This report is about logistic efficiency in companies without own production. The authors have interviewed employees working at two companies, Telias store in Skärholmen and Orion Diagnostica AB. The purpose of the report is to find out which logistic functions the two companies are using to create efficiency.Today?s markets are more global. Different parts of a product can be made in different parts of the world.

Background and Problem: Human Resources are considered one of the most important assets when competing with other companies. There are a lot of studies made in general on the subject while studies considering a specific context are missing. To consider the context when adapting a HR-strategy is interesting as the structure of the organization and the environment affects both the organization and the individuals within it. To study how the controversial context affects an organization is particularly interesting as the context is subject for discussion in the society.Aim: The study's purpose is to investigate how Human Resources are handled in a controversial business and to identify success factors when adapting the strategy to the controversial context.Methodology: The study started out by collecting theories connected to the subject with Fombrun, Devanna & Tichys HR-cycle. Interview questions where made based on the theories and answered by three of the case company's employees, whom all are well familiar with the case company's HR-strategy.Conclusion: We have come to the conclusion that there are no remarkable differences when handling Human Resources in a controversial context then in earlier published theories.

Det är viktigt att se hälsa ur ett helhetsperspektiv där den sociala, fysiska samt psykiska hälsan ingår. Människan tillbringar en stor del av sitt liv på arbetsplatsen, det är därför en viktig arena att arbeta hälsofrämjande med. Hälsofrämjande sjukhus är ett exempel på en sådan arena. För hälsofrämjande sjukhus är det bland annat viktigt att främja den egna personalens hälsoutveckling i en positiv riktning, med hjälp av en aktiv kunskapsförmedling. På arbetsplatsen är det viktigt med nyckelpersoner som kan förmedla kunskap om hälsans villkor till övriga anställda.

The purpose of this study is to examine whether there is any connection between working hours, desired working hours and the worker ?s health. The study also aims to investigate if there are any differences over time. Earlier studies have shown that individuals need a balance in their life between worked hours and free time. This balance seems to be important for employees if they want to lead and remain a healthy lifestyle.

This qualitative study involves the implementation of Lean and Kaizen methods in a Swedish service industry. Lean philosophy is based on a method to achieve more with less. In practical terms this means that the use of an organization's resources is improved. The origin of Lean is the Toyota Production System. Now, Kaizen methods give managers and employees a better more efficient system to reach their goals within the organization or company.

Title: Communicate ? to provide an opportunity Authors: Ida Eriksson & Petra LindbergTutor: Johan Grinbergs, Mälardalen UniversityExaminer: Cecilia LindhSubject: Bachelor's essay, Business AdministrationKeywords: communication, internal communication, channels, communication models, communication theory, information, organizationPurposeThe idea of this study was to describe how ABB Sweden?s internal communication and information appeared in Västerås. The aim is also to see what tools and channels they use to communicate information internally and see how employees perceive them in Västerås.MethodWe have read literature in form of books and articles that discuss theories on the subject communication including internal communication, channels and tools. Interviews were conducted with employees of ABB and were to serve as the basis for our empirical work. A survey by the Communication Center was made in the spring 2010 and was also the basis for our empirical work.ConclusionsThe communication has been increasingly from one-to two-way communication. To get a functioning organization, it is required that the internal communication in the first place will work.

Purpose:The purpose of this study is to improve the knowledge regarding how entrepreneurial companies act and behave in relation to human capital, by studying their decision-making process for human capital investments. Furthermore this study shall enrich the understandings for how their way of handling human capital investments might change over time along with the development, growth and aging of the company.Methodology:For this case study the authors have chosen a qualitative approach. The authors have collected the empirical data by interviewing the CEO?s of six different entrepreneurial companies. To be able to process and analyze the empirical data the authors have used various theoretical frameworks and also previous studies.Theoretical framework:The theoretical framework brings up human capital and its importance, but also its role in the entrepreneurial company.

The purpose of this paper was to study the various organisations that work with drug abusing homeless people in Lund. We have tried to compare the possibilities they have to change the way the homeless people look at themselves. The organisations that we have studied are Aluma, Diakonicentralen, the shelter Piletorp and the social welfare office.The methods used to collect data were interviews with professionals and homeless people as well as reading literature. We have used Ted Goldberg's (docent in social work at the university in Stockholm) theory. He writes that you have to be a significant other to persons with deviant behaviour to be able to help them become a part of the society and to change the way they look at themselves.

With the globalization, companies in the West chose to shift production to developing countries to cut down costs. This had a major impact when child labor and very poor working conditions in these factories were discovered and led many companies to take responsibility for their suppliers and the employees by adopting voluntary so-called Codes of Conduct.There is a subtle balance to enforce improvement of working conditions for employees at suppliers´ factories and to keep costs down. On the one hand, companies would like to conduct extensive audits at their suppliers to ensure code of conduct compliance and thus protect their legitimacy. On the other hand, audits are expensive so companies would like to minimize audits to keep costs down. Companies thus have to strike a delicate balance in relation to how many and what suppliers they choose to audit.

Sammanfattning Titel: Lågkonjunktur ? En studie i vilka skillnader som finns för variationen i antal anställda inom IT- respektive industribranschen Författare: Emilio Nilsson, Oscar Kacprzak Handledare: Emil Numminen Institution: Blekinge Tekniska Högskola Kurs: Kandidatarbete i Företagsekonomi Syfte: Syftet med uppsatsen är att undersöka och analysera för hur företagets ekonomiska data för den relativt unga IT-sektorn förklarar antal anställda gentemot hur företagets ekonomiska data förklarar nyckeltalet för en äldre mer erfaren bransch som industrisektorn. Metod: Vi har samlat ihop kvartalsrapporter från 1999 års första kvartal till 2009 års första kvartal för totalt 10 stycken företag som vi bedömt lämpliga för studien, 5 företag från IT-branschen samt 5 företag från industribranschen. Vi har därefter fört regressionsanalyser med antal anställda som Y-variabel och totala intäkter, aktienivå, rörelsekostnader samt rörelseresultat som X-variabler för att finna korrelationen däremellan. Slutsats: De framkomna resultaten från regressionsanalyserna pekar på att det finns skillnader branscherna emellan.

This report present the design and manufacturing of a wide-band driver amplifier placed in radar module for airborne applications. The major goals for the amplifier were a high efficiency and to deliver a predefined output power. To reach the second goal an additional preamplifier had to be constructed. The amplifiers were constructed in three steps: Design and Layout in the software Microwave Office, Mounting components and Verification. The driver amplifier was decided to be a push pull configuration consisting of two parallel transistors biased in class AB.

The purpose of thesis was to investigate and compare how two companies within pharmaceutical industry and nuclear power industry are currently working with quality development regarding continuous improvement and Lessons Learned in business processes. In addition, a simple comparison was made with the automotiveindustry.McNeil AB are improving their processes continuously and are according to the findings of this report performing well in their pursuit of world-class pharmaceutical production. They have a well functioning process regarding improvements proposed in weekly improvement meetings engaging all employees. However, during interviews it was made clear that the functionality of the process which administer improvement proposals generated in addition to, or beside the weekly improvement meetings, were inadequate. McNeil AB is proposed to administer this through an IT solution instead of by paper and e-mail, that simplifies the process of adding, implementing and follow up an improvement proposal.The nuclear power plant Ringhals AB recently made major improvements in their business processes as well as the plant itself.

Titel Lojalitet ? Är det möjligt att bibehålla vid en outsourcing? Författare Joacim Carlsson och Fredrik Thanche Handledare Marie Aurell Institution Managementhögskolan vid Blekinge tekniska högskola Kurs Kandidatuppsats i företagsekonomi, 10p Syfte Vi avser i vår uppsats att undersöka vad som påverkar lojaliteten vid en outsourcingprocess. Utifrån hur företagets agerande påverkar personalen avser vi också att ge förslag på vad man ska tänka på som outsourcande företag och hur man kan arbeta med att bibehålla lojalitet vid en outsourcing. Metod Undersökningen har ett kvalitativt upplägg. Vi har undersökt två företag som outsourcat någon del av företaget för två till tre år sedan.

The purpose of this essay is to examine how gender equality can be used in the workplace, its possible effects, and what collaboration can contribute to the subject of gender equality. A combination of legal sociological and legal dogmatic methodology has been used to examine the EU and Swedish law, how equality should be approached and what previous studies have concluded. An interview has been conducted to provide a clearer picture of how gender equality appears in practice, in the modern workplace. An equality plan should be conducted every three years and applies to employers who are responsible for more than 25 employees. The manual should include a description of the measures considered necessary in the workplace in order to promote gender equality. How an equality plan should be developed is not specifically outlined in the current law, and thus this is left up to the employer to determine.

Thesis purpose: This thesis will through a case study of a recently rebranded bank ?Jyske Bank?, seek to research deeper within the field of service sector rebranding. The internal communication used in connection to the rebranding, will be analyzed in order to investigate what initiatives Jyske Bank?s organizational leaders launched to implement the rebranding and furthermore whether the initiatives have worked. The research questions are: - What are the critical initiatives behind the re-branding process, and have these initiatives been successful?- Furthermore, to determine the success: To what extend does the intended image, created by the organizational leaders of Jyske bank, in relation to the rebranding, correlate with the identity held by the organizational members? Methodology: This thesis employs a mix of quantitative questionnaires and qualitative semi structured interviews.Theoretical perspectives: Corporate rebranding framework (Daly & Moloney, 2004) and a conceptualization of the employee branding process (Miles & Mangold, 2005)Empirical data: The empirical data was collected from in depth interviews with management and questionnaires from employees.