Ethics of Human Resources Management in the Cameroonian Health System, Medical Nomadism and the Ineffectiveness of the Fight against High Blood Pressure

Context/objectives: The fight against Chronic Non-Communicable Diseases (NCDs) is a long-term undertaking, which requires available, motivated and well-managed human resources (HR). The administrative management of skills on both qualitative and quantitative levels is one of the essential functions of a health system. To better implement policies of fight against High Blood Pressure (HBP) and other chronic diseases, it is important to establish strategies to retain health personnel. This loyalty requires favorable working conditions and consideration of the contribution-reward couple. Good working conditions are likely to reduce the phenomenon of medical nomadism;conversely, poor HR management can contribute to their exodus towards exotic “green pastures”, thus leading to an additional crisis in the Cameroonian health system. The fight against HBP is a complex, multifaceted and multifactorial reality that requires appropriate management model for all types of resources mainly HR. The main objective of this research is to show the impact of poor management of human resources in Cameroon health system on medical nomadism and the ineffectiveness of the fight against High Blood Pressure. Method: A cross-sectional descriptive survey among five hundred (500) health facilities in the center region of Cameroon has been conducted. A stratified probabilistic technique has been used, and the number of health facilities to be surveyed has been determined using the “sample size estimation table” of Depelteau. The physical questionnaires have been printed and then distributed to data collectors. After data collection, the latter were grouped during processing in Excel sheets. The Chi-square test was used for data with a qualitative value and that of Kolmogorov-Sminorf for data with a quantitative value to assess the normality and reliability of data. The Crochach’s Alpha reliability test allowed us to have a summary of the means and variances and then to search for intragroup correlations between variables. Descriptive analysis was possible with the XLSTAT 2016 software. Results: 43.60% of Health Facilities (HF) managers were unqualified. 82.20% of HF managers have staff in a situation of professional insecurity. They are mainly contractual (49.00), decision-making agents (24.40%), casual agents (08.80). The proportion of unstable personnel is average of 22.00% and very unstable, 12.00%.

Ways to Cultivate and Develop Human Resources in the New Situation

In the trend of globalization,digitization,and economic integration,human resources are the core competitiveness of enterprises,and cultivating and developing them is crucial for enhancing competitive advantages.This article delves into how human resource development drives enterprise innovation,promotes team collaboration,and optimizes performance management.Currently,although many enterprises are beginning to attach importance to human resource development,they still face problems such as insufficient investment,weak targeted training,and insufficient exploration of employee potential.Therefore,it is proposed that in the new situation,enterprises need to strengthen diversified training strategies,use digital tools to improve training efficiency,build a fair performance evaluation system,stimulate employee potential,and promote internal talent mobility.The implementation of these strategies will effectively enhance the efficiency of enterprise human resource management and consolidate market position.

Application of Information Technology in Institutions and Challenges of Human Resources-Case Study: Administration of the Municipality of Ferizaj

This study aims to investigate how information technology is applied in the administration of the municipality of Ferizaj and what are the challenges with human resources, the work was carried out through a case study in the municipality. This paper highlights that the use of information technology provides higher efficiency for the performance of daily work in the municipality, thus also the provision of better services to citizens. However, the level of use of information technology in the Municipality of Ferizaj leaves much to be desired in terms of efficiency because a significant number of employees have not attended adequate training for the effective and efficient use of various IT applications and have not are still adapted to the digital environment in the municipality. Therefore, the recommendation derived from this paper is that the information technology environment in the municipality of Ferizaj needs to be improved by providing staff with adequate qualifications, while for those who are currently engaged in the municipality and who do not have adequate qualifications, training should be provided in a way that all users of IT applications are fully integrated into the digitized environment in order to be effective and efficient in providing services to citizens. This simultaneously gives the municipal staff job security and motivation for better services for citizens. Also, information technology enables a better control over the activity of the municipality because every action is recorded as data which can then be used to analyze the performance of the municipality.

Study on human resources cost accounting based on standards and general rules

The issue of the new standards for employees＇ salary and general financial rules that include employees＇ salary and relevant expenditures, have a great impact on human resources cost accounting. This paper performs a specialized study on human resources cost and employees＇ salary, accounts setting and accounting treatment for human resources cost accounting, human resources cost report, etc. on the basis of relevant provisions in the new Chinese accounting standards, the general financial rules, international accounting standards, and relevant academic research findings.

Discussion on Present Situation and Countermeasures about the development of nursing human resources

Nursing Human Resource Management is part of the human resources is nursing human resources by organizing nurses study, planning, training, and ultimately serve the medical career management stated objectives. Nursing human resource development of our human resources there are insufficient care, nurses configuration structure is irrational, the management system is not perfect, nurses are not high quality is the current status of nursing human resource mauagemenL and problems. This paper proposes a ＂human resource is the first resource＂ human resources management concept, has taken to develop a reasonable management mechanism, improve relevant laws and regulations of nursing human resources development, increase investment in education, strengthen education and training for nurses, the rational allocation of nursing human resources and other measures. In this paper, the connotation of Human Resources Management in the current situation as the starting point of care, from the current situation of nursing human resource development and the problems of the current situation of nursing human resource management and problems of nursing human resources management to discuss and propose appropriate for the development of human resource management solutions.

Changes in Human Resources in Polish Agriculture

In this paper some selected items of changes in the human resources in Polish agriculture at the beginning of 2 Ist century were presented, especially the questions of employment and education of the rural areas population, including farmers. The employment, as the first of the issues, was presented against the changes in the EU and the stable but non-revolutionary character of changes in Polish agriculture was underlined. To illustrate the connections between the process of changes in agriculture and the level of education some statistic data were shown. The disproportion in education level between the urban and the rural population was exposed with the emphasis on poor education of the farmers. The author also discussed the further prospects of human resources changes in the rural area to 2035. At the same time the importance of education in the process of raising the standard of life and work of people in the rural areas was stressed.

Human resources allocation for aircraft maintenance with predefined sequence

There are always large-scale items in the maintenances schedule of aircraft system, many of which have been fixed to be done in predefined sequences, which leads the workflow to be sys-tematically complex and makes this kind of problem quite different from all sorts of existing job-selection modes. On the other hand, the human resources are always limited and men have different working capabilities on different items, which make the allocation operation of human resources be much roomy. However, the final total time span of maintenance is often required to be as short as possible in many practices, in order to suffer only the lowest cost of loss while the system is stopping. A new model for op-timizing the allocation if aircraft maintenance human resources with the constraint of predefined sequence is presented. The ge-netic algorithm is employed to find the optimal solution that holds the shortest total time span of maintenance. To generate the ul-timate maintenance work items and the human resource array, the sequences among all maintenance work items are considered firstly, the work item array is then generated through traversal with the constraint of maintenance sequence matrix, and the human resources are finally allocated according to the work item array with the constraint of the maintenance capability. An example is demonstrated to show that the model and algorithm behave a satisfying performance on finding the optimal solution as expected.

Cultivating New-type Farmers Based on the Theory of Human Resources Development

Under the direction of theory of human resources development,this thesis analyzes the impact of rural human resources development oncultivating new-type farmers.Firstly,it increases the input of rural basic education;secondly,it reinforces the vocational education and technologytraining;thirdly,it promotes the rural medical and public health services;fourthly,it quickens the rural labor transfer.The status quo of China's ruralhuman resources has been analyzed as follows:in terms of the quantity of rural human resources,the status quo is large and quick-developed baseof rural human resources,high labor participatory rate,and constitution of low age;in terms of the quality of rural human resources,the status quois the ubiquitous low quality of rural human resources,low technological level of rural human resources,and overall low physical quality of farmers;in terms of the structure of rural human resources,the status quo is the irrational industrial structure distribution and imbalanced regional structuredistribution.The thesis also discusses the edification of theory of human resources development in cultivating new-type farmers.First,in terms ofthe control over quantity of rural human resources,it is to keep the stability of family planning policy,and expedite the transfer of rural surplus la-bor;second,in terms of promoting the quality of rural human resources,it is to bolster the development of reserve rural labor force resources,toconstruct the adult educational training system with Chinese characteristics,and to build rural primary health care system;third,in terms of adjus-ting the structure of rural human resources,it is to perfect rural human resources market,and adjust rural economical structure and talents struc-ture.

MANAGING HUMAN RESOURCES FOR RETAIL SERVICE QUALITY

This study examines the management of service qua lity in fashion retail operation. The human resources processes leading to external service quality are consolidated into a quality management framework. With reference to the framework, the factors, their importance and relationships within each process are established by the responses of practicing salespersons. A clear picture of the underlying management mechanisms leading to strong sales forces and service quality are produced. Retail management is required to better establish and manage the human resource.

Human Resources Accounting

The 21 st century will be the epoch of knowled ge economy. Knowledge economy is to develop economy on the basis of knowledge will surely become the major resources of economy development. Therefore, human resources accounting which provides such information as the ebb and follow of hu man resources investment, the size of the human resources employment, will bec ome the main stream of accounting the time of knowledge economy. To face China ’s reality, to develop economy, and to flourish enterprises, we must combine it with our country’s reality. Study and improve our accounting theories of human r esources, embody the essential contents of stressing knowledge, respecting perso nnel in the design of our present system, and stimulate fundamentally motivation of the work force.

Human Resources Development and Migration： New Potential Determinants for Monetary Policy

The main objective of the present paper is to determine the potential impact the qualitative and quantitative tendencies in the labor market on the decisions which influence the design of monetary policy worldwide. The analysis is focused on how human resources and phenomena associated with them could influence potential growth and, further on, how they can impact monetary policy decisions at national level for European countries outside the euro area and at ECB level for the euro zone countries. Moreover, the paper will envisage potential macroeconomic reactions （monetary decisions herewith included） to human resources dynamics. The economic variations are regarded through the perspective of growth potential shown by the Research ＆ Development sector and also through the effects of labor force migration. The analysis of statistical data aims at pointing out the different economic perspectives in the European Union, the United States, and Japan, also considering the disparities between EU member states. The analysis is completed by the use of the ranking method, the conclusions stating once more the crucial importance of the human factor in drawing monetary policy decisions

Human Resources

The theoretical foundations of human resources(HR)involve various concepts that are often are perceived much differently by employers and employees.They include leadership strategies,diversity,employee relations,ethical responsibilities,corporate responsibilities,labor relations,staffing,security,technology,and much more.Research has supported the premise that if executed wisely,the systems defined in HR theory can increase performance and the potential for competitive advantage.It is important to define the knowledge gaps regarding what relevant attributes HR CEO’s and employees need to possess and understand.Ultimately,HR managers are responsible for a variety of functions that will ensure the success of their organization and analyzing multiple perspectives aids in moving towards a productive,cohesive unit.Steps can be taken by both the supervisors and frontline staff,to solidify the strength of the unit and those actions begin by first understanding each job’s perspective.The following presents key concepts from the administrative role and the employee role in a generalized business environment.

Entrepreneurs as decisive human resources and business performance for the Lao SMEs

Resource-based view （RBV） has been a very important theory to explain performance in the past decades. Among several types of resources, human resources are known as a critical factor for business success. The present paper has sought to link the human resources and performance based on the concept of RBV focusing on entrepreneurs as decisive human resources. This paper uses a sample of 378 Lao small and medium enterprises （SMEs）. Overall, the findings suggest that the significant factors in explaining performance in Lao SMEs are the education of entrepreneurs, business development services for entrepreneurs and experience of entrepreneurs. Whereas training at starting business and training for entrepreneurs were not supported.

The Application of Expand Option of Real Options in Human Resources Evaluation

The traditional models of evaluating human resources are mainly based upon the discounted value of future payment, but these models fail to take the employment risk into account, and often neglect the uncertainty and underes- timate the human resource value. This paper first introduces the option theory, and then presents human resources as the real commodity for the call option. Second, concerning the choices for the uncertainty decision, the decisions of delay- ing the employment of the human resources, expanding or deducing the scale of human resources, giving up or chang- ing human resources, etc., are made to deal with the future uncertainties appropriately. This will cause the investment to be more beneficial or to reduce the loss. Finally, the expand option theory of real options is used to evaluate the value of reinvestment in human resources, and the expand option theory could be provided as a reference for management im- plementation and decision-making in human resources.

The Application of Multi-Criteria Analysis to Managing Human Resources on the Local Government Level in Environment Protection

This project investigates the hypothesis for keeping the environment safe by using human resources at the local government level. Strategic decision-making in the management of human recourses in the field of environmental protection is crucial for the countries in transition. Lack of financial and technological resources can be compensated with other potentials. Therefore, it is necessary to emphasize the decision-making process. Optimization of the existing resources under real conditions is needed in order to get better results of the implementation of adopted strategies. As an example, the scheme of optimal solution based on PROMETHEE method （multi-criteria method of optimization） is given.

An Empirical Study on Project Management Maturity in Human Resources

The assessment of the Project Management Maturity （PMM） level shows the company how good it is at managing projects. This measurement can be performed in different domains of expertise. In the article, the issue of PMM in the human resources （HR） area is examined. The discussion is based on a world-wide empirical research project conducted in more than 400 companies. The study was mostly focused on the machinery industry as there is a dearth of research on project management topics in this branch of the economy. Therefore, by investigating the PMM level in the HR area, a picture of the state of project management in the machinery industry will be created. For the purposes of comparison, a study was conducted on the construction （CONS） and information technology （IT） industries which, in contradistinction, are very well recognized in the scientific literature related to project management issues. This approach will help to better contextualize and understand the results from the machinery industry. The PMM level measurement was done using the author＇s model which assesses maturity on a scale of one to five, where one is the lowest and five, the highest level of maturity. The results of the study revealed that there were differences among the industries in PMM levels and between Polish and foreign companies.

Strengening Management of Human Resources in Certification Body

Human resources are at the core ofany certification body.To establish the public credibilityof its work,a certification body must constructa professional and high quality personnel team thatcan meet the demands of various certificationtasks.The China Quality Mark Certification Group(CQM Group) attaches great importance to the constructionof human resources.Taking the training offirst-rate personnel as the primary objective of itsstrategic development,the Group has formulatedand gradually implemented the human resource developmentstrategy.It has also adapted and improvedthe professional structure of its certificationpersonnel in a timely manner,planned and organizedcontinuous education for these personnel andstrengthened monitoring of the use process of certificationpersonnel.This has been done to improvethe core competitiveness of the CQM Group and torealize the strategic objective of becoming an "internationalname brand certification body with first-ratepersonnel,first-rate management,first-rate qualityand first-rate services".

Human Resources Information Management Research of Xinlong Casting Company

Based on the integrated predecessors＇ research results and practical experience at home and abroad, on the basis of investigation and study the Xinlong casting co., LTD. In the process of implementation of human resources information management problems, such as： The problems existing in the informatization recruitment; The problems in the compensation management, software foundation weak; In the labor relations problems. ChangIng the concept of executives, to renew the idea of human resources information management. And other small and medium-sized enterprise human resources the implementation of information management to provide the reference and the suggestion.

Study on the Development of Human Resources Services in Xinxiang

With the continuous economic growth,human resources service industry also plays an important role in the economic development.In order to explore the development of human resources service industry in Xinxiang,based on a survey of more than 50 enterprises and organizations in Xinxiang,Xinxiang’s human resources service industry has a bright future,however,there are still some problems in the aspects of enterprise scale,personnel skills and agglomeration management.Therefore,different countermeasures are put forward for different roles to solve the development obstacles and promote the development of industry agglomeration,building a new type of human resources to serve the ecological industry chain.

The Problem analysis of imbalance between supply and demand of pension agency human resources

As the population ages and family miniaturization trend intensified, pension agency demand for service personnel increased significantly, while the supply of human resources is inadequate. This article is based on the present situation of the imbalance between supply and demand of human resources, analysis of causes of the contradiction between them. Then put forward some suggestions on this basis, such as increase government financial input, build a professional medical personnel training system, develop volunteers and improve employees＇ rights protection mechanism.