Militarism and Development

With the rapid development of human resource management theory and the increasing improvement of management technology, enterprises choose solutions based on qualitative analysis by experienced experts when making decisions, and the solutions are relatively simple. The disadvantages of this traditional qualitative method are unscientific, imprecise, and costly. Therefore, this article has conducted research on the optimal decision-making of enterprise human resource planning through DM (Data Mining) algorithm. The experimental results show that using this algorithm to design a human resource planning decision support system improves the registration and timeliness of human resource scheduling and allocation, and has good human resource information management capabilities, which has certain application value in human resource information management. By constructing a human resource planning and decision support system, we can classify, store, and schedule human resource information, improve the information distribution and scientific coordination capabilities of human resources, thereby better exerting the initiative of human resources, promoting the development of post construction, and further improving production capacity.

BackgroundHealth care agencies report that the major limiting factor for implementing effective health policies and reforms worldwide is a lack of qualified human resources. Although many agencies have adopted policy development and clinical practice guidelines, the human resources necessary to carry out these policies towards actual reform are not yet in place.ObjectivesThe goal of this article is to evaluate the current status of human resources quality, availability and distribution in Northern Tanzania in order to provide emergency obstetric care services to specific districts in this area. The article also discusses the usefulness of distribution indicators for describing equity in the decision-making process.MethodsWe conducted a quantitative facility survey in six districts of Northern Tanzania. We collected data from all 129 facilities that provide delivery services in the study area. The data includes information on the emergency obstetric care indicators, as described by the WHO/UNICEF/UFPA guidelines for monitoring the provision of obstetric care. The inventory also includes information on the numbers of qualified health personnel at the basic and comprehensive emergency obstetric care level. We analysed the distribution and workload of the available human resources in a wider policy context with a particular focus on equity, use and quality, by means of descriptive statistics and the Spearman's correlation test.ResultsWe determined that there are adequate human resources allocated for health care provision in Tanzania, according to national standards. Compared to similar countries however, Tanzania has a very low availability of health care staff. Most qualified staff are concentrated in a few centralized locations, while those remaining are inequitably and inefficiently distributed in rural areas and lower-level services. Rural districts have restricted access to government-run health care, because these facilities are understaffed. In fact, voluntary agency facilities in these districts have more staff than the government facilities. There is a statistical correlation between availability of qualified human resources and use of services, but the availability of qualified human resources does not automatically translate into higher availability of qualified emergency obstetric care services.ConclusionNational guidelines for human resources for health care in Tanzania require focused revisions in order to reflect the quality indicators more adequately when monitoring and setting criteria for HR distribution. Availability of qualified personnel as well as institutional management and capacity determine the quality of emergency obstetric care services and personnel. The current wide distribution of staff of inadequate quality should be reconsidered. The use of distribution indicators alone is not useful to properly monitor equity. This article suggests increasing access to high-quality health care instead of distributing low-quality services widely.

Women, as bearers and rearers of children, form the foundation for bringing about the next generation of human resources for the economy. To breed good human resources, better nutrition for pregnant women & lactating mothers (PW & LM) is essential. It provides a strong economic justification for maternity benefits interventions. There is diversity in maternity benefits under the various programs implemented in different countries in formal and informal economies. Most of the developed, as well as developing countries, have legislation/policies for providing universal health coverage for PW & LM employed in the formal economy. But women employed in the informal economy lack social protection and paid maternity leaves, especially in low- and middle-income countries. The informal sector employs 60 percent of the female workforce and non-contributory cash transfers can be an innovative way to improve mother and neonatal nutritional status. This study presents a state-of-the-art review of the provisions of maternity benefits and their outcome in different nations as well as their implications on maternal and newborn health. An efficiently implemented maternity benefits program with the provision of cash incentives, nutrition supplement package, and paid maternity leave has several outcomes in terms of long duration & frequent exclusive breastfeeding, distribution of resources & disintegration of poverty transfer, reduced financial and gender inequality, quality childcare – which develops self-confidence and improved social & learning skills for better competence and career attainments – reduced MMR and IMR. And it is more of an investment in its human resource rather than a financial burden for a nation. This paper also addresses key issues in the field of maternal health care and can be advantageous for both beneficiaries as well as policymakers.

Vacant housing can produce many issues that affect residents’ quality of life, especially in historically segregated communities of color. To address these challenges, local governments invest in strategic, place-based revitalization initiatives focused on the regeneration of vacant housing. Yet, the outcomes of these efforts remain contested. To maximize health benefits of revitalization investments, a more nuanced understanding of pathways between neighborhood changes and residents’ responses, adaptations, and ability to thrive is necessary, though, remains largely absent in the literature. Using the Vacants to Value initiative in Baltimore, MD as a case study, we explore (1) how health manifests among certain groups in the context of vacant housing revitalization; (2) how vacant housing and its regeneration engender social and cultural environmental change i.e., gentrification; and (3) what structural determinants (cultural norms, policies, institutions, and practices) contribute to the distribution of material resources and benefits of revitalization. Results suggest that vacant housing revitalization requires more than just physical remedies to maximize health. Our findings demonstrate how vacant housing revitalization influences the physical environment, social environment, and structural determinants of material resources and community engagement that can ultimately impact residents’ physical, mental, and social health. This study recommends that because housing disparities are rooted in structural inequalities, how policies, practices, and processes moderate pathways for residents to adapt and benefit from neighborhood changes is consequential for health and health equity. Establishing shared governance structures is a promising approach to foster equitable decision-making and outcomes. Going forward in urban regeneration, pathways to retain and strengthen the social environment while revitalizing the physical environment may be promising to achieve healthy communities.

Background: Behind every great system is an organized team; this is especially true in the healthcare industry, where a dedicated human resources team can effectively recruit employees, train staff, and implement safety measures in the workplace. The importance of human resources in the healthcare industry cannot be overstated, with benefits ranging from providing an orderly and effectively run facility to equipping staff with the most accurate and up-to-date training. Proper human resources management is critical in providing high-quality health care. A refocus on human resources management in healthcare requires more research to develop new policies. Effective human resources management strategies are greatly needed to achieve better outcomes and access to health care worldwide. Methods: This study leveraged NOI Polls census data on Health Facility Assessment for Lagos State. One thousand two hundred fifty-six health care facilities were assessed in Lagos State; numbers of Health workers were documented alongside their area of specialization. Also, demographic characterizations of the facilities, such as LGA, Ownership type, Facility Level Care, and Category of the facility, were also documented. Descriptive statistics alongside cross tabulation was done to present the various area of specialization of the health workers. Multiple response analysis was done to understand the distribution of human resources across the health facilities. At the same time, Chi-square and correlation tests were conducted to test the independence of various categories recorded while understanding the relationships among selected specialties. Results: The study revealed that Nurses were the most common health specialist in the Lagos State health facilities. At the same time, Gynecologists and General surgeons are the two medical specialists mostly common in health facilities. Midwives are the second most common health specialist working full time, while Generalist medical doctors make up the top three health specialists working full time. Nurses and Midwives had the highest number in Lagos State, while Pulmonologists were currently the lowest human resource available in Lagos State health care system. It was also noted that health facility distribution across Lagos’s urban and rural areas was even. In contrast, distribution based on other factors such as ownership type, Facility level of care, and facility category was slightly skewed. Conclusion: The distribution of health workers in health facility across LGA in Lagos State depend on Ownership type, Facility level of care, and category of the facility.

Human resources are the major input in health systems. Therefore, their equitable distribution remains critical in making progress towards the goal of sustainable development. The purpose of this study is to evaluate equity in the distribution of healthcare human resources across regions of Poland from 2010 to 2017. This research by applying specifically to Polish conditions will allow the existing gap in the literature to be closed. Data were derived from the Database of Statistics Poland, and the Lorenz Curve/Gini coefficient was engaged as well as the Theil index to measure the extent and drivers of inequality in the distribution of healthcare human resources in macro-regions. Population size along with crude death rates are employed as proxies for healthcare need/demand. This research has several major findings. Mainly, it was found, that the geographical distribution of all types of human resources is less equitable than is the case with population distribution. Relatively lower equity in the access to oncologists, family doctors, and cardiologists was found. There are some noticeable differences between macro-regions in the equity level of healthcare human resources distribution. This research provides various implications for policy and practice and will allow for improved planning and more efficient use of these resources.

The paper considers the transformation of human resource management processes in the healthcare settings of Ukraine in the context of war and the COVID-19 pandemic. It is noted that the unstable and hostile environment of a healthcare setting during times of crisis leads to the need to change the personnel selection and team formation model to increase the adaptability and resilience of human resources involved in the provision of medical care. The key features of the human resource management process in a turbulent environment are the high migration activity of personnel, which leads to the need to reallocate resources, the need to operate under severe financial constraints, and the need to consider personnel as a non-renewable resource when it is impossible to attract additional resources. To ensure the reliability of the functioning of a medical institution, the transformation of human resource management processes should be based on strategic agility and human resource management, organizational resilience as a resource-based capability, corporate sustainability, and transformation of enterprises’ resources, which can be achieved by applying methodological support for resource management in a multi-project environment. Considering a network of medical institutions as a multi-project environment will allow using the methodology of project-oriented resource management, forming adaptive teams in a multi-project environment, to ensure flexible redistribution of resources both within a single institution and within a network of institutions. It is proposed to use formal transformations to manage a medical institution’s human resources. Applying the proposed approach for managing the human resources of a medical institution is considered. The formation of a project team that satisfies the minimum requirements with the maximum value of the team’s qualification score is considered. It is shown that the use of this methodological support made it possible to choose the composition of the project team with a minimum number and a maximum value of the characteristic.

The federal transformation of Nepal with its three-tier federal governance system, endowed to decentralize authority, recognize ethnic diversity, and enhance localized management of natural resources. This paper critically examines the intersections between federalization, ethnicity, and natural resource governance in rural Nepal by deploying systematic review and content analysis approach thereby accessing constitutional texts, legislative instruments, policy reports, and scholarly literature. It interrogates the legal and institutional frameworks shaping Indigenous peoples’ rights to land, territories, and resources, while highlighting the socio-political dynamics of marginalization rooted in caste, ethnicity, and geography. The findings reveal persistent pressure between state and ethnic communities in course of ownership, utilization and control over natural resources compounded by historical injustice, legal incompetencies, entrenched class and caste-based hierarchies and inconsistent policy implementation which is further intensified with intensified by climate change, demographic pressure and structural inequalities. This ultimately hinders equitable distribution of natural resources and social justice approach envisioned by federal model. The paper also figured out that despite of international commitments such as International Labor Organization (ILO) Convention No. 169 and the United Nation’s Declaration on the Rights of Indigenous Peoples (UNDRIP), implementation of commitment at the domestic level remains partial and inconsistent. The paper concludes that coherent multi-tier governance, stronger institutional capacity, and the integration of Indigenous knowledge into policymaking are essential to achieving inclusive, equitable, and sustainable natural resource management in rural development of federal Nepal

The study of human resource is of vital importance both from the point of view of economic development and social welfare. It is particularly important because human beings are not only instrument of production but are also ends in themselves. It is necessary to know quantitative terms, the number of people living in a region at a particular time, the rate at which the number is growing and the composition and distribution of population. Sustainable development involves conservation of land and water resources. With the increasing pressure of the ever growing human population, increased living standard and the concomitant activities are exerting tremendous pressure on the finite natural resources. The uneven distribution of population needs the proper adjustment of exiting things through the spatial planning only raises the standard of living of the population. So the population planning is the main element with reference to which other resources are planned (Singh 1968). In view of these demographic dimension and human resource to examine the spatial pattern of population in the study area for water management. The main aim of this study is to know literacy rate in Karnataka. In the present study an attempt is made to know the demographic pattern. The present study know literacy of the study unit. Date collected from the Census of Karnataka. According the 2001 census there were 5853892 literates out of which 3289021 males and 2564871 females in the city. According the 2011 census there were 8875783 literates out of which 4841813 males and 4033970 females in the city. Keywords: Agriculture; Production; Productivity

Worldwide, small, medium, and micro enterprises (SMMEs) are recognised as the fundamental building blocks for developing countries economically. The concept of humane entrepreneurship is a new field of study in entrepreneurship, and yet, the concept of humane entrepreneurship is central to economic productivity and human development. The aim of this chapter is to determine the relationship between humane entrepreneurship strategies, namely, entrepreneurship orientation, sustainability orientation, and human resource orientation, and their effects on business performance. The study adopted a quantitative research method based on the positivist paradigm to investigate the relationship between entrepreneurial orientation, sustainability orientation, and humane resource orientation in relation to the performance of small, medium, and micro enterprises. A descriptive research design was adopted, and the Spearman correlation analysis was employed for the study. Data was collected using a questionnaire from a sample of 158 participants selected through convenience sampling within Region One of the City of Tshwane Municipality, and we received a 100% response rate. The study findings revealed that the Spearman correlation analysis indicated a strong and significant correlation between sustainability orientation (r=0.69) and human resources orientation (r=0.63) with business performance. This study offers a new entrepreneurial paradigm that combines three entrepreneurial principles, entrepreneurship, sustainability, and human resource orientations, into a single concept known as humane entrepreneurship. This study is highly pertinent to small, medium, and micro enterprises (SMMEs) in South Africa, a sector that frequently faces challenges related to performance and sustainability. Moreover, this study enhances the paradigm of entrepreneurial orientation by integrating strategic considerations with environmental, social, and human resources. It offers statistical information about how humane entrepreneurship practices may improve the performance of SMMEs, which is crucial for promoting sustainable and equitable economic development. The results indicate that both sustainability and human resource orientation are strongly correlated with SMMEs’ performance, which may help guide future research and development of entrepreneurial orientation.

Structural racism and health inequities in the USA: evidence and interventions

In this presentation it is postulated that the present maldistribution of human health resources in Latin America is brought about by the same determinants that cause the underdevelopment of most of that continent. It is indicated that, contrary to the theories of development prevalent in the corridors of power and academic circles of developed countries (as well as in the leading circles of developing countries and in the international agencies), underdevelopment, and the uneven distribution of resources inside and outside the health sector, is not due to (a) the absence of cultural and technologic diffusion from developed to developing countries, (b) the scarcity of capital in poor nations, or (c) the presence of dual economies in underdeveloped countries, i.e. the urban-entrepreneurial economy and the rural primitive economy. To the contrary, underdevelopment and the concomitant maldistribution of resources is caused precisely because of the existence of the assumed “conditions” of development, i.e. (a) the cultural, technologic, and economic dependency of developing countries, and (b) economic and political control of resources by specific interests and social groups—the national lumpen-bourgeoisie and its foreign counterparts. Moreover, these two factors bring about the so-called dual economies in those countries. The uneven distribution, by type of health care, by region, by social class, and by subsectors (private, public, and social security), of human health resources, described in this article, is shown to be explained by the same determinants that cause underdevelopment in Latin America.

BackgroundCARE India designed and implemented a comprehensive, statewide quality improvement (QI) initiative to improve reproductive, maternal, newborn, and child health and nutrition (RMNCHN) services in public facilities in Bihar. We provide a description of this initiative and its key results during 2014-2017.MethodsWe reviewed program documents to identify QI strategies employed and ascertain their coverage. We analysed data from: a) two public facility assessments to ascertain the availability of essential equipment and supplies and the distribution of human resources by facility level; b) a four-phase provider mentoring and training intervention covering 319 facilities to examine changes in emergency obstetric and newborn care (EmONC) practices; and c) four state-representative household surveys to explore changes in selected RMNCHN service utilisation by health sector. Associations of interest were ascertained using χ2 tests.ResultsThirty-eight District Quality Assurance Committees and QI teams in 98% of facilities were formed to develop an implementation plan for the QI initiative and oversee its execution. QI strategies were to strengthen facilities’ infrastructure; build the state’s contracting, procurement, and inventory management capacities; rationalise human resources; improve providers’ skills; and modernise data systems. Implementation led to facility infrastructure upgrades, improved clinical staff distribution, and higher availability of equipment and supplies over time, especially in higher-level facilities. Following the mentoring and training intervention in facilities offering both basic and comprehensive EmONC, performance of key practices (eg, adequate administration of uterotonics <1 minute after birth, initiation of skin-to-skin care <5 minutes after birth) improved significantly (P < 0.05). CARE India collected program data and assisted with modernising data systems for tracking human resources, supplies, and program progress statewide. Of women seeking antenatal care, the proportion obtaining key screenings (eg, weight, blood pressure measurements) in public facilities increased over time (P < 0.05). A 6-percentage point decline in home deliveries during 2016-2017 was accompanied by a higher increase of deliveries in public than private facilities (5- vs 1-percentage point; P < 0.05).ConclusionSubstantial advances were made in improving RMNCHN service quality in Bihar. Continued improvement building on the established QI platform is expected and should be guided by data from now functional data systems.

large data is based on a large number of data, and can provide users with regular changes in the content of data, which has an important role in the development of various industries, especially in the management of enterprises. The problem of human resource management is one of the inevitable problems in the rapid development of the global economy, and the application of large data will help to form an intelligent human resource management pattern, thus alleviating the congestion of human resources and improving the efficiency of the rational distribution of human resources. For this reason, this paper will focus on the field of human resource intelligent energy management from the perspective of big data, and discuss the specific application of big data in human resource management.

IntroductionHealthcare providers recognise, but continue to be challenged by the demands of providing quality services in a dispersed environment. This issue is compounded by rapid technological advances, increasing public expectations and an aging healthcare workforce (National Health Board, 2010). Information and communication (ICT) is recognized as a key component in meeting future healthcare needs (National Health Board, 2010). One of the technology-based approaches gaining recognition as being able to provide more accessible healthcare is telemedicine. Telemedicine is defined as using communications networks for delivery of healthcare services and medical education from one geographical location to another, primarily to address challenges like uneven distribution and shortage of infrastructural and human resources (Sood et al., 2007, p. 576). Tele-consultation, which is a subset of telemedicine, is described as seeking medical advice or information from someone at a (Kerr & Norris, 2004, p.2). For example, a nurse working in a tertiary service may tele-consult with another nurse or staff in an area where staff do not have specialised knowledge, and this can be with or without the patient being present. How the communication takes place is dependent on the type of interaction needed, but common mediums include telephone, texting, email and videoconferencing. Nurses, as the largest health professional group, are ideally placed to provide healthcare at a distance mediated by ICT. Currently little is known about New Zealand (NZ) nurses experience of using tele-consultation. This study examines the experiences of nine NZ Registered Nurses (RNs) who provide secondary and tertiary services to patients and healthcare teams using tele-consultation as part of their nursing practice. These nurses use tele-consultation in a variety of ways. Some use tele-consultation due to geographic isolation from a tertiary centre and others use tele-consultation because they provide a specialty service to an area that is rural or remote.Telemedicine and tele-consultationTelemedicine has arisen from the advancement of ICT and the application of these technologies to healthcare. The term telemedicine was first mooted in the 1970s (World Health Organisation (WHO), 2010). The last two decades have heralded growth of telemedicine in most countries because of the widespread availability and improved speed of the internet (Bashshur, Shannon, Krupinski, & Grigsby, 2013). Telemedicine services that focus on diagnosis and clinical management are now offered routinely in the United Kingdom, Scandinavia, North America and Australia (WHO, 2010). Telemedicine offers a different mode of healthcare that is of particular interest to health professionals who work in rural settings, as a tool to address health accessibility and equity issues (Di Cerbo, Morales-Medina, Palmieri, & Iannitti, 2015). Teleconsultation is a subset of telemedicine, and when teleconsultation is undertaken by nurses it may be considered a type of tele-nursing, which Canadian nurses define as the delivery, management and co-ordination of care and services provided via information and telecommunication technology (College of Nurses of Ontario, 2009, p.3).Nurses and tele-consultationInternationally nurses have been using tele-consultation as part of their practice for some time. For example, in Scotland an 11 year study that started in 1998 found nurses were enthusiastic about using tele-consultation and they had higher levels of job satisfaction (Harvey, Peterkin, & Wootton, 2010). Similarly in Canada more than 15 years ago, nurses were considering the potential benefits and risks of telemedicine (Canadian Nurses Association, 2000). Some of these benefits and risks will now be identified.It has been suggested that tele-consultation may facilitate and support nurses practicing at more autonomous and advanced levels (Harvey et al. …