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%.

A Self-Attention Based Dynamic Resource Management for Satellite-Terrestrial Networks

The satellite-terrestrial networks possess the ability to transcend geographical constraints inherent in traditional communication networks,enabling global coverage and offering users ubiquitous computing power support,which is an important development direction of future communications.In this paper,we take into account a multi-scenario network model under the coverage of low earth orbit(LEO)satellite,which can provide computing resources to users in faraway areas to improve task processing efficiency.However,LEO satellites experience limitations in computing and communication resources and the channels are time-varying and complex,which makes the extraction of state information a daunting task.Therefore,we explore the dynamic resource management issue pertaining to joint computing,communication resource allocation and power control for multi-access edge computing(MEC).In order to tackle this formidable issue,we undertake the task of transforming the issue into a Markov decision process(MDP)problem and propose the self-attention based dynamic resource management(SABDRM)algorithm,which effectively extracts state information features to enhance the training process.Simulation results show that the proposed algorithm is capable of effectively reducing the long-term average delay and energy consumption of the tasks.

Artificial Intelligence Technique in Hydrological Forecasts Supporting for Water Resources Management of a Large River Basin in Vietnam

Hydrological forecasting plays an important role in water resource management, supporting socio-economic development and managing water-related risks in river basins. There are many flow forecasting techniques that have been developed several centuries ago, ranging from physical models, physics-based models, conceptual models, and data-driven models. Recently, Artificial Intelligence (AI) has become an advanced technique applied as an effective data-driven model in hydrological forecasting. The main advantage of these models is that they give results with compatible accuracy, and require short computation time, thus increasing forecasting time and reducing human and financial effort. This study evaluates the applicability of machine learning and deep learning in Hanoi water level forecasting where it is controlled for flood management and water supply in the Red River Delta, Vietnam. Accordingly, SANN (machine learning algorithm) and LSTM (deep learning algorithm) were tested and compared with a Physics-Based Model (PBM) for the Red River Delta. The results show that SANN and LSTM give high accuracy. The R-squared coefficient is greater than 0.8, the mean squared error (MSE) is less than 20 cm, the correlation coefficient of the forecast hydrology is greater than 0.9 and the level of assurance of the forecast plan ranges from 80% to 90% in both cases. In addition, the calculation time is much reduced compared to the requirement of PBM, which is its limitation in hydrological forecasting for large river basins such as the Red River in Vietnam. Therefore, SANN and LSTM are expected to help increase lead time, thereby supporting water resource management for sustainable development and management of water-related risks in the Red River Delta.

The Impact of Human Resource Management on University Development

As competition in the education industry intensifies and the knowledge economy evolves,the significance of Human Resource Management(HRM)in university institutions.This study aims to explore how HRM affects the sustainable development and competitiveness improvement of universities.This article begins with a theoretical analysis to define the concept of HRM and its particular relevance within university education.The subsequent analysis examines the multi-dimensional framework of university development,encompassing its connotation,goals,and key influencing factors.The article further elaborates on the positive effects of HRM on university teaching quality,scientific research capabilities,organizational culture,and social services.On this basis,the main challenges currently faced by university HRM are discussed,such as talent mobility,institutional constraints,resource limitations,and internationalization pressure.Finally,optimization strategies are proposed,including building a scientific human resources system,enhancing talent training and development,fostering diversity among teaching staff,and improving decision-making efficiency and transparency.The conclusions of this study aim to provide strategic insights for university education managers to better utilize human resource advantages and promote the comprehensive and sustainable development of universities.

Digital Transformation of Enterprise Human Resource Management Enabled by Big Data

With the continuous development of big data technology,the digital transformation of enterprise human resource management has become a development trend.Human resources is one of the most important resources of enterprises,which is crucial to the competitiveness of enterprises.Enterprises need to attract,retain,and motivate excellent employees,thereby enhancing the innovation ability of enterprises and improving competitiveness and market share in the market.To maintain advantages in the fierce market competition,enterprises need to adopt more scientific and effective human resource management methods to enhance organizational efficiency and competitiveness.At the same time,this paper analyzes the dilemma faced by enterprise human resource management,points out the new characteristics of enterprise human resource management enabled by big data,and puts forward feasible suggestions for enterprise digital transformation.

Optimization Analysis of Human Resource Management Strategies of Nantong University,a Local Comprehensive University in China

This study analyzes the current situation and challenges of Nantong University amid the rapid development of higher education,addressing aspects such as faculty structure,administrative management efficiency,and promotion mechanisms.Through questionnaire surveys and field research,coupled with SWOT analysis and various theoretical methods,a comprehensive analysis was conducted on Nantong University’s internal and external environment.The study proposes an improved comprehensive development strategy and implementation measures,which include updating management concepts,strengthening professional training,optimizing employment conditions,and improving salary systems.Ultimately,this study provides practical strategies for human resource management and the transformational development of Nantong University and other local comprehensive universities.

Exploration of Human Resource Management in Enterprise Business Management

Human resource management is an integral part of enterprise operation and management,contributing to the avoidance of financial risks,alleviation of performance problems,promotion of organizational development,enhancement of operational efficiency,and fostering sustainable enterprise development.Enterprise management should prioritize attention to human resource management by establishing an independent human resource management department and strategically planning human resource management tasks.This involves building an information management platform,developing a professional human resource management model to mitigate market risks,actively recruiting human resource management talents to form a competent team,and enhancing the human resource management and supervision system.These measures are essential for comprehensively improving the level of enterprise operation and management.

Countermeasures and Suggestions for Strengthening Human Resource Management in China’s Pharmaceutical Industry

Objective To provide reference and enlightenment for the development of human resource management in China’s pharmaceutical industry and to put forward some suggestions to promote the further development of pharmaceutical industry.Methods The method of literature review was used to analyze the current situation and existing problems of human resource management in China’s pharmaceutical industry.Results and Conclusion Only by continuously improving the human resource management skills and innovating management methods can pharmaceutical enterprises achieve long-term benefits with sustainable development.The formulation of human resource management strategy in pharmaceutical industry must be conducive to the realization of the business goals of enterprises.To achieve this overall goal,the human resources management department of enterprises must make the plan from a strategic perspective,formulate talent strategic planning which serves the overall strategic goal of the enterprise.As a result,human resource management will play an important role in the development of China’s pharmaceutical industry.

Research on the Status Quo and Countermeasures of Human Resource Management Outsourcing in China’s Pharmaceutical Enterprises

Objective To explore the current situation of human resource management outsourcing in China’s pharmaceutical enterprises,and to put forward some suggestions for enterprises and the government.Methods The current situation of human resource management outsourcing in China’s pharmaceutical enterprises was analyzed through the method of literature research.Results and Conclusion At present,the status of human resource management outsourcing in China’s pharmaceutical companies is that the level of human resource outsourcing companies is not high,and there are no relevant industry norms and laws.The information asymmetry between pharmaceutical enterprises and outsourcing companies results in adverse selection and moral hazard.Besides,the different culture of pharmaceutical enterprises and outsourcing companies leads to inefficient communication between enterprises and employee.To solve these problems,the government should promote and improve industry norms and laws to regulate the market.In addition,enterprises should clarify the motivation for outsourcing and make good decision on the outsourcing content.Meanwhile,enterprises should strengthen communication with employees to eliminate employees’concerns.

Research on Enterprise Human Resource Management Reform Strategy in the Era of Big Data

In the 21st century,with the development of the Internet,mobile devices,and information technology,society has entered a new era:the era of big data.With the help of big data technology,enterprises can obtain massive market and consumer data,realize in-depth analysis of business and market,and enable enterprises to have a deeper understanding of consumer needs,preferences,and behaviors.At the same time,big data technology can also help enterprises carry out human resource management innovation and improve the performance and competitiveness of enterprises.Of course,from another perspective,enterprises in this era are also facing severe challenges.In the face of massive data processing and analysis,it requires superb data processing and analysis capabilities.Secondly,enterprises need to reconstruct their management system to adapt to the changes in the era of big data.Enterprises must treat data as assets and establish a perfect data management system.In addition,enterprises also need to pay attention to protecting customer privacy and data security to avoid data leakage and abuse.In this context,this paper will explore the thinking of enterprise human resource management innovation in the era of big data,and put forward some suggestions on enterprise human resource management innovation.

Research on the Ideological and Political Education in the Curriculum of Human Resource Management in China

Based on the teaching concept of “Ideological and Political Education in the Curriculum”, taking the curriculum of “Human Resource Management” as an example, this paper explores the reform of ideological and political education design from the perspective of moral education objectives and teaching contents. The course takes “carrying forward the craftsmanship spirit” as the main line, and takes” constructing a pattern of high-quality education” as the main task, which not only cultivates students’ professional skills in human resource management, but also integrates ideological and political elements into all modules of human resource management, pays attention to students’ ideological trends and attaches importance to students’ ideological education. In the teaching content, the course introduces ideological and political elements such as craftsmanship spirit, entrepreneurship spirit and Chinese traditional culture. In the recruitment and selection section, the importance of craftsmanship spirit is emphasized, and talents who strive for excellence and excellence are advocated for selection. In the performance management section, combined with entrepreneurial spirit, the value of innovation driven and efficient execution is explored. When discussing about employee development, it is important to integrate socialist core values and balance individual and collective interests. In the chapter of corporate culture, we will delve into the essence of traditional Chinese culture, such as team harmony, integrity, and professionalism to cultivate a good organizational atmosphere. Ideological and political education in the curriculum of Human Resource Management uses case analysis, group discussions and other forms to enhance students’ political identity, ideological identity and emotional identity, so as to deepen students’ professional ideal and ethics education.

Exploring the Digital Path of Human Resource Management in Innovation and Entrepreneurship Enterprises

The digitization of human resource management functions can enhance the adaptability of human resource management and promote the comprehensive digital development of innovative and entrepreneurial enterprises.This article first summarizes and evaluates the connotation and research status of the digitalization of enterprise human resource management.Secondly,it analyzes the influencing factors of digitalization of human resource management in innovative and entrepreneurial enterprises from three aspects:employee factors,organizational factors,and technological factors.Finally,it designs a digitalization plan for human resource management in innovative and entrepreneurial enterprises from four aspects:analyzing the current situation,preparing thoroughly,designing plans,and building systems.It emphasizes the value of digitalization of enterprise human resource management for innovative and entrepreneurial enterprises.

The Impact of Human Resource Management on Regional Economic Development

A company that does a good job in human resource management will promote the process of regional economic development,and related enterprises will develop rapidly as a result.In future work,enterprises should carefully study the relationship between the two,and innovate their human resource management and development methods while fully considering the needs of talent development and regional economic development,in order to fundamentally optimize the regional economic development status.

A simulation-based two-stage interval-stochastic programming model for water resources management in Kaidu-Konqi watershed,China

This study presented a simulation-based two-stage interval-stochastic programming （STIP） model to support water resources management in the Kaidu-Konqi watershed in Northwest China. The modeling system coupled a distributed hydrological model with an interval two-stage stochastic programing （ITSP）. The distributed hydrological model was used for establishing a rainfall-runoff forecast system, while random parameters were pro- vided by the statistical analysis of simulation outcomes water resources management planning in Kaidu-Konqi The developed STIP model was applied to a real case of watershed, where three scenarios with different water re- sources management policies were analyzed. The results indicated that water shortage mainly occurred in agri- culture, ecology and forestry sectors. In comparison, the water demand from municipality, industry and stock- breeding sectors can be satisfied due to their lower consumptions and higher economic values. Different policies for ecological water allocation can result in varied system benefits, and can help to identify desired water allocation plans with a maximum economic benefit and a minimum risk of system disruption under uncertainty.

Comparison of water resources management between China and the United States

As the world’s top two economies,the United States(U.S.)and China face a number of similar water resources problems.Yet,few studies have been done to systematically compare policies and approaches on water resources management between China and the U.S.This study compares water resources policies of China and the U.S.in the areas of national authority,water supply,water quality,and ecosystem use of the water to draw lessons learned and shed light on water resources management in China,the U.S.,and the rest of the world.The lessons learned from the comparison include six aspects.1)New paradigms of people-water harmony and a water-saving society are urgently needed to address the pressing water crisis and achieve the United Nations Sustainable Development Goals(UN SDGs).2)A comprehensive,consistent,forward-looking national policy is necessary to achieve sustainable use of water resources.3)Empowerment of river basin commissions with comprehensive authority over the integrative management of air,land,water,and biological resources in the river basin could significantly enhance the benefits and effectiveness of economic development and environmental protection.4)Expansion of water exchange through market mechanisms among water users promotes efficient and beneficial water uses.5)Use of water for ecosystem services should be an integral part of water resources management.China has set up a national blueprint for achieving ecological civilization;maintaining appropriate amounts of flow in rivers and lakes for maintenance of wildlife and fisheries and ecosystems should be institutionalized as part of this national strategy as well.6)By sharing their rich experiences and lessons in water resources management,economic development,and ecological protection with other countries,China and the U.S.can help the world to achieve global human-water harmony and the UN SDGs.

Emergency Plan for Water Supply in Consecutive Droughts and Sustainable Water Resources Management in Beijing

Beijing, the capital city of China, has suffered from acute water shortage, with only 300 m3/a of water resources available per capita. In addition, Beijing has experienced a prolonged period of consecutive droughts from 1999 to 2010. Water crisis has constrained the socio-economic development of Beijing. Meanwhile, the national "South-to-North Water Transfer"（STNWT） project, which is expected to provide some relief to the water crisis in Beijing, is still under development. In order to ensure the security of water supply in Beijing before the completion of the STNWT project, several measures have been implemented to cope with droughts, including pumping groundwater from emergency well fields,water saving, recycling of water, rain and flood water harvesting, and the diversion of water from neighboring rivers and groundwater basins. Groundwater from four emergency well fields contributes the most to the public and domestic water supplies in Beijing, supplying a total volume of 1.8×10;m;.The water crisis is supposed to be mitigated by the completion of the STNWT project. After the completion of this project, more sustainable management of water resources will be implemented,including the use of aquifers as groundwater reservoirs and conjunctive use of surface water and groundwater resources.

Biological Evaluation Based Quality Management of Water Resources in Small Xingkai Lake

Taking the water ecosystem of Small Xingkai Lake as research object,through the survey and analysis of aquatic organism indicators,this paper established an ecosystem integrity evaluation system with the biological integrity as the criterion layer. Using the index of biological integrity and comprehensive health index,it evaluated the health status of water ecosystem of Small Xingkai Lake.

Endogenous Security-Aware Resource Management for Digital Twin and 6G Edge Intelligence Integrated Smart Park

The integration of digital twin(DT)and 6G edge intelligence provides accurate forecasting for distributed resources control in smart park.However,the adverse impact of model poisoning attacks on DT model training cannot be ignored.To address this issue,we firstly construct the models of DT model training and model poisoning attacks.An optimization problem is formulated to minimize the weighted sum of the DT loss function and DT model training delay.Then,the problem is transformed and solved by the proposed Multi-timescAle endogenouS securiTy-aware DQN-based rEsouRce management algorithm(MASTER)based on DT-assisted state information evaluation and attack detection.MASTER adopts multi-timescale deep Q-learning(DQN)networks to jointly schedule local training epochs and devices.It actively adjusts resource management strategies based on estimated attack probability to achieve endogenous security awareness.Simulation results demonstrate that MASTER has excellent performances in DT model training accuracy and delay.

The Mixed Mechanism in the Management of Water Resources in China

It is a challenge for China to address its serious water resource problems, and inefficient water use. Improving water use efficiency is the key solution to dealing with this issue. There are two basic mechanisms practiced in the world aiming to pursue water conservation, i.e. administrative and market-based management pattern. Water as an irreplaceable resource with many attributes, either public or market-based management mechanism has its disadvantages. In order to avoid the inherent "administrative failure" or "market failure", this paper emphasizes the importance of changing traditional water resource management mechanism to establish a mixed mechanism of public and market water management based on China’s conditions and experiences from developed countries. Three key aspects of this combined mechanism are identified in this paper, i.e. recognizing and managing water rights to promote efficiency, strengthening effectiveness of government management to lower transaction cost and encouraging water user participation to increase flexibility. Detailed information on implementing of this combined mechanism in China is given in the end.

THE DYNAMIC SIMULATION MODEL OF MANAGEMENT FOREST RESOURCES SYSTEM

The regional forest resource structure was analyzed and a dynamic simulation model of management forest resource system was set up. By this model, different changable results of forest resource in Mudanjiang District of Heilongjiang Province wer simulated and analyzed under different management policies using of computers. Then an optimum managent forest resource plan was selected. In addition, it also provides an effective theoretical basis for decision maker to draw up a precise development forestry strategic plan for some region.