ANALISIS WIRELESS LOCAL AREA NETWORK DI ISP MEGA ARTHA LINTAS DATA

Intisari : Saat ini perkembangan jaringan internet semakin pesat. Untuk itu, dikembangkan teknologi jaringan nirkabel untuk area network, yaitu Wireless Local Area Network (WLAN). Teknologi ini sangat menunjang tingkat produktivitas yang tinggi sehingga teknologi ini mampu menghubungkan hampir semua komputer yang ada di dunia sehingga bisa berkomunikasi dan bertukar informasi. Untuk memenuhi kebutuhan akan internet itu sendiri maka ISP dapat dijadikan solusi untuk memenuhi kebutuhan internet. Metode yang digunakan dalam metode Load balancing, diantaranya metode PCC dan ECMP load balancing. Serta terdapat beberapa teknik management bandwidth, diantaranya Simple Queue dan Queue Tree. Dari kedua metode Load balancing dan management bandwidth tersebut akan dibandingkan mana yang lebih cocok untuk diterapkan. Metode load balancing dan management bandwidth dapat mendekati sempurna dengan perpaduan load balancing PCC dan management bandwidth simple queue jika lebih banyak client yang menggunakan jaringan SOHO tersebut

Academic staff recruitment and selection in Sultanate of Oman : the case of Colleges of Technology in Ministry of Manpower

The focus of this research is on the recruitment and selection (R&S) practices andprocesses used by the Ministry of Manpower (MOM) Colleges of Technology (CTs) inOman. The recent rapid expansion of these CTs has raised the required numbers ofacademic staff from 250 in 1984 to 1600 in 2012. Given this major and rapid expansionin the MOM CTs, a number of officials concerned have articulated concerns about thequality of the R&S of academic staff. The main purpose of this study has been toexplore the practices and processes used to recruit and select these staff members. Thestudy was guided by a review of relevant literature, through which theories ofrecruitment and selection were explored, in order to help in investigating the extent towhich academic staff recruitment and selection in the MOM CTs corresponded intheory and practice with the good practice reported in the literature. In order to improvethe understanding of the R&S process as currently practised in the CTs and of thecontemporary experience of this process, the views of the officials concerned in relationto these processes were explored, using a qualitative methodology. Forty-four semistructuredinterviews were conducted with recruiters and directors in the MOM, withdeans, assistant deans, department heads and section heads in the CTs and with themanagers of recruitment agencies. The study makes two major findings. First, many ofthe techniques and processes implemented in the R&S of academic staff in the MOMCTs were found to deviate from those that have been effective elsewhere. The secondfinding is that of a common feeling amongst the officials concerned that the recruitmentagencies which are currently delegated to recruit academic staff for the CTs do not doso to the necessary professional standard. In addition, the study shows that there is alack of human resource planning in general and related to academic staff in particular inthe MOM CTs. The officials concerned were found to have a clear understanding thatthere was a problem with the quality of the academic staff R&S process and to holdfirm views of what should be done in order to achieve the effective recruitment andselection of such staff

Prevalence of depressive symptoms as elicited by Patient Health Questionnaire (PHQ-9) among medical trainees in Oman

Background Despite the increasing recognition that medical training tends to coincide with markedly high levels of stress and distress, there is a dearth of validated measures that are capable of gauging the prevalence of depressive symptoms among medical residents in the Arab/Islamic part of the world. Objective The aim of the present study is two-fold. First is to examine the diagnostic validity of the Patient Health Questionnaire (PHQ-9) using an Omani medical resident population in order to establish a cut-off point. Second is to compare gender, age, and residency level among Omani Medical residents who report current depressive symptomatology versus those who report as non-depressed according to PHQ-9 cut-off threshold. Results A total of 132 residents (42 males and 90 females) consented to participate in this study. The cut-off score of 12 on the PHQ-9 revealed a sensitivity of 80.6% and a specificity of 94.0%. The rate of depression, as elicited by PHQ-9, was 11.4%. The role of gender, age, and residency level was not significant in endorsing depression. Conclusion This study indicated that PHQ-9 is a reliable measure among this cross-cultural population. More studies employing robust methodology are needed to confirm this finding

Where are healthcare providers? Exploring relationships between context and human resources for health Madhya Pradesh province, India

Objective In India, heterogeneous healthcare providers in the public and dominant private sectors serve a diverse population, including those from vulnerable groups, the scheduled castes and tribes. We explored relationships between the distribution of different categories of healthcare providers (public and private); and contextual socioeconomic and demographic variables. Access to healthcare providers for scheduled castes and tribes was specifically studied.Method Set in Madhya Pradesh province (60.4 million), India. Dependent variables included district-wise densities of physicians and paramedics (public and private separately); and unqualified providers (private). Contextual variables included infrastructure, urbanization, economy, female literacy and proportion of scheduled castes and tribes.Results Urbanization was strongly correlated with private physician density; and negatively with paramedical density (public and private). Private paramedical density variation was partially explained by economy. Public physician and paramedical density were positively correlated to district proportions of scheduled tribes. All provider densities (public and private) were negatively related to proportions of scheduled castes.Conclusions Overall density of qualified providers was low. Qualified physicians tended to be more densely situated in the relatively more urban districts. Access to healthcare providers for scheduled castes and tribes is different. More targeted approaches are necessary for improving access for scheduled castes.Human resources Scheduled castes Tribes India