Physically disabled person work capability evaluation method based on key therbligs

Abstract

The invention discloses a physically disabled person work capability evaluation method based on key therbligs. The method comprises: (1) establishing three work factor kinds of work entity, work body, and work space, describing a work system in an overall manner; (2) correspondingly generating a therblig sequence which can fulfill a task; (3) respectively giving a three-level evaluation index to each therblig which forms the therblig sequence; (4) identifying the key therbligs, and using the key therbligs as base points of evaluation; (5) performing motion simulation combining with the key therbligs, measuring to obtain biomechanics parameter quantum when a physically disabled person executes the key therbligs; (6) using the biomechanics parameter of a normal person as work requirement, and comparing with the measuring result of the biomechanics parameter of the physically disabled person. Through the method, mass data can be prevented in subsequent simulation and calculation processing processes, and a physically disabled person work capability evaluation overall process in high reliability and high efficiency is realized.

Description

Technical field [0001] The present invention relates to the technical field of work assistance for the physically disabled, and more specifically, to a method for evaluating the work ability of the physically disabled based on key motifs. Background technique [0002] Reasonable vocational rehabilitation, job-assisted design and job placement and adjustment are of great value to improving the quality of life of the physically disabled. Among them, comprehensive and accurate job ability evaluation is an important basis for job design and placement. Operational ability evaluation methods have a direct impact on the final evaluation results. Inaccurate evaluation results will cause unreasonable matching of personnel and positions, resulting in reduced job performance and even occupational injuries to operators. [0003] At present, the existing methods for evaluating the work ability of the physically disabled can be roughly divided into five categories: functional measurement, occupa...

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Problems solved by technology

[0004] However, further studies have shown that each of the above existing evaluation schemes has its own limitations

For example, the function measurement method is similar to the ability evaluation method based on the operation scene. It evaluates specific functions, has a single index, and has little applicability. It is difficult to fully describe the multi-task work ability. Consistency in time and space cannot guarantee the construct validity and time validity of simulation assignment variables

As far as the general occupational ability evaluation plan is concerned, it only evaluates the general ability of the handicapped to work, does not target the specific work content, and cannot consider the impact of the work factor variables on the work ability of the handicapped

For occupational matching and job matching evaluation methods, they start from the perspective of the matching of damaged function and job content, and comprehensively consider the information of both functions and jobs, but they are relatively independent and poorly correlated, and completely rely on the subjective evaluation of experts Linking the information of both parties, the evaluation process is complicated, the amount of data is large and the subjectivity is strong

[0005] Correspondingly, in order to be able to predict the working ability of the physically disabled with high reliability, more comprehensive and accurate research and processing design of the work tasks are required. However, the existing task analysis methods have the following significant deficiencies or improvement needs: (1) It is impossible to make a comprehensive and dynamic description of the dimension of operation elements. Due to the limitations of the description of operation elements, it is impossible to fully predict the operation behavior of operators, thereby reducing the accuracy of evaluation of operation ability; (2) The relationship between operators and operations The task description method of system separation leads to the inability to express the strong coupling relationship between the operation elements and the individual operator's functional differences, and fails to quantify the strong interaction between the operator's ability attribute and other operation elements; (3) Neglecting the operation The influence of individual differences of operators on job elements does not take into account the description of the functional characteristics of operators. The job behavior of operators is closely related to their own ability attributes, but individual differences of operators are rarely reflected in the task model.

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