Current human resource challenges in the Caribbean hospitality industry

Purpose – Considers the four foundations of exceptional human resource (HR) leadership – strong business acumen, trustworthy leadership, great HR expertise and cultural stewardship – that must be in place to meet current and future human resource challenges. Design/methodology/approach – Considers the four foundations of exceptional HR leadership – strong business acumen, trustworthy leadership, great HR expertise and cultural stewardship – that must be in place to meet current and future human-resource challenges. Findings – Advances the view that if one of the cornerstones is weak or ineffective, the ability of the HR leader and his or her team to be exceptional is greatly impaired. Practical implications – Reveals how to take HR to the next level. Social implications – Demonstrates how HR leaders can add value and improve the competitiveness of their enterprises. Originality/value – Explains how HR can best overcome the challenges it faces in respect of talent gaps, process failures, compensation and benefits repositioning, workforce realignment, dealing with budget cuts and fiscal constraints, lack of front-line management buy-in, compliance, increased time constraints and the need to help with technological implementation, strategy execution and improving profitability.

Forest Service Research and Development is working to enhance the value of its network of Experimental Forests and Ranges (EFRs) by equipping them with modern data collection infrastructure to encourage cross-site and continental-scale monitoring, research, synthesis, and assessment. We envision a network of EFRs that shares resources across research sites, with managers and with scientists in other organizations. We anticipate focusing research across this network on the most pressing natural resource policy and management challenges of our time: natural disturbances and their interaction with human communities, sustainable production of forest and range goods and services, understanding and managing the effects of invasive species, understanding and coping with a changing environment, monitoring the pulse of our forest and range conditions, anticipating and addressing current and future land and resource management challenges, fully integrating urban natural resource research into our network, and optimizing the hierarchy of scales at which current and future natural resource challenges are addressed. As this vision is realized, the legacy of EFRs will be fully honored by sustained contributions to the well-being of the American people.

The primary objective of the study was to evaluate and compare the effectiveness of four artificial intelligence (AI) platforms - ChatGPT, DeepSeek AI, Copilot, and Gemini - in providing solutions to common human resource (HR) challenges in corporate hospitals across India. A cross-sectional, questionnaire-based online study was conducted among 50 h professionals with over 10 years of experience across corporate hospitals in India. Ten real-world HR problem scenarios were designed and fed into the four AI platforms using a standardized prompt. The responses were anonymized, coded, and rated by participants on five criteria: accuracy, relevance, practicability, overall response, and likelihood of use. Data were analyzed using Epi Info (version 7.0) with Chi-square tests; P < 0.05 was considered significant. Among participants, 40% were male and 60% female; 50% had over 25 years of HR experience. ChatGPT and DeepSeek AI received the highest ratings for accuracy (85% and 84% "strongly agree"), relevance, and practicability, with 80%-81% indicating a high likelihood of future use. Copilot and Gemini showed moderate acceptance (55%-60% likelihood of use). There was no significant association between responses and participant gender or years of experience. AI platforms, particularly ChatGPT and DeepSeek AI, demonstrate strong potential to support HR professionals in solving routine challenges, improving efficiency, and decision-making. However, effective adoption requires training, data accuracy, and ethical safeguards to address issues such as bias and privacy.

A healthcare system must be responsive to the needs of its clients, and this entails elements such as dignity, confidentiality, autonomy, prompt attention, social support, basic amenities, and choice of provider. This is targeted toward improvement and maintenance of the quality of healthcare with consequent improvement in patient outcomes at a reduced cost. The aim of this study is to articulate the approach that was adopted by the Federal Medical Centre, Ebute-Metta, Lagos, Nigeria, to confront some of the challenges faced by the health sector in Nigeria and make recommendations for the future. To identify and solve the problems mitigating quality service delivery in the hospital over an initial 18-month period, the management deployed the following tools: (i) mystery shopping; (ii) patient experience survey; and (iii) quality improvement using the SafeCare methodology. The diagnosis identified the following problems: (i) service failure; (ii) financial and material leakages; (iii) challenges of human resources - poor attitude, indiscipline, inadequacy, and poor understanding of roles; (iv) infrastructural deficit and dilapidation; and (v) absence of technological support. The baseline quality assessment conducted with the SafeCare Standards gave a score of 45%, while performance at the follow-up quality assessment was 69%. As a direct result of the findings, the hospital designed an 18-month renewable strategic plan premised on five pillars: (i) human resources development; (ii) improvement of quality of service; (iii) expansion of services and infrastructure renewals; (iv) financial re-engineering and partnership; and (v) appropriate utilization of technology. Through this policy redirection and constant re-evaluation, our quality improvement journey continues to yield desired positive health system outcomes. We recommend collaborative quality improvement initiatives with strong internal political will that can harness both the institution's resources and independent experts on health system development.

To provide a model to estimate human resource needs for community-based mental health services in South Africa. A situation analysis was conducted of current community-based mental health service provision in South Africa, which comprise outpatient and emergency services, residential care and day care. Service utilisation rates and staffing needs were estimated for two levels of service coverage, using data from the situation analysis, local epidemiological studies and consultation with key stakeholders. For a population of 100,000 people, 7.3-23.8 full-time equivalent staff would be required to provide services in outpatient services, 14.9-41.6 in day care and 11.5-23.0 in residential care at minimum and full coverage levels respectively. The model can facilitate rational planning by requiring transparency and accountability in the assumptions used. This method can be adapted to a range of countries, by entering relevant country data. The model fills a gap, particularly in low- and middle-income countries, where community-based mental health services are sparse, and decisions regarding allocations to them are hampered by a lack of good quality data. The results of the model are limited by the quality of data and the assumptions upon which the modelling are based.

Introduction There have been growing concerns that the present annual supply of more than 14,000 physical therapists in Japan may signal a potential human resource challenge. The assumption that any increase in supply would be sustained by an increase in demand from an aging population has never been adequately investigated. Purpose The aim of this study was to investigate the human resource challenges faced by physical therapists in Japan, and to develop forecasting models (low, mid and high-growth) for the near (5-year), mid (20-year) and long-term (40-year) event horizons. Methods All human resource data were extracted from publicly available sources from January to May 2020 and categorized according to actual and forecasted supply and strength of demand variables using s system dynamics approach. The actual supply variables were used to validate the forecasted supply using time-series analysis. Results The increase in forecasted supply is expected to be most severe for the high growth scenario, particularly after the mid-term horizon. The forecasted strength of demand may be expected to decrease in both the total and aged populations. Conclusion The increase in supply of PTs in Japan over the past 55-year period, and the forecasted increase over the next 45 years is still a cause for concern. The assumption that any increase in supply would be sustained by an aging population was not supported by the results of this study. These results also suggest that the possibility of a human resource challenge may arise after the mid-term event horizon.

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Modeling the effects of irrigation management scenarios on winter wheat yield and water use indicators in response to climate variations and water delivery systems

The management and protection of water resources is critical for sustainable development. To effectively manage the challenges and opportunities related to water resources, oil and gas operators should look beyond their fenceline and beyond legal compliance. Companies are increasingly likely to encounter threats to their project and operations where they have not taken account of, and responsibility for, their role as a user of a shared, and in some cases limited, resource. The failure to respond to this challenge may have potentially long-lasting implications for both the sustainability of an operation and the human health and human rights of those within the river catchment. An overview of current and future water resources challenges facing the conventional and unconventional oil and gas sector in sub-Saharan Africa is presented drawing on case studies and supporting evidence. As well as identifying some of the challenges, this paper will propose some potential solutions and benefits of an integrated approach for assessing and managing water resources risks and impacts. Adopting an integrated approach can help businesses prepare for water-related physical, reputational and investment risks and decisions that if not a priority now, are likely to become so in the future. Some of the management activities and tools for achieving this will be presented. This paper will conclude that effective management of water resources requires an integrated approach that takes into account the wider social dimensions of an operational setting. It will also conclude that through the deployment of a range of tools there is potential to enhance the understanding, mitigation and management of operational impacts on the social dimensions of water as a shared resource between business and the wider community.

The applications of Enhanced Oil Recovery (EOR) techniques are encouraged by the growing demand for oil. Optimizing oil production from current resources is becoming the main strategy for many oil producing companies around the world. Among EOR processes, polymer flooding is an attractive option in many reservoirs. The objective of polymer flooding is to control water mobility inside the reservoir to favor higher oil recovery. Several design parameters are critical for the success of polymer flooding applications. The salinity of formation water is one of the challenges which impose a limitation on polymer flood applicability. In Kuwait, most of oil reservoirs are high water salinity reservoirs. Therefore, improving the performance of polymer floods under high water salinity conditions may unlock these resources which can have enormous positive effects on oil reserves. One way for this improvement is to condition these reservoirs by injecting a slug of water (preflush), ahead of polymer, with specific characteristics. In this work, lab experiments were conducted in which the effects of several design parameters of polymer flooding are investigated under high water salinity conditions. Design parameters include preflush salinity, preflush viscosity and preflush slug size. The results suggest these parameters correlate differently with oil recovery factor. Introduction With the current growing demand for oil led by major energy consuming countries such as China and India, securing new oil resources is a critical challenge for the oil industry. Adding new oil reserves can be achieved by finding new discoveries or by optimizing oil production from current resources. The cost associated with the first option is significant since the new resources are expected to occur in challenging environments such as deep formations or deep water. Therefore, the need to optimize oil production from current resources through Enhanced Oil Recovery (EOR) techniques is a main strategy for many oil producers. EOR processes are generally classified as thermal, miscible, or chemical processes. Reservoir's rock and fluid properties and economics dictate the choice of which EOR process to follow. Thermal methods are mainly used in heavy oil reservoirs; whereas miscible processes are suitable for lower viscosity oils. Chemical EOR processes are used to reduce reservoir forces responsible for oil entrapment. There are different versions of chemical processes depending on the type of fluid used such as: polymer, alkaline, and surfactant.

The aim of this research is to identify the challenges of managing human resources (HR) in the digital era at PT Sumber Alfaria Trijaya Tbk, Banyuajuh branch, Kamal Bangkalan. The method used is descriptive qualitative. Researchers used 2 data, namely secondary data and primary data. Secondary data was obtained from literature collections. Meanwhile, primary data was obtained through direct observation and interviews. The results of the research show that HR management in the digital era at PT Sumber Alfaria Trijaya Tbk Banyuajuh, Kamal, Bangkalan branch faces significant challenges

The article considers issues of health management of employees at workplace in conditions of globalization and digitalization of society, causing need to revise the labor relations. Under impact of global trends in field of digital technologies, transformation occurs concerning working environment and labor safety measures, contributing to development of new forms of interaction between employee and employer and employment models as well. The ongoing changes in society and global changes in labor market require to investigate new labor conditions, formation of system of knowledge about directions and perspectives for development of labor relations and human resources management. Nowadays, because of spreading of COVID-19 morbidity, increased attention is paid to health of employees and measures targeted to preventing morbidity are intensified. The need to work in new conditions dictates topical issues for scientific research in coming years: development of theory of new labor economy, investigation changes in paradigm of quality of labor life, well-being at workplace in conditions of digitalization of economy and formation of new employment model, digital generation of workers and new challenges in human resources management.The purpose of the study is to explore issues of health management of employees at workplace in conditions of globalization and digitalization. The implemented study permitted to conclude that problems of socio-psychological nature occurring in labor sphere in conditions of active transition to digital economy are complicated by increasing instability of labor relations and occurrence of new social economic and psychological risks at workplace that negatively effect on health and well-being of employees.

Sabendo que as competências dos profissionais se assumem como uma vantagem competitiva nos mais diversos contextos e áreas de trabalho, perceber se o perfil de qualificação se adequa ao perfil profissional exigido pelo mercado de trabalho, assume-se como um estudo essencial para a perceção das competências trazidas pelos profissionais à entrada nesse mesmo mercado. É no âmbito desta problemática que esta comunicação se propõe a apresentar um quadro de referências teóricas e um modelo de análise para a abordagem analítica da avaliação da relação entre o perfil de qualificação e o perfil profissional de qualquer campo técnico-científico. Este debate funde várias interrogações a desafios sociais e de Recursos Humanos atuais, tais como o do emprego e desemprego, as competências de empregabilidade, a ação do ensino superior, o papel das qualificações e até os processos de profissionalização.

Floodplain ecosystems of the southeastern United States provide numerous services to society, but hydrologic and geomorphic alterations, agricultural practices, water quality and availability, and urban development continue to challenge restorationists and managers at multiple spatial and temporal scales. These challenges are further exacerbated by tremendous uncertainty regarding climate and land use patterns and natural variability in these systems. The symposium from which the papers in 2009 ensued was organized to provide a critical evaluation of current natural resource restoration and management practices to support the sustainability of floodplain ecosystem functions in the southeastern United States. In this paper we synthesize these concepts and evaluate restoration and conservation techniques in light of our understanding of these ecosystems. We also discuss current and future challenges and attempt to identify new approaches that may facilitate the long-term sustainability of southeastern floodplain systems. We conclude that integration of disciplines and approaches is necessary to meet the floodplain conservation challenges of the coming century. Integration will not only include purposeful dialogue between interdisciplinary natural resource professionals, but it also is necessary to sincerely engage the public about goals, objectives, and desirable outcomes of floodplain ecosystem restoration.

Seasonality in tourism has a profound impact on the management of human resources in organizations operating in a seasonal context. Tourism employment in Canada is profiled and its seasonality examined in Atlantic Canada, where seasonal tourism employment is common. A model for managing seasonality in employment is proposed as a continuum, ranging from “embracing” to “challenging” seasonality. For each approach, differing human resource management practices are identified and operational impacts are discussed, providing possible strategies for employers operating in seasonal tourism contexts. Ongoing research is planned in Atlantic Canada’s accommodations sector, testing the model for managing seasonal tourism employment.