HR Trends Research Articles

Improving Technologies for Developing Personnel Solutions

Relevance. Modern socio-economic conditions actualize the improvement of technologies for developing personnel solutions as the basis for successful personnel management. An effective management decision acts as a resource for the development of the organization, personnel and each employee. The article explores the relationship between the concepts of personnel management, modern trends in personnel management and technologies for developing personnel solutions. The work examines the main HR trends and their impact on the technology of personnel decisions, analyzes the process of making personnel decisions in pearl organizations, and proposes the structuring of personnel decisions based on the results of diagnosing problem situations and recommended methods of decision-making.The purpose of the study is to identify directions for the development of technologies for developing personnel solutions in the personnel management system of a modern organization.Objectives: explore the relationship between modern concepts of personnel management, HR trends and technologies of personnel solutions; based on the diagnosis of problem situations in personnel management, structure management decisions and propose appropriate methods for their development, adoption and implementation; apply the method of analyzing hierarchies in the process of developing a personnel decision for the objective selection of a candidate for a vacant position to form the labor potential of an industrial enterprise.Methodology. During the research, general scientific methods of analysis and synthesis, the method of system analysis, expert assessment, the method of analyzing hierarchies.Results. Problematic situations in personnel management are diagnosed as the basis for structuring personnel decisions; in accordance with the results of diagnosis and structuring adequate decision-making methods are recommended. The method of hierarchy analysis is used as a method for effectively selecting alternatives in the conditions of selection, selection and hiring of engineering and technical personnel of an industrial enterprise.Conclusions. It is advisable to substantiate the directions for improving technologies for developing personnel solutions based on an assessment of the relationship with modern concepts and trends in personnel management, based on the results of a study of the characteristics of personnel management in various types of organizations, according to the structuring of problem situations in human resource management.

Future HR trends: use of modern technologies

The article discusses the use of the latest digital technologies in the work of HR managers of the future generation. The most likely trends that will be characteristic of changes in personnel management shortly are considered. The need to find and systematize effective digital methods in the personnel management system for the professional development of personnel is emphasized. It has been proven that combining digitization methods and using artificial intelligence by enterprise personnel can effectively increase work efficiency. The inevitability of the transition from personnel management to team and process management results from the shift in management focus from automation to leadership. We believe that the personnel manager and personnel service of an enterprise, organization, or company is directly responsible for the optimal organization of personal work by creating favorable conditions for fruitful cooperation, effective interaction of all team members, involvement of personnel in making management decisions, synchronization of work and systematic exchange of information. It's proven that as technology evolves rapidly, HR managers constantly look for innovative ways to streamline processes, improve employee engagement experiences, and ensure organizational success. One such tool that is becoming increasingly popular in HR is ChatGPT. Global crises contribute to its acceleration instead of stopping or slowing down the development of one sphere of life. A full-scale war forces Ukrainian companies to be resourceful, especially in the HR segment. These companies must maximize their resources to keep operating, support their employees, and fight the enemy. Therefore, thanks to the war, international HR trends will take root in Ukraine faster and easier than in other countries. We see the prospects for further scientific research in the development of methods of introducing artificial intelligence into the work of personnel services. Keywords: HR management; personnel; HR; development, digitalization, artificial intelligence.

From Disunity to Synergy: Transdisciplinarity in HR Trends

Modern trends in the labour market demonstrate a significant change in the paradigm of intersectoral and interdisciplinary interaction in a changing reality. In this study, current trends in the HR market will be considered. The World Economic Forum 2023 Future of Jobs report stated, that the past three years have been shaped by a challenging combination of health, economic and geopolitical volatility combined with growing social and environmental pressures. These accelerating transformations have and continue to reconfigure the world’s labour markets and shape the demand for jobs and skills of tomorrow. The obvious importance of transdisciplinarity in today's labour market is not always reflected in reality. This is largely due to the unwillingness to change, which in many respects goes back to the field of psychology. In this context, Kurt Lewin's theory of change is considered, which confirms that there is always a balance in life, which in relation to life changes manifests itself in the following: there is a certain driving force that gives changes and changes in people's lives for the better, and the same resistance force, which opposes it and wants to keep the usual order, to leave everything unchanged.

T-Piece resuscitator versus self-inflating bag for delivery room resuscitation in preterm neonates: a randomized controlled trial.

TPR and SIB resulted in comparable SpO2 at 5min along with similar minute-specific SpO2, HR, and FiO2 trends. Clinical trial registry of India, Registration no: CTRI/2021/10/037384, Registered prospectively on: 20/10/2021, https://ctri.icmr.org.in/ . • Compared to self-inflating bags (SIB), T-piece resuscitators (TPR) provide more consistent inflation pressure and tidal volume as shown in animal and bench studies. • There is no strong recommendation for one device over the other in view of low certainty evidence. • TPR and SIB resulted in comparable peripheral oxygen saturation (SpO2) at 5min along with similar minute-specific SpO2, heart rate, and fractional-inspired oxygen requirement trends. • Short-term complications and mortality rates were comparable with both devices.

Labor retention in the domestic SME sector in Somogy county

Companies face many new challenges as a result of ever-changing HR trends. One of the most significant problems in recent years has been the ever-changing workforce. Employee loyalty is no longer a matter of course, it must be actively pursued. The root of the problems often goes back to recruitment, as many employers try to attract the workforce by “beautifying” the job advertisement, focus on creating a better image of the organization. Many times we encounter that recruitment was not adequately prepared, not enough attention was paid to select the right workforce. However, it is also important to emphasize that it is not enough to get the workforce, you need to be able to keep it as well. In our questionnaire research, we have examined how the recruitment process takes place, what steps have been taken to ensure employees to remain being committed and to stay loyal to their employer. Based on the results, we can conclude that employers know and apply labor retention methods. The most commonly used procedures were longer learning times, involvement in decisions, organization of trainings, or just job rotation.

A Study on Implementation of Green Human Resource Practices in the Manufacturing Industries in Kolar District

In today's scenario, environmental concern is depleting by the day, and while the entire organisation is focused on monetary benefits, non-monetary benefits are being neglected. This has a direct impact on many organisations. As a result, a number of environmental issues arise, with dreadful consequences for the environment. To address this issue, the concept of green human resource management has been introduced. This paper investigates how these Green HR practices are implemented in organisations and how they contribute to the preservation of a sustainable environment in the industries in kolar district. This paper also focuses on the organization's current Green HR trends.

SOCIALLY RESPONSIBLE PERSONNEL MANAGEMENT OF FOOD INDUSTRY COMPANIES

Issues related to the formation of socially responsible personnel management are studied using the example of companies in the food industry. A generalized formation of a business philosophy model based on the main components of corporate social responsibility (CSR) is proposed. Building a personnel management system based on CSR principles, taking into account HR-nhtylsd. Methodical approach to evaluating the level of effectiveness of personnel management in terms of CSR components using reporting indicators of food industry companies. Keywords: corporate social responsibility, personnel management, model, system, strategy, level of efficiency, HR trends, evaluation.

A Study on Emerging Hr Trends in the Year 2022 with Special Reference to Artificial Intelligence

COVID-19 pandemic is a crisis that is testing both the professional and personal relations of the world. It has also affected the HR tech industry, and has challenged the organizations which were not technologically advanced to rethink over the working and activities according to the conditions. The research paper is descriptive in nature. The researcher was used secondary data where the data was collected from research papers, publications, websites, HR blogs, survey reports etc. The core objective of the study was examine the recent HR trends post covid-19 as well as the role of artificial intelligence in human resource department and understand the challenges in HR department. The study has taken into account the HR trends followed in the company Deloitte. The research study has concluded that a role of AI is larger into various functions carried out in human resource department where by robotics companies can handle recruitment, hiring, analysing the data, colleting the data, reducing workload at workplace and enriching workplace efficiency.

Delayed initiation of anti-osteoporosis medications increases subsequent hip and vertebral fractures in patients on long-term glucocorticoid therapy: A nationwide health insurance claims database study in Japan.

Early initiation of anti-osteoporosis medications (AOMs) is recommended for patients on long-term glucocorticoid (GC) therapy. This study aimed to examine whether physicians prescribe AOMs as soon as GC therapy is initiated, and whether a delay in AOM initiation affects hip and vertebral fracture incidence, using the nationwide health insurance claims database of Japan (NDBJ). Patients aged ≥50years who were prescribed GC (≥5mg/day prednisolone or equivalent) for ≥90days and who were followed for AOM use and hip and vertebral fracture events for the subsequent 1080days in 2012-2018 were selected from NDBJ. Delay in AOM initiation was defined as the number of days without AOMs following GC therapy initiation. Associations between delay in AOM initiation and hip and vertebral fracture risk were evaluated by Cox proportional hazards regression. In total, 92,143 women and 94,772 men were included in the analysis, of which only 39.3% of women and 28.5% of men received AOMs within 90days from GC therapy initiation. Approximately, 15% of hip fractures and 30% of vertebral fractures occurred before AOM initiation in patients with delayed AOM initiation. HRs of both fractures were significantly greater in patients with a longer delay in AOM initiation (p value for trend<0.001). After excluding patients who had fractures before AOM initiation, the magnitude of HRs significantly decreased, and HR trends for hip fracture became insignificant. Delayed initiation of AOMs may result in increased fracture events, which may be reduced by early initiation of AOMs.

Familial risk for bipolar I disorder is associated with erythrocyte omega-3 polyunsaturated fatty acid deficits in youth with attention-deficit hyperactivity disorder

Although attention-deficit/hyperactivity disorder (ADHD) and a family history of bipolar I disorder (BD) increase the risk for developing BD, associated pathoetiological mechanisms remain poorly understood. One candidate risk factor is a neurodevelopmental deficiency in omega-3 polyunsaturated fatty acids, including eicosapentaenoic acid (EPA) and docosahexaenoic acid (DHA). This study investigated erythrocyte EPA+DHA biostatus in psychostimulant-free ADHD youth with (‘high-risk’, HR) and without (‘low-risk’, LR) a first-degree relative with BD, and healthy controls (HC). Erythrocyte EPA+DHA composition was determined by gas chromatography, and symptom ratings were performed. A total of n = 123 (HR, n = 41; LR, n = 42; HC, n = 40) youth (mean age: 14.4 ± 2.5 years) were included in the analysis. Compared with HC, erythrocyte EPA+DHA composition was significantly lower in HR (-13%) but not LR (-3%), and there was a trend for HR to be lower than LR (-11%). Both HR and LR differed significantly from HC on all symptom ratings. HR had greater ADHD hyperactivity/impulsive symptom severity, manic symptom severity, and higher parent-reported ratings of internalization, externalization, and dysregulation, compared with LR. ADHD youth with a BD family history exhibit erythrocyte EPA+DHA deficits and a more severe clinical profile, including greater manic and dysregulation symptoms, compared with ADHD youth without a BD family history.

Transferable competencies of HR manager under global socio-economic changes

Accelerated digitalization, uncertainty, rapidly changing work environment, and the spread of remote employment due to quarantine restrictions caused by the COVID-19 pandemic have led to differentiated requirements for HR managers in different sectors of the economy and the need to get quickly adjusted to new working conditions. This implies an increased importance of transferable competencies for HR managers, especially in advancing their flexibility and expanding employment opportunities. That is why the study aims to develop a universal model of transferable competencies of HR managers based on the analysis of global and local trends in demand on the labor market. Furthermore, a methodological approach is used to assess these trends based on behavioral indicators in rapidly changing conditions. The paper used a comparative analysis of the international experience in forming HR competencies and trends in demand on the Ukrainian labor market. The findings highlight the current transferable competencies of HR managers. They included the abilities to communicate effectively, use digital technologies confidently, work in multitasking mode, manage people and projects, effective self-management, and work in a team. The developed model of transferable competencies of HR managers and methodical approach to their assessment based on behavioral indicators provide an opportunity to diagnose the level of their development for effective work of HR managers in a distant mode, opportunities for trans-professionalism, and career growth.

Improving approaches to the development of personnel management in Russia based on international experience

The article examines HR trends that have been successfully implemented in foreign countries and Russia in the last few years. Approaches to HR management during the pandemic coronavirus 2020–2021 have been reviewed. Based on an analysis of statistical data, nine most successful trends in HR management have been identified and examined in detail, their key factors were described, a comparison of their application in Russia and worldwide was made, and barriers to mass implementation have been noted.

HR trends of our time

HR trends of our time

Разработка карты hr-трендов и технологий

Currently, the emergence and development of technologies, including in personnel management, is happening at an exponential speed. The use of modern HR trends and technologies allows organizations to meet the requirements of the time. Despite a significant number of studies of trends in HR and related forecasts, this information requires generalization, structuring and visual presentation.&#x0D; Presented in the article «Map of HR trends and technologies» gives an idea of the development directions of existing and future HR trends and technologies for the period 2020-2040. The developed map presents the development path of the role of an HR specialist, as well as trends in the main areas of HR activity: personnel management, personnel development, recruitment, HR branding, working environment. The map defines three time periods corresponding to the development horizons - near, middle and far.&#x0D; The practical value of using the developed HR trend map lies in its usability, logic and structure of the presented information, as well as the content of a large number of the most relevant HR areas in modern organizations.

Deep-learning-based cardiovascular risk stratification using coronary artery calcium scores predicted from retinal photographs

Coronary artery calcium (CAC) score is a clinically validated marker of cardiovascular disease risk. We developed and validated a novel cardiovascular risk stratification system based on deep-learning-predicted CAC from retinal photographs. We used 216 152 retinal photographs from five datasets from South Korea, Singapore, and the UK to train and validate the algorithms. First, using one dataset from a South Korean health-screening centre, we trained a deep-learning algorithm to predict the probability of the presence of CAC (ie, deep-learning retinal CAC score, RetiCAC). We stratified RetiCAC scores into tertiles and used Cox proportional hazards models to evaluate the ability of RetiCAC to predict cardiovascular events based on external test sets from South Korea, Singapore, and the UK Biobank. We evaluated the incremental values of RetiCAC when added to the Pooled Cohort Equation (PCE) for participants in the UK Biobank. RetiCAC outperformed all single clinical parameter models in predicting the presence of CAC (area under the receiver operating characteristic curve of 0·742, 95% CI 0·732-0·753). Among the 527 participants in the South Korean clinical cohort, 33 (6·3%) had cardiovascular events during the 5-year follow-up. When compared with the current CAC risk stratification (0, >0-100, and >100), the three-strata RetiCAC showed comparable prognostic performance with a concordance index of 0·71. In the Singapore population-based cohort (n=8551), 310 (3·6%) participants had fatal cardiovascular events over 10 years, and the three-strata RetiCAC was significantly associated with increased risk of fatal cardiovascular events (hazard ratio [HR] trend 1·33, 95% CI 1·04-1·71). In the UK Biobank (n=47 679), 337 (0·7%) participants had fatal cardiovascular events over 10 years. When added to the PCE, the three-strata RetiCAC improved cardiovascular risk stratification in the intermediate-risk group (HR trend 1·28, 95% CI 1·07-1·54) and borderline-risk group (1·62, 1·04-2·54), and the continuous net reclassification index was 0·261 (95% CI 0·124-0·364). A deep learning and retinal photograph-derived CAC score is comparable to CT scan-measured CAC in predicting cardiovascular events, and improves on current risk stratification approaches for cardiovascular disease events. These data suggest retinal photograph-based deep learning has the potential to be used as an alternative measure of CAC, especially in low-resource settings. Yonsei University College of Medicine; Ministry of Health and Welfare, Korea Institute for Advancement of Technology, South Korea; Agency for Science, Technology, and Research; and National Medical Research Council, Singapore.

Abstract PS7-55: Evolution of prescribing trends for HR+/HER2- metastatic breast cancer (mBC) in a post-CDK4/6i world

Abstract Background:There is limited real-world (RW) evidence describing treatment patterns among oncologists since clinical guidelines have established a preference for CDK4/6 inhibitors (CDK4/6i) plus an aromatase inhibitor (AI) or fulvestrant for first-line (1L) HR+/HER2- mBC. The objective of this RW study was to assess the influence of common clinical attributes on prescriber trends in 1L HR+/HER2- mBC by conducting a Discrete Choice Experiment (DCE) and evaluating the clinical decision-making via retrospective medical chart review. Methods:Via a web-based instrument, medical oncologists were presented four hypothetical clinical scenarios (CS) to assess the influence of three clinical attributes on CDK4/6i prescribing preference via DCE: pre-menopausal (pre-M) vs post-M, prior adjuvant (PA) vs no PA, and bulky liver metastases (BuLM) vs no or unknown BuLM. Respondents selected their preferred 1L treatment for each CS: single-agent chemotherapy, combination chemotherapy, hormonal therapy, or CDK4/6i. Proportion of providers selecting CDK4/6i were reported in each scenario (e.g., pre-M vs post-M). Next, a planned subset of providers completed a physician chart abstraction (PCA) summarizing demographics, clinical characteristics, 1L and subsequent regimens for HR+/HER2- mBC patients 18 years or older at diagnosis, and who initiated ≥1 line of mBC therapy. Descriptive statistics were used to examine differences between preferred (via DCE) 1L regimens (hormonal therapy, CDK4/6i, chemotherapy) and PCA 1L regimens (chart review). Results:47 medical oncologists from all U.S. census regions participated in the DCE, of which 17 completed 52 unique PCAs. Provider characteristics: mean 22.7 (5, 50) years in practice; mean 23.3 (3, 80) unique HR+/HER2- mBC patients treated monthly. PCA patient characteristics: median age 61 (38, 87) years; post-M = 88.5% and PA = 40.4% (Table 1). Across DCE and PCA patients, overall 1L CDK4/6i preference was 67.6% (DCE) and 84.6% (PCA) (Table 1). By patient attribute, CDK4/6i DCE preference and PCA use were, respectively: pre-M= 55% vs 67%; post-M = 80% vs 87%; PA= 66% vs 87%, no PA = 70% vs 83%. CDK4/6i preference for patients with BuLM was 55% but could only be assessed in DCE (Table 2). Chemotherapy as an alternative to, or prior to, CDK4/6i was 23.3% in DCE (19.1% vs 4.2%) and 5.8% in PCA (5.8% vs 0%). Conclusion:Our research demonstrates that RW use of a CDK4/6i regimen in 1L HR+/HER2- mBC is higher than reported preference for CDK4/6i as assessed through DCE overall and in all CS. CDK4/6i preference in DCE was lowest for pre-M (55%) and PA (66%), while RW use was above 80% in all cases except for pre-M (67%). The use of chemotherapy prior to, or as an alternative to, CDK4/6i was both a preference in DCE and an observation in RW patients, which may relate to continued guideline inclusion of 1L chemotherapy which may warrant additional research to address continued relevance in the CDK4/6i era. Table 1: Patient characteristics, HR+/HER2-DCE(N=188)PCA(N=52)Age, mean (median, range)54 (54; 38-71)61 (63; 38-87)Menopausal status, n (%)Pre-menopause94 (50)6 (11.6)Post-menopause94 (50)46 (88.5)Prior adjuvant therapy, n (%)94 (50)21 (40.4)CDK4/6i0 (0)3 (5.8)Site of Metastases, n (%)Liver94 (50)0 (0)Other/Unknown94 (50)52 (100)1L Therapy, n (%)Hormone-based therapy14 (7.4)5 (9.6)Chemotherapy27 (19.1)3 (5.8)CDK4/6i-based therapy127 (67.6)44 (84.6)Immediately following chemotherapy8 (4.2) Table 2: CDK4/6i use as a function of clinical characteristicsCDK4/6i Usen (%)Pre-M(N=94)Post-M(N=94)PA(N=94)No PA(N=94)BuLM(N=94)No/Unk BuLM(N=94)DCE52 (55)75 (80)62 (66)65 (70)52 (55)75 (80)CDK4/6i Usen (%)Pre-M(N=6)Post-M(N=46)PA(N=23)No PA(N=29)BuLM(N=0)No/Unk BuLM (N=52)PCA4 (67)40 (87)20 (87)24 (83)0 (0)44 (85)p-value.59.30.05.15NA.47 Citation Format: Bruce Feinberg, Igoni Dokubo, Jeff Wojtynek, Jonathan Kish. Evolution of prescribing trends for HR+/HER2- metastatic breast cancer (mBC) in a post-CDK4/6i world [abstract]. In: Proceedings of the 2020 San Antonio Breast Cancer Virtual Symposium; 2020 Dec 8-11; San Antonio, TX. Philadelphia (PA): AACR; Cancer Res 2021;81(4 Suppl):Abstract nr PS7-55.

Traditional Chinese Medicine Enhances Survival in Patients with Gastric Cancer after Surgery and Adjuvant Chemotherapy in Taiwan: A Nationwide Matched Cohort Study

Background Gastric cancer remains a major cancer globally. More than half of patients with gastric cancer undergo surgery in Taiwan; however, few large nationwide studies have investigated the effects of traditional Chinese medicine (TCM) on gastric cancer management after surgery. This study aimed to evaluate the effect of TCM on patients with gastric cancer following surgery and adjuvant chemotherapy in Taiwan and its prescription trends. Methods and Materials The cohort sampling data set was obtained from the Registry of Catastrophic Illness Patient Database, a research database of patients with severe illnesses from the National Health Insurance Research Database, Taiwan. Patients who had received a new diagnosis of gastric cancer and had undergone surgery were enrolled. We matched TCM users and nonusers at a ratio of 1 : 3 based on the propensity score, and TCM users were also grouped into short-term and long-term users. Results The number of TCM users and nonusers was 1701 and 5103 after applying the propensity score at a ratio of 1 : 3. Short-term users and long-term TCM users were independently associated with a decreased risk of death with HRs of 0.59 (95% confidence interval (CI), 0.55–0.65) and 0.41 (95% CI, 0.36–0.47), respectively, compared with TCM nonusers. We also obtained similar results when we adjusted for covariates in the main model, as well as each of the additional listed covariates. We also observed similar HR trends in short-term users and long-term TCM users among men and women aged <65 years and ≥65 years. The most commonly prescribed single herb and herbal formula in our cohort were Hwang-Chyi (Radix Hedysari; 11.8%) and Xiang-Sha-Liu-Jun-Zi-Tang (15.5%), respectively. Conclusion TCM use was associated with higher survival in patients with gastric cancer after surgery and adjuvant chemotherapy. TCM could be used as a complementary and alternative therapy in patients with gastric cancer after surgery and adjuvant chemotherapy.

Fruit, vegetable, and legume intake and the risk of all-cause, cardiovascular, and cancer mortality: A prospective study

Although fruits and vegetable consumption has been shown to be associated with lower risks of mortality, cancers, and cardiovascular disease (CVD), there are limited data from China on the shape of the association. This study aimed to quantify the relationship between levels of fruit, vegetable, and legume consumption with the risk of major CVD, CVD mortality, cancer incidence, cancer mortality, and all-cause mortality. In the baseline survey, participants attended 1 of 115 (45 urban and 70 rural) communities from 12 provinces to complete a standardized questionnaire, and undergo a physical examination between 2005 and 2009, and were followed up till 2017 (for the current analysis). Diet was assessed through in-person interviews by using validated food-frequency questionnaires. The clinical outcomes were adjudicated centrally by trained physicians using standardized definitions. Cox frailty models were used to explore the associations between fruit, vegetable, and legume consumption with the risk of all-cause, CVD, and cancer mortality. A total of 41243 participants were eligible for inclusion in the analyses. The average combined average daily intake of fruit, vegetable, and legume was 2.97 [standard deviation (SD) 1.22] servings per day. During a median follow-up of 8.9 years [interquartile range (IQR) 6.7-9.9 years], we recorded 1893 major CVDs, 794 cancer events, and 1324 deaths, with 411 CVD deaths and 429 cancer deaths. In the models adjusted for age, sex, and center (random effect), a higher total intake of fruit, vegetable, and legume was inversely associated with CVD mortality, cancer incidence, cancer mortality, and all-cause mortality. After adjusting for additional covariates, the associations were evidently attenuated and only the association with all-cause mortality (hazard ratio [HR] trend 0.92, 95% CI 0.86-0.98, p trend=0.021) remained significant, with a non-significant trend for major CVD (HR trend 1.02, 95% CI 0.97-1.08, p trend=0.449), CVD mortality (HR trend 0.94, 95% CI 0.84-1.06, p trend=0.301), cancer incidence (HR trend 0.97, 95% CI 0.89-1.06, p trend=0.540), or cancer mortality (HR trend 0.92, 95% CI 0.82-1.04, p trend=0.174). Compared with the reference group, the risk of all-cause mortality was the lowest for four to five servings of total daily intake of fruit, vegetable, and legume (HR 0.73, 95% CI 0.55-0.97), and did not show a further decrease for the higher intake group. Separately, fruit intake was associated with a lower risk of all-cause mortality (HR trend 0.92, 95% CI 0.86-0.99, p trend=0.020) and legume intake was associated with a lower risk of major CVD (HR trend 0.95, 95% CI 0.90-0.99, p trend=0.028) and all-cause mortality (HR trend 0.94, 95% CI 0.89-0.99, p trend=0.020) in the fully adjusted models. This prospective study suggests that Chinese people with daily consumption of four to five servings (equivalent to 500-625g/day) of fruit, vegetable, and legume demonstrated the lowest mortality, which conveys an encouraging message to the public that lifestyle modification to increase fruit, vegetable, and legume intakes may have greater beneficial effects on reducing all-cause mortality.

Re-vision of Future Trends in Human Resource Management (HRM) after COVID-19

Abstract Objective: The article is an attempt to make a diagnosis about the impact of the Covid-19 pandemic on HR practices including recruitment and selection, remote working, motivating employees, re-skilling and communicating. This theoretical study is a kind of revision and discussion with the “future trends in HR” predicted a few years ago before pandemic. Methodology: The research method was a review of the most recent research findings from business practice and from scientific literature concerning the impact of the pandemic on various fields of human resource management. Due to the growing flood of media information, the authors wanted to select the most updated HR practices implemented in organizations from the reliable and acknowledgeable sources. Findings: The biggest challenges for HR after COVID-19 will be: restructuring the place of work and the content of work, applying more advanced technology to recruitment, selection and performance; more interests, appreciation and motivation from managers will be needed as well as building trust, a sense of belonging among team members. The list of benefits will be revised towards enhancing mental health and well-being. The reality after the pandemic will require new competencies from managers and employees so re-skilling and re-training are the most expected approaches. Value Added: This article is becoming an important voice on the impact of a pandemic on the HR practices. The emerging and current results of research on HR trends will allow targeting education systems and equipping employees with the most predictable competences which will be useful in the era after the pandemic. Recommendations: The COVID-19 turmoil has changed the prepared strategic plans for development of many organizations. This external factor hardened all continents and built new reality where some tips and recommendation are highly welcome. Thus, we proposed few revisited personnel solutions which HR professionals may implement. We also invite other scholars to research the pandemic impact on many multidimensional levels: economic, political, social, technological, ethical ones.

Abstract 14691: Heart Rate Trajectories and Clinical Correlates in Patients Recovering From Acute Myocardial Infarction: A Longitudinal Analysis of Apple Watch Heart Rate Recordings

Introduction: Vital signs can provide critical details regarding a patient’s health status for clinical decision making, and confirm feedback on treatments. Using mobile health technology, vital signs such as heart rate can be collected in larger quantities without requiring frequent clinic visits. In this study, we characterized HR trends of patients recovering from acute myocardial infarction (AMI) in the subacute period, with the goals of identifying higher risk patient subgroups. Methods: Between Nov. 2017 and Apr. 2019, type 1 AMI patients were enrolled in the Myocardial infarction, Combined device, Recovery Enhancement (MiCORE) study (NCT03760796). Patient information was collected via Research Electronic Data Capture (REDCap), and HRs were recorded using the Apple Watch and Corrie smartphone app between the time of admission to 30 days post-discharge. Associations with clinical covariates were assessed with multivariable linear mixed regression models (Figure 1). Results: We recruited 91 patients (mean age: 57 +/- 10.9, 74% male) who provided 4,447 HR recordings, with an overall mean daily HR of 74.5 bpm. Patients had a 0.168 bpm decrease in mean daily HR for each consecutive day post-discharge; the exception were patients who had a prior CABG before admission, hypertension, or type 2 diabetes, who had an associated elevation in HR across each day (Figure 1). Six of 11 AMI patients who were readmitted within 30 days exhibited at least 1 HR recording greater than 90 bpm within 3 days of readmission. Conclusions: While most AMI patients had a decrease in HR over the subacute period, we identified high-risk subgroups with increasing HRs (patients with prior CABG, HTN, and T2DM), and elevated HRs in patients three days prior to readmissions. This study highlights the potential of using longitudinal, biometric data sets in discerning higher risk patient populations post-AMI that require more targeted therapy.