Med teorin om verklighetsforskning som ramverk utfördes en undersökning på uppdrag av HR-funktionen på Parker Hannifin AB i Sverige. Då det i tidigare forskning visat sig finnas oklarheter kring rollfördelningen mellan chefer och HR-personal samt att chefers förväntningar på HR-funktionen influerar dess roll, genomfördes denna undersökning kring uppfattningar och nöjdhet gällande en HR-funktions uppgifter. Studien syftade till att belysa eventuella skillnader i kundnöjdhet bland chefer utifrån vilken enhet de tillhör, vilken chefsposition de har, hur länge de arbetat som chef inom organisationen samt hur ofta de är i kontakt med HR. Det undersöktes även ifall åsikter kring förbättringsområden har förändrats sedan senast utförd undersökning. Studien genomfördes via en dokumentanalys och ett egentillverkat frågeformulär som skickades ut till samtliga chefer inom Parker i Sverige. Resultatet tyder på att flera förbättringsområden kvarstår, att befintliga dokument är inkonsekventa i förhållande till varandra samt att det fanns flera signifikanta skillnader mellan chefernas uppfattningar. Förslagsvis bör HR-avdelningarna samt de olika dokumenten bli mer samstämmiga för att rollfördelningen skall bli tydligare. / With real world research as the theoretical framework, a study was conducted as an assignment by the HR-function at Parker Hannifin AB in Sweden. Bearing in mind that there have been ambiguities concerning the roles of managers and HR-staff in previous research and that the managers’ perceptions about the HR-function affects the role of the HR, this study was conducted. This study about perceptions and satisfaction concerning the working of an HR-function aimed to highlight possible differences in customer satisfaction amongst managers based on which unit they belonged to, level of managerial position, the time they have worked as managers in the organization, and the frequency of contact with the HR-department. Moreover, the study considered whether the opinions concerning areas of improvement have changed since the last conducted research. This research was conducted through an analysis of documents and a self-produced questionnaire which was sent to all managers within Parker in Sweden. The results indicated that the same areas of improvement-needs remains, that existing documents are inconsequent in relation to each other, and that several significant differences between managers’ perceptions emerged. The HR-departments along with the different documents should tentatively become more consistent so that their roles become clearer.

The thesis is about optimalization layout of technological work areas for the production of head rests in the company FLÍDR s r.o. For the optimalization were used methods of technological design. Whole this process precedes theoretical backgroud reserch and explanation of basic conception about manufacturing program of the company. The diffrent variants were designed after analysis and, then the best one was chosen. This variant was elaborated in details and technical-economic evaluation.

Thesis (M.Sc (Physiology)) --University of Limpopo, 2015 / Objective This study assesses whether noise levels above legal limits of 85 dB(A) that can result in noise-induced hearing loss are present in areas where employees are supposed to work and to verify that such areas are demarcated as noise zones at the Polokwane Platinum Smelter. Background and motivation Excessive noise is a global health hazard with considerable social and physiological impact, including the development of noise-induced hearing loss (NIHL). Noise is a major hazard in many workplaces. It is estimated that more than 30 million workers (almost 1 in 10) are exposed to unsafe noise in their work places. NIHL is the second most self-reported occupational illness or injury in the United States. Amongst miners, more than 90% of the population reports hearing problems by the age of 55 years. Noise exposure is prevalent in construction, foundries, agriculture, transport, industry and mining-related activities. The prevalence of NIHL has not changed much in the past two decades. Therefore, a hearing conservation programme is an important issue in the smelter as certain areas are denoted as noise areas. Study design A cross-sectional study design with a group of utility workers at the Polokwane Platinum Smelter, as the experimental group, and a group of undergraduate Bachelor of Science students at the University of Limpopo (Turfloop Campus) served as a control group. Method A sound level meter was used to measure the noise levels where the utility group performs their technical work. Data were analysed using the Statistical Package for the Social Sciences (SPSS) computer program. Results The average noise measured in various locations of the Polokwane Platinum Smelter was between 62.6 dB(A) and 105.1 dB(A). The results indicated that workers at the Polokwane Platinum Smelter are over exposed to noise in certain work areas if they work eight hours in the area. Areas where the average noise level was above noise rating limit of 85 dB(A) were demarcated as noise zones as an additional protective measure. Employees also use hearing protective devices, when they are working in noise zones, to control personal noise exposure. This is in accordance with the Occupational Health and Safety Act No. 85 of 1993 as amended eleventh edition (OHS Act 85/93). Conclusion In the present study, noise levels in certain areas exceeded the noise rating limit of 85 dB(A). However such areas are clearly demarcated as noise areas and employees accessing those area must wear earmuffs or earplugs. Possibilities of employees developing hearing loss overtime exist, if employees work for eight hours or longer in demarcated areas and do not adhere to the existing Hearing Conservation Program (HCP) implemented at the Polokwane Platinum Smelter. Noise levels at the Polokwane Platinum Smelter should be monitored regularly. / University of Limpopo

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