Intelligent Student Mental Health Assessment Model on Learning Management System

A learning management system(LMS)is a software or web based application,commonly utilized for planning,designing,and assessing a particular learning procedure.Generally,the LMS offers a method of creating and delivering content to the instructor,monitoring students’involvement,and validating their outcomes.Since mental health issues become common among studies in higher education globally,it is needed to properly determine it to improve mental stabi-lity.This article develops a new seven spot lady bird feature selection with opti-mal sparse autoencoder(SSLBFS-OSAE)model to assess students’mental health on LMS.The major aim of the SSLBFS-OSAE model is to determine the proper health status of the students with respect to depression,anxiety,and stress(DAS).The SSLBFS-OSAE model involves a new SSLBFS model to elect a useful set of features.In addition,OSAE model is applied for the classification of mental health conditions and the performance can be improved by the use of cuckoo search optimization(CSO)based parameter tuning process.The design of CSO algorithm for optimally tuning the SAE parameters results in enhanced classifica-tion outcomes.For examining the improved classifier results of the SSLBFS-OSAE model,a comprehensive results analysis is done and the obtained values highlighted the supremacy of the SSLBFS model over its recent methods interms of different measures.

Resolution of Relationship between Organizational Performance and Human Resource Management through Nonlinear Modeling

The relation between the HRM and the firm performance is analyzed statistically by many researchers in the literature. However, there are very few nonlinear approaches in literature for finding the relation between Human Resource Management (FIRM) and firm performance. This paper exposes the relationship between human resource management and organizational performance through the use of nonlinear modeling technique. The modeling is proposed based on Radial Basis Function (RBF) which is nonlinear modeling technique in literature. The relation between 12 input and 9 output parameters is investigated in this research that is collected between 54 companies in Turkey which indicated that the relationship between organizational management performance and relationship management can be modelled through nonlinearly.

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.

Design of Human Resource Performance Evaluation System for Construction Enterprises

Based on job analysis for the permanent departments of construction enterprises, by combining KPI assessment method and 360-degree evaluation method, this article establishes a set of human resource performance evaluation indicator system; by determining indicators＇ weights and evaluators＇ grading weights through analytic hierarchy process （AHP）, offering a kind of dynamic computing method for performance evaluation, and tightly linking the evaluation result to employees＇ personal interests, this article builds up a set of scientific performance evaluation system. This article takes the engineering department of construction enterprises for example to explain the calculation and application of performance evaluation result. This article provides construction enterprises with a method reference for human resource performance evaluation.

基于人体解剖结构的防护装备性能及武器杀伤效能评估

为评估防护装备性能以及杀伤元冲击有防护人体时的杀伤效能,考虑到人体结构的复杂性,构建了基于中国可视化人体数据集、含有402种解剖结构的虚拟人体体素模型,提出基于解剖学结构的装备防护性能及武器杀伤效能评估算法,在易损性软件中开发了装备防护性能评估模块和武器杀伤效能评估模块,得到了5.8×42 mm步枪弹以不同速度冲击NIJⅢ级防护时的杀伤特征量变化,以及9 mm手枪弹冲击MICH型头盔时不同头-盔间隙与人员生存率之间的关系。研究结果表明:5.8×42 mm步枪弹以850 m/s冲击人体时,穿戴防护前后的致死率分别为80%和4%,弹丸杀伤能力随着靶速度的提升而提高,950 m/s时致死率超50%(未击穿);9 mm手枪弹冲击头部的情况下,无头盔时生存率约为40%,当佩戴头盔且头-盔间隙为25 mm时生存率约为84%,较大的头-盔间隙能更有效的保护头部;研究结果可为典型杀伤元(弹丸、破片)的杀伤效能评估和防护装备性能评估提供依据,并为武器弹药设计和防护装备研制提供参考。

煤矿企业人资风险评估体系及防控研究

人力资源(以下简称“人资”)对企业战略实施及生产经营发挥着关键的支撑作用,对其风险进行评估和防控具有重要意义。经过研究和分析,煤炭企业人资管理风险主要集中在招聘、培训开发、劳动关系、薪资福利以及职业健康等环节。综合运用国内外有关研究成果及人资管理理论,对煤炭企业人资管理风险进行了深入剖析,基于企业人资风险清单,利用风险矩阵法对人资风险进行了等级划分和评估,针对不同风险点影响大小划分了风险等级,进而构建了人资风险评估体系。最后,基于人资风险评估体系建设了集招聘配置、培训开发、劳动关系、薪酬福利以及职业健康5项潜在风险于一体的风险防控体系,以期优化煤炭企业人资配置,有效规避潜在风险,推动煤炭企业实现高质量发展。

工程总包商视角下的分包管理分析

随着工程项目规模的增大和施工工艺复杂程度的提高,分包已成为必然趋势。在分包工作领域,总包商和分包商之间既有合作也有竞争,如何管理好分包工作并从中获得预期收益是一项需要全面统筹的长期工作。因此,文章主要以工程总包商视角,从分包资源开发管理、分包合同签订管理、分包合同履行管理、分包商考核与评价管理对分包管理工作进行探讨,旨在为工程分包管理实践提供借鉴。

成都大运会人力资源管理的积分制考核策略与效果研究

随着全球体育赛事的不断发展,人力资源优化管理已成为提升体育赛事整体水平的重要内容,而积分制考核作为现代企业管理的一种有效手段,目前在体育赛事人力资源管理中逐步得到应用。成都大运会执委会在大型赛事筹办中首创运用积分制度,结合赛事逻辑筹办赛事,取得较好效果。本文运用文献资料法和逻辑分析法等方法对此开展研究,结果表明:①积分制考核在成都大运会人力资源管理中具有优化效果,主要表现在增强人员积极性和主动性、促进组织效绩提升以及提升人力资源管理的科学性和规范性等方面;②积分制考核对人力组织管理的优化效果存在一定的持续性。本研究成果可为国内大型体育赛事人力资源管理提供有益参考,为提升我国体育赛事组织水平提供理论支持和实践经验。

EBT视域下飞行签派员DRM能力评估模型构建研究

为构建一个具有客观性、定量性的签派资源管理能力评估体系,改善国内民航飞行签派员胜任力不足的现状,笔者以本单位正常履职的飞行签派员为研究样本,基于循证训练“实证数据”理论,开展构建签派资源管理能力定量评估体系的研究。结合国内外民航管理机构、培训机构对飞行签派员签派资源管理技能的要求,提炼飞行签派员应具有的签派资源管理技能评估指标,咨询专家级样本后初步建立评估指标库。为保证评估数据的客观全面,选取基于组织学习的动态自评、基于合作关系度的同级互评和基于人力资源管理模型的领导评估作为数据源,运用层次分析法与熵权法主客观相结合的方式确定了各评估指标权重。最后,依据循证训练“岗位胜任力框架”从航空公司管理层角度,建立了基于柯氏模型的签派资源管理能力的评估体系,提出保障签派资源管理训练课程教学效果的方法。

Study on the Current Situation of Work Performance in Telecommuting Mode Based on SWOT Analysis under the Epidemic——Taking HT Group Ltd.as an Example

In order to study the problems related to employees'work performance in telecommuting mode,the study used questionnaires to collect survey data on 62 employees of HT Group Ltd.and analyzed the survey data using SWOT analysis.The study found that the existing performance appraisal system is not applicable to telecommuting mode,and there is a problem that the leave system is difficult to implement,which is not conducive to better development of the company.However,in the telecommuting mode,employees'work efficiency is improved because there is no commuting pressure as well as less outside interference.This study provides theoretical support and policy suggestions for enterprises to improve employees'work performance in telecommuting mode.

人力资源管理在企业经营发展中的角色定位和效能提升

介绍企业人力资源管理在提高工作绩效方面和企业经营模式发展中的角色定位。针对企业人力资源管理现状,给出提高企业人力资源管理效能的措施。

大数据背景下医院人力资源管理创新研究

随着中国特色社会主义市场经济的发展,中国各行各业正在进行改革,努力探索服务社会的途径。医院也是服务业的一部分,人力资源管理改革也被列在议程上。在中国特色社会主义建设的新时代下,人力资源管理已成为医院良好发展的首要任务。在大数据的背景下,医院服务工作的社会效益远远大于医院所寻求的经济效益。为社会提供更好的服务是医院人力资源管理的核心。医院人力资源管理是指医院的发展和医院的一些日常需求,如招聘、培训一系列卫生保健管理人员,可有助于医院的可持续发展。本文主要分析大数据背景下医院人力资源管理的现状,具体探讨了医院人力资源管理创新措施。

能源企业安全绩效考核与本质安全评估研究

为进一步规范企业安全管理、强化安全管理基础,构建安全管理长效机制,以国家能源集团为研究对象,结合安全绩效及安全风险预控管理考核,进行本质安全评估研究;建立本质安全评估模型并进行实际应用。研究结果表明:各子分公司安全管理需要改进的短板主要有其他元素控制、元素体系文件、生产系统运行控制、体系审核与控制、危险源辨识和风险控制能力,以及培训、意识与文化等;选取的27家子分公司本质安全体系考核平均分为78.34分,其中有3家分公司未达到三级以上生产本质安全企业等级。研究结果能够有效解决企业的安全管理缺陷,为企业的健康安全发展提供理论支持。

RBRVS基础考核体系在医院人力资源管理中的应用研究

绩效考核属于企业经营主体为实现预期发展目标,所采取的一种人员管理模式。其需要建立确切的绩效指标,并通过指标处置、考核分析与评价、绩效数据反馈、结果应用等方式,实现客观考量团队工作状态的目标,为后续调整或实施其他管理方案提供重要支持。以资源为基础的相对价值体系(resource based relative value scale,RBRVS)属于近期受到较多关注的考核体系之一,其能够与医院需求相结合,实现高质量队伍管理效果。通过分析其概念、优势,能够为医院积极运用并强化相关体系提供重要理论支持,具有正面研究意义。本文主要针对医院人力资源管理采用RBRVS作为基础考核体系进行研究,首先分析相关概念,随后阐述医院人力资源管理应用RBRVS的重要性,并详细探究考核计算方式,最后提出强化运用策略,以供参考。

EMDS 3.0:A modeling framework for coping with complexity in environmental assessment and planning

The Ecosystem Management Decision Support (EMDS) system is an application framework for knowledge-based decision support of ecological assessments at any geographic scale. The system integrates state-of-the-art geographic information system (GIS) as well as knowledge-based reasoning and decision modeling technologies to provide decision support for a substantial portion of the adaptive management process of ecosystem management. EMDS 3.0 is implemented as an ArcMap extension and integrates the logic engine of NetWeaver to perform landscape evaluations, and the decision modeling engine of Criterium DecisionPlus for evaluating management priorities. Key features of the system's evaluation component include abilities to (1) reason about large, abstract, multi-faceted ecosystem management problems, (2) perform useful evaluations with incomplete information, (3) evaluate the influence of missing information, and (4) determine priorities for missing information. A key feature of the planning component is the ability to determine priorities for management activities, taking into account not only ecosystem condition, but also criteria that account for the feasibility and efficacy of potential management actions. Both components include powerful and intuitive diagnostic features that facilitate communicating the explanation of modeling results to a broad audience.

CPUE标准化方法与模型选择的回顾与展望

单位捕捞努力量渔获量(Catch Per Unit Effort,简称CPUE)常被假设与渔业资源量成正比关系而广泛应用于渔业资源评估与管理中,但大量研究表明,CPUE与资源量间的正比关系常因受众多因素的影响而难以成立。为能有效利用CPUE数据,渔业工作者常使用各种统计模型对CPUE进行标准化,以重新构建该正比关系。因此,在渔业资源评估与管理中,CPUE标准化是一项极为重要的基础性工作。本文对CPUE标准化的基本概念、构建过程、统计模型和模型选择方法进行了全面回顾,并强调了模型选择的不确定性,介绍了基于模型平均的多模型推断方法。同时,对CPUE标准化所面临的问题及处理方法进行介绍与讨论,对其未来研究工作进行展望,以期为CPUE标准化研究提供理论参考。

基于二元水循环模式的水资源评价理论方法

国内外流域水资源评价方法是随着水资源稀缺性的逐渐增强而不断发展的。时至今日,传统的水资源评价方法在描述人类活动干扰和满足不同层次水资源规划要求方面面临严峻挑战。本文提出了水资源全口径层次化动态评价方法,即以降水为资源评价的全口径通量,遵照有效性、可控性和可再生性原则对降水的资源结构进行解析,实现广义水资源、狭义水资源、径流性水资源和国民经济可利用量的层次化评价。在手段上,构建了由分布式水循环模拟模型与集总式水资源调配模型耦合而成的二元水资源评价模型,并将下垫面变化和人工取用水作为模型变量以实现动态评价。

国有医院绩效评价的现状分析

在政府的要求、民众的呼声和市场激烈竞争的促使下,我国国有医院医疗机构必须改进原有的运行模式和管理方法,绩效评价的改革无疑是其重要组成部分。文章对我国国有医院绩效评价的现状进行了解析,指出目前的问题主要是绩效反馈机制不健全,绩效政策不严密等。并针对这些问题提出了建立专业绩效考评队伍,进行工作分析,并在绩效评价中贯彻医院远景目标的对策。

现代环境下的流域水资源评价方法研究

本文总结了现行水资源评价方法应用现状以及发展的限制性因素,提出适合于现代变化环境,以“天然-人工”二元水循环理论为指导,依据水资源评价的有效性、可控性及可再生性准则,以 WEP—L分布式水文模型为评价手段的层次化动态水资源评价方法。

疾病诊断相关分组在护理人力资源及绩效管理中的应用

目的:通过建立数学模型,论证疾病诊断相关分组在护理绩效管理应用的可行性。方法:以"护理单元"这一卫生服务供给侧的核心内容为研究对象,对新疆维吾尔自治区某三级甲等医院2019年9月至2020年9月,51个科室106253例患者病案首页信息,进行分类、汇总。结合国家DRG质量控制中心发布的分组方案采用秩和比法构建DRG评价模型。结果:利用护理分级对护理绩效进行评价的结果显示,2个科室(3.92%)位于优档,36个科室(70.59%)位于良档,13个科室(25.49%)位于一般档;纳入DRG后,16个科室(31.37%)位于优档,31个科室(60.78%)位于良档,4个科室(7.85%)位于一般档,科室秩和比最大变动15个顺位,最小变动1个顺位,平均变动8.6个顺位,结果具有统计学意义(F=108.336,P=0.013)。结论:DRG对护理绩效与人力资源科学管理模式形成具有促进作用,应在确保护理质量基础上,重视DRG在护理绩效管理中的应用与研究。