Joustava hitsausautomaatio piensarjatuotannossa

Kustannuspaineet, tuotteiden laatuvaatimukset ja lisääntyvässä määrin myös ammattitaitoisen työvoiman pula lisäävät robotisoinnin käyttötarvetta hitsauksessa. Tämä työ on tehty edellä mainituista lähtökohdista ja käsittelee robottihitsausjärjestelmän suunnitteluprojektia, joustavaa hitsausautomaatiota ja robotiikan soveltamista. Näkökohtana on Savonia-ammattikorkeakoulun sekä Pohjois-Savon alueen yritysten tutkimus-, kehitys- ja koulutustoiminnan tarpeet. Joustavuus on hitsausjärjestelmän päätavoite, jolla pyritään vastaamaan asiakasohjautuvan yksittäis- ja piensarjatuotannon haasteisiin. Ratkaisua yksittäis- ja piensarjatuotteiden kokonaistaloudelliseen hitsaukseen on haettu hitsausrobotin rinnalle lisätyllä apurobotilla, jonka päätehtävä on kappaleenkäsittely, mutta sitä voidaan käyttää myös mm. robotisoituun leikkauksen ja särmäykseen. Tavallisuudesta poikkeavaa järjestelmäratkaisua on perusteltu sillä, että ohjaus- ja ohjelmointitekniikan sekä kehittyneen anturoinnin myötä on robottien käytettävyys parantunut ja aiempaa haasteellisempien robottijärjestelmien toteuttaminen on tullut näin mahdolliseksi. Lisäksi virtuaalimallinnus, simulointi ja etäohjelmointi ovat työkaluja, joita voidaan käyttää mm. tuotannon laadun ja tehokkuuden parantamiseen. Työssä esitetty robottiaseman suunnittelu alkaa järjestelmän määrittelystä, vaatimuslistan laadinnasta sekä visioinnista ja päättyy kolmen järjestelmävaihtoehdon vertailuun. Esitetyillä järjestelmävaihtoehdoilla on haettu mahdollisuutta yhdistää yleensä erillisinä toteutettuja työvaiheita yhteiseen soluun. Tuotannon joustavuus on ollut tuotantokapasiteettia tärkeämpi laitteistokokoonpanon valintaperuste.

Logistiikkavaraston henkilöstökustannusten optimointi

Tämän diplomityön tavoitteena on case-esimerkin kautta tutkia, kuinka hyvin vähittäiskaupan logistiikkavarastossa pystytään sovittamaan yhteen työn kysyntä ja tarjonta ja mikä on vuokratyövoiman rooli tässä yhtälössä. Diplomityössä käsitellään logistiikkavaraston työmäärän ennustettavuutta, työvoiman joustavuutta, lasketaan vertailukelpoiset kustannukset eri henkilöstöryhmille sekä esitetään ehdotuksia kokonaiskustannusten optimoimiseksi. Diplomityössä käy ilmi, että tutkittavassa yrityksessä henkilöstöresurssien käyttö ei ole aivan optimaalinen, vaan että tehdyistä työtunneista jopa 21% on ylimääräisiä, mikä aiheuttaa vuosittain 1,0 miljoonan euron kustannushukan. Tämä johtuu sekä työmäärän epätasaisesta jakautumisesta kuukausien kesken, että työvoimatarpeen heikosta suunnittelusta. Työmäärän vaikeasta ennustettavuudesta johtuen turhia työtunteja ei ole mahdollista kokonaan poistaa, mutta hyvällä etukäteissuunnittelulla henkilöstökustannuksia pystytään laskemaan noin 13%. Henkilöstöryhmistä tehtyjen vertailulaskelmien perusteella ylitöiden teettäminen vakituisella henkilökunnalla osoittautuu kannattamattomaksi. Määräaikaisen henkilöstön käyttäminen on kustannuksiltaan edullista, mutta mahdollista vain, jos työvoiman tarve on tilapäinen ja tiedossa hyvissä ajoin etukäteen. Vuokratyövoima on tuntikustannukseltaan kalliimpaa, mutta sen nopea saatavuus mahdollistaa työvoiman entistä paremman sopeuttamisen työn kysynnän mukaan. Kun vuokratyövoimaa on saatavilla, ei varastolla tarvitse pitää ylimääräistä työvoimaa nopeiden työmäärän muutosten varalta.

Ulkomaisen työvoiman käyttö muuna kuin omana palkattuna työvoimana rakennusyrityksessä

Ulkomaisen Suomeen lähetetyn työvoiman työskentely rakennusalalla on lisääntynyt viime vuosina. Syitä siihen ovat Euroopan Unionin laajentuminen ja työvoiman vapaa liikkuvuus sekä työvoiman tarve suomalaisilla rakennustyömailla. Tämän tutkimuksen tavoitteena on tutkia tilaajan asemaa sen käyttäessä ulkomailta Suomeen Iähettyä työvoimaa niin sanottuna ulkopuolisena työvoimana. Tutkimuksessa käsiteltävät ulkopuolisen työvoiman muodot ovat aliurakointi jå työvoiman vuokraus. Ulkomaisen työvoiman käyttöön liittyviä säädöksiä on useissa eri laeissa. Viime vuosina lainsäädäntöä on pyritty muuttamaan paremmin käytännön tarpeita vastaavaksi. Tutkimuksessa kootaan keskeinen lainsäädäntö yhteen. Työn tuloksissa todetaan, että tilaajan asemaan vaikuttavia muuttujia on useita. Tällaisia ovat esimerkiksi työnteko asetelma, työntekijän kansalaisuus sekä ulkomaisen yrityksen toiminnan laajuus Suomessa. Tilaajan asema on määritettävä tapauskohtaisesti.

Ikääntyvät työelämässä. Päihittääkö nuoruus ja koulutus aikuisuuden ja kokemuksen?

The Ageing in Working Life. Do Adolescence and Schooling Beat Adulthood and Experience? This study examines the changes in the work and the work organisations of employees in the fields of health care and retail trade who have turned 45 and their experience of change. In addition, the question of how ageing employees experience their status in post-modern working life is explored. Attention is also focused on the choices and decisions connected with staying at work and retiring. These views are examined in relation to professions and professional cultures. Thematic interviews (N=98) were used to gather the material. The effects of the market liberalistic turn in welfare policy are clearly seen in the everyday work of the health care professions. These changes were examined from the point of view of managing by outcomes and quality assurance, multi-professional cooperation, flexibility in the division of labour, and the spread of market-like procedures. The discourse of those in involved retail trade was dominated by extremely tight global market competition and control of outcomes, and by the structural changes taking place in the retail trade sector. This change discourse was to a large extent a reaction to those changes in the functional environment which were experienced as negative and to the conflict between their own professional identity and professional ethics on the one hand, and their functional environment on the other. There were also obstacles connected with professional culture: defending one's own station and power, guarding the 'frontier', showed up in attitudes towards new management and organisation models or towards structural and functional reforms. The deep structures of professional culture and the mindset of the actors change much more slowly than the functional practices of organisations. For those in a supervisory position, the loss of power due to becoming part of a chain or because of the introduction of a team organisation model was not an easy thing to accept. The nurses and others in related fields felt that they were forced to do work that was below their level of training and professional skill. For sales personnel and those who did assisting work in health care, power and the possibility of having an influence were not so important, as long as they were able to do their work in their own way and were trusted. This view is often completely forgotten, for example, in various organisation models in which power and the possibility of having an influence entwined with power are taken for granted as being clearly positive and desired aspects of job satisfaction. Up to date professional skills were experienced as being important from the point of view of professional identity and self-worth. Thus, training can be understood as a moral obligation, which in turn is intertwined with professional ideology. In the rhetoric of adult education, an adult is expected to be an active player who will seek training again and again if working life so requires. The dark side of this ideology, which leads to feelings of guilt, was apparent in the thoughts of the respondents. Am I never good enough at my job; why must I continually strive for better, additional qualifications? The majority of the respondents evaluated their expertise as being at quite a high level. This self-confidence did not extend to applying for a job. Job recruitment was seen as a situation in which age discrimination reached its peak. The interviewees were unanimous about the idea that society favours the young. Especially among those in the retail trade sector, there was a feeling that it would be difficult, if not impossible, to find a new job of the same level or a permanent post if they were made redundant. Age discrimination was also apparent in the retail trade field in the form of older employees being retired against their will or transferred to other tasks. It was felt that ruthless forced retirement of older workers was part of the personnel policy of some organisations. The importance of one's outward appearance was connected with the theme of discrimination. This phenomenon is described using the concept of the double standard of ageing in feminist research. An ageing woman is relegated to an inferior position due to both her age and her sex. A culture that would both make possible and allow various types of choices regardless of age, which is described as being characteristic of the post-modern era, does not seem to be very topical in the practice of working life. It is important for employees that the management and the personnel policy that is being implemented makes them feel like both their contribution and they as individuals are appreciated, that their opinions are listened to and that they are noticed as persons. The interviewees hoped for gratitude and a concern for the well-being of employees that shows in everyday life. They valued training and activities aimed at maintaining their work ability, but thought that better coping at work and a pleasant working environment cannot be achieved through such measures as along as the foundation is 'in a mess'. Development of the quality of working life is the only thing that can improve job satisfaction and get people to remain in the work force longer than at present. There should be a sufficient number of properly trained employees at the work place. It was important to the respondents that they be able to stay on their job to the end with honour, since compromising with their own quality standards or acting contrary to their ideal self-image in terms of professional ethics would strike a blow to their professional self-esteem. They called for the development of various types of workplace flexibility, and felt that they have the right to a lightened workload and to early retirement. Early retirement was even seen as an altruistic deed: it would free up a place for younger workers. Thoughts of retirements were explained by familiar factors such as health and finances, life situation, the enticement of free-time, as well as by various factors related to work. It is very important to ageing employees that their work has meaningful content. The values related to self-fulfilment are felt to be of great importance, and if they cannot be realised at work, the respondents wanted more free time, either through retirement or in the form of flexibility in working life.

Applications and Benefits of Adaptive Pulsed GMAW

In ship and offshore terminal construction, welded cross sections are thick and the number of welds very high. Consequently, there are two aspects of great importance; cost and heat input. Reduction in the welding operation time decreases the costs of the work force and avoids excessive heat, preventing distortion and other weld defects. The need to increase productivity while using a single wire in the GMAW process has led to the use of a high current and voltage to improve the melting rate. Unfortunately, this also increases the heat input. Innovative GMAW processes, mostly implemented for sheet plate sections, have shown significant reduction in heat input (Q), low distortion and increase in welding speed. The aim of this study is to investigate adaptive pulsed GMAW processes and assess relevant applications in the high power range, considering possible benefits when welding thicker sections and high yield strength steel. The study experimentally tests the usability of adaptive welding processes and evaluates their effects on weld properties, penetration and shapes of the weld bead.The study first briefly reviews adaptive GMAW to evaluate different approaches and their applications and to identify benefits in adaptive pulsed. Experiments are then performed using Synergic Pulsed GMAW, WiseFusionTM and Synergic GMAW processes to weld a T-joint in a horizontal position (PB). The air gap between the parts ranges from 0 to 2.5 mm. The base materials are structural steel grade S355MC and filler material G3Si1. The experiment investigates heat input, mechanical properties and microstructure of the welded joint. Analysis of the literature reveals that different approaches have been suggested using advanced digital power sources with accurate waveform, current, voltage, and feedback control. In addition, studies have clearly indicated the efficiency of lower energy welding processes. Interest in the high power range is growing and a number of different approaches have been suggested. The welding experiments in this study reveal a significant reduction of heat input and a weld microstructure with the presence of acicular ferrite (AF) beneficial for resistance to crack propagation. The WiseFusion bead had higher dilution, due to the weld bead shape, and low defects. Adaptive pulse GMAW processes can be a favoured choice when welding structures with many welded joints. The total heat reduction mitigates residual stresses and the bead shape allows a higher amperage limit. The stability of the arc during the process is virtually spatter free and allows an increase in welding speed.

Designing new learning experiences? : exploring corporate E-learners’ self-regulated learning

The context of this study is corporate e-learning, with an explicit focus on how digital learning design can facilitate self-regulated learning (SRL). The field of e-learning is growing rapidly. An increasing number of corporations use digital technology and elearning for training their work force and customers. E-learning may offer economic benefits, as well as opportunities for interaction and communication that traditional teaching cannot provide. However, the evolving variety of digital learning contexts makes new demands on learners, requiring them to develop strategies to adapt and cope with novel learning tools. This study derives from the need to learn more about learning experiences in digital contexts in order to be able to design these properly for learning. The research question targets how the design of an e-learning course influences participants’ self-regulated learning actions and intentions. SRL involves learners’ ability to exercise agency in their learning. Micro-level SRL processes were targeted by exploring behaviour, cognition, and affect/motivation in relation to the design of the digital context. Two iterations of an e-learning course were tested on two groups of participants (N=17). However, the exploration of SRL extends beyond the educational design research perspective of comparing the effects of the changes to the course designs. The study was conducted in a laboratory with each participant individually. Multiple types of data were collected. However, the results presented in this thesis are based on screen observations (including eye tracking) and video-stimulated recall interviews. These data were integrated in order to achieve a broad perspective on SRL. The most essential change evident in the second course iteration was the addition of feedback during practice and the final test. Without feedback on actions there was an observable difference between those who were instruction-directed and those who were self-directed in manipulating the context and, thus, persisted whenever faced with problems. In the second course iteration, including the feedback, this kind of difference was not found. Feedback provided the tipping point for participants to regulate their learning by identifying their knowledge gaps and to explore the learning context in a targeted manner. Furthermore, the course content was consistently seen from a pragmatic perspective, which influenced the participants’ choice of actions, showing that real life relevance is an important need of corporate learners. This also relates to assessment and the consideration of its purpose in relation to participants’ work situation. The rigidity of the multiple choice questions, focusing on the memorisation of details, influenced the participants to adapt to an approach for surface learning. It also caused frustration in cases where the participants’ epistemic beliefs were incompatible with this kind of assessment style. Triggers of positive and negative emotions could be categorized into four levels: personal factors, instructional design of content, interface design of context, and technical solution. In summary, the key design choices for creating a positive learning experience involve feedback, flexibility, functionality, fun, and freedom. The design of the context impacts regulation of behaviour, cognition, as well as affect and motivation. The learners’ awareness of these areas of regulation in relation to learning in a specific context is their ability for design-based epistemic metareflection. I describe this metareflection as knowing how to manipulate the context behaviourally for maximum learning, being metacognitively aware of one’s learning process, and being aware of how emotions can be regulated to maintain volitional control of the learning situation. Attention needs to be paid to how the design of a digital learning context supports learners’ metareflective development as digital learners. Every digital context has its own affordances and constraints, which influence the possibilities for micro-level SRL processes. Empowering learners in developing their ability for design-based epistemic metareflection is, therefore, essential for building their digital literacy in relation to these affordances and constraints. It was evident that the implementation of e-learning in the workplace is not unproblematic and needs new ways of thinking about learning and how we create learning spaces. Digital contexts bring a new culture of learning that demands attitude change in how we value knowledge, measure it, define who owns it, and who creates it. Based on the results, I argue that digital solutions for corporate learning ought to be built as an integrated system that facilitates socio-cultural connectivism within the corporation. The focus needs to shift from designing static e-learning material to managing networks of social meaning negotiation as part of a holistic corporate learning ecology.

Kelvin Probe Force Microscopy (KPFM) characterization of lanthanum lutetium oxide high-k dielectric thin films

Lanthanum lutetium oxide (LaLuO3) thin films were investigated considering their perspective application for industrial microelectronics. Scanning probe microscopy (SPM) techniques permitted to visualize the surface topography and study the electric properties. This work compared both the material properties (charge behavior for samples of 6 nm and 25 nm width) and the applied SPM modes. Particularly, Kelvin probe force microscopy (KPFM) was applied to characterize local potential difference with high lateral resolution. Measurements showed the difference in morphology, chargeability and charge dissipation time for both samples. The polarity effect was detected for this material for the first time. Lateral spreading of the charged spots indicate the diffusive mechanism to be predominant in charge dissipation. This allowed to estimate the diffusion coefficient and mobility. Using simple electrostatic model it was found that charge is partly leaking into the interface oxide layer.

Task Force on Librarians’ Competencies in Support of E-Research and Scholarly Communication

Presentation at Open Repositories 2014, Helsinki, Finland, June 9-13, 2014

Peak Force Kelvin Probe Force Microscopy Investigation of ZrO2 Nanocomposites for Hygroelectricity Power Element

ZrO2 nanocomposites were investigated considering their perspective application in hygroelectric power elements. Scanning probe microscopy (SPM) techniques allowed to visualize the surface topography and electrical properties. In this work was compared spacial charge behaviour of sample in humid and dry air conditions. Also different SPM modes were compared. Kelvin probe force microscopy (KPFM) was applied to characterize the spacial charge distribution on surface of the sample. Measurements showed, that trapped charge is not dissipated and can be manipulated with low voltages. Humidity influence on the electric potential of the sample was shown.