Human resource management systems for enterprise organizations: A review

Human Resources HRs are one of the most important elements in the organizations, but it is difficult to manage a large number of human resources, especially in large companies. For this purpose, companies have tended to manage these resources taking advantages of the technology and the Internet. In this research, we will focus on human resources management in different companies and different countries and explore the factors that motivate companies to adopt Electronic Human Resource Management E-HRM as well as the factors that affect its adoption. The results showed that HRM plays a vital role in facilitating organizational processes, save cost and time, it also beneficial for competitive advantages. The findings also explored that E-HRM aspects and factors impact E-HRM adoption are varied from firm to another and from country to another. However, the companies moved towards adopting E-HRM because it mitigates the efforts of HR managers to take a decision

Design of Compact Dual-band Fractal Monopole Antenna with Virtually Extended Ground Plane

Achieving a particular response to serve multiple wireless applications is regarded as the primary demand in our modern age because of the considerable development of the communication devices. In this paper, a compact monopole antenna with reduced ground plane has been suggested to meet the requirements of the dual-band WLAN applications. The antenna miniaturization has been carried out in employing two techniques. Initially, the fractal geometry has been applied to the antenna radiating element. Two-sided Koch fractal curves up to the third iteration have been used to increase the path of electrical current on the surface of the radiating element which is in the form of a square with dimensions. To gain more miniaturization, the antenna ground plane has been further reduced by using different lengths of two open-ended parallel stubs to form a virtually extended ground plane. This supportive technique has been adopted as a tuning means to control the path of the electrical currents exciting the resulting resonances. The proposed antenna and has been printed on an FR-4 substrate with a thickness of 1.6 mm and 4.4 relative dielectric constant and is fed by 50-ohm microstrip feed line. The resulting antenna dimensions are of about 19.1 mm × 19.1 mm. A parametric study has been carried out, and the results reveal that the proposed antenna offers a dual-band performance with a considerable ratio of resonant frequencies covering the existing 2.4/5.2/5.8 GHz WLAN applications, besides many other communication services

Need for recovery amongst emergency physicians in the UK and Ireland: A cross-sectional survey

OBJECTIVES: To determine the need for recovery (NFR) among emergency physicians and to identify demographic and occupational characteristics associated with higher NFR scores. DESIGN: Cross-sectional electronic survey. SETTING: Emergency departments (EDs) (n=112) in the UK and Ireland. PARTICIPANTS: Emergency physicians, defined as any registered physician working principally within the ED, responding between June and July 2019. MAIN OUTCOME MEASURE: NFR Scale, an 11-item self-administered questionnaire that assesses how work demands affect intershift recovery. RESULTS: The median NFR Score for all 4247 eligible, consented participants with a valid NFR Score was 70.0 (95% CI: 65.5 to 74.5), with an IQR of 45.5-90.0. A linear regression model indicated statistically significant associations between gender, health conditions, type of ED, clinical grade, access to annual and study leave, and time spent working out-of-hours. Groups including male physicians, consultants, general practitioners (GPs) within the ED, those working in paediatric EDs and those with no long-term health condition or disability had a lower NFR Score. After adjusting for these characteristics, the NFR Score increased by 3.7 (95% CI: 0.3 to 7.1) and 6.43 (95% CI: 2.0 to 10.8) for those with difficulty accessing annual and study leave, respectively. Increased percentage of out-of-hours work increased NFR Score almost linearly: 26%-50% out-of-hours work=5.7 (95% CI: 3.1 to 8.4); 51%-75% out-of-hours work=10.3 (95% CI: 7.6 to 13.0); 76%-100% out-of-hours work=14.5 (95% CI: 11.0 to 17.9). CONCLUSION: Higher NFR scores were observed among emergency physicians than reported in any other profession or population to date. While out-of-hours working is unavoidable, the linear relationship observed suggests that any reduction may result in NFR improvement. Evidence-based strategies to improve well-being such as proportional out-of-hours working and improved access to annual and study leave should be carefully considered and implemented where feasible

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