Product Development (PD) is a multifaceted and challenging process, more so in Small and Medium Enterprises (SMEs) due to issues such as the resource constraints, high dependency on suppliers and the modern day competitiveness. For countries such as New Zealand, where 99.54 % of firms belong to the SME category, the significance of improving the PD system is enormous. These firms have to ‘do a great deal with very little’. The various PD management solutions that have been successfully deployed in large companies require “alterations” or customisation for application in SMEs. The research work presented in this thesis addresses the growing interest in the application of a distinctive best practice, one of the most recent, and promising solutions to product innovation in SMEs: (Toyota’s) ‘Lean Product Development System’. The Lean philosophy has proven time and again as a holistic system to enhance efficiency of the entire supply chain by optimising all internal processes; in addition to bringing about responsiveness to external environment. According to studies conducted by prominent research institutes across the world, Toyota’s excellence is equally seen in its PD as in manufacturing, where projects take half the time of its US equivalents, with four times the productivity, and consistent top quality. In line with the industry trend in exploration of Lean system to PD across the world, this study focuses on: "Evolving a broad framework for PD that incorporates Lean principles for application in Small and Medium Enterprises." In-depth action research within a SME environment showed that Lean Product Development Systems is one solution that provides ideal balance of being a systems based, process oriented, interactive expert managed approach with a clear customer / value focus for these firms. Aspects such as flexibility of engineering infrastructure, the CAD/CAM proficiency, flat organisation structure aiding better communication, and the continuous learning attitude prevalent within SMEs corresponds closely to that in Toyota, and were identified to be great enablers for Lean deployment. On the other hand, few areas were found to pose challenges to the Lean approach within SMEs: including resource scarcity, the dependency on suppliers, and lack of concept reuse, among others. On the whole, the findings have led to the development of a customized framework for Lean innovation in SMEs that addresses the knowledge, people, process, leadership, management, and planning elements, topped with measures to minimize effects of the identified obstacles.

MPH / Department of Public Health / See the attached abstract below

Master's thesis consists of an introduction, two chapters, conclusion, bibliography, applications. The theoretical part presents the basic concepts, theories of stimulation. In the practical part describes the General characteristics of the organization under study, a study of the system of personnel development of the organization. In conclusion, the results were summed up in accordance with the tasks. / Магистерская диссертация состоит из введения, двух глав, заключения, библиографического списка, приложений. В теоретической части представлены основные понятия, теории стимулирования. В практической части описывается общая характеристика исследуемой организации, проведено исследование системы развития персонала организации. В заключении подведены итоги в соответствии с поставленными задачами.

The work presents a new low voltage electric network development method and a computer program implementing it. In the work is given analysis of the task actuality, review of CAD, electric circuit modeling – counting tools. It also explains the grounds why MS Visio programming environment was selected to implement the set tasks. In designed part of the system is presented systems specification, custom interface, data structure, data flow, systems functions and non functions requirements. Represented EJLPS smart shapes with graphics views and descriptions. Showed, how electric power network one-way circuit must be represented as oriented tree graph, and counting in them can be organized with searching algorithms. Made user case, static structure, component, deployment, activity and method models. Represented EJLPS subroutines and functions specification and shapes functions specification also. Systems testing was carried out using described testing methodology, tests descriptions and testing results. The work presents user documentation, with installation guide, system guide, system administrator guide and description of system functionality. In the final part of the work is presented system quality diagnosis, system development possibilities and information how the system was installed for a specific customer. Finally, a conclusion was made that MS Visio environment enabled to implement the EJLPS system specification in a cost-saving way and ensured effective searching... [to full text]

A decade ago, Toyota, an automobile manufacturer from Japan, came up with a new production system which started the automobile industry called “Lean manufacturing”. Over time, the popularity of the system became apparent and it became the Toyota Production System (TPS). Following this technological development, “Len enterprise” a new concept was produced with the sole purpose of eliminating wastes in every function of the entire organization. As of present, as far as product developing companies are concerned, the development process has become more complex. For instance, in Scrum software development as well as in Lean product development, tools for planning a project using walls and boards have been developed. These methods have so far proved to be very efficient, in so far as the visualization of the work performed, as well as the prioritization of new tasks is concerned. However, there are notable challenges in synchronization, version control and traceability among a company’s different projects. This thesis, investigates how Physical Pulse Board is used and how it can be improved through the introduction of a web-based application for eliminating of difficulties of using Pulse board especially in global environment where different people from various locations might need to join the meeting. The paper consists of three parts. In the first part one set of interviews were conducted along with an observation to figure out related difficulties with the use of Physical Pulse Board especially in global environment. Following this, another set of interviews were conducted to help find out how these issues can be eliminated or resolved. Considering that good principles can never be useful, unless they are applied and used in reality, in the second part of this report, a web-based application was developed to help bring improvements using Pulse Board in global environment based on the finding from the first part. It was then that evaluation of implemented software was done through a workshop with Hellström, and Dr. Amer Ćatić. It is worth noting that the two persons are the Lean Product Development Specialist chosen for market analysis given that the two had implemented the Physical Pulse Board in their organization.

China and Russia – two giants in the group of emerging markets – continue to attract wide attention as evolving science and technological superpowers. However, both countries demonstrate mixed success in innovation development and are struggling to overcome the legacies of the former state planning system and accelerate their transition to effective national innovation systems. This study employs a number of theoretical constructs and evidence sources to evaluate the existing path dependencies and compare the achievements of China and Russia in fostering development and effective systems of innovation and governance. A detailed analysis of the state planning legacies is provided together with a study of innovation system transformation and the role of public policy in (re)building national innovation capabilities in China and Russia. The system-evolutionary approach is applied to provide a detailed assessment of the strategic effort undertaken by the governments of both countries. Several government failures and path dependencies seem to prevent the nations from implementing a more effective reform. Yet, there are a number of complementarities and opportunities for mutual learning where both countries can benefit from closer collaboration. The challenges of turning universities into research institutions, increasing productivity of state-owned enterprises, constructing effective science parks, promoting indigenous innovation, ensuring more even distribution of innovation development across regions, turning ‘brain drain’ into ‘brain gain’, and improving intellectual property rights protection are common in Russia and China. As a lens through which to identify and assess innovation systems transformation, the thesis examines emerging nanotechnology development in China and Russia. Nanotechnology is a new science and technology area where policies seem to be independent of many system weaknesses and contribute to breaking existing development lock-ins due to its explorative nature and assumed transformative capacity. Yet, a number of path dependencies do exist in this area but seem to play a marginal role in its progression. An early assessment is provided of nanotechnology impacts on broader socioeconomic development of China and Russia in six key areas: institutional development, knowledge flows, and network efficiency; research and education capabilities; industrial and enterprise growth; cluster and network development; regional spread; and product innovation.The conclusion summarizes the main findings, revisits the major research questions, links the analysis to the conceptual framework, and offers a number of policy recommendations that seem relevant to both Russia and China with a need to increase the transparency of innovation policy, improve the regulation for innovation process, and promote growth of the private sector to ensure effective technology transfer.Results from this study have been reported in various forms in the author’s articles published in Research Policy, Science and Public Policy, Review of Policy Research, International Journal of Economics and Business Research, and European Journal of Development Research as well as presented at a number of international conferences (see Appendix).

This diploma thesis describes the design and implementation of an industrial communicator for synchronization and control of electrical drive controllers with the interface of RS232 or CANopen. Hardware of communicator uses the EMX development system by GHI Electronics. Communicator software is implemented in C# by the .NET Micro Framework. Communicator allows user to adjust and control up to four electric motor drives. After a successful connection with each unit, communicator can control its position, which specify the number of revolutions to the nearest thousandth of a turn. Communicator also periodically finds out and displays the current position of the connected units. User operates the communicator with GUI, application instructions are entered via the touch screen or buttons.

A Performance Management and Development System has become the main focus for many organisations in the Public Service. Organisations are always looking for strategies to effectively enhance the performance of their employees in order to improve the organisational performance. However, despite all these efforts the implementation of the System is still marred by many challenges and as a result it is perceived by many employees as ineffective and inefficient. The focus of this study is, therefore, to identify the different perceptions of employees regarding the System and to investigate the underlying factors influencing the employees’ perceptions regarding Performance Management and Development System at the Matlosana Service Point, DSDWCPD. A triangulation research approach encompassing qualitative and quantitative analysis was employed in this study. The primary data were obtained from a semi-structured questionnaire completed by 50 respondents. Secondary data were drawn from the departmental reports, business plans, performance agreements and other official documents from the North-West University library. The respondents for the questionnaire were sampled utilising the purposive sampling within the non-probability category of samples. The sample comprised social workers, social auxiliary workers, community development practitioners and human resource officers. The sample was purposively sampled due to the fact that the sample frame that was needed for this study included people who were aware of the Performance Management and Development System; were regarded as experienced in the subject matter and who could provide useful information. The data from the questionnaire were analysed by means of conceptual (thematic) analysis, every statement that was relevant to the research questions was created; and meanings were also attached to the categories. The findings of the study show that the employees perceive implementation of the Performance Management and Development System as not complying with the legislation. The implementation of the Performance Management and Development System is not effective and efficient in the Matlosana Service Point. The findings also revealed that the need for training in the System is undisputed as employees felt that the training that they received is not adequate and failed to address their needs. The respondents also felt that the assessments were not properly implemented hence they perceive the System as biased, unfair and subjective and also felt that the assessments were implemented just for compliance purposes. The findings of the study also highlighted the importance of effective communication and feedback in the entire process and in integrating the components of the Performance Management and Development System leading to poor supervision and monitoring of employees’ performance. All these factors revealed a correlation between the negative perceptions of the employees and the Performance Management and Development System in the Matlosana Service point. The study concludes by providing recommendations on a systematic training strategy for changing employees’ perceptions regarding the Performance Management and Development System in order to ensure a common understanding and consistent implementation of the Performance Management and Development System. / M Development and Management, North-West University, Potchefstroom Campus, 2015

A Performance Management and Development System has become the main focus for many organisations in the Public Service. Organisations are always looking for strategies to effectively enhance the performance of their employees in order to improve the organisational performance. However, despite all these efforts the implementation of the System is still marred by many challenges and as a result it is perceived by many employees as ineffective and inefficient. The focus of this study is, therefore, to identify the different perceptions of employees regarding the System and to investigate the underlying factors influencing the employees’ perceptions regarding Performance Management and Development System at the Matlosana Service Point, DSDWCPD. A triangulation research approach encompassing qualitative and quantitative analysis was employed in this study. The primary data were obtained from a semi-structured questionnaire completed by 50 respondents. Secondary data were drawn from the departmental reports, business plans, performance agreements and other official documents from the North-West University library. The respondents for the questionnaire were sampled utilising the purposive sampling within the non-probability category of samples. The sample comprised social workers, social auxiliary workers, community development practitioners and human resource officers. The sample was purposively sampled due to the fact that the sample frame that was needed for this study included people who were aware of the Performance Management and Development System; were regarded as experienced in the subject matter and who could provide useful information. The data from the questionnaire were analysed by means of conceptual (thematic) analysis, every statement that was relevant to the research questions was created; and meanings were also attached to the categories. The findings of the study show that the employees perceive implementation of the Performance Management and Development System as not complying with the legislation. The implementation of the Performance Management and Development System is not effective and efficient in the Matlosana Service Point. The findings also revealed that the need for training in the System is undisputed as employees felt that the training that they received is not adequate and failed to address their needs. The respondents also felt that the assessments were not properly implemented hence they perceive the System as biased, unfair and subjective and also felt that the assessments were implemented just for compliance purposes. The findings of the study also highlighted the importance of effective communication and feedback in the entire process and in integrating the components of the Performance Management and Development System leading to poor supervision and monitoring of employees’ performance. All these factors revealed a correlation between the negative perceptions of the employees and the Performance Management and Development System in the Matlosana Service point. The study concludes by providing recommendations on a systematic training strategy for changing employees’ perceptions regarding the Performance Management and Development System in order to ensure a common understanding and consistent implementation of the Performance Management and Development System. / M Development and Management, North-West University, Potchefstroom Campus, 2015

「生涯發展系統」（CAREER DEVELOPMENT SYSTEM） 係為結合為人需求與組織目標而 設計的人力資源管理系統。本研究之目的主要在探討國內政府機關及公、民營機構實 施生涯發展系統之現況與分析推行此套系統之個案。首先綜攬國內、外的相關文獻與 理論，作為探討現況調查與個案分析之基礎；再以實證調查結果與個案檢討，檢驗此 套系統在國內實施之可行性。 現況調查部分採問卷調查法，對象為政府機關、公營事業、私人企業共３５個單位， ９０２名員工；研究工具為自行編制的「生涯發展系統量表」；資料分析方法則採用 次數分配、T 分配、相關分析與變異數分析等方法。個案分析部分，對象為國內兩家 有實施此套系統的公司，採深度訪談法，以瞭解該公司實施之現況；訪談對象為該公 司的人事部門經理，以及參與此套系統實際運作的關鍵人物。 本論文共分五章： 第一章緒論，首先指陳研究動機與目的，探討理論基礎與相關文獻，進而提出本研究 之理論架構與研究假設。 第二章研究方法，分別就現況調查之研究對象、研究工具、資料分析方法，以及個案 研究之研究對象、訪談對象、訪談內容加以說明。 第三章組織實施生涯發展系統現況調查之結果分析與討論，乃就樣本資料分析、假設 驗證與研究發現加以討論。 第四章個案現況與檢討，剖析該公司對人力資源管理的基本理念，實施此套系統的基 本架構、實施步驟、實施作效、限制、困難與未來展望。 第五章結論與建議，乃將本研究的貢獻逐一說明，並嘗試對後續研究提出建議。