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%.

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.

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.

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.

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.

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.

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.

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.

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.

Ontology-Based Approach for Human Competency Gap Analysis in Air Traffic Management:A Case Study of Georgia

The Global Air Navigation Plan is a flexible global engineering approach that allows all States to advance their Air Navigation capacities based on their specific operational requirements.Aviation professionals have an essential role in the transition to,and successful implementation of the GANP.The research work is focused on the creation of methodology for the partial automation of the comparison competences of Air Traffic Management(ATM)personal and synthesis of training courses and modules,using a formal,ontology-based approach as a tool to solve these problems.One of the problems in the implementation of the GANP is that,on the one hand,there are currently no unified requirements for all categories of ATM personnel,and on the other hand,the development of ATM technologies is far ahead of the pace of training of personnel of appropriate qualifications.This problem becomes even more noticeable in countries that have just started an active modernization of ATC systems and do not have enough experience in this field.The paper describes the general methodological approach based on the education ontology modelling for human competency gap analysis in ATM and for gap analysis between the university curricula outcomes and the ATM requirements.The ontology of key personnel competencies issues for the design and integration of large-scale future ATM programmes is proposed.

Conservative Management of Unruptured Ectopic Pregnancy—A Retrospective Study

An ectopic pregnancy (EP) is defined as any pregnancy that occurs outside the uterine cavity. The most common site of ectopic pregnancy is the fallopian tube. The goal of this retrospective study is to address medical and conservative surgical management of unruptured fallopian tube EP as an effective manner to preserve tubes to prevent secondary infertility. This study was conducted between January 1, 2010, and April 30, 2024, in Ponni Hospital, Madurai. It included 319 women, out of 6248 pregnant women diagnosed with ectopic pregnancy by using an Inexecreen kit, trans-abdominal scan, trans-vaginal scan, and doubling of beta-human chorionic gonadotropin (β-HCG) in 48 hours and Magnetic Resonance Imaging (MRI). Medical and conservative surgical management were given to those patients effectively. Out of 319 patients, 62 patients (19.4%) had a ruptured ectopic pregnancy and underwent surgical treatment;257 patients (80.6%) had an unruptured ectopic pregnancy. The conservative medical management was provided to 257 patients. Out of 257 patients, 235 patients were treated by injecting methotrexate and folic acid rescue when the criteria were met. 14 patients had salpingostomy and injection methotrexate (Inj. Methotrexate) and inj. Prostaglandin F2 alpha was administered into the tubal wall to preserve tubes. 8 patients had a live ectopic pregnancy;for those patients, Inj. Methotrexate was injected into the gestational sac through ultrasound guidance. 225 out of 257 patients reached out to us to seek fertility treatment;the remaining 32 patients were not seeking fertility. All fertility-seeking patients had successful pregnancies. We lost follow-up of 12 patients in this study. Out of 213 patients who came for fertility treatment, a 76.1% success rate was achieved with live birth, the recurrent ectopic pregnancy rate was 13.6%, the miscarriage and stillbirth rates were 10.3%. 32 patients, who were not seeking fertility, had quality life without surgical scars for ectopic pregnancy and cost-effective treatment. 25 patients out of 32 had laparoscopic sterilization later, and 7 patients followed temporary contraception as per our advice. This clinical data was retrieved from medical records.

Investigating the Evolution of Human Resource Management in Enterprises in the Era of Big Data

Human resource(HR)management plays a crucial role in the overall management of enterprises,exerting a significant influence on their growth and development.With China now firmly entrenched in the era of big data,the conventional HR management approach is no longer adequate to meet the evolving demands of enterprise progress.Therefore,there is a pressing need to actively revamp the management strategies to improve the quality.This article outlines the importance of reforming enterprise HR management in the context of big data,scrutinizes the prevailing challenges in this domain,explores strategies for transforming HR management within enterprises in the era of big data,and provides illustrative examples to summarize valuable managerial insights,thereby offer enterprise leaders a valuable source of reference information.

Research on the Relationship Between Human Resource Management and Corporate Environmental Responsibility

The significance of human resource management in enterprise management is steadily growing,especially as businesses today are expected to shoulder their share of social responsibility.Among these responsibilities,corporate environmental responsibility assumes a pivotal role.This paper aims to investigate the interplay between human resource management practices and corporate environmental responsibility.The study employs various factors of human resource management practices as independent variables,using the current environmental status quo and environmental innovation capacity as intermediary variables,and adopts multiple regression analysis to scrutinize the influencing factors of corporate environmental responsibility.The findings underscore that when the working environment is favorable,enterprise human resource management practices can effectively enhance corporate environmental responsibility.Furthermore,when supported by environmentally responsible behavior,these human resources practices exhibit a positive influence on a company’s environmental responsibility.Consequently,this study provides practical recommendations for enhancing corporate environmental responsibility.

INTEGRATION OF HUMAN FACTORS ENGINEERING AND QUALITY MANAGEMENT

Human factors engineering and quality management are different research branches in the field of industrial engineering.A basis for interaction based on the concepts and techniques of human factors engineering and quality management with some practical examples of cooperative effect is defined in this paper.The specific challenges about the quality management in manufacturing and service are presented to demonstrate that the human factors analysis of quality problems leads to new tends for integrated development.

Hole‑Transport Management Enables 23%‑Efficient and Stable Inverted Perovskite Solar Cells with 84%Fill Factor

NiO_(x)-based inverted perovskite solar cells(PSCs)havepresented great potential toward low-cost,highly efficient and stablenext-generation photovoltaics.However,the presence of energy-levelmismatch and contact-interface defects between hole-selective contacts(HSCs)and perovskite-active layer(PAL)still limits device efficiencyimprovement.Here,we report a graded configuration based on bothinterface-cascaded structures and p-type molecule-doped compositeswith two-/three-dimensional formamidinium-based triple-halideperovskites.We find that the interface defects-induced non-radiativerecombination presented at HSCs/PAL interfaces is remarkably suppressedbecause of efficient hole extraction and transport.Moreover,astrong chemical interaction,halogen bonding and coordination bondingare found in the molecule-doped perovskite composites,whichsignificantly suppress the formation of halide vacancy and parasitic metallic lead.As a result,NiO_(x)-based inverted PSCs present a power-conversion-efficiency over 23%with a high fill factor of 0.84 and open-circuit voltage of 1.162 V,which are comparable to the best reported around 1.56-electron volt bandgap perovskites.Furthermore,devices with encapsulation present high operational stability over 1,200 h during T_(90) lifetime measurement(the time as a function of PCE decreases to 90%of its initial value)under 1-sun illumination in ambient-air conditions.

Evaluation of the Strategic Tolerance Human Resource Management Based on Matter-Element Analysis Method

The main features and connotation of the tolerance human resource management based on strategy are analyzed and summarized. The theory and method of systematic engineering is used to build the evaluation index systems for the tolerance human resource management. On the basis of it, by using the theory of matter-element analysis, the matter-element models are formulated for the evaluation of the tolerance human resource management. Regarding annual tolerance human resource management as the object of matter-dement, the tolerance human resource ：management for two years are analyzed and evaluated through using the matter. element models proposed. A ease study is carried out and the satisfactory results are obtained. A new scientific methed is provided for the evaluation of human resource management based on strategy.

Coastal Environmental Changes and Management in China in the Context of Global Changes and Human Activities

Coastal zone is the complex area with intense sea-land interaction. There are various types, complex environments and developed economy in coastal area of China. Under the influence of global change and human activities, the ecosystem of coastal zone is vulnerable and has sensitive response to environment changes. The environmental problems of sea-level rising have attached close attention by countries all over the world. As far as regions concerned, relative sea-level rising is more important than theoretical sea-level rising. The relative sea-level rising has resulted in series of environment disasters in coastal area of China, such as coastal erosion, seawater invasion, and floods in coastal lowlands, etc. The flux of sediments transported by rivers into sea is the main material source of marine pollution. The human activities are controlling factors of variations in river sediment loads. Under the influence of high strength development in the upstream region, the results are that the reduction of seagoing sediments in main rivers of China, and damage of coastal material balance. Land-based pollution is the main source of marine pollution. With rapid economic development in China s eastern coastal, pollutants flux into sea increase gradually. The results are that the environmental quality and seawater quality of marine have being deteriorated and pollution is serious increasingly. To meet the land demand of industrialization and urbanization, the sea reclamation has become an effective means to alleviate the contradiction between human and land in coastal area of China. This leads to large-scale reduction of coastal wetland area, and the heavy losses of ecological service value of coastal wetland. To face the environmental changes in coastal area of China and solve the contradiction among population, resources, environment, development, it is required to set up the system concept of man-land-sea relationship, so as to achieve sustainable development. The feasible measures include improving coastal management system, strengthening integrated basin management, attaching importance to construction of the coastal environment engineering, and raising the environmental monitoring and early warning level.