, the skill master 120c, and the skill values replaced with the recommended values. At the stage of creating a task plan based on the skill values replaced with the recommended values, the skill values are only provisionally replaced, and the skill values in the skill master 120c are not updated.

Next, in step S25, the plan creation unit 112 outputs the plan creation result in step S24 from the output device 150. FIG. 16 is a diagram showing an example of the plan creation result display 150D in embodiment 1. The plan creation result display 150D is displayed on the display screen of the output device 150. The plan creation result display 150D shows the plan creation result in step S24, but if the replacement of the skill value in the skill master 120c in step S23 has an effect on the plan creation result, the affected part is highlighted by a frame or the like.

In the example of Figure 16, in the personnel plan drawn up in step S24, the personnel with personnel ID "Z" is affected in that the personnel is assigned from "off" to task type "B" on the 3rd of the month based on the replaced skill value.

Therefore, as shown in FIG. 16, the task of task type "B" assigned to the personnel with personnel ID "Z" on the 3rd of the month is highlighted in a frame, and a detailed display 150D1 of the corresponding row of the master update recommendation data 120i (FIG. 10) and task master 120b (FIG. 3) that were the basis for replacing the skill value is displayed.

In the example of FIG. 16, the personnel with personnel ID "Z" has had their skill value changed from "4" to "5", and is now assigned a task of task type "B" of skill type "2" with a skill condition of "5 or higher" in the work plan. An operator, such as a work planner, is asked to confirm the appropriateness of this task assignment and whether it is OK to update the skill value of personnel ID "Z" and skill type "2" from "4" to "5" in the skill master 120c. The operator presses the update button 150D2 if they approve the work plan and the update of the skill value in the skill master 120c, or presses the cancel button 150D3 if they do not want to update.

When the update button 150D2 is pressed, the master update unit 113 actually updates the skill value of the personnel ID "Z" and skill type "2" in the skill master 120c from "4" to "5." Then, in the subsequent planning process, the updated skill master 120c is used to assign work type "B" to the personnel with personnel ID "Z."

If the replacement of the skill values in the skill master 120c in step S23 does not affect the planning results, the display screen of the output device 150 does not display highlighting such as a frame, or a detailed display 150D1 including an update button 150D2 and a cancel button 150D3.

Effects of First Embodiment
In the above-described first embodiment, the work planning device updates the skill master or work master based on performance data that reflects modifications to the work plan by an operator or the like who is aware of the latest skill values of personnel, thereby reducing the maintenance burden of the master data.

In addition, in the above-mentioned first embodiment, the work plan is created based on the skill master or the work master that is updated based on the performance data that reflects the modification of the work plan by the operator, etc. This eliminates the need for the operator to modify the work plan again, and reduces the burden of modifying the work plan.

In addition, in the above-mentioned embodiment 1, if it is determined that the cumulative number of times that personnel with skill values that do not satisfy the skill conditions in the performance data have been assigned to a task is equal to or greater than a threshold, the skill master or task master is updated. Therefore, meaningless updates can be suppressed and necessary updates can be performed efficiently.

In addition, in the above-mentioned first embodiment, when personnel with skill values that do not satisfy the skill conditions in the performance data are assigned to a task, while the cumulative number of personnel with skill values that satisfy the skill conditions but who have not been assigned to a task is determined to be equal to or greater than a threshold, the skill master or task master is updated. This makes it possible to suppress meaningless updates and efficiently perform necessary updates.

In addition, in the above-mentioned first embodiment, if the skill value does not match the skill conditions, the skill value is updated based on the skill conditions, so that improvements in the skill value of personnel can be recognized based on inconsistent data extracted from performance data and efficiently reflected in the skill master.

<Embodiment 2>
The second embodiment will be described with reference to FIG.

In the above embodiment 1, when the skill value and the recommended value differ in the master update recommendation data 120i, the skill value in the skill master 120c is updated with the recommended value, thereby increasing or decreasing the skill value. However, when the skill value of the personnel for the task defined in the skill master 120c does not satisfy the skill conditions required for the task defined in the task master 120b, a value other than the recommended value can be used to update the skill value in the skill master 120c. A case where the skill value in the skill master 120c is updated with a value other than the recommended value will be described as embodiment 2.

Compared to embodiment 1, embodiment 2 differs in that step S22B is executed instead of step S22 (FIG. 15) and step S23B is executed instead of step S23 (FIG. 15) in the planning process (FIG. 17). The rest is the same as embodiment 1. In the explanation of embodiment 2, the differences from embodiment 1 will be mainly explained.

(Planning process of the second embodiment)
17 is a flowchart showing an example of a planning process according to the second embodiment. In step S22B following step S21, the plan creation unit 112 determines whether or not there is a record in the master update recommendation data 120i (FIG. 10) whose skill value and the average skill of group members satisfy formula (1). In formula (1), |*| represents the absolute value of *.
|Skill value - average skill of group members| > standard deviation of skill of group members... (1)

In other words, the plan creation unit 112 determines whether or not there is a record in the master update recommendation data 120i in which the absolute value of the deviation between the skill value and the skill average of the group members exceeds the skill standard deviation of the group members. If there is a record in which the absolute value of the deviation exceeds the skill standard deviation of the group members (step S22B Yes), the plan creation unit 112 proceeds to step S23B. On the other hand, if there is no record in which the absolute value of the deviation exceeds the skill standard deviation of the group members (step S22B No), the plan creation unit 112 proceeds to step S24.

In step S23B, for each record in which the absolute value of the deviation determined in step S22B exceeds the skill standard deviation of the group members, the plan creation unit 112 calculates a replacement value S based on the skill average of the group members using formula (2-1) or formula (2-2) depending on the magnitude relationship between the skill value and the skill average of the group members. In formulas (2-1) and (2-2), [*] is a Gaussian symbol that rounds down the decimal point of *. Then, the plan creation unit 112 replaces the skill value of the skill master 120c with the replacement value S of the record in which the absolute value of the deviation determined in step S22B exceeds the skill standard deviation of the group members.
(When skill value > average skill of group members)
S = [Average skill level of group members] + 1 ... (2 - 1)
(When skill value < average skill of group members)
S = [average skill of group members] ... (2-2)

For example, in the master update recommendation data 120i (Figure 10), since record 120i1 has a skill value < the average skill of group members, formula (2-2) applies, and S = [8.9] = 8 becomes the replacement value of the skill value in skill master 120c. Furthermore, since record 120i2 has a skill value > the average skill of group members, formula (2-1) applies, and S = [1.4] + 1 = 2 becomes the replacement value of the skill value in skill master 120c. In the example of Figure 10, records other than 120i1 and 120i2 are judged as No in step S22B.

In step S24, the plan creation unit 112 creates a plan based on the task data 120a, the task master 120b, the skill master 120c, and the skill values replaced with the replacement value S. At the stage of creating a task plan based on the skill values replaced with the replacement value S, the skill values have only been provisionally replaced, and the skill values in the skill master 120c have not been updated.

Next, in step S25, the plan creation unit 112 outputs the display of the plan creation result from step S24 from the output device 150, as in the first embodiment. When the update button is pressed on the display of the plan creation result, the master update unit 113 updates the skill value of the corresponding personnel ID and skill type in the skill master 120c with the replacement value S. Then, in the subsequent plan creation process, the updated skill master 120c is used to assign work of the corresponding work type to the corresponding personnel ID.

<Effects of the Second Embodiment>
In the second embodiment, in the performance data, personnel are grouped based on the average and standard deviation of the skill values for each skill type of personnel and work. Then, when the skill value of a certain personnel deviates from the average skill value of the group to which the certain personnel belongs by more than the standard deviation, the skill value of the certain personnel is updated to the average. In this way, it is assumed that personnel who perform the same work have the same level of skill, and the skill value of a certain personnel is predicted using the skill values of other personnel with the same level of skill, and the skill value is updated using the prediction result. Therefore, the master data can be proactively updated to the latest state based on the prediction.

<Embodiment 3>
The third embodiment will be described with reference to FIG.

In the above-mentioned embodiment 1, the skill master 120c is updated based on the master update recommendation data 120i. However, instead of updating the skill values of the skill master 120c, the skill conditions of the task master 120b may be updated. The case where the skill conditions of the task master 120b are updated will be described as embodiment 3.

Compared to embodiment 1, embodiment 3 differs in that step S22C is executed instead of step S22 (FIG. 15) and step S23C is executed instead of step S23 (FIG. 15) in the planning process (FIG. 16). The rest is the same as embodiment 1. In the explanation of embodiment 3, the differences from embodiment 1 will be mainly explained.

(Planning process of the third embodiment)
18 is a flowchart showing an example of the planning process of the third embodiment. In step S22C following step S21, the master update unit 113 judges whether or not there is a record group in which the ratio of records in which the recommended value is stored is equal to or greater than a predetermined ratio (e.g., 80% or more) among the records of the same work type and skill type in the master update recommendation data 120i. In other words, if the frequency at which the work planner or the site supervisor assigns work to personnel ignoring the skill master 120c is equal to or greater than a predetermined ratio, it is considered that the skill conditions of the work are set higher than the actual situation, rather than that the skills of individual personnel have improved, so it is natural to update the skill conditions of the work master 120b.

If there is a record group for the same work type and skill type in which the proportion of records storing recommended values is equal to or greater than a predetermined value (step S22C Yes), the master update unit 113 proceeds to step S23C, and if there is no record group for the same work type and skill type in which the proportion of records storing recommended values is equal to or greater than a predetermined value (step S22C No), the master update unit 113 proceeds to step S24.

In step S23C, the plan creation unit 112 calculates a replacement value T based on the skill values of the record group of the task type and skill type for which step S22C Yes has been determined. The replacement value T is, for example, the average (or the median or other statistical value) of the skill values of the records with recommended values among the record group of the task type and skill type for which step S22C Yes has been determined.

Then, the master update unit 113 uses the above-mentioned replacement value T to replace and relax the skill condition (the minimum condition value) corresponding to the same task type and skill type in the task master 120b. For example, if the replacement value T based on the skill value of the record group of task type "B" and skill type "2" is "3", the skill condition "5 or more" corresponding to task type "B" and skill type "2" in the task master 120b is relaxed to "3 or more".

In step S24, the plan creation unit 112 creates a plan based on the task data 120a, the task master 120b, the skill master 120c, and the skill values replaced with the replacement value T. At the stage of creating a task plan based on the skill values replaced with the replacement value T, the skill values have only been provisionally replaced, and the skill values in the skill master 120c have not been updated.

Next, in step S25, the plan creation unit 112 outputs the display of the plan creation result from step S24 from the output device 150, as in the first embodiment. When the update button is pressed on the display of the plan creation result, the master update unit 113 updates the skill conditions of the corresponding task type and skill type in the task master 120b with the replacement value T. Then, in the subsequent planning process, the updated skill master 120c is used to assign work of the corresponding task type to the corresponding personnel ID.

<Effects of the Third Embodiment>
According to the third embodiment, when the frequency of personnel with skill values not satisfying the skill conditions being assigned to work in the performance data is equal to or higher than a predetermined frequency, the skill conditions are updated based on the skill values. Therefore, when many personnel are assigned to work despite not satisfying the skill conditions, it is considered that this is due to strict skill conditions for the work, not due to the improvement of the personnel's skills, and the skill conditions are relaxed, so that the master data can be updated to an appropriate state according to the situation.

＜Other embodiments＞

(1) In addition, in the above-mentioned embodiments 1 to 3, as shown in FIG. 15, FIG. 17, and FIG. 18, the skill master 120c is updated while planning is being performed. However, this is not limited to this, and the skill master 120c (FIG. 4) can also be updated separately from planning and performed independently.

(2) In addition, in the above embodiments 1 to 3, the skill master 120c or the task master 120b is updated after the task planner checks the plan creation results on the screen. However, this is not limited to the above. The skill master 120c or the task master 120b (FIG. 3) may be updated immediately when the need to update the skill master 120c or the task master 120b is detected.

(3) In the above embodiment 1, when the skill value is not equal to the recommended value in the master update recommendation data 120i (FIG. 10), the skill value in the skill master 120c is updated with the recommended value. However, this is not limited to the above, and when the skill value is not equal to the recommended value in the master update recommendation data 120i, the skill condition (the minimum condition value) in the task master 120b (FIG. 2) may be updated with the recommended value. For example, the record 120i1 in which the skill value is not equal to the recommended value in the master update recommendation data 120i is originally the record 120g3 in the master update candidate data 120g (FIG. 8). Based on the record 120g3 in the master update candidate data 120g, the skill value may be updated to "4" to relax the skill condition (the minimum condition value) from "5" to "4", and the skill condition may be set to "4 or more".

The present invention is not limited to the above-described embodiment, and includes various modified examples. For example, the above-described embodiment has been described in detail to clearly explain the present invention, and is not necessarily limited to having all of the configurations described. Furthermore, such configurations may be replaced or added, rather than being deleted. Furthermore, the distribution and integration of the implementation of each configuration described in the above-described embodiment may be changed according to processing efficiency and implementation efficiency.

The above-mentioned configurations, functions, processing units, processing means, etc. may be realized in part or in whole in hardware, for example by designing them as integrated circuits. The present invention may also be realized by software program code that realizes the functions of the embodiments. In this case, a non-transitory recording medium on which the program code is recorded is provided to a computer, and a processor included in the computer reads the program code stored in the non-transitory recording medium. In this case, the program code itself read from the non-transitory recording medium realizes the functions of the above-mentioned embodiments, and the program code itself and the non-transitory recording medium on which it is stored constitute the present invention. Alternatively, the computer may obtain the program code from another computer via a network.

10: Work plan creation device, 111: Inconsistency detection unit, 112: Plan creation unit, 113: Master update unit, 120: Storage device, 130: Temporary storage device, 150: Output device

Claims (10)

A storage unit that stores master data describing conditions related to the skills of personnel who will perform the work that should be satisfied by the work execution plan;
a planning unit that creates the implementation plan based on the master data so as to satisfy the conditions;
an inconsistency detection unit that detects an inconsistency regarding the conditions that exists between the master data and actual data in which the implementation plan created by the plan creation unit has been manually corrected by assigning the work to the personnel;
and a master updating unit that updates the master data so as to eliminate the inconsistency. The work plan planning device according to claim 1,
The storage unit stores, as the master data,
A task master describing the skill requirements required for personnel who perform the task;
A skill master that describes the skill values possessed by the personnel in relation to the execution of the work;
The plan creation unit
creating plan data describing the implementation plan in which the personnel having the skill value that satisfies the skill condition are assigned to the work;
The inconsistency detection unit
extracting inconsistent data in which the personnel corresponding to the skill value that does not satisfy the skill condition are assigned to the work in the performance data;
The master update unit is
updating the skill condition or the skill value based on the inconsistency data so that the skill value satisfies the skill condition. The work plan planning device according to claim 2,
The master update unit is
and updating the skill condition or the skill value when it is determined based on the inconsistency data that the cumulative number of times the personnel corresponding to the skill value that does not satisfy the skill condition in the performance data has been assigned to the work is equal to or greater than a threshold value. The work plan planning device according to claim 2,
The master update unit is
and updating the skill condition or the skill value when, based on the inconsistency data, it is determined that the personnel in the performance data who have the skill value that does not satisfy the skill condition are assigned to the work, while the cumulative number of the personnel who have the skill value that satisfies the skill condition but have not been assigned to the work is equal to or greater than a threshold value. The work plan planning device according to claim 2,
The master update unit is
updating the skill value based on the skill condition when the skill value and the skill condition do not match. The work plan planning device according to claim 2,
The master update unit is
the personnel are grouped based on an average and a standard deviation of the skill values for each skill type of the personnel and the work in the performance data, and if the skill values of the personnel belonging to each group do not satisfy a predetermined condition based on the average, the skill values are updated to the average. The work plan planning device according to claim 2,
The master update unit is
a work plan creation device that updates the skill conditions based on the skill value when, in the performance data, the frequency with which the personnel corresponding to the skill value that does not satisfy the skill conditions is assigned to the work is equal to or higher than a predetermined frequency. The work plan planning device according to claim 2,
displaying, on a display device, the plan data created when the skill condition or the skill value is updated so that the skill value satisfies the skill condition;
a task planning device that actually updates the skill condition or the skill value when an operation to approve the plan data is input by an operator. A work planning method performed by a work planning device, comprising:
The work plan planning device has a storage unit that stores master data describing conditions related to skills of personnel who will perform the work to be satisfied by the work execution plan,
creating the implementation plan based on the master data so as to satisfy the conditions;
Detecting an inconsistency regarding the conditions that exists between the master data and actual data in which the work is manually assigned to the personnel in the created implementation plan;
and updating the master data so as to resolve the inconsistency. Computer,
a storage unit that stores master data describing conditions related to the skills of personnel who will perform the work that should be satisfied by the work execution plan;
a planning unit that creates the implementation plan based on the master data so as to satisfy the conditions;
an inconsistency detection unit that detects an inconsistency regarding the conditions that exists between the master data and actual data in which the implementation plan created by the plan creation unit has been manually corrected by assigning the work to the personnel;
a master updating unit that updates the master data so as to eliminate the inconsistency;

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