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Specialties of First SMED in Pharmaceutical Manufacturing
1-11Megtekintések száma:202Single Minute Exchange of Die (SMED) is considered as an effective lean management method increasingly used in pharmaceutical manufacturing. By reducing change-over times and costs, the successful implementation of the first SMEDs may bring a significant increase in terms of manufacturing flexibility. The purpose of this study is present the special factors that fundamentally determine SMEDs applied especially in the process of pharmaceutical manufacturing. By focusing on a well defined part of the pharmaceutical manufacturing process, lasting from Weighing and Measuring to the end of Tablet Pressing, the study also aims to highlight the benefits of SMED itself. The findings of the research are based on the practical experiences of four SMEDs implemented in various sections of production. According to the experiences and considering industrial specialties, the implementation of SMED has to harmonise with the requirements of Good Manufacturing Practices (GMP) which are representing the golden quality standards of pharmaceutical manufacturing.
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Egy világméretű sportesemény, a 2017 Vizes Világbajnokság néhány társadalmi aspektusa a jövő managereinek szemszögéből a felkészülési időszakban
40-59Megtekintések száma:727A világ egyik legnagyobb sportrendezvényét a 2017-es Vizes Világbajnokságot és Masters Világbajnokságot Magyarországon rendezik. Jelen tanulmány a mega sportrendezvény társadalmi hatásait tárgyalja, és néhány hangsúlyos befolyásoló tényezőt vesz számba. A szerzők a nyári kezdés előtt 6 hónappal, a felkészülési időszakban vizsgálták a jövő managereinek vélekedéseit a feltárt társadalmi hatásokkal és az azonosított társadalmi és sportági befolyásoló tényezőkkel összefüggésben. Az empirikus kutatás helyszíne az ország legnagyobb hallgatói létszámmal bíró felsőoktatási intézménye a Debreceni Egyetem volt.
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Requirements for Multicultural Competencies Defined by a Focus Group
44-56Megtekintések száma:205Globalization, the spread of multinational companies and the enormous development of information technology can lead to a new trend in employers’ requirements. However, being employed by an international company is a real possibility for any employee in any part of the world. Even if they do not have to work abroad, employees may have to function in a multinational environment in their home countries. A favourable combination of intercultural competencies is a key factor in the selection and development of employees. A possible way of measuring these competencies can be the Multicultural Personality Questionnaire (MPQ). First of all,on the employers’ part, it is important to clarify the exact requirements and competencies (dimensions) to be able to draw up an ‘ideal profile’. We prepared two versions of the MPQ (91-item; 5-dimensional) and used them to test employers’ requirements in the selection process regarding the dimensions of cultural empathy, open-mindedness, social initiative, emotional stability and flexibility. This study describes the results of a focus group interview, which took place in 2017, revealing the importance of multicultural competencies from the employers’ point of view and examining the conditions of the adaptability of the two questionnaires. We used the focus group method to find out in what conditions the questionnaires canbe used in a selection process. What possibilities and limits are therefor using the direct five-dimensional questionnaire? What aspects do we need to take into consideration in expressing and interpreting the requirements in the results of the test?