Fourier Expansion of the Riemann zeta function and applications

We study the distribution of values of the Riemann zeta function $\zeta(s)$ on vertical lines $\Re s + i \mathbb{R}$, by using the theory of Hilbert space. We show among other things, that, $\zeta(s)$ has a Fourier expansion in the half-plane $\Re s \geq 1/2$ and its Fourier coefficients are the binomial transform involving the Stieltjes constants. As an application, we show explicit computation of the Poisson integral associated with the logarithm of $\zeta(s) - s/(s-1)$. Moreover, we discuss our results with respect to the Riemann and Lindel\"{o}f hypotheses on the growth of the Fourier coefficients.Comment: 21 page

Self-Partial and Dynamic Reconfiguration Implementation for AES using FPGA

This paper addresses efficient hardware/software implementation approaches for the AES (Advanced Encryption Standard) algorithm and describes the design and performance testing algorithm for embedded system. Also, with the spread of reconfigurable hardware such as FPGAs (Field Programmable Gate Array) embedded cryptographic hardware became cost-effective. Nevertheless, it is worthy to note that nowadays, even hardwired cryptographic algorithms are not so safe. From another side, the self-reconfiguring platform is reported that enables an FPGA to dynamically reconfigure itself under the control of an embedded microprocessor. Hardware acceleration significantly increases the performance of embedded systems built on programmable logic. Allowing a FPGA-based MicroBlaze processor to self-select the coprocessors uses can help reduce area requirements and increase a system's versatility. The architecture proposed in this paper is an optimal hardware implementation algorithm and takes dynamic partially reconfigurable of FPGA. This implementation is good solution to preserve confidentiality and accessibility to the information in the numeric communication

Mechanical Behavior of High-Performance Concrete under Thermal Effect

Several studies on the behavior of concrete at high temperatures are the subject of recent concerns, following the latest fires in various European tunnels. In these extreme conditions, significant degradations of concrete structures can be observed (peeling, cracking, breaking of the structure). A priori prediction of concrete behavior during this type of stress is therefore essential and is not possible without a good understanding of the different mechanisms of concrete damage at high temperatures. These mechanisms are often considered as the main causes of cracking and peeling of concrete subjected to high temperatures. Therefore, a fire can strongly modify the behavior of concrete and jeopardize the stability of concrete. In case of fires, it is necessary to know the instantaneous and residual behavior of concrete subjected to temperatures up to 1000°C. In this work we present a study of the mechanical performance of high-temperature high-performance concrete (HPC) exposed to four maximum temperatures, 200, 400, 600, and 900°C. The results obtained show that the mechanical strength at 28 days increases with the degree of temperature compared with that measured at 20°C. On the contrary, a clear decrease is observed between 600 and 900°C

The Effect of Learning on Assembly Line Balancing: A Review

Classical assembly line balancing (ALB) models assume constant cycle times during production. However, this assumption oversimplifies the actual situation, especially in small batch production of up to a few hundred units, since employees can significantly improve their performance thanks to the learning effect, causing task times to decrease. Several researchers have realised the importance of the effect of learning in ALB. However, only a limited number of papers have so far addressed this issue. This is problematic, since ignoring the learning effect in ALB may lead to inaccurate results and by extension misleading conclusions. This study summarises the main contributions in the field of ALB that focus on the learning effect. First, assembly lines (ALs) and ALB problems are characterised. Next, the importance of the learning effect in ALB is highlighted, and the main learning curve (LC) models are introduced. Finally, an exhaustive review of the main contributions in the field of ALB and learning effect is provided. The results highlight that many problems in this area need to be investigated further, in relation to both conceptual model building and the development of algorithms for solving practical size problems

Diverticule congénital de la vessie chez un enfant de 13 ans diabétique en sepsis à point de départ urinaire

Pan African Medical Journal 2013; 14:5

Le rôle du digital dans l’attraction des talents potentiels au Maroc : Etude de cas

The major change of this decade is undoubtedly the rapid growth of information and communication technologies. Innovations in digital systems are at the origin of a revolution that is radically disrupting our ways of thinking, behavior, communication, work and decision-making. This mutation of the market economy is manifested by a planetary networking of individuals (Web), by new forms of communication (emails, social networks), by decentralization in the circulation of ideas and by a reappropriation of the public space by citizens. This “digital revolution” opens up new perspectives for the creation of knowledge, education and the dissemination of information. Today, companies pay particular attention to their human capital as their main asset. They are more aware than ever that it is human resources (HR) that will give them a competitive advantage, it then becomes essential for the company to know how to reduce and convince the candidate, reassure and retain the co This explains the appearance of the concept of talent within companies. The objective of this paper is to show how digital contributes to the recruitment of the best talents, by implementing new tools and means guaranteeing the efficiency of the recruitment process and this through a case study, in positioning itself at the level of an interpretive paradigm. Our results show that companies must more than ever differentiate and capitalize on the employer brand to attract the best talents, for what they must offer an attractive and fulfilling environment with positive values ​​and establish a candidate experience.Le changement majeur de cette décennie est incontestablement celui de la croissance rapide des technologies de l’information et de la communication. Les innovations dans les systèmes numériques sont à l’origine d’une révolution qui bouleverse radicalement nos modes de pensée, de comportement, de communication, de travail et de décision. Cette mutation de l’économie de marché se manifeste par une mise en réseau planétaire des individus (Web), par de nouvelles formes de communication (courriels, réseaux sociaux), par une décentralisation dans la circulation des idées et par une réappropriation de l’espace public par les citoyens. Cette « révolution numérique » ouvre de nouvelles perspectives à la création du savoir, à l’éducation et à la diffusion de l’information. Aujourd’hui, les entreprises accordent une attention particulière à leur capital humain comme étant leur principale richesse. Elles sont plus conscientes que jamais que ce sont les ressources humaines (RH) qui vont leur procurer un avantage concurrentiel, il devient alors indispensable pour l’entreprise de savoir réduire et convaincre le candidat, rassurer et fidéliser le collaborateur. Cela nous explique l’apparition de la notion de talent au sein des entreprises. L’objectif de ce papier est de montrer comment le digital contribue-t-il au recrutement des meilleurs talents, en mettant en œuvre de nouveaux outils et moyens garantissant l’efficacité du processus de recrutement et ceci à travers une étude de cas, en se positionnant au niveau d’un paradigme interprétativiste. Nos résultats montrent que les entreprises doivent plus que ne jamais se différencier et capitaliser sur la marque employeur pour attirer les meilleurs talents, pour ce faire elles doivent offrir un environnement attractif et épanouissant avec des valeurs positives et instaurer une expérience candidat remarquable