In Côte d'Ivoire, the government and its development partners have implemented a national strategy to promote agroforestry and reforestation systems as a means to combat deforestation, primarily driven by agricultural expansion, and to increase national forest cover to 20% by 2045. However, the assessment of these systems through traditional field-based methods remains labor-intensive and time-consuming, particularly for the measurement of dendrometric parameters such as tree height. This study introduces a remote sensing approach combining drone-based Airborne Laser Scanning (ALS) with ground-based measurements to enhance the efficiency and accuracy of tree height estimation in agroforestry and reforestation contexts. The methodology involved two main stages: first, the collection of floristic and dendrometric data, including tree height measured with a laser rangefinder, across eight (8) agroforestry and reforestation plots; second, the acquisition of ALS data using Mavic 3E and Matrice 300 drones equipped with LiDAR sensors to generate digital canopy models for tree height estimation and associated error analysis. Floristic analysis identified 506 individual trees belonging to 27 genera and 18 families. Tree height measurements indicated that reforestation plots hosted the tallest trees (ranging from 8 to 16 m on average), while cocoa-based agroforestry plots featured shorter trees, with average heights between 4 and 7 m. A comparative analysis between ground-based and LiDAR-derived tree heights showed a strong correlation (R2 = 0.71; r = 0.84; RMSE = 2.24 m; MAE = 1.67 m; RMSE = 2.2430 m and MAE = 1.6722 m). However, a stratified analysis revealed substantial variation in estimation accuracy, with higher performance observed in agroforestry plots (R2 = 0.82; RMSE = 2.21 m and MAE = 1.43 m). These findings underscore the potential of Airborne Laser Scanning as an effective tool for the rapid and reliable estimation of tree height in heterogeneous agroforestry and reforestation systems.

HRIS is a crucial tool for HR departments as it provides a digital platform for managing and automating various HR functions. HRIS is a comprehensive solution that integrates HRM functions with IT, enhancing the daily operations of HR professionals. In today’s knowledge-based economy, business success relies heavily on the performance of its human resources, which are essential in a rapidly changing global environment. Businesses continually strive to stay ahead of the curve in the ever-evolving technology landscape to thrive in the market. Some scholars have highlighted the negative impact of Human Resource Information Systems, primarily focusing on the invasion of privacy as the main disadvantage. The study indicates that implementing a Human Resource Information System (HRIS) enhances business performance in the tourism and hospitality industry of the Maldives. It highlights that user satisfaction and ease of use are positively influenced by these systems. The research surveyed 211 professionals and managers from the Maldives tourism and hospitality sector using a Likert Scale questionnaire to assess the impact of the HRIS on business performance. The study used SPSS 22.0 to analyze the impact of the Human Resource Information System (HRIS) on the dependent variable. The findings indicate that managerial personnel and human resource specialists in organisations find a user-friendly and satisfying HRIS motivating and beneficial for enhancing their performance. Organisations implement the HRIS to achieve their goals, identify system shortcomings, and develop strategies to improve business performance in the Maldives’ tourism and hospitality sector.

This study compares Human Resource Development (HRD) in Vietnam and Malaysia, looking at their methods, problems, and institutional frameworks in the context of ASEAN economic integration and Industry 4.0. Based on Cho and McLean’s (2004) integrated HRD model, this paper looks at recent research (from 2018 to 2023) to look at important topics such globalization, demographic changes, vocational training alignment, and technology disruption. Vietnam has a vast workforce, but it still has problems with low productivity, skill mismatches, and not being ready for the global market. On the other hand, Malaysia’s institutional HRD structures are making more progress, even though its workforce is getting older and not everyone is adapting to digital transformation at the same rate. The study shows that we need HRD policies that are tailored to each industry, training that is delivered in a decentralized way, and stronger relationships between the public and commercial sectors. It also stresses how important it is for national HRD policies to include global competences and initiatives that help everyone learn new skills. The study adds a unique framework for comparing HRD and gives policymakers, educators, and practitioners useful information, even though it is constrained by its use of secondary data. Future study should use mixed-methods to confirm results and look into interventions that work in specific situations. The study shows that Vietnam and Malaysia need personalized, inclusive, and forward thinking HRD systems to produce strong and competitive workforces in the post-pandemic, digital driven global economy.

In an effort to bridge the gap of economic and social inequality among the community, rural areas in Indonesia are encouraged to be self-sufficient in generating income. This makes the central government create various policies so that the regional government maximizes the management of its potential as an economic resource for the well-being of its people. One of the ways to manage this potential is to encourage rural areas to create tourism products that can be sold to the public. The Indonesian governments openly use the tourism sector as a tool for the development in many rural areas. Next, efforts to achieve successful development of the district will be closely related to the strategic planning and long-term cooperation of each local government with stakeholders in its implementation. These two points are the basic elements of the new regionalism theory. This theory states that the role of local governments is very important in initiating and making policies for new economic activities for a significant improvement in the quality of their population. Therefore, this study tries to explore how the new theory of regionalism can include rural development from a tourism perspective as a way to stimulate the fading economy in rural area of Indonesia. The study found that the new theory of regionalism needs support from various aspects such as social-cultural, community participation, the three pillars of sustainable development namely economic, social, and environmental as well as basic aspects to shape sustainable rural development through tourism.

Osteoid osteoma (OO) is a benign osteoblastic tumor of bone that usually affects children and young adults. They are usually located on metaphysis or diaphysis of long bones. Their clinical, anamnesis and radiological findings are typical. Intra-articular OO however has different properties due to its placement within joints. Sclerosis around the lesion is either minimal or non-existent, but synovitis can be seen in the joint. For this reason, they are usually diagnosed later. In this case series, we diagnosed three cases (2 ankles and 1 hip joint) that were diagnosed with osteochondral lesions previously and had in chronic pain which did not respond to several treatments in different centers with intra-articular OO and treated them with radiofrequency ablation using computerized tomography. Knowing the radiological properties of intra-articular OO and being aware of this condition during differential diagnosis of joint pain cases will be useful to diagnose this rare pathology.

Ukrainian Human Resource (HR) practices have multiple difficulties from economic changes combined with digital transformation and workforce instability brought on by the war in 2022. The study examines Ukrainian HR practices between 2015 and 2024, focusing on the digitalization of HR systems, talent development, staff engagement, and hiring strategies. It considers the effects of organizational size and industry type. The study combined interviews with 30 HR professionals and surveyed 150 organizations from different industry groups and sizes. Our data required both quantitative statistical tests and manual content breakdown with codes. Research has shown significant differences between Information Technology (IT) and farming firms, as 89% of IT businesses have integrated artificial intelligence (AI)-powered HR tools. In comparison, only 15% of agricultural companies have adopted them. Small and medium-sized enterprises (SMEs) showed less commitment to digital transformation and European Union (EU) requirements than large enterprises, which adopted these systems at rates of 75% and 88%, respectively. Western Ukraine first established mental health initiatives during the crisis, and Eastern Ukraine moved toward decentralized administration. Digitalization assistance for small businesses, along with EU and local human resources frameworks, should form the basis of our suggestions. This research calls for flexible people management methods to boost the Ukrainian workspace’s ability to recover from shocks.