Torsion Lab Report Example | Topics and Well Written Essays - 1250 words

Torsion - Lab Report Example ners, are frequently subject to this perspective of torsion testing mainly for the sake of determining their levels of strength especially under duress (AMERICAN SOCIETY FOR TESTING MATERIALS, 1961).   Torsion test may take place under three major categories. These includes; failure testing, operational testing, as well as proof testing. Failure testing has to do with the aspect of material twisting till it breaks (HELLER, 1975).  Proof testing on the other hand plays a role of observing whether specific material can withstand a certain torque load quantity over a given timeframe. Finally, operational testing is meant for testing particular products for confirmation of their elastic limits before taking them to the market. It is often deemed very critical to take records of each and every torsion test result. This is done through creation of a stress-strain graph with both X-axis and Y-axis bearing the values regarding the angle of twist and the torque respectively. With use of a torsion testing device, twisting is done at quarter-degree level of increments with subsequent recording of the torque it can actually withstand. The twist angle corresponds to the strain, and the measured torque corresponds to the stress. A torsion test is often conducted on various materials so as to determine their torsional features. These properties includes; Ductility, shear elasticity, ultimate and yield shear strengths, as well as the rapture modulus. Torsion test performance is mainly done for various distinct purposes and significance (KEETON, 1975).  This is because, by testing products such as switches, biomedical catheter tubing, automotive steering columns, fasteners, among others; manufacturers gets the ability of simulating service conditions, checking of product quality, designs verification, and the aspect of ensuring adequate manufacturing techniques. The material’s elastic limit refers to the point upon which it will no longer return back to its unique size or

Strategic Human Resource Management Assignment Example | Topics and Well Written Essays - 3000 words

Strategic Human Resource Management - Assignment Example The coverage of HRM also extends to a comprehensive approach to the workplace environment and culture, towards enabling the staff of the organization – participate actively and productively, in the overall direction of the organisation and the pursuit towards its goals and objectives. HRM has been shifting from the traditional administrative, personnel and transactional roles, which are often outsourced. The real purpose of HRM in today’s business world is to add value to strategic utilization of staffs, and that staff programs impact on the outcomes of the organization in measurable ways (Nkomo, Fottler & McAfee, 2010, p. 52). This leads to HRM metrics and measurements as well as strategic direction – towards demonstrating value addition. Strategic HRM as housed under the HRM function is designed to aid organizations – to best manage the needs of their employees, while promoting the goals of the company. It focuses around the proactive management of staff s. It involves envisioning and planning ways to meet the needs of the employees effectively – so that they can work towards meeting the needs of the organization in an effective manner. ... In the early 1980s, American Business School professionals published different articles and books in support of HRM concepts and the volatility of the business environment – which present heterogeneity and conflicts (Soderlund & Bredin, 2006, p. 249-251). Due to its many influences and the diverse origins, HRM encompasses central characteristics of importance to organizations: practice, individual, educational theory, industrial relations, practice, social and organizational psychology, and organizational theory (Soderlund & Bredin, 2006, p. 242-265). Till today, there is not any universally accepted definition of HRM and what it covers in every-day business. However, satisfactory definitions define the field as 1) a management responsibility that focuses on managerial functions 2) management philosophy that emphasizes on people treatment and 3) managing the interactions between an organization and its employees (Soderlund & Bredin, 2006). Due to the conflict in the theoretica l notion and the hypothetical discrepancy about the definition, the Mathis and Jackson (2011) defintion will be used for this review – as it better explains and covers major areas of the study. According to Mathis and Jackson (2011), it is the philosophy of managing staff resources, based on the understanding that human resources are vital towards the sustenance of business success. An organization creates competive advantage through using its human resources effectively – drawing on their ingenuity and expertise to meet organizational goals and objectives. The funtion of HRM is focused around the recruitment of flexible, capable and devoted