Tuning the design procedures for laser processed microwave mechanics

This research has been focused at the development of a tuned systematic design methodology, which gives the best performance in a computer aided environment and utilises a cross-technological approach, specially tested with and for laser processed microwave mechanics. A tuned design process scheme is also presented. Because of the currently large production volumes of microwave and radio frequency mechanics even slight improvements of design methodologies or manufacturing technologies would give reasonable possibilities for cost reduction. The typical number of required iteration cycles could be reduced to one fifth of normal. The research area dealing with the methodologies is divided firstly into a function-oriented, a performance-oriented or a manufacturability-oriented product design. Alternatively various approaches can be developed for a customer-oriented, a quality-oriented, a cost-oriented or an organisation-oriented design. However, the real need for improvements is between these two extremes. This means that the effective methodology for the designers should not be too limited (like in the performance-oriented design) or too general (like in the organisation-oriented design), but it should, include the context of the design environment. This is the area where the current research is focused. To test the developed tuned design methodology for laser processing (TDMLP) and the tuned optimising algorithm for laser processing (TOLP), seven different industrial product applications for microwave mechanics have been designed, CAD-modelled and manufactured by using laser in small production series. To verify that the performance of these products meets the required level and to ensure the objectiveness ofthe results extensive laboratory tests were used for all designed prototypes. As an example a Ku-band horn antenna can be laser processed from steel in 2 minutes at the same time obtaining a comparable electrical performance of classical aluminium units or the residual resistance of a laser joint in steel could be limited to 72 milliohmia.

Henkilöstöhallinnosta strategiseen henkilöstövoimavarojen johtamiseen - HRM 2000-luvulla

Tässä tutkielmassa on tarkastelu henkilöstöhallinnon kehittymistä strategiseksi henkilöstövoimavarojen johtamiseksi. Tutkielmassa on tarkasteltu tuota kehitysprosessia kronologisesti edeten, tarkastellen henkilöstöasioiden hoitamisen eri kehitysvaiheita sekä kehittymiseen vaikuttaneita tekijöitä. Tutkielmassa on myös pyritty hahmottelemaan henkilöstöfunktion tulevaisuuden näkymiä. Tutkielman aiheeseen on perehdytty käyttäen apuna aiheesta aiemmin kirjoitettua kirjallisuutta sekä tarkastelemalla siitä tehtyjä tutkimuksia. Tämän prosessin avulla tutkimuksessa on pyritty luomaan käsitys siitä, mitä henkilöstöasioiden hoitamiseen sisältyy ja miten se on kehittynyt. Tutkimuksen ollessa kirjallisuuteen perustuva teoreettinen tarkastelu on aiheen lähestyminen ollut mahdollista vain suhteellisen pinnallisesti. Tällainen teoreettinen tarkastelu antaa kuitenkin hyvän perustan aiheesta kiinnostuneella sekä mahdollisuuden esimerkiksi aiheesta tehtävälle jatkotutkimukselle.

Tutkimus käytännön palveluksessa : mitä hyötyä HRM-vaikuttavuustutkimuksesta voi olla työorganisaatioiden kehittämistoiminnassa?

Abstract : Research in the service of practice

Development of Calculation Procedures for Wastewater Treatment Technologies for a Training System

Efficient designs and operations of water and wastewater treatment systems are largely based on mathematical calculations. This even applies to training in the treatment systems. Therefore, it is necessary that calculation procedures are developed and computerised a priori for such applications to ensure effectiveness. This work was aimed at developing calculation procedures for gas stripping, depth filtration, ion exchange, chemical precipitation, and ozonation wastewater treatment technologies to include them in ED-WAVE, a portable computer based tool used in design, operations and training in wastewater treatment. The work involved a comprehensive online and offline study of research work and literature, and application of practical case studies to generate ED-WAVE compatible representations of the treatment technologies which were then uploaded into the tool.

Endoscopic biliary procedures: studies on cannulation and stenting

Deep cannulation is a prerequisite for successful endoscopic retrograde cholangiopancreatography (ERCP) procedures. Of the biliary procedures, stenting is one of the most common. This study was carried out to investigate current and controversial issues regarding biliary cannulation and stenting. The double guidewire (DGW) technique was studied to analyze its safety and feasibility in biliary cannulation as a single procedure and as a part of the novel three-step cannulation protocol. Female gender was evaluated in regard to difficult cannulation. The use of an angled and a straight tipped guidewire in biliary cannulation was studied in a prospective, randomized trial. Additionally, the patency of the novel antireflux plastic biliary stent was compared to the patency of the conventional plastic biliary stent in a prospective, randomized setting. The DGW method seems safe and feasible as an alternative cannulation technique in biliary cannulation. Female gender was not associated significantly with difficult biliary cannulation in our study, although the cannulation times seemed to be longer and the alternative cannulation techniques seemed to be needed more often in females than males. According to the results of this thesis, an angled tipped guidewire may facilitate biliary cannulation. In controversy to the previous result presented in the literature, the antireflux plastic biliary stent tested herein should not be used, as the patency of the stent was significantly shorter compared to the conventional plastic stent.

The consequences of e-HRM on line managers

The purpose of this research was to provide a deeper insight into the consequences of electronic human resource management (e-HRM) for line managers. The consequences are viewed as used information system (IS) potentials pertaining to the moderate voluntaristic category of consequences. Due to the need to contextualize the research and draw on line managers’ personal experiences, a qualitative approach in a case study setting was selected. The empirical part of the research is loosely based on literature on HRM and e-HRM and it was conducted in an industrial private sector company. In this thesis, method triangulation was utilized, as nine semi-structured interviews, conducted in a European setting, created the main method for data collection and analysis. Other complementary data such as HRM documentation and statistics of e-HRM system usage were utilized as background information to help to put the results into context. E-HRM has partly been taken into use in the case study company. Line managers tend to use e-HRM when a particular task requires it, but they are not familiar with all the features and possibilities which e-HRM has to offer. The advantages of e-HRM are in line with the company’s goals. The advantages are e.g. an transparency of data, process consistency, and having an efficient and easy-to-use tool at one’s disposal. However, several unintended, even contradictory, and mainly negative outcomes can also be identified, such as over-complicated processes, in-security in use of the tool, and the lack of co-operation with HR professionals. The use of e-HRM and managers’ perceptions regarding e-HRM affect the way in which managers perceive the consequences of e-HRM on their work. Overall, the consequences of e-HRM are divergent, even contradictory. The managers who considered e-HRM mostly beneficial to their work found that e-HRM affects their work by providing information and increasing efficiency. Those managers who mostly perceived challenges in e-HRM did not think that e-HRM had affected their role or their work. Even though the perceptions regarding e-HRM and its consequences might reflect the strategies, the distribution of work, and the ways of working in all HRM in general and can’t be generalized as such, this research contributed to the field of e-HRM and it provides new perspectives to e-HRM in the case study organization and in the academic field in general.

Female pelvic floor disorders – outcome after mesh-augmented procedures and studies on vaginal connective tissue

Pelvic floor disorders, such as urinary incontinence (UI) and pelvic organ prolapse (POP), are common disorders in women. Because of the prolonged life expectancy the prevalence of UI and POP and the probability of ending up in surgery are increasing. However, the pathophysiology behind these disorders is still unsolved. The aim of this thesis is to study possible alterations in the connective tissue in the vaginal wall in patients with and without POP. The long-term outcome and complications of mid-urethral slings (MUS) and mesh-augmented POP surgery were studied in heterogenic patient populations. More elastin and a slight increase in immunostaining of type III and V collagens in tissue samples were obtained from patients with POP compared to controls in whom type I collagen was more prominent. The studies assessing the mesh-augmented procedures revealed good efficacy and high patient satisfaction after a long-term follow-up. Patients operated on because of mixed incontinence and with BMI >30 kg/m² reported significantly more urinary symptoms and a lower quality of life than the patients operated on because of stress urinary incontinence and the ones with BMI ≤30 kg/m². The objective outcome was equal between the groups. Mesh exposure through vaginal mucosa occurred in 23 % of the patients after POP surgery, most of these being asymptomatic. There are alterations in connective tissues in patients with POP. Mid-urethral sling procedures produced good long-term cure rates and patient satisfaction. As to the prolapse surgery, in spite of relatively high exposure rate, mesh-augmented procedure proved to be safe and effective method for the correction of POP.

Collective redundancies in the State of California of the United States and in the Republic of Finland. Procedures and Provisions

Video games industry has recently bonded California and Finland in a new way and where the employers are recruiting they also need to be aware of the provisions and procedures related to terminations. In general, collective dismissals are on a relatively high level both in Finland and in California. In California, collective redundancies are regulated under the WARN law. The WARN obligates employers with 75 or more employees to give a 60-day notice prior to a mass lay off and some other similar events. Employers with less than 75 employees are free to administer the terminations without the WARN notice period. Generally, the California at-will presumption allows employment relationship to be terminated any day with or without reason and without notice period if conditions of collective agreements or employment contract do not limit this right. Termination cannot anyhow be in violation of the anti-discrimination law. In Finland the termination related provisions are part of the Employment Contracts Act and the Act on Co-operation within Undertakings. Collective redundancies are allowed under financial and production related grounds. Small employers with less than 20 employees follow the termination provisions of the Employment Contracts Act and are obligated to inform the employee to be terminated on the details of the termination itself and also the services of the Employment and Economic Development Office. Employers with 20 or more employees are to initiate co-operation procedure under the Act on Co-operation within Undertakings when reducing personnel. The co- operation negotiations are to inform employees on the employer’s plans and financial situation as well as to involve them in the decision making regarding the terminations. The employer’s duty to inform the employees of the services of Employment and Economic Development Office needs to be fulfilled also in terminations under the co-operation procedure. Discrimination is prohibited in Finland in terminations of employment. As an alternative for terminations, employees can for example be transferred to another position or be temporarily laid off. Employer’s duties related to search of alternatives for layoff are broader in Finland than in California. The recent development of the labor laws in Finland and in California suggests that the labor law is not static in either one of these environments but changes can be expected as the needs of the business life so require.

Tietoperustaisten HRM-käytäntöjen, luottamuksen ja suorituskyvyn suhde suomalaisessa organisaatiokontekstissa

Henkilöstöjohtamisen käytännöillä on merkittävä vaikutus organisaation johtamiseen ja tätä kautta menestymiseen. Hyvin suunnitellut ja toteutetut käytännöt ovat osaltaan vaikuttamassa yrityksessä vallitsevaan luottamukseen. Hyvä sisäinen luottamustaso puolestaan heijastuu myös organisaation ulkoiseen luottamukseen. Tietoperustaiset HRM-käytännöt ovat keskeisessä roolissa juuri nyt, koska työelämä ja työn tekeminen ovat murrosvaiheessa ja muutosten nopeus kiihtyy entisestään tietointensiivisten työtehtävien lisääntyessä. HRM-käytäntöjä on tutkittu paljon aiempien vuosikymmenten aikana. Tietoperustaisten henkilöstöjohtamisen käytäntöjen tutkimusta on ollut jonkin verran 2000-luvun alun jälkeen. Henkilöstöjohtamisen käytäntöjen suhdetta luottamukseen ja suorituskykyyn on myös tutkittu. Sen sijaan vielä ei ollut tehty tutkimusta, jossa yhdistetään tietoperustaisten henkilöstöjohtamisen käytäntöjen, luottamuksen ja suorituskyvyn suhde. Tämän tutkimuksen tarkoitus on selvittää tietoperustaisten HRM-käytäntöjen, luottamuksen ja suorituskyvyn yhteyttä. Tutkimuksen pääpaino on tietoperustaisten henkilöstökäytäntöjen suhde luottamukseen. Tutkittavat tietoperustaiset henkilöstöjohtaminen käytännöt liittyvät rekrytointiin, osaamisen kehittämiseen, suoritusarviointiin ja palkitsemiseen. Tutkimukseen osallistui 246 Suomessa toimivaa yritystä. Kyselytutkimuksen lisäksi tutkimuksessa käytettiin taloudellisia tietokantoja yritysten suorituskykyä kuvaavien tunnuslukujen määrittämisessä. Tutkimus on määrällinen ja se perustuu tilastollisten menetelmien ja analyysien käyttöön. Tutkimuksessa saatiin selville, että tietoperustaisilla osaamisen kehittämisen ja suoritusarviointien HRM-käytännöillä on positiivinen vaikutus luottamukseen. Tietoon pohjautuvilla henkilöstöjohtamisen käytännöillä voidaan siis rakentaa parempaa luottamustasoa organisaatioissa.