In reinforcement learning, pre-trained low-level skills have the potential to greatly facilitate exploration. However, prior knowledge of the downstream task is required to strike the right balance between generality (fine-grained control) and specificity (faster learning) in skill design. In previous work on continuous control, the sensitivity of methods to this trade-off has not been addressed explicitly, as locomotion provides a suitable prior for navigation tasks, which have been of foremost interest. In this work, we analyze this trade-off for low-level policy pre-training with a new benchmark suite of diverse, sparse-reward tasks for bipedal robots. We alleviate the need for prior knowledge by proposing a hierarchical skill learning framework that acquires skills of varying complexity in an unsupervised manner. For utilization on downstream tasks, we present a three-layered hierarchical learning algorithm to automatically trade off between general and specific skills as required by the respective task. In our experiments, we show that our approach performs this trade-off effectively and achieves better results than current state-of-the-art methods for end-to-end hierarchical reinforcement learning and unsupervised skill discovery.

In reinforcement learning, pre-trained low-level skills have the potential to greatly facilitate exploration. However, prior knowledge of the downstream task is required to strike the right balance between generality (fine-grained control) and specificity (faster learning) in skill design. In previous work on continuous control, the sensitivity of methods to this trade-off has not been addressed explicitly, as locomotion provides a suitable prior for navigation tasks, which have been of foremost interest. In this work, we analyze this trade-off for low-level policy pre-training with a new benchmark suite of diverse, sparse-reward tasks for bipedal robots. We alleviate the need for prior knowledge by proposing a hierarchical skill learning framework that acquires skills of varying complexity in an unsupervised manner.

Disruptions to personnel rosters caused by absenteeism often necessitate last-minute adjustments to the employees' working hours. A common strategy to mitigate the impact of such changes is to assign employees to reserve shifts: special on-call duties during which an employee can be called in to cover for an absent employee. To maximize roster robustness, we assume a predict-then-optimize approach that uses absence predictions from a machine learning model to schedule an adequate number of reserve shifts. In this paper we propose a methodology to evaluate the robustness of rosters generated by the predict-then-optimize approach, assuming the machine learning model will make predictions at a predetermined prediction performance level. Instead of training and testing machine learning models, our methodology simulates the predictions based on a characterization of model performance. We show how this methodology can be applied to identify the minimum performance level needed for the model to outperform simple non-data-driven robust rostering policies. In a computational study on a nurse rostering problem, we demonstrate how the predict-then-optimize approach outperforms non-data-driven policies under reasonable performance requirements, particularly when employees possess interchangeable skills.