Mobilization Of Human Resources Research Articles

Is It True That More Than Half of Web Contents Are in English? Not If Multilingualism Is Paid Due Attention!

The belief that English is and will remain largely dominant as the first language of the Internet in terms of content and is the natural lingua franca in cyberspace plays against the mobilization of human and funding resources to incorporate minority languages. We sustain that this belief stands on biased data and that multilingualism is more and more the nature of the Internet and translation its lingua franca. We challenge the validity of a source widely used, since 2011, to state that English represents a steady percentage of web contents over 50%. This business source, W3Techs, is well-famed and considered reliable for its surveys on web technologies, exploring a large sample of the Web. However, languages differ from other web technologies, in the fact than more than one language could be used on a website. Not taking into account the multilingual nature of the Web is a serious bias that leads to major errors. The study of the rate of multilingualism of the sample of websites used by W3Techs concludes that the percentage of English contents on the Web is within a 20%–30% range, a value coherent with the results from three referenced alternative methods. We plan for 2025 to create a tool for measurement of languages and rate of multilingualism in a series of websites, with thorough attention to list all the languages used within a website, a complex matter. This tool will be applied to the same sampling and should close definitively this matter.

Strategies to Improve Employee Engagement and HR Quality at M Educational Institution Jakarta

The development of education is no less important than the economic and social world. However, in recent years the workforce in the world of education has experienced significant turnover which has hampered the development of teaching. Therefore, it is necessary to analyze and discuss the level of employee engagement and the quality of human resource management using the example of the educational institution M Educational Institution Jakarta. This research was conducted by conducting interviews and distributing questionnaires to educational personnel as subjects. In this study, we identified the core concepts of employee engagement in educational institutions, designed an engagement questionnaire and a satisfaction questionnaire, and conducted a survey. Getting the results from this research, there are problems such as incomplete human resource development mechanism, high human resource mobility, serious exit of high-quality human resources, unbalanced faculty staffing structure, and incomplete performance evaluation and incentive mechanism. Analyzing the problems and their causes, it is necessary to propose constructive solutions and countermeasures, identify common problems in employee participation and human resource management in educational institutions, and improve strategy development and policy adjustment depending on the problems. The result of this research is that increasing employee engagement and the quality of human resources is very important. In the development of the M Educational Jakarta institution, it requires the implementation of a scientific and rational human resource management mechanism, with the concept of project management as a systematic implementation framework, which can also be a guide in managing HR in educational institutions, and ensuring the effectiveness of HR operations.

Mobilising Practices of Human Resources During COVID-19: Application of Managerial Innovation

The health crisis caused by the Coronavirus (COVID-19) has had a major negative impact on the human resources of companies of all sizes and in all sectors (cessation of activity, obligation to stay at home). In the absence of compensatory financial measures, company containment (closure) is not an option to avoid more serious social consequences. It is therefore preferable for companies and managers to adopt other measures to limit the impact of this pandemic on human resources. Given this destabilisation of the business community, a number of innovative management practices will emerge and become a real imperative for mobilising human resources. The aim of this article is to identify models of managerial innovation put in place by managers to mobilise human resources during the current health crisis. Based on a review of the literature on managerial innovation and strategies for mobilising human resources in times of health crisis on the one hand and, on the other, a single-site case study of 6 Cameroonian companies operating in different sectors of activity, we show that, under the prism of COVID-19, a number of managerial innovations such as teleworking, team rotation and part-time working, social communication, salary maintenance, health support and coaching can emerge and become real spurs for the mobilisation of human resources.

Peran Diaspora Armenia dalam Konflik Nagorno Karabakh Tahun 2020-2022

The Nagorno-Karabakh conflict from 2020 to 2022 highlights the significant role of the Armenian diaspora in supporting Armenia across various dimensions. The research aims to determine the extent to which the Armenian diaspora's support influences the Armenian government's capacity to handle the conflict. The study utilizes theories of public diplomacy and diaspora engagement, employing a mixed-methods approach that includes qualitative data from secondary data processing such as journals and written results containing data about Armenian Diaspora, official website of the Armenian government, and quantitative data from financial contributions and diplomatic records. Findings indicate that the Armenian diaspora's political lobbying and advocacy efforts have secured significant diplomatic support, while economically providing substantial remittances, investments, and humanitarian aid. Socially, the diaspora has shaped international public opinion through campaigns and cultural activities, and intellectually, it has offered strategic insights enhancing the government's approach to the conflict. Additionally, the mobilization of human resources by the diaspora has provided direct assistance in Armenia. This research offers a comprehensive understanding of the dynamics between the Armenian diaspora and the Armenian government, demonstrating the substantial impact of multidimensional diaspora support on the government's capacity to manage the Nagorno-Karabakh conflict.

Trends in the mobility of primary healthcare human resources in underdeveloped regions of western China from 2000 to 2021: Evidence from Nanning

ObjectiveThis research aimed to identify the fundamental and geographic characteristics of the primary healthcare personnel mobility in Nanning from 2000 to 2021 and clarify the determinants that affect their transition to non-primary healthcare institutions.MethodsThrough utilizing the Primary Healthcare Personnel Database (PHPD) for 2000–2021, the study conducts descriptive statistical analysis on demographic, economic, and professional aspects of healthcare personnel mobility across healthcare reform phases. Geographic Information Systems (QGIS) were used to map mobility patterns, and R software was employed to calculate spatial autocorrelation (Moran’s I). Logistic regression identified factors that influenced the transition to non-primary institutions.ResultsPrimary healthcare personnel mobility is divided into four phases: initial (2000–2008), turning point (2009–2011), rapid development (2012–2020), and decline (2021). The rapid development stage saw increased mobility with no spatial clustering in inflow and outflow. From 2016 to 2020, primary healthcare worker mobility reached its peak, in which the most significant movement occurred between township health centers and other institutions. Aside from their transition to primary medical institutions, the primary movement of grassroots health personnel predominantly directs towards secondary general hospitals, tertiary general hospitals, and secondary specialized hospitals. Since 2012, the number and mobility distance of primary healthcare workers have become noticeably larger and remained at a higher level from 2016 to 2020. The main migration of primary healthcare personnel occurred in their districts (counties). Key transition factors include gender, education, ethnicity, professional category, general practice registration, and administrative division.ConclusionsThis study provides evidence of the features of primary healthcare personnel mobility in the less developed western regions of China, in which Nanning was taken as a case study. It uncovers the factors that impact the flow of primary healthcare personnel to non-primary healthcare institutions. These findings are helpful to policy refinement and support the retention of primary healthcare workers.

Training to Achieve Sustainable Employment for Youth and Young Adults

This paper presents the outcomes of the “Training for Sustainable Employment of Youth and Young Adults” project, originally developed with the assistance of a consortium of institutions in six countries. These countries comprised five EU member states, Portugal, Italy, Romania, the Czech Republic, and Spain, and an EU candidate, Turkey. The main objective of the project was to analyse the gap between the needs of employers and the skill sets of youth and young adults, in order to assess the training needs of young people to equip them to be sustainably employed. In addition, the project set out to create a course programme that contained targeted training to meet the identified training needs of both employers and young people. The data collection was performed using a focus group (n = 144) and an online survey aimed at a convenience sample of the target groups (n = 244) in the six participating countries. The data were analysed qualitatively and quantitatively. The findings indicated six main competencies to develop in training: flexibility, inclusivity, diversity, and wellbeing; innovation and knowledge management; mobilisation of human resources; international orientation; entrepreneurship; and presentation. In conclusion, this study illustrated the need for a course programme to be established, structured around the six categories that correspond to the main topics obtained through the consortium’s research. Therefore, the main gain of the project study was the creation of a course programme, focused on improving young people’s inclusion in the job market and meeting companies’ needs for skilled employees.

Exploring Big Data Technology in Human Resources Decision-Making

With the widespread application of big data technology, human resources decision-making faces new opportunities and challenges. This paper explores the application of big data technology in human resources management and its potential impact, providing an in-depth analysis of the transformation of the role of HR managers in the era of big data. Firstly, the application of big data enables HR professionals to make more effective strategic business decisions by eliminating biases in decision-making and providing profound real-time insights. This, in turn, attracts and retains talented individuals, enhancing business efficiency. Secondly, big data plays a crucial role in the recruitment process, assisting management in avoiding recruitment errors. Personalized data analysis helps identify talents that match specific job requirements, ultimately improving long-term performance. Furthermore, the application of big data technology facilitates organized internal mobility of human resources within a unit. By analyzing employee data, organizations can gain better insights into employees' work capabilities and development potential, offering diverse opportunities for career development to enhance employee satisfaction, loyalty, and maintain competitiveness.

Capacitating Pedagogy to Inclusive Excellence through Bienvivance for Zero Waste of Human Resources: European Case Studies during the Lockdown on Vocational Education and Training

The lockdown during the pandemic questioned the learning and working conditions but underlined crucially the teaching pedagogy and new essential teachers’ roles and competencies, and on the whole, the operational framework of education for quality of education for all. The research was carried out through a European Project and gathered at training centers in two countries focusing on learning and pedagogical issues during the lockdown through focus group discussion methodology and labels analysis. If planning, material resources, and health issues came out as relevant difficulty categories, the findings underlined collaborative projects and capacitating pedagogy as efficient and helpful. The findings also questioned the quality-of-life framework at school and the teaching pedagogy and new teachers’ roles as competencies to cope with such a situation to support transformative learning. The outcomes suggested a positive operational framework, the innovative bienvivance paradigm, derived from medical methodology, which can help school organizations by inner development for outer changes to integrate diversity, equity, and educational quality efforts into their missions. It aims at serving inclusive excellence toward human resource sustainability and zero waste of human resources. It can be seen as an effective framework for quality and equity in education. It supports the UN and UNESCO recommendations and the psycho-socio-economic optimization of human resource issues, which are crucial in these human resource mobility and migrations waves, and broadly copes with global changes.

Bringing to light the shackles of the past: reflections on labor under conditions analogous to slavery in the context of SDG 8

The effective implementation of the SDGs requires coordinated action among governments, the private sector, civil society, and other stakeholders, along with comprehensive mobilization of financial, technological, and human resources. It is crucial to integrate economic, social, and environmental aspects to achieve the objectives of the 2030 Agenda. This qualitative article, utilizing literature review and document analysis, examines challenges and progress related to SDG 8 fulfillment in the Brazilian context, identifying factors impacting the effective eradication of slave-like labor and proposing potential strategies to achieve these goals. The targets of SDG 8 (Promoting sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all) have regressed in Brazil and worldwide. Forced labor, exploitation, and precarious working conditions persist, necessitating the implementation of stricter laws, strengthening of monitoring mechanisms, and a unified commitment from all involved actors for the effective eradication of this abhorrent practice.

Community forestry in the Czech Republic – A historical throwback or a step forward?

The rising level of complexity and uncertainty in environmental governance highlights the interplay between governmental and non-governmental actors producing various forms of sustainable forest management, including community-based forestry, in which the relevance of small-scale private forest owners follows. In urban peripheries, community forestry principles shape small-scale private forest owners' activities. On an analytical level of small-scale private forest owners in Mladá Boleslav urban area, this paper uses the assumptions of the pluralist theory of democracy and resource mobilization theory in the context of community-based forestry to investigate the perceptions of the mobilization of material, human, and socio-organizational resources. It is in line with the policy objectives in the State Conception of Forest Policy 2035 issued by the Ministry of Agriculture of the Czech Republic. Its methodology is based on qualitative semi-structured interviews to gain in-depth results. The results showed that most small-scale private forest owners in urban areas perceived resource mobilization as a potentially beneficial mechanism for reaching a consensus and collective action. However, a functioning model for forest communities in urban areas is missing in the Czech Republic. This situation stems from the historical experience with socialism and the country's short tradition with a market economy. It implies historical prejudices and anthropocentric values among small-scale private forest owners. Lacking confidence in public policy processes and placing emphasis on interpersonal trust were also noticed during the research. The results open future avenues for discussion about the pathways for implementing community-based forestry models in urban areas in the Czech Republic.

The village government’s communication model: A promotion strategy for stunting prevention in Indonesia

Background: Stunting remains a significant social issue among the population in Indonesia. Inadequate treatment has led to numerous cases of suboptimal height in children aged 19 years. Objective: This study aimed to explore the strategy of the village government in formulating communication messages, utilizing communication methods, and employing communication media for the stunting alleviation program. Methods: A phenomenological approach was employed, with the research conducted in Pulau Harapan Village, Nine Island District, Sinjai Regency. Data were gathered from the government officials of Pulau Harapan Village through observations, interviews, and documentation. Subsequently, the collected data underwent analysis involving reduction, presentation, verification, and conclusions drawing, facilitated by Atlas TI 8 software. Results: The village government's strategy in crafting stunting alleviation program messages, from socialization to implementation in Harapan Island Village, Nine Island District, Sinjai Regency, revolves around the Two-Step Flow Communication model. The communication methods used include information repetition, channelization, persuasion to alter the target mothers' perceptions, educational methods, and coercion (coerfindings). Media employed include print media, electronic media, and human resource mobilization within Harapan Island Village. Conclusion: The findings of the study provide valuable insights to address the stunting issue in Indonesia.

The influence of internship satisfaction and the psychological contract on the career identity behavior of fresh graduates.

Frequent resignation of young workers brings huge costs to the organizational management of enterprises. The frequent turnover behavior is a sign of low career identity, and exploring the paths that influence career identity behaviors is necessary. Previous studies have found that internship satisfaction and the psychological contract can influence career identity behavior. However, the dimensions of the psychological contract are unclear, and it is uncertain whether internship satisfaction can influence career identity behavior through the different dimensions of the psychological contract. This study attempts to expand the concept of psychological contract and construct a multiple mediation model. It aims to analyze the mediating role of different dimensions of the psychological contract between internship satisfaction and career identity behavior. A sample survey was conducted on Chinese fresh graduates by way of the questionnaire survey, and a total of 576 valid questionnaires were collected. Amos 26.0 was used to analyze the data and verify the multiple mediation model. The results showed that psychological contract can be divided into three dimensions: transactional contract, relational contract, and developmental contract. Internship satisfaction can positively influence career identity behavior via the three dimensions of psychological contract, and there are differences in mediating effects among the dimensions. The mediating effect of developmental contract is the highest, relational contract is the second, and transactional contract is the lowest. This article expands the dimensions of psychological contract, emphasizes the importance of developmental contract, contributes to the literature on organizational psychology, and provides scales and empirical evidence for future research. The analysis points out that fresh graduates with long-term development opportunities often show higher career identity behavior. This provides valuable insights for enhancing career identity behavior, improving career sustainability, and assisting organizations in managing human resource mobility.

Strategic divestment of emerging market firms: the influence of returnee managers and CEO characteristics

PurposeThis study aims to examine the role of returnee managers that can affect the strategic-divestment decision of emerging-market firms (EM firms). Drawing on arguments from the upper echelons theory and international human resource mobility perspectives, this study aims to propose that returnee managers influence corporate divestitures when the business outlook is negative. In addition, this study aims to examine the interplay between returnee managers and CEOs, whose characteristics can foster or undermine the efforts of returnee managers to engage in corporate divestments.Design/methodology/approachThis study examines 278 firms from nine emerging economies. The negative binomial regression was employed to estimate the model. In the robustness checks, the logistic regression was adopted to confirm the earlier findings.FindingsThe empirical results support the notion that returnee managers strengthen the relationship between firm performance and divestments. Because of the limited liabilities of foreignness and outsidership, returnee managers can gain social trust and credibility through communication and social interaction. Furthermore, the results provide mixed support for the moderating effect of CEO characteristics on the performance–divestment relationship.Practical implicationsThis study reveals that returnee managers are a great asset for EM firms that aim to find synergies and upgrade their capabilities through asset reconfiguration, which is an essential activity of emerging market firms to integrate themselves into the global competition. Meanwhile, CEO characteristics can foster (through their education level) or hinder (due to their age) divestment attempts, influenced by returnee managers.Originality/valueThis study explores an understudied phenomenon in international business (IB): strategic divestment of EM firms. The literature that examines strategic divestment and corporate refocusing in emerging markets is extremely limited. Furthermore, this study explores the novel topic that intersects the international business (IB) and international human resource management (IHRM) research areas. Specifically, this study investigates the impact of returnee managers on strategic divestments.

Building knowledge absorptive capacity in South African public companies through recruitment practices

Most state-owned companies (SOCs) in South Africa are in a perpetual struggle to recruit human resources and replenish their intangible knowledge asset losses that are largely due to high employee turnover. The study is interdisciplinary in nature, presenting a strong link between recruitment practice, employee turnover, knowledge loss and knowledge absorptive capacity. The research project used a mixed methods exploratory sequential design by gathering in-depth qualitative data through interviews with 20 human resource managers in 9 SOCs. Survey data was collected from a 25% response rate to the 585 distributed questionnaires. The survey instrument was tested for reliability with a Cronbach’s alpha at 0.94. The qualitative data extracted through the interviews were analyzed thematically using Atlas.ti software, whilst the quantitative data were analysed using Statistical Analysis Software (SAS). The findings revealed that due to increased human resources mobility, human resource management (HRM) establishments in many SOCs were in a perpetual struggle to fill vacancies in mission-critical areas. Knowledge-loss induced by human resource attrition was a serious challenge in most SOCs. On a positive note, the study revealed that recruitment practices were knowledge-driven, largely because they supported SOCs in the sourcing of the required company-specific human and knowledge resources, albeit some extant challenges. The study concluded that HRM recruitment practices build knowledge absorptive capacity in South African SOCs.

The Milieu of English Learning in Conflictaffected Zones: An Analytical Study on Yemeni Undergraduate Learners

Despite that the international community agrees on the importance of education as an important tool for the emotional, physical and social stability of its members, education falls victim to the humanitarian crises across the globe. Due to instability and political unrest in conflict areas, accessing education becomes a dream for local young people residing in such places. It is agreed that war prevents students from their simplest right of pursuing education. It foils governments from functioning, teachers and students often flee their homes, and continuity of learning is greatly disrupted (UNICEF, 2021). Conflicts cause damage of schools, absence of teachers and students, delays in or even cancellation of the opening of the academic year. In the case of Yemen, Arab country located at the southwest of Middle East, war has killed tens of thousands, forced 4 million to flee and pushed the country to the rim of famine (Xinhua, 2022). In worst cases, students have to drop out of school and migrate to escape ongoing conflicts. Some of the students in such areas have become internally displaced, refugees or even fighters. For these harsh conditions, the schools and universities remain tremendously far-fetched. Education in conflict-affected areas has always been given a very low priority in humanitarian aid by organizations. Yemen, as a conflict-ridden area since 2015, has sunken into an unmerciful war which creates not only different security problems for Yemeni learners to carry on their regular formal learning, but also a number of economic and socio-cultural barriers as a result of instability in the area. Yemen's status before war as a "failed State" has merged with war to create critical lasting challenges (Cordesman, 2017). Yemen has been facing widespread corruption, diminishing resources, very high unemployment, poverty, political partitions, and recurrent conflict even before war (Kendall, 2020). During war, Yemeni people have found themselves in a fragmented country with a distorted economy, its social unity torn apart and narrow paths forward – often to the theatre of war and distress (Al-Jeddawy, 2022). War has been currently taking a huge psychological and material trauma on Yemeni young students as their schools and universities are being deliberately under attack (Qasem, 2017). The country is in keen need to sustain peace and face Yemen's economic and progress ch allenges which is possible only through education, research, and effective mobilization of human and natural resources in the country (Zakham, Vapalahti, Lashuel, 2020). This study is an attempt to explore the context of English learning at universities. It tries to investigate the challenges faced by undergraduate students to carry on their education in conflict zones. It seeks to understand the effect of civil conflict on the progress of higher education to suggest an immediate remedy to the adequate design of policies geared towards those individuals who have been affected by violence and faced by many obstacles. The possible significance of this study is threefold. First, the study will endeavor to reveal the setting of higher education in the English departments in the conflict zone, Yemen. Second, the study will disclose the intricacies that are involved in augmenting performance of learners in conflict zones and suggest some points to be followed in order to upgrade the current higher education system. Third, the study will provide recommendations to government, disputed parties and even international community for rescuing the future of young people.

Перевод рыбной промышленности Калмыкии во второй половине 1930-х гг. в положение военного времени

Introduction. In the 1920s–1930s, the mobilization of human and material resources played a huge role in the process of reforming the Red Army and strengthening the country’s defense capability. The period witnessed measures aimed to prepare forces and means for the development of the Soviet armed services and protection of the country. The preparation system also included economic (food) mobilization not only for the current army allowance but also for investing the necessary material reserves in case of wartime, to secure uninterrupted supply of the army during a war. Goals. The article attempts an analysis of how Kalmykia’s fishing industry was converted to the wartime agenda in the mid-to-late 1930s. Results. Along with the delivery and procurement of agricultural and livestock products to the government, the supply of fish products is considered in the article not only as an aspect of mass catering, food security, exports — but also as a means to meet the needs of the army and secure the country’s defense. The development of Kalmykia’s fishing industry in the mid-to-late1930s across the Volga-Caspian basin resulted in a significant contribution to the supply of fish products for special consumers (military) according to orders of the People’s Commissariat for Fishing Industry of the USSR.

Maximizing University Resources: Strategic Mobilization and Utilization of Human, Financial, and Material Resources in Higher Education

The effective mobilization and use of university resources have become essential for attaining institutional excellence and sustainability in the ever-changing academic landscape of today. The strategic methods that colleges might use to maximize their material, financial, and human resources are examined in this article. It emphasizes the value of proactive human resource management, including hiring top people, fostering professional growth, and retaining faculty. Financial tactics are also examined, such as creative funding methods, cost-cutting measures, and open budget planning. The paper also explores digital transformation, sustainable practices, and smart infrastructure utilization as means of optimizing material resources. It describes the difficulties and potential solutions for resource mobilization, providing practical advice for higher education institutions by referencing successful case studies from international universities. In addition to improving academic results, efficient resource management fortifies institutional resilience against mounting outside demands.

Adaptation and Response of a Major Parisian Referral Hospital to the COVID-19 Surge: A Qualitative Study

ABSTRACT Since the beginning of the COVID-19 pandemic, few studies have focused on crisis management of multiple services within one hospital over several waves of the pandemic. The purpose of this study was to provide an overview of the COVID-19 crisis response of a Parisian referral hospital which managed the first three COVID cases in France and to analyze its resilience capacities. Between March 2020 and June 2021, we conducted observations, semi-structured interviews, focus groups, and lessons learned workshops. Data analysis was supported by an original framework on health system resilience. Three configurations emerged from the empirical data: 1) reorganization of services and spaces; 2) management of professionals’ and patients’ contamination risk; and 3) mobilization of human resources and work adaptation. The hospital and its staff mitigated the effects of the pandemic by implementing multiple and varied strategies, which the staff perceived as having positive and/or negative consequences. We observed an unprecedented mobilization of the hospital and its staff to absorb the crisis. Often the mobilization fell on the shoulders of the professionals, adding to their exhaustion. Our study demonstrates the capacity of the hospital and its staff to absorb the COVID-19 shock by putting in place mechanisms for continuous adaptation. More time and insight will be needed to observe whether these strategies and adaptations will be sustainable over the coming months and years and to assess the overall transformative capacities of the hospital.

Investing in Human Capital Management for Firm Performance: Liability or Strategic Alignment?

A firm’s sustainable performance is a burgeoning issue globally. It is the strategic choice of the firm whether it should invest in its human resources. This study examines the role of human capital management in determining firm performance. HR competencies, HR practices, HR systems, and HR deliverables were selected as the dimensions of human capital management. Employee satisfaction was the mediating variable. Data were collected from a survey of conveniently selected 305 employees of purposively selected life insurance companies in Nepal. The results of the study revealed a positive significant impact of each component of human capital management and overall human capital management on firm performance, concluding that investment in human capital management is the strategic alignment rather than the liability. Firms investing more in human capital enhance their financial performance for sustainable growth. This study contributes to elaborating the resource-based view for creating dynamic capability of resources from effective development and mobilization of human resources.

The costs of protecting health in the face of climate change - feasibility lies in proactivity.

Climate change has and will continue to lead to unexpected weather patterns worldwide. These threaten to increase the risk of numerous diseases and disasters that negatively impact the health of populations. As a developing country, Pakistan must bolster its preparedness for such weather-related health problems by efficienty allocating resources to preventive measures and proactively implementing them. In recent history, torrential rainfall in areas such as Karachi, which usually receive meagre amounts of annual rainfall, has left many economic and health-related issues that harm the health of the population and disrupt healthcare delivery. For example, the massive accumulation of stagnant water following heavy rainfall acts is a breeding ground for mosquitoes. Thus, urban flooding is often accompanied by an increase in mosquito-related diseases such as dengue and malaria (1,2). Furthermore, the presence of airborne and allergenic fungal spores in the environment is positively correlated with increased amounts of rainfall (3). Heavy rain damages infrastructure, such as roads and electricity lines in urban areas. In addition to the disruption of transport and utilities, such damage leads to numerous hospitalizations and deaths in incidents such as motor accidents, burns, electrocution, falling into exposed gutters, drowning, and other similar tragedies (4). Beyond these direct effects on human health, healthcare delivery and resource mobilization are also hindered (5), further hampering the responsiveness and effectiveness of the healthcare system. While measures like disinfection drives may be useful in decreasing rain-related morbidity and mortality, a reactive approach must become an initiative-taking one. With comprehensive analyses of trends, such as those of hospitalizations during the monsoon season or the frequency of rain-related injury and disease in different areas, more informed preventive measures and “evidence-based anticipation” (5) of health burdens can be devised and deployed. Programmes to promote safety measures and awareness can be tailored to the needs of at-risk communities and burdened health-care centres. The allocation of precious resources can be made to those that need them most ahead of destructive weather. Climate change is a stark reality, as is the shortage of resources in developing countries like Pakistan. It is vital to acknowledge the profound impact of destructive weather on the public’s well-being and to act efficiently and proactively to mitigate it.