5 research outputs found
ΠΡΡΠ΅ΠΊΡΠΈΠ²Π½ΠΎΠ΅ ΡΡΠ½ΠΊΡΠΈΠΎΠ½ΠΈΡΠΎΠ²Π°Π½ΠΈΠ΅ ΡΠΌΠ΅ΡΠ°Π½Π½ΠΎΠΉ Π½Π΅ΠΎΠ΄Π½ΠΎΡΠΎΠ΄Π½ΠΎΠΉ ΠΊΠΎΠΌΠ°Π½Π΄Ρ Π² ΠΊΠΎΠ»Π»Π°Π±ΠΎΡΠ°ΡΠΈΠ²Π½ΠΎΠΉ ΡΠΎΠ±ΠΎΡΠΎΡΠ΅Ρ Π½ΠΈΡΠ΅ΡΠΊΠΎΠΉ ΡΠΈΡΡΠ΅ΠΌΠ΅
The study describes a collaborative robot (cobot) as one of the types of intelligent robotics and its distinctive features compared to other types of robots. The paper presents a collaborative robotic system as a single complex system in which actors of different types β cobots and human workers β perform collaborative actions to achieve a common goal. Elements of a collaborative robotic system, as well as processes and entities that directly influence it are represented. The key principles of Human-Robot Collaboration are described. A collaborative robotic system is analyzed both as a multi-agent system and as a mixed team, whose members are heterogeneous actors.
The relevance of the work lies in a weak level of research on issues of formation of mixed teams of people and cobots and distribution of tasks in such teams, taking into account features of these two types of participants and requirements of their safe collaboration. This work focused on a formation of mixed teams of elements of a single complex human-cobot system, the distribution of tasks among the members of such teams, taking into account the need to minimize costs for its participants and the heterogeneity of the team. As part of the study, the problem of forming a mixed heterogeneous team of people and cobots, and distribution of work among its members, as well as the corresponding mathematical description are presented. Specific cases of the problem, including different cost functions of different types of participants, a limited activity of the teamβs members, the dependence of the cost function of the participants of one type on the number of participants of another type, as well as an arbitrary number of works assigned to the teamβs members are considered.Π ΡΡΠ°ΡΡΠ΅ ΠΏΡΠ΅Π΄ΡΡΠ°Π²Π»Π΅Π½Ρ ΠΎΠΏΠΈΡΠ°Π½ΠΈΠ΅ ΠΊΠΎΠ»Π»Π°Π±ΠΎΡΠ°ΡΠΈΠ²Π½ΠΎΠ³ΠΎ ΡΠΎΠ±ΠΎΡΠ° (ΠΊΠΎΠ±ΠΎΡΠ°) ΠΊΠ°ΠΊ ΠΎΠ΄Π½ΠΎΠ³ΠΎ ΠΈΠ· ΠΏΠΎΠ΄Π²ΠΈΠ΄ΠΎΠ² ΠΈΠ½ΡΠ΅Π»Π»Π΅ΠΊΡΡΠ°Π»ΡΠ½ΠΎΠΉ ΡΠΎΠ±ΠΎΡΠΎΡΠ΅Ρ
Π½ΠΈΠΊΠΈ ΠΈ Π΅Π³ΠΎ ΠΎΡΠ»ΠΈΡΠΈΡΠ΅Π»ΡΠ½ΡΠ΅ ΠΎΡΠΎΠ±Π΅Π½Π½ΠΎΡΡΠΈ ΠΏΠΎ ΡΡΠ°Π²Π½Π΅Π½ΠΈΡ Ρ Π΄ΡΡΠ³ΠΈΠΌΠΈ Π²ΠΈΠ΄Π°ΠΌΠΈ ΡΠΎΠ±ΠΎΡΠΎΠ². ΠΠ°Π½ΠΎ ΠΎΠΏΠΈΡΠ°Π½ΠΈΠ΅ ΠΊΠΎΠ»Π»Π°Π±ΠΎΡΠ°ΡΠΈΠ²Π½ΠΎΠΉ ΡΠΎΠ±ΠΎΡΠΎΡΠ΅Ρ
Π½ΠΈΡΠ΅ΡΠΊΠΎΠΉ ΡΠΈΡΡΠ΅ΠΌΡ ΠΊΠ°ΠΊ Π΅Π΄ΠΈΠ½ΠΎΠΉ ΠΊΠΎΠΌΠΏΠ»Π΅ΠΊΡΠ½ΠΎΠΉ ΡΠΈΡΡΠ΅ΠΌΡ, Π² ΠΊΠΎΡΠΎΡΠΎΠΉ ΡΡΠ±ΡΠ΅ΠΊΡΡ (Π°ΠΊΡΠΎΡΡ) ΡΠ°Π·Π»ΠΈΡΠ½ΠΎΠ³ΠΎ ΡΠΈΠΏΠ° β ΠΊΠΎΠ±ΠΎΡΡ ΠΈ Π»ΡΠ΄ΠΈ β Π²ΡΠΏΠΎΠ»Π½ΡΡΡ Π΄Π΅ΠΉΡΡΠ²ΠΈΡ Π² ΡΠ°ΠΌΠΊΠ°Ρ
ΠΊΠΎΠ»Π»Π°Π±ΠΎΡΠ°ΡΠΈΠΈ Π΄Π»Ρ Π΄ΠΎΡΡΠΈΠΆΠ΅Π½ΠΈΡ Π΅Π΄ΠΈΠ½ΠΎΠΉ ΡΠ΅Π»ΠΈ. ΠΠ»Ρ ΠΊΠΎΠ»Π»Π°Π±ΠΎΡΠ°ΡΠΈΠ²Π½ΠΎΠΉ ΡΠΎΠ±ΠΎΡΠΎΡΠ΅Ρ
Π½ΠΈΡΠ΅ΡΠΊΠΎΠΉ ΡΠΈΡΡΠ΅ΠΌΡ ΠΊΠ°ΠΊ Π΅Π΄ΠΈΠ½ΠΎΠΉ ΠΊΠΎΠΌΠΏΠ»Π΅ΠΊΡΠ½ΠΎΠΉ ΡΠΈΡΡΠ΅ΠΌΡ ΠΏΡΠ΅Π΄ΡΡΠ°Π²Π»Π΅Π½Ρ Π΅Π΅ ΡΠΎΡΡΠ°Π²Π½ΡΠ΅ ΡΠ°ΡΡΠΈ, Π° ΡΠ°ΠΊΠΆΠ΅ ΠΏΡΠΎΡΠ΅ΡΡΡ ΠΈ ΡΡΡΠ½ΠΎΡΡΠΈ, ΠΊΠΎΡΠΎΡΡΠ΅ ΠΎΠΊΠ°Π·ΡΠ²Π°ΡΡ Π½Π΅ΠΏΠΎΡΡΠ΅Π΄ΡΡΠ²Π΅Π½Π½ΠΎΠ΅ Π²Π»ΠΈΡΠ½ΠΈΠ΅ Π½Π° ΡΡΡ ΡΠΈΡΡΠ΅ΠΌΡ. ΠΡΠ΅Π΄ΡΡΠ°Π²Π»Π΅Π½Ρ ΠΊΠ»ΡΡΠ΅Π²ΡΠ΅ ΠΏΡΠΈΠ½ΡΠΈΠΏΡ ΠΊΠΎΠ»Π»Π°Π±ΠΎΡΠ°ΡΠΈΠΈ ΡΠ΅Π»ΠΎΠ²Π΅ΠΊΠ° ΠΈ ΡΠΎΠ±ΠΎΡΠ° (Human-Robot Collaboration). ΠΠΎΠ»Π»Π°Π±ΠΎΡΠ°ΡΠΈΠ²Π½Π°Ρ ΡΠΎΠ±ΠΎΡΠΎΡΠ΅Ρ
Π½ΠΈΡΠ΅ΡΠΊΠ°Ρ ΡΠΈΡΡΠ΅ΠΌΠ° ΠΏΡΠΎΠ°Π½Π°Π»ΠΈΠ·ΠΈΡΠΎΠ²Π°Π½Π°, Ρ ΠΎΠ΄Π½ΠΎΠΉ ΡΡΠΎΡΠΎΠ½Ρ, ΠΊΠ°ΠΊ ΠΌΠ½ΠΎΠ³ΠΎΠ°Π³Π΅Π½ΡΠ½Π°Ρ ΡΠΈΡΡΠ΅ΠΌΠ°, ΠΈ, Ρ Π΄ΡΡΠ³ΠΎΠΉ ΡΡΠΎΡΠΎΠ½Ρ, ΠΊΠ°ΠΊ ΡΠΌΠ΅ΡΠ°Π½Π½Π°Ρ Π½Π΅ΠΎΠ΄Π½ΠΎΡΠΎΠ΄Π½Π°Ρ ΠΊΠΎΠΌΠ°Π½Π΄Π°, ΡΠ»Π΅Π½Ρ ΠΊΠΎΡΠΎΡΠΎΠΉ ΡΠ²Π»ΡΡΡΡΡ Π³Π΅ΡΠ΅ΡΠΎΠ³Π΅Π½Π½ΡΠΌΠΈ Π°ΠΊΡΠΎΡΠ°ΠΌΠΈ.
ΠΠΊΡΡΠ°Π»ΡΠ½ΠΎΡΡΡ ΡΠ°Π±ΠΎΡΡ Π·Π°ΠΊΠ»ΡΡΠ°Π΅ΡΡΡ Π² Π½Π΅Π΄ΠΎΡΡΠ°ΡΠΎΡΠ½ΠΎΠΌ ΡΡΠΎΠ²Π½Π΅ ΠΈΡΡΠ»Π΅Π΄ΠΎΠ²Π°Π½Π½ΠΎΡΡΠΈ Π²ΠΎΠΏΡΠΎΡΠ° ΡΠΎΡΠΌΠΈΡΠΎΠ²Π°Π½ΠΈΡ ΡΠΌΠ΅ΡΠ°Π½Π½ΡΡ
Π½Π΅ΠΎΠ΄Π½ΠΎΡΠΎΠ΄Π½ΡΡ
ΠΊΠΎΠΌΠ°Π½Π΄ ΠΈΠ· Π»ΡΠ΄Π΅ΠΉ ΠΈ ΠΊΠΎΠ±ΠΎΡΠΎΠ² ΠΈ ΡΠ°ΡΠΏΡΠ΅Π΄Π΅Π»Π΅Π½ΠΈΡ Π·Π°Π΄Π°Ρ Π² Π½ΠΈΡ
Ρ ΡΡΠ΅ΡΠΎΠΌ ΡΠΏΠ΅ΡΠΈΡΠΈΠΊΠΈ ΡΡΠΈΡ
Π΄Π²ΡΡ
ΡΠΈΠΏΠΎΠ² ΡΡΠ°ΡΡΠ½ΠΈΠΊΠΎΠ² ΠΈ ΡΡΠ΅Π±ΠΎΠ²Π°Π½ΠΈΠΉ ΠΈΡ
Π±Π΅Π·ΠΎΠΏΠ°ΡΠ½ΠΎΠ³ΠΎ Π²Π·Π°ΠΈΠΌΠΎΠ΄Π΅ΠΉΡΡΠ²ΠΈΡ. Π¦Π΅Π»ΡΡ ΡΠ°Π±ΠΎΡΡ ΡΠ²Π»ΡΠ΅ΡΡΡ ΠΈΡΡΠ»Π΅Π΄ΠΎΠ²Π°Π½ΠΈΠ΅ Π²ΠΎΠΏΡΠΎΡΠΎΠ² ΡΠΎΡΠΌΠΈΡΠΎΠ²Π°Π½ΠΈΡ ΡΠΌΠ΅ΡΠ°Π½Π½ΡΡ
ΠΊΠΎΠΌΠ°Π½Π΄ ΠΈΠ· ΡΠΈΡΠ»Π° ΡΠ»Π΅ΠΌΠ΅Π½ΡΠΎΠ² Π΅Π΄ΠΈΠ½ΠΎΠΉ ΠΊΠΎΠΌΠΏΠ»Π΅ΠΊΡΠ½ΠΎΠΉ ΡΠΈΡΡΠ΅ΠΌΡ ΡΠ΅Π»ΠΎΠ²Π΅ΠΊ-ΠΊΠΎΠ±ΠΎΡ, ΡΠ°ΡΠΏΡΠ΅Π΄Π΅Π»Π΅Π½ΠΈΡ Π·Π°Π΄Π°Ρ ΡΡΠ΅Π΄ΠΈ ΡΡΠ°ΡΡΠ½ΠΈΠΊΠΎΠ² ΠΏΠΎΠ΄ΠΎΠ±Π½ΡΡ
ΠΊΠΎΠΌΠ°Π½Π΄ Ρ ΡΡΠ΅ΡΠΎΠΌ Π½Π΅ΠΎΠ±Ρ
ΠΎΠ΄ΠΈΠΌΠΎΡΡΠΈ ΠΌΠΈΠ½ΠΈΠΌΠΈΠ·Π°ΡΠΈΠΈ Π·Π°ΡΡΠ°Ρ Π΄Π»Ρ Π΅Π΅ ΡΡΠ°ΡΡΠ½ΠΈΠΊΠΎΠ² ΠΈ Π³Π΅ΡΠ΅ΡΠΎΠ³Π΅Π½Π½ΠΎΡΡΠΈ Π΅Π΅ ΡΠΎΡΡΠ°Π²Π°. Π ΡΠ°ΠΌΠΊΠ°Ρ
ΠΈΡΡΠ»Π΅Π΄ΠΎΠ²Π°Π½ΠΈΡ ΠΏΡΠ΅Π΄ΡΡΠ°Π²Π»Π΅Π½Π° ΠΏΠΎΡΡΠ°Π½ΠΎΠ²ΠΊΠ° Π·Π°Π΄Π°ΡΠΈ ΡΠΎΡΠΌΠΈΡΠΎΠ²Π°Π½ΠΈΡ ΡΠΌΠ΅ΡΠ°Π½Π½ΠΎΠΉ Π½Π΅ΠΎΠ΄Π½ΠΎΡΠΎΠ΄Π½ΠΎΠΉ ΠΊΠΎΠΌΠ°Π½Π΄Ρ ΠΈΠ· ΡΠΈΡΠ»Π° Π»ΡΠ΄Π΅ΠΉ ΠΈ ΠΊΠΎΠ±ΠΎΡΠΎΠ² ΠΈ ΡΠ°ΡΠΏΡΠ΅Π΄Π΅Π»Π΅Π½ΠΈΡ ΡΠ°Π±ΠΎΡ ΠΌΠ΅ΠΆΠ΄Ρ ΡΠ»Π΅Π½Π°ΠΌΠΈ ΠΊΠΎΠΌΠ°Π½Π΄Ρ, Π° ΡΠ°ΠΊΠΆΠ΅ Π΅Π΅ ΠΌΠ°ΡΠ΅ΠΌΠ°ΡΠΈΡΠ΅ΡΠΊΠΎΠ΅ ΠΎΠΏΠΈΡΠ°Π½ΠΈΠ΅. Π Π°ΡΡΠΌΠ°ΡΡΠΈΠ²Π°ΡΡΡΡ ΡΠ°ΡΡΠ½ΡΠ΅ ΡΠ»ΡΡΠ°ΠΈ Π·Π°Π΄Π°ΡΠΈ, Π² ΡΠΎΠΌ ΡΠΈΡΠ»Π΅ ΠΏΡΠΈ ΡΠ°Π·Π»ΠΈΡΠ½ΡΡ
ΡΡΠ½ΠΊΡΠΈΡΡ
Π·Π°ΡΡΠ°Ρ Ρ ΡΠ°Π·Π½ΡΡ
Π²ΠΈΠ΄ΠΎΠ² ΡΡΠ°ΡΡΠ½ΠΈΠΊΠΎΠ², Π² ΡΠ»ΡΡΠ°Π΅ ΠΎΠ³ΡΠ°Π½ΠΈΡΠ΅Π½Π½ΠΎΠΉ Π°ΠΊΡΠΈΠ²Π½ΠΎΡΡΠΈ ΡΠ»Π΅Π½ΠΎΠ² ΠΊΠΎΠΌΠ°Π½Π΄Ρ, ΠΏΡΠΈ Π½Π°Π»ΠΈΡΠΈΠΈ Π·Π°Π²ΠΈΡΠΈΠΌΠΎΡΡΠΈ ΡΡΠ½ΠΊΡΠΈΠΈ Π·Π°ΡΡΠ°Ρ ΡΡΠ°ΡΡΠ½ΠΈΠΊΠΎΠ² ΠΎΠ΄Π½ΠΎΠ³ΠΎ ΡΠΈΠΏΠ° ΠΎΡ ΡΠΈΡΠ»Π° Π½Π°Π·Π½Π°ΡΠ΅Π½Π½ΡΡ
Π½Π° ΡΡΠΎΡ Π²ΠΈΠ΄ ΡΠ°Π±ΠΎΡ ΡΡΠ°ΡΡΠ½ΠΈΠΊΠΎΠ² Π΄ΡΡΠ³ΠΎΠ³ΠΎ ΡΠΈΠΏΠ°, Π° ΡΠ°ΠΊΠΆΠ΅ Π² ΡΠ»ΡΡΠ°Π΅ Π½Π°Π»ΠΈΡΠΈΡ ΠΏΡΠΎΠΈΠ·Π²ΠΎΠ»ΡΠ½ΠΎΠ³ΠΎ ΠΊΠΎΠ»ΠΈΡΠ΅ΡΡΠ²Π° Π²ΠΈΠ΄ΠΎΠ² ΡΠ°Π±ΠΎΡ, Π½Π°Π·Π½Π°ΡΠ°Π΅ΠΌΡΡ
ΡΡΠ°ΡΡΠ½ΠΈΠΊΠ°ΠΌ ΡΠΌΠ΅ΡΠ°Π½Π½ΠΎΠΉ ΠΊΠΎΠΌΠ°Π½Π΄Ρ
ΠΡΡΠ΅ΠΊΡΠΈΠ²Π½ΠΎΠ΅ ΡΡΠ½ΠΊΡΠΈΠΎΠ½ΠΈΡΠΎΠ²Π°Π½ΠΈΠ΅ ΡΠΌΠ΅ΡΠ°Π½Π½ΠΎΠΉ Π½Π΅ΠΎΠ΄Π½ΠΎΡΠΎΠ΄Π½ΠΎΠΉ ΠΊΠΎΠΌΠ°Π½Π΄Ρ Π² ΠΊΠΎΠ»Π»Π°Π±ΠΎΡΠ°ΡΠΈΠ²Π½ΠΎΠΉ ΡΠΎΠ±ΠΎΡΠΎΡΠ΅Ρ Π½ΠΈΡΠ΅ΡΠΊΠΎΠΉ ΡΠΈΡΡΠ΅ΠΌΠ΅
Π ΡΡΠ°ΡΡΠ΅ ΠΏΡΠ΅Π΄ΡΡΠ°Π²Π»Π΅Π½Ρ ΠΎΠΏΠΈΡΠ°Π½ΠΈΠ΅ ΠΊΠΎΠ»Π»Π°Π±ΠΎΡΠ°ΡΠΈΠ²Π½ΠΎΠ³ΠΎ ΡΠΎΠ±ΠΎΡΠ° (ΠΊΠΎΠ±ΠΎΡΠ°) ΠΊΠ°ΠΊ ΠΎΠ΄Π½ΠΎΠ³ΠΎ ΠΈΠ· ΠΏΠΎΠ΄Π²ΠΈΠ΄ΠΎΠ² ΠΈΠ½ΡΠ΅Π»Π»Π΅ΠΊΡΡΠ°Π»ΡΠ½ΠΎΠΉ ΡΠΎΠ±ΠΎΡΠΎΡΠ΅Ρ
Π½ΠΈΠΊΠΈ ΠΈ Π΅Π³ΠΎ ΠΎΡΠ»ΠΈΡΠΈΡΠ΅Π»ΡΠ½ΡΠ΅ ΠΎΡΠΎΠ±Π΅Π½Π½ΠΎΡΡΠΈ ΠΏΠΎ ΡΡΠ°Π²Π½Π΅Π½ΠΈΡ Ρ Π΄ΡΡΠ³ΠΈΠΌΠΈ Π²ΠΈΠ΄Π°ΠΌΠΈ ΡΠΎΠ±ΠΎΡΠΎΠ². ΠΠ°Π½ΠΎ ΠΎΠΏΠΈΡΠ°Π½ΠΈΠ΅ ΠΊΠΎΠ»Π»Π°Π±ΠΎΡΠ°ΡΠΈΠ²Π½ΠΎΠΉ ΡΠΎΠ±ΠΎΡΠΎΡΠ΅Ρ
Π½ΠΈΡΠ΅ΡΠΊΠΎΠΉ ΡΠΈΡΡΠ΅ΠΌΡ ΠΊΠ°ΠΊ Π΅Π΄ΠΈΠ½ΠΎΠΉ ΠΊΠΎΠΌΠΏΠ»Π΅ΠΊΡΠ½ΠΎΠΉ ΡΠΈΡΡΠ΅ΠΌΡ, Π² ΠΊΠΎΡΠΎΡΠΎΠΉ ΡΡΠ±ΡΠ΅ΠΊΡΡ (Π°ΠΊΡΠΎΡΡ) ΡΠ°Π·Π»ΠΈΡΠ½ΠΎΠ³ΠΎ ΡΠΈΠΏΠ° β ΠΊΠΎΠ±ΠΎΡΡ ΠΈ Π»ΡΠ΄ΠΈ β Π²ΡΠΏΠΎΠ»Π½ΡΡΡ Π΄Π΅ΠΉΡΡΠ²ΠΈΡ Π² ΡΠ°ΠΌΠΊΠ°Ρ
ΠΊΠΎΠ»Π»Π°Π±ΠΎΡΠ°ΡΠΈΠΈ Π΄Π»Ρ Π΄ΠΎΡΡΠΈΠΆΠ΅Π½ΠΈΡ Π΅Π΄ΠΈΠ½ΠΎΠΉ ΡΠ΅Π»ΠΈ. ΠΠ»Ρ ΠΊΠΎΠ»Π»Π°Π±ΠΎΡΠ°ΡΠΈΠ²Π½ΠΎΠΉ ΡΠΎΠ±ΠΎΡΠΎΡΠ΅Ρ
Π½ΠΈΡΠ΅ΡΠΊΠΎΠΉ ΡΠΈΡΡΠ΅ΠΌΡ ΠΊΠ°ΠΊ Π΅Π΄ΠΈΠ½ΠΎΠΉ ΠΊΠΎΠΌΠΏΠ»Π΅ΠΊΡΠ½ΠΎΠΉ ΡΠΈΡΡΠ΅ΠΌΡ ΠΏΡΠ΅Π΄ΡΡΠ°Π²Π»Π΅Π½Ρ Π΅Π΅ ΡΠΎΡΡΠ°Π²Π½ΡΠ΅ ΡΠ°ΡΡΠΈ, Π° ΡΠ°ΠΊΠΆΠ΅ ΠΏΡΠΎΡΠ΅ΡΡΡ ΠΈ ΡΡΡΠ½ΠΎΡΡΠΈ, ΠΊΠΎΡΠΎΡΡΠ΅ ΠΎΠΊΠ°Π·ΡΠ²Π°ΡΡ Π½Π΅ΠΏΠΎΡΡΠ΅Π΄ΡΡΠ²Π΅Π½Π½ΠΎΠ΅ Π²Π»ΠΈΡΠ½ΠΈΠ΅ Π½Π° ΡΡΡ ΡΠΈΡΡΠ΅ΠΌΡ. ΠΡΠ΅Π΄ΡΡΠ°Π²Π»Π΅Π½Ρ ΠΊΠ»ΡΡΠ΅Π²ΡΠ΅ ΠΏΡΠΈΠ½ΡΠΈΠΏΡ ΠΊΠΎΠ»Π»Π°Π±ΠΎΡΠ°ΡΠΈΠΈ ΡΠ΅Π»ΠΎΠ²Π΅ΠΊΠ° ΠΈ ΡΠΎΠ±ΠΎΡΠ° (Human-Robot Collaboration). ΠΠΎΠ»Π»Π°Π±ΠΎΡΠ°ΡΠΈΠ²Π½Π°Ρ ΡΠΎΠ±ΠΎΡΠΎΡΠ΅Ρ
Π½ΠΈΡΠ΅ΡΠΊΠ°Ρ ΡΠΈΡΡΠ΅ΠΌΠ° ΠΏΡΠΎΠ°Π½Π°Π»ΠΈΠ·ΠΈΡΠΎΠ²Π°Π½Π°, Ρ ΠΎΠ΄Π½ΠΎΠΉ ΡΡΠΎΡΠΎΠ½Ρ, ΠΊΠ°ΠΊ ΠΌΠ½ΠΎΠ³ΠΎΠ°Π³Π΅Π½ΡΠ½Π°Ρ ΡΠΈΡΡΠ΅ΠΌΠ°, ΠΈ, Ρ Π΄ΡΡΠ³ΠΎΠΉ ΡΡΠΎΡΠΎΠ½Ρ, ΠΊΠ°ΠΊ ΡΠΌΠ΅ΡΠ°Π½Π½Π°Ρ Π½Π΅ΠΎΠ΄Π½ΠΎΡΠΎΠ΄Π½Π°Ρ ΠΊΠΎΠΌΠ°Π½Π΄Π°, ΡΠ»Π΅Π½Ρ ΠΊΠΎΡΠΎΡΠΎΠΉ ΡΠ²Π»ΡΡΡΡΡ Π³Π΅ΡΠ΅ΡΠΎΠ³Π΅Π½Π½ΡΠΌΠΈ Π°ΠΊΡΠΎΡΠ°ΠΌΠΈ.
ΠΠΊΡΡΠ°Π»ΡΠ½ΠΎΡΡΡ ΡΠ°Π±ΠΎΡΡ Π·Π°ΠΊΠ»ΡΡΠ°Π΅ΡΡΡ Π² Π½Π΅Π΄ΠΎΡΡΠ°ΡΠΎΡΠ½ΠΎΠΌ ΡΡΠΎΠ²Π½Π΅ ΠΈΡΡΠ»Π΅Π΄ΠΎΠ²Π°Π½Π½ΠΎΡΡΠΈ Π²ΠΎΠΏΡΠΎΡΠ° ΡΠΎΡΠΌΠΈΡΠΎΠ²Π°Π½ΠΈΡ ΡΠΌΠ΅ΡΠ°Π½Π½ΡΡ
Π½Π΅ΠΎΠ΄Π½ΠΎΡΠΎΠ΄Π½ΡΡ
ΠΊΠΎΠΌΠ°Π½Π΄ ΠΈΠ· Π»ΡΠ΄Π΅ΠΉ ΠΈ ΠΊΠΎΠ±ΠΎΡΠΎΠ² ΠΈ ΡΠ°ΡΠΏΡΠ΅Π΄Π΅Π»Π΅Π½ΠΈΡ Π·Π°Π΄Π°Ρ Π² Π½ΠΈΡ
Ρ ΡΡΠ΅ΡΠΎΠΌ ΡΠΏΠ΅ΡΠΈΡΠΈΠΊΠΈ ΡΡΠΈΡ
Π΄Π²ΡΡ
ΡΠΈΠΏΠΎΠ² ΡΡΠ°ΡΡΠ½ΠΈΠΊΠΎΠ² ΠΈ ΡΡΠ΅Π±ΠΎΠ²Π°Π½ΠΈΠΉ ΠΈΡ
Π±Π΅Π·ΠΎΠΏΠ°ΡΠ½ΠΎΠ³ΠΎ Π²Π·Π°ΠΈΠΌΠΎΠ΄Π΅ΠΉΡΡΠ²ΠΈΡ. Π¦Π΅Π»ΡΡ ΡΠ°Π±ΠΎΡΡ ΡΠ²Π»ΡΠ΅ΡΡΡ ΠΈΡΡΠ»Π΅Π΄ΠΎΠ²Π°Π½ΠΈΠ΅ Π²ΠΎΠΏΡΠΎΡΠΎΠ² ΡΠΎΡΠΌΠΈΡΠΎΠ²Π°Π½ΠΈΡ ΡΠΌΠ΅ΡΠ°Π½Π½ΡΡ
ΠΊΠΎΠΌΠ°Π½Π΄ ΠΈΠ· ΡΠΈΡΠ»Π° ΡΠ»Π΅ΠΌΠ΅Π½ΡΠΎΠ² Π΅Π΄ΠΈΠ½ΠΎΠΉ ΠΊΠΎΠΌΠΏΠ»Π΅ΠΊΡΠ½ΠΎΠΉ ΡΠΈΡΡΠ΅ΠΌΡ ΡΠ΅Π»ΠΎΠ²Π΅ΠΊ-ΠΊΠΎΠ±ΠΎΡ, ΡΠ°ΡΠΏΡΠ΅Π΄Π΅Π»Π΅Π½ΠΈΡ Π·Π°Π΄Π°Ρ ΡΡΠ΅Π΄ΠΈ ΡΡΠ°ΡΡΠ½ΠΈΠΊΠΎΠ² ΠΏΠΎΠ΄ΠΎΠ±Π½ΡΡ
ΠΊΠΎΠΌΠ°Π½Π΄ Ρ ΡΡΠ΅ΡΠΎΠΌ Π½Π΅ΠΎΠ±Ρ
ΠΎΠ΄ΠΈΠΌΠΎΡΡΠΈ ΠΌΠΈΠ½ΠΈΠΌΠΈΠ·Π°ΡΠΈΠΈ Π·Π°ΡΡΠ°Ρ Π΄Π»Ρ Π΅Π΅ ΡΡΠ°ΡΡΠ½ΠΈΠΊΠΎΠ² ΠΈ Π³Π΅ΡΠ΅ΡΠΎΠ³Π΅Π½Π½ΠΎΡΡΠΈ Π΅Π΅ ΡΠΎΡΡΠ°Π²Π°. Π ΡΠ°ΠΌΠΊΠ°Ρ
ΠΈΡΡΠ»Π΅Π΄ΠΎΠ²Π°Π½ΠΈΡ ΠΏΡΠ΅Π΄ΡΡΠ°Π²Π»Π΅Π½Π° ΠΏΠΎΡΡΠ°Π½ΠΎΠ²ΠΊΠ° Π·Π°Π΄Π°ΡΠΈ ΡΠΎΡΠΌΠΈΡΠΎΠ²Π°Π½ΠΈΡ ΡΠΌΠ΅ΡΠ°Π½Π½ΠΎΠΉ Π½Π΅ΠΎΠ΄Π½ΠΎΡΠΎΠ΄Π½ΠΎΠΉ ΠΊΠΎΠΌΠ°Π½Π΄Ρ ΠΈΠ· ΡΠΈΡΠ»Π° Π»ΡΠ΄Π΅ΠΉ ΠΈ ΠΊΠΎΠ±ΠΎΡΠΎΠ² ΠΈ ΡΠ°ΡΠΏΡΠ΅Π΄Π΅Π»Π΅Π½ΠΈΡ ΡΠ°Π±ΠΎΡ ΠΌΠ΅ΠΆΠ΄Ρ ΡΠ»Π΅Π½Π°ΠΌΠΈ ΠΊΠΎΠΌΠ°Π½Π΄Ρ, Π° ΡΠ°ΠΊΠΆΠ΅ Π΅Π΅ ΠΌΠ°ΡΠ΅ΠΌΠ°ΡΠΈΡΠ΅ΡΠΊΠΎΠ΅ ΠΎΠΏΠΈΡΠ°Π½ΠΈΠ΅. Π Π°ΡΡΠΌΠ°ΡΡΠΈΠ²Π°ΡΡΡΡ ΡΠ°ΡΡΠ½ΡΠ΅ ΡΠ»ΡΡΠ°ΠΈ Π·Π°Π΄Π°ΡΠΈ, Π² ΡΠΎΠΌ ΡΠΈΡΠ»Π΅ ΠΏΡΠΈ ΡΠ°Π·Π»ΠΈΡΠ½ΡΡ
ΡΡΠ½ΠΊΡΠΈΡΡ
Π·Π°ΡΡΠ°Ρ Ρ ΡΠ°Π·Π½ΡΡ
Π²ΠΈΠ΄ΠΎΠ² ΡΡΠ°ΡΡΠ½ΠΈΠΊΠΎΠ², Π² ΡΠ»ΡΡΠ°Π΅ ΠΎΠ³ΡΠ°Π½ΠΈΡΠ΅Π½Π½ΠΎΠΉ Π°ΠΊΡΠΈΠ²Π½ΠΎΡΡΠΈ ΡΠ»Π΅Π½ΠΎΠ² ΠΊΠΎΠΌΠ°Π½Π΄Ρ, ΠΏΡΠΈ Π½Π°Π»ΠΈΡΠΈΠΈ Π·Π°Π²ΠΈΡΠΈΠΌΠΎΡΡΠΈ ΡΡΠ½ΠΊΡΠΈΠΈ Π·Π°ΡΡΠ°Ρ ΡΡΠ°ΡΡΠ½ΠΈΠΊΠΎΠ² ΠΎΠ΄Π½ΠΎΠ³ΠΎ ΡΠΈΠΏΠ° ΠΎΡ ΡΠΈΡΠ»Π° Π½Π°Π·Π½Π°ΡΠ΅Π½Π½ΡΡ
Π½Π° ΡΡΠΎΡ Π²ΠΈΠ΄ ΡΠ°Π±ΠΎΡ ΡΡΠ°ΡΡΠ½ΠΈΠΊΠΎΠ² Π΄ΡΡΠ³ΠΎΠ³ΠΎ ΡΠΈΠΏΠ°, Π° ΡΠ°ΠΊΠΆΠ΅ Π² ΡΠ»ΡΡΠ°Π΅ Π½Π°Π»ΠΈΡΠΈΡ ΠΏΡΠΎΠΈΠ·Π²ΠΎΠ»ΡΠ½ΠΎΠ³ΠΎ ΠΊΠΎΠ»ΠΈΡΠ΅ΡΡΠ²Π° Π²ΠΈΠ΄ΠΎΠ² ΡΠ°Π±ΠΎΡ, Π½Π°Π·Π½Π°ΡΠ°Π΅ΠΌΡΡ
ΡΡΠ°ΡΡΠ½ΠΈΠΊΠ°ΠΌ ΡΠΌΠ΅ΡΠ°Π½Π½ΠΎΠΉ ΠΊΠΎΠΌΠ°Π½Π΄Ρ
Optimised task allocation using dynamic production data in human-robot teams
The demand of both industrial and consumer customers for increasingly higher degrees of customisation in products will see greater amounts of high mix production in the future of manufacturing. Despite this, automation must be implemented to improve the efficiency and output of manufacturing processes. However, traditional automation methods are often unsuitable due to long lead times for setup and little flexibility to adapt them to new tasks. Human-Robot (HR) teams provide a potential way to implement easily reconfigurable automation into future factories by utilising the best characteristics of human workers such as adaptability and intelligence with those of robot workers such as strength and repeatability. Robust task planning is required to implement such HR teams. However, current approaches allow adaptation to change in performance or composition of HR teams or optimisation of tasks as a whole but not necessarily both.
In this research, a novel generalised task planning framework is proposed that uses a semi-online task planning approach, utilising online production data to determine worker capabilities then planning a manufacturing task for the HR team offline between task iterations. A system architecture is defined for such a framework but the focus of this research is the development and testing of the core technologies required for the framework to function to assess its utility. These include dynamic cost functions utilising online production data to accurately quantify the capabilities of human and robot workers across a work shift. These use continuous variables to quantify gradual changes in worker performance across a work shift; and discrete variables to detect instantaneous changes in capabilities that occur during a single task iteration. Additionally, a dynamic task planner is developed that implements dual layers of the Discrete Gravitational Search Algorithm to search for an optimum set of task assignments and task plan for a HR team given worker costs. Finally, mechanisms are proposed to intelligently implement task replanning across a work shift to optimise a HR teamβs performance whilst ensuring it does not occur too frequently or unnecessarily.
These core technologies were tested individually in example cases then combined together to test the ability of the task planning framework to optimise the performance of a HR team in two example manufacturing tasks across simulated work shifts. This showed that the dynamic cost functions represent an effective way to quantify and detect any changes in a workerβs capabilities across a work shift. Additionally, task replanning was shown to improve the performance of the HR team in some scenarios, such as the human worker being over fatigued, by reassigning subtasks to the robot worker as their performance declines. Importantly, the proposed task planning framework represents a generalised methodology that can easily be redeployed to different manufacturing tasks or compositions of HR teams
Optimised task allocation using dynamic production data in human-robot teams
The demand of both industrial and consumer customers for increasingly higher degrees of customisation in products will see greater amounts of high mix production in the future of manufacturing. Despite this, automation must be implemented to improve the efficiency and output of manufacturing processes. However, traditional automation methods are often unsuitable due to long lead times for setup and little flexibility to adapt them to new tasks. Human-Robot (HR) teams provide a potential way to implement easily reconfigurable automation into future factories by utilising the best characteristics of human workers such as adaptability and intelligence with those of robot workers such as strength and repeatability. Robust task planning is required to implement such HR teams. However, current approaches allow adaptation to change in performance or composition of HR teams or optimisation of tasks as a whole but not necessarily both.
In this research, a novel generalised task planning framework is proposed that uses a semi-online task planning approach, utilising online production data to determine worker capabilities then planning a manufacturing task for the HR team offline between task iterations. A system architecture is defined for such a framework but the focus of this research is the development and testing of the core technologies required for the framework to function to assess its utility. These include dynamic cost functions utilising online production data to accurately quantify the capabilities of human and robot workers across a work shift. These use continuous variables to quantify gradual changes in worker performance across a work shift; and discrete variables to detect instantaneous changes in capabilities that occur during a single task iteration. Additionally, a dynamic task planner is developed that implements dual layers of the Discrete Gravitational Search Algorithm to search for an optimum set of task assignments and task plan for a HR team given worker costs. Finally, mechanisms are proposed to intelligently implement task replanning across a work shift to optimise a HR teamβs performance whilst ensuring it does not occur too frequently or unnecessarily.
These core technologies were tested individually in example cases then combined together to test the ability of the task planning framework to optimise the performance of a HR team in two example manufacturing tasks across simulated work shifts. This showed that the dynamic cost functions represent an effective way to quantify and detect any changes in a workerβs capabilities across a work shift. Additionally, task replanning was shown to improve the performance of the HR team in some scenarios, such as the human worker being over fatigued, by reassigning subtasks to the robot worker as their performance declines. Importantly, the proposed task planning framework represents a generalised methodology that can easily be redeployed to different manufacturing tasks or compositions of HR teams