Human-Machine Collaborative Optimization via Apprenticeship Scheduling

Coordinating agents to complete a set of tasks with intercoupled temporal and resource constraints is computationally challenging, yet human domain experts can solve these difficult scheduling problems using paradigms learned through years of apprenticeship. A process for manually codifying this domain knowledge within a computational framework is necessary to scale beyond the ``single-expert, single-trainee" apprenticeship model. However, human domain experts often have difficulty describing their decision-making processes, causing the codification of this knowledge to become laborious. We propose a new approach for capturing domain-expert heuristics through a pairwise ranking formulation. Our approach is model-free and does not require enumerating or iterating through a large state space. We empirically demonstrate that this approach accurately learns multifaceted heuristics on a synthetic data set incorporating job-shop scheduling and vehicle routing problems, as well as on two real-world data sets consisting of demonstrations of experts solving a weapon-to-target assignment problem and a hospital resource allocation problem. We also demonstrate that policies learned from human scheduling demonstration via apprenticeship learning can substantially improve the efficiency of a branch-and-bound search for an optimal schedule. We employ this human-machine collaborative optimization technique on a variant of the weapon-to-target assignment problem. We demonstrate that this technique generates solutions substantially superior to those produced by human domain experts at a rate up to 9.5 times faster than an optimization approach and can be applied to optimally solve problems twice as complex as those solved by a human demonstrator.Comment: Portions of this paper were published in the Proceedings of the International Joint Conference on Artificial Intelligence (IJCAI) in 2016 and in the Proceedings of Robotics: Science and Systems (RSS) in 2016. The paper consists of 50 pages with 11 figures and 4 table

Active Inverse Reward Design

Designers of AI agents often iterate on the reward function in a trial-and-error process until they get the desired behavior, but this only guarantees good behavior in the training environment. We propose structuring this process as a series of queries asking the user to compare between different reward functions. Thus we can actively select queries for maximum informativeness about the true reward. In contrast to approaches asking the designer for optimal behavior, this allows us to gather additional information by eliciting preferences between suboptimal behaviors. After each query, we need to update the posterior over the true reward function from observing the proxy reward function chosen by the designer. The recently proposed Inverse Reward Design (IRD) enables this. Our approach substantially outperforms IRD in test environments. In particular, it can query the designer about interpretable, linear reward functions and still infer non-linear ones

NEXT LEVEL: A COURSE RECOMMENDER SYSTEM BASED ON CAREER INTERESTS

Skills-based hiring is a talent management approach that empowers employers to align recruitment around business results, rather than around credentials and title. It starts with employers identifying the particular skills required for a role, and then screening and evaluating candidates’ competencies against those requirements. With the recent rise in employers adopting skills-based hiring practices, it has become integral for students to take courses that improve their marketability and support their long-term career success. A 2017 survey of over 32,000 students at 43 randomly selected institutions found that only 34% of students believe they will graduate with the skills and knowledge required to be successful in the job market. Furthermore, the study found that while 96% of chief academic officers believe that their institutions are very or somewhat effective at preparing students for the workforce, only 11% of business leaders strongly agree [11]. An implication of the misalignment is that college graduates lack the skills that companies need and value. Fortunately, the rise of skills-based hiring provides an opportunity for universities and students to establish and follow clearer classroom-to-career pathways. To this end, this paper presents a course recommender system that aims to improve students’ career readiness by suggesting relevant skills and courses based on their unique career interests

Decision by sampling

We present a theory of decision by sampling (DbS) in which, in contrast with traditional models, there are no underlying psychoeconomic scales. Instead, we assume that an attribute’s subjective value is constructed from a series of binary, ordinal comparisons to a sample of attribute values drawn from memory and is its rank within the sample. We assume that the sample reflects both the immediate distribution of attribute values from the current decision’s context and also the background, real-world distribution of attribute values. DbS accounts for concave utility functions; losses looming larger than gains; hyperbolic temporal discounting; and the overestimation of small probabilities and the underestimation of large probabilities