Allocation Of Human Resources Research Articles

Retracted: Design and Simulation of Human Resource Allocation Model Based on Double-Cycle Neural Network.

[This retracts the article DOI: 10.1155/2021/7149631.].

The Effect of Human Resource Allocation on Knowledge-Intensive Project Performance

The Effect of Human Resource Allocation on Knowledge-Intensive Project Performance

Construction of human resource allocation model of flow production line based on fuzzy mathematics

Construction of human resource allocation model of flow production line based on fuzzy mathematics

Dynamic Matching Algorithm of Human Resource Allocation Based on Big Data Mining

Dynamic Matching Algorithm of Human Resource Allocation Based on Big Data Mining

Retracted: Analysis of Human Resource Allocation Scheme for Digital Media Big Data Based on Recurrent Neural Network Model

Retracted: Analysis of Human Resource Allocation Scheme for Digital Media Big Data Based on Recurrent Neural Network Model

Construction of human resource allocation model of flow production line based on fuzzy mathematics

Construction of human resource allocation model of flow production line based on fuzzy mathematics

Development of a multi-objectives integer programming model for allocation of anti-fraud capacities during cyberfraud mitigation

PurposeThis study aims to investigate the feasibility of employing a multi-objectives integer-programming model for effective allocation of resources for cyberfraud mitigation. The formulated objectives are the minimisation of the total allocation cost of the anti-fraud capacities and the maximisation of the forensic accounting capacities in all cyberfraud incident prone spots.Design/methodology/approachFrom the literature survey conducted and primary qualitative data gathered from the 17 licenced banks in South Africa on fraud investigators, the suggested fraud investigators are the organisation’s finance department, the internal audit committee, the external risk manager, accountants and forensic accountants. These five human resource capacities were considered for the formulation of the multi-objectives integer programming (MOIP) model. The MOIP model is employed for the optimisation of the employed capacities for cyberfraud mitigation to ensure the effective allocation and utilisation of human resources. Thus, the MOIP model is validated by a genetic algorithm (GA) solver to obtain the Pareto-optimum solution without the violation of the identified constraints.FindingsThe formulated objective functions are optimised simultaneously. The Pareto front for the two objectives of the MOIP model comprises the set of optimal solutions, which are not dominated by any other feasible solution. These are the feasible choices, which indicate the suitability of the MOIP to achieve the set objectives.Practical implicationsThe results obtained indicate the feasibility of simultaneously achieving the minimisation of the total allocation cost of the anti-fraud capacities, or the maximisation of the forensic accounting capacities in all cyberfraud incident prone spots – or the trade-off between them, if they cannot be reached simultaneously. This study recommends the use of an iterative MOIP framework for decision-makers which may aid decision-making with respect to the allocation and utilisation of human resources.Originality/valueThe originality of this work lies in the development of multi-objectives integer-programming model for effective allocation of resources for cyberfraud mitigation.

360 CARDIOMEMS HF SYSTEM: CONTINUOUS REMOTE MONITORING FOR OPTIMIZE HF PATIENTS' MANAGEMENT AND RESOURCES CONSUMPTION

Abstract Background Heart failure (HF) alternates phases of stability and phases of exacerbation, with a progressive decline in the patient's functional capacity and quality of life; the need to anticipate and improve the effectiveness of management of HF exacerbation has led to the development of several remote monitoring tools. We report our experience with CardioMEMS HF system (implantable device to monitor changes in pulmonary artery diastolic pressure (PAPd) as early indicator of the onset of worsening HF) in order to optimize the pharmaceutical treatments strategy (e.g. Levosimendan infusion) and to assess the impact on hospital resources consumption and costs. Methods We enrolled 7 patients (69.00±4.88 years; 30% female) with end-stage HF, implanted with CardioMEMS and daily monitored remotely, in order to optimize both tailored adjustment of home therapy and infusions of Levosimendan. More in detail, if the cardiologist detected a tendency for PAPd to rise, patients were contacted for home therapeutic changes. If no further changes were possible, the patient was hospitalized for the infusion of Levosimendan. In order to calculate the impact of this remote monitoring strategy on resources consumption, we collected data on hospitalizations (e.g. causes, numbers, length, high-cost drugs and costs) taking into account the same number of months pre and post-CardioMEMS implant for each patient. Results Following the implantation of CardioMEMS we observed a 45% reduction in the total number of hospitalizations and a 62% reduction in the days of hospitalization (from a total of 421 days before implantation to a total of 159 days post implantation in the observation period). From an economic point of view, a significant hospital cost reduction was recorded in terms of both hospitalization costs (HF related re-hospitalization and CardioMEMS's implant related cost) and drugs infusion costs (hospital stay and drug costs); more specifically, the total savings for the 7 patients are around € 236,000 and total days of hospitalization avoided are around 500 days including the hospitalizations avoided for drugs infusion. Accordingly, was recorded an improvement in patients’ quality of life measured with EQ5D (pre-implantation 75.17±2.06 vs post-implantation 108.60±8.70, p 0.0078). Conclusions Our preliminary results support the usefulness of this system in the remote management of the HF patients and in the re-hospitalization reduction both for exacerbation and drug management. In fact, the parameters’ monitoring through the CardioMEMS device allows a personalized management of drug therapy; more precisely, considering the drug Levosimendan, instead of a periodic standard timing for infusion, a patient-tailored timing of infusion was applied. In conclusion, our innovative strategy contributes to achieve the organizational efficiency of the healthcare facilities, as well as to the adequate use and allocation of financial and human resources with a better outcome for HF patients.

A combined mixed integer programming and deep neural network-assisted heuristics algorithm for the nurse rostering problem

The objective of the nurse rostering problem (NRP) is to obtain a scheduling plan that optimizes the allocation of human resources, effectively reducing work pressure on nurses and improving work efficiency and quality. Because various constraints must be considered during scheduling, the NRP is complicated and known to be NP-hard. Existing research has not combined learning mechanisms with NRP. This study constructively explores the possibility of combining an optimization method and a learning mechanism to automatically produce feasible solutions and proposes a feature vector and a reconstruction mechanism to assist in this exploration. We aim to learn a policy that is generalizable for NRPs of various sizes and design a hybrid algorithm with learning and optimization methods to solve the general NRP. The algorithm has two main parts: a deep neural network (DNN) improvement part and a reconstruction part. In the DNN improvement part, a feature vector is used to describe heterogeneous NRP solutions and normalizes these solutions to the same dimension. Then, the DNN model determines the best heuristic for approximating the local optimal solution. The method reconstructs the structure of the current solution with embedded mixed integer programming (MIP), quickly escaping the local optimum and enhancing the diversity of the search process, increasing the likelihood of determining an optimal solution. Different experiments and statistical tests were conducted by comparing various configurations and approaches. The detailed computational and statistical results demonstrate the competitive performance of the proposed method.

The application of specialised management assistants in demand forecasting of human resources

ObjectiveBased on a theoretical analysis and through working practice, this paper presents the experience of the scientific use of the manpower demand prediction method and practical process of specialised business assistants in clinical departments. MethodsA spot observation, interview and public information inquiry were conducted, and SPSS20.0 Chinese software was used to make a statistical prediction of the business growth (P & LT; 0.05). ResultsThe specialist management assistant prepared the manpower needs assessment report for the department, and the hospital organization personnel department adopted the recommendation in the manpower needs assessment report and put it into the hospital's recruitment plan for the following year. ConclusionThe blood purification centre of specialised business assistants in patients in the medical market, service people, workload and equipment operation efficiency analysis data analysis. It was found that an effective prediction model that supports decisions regarding the hospital's scientific allocation of human resources is advantageous to the hospital's human resource optimisation, improves both operation equipment efficiency and patient satisfaction and is worthy of application and popularisation.

Challenges in the Differential Diagnosis of COVID-19 Pneumonia: A Pictorial Review.

COVID-19 pneumonia represents a maximum medical challenge due to the virus's high contagiousness, morbidity, and mortality and the still limited possibilities of the health systems. The literature has primarily focused on the diagnosis, clinical-radiological aspects of COVID-19 pneumonia, and the most common possible differential diagnoses. Still, few studies have investigated the rare differential diagnoses of COVID-19 pneumonia or its overlap with other pre-existing lung pathologies. This article presents the main radiological features of COVID-19 pneumonia and the most common alternative diagnoses to establish the vital radiological criteria for a differential diagnosis between COVID-19 pneumonia and other lung pathologies with similar imaging appearance. The differential diagnosis of COVID-19 pneumonia is challenging because there may be standard radiologic features such as ground-glass opacities, crazy paving patterns, and consolidations. A multidisciplinary approach is crucial to define a correct final diagnosis, as an overlap of COVID-19 pneumonia with pre-existing lung diseases is often possible and suggests possible differential diagnoses. An optimal evaluation of HRTC can help limit the clinical evolution of the disease, promote therapy for patients and ensure an efficient allocation of human and economic resources.

Do Hegemonic-Party Regimes Reward or Punish Voters? A Tale of Distributive Politics in Tanzania

Does resource allocation by the central government to local governments in Tanzania favour opposition or the ruling party's strongholds? The literature advances two opposing theories – electoral competition and hegemonic party hypotheses. We use unique data on fiscal transfers and human resource allocations to investigate the effect of electoral support on government allocations. Contrary to the two hypotheses, we find no political bias in fiscal resources transferred to local governments. Similarly, we find no strong evidence to suggest any political bias in human resource allocation. On the whole, neither does the evidence confirm nor conclusively disconfirm the two hypotheses. The findings imply that hegemonic-parties do not necessarily opt for a discriminative strategy in intergovernmental resource allocations even after facing a threatening opposition. Flexibility in autocratic menu and the path dependence of government's social policy are likely to explain this kind of hegemonic party's allocative behaviour.

Dynamic allocation of human resources: case study in the metal 4.0 manufacturing industry

Industry 4.0 concepts make it possible to rethink human resources allocation, even for more traditional environments like metal machining. While parts machining on Computer Numerical Control (CNC) machines is automated, some manual tasks must still be executed by operators. The current approach is typically that operators are statically allocated to one or many machines. This causes avoidable bottlenecks. We propose an optimisation model to dynamically assign tasks to the operators with the objective of minimising production delays. Three different scenarios are compared; one representing the current widely used static allocation method and two others that allow more flexibility in the operators’ allocation. The dynamic task assignment problem is solved using a constraint programming model. The model was applied to a case study from a high-precision metal manufacturing job shop. Experimental results show that switching from a static allocation to a dynamic one reduces by 76% the average production delays caused by human operators. Supposing more versatile operators under the dynamic allocation leads to further improvements.

Analyses on the quantity, structure and allocation equity of stomatologists in China

Objective: To study the quantity, structure and allocation equity of stomatologists, in order to provide bases and advices for improving the allocation of stomatologists in China. Methods: On the basis of data from China Health Statistics Yearbooks and Brief Book of Administrative Divisions of the People's Republic of China, the general situation of stomatologists was analyzed by descriptive analysis. Gini coefficient was used to evaluate the allocation equity in 2010 and 2020. Results: The total number of stomatologists reached 2 780 hundred in 2020, which increased by 150.5% compared with that in 2010. The overall quality structure of stomatologists had improved. The gender proportion was balanced and the age distribution was reasonable. The team was mainly composed by the young people, in which the numbers under 44 years old accounted for 71.6% (1 991 hundred/2 780 hundred). The proportion of personnel with senior professional titles decreased to 7.9% (220 hundred/2 780 hundred) while the total number increased to 220 thousand. The distribution of stomatologists by population was fair. Gini coefficients of the whole country as well as the eastern, central and western regions were less than 0.3. Conclusions: The quantity, quality and allocation equity of stomatologists were still insufficient in China. It is necessary to optimize the human resources allocation for stomatologists. It is suggested to increase the talents supply through supply-side reform, medicine-education collaboration and multi-agent participation. And it is suggested to optimize criterions to improve the quality of stomatologists.

Regional maldistribution of human resources of rehabilitation institutions in China Mainland based on spatial analysis.

With the demand for rehabilitation has been increasing faster for the aging of China's population, the equity of rehabilitation resource has aroused great concern. This study aimed to analyze the spatial distribution and evolution of the human resources of rehabilitation institutions and propose targeted countermeasures and suggestions to promote optimal allocation. A total of 31 provinces in China Mainland were identified and geocoded. The spatial weight matrix was introduced to analyze the spatial correlation. Spatial autocorrelation analysis and tests were used to analyze the spatial distribution and evolution characteristics of rehabilitation institutions' human resources in China from 2016 to 2019. The average density of rehabilitation staff from 2016 to 2019 has been rising yearly (From 1.60 to 1.88). From 2018 to 2019, the proportion of rehabilitation professionals was higher than 75% in only 5 provinces, and no provinces met 75% from 2016 to 2017. Global Moran's I index from 2016 to 2019 showed no apparent aggregation phenomenon in the allocation of management personnel resources (P > 0.05). Three provinces in western China belonged to the Low-Low area and a province in northeastern China fitted to the Low-High area, with statistically significant differences. In addition, the changes in the spatial distribution and evolution trend of the human resources of rehabilitation institutions in different periods were affected by health policies. Although the overall spatial distribution gap of human resource allocation of rehabilitation institutions is shrinking, there are still internal structural defects and a maldistribution at the provincial level. It is necessary to improve the overall number of staff in rehabilitation institutions and to ameliorate the proportion of different types of staffing.

Business Process-Organizational Structure (BP-OS) Performance Measurement Model and Problem-Solving Guidelines for Efficient Organizational Management in an Ontact Work Environment

In the COVID-19 crisis, telecommuting has become one of the most powerful countermeasures against spreading infections. Companies cannot effectively implement telecommuting owing to difficulties predicting organizational performance and future problems and responding to them in advance. Furthermore, even after overcoming the crisis, it is expected that the performance of so-called “ontact” jobs involving telecommuting will increase rapidly in the new typical environment. Nevertheless, there has been no systematic study on a holistic response method considering work interruption time and lead time from work interruption in the ontact work environment. This study predicts organizational performance by modeling the impact of the ontact work environment on organizational performance and presents problem-solving guidelines from three perspectives: business process, organizational structure, and human resource allocation. Additionally, it presents a case study of a simulation model established by extending a previously developed enterprise simulation software. This study presents a scientific model for predicting organizational performance and solving problems in the ontact work environment, which is presently the most significant concern in companies. This facilitates decision-making to minimize damage based on predicting corporate performance in the ontact work environment.

Operating efficiency of accounting firms based on different perspectives of human resource structures

This paper evaluates the operating efficiency of accounting firms from five perspectives of human resource allocations by sampling a total of 42 large accounting firms listed in the 2013 Survey Report on Accounting Firms compiled by the Financial Supervisory Commission. The paper adopts the three analytical models—CCR (Charnes, Cooper, and Rhode model), BCC (Banker, Charnes, and Cooper model), and Super SBM (a slack-based measure of super-efficiency)—in the data envelopment analysis (DEA) framework. The four revenue streams—auditing publicly listed companies, tax advisory services, management consulting, and business registration and others—are defined as outputs in the empirical study. On the other hand, human resource metrics are referred to as Inputs. These metrics are either financial (wages) or non-financial (job positions, education, age, business services, and CPA licenses). According to the research findings, 22 out of the 42 sampled accounting firms are operationally efficient, while seven are inefficient when measured using the five constructs of human resource inputs. In terms of the overall operating efficiency, the average efficiency values in the CCR model are the highest when measured with education, age, and practice as the three constructs of human resources. In the Super SBM model, the average efficiency values are the highest when evaluated with practice, education, and age. The efficient accounting firms are mostly measured using the human resource constructs of education (34 firms), age (32 firms), and job positions (30 firms). For both efficient and inefficient firms, tax advisory services and auditing publicly listed companies are the two major sources of revenue and competitive advantage. Meanwhile, the management consulting business still requires extra effort. This paper suggests that accounting firms should spend more on wages as an input in order to enhance employees' loyalty and boost their willingness to work. The non-financial human resource metrics for efficient firms are partners, master's degrees, 25–34 years old, and auditing services; employees without CPA licenses are, in fact, the major contributor to operating efficiency. Managers are advised to assign important tasks to these employees and provide them with generous remunerations and benefits so as to retain these high-caliber professionals and motivate them to create revenues for different businesses. The non-financial human resource metrics for inefficient accounting firms are associates, university degrees, 25–34 years old, and auditing services; employees with CPA licenses are the major contributor to operating efficiency. Thus, managers should fully utilize this human resource and empower them to go the extra mile in boosting revenue streams and improving service quality. Finally, neither the change in input attributes nor the application of different DEA models alters the outcome of performance evaluations. Moreover, this paper expects to provide a template for allocating human resources and synchronizing accounting firms' operating strategies.

Research on the Mathematical Model for Optimal Allocation of Human Resources in the Operation and Maintenance Units of a Heavy Haul Railway

According to the existing personnel structure, quantity, development strategy, and market demand of the Shuohuang Railway Company’s operation and maintenance project, the demand quantity of various employees of the company for the past three years is predicted, and a human resource optimization model based on existing human resources and future plans is established. Then, the optimal solutions of the two mathematical models were calculated and analyzed using LINGO software. Finally, combined with the actual situation, the optimal allocation of human resources for the operation and maintenance project of KY company was obtained. The following conclusions are obtained. (1) For the optimal allocation model of existing human resources, the maximum net profit of the optimal staffing model is CNY 3258000. (2) The human resources allocation cost of the minimum dismissal model is CNY 81000. (3) The human resources allocation cost of the lowest cost model is CNY 15500. The research results can effectively guide the human resource management of the operation and maintenance project of the Shuohuang Railway Company, and have important theoretical and practical significance for further analysis of human resources model and its optimal allocation method.

Research on the equity of health resource allocation in TCM hospitals in China based on the Gini coefficient and agglomeration degree: 2009–2018

BackgroundThe demographical and geographical distributions of health resources are important aspects of healthcare access. Few studies have been published on health resource allocation in TCM hospitals in China despite public equity concerns.MethodsThis article uses the Gini coefficient and agglomeration degree to analyze the health resources of TCM hospitals in China according to demographic and geographic configuration conditions in order to study the equity of the health resources of TCM from 2009 to 2018.ResultsFrom 2009 to 2018, all regions of the TCM health resources per ten thousand people and per ten thousand square kilometers showed overall upward trends. The overall equity of the health resource allocations of TCM hospitals in China tended to improve year by year. However, there were still great differences among regions. Generally, the equity of physical resource allocation was better than the equity of human resource allocation. Additionally, the equity of health resources in TCM hospitals allocated by population was better than it was by geographic region.ConclusionsIt is necessary to further optimize the structure of TCM resource allocation, and enhance the equity of resource allocation among different regions.

Application of systems analysis to safety incident investigations in a single centre using anaesthesia as an example.

Systems analysis is widely recommended for patient safety investigations in medicine, but the method is poorly described in the veterinary literature. Anaesthetic safety incidents were discussed in debriefs and then reported on standardised forms. Investigators performed informal interviews with team members involved in case management and interrogated clinical records. Finally, incidents were discussed during morbidity and mortality conferences. Systems analysis involved developing a timeline for the case, identifying any care delivery problems (CDPs) that occurred and contributing factors associated with them, and developing control measures to reduce system weaknesses. From 15 incidents, 32 CDPs were identified. These were categorised into 11 thematic groups. Misdiagnosis (n = 8), human resource allocation (n = 8), failure in planning (n = 6) and technical error (n = 5) were most frequent. Individual factors were identified in 15 (100%), team factors in 12 (80.0%), animal and owner factors in 11 (73.3%), organisation factors in 10 (66.7%), work environmental factors in 10 (66.7%) and task and technology factors in four (26.7%) investigations. Numerous immediate and longer term recommendations were made regarding how to manage systems weaknesses. Investigations were limited to pre-procedural anaesthetic safety incidents. Systems analysis applied to incident investigations can highlight areas for improvement within veterinary healthcare systems.