The hospital is a complex system, which evolving practices, knowledge, tools, and risks. This study aims to assess the level of knowledge about risks at Hassan II Hospital among healthcare workers (HCWs) working in three COVID-19 units. The action-research method was adopted to address occupational risks associated with the pandemic. The study involved 82 healthcare professionals in the three COVID-19 units mentioned above. All participants stated they were familiar with hospital risks. Seventy-four HCPs reported no knowledge of how to calculate risk criticality, while eight mentioned the Occurrence rating, Severity rating, and Detection rating (OSD) method, considering Occurrence rating, Severity rating, and Detection rating as key elements for risk classification. Staff indicated that managing COVID-19 patients differs from other pathologies due to the pandemic’s evolving protocols. There is a significant lack of information among healthcare professionals about risks associated with COVID-19, highlighting the need for a hospital risk management plan at a subsequent stage.

This study aims to identify and the implementation of ASN Management policies on career development aspects based on the merit system in the West Java Provincial Government and 6 Regency/City Governments in West Java Province. The failure of the institutionalization of the meritocratic system in ASN career development is partly triggered by the symptoms of the appointment or selection of officials in the central and regional levels not based on their professionalism or competence except for subjective considerations, political ties, close relationships and even bribery. This study uses a qualitative method with a descriptive approach. The operationalization concept in this study uses Merilee S. Grindle's Policy Implementation theory which consists of dimensions of policy content and its implementation context. The factors that cause the implementation of the policy to be less than optimal include: 1. Uneven understanding of meritocracy; 2. Slowness/unpreparedness in synchronizing central and regional rules/policies; 3. The information integration system between the center and regions has not yet been implemented; 4. Limited supporting infrastructure; 5. Limited permits for related officials; 6. Transparency; 7. Collaboration across units/agencies; 8. External intervention; 9. Use of information systems/technology. To optimize these factors, an Accelerator of Governmental Unit's Success (AGUS) model was created, which is a development of the Grindle policy implementation model with the novelty of adding things that influence implementation, including top leader's commitment and wisdom, effectiveness of talent placement, on-point human development, technology savvy, cross-unit/agency collaboration, and monitoring and evaluation processes.

Considering the need to adopt more sustainable agricultural systems, it is important that sweet potato breeding programs seek to increase not only root productivity, but also the productivity and quality of branches for silage production. The objective was to evaluate the genetic divergence and the importance of traits associated with the production and quality of branch silage in sweet potato genotypes. The experiment was conducted on the JK Campus of the Federal University of Vales do Jequitinhonha and Mucuri Valleys in a randomized block design with 12 treatments and four repetitions. Twelve characteristics of branches and silage were evaluated. There was genetic variability between the genotypes, making it possible to select parents divergent for future breeding programs for silage production. The genotypes BD-54 and BD-31TO were the most divergent in relation to the others, being indicated its use in crossbreeding aiming the improvement of the culture for silage, once the high performance per se of all genotypes evaluated has already been verified in previous works. The characteristics Na, TDN and NDF were those that most contributed to the divergence.

It increased the demands on ground-water supplies that prolonged drought and improper maintenance of water resources. So it is necessary to evaluate ground-water resources in the hard rock terrain. In recent years, Remote-Sensing methods have been increasingly recognized as a means of obtaining crucial geoscientific data for both regional and site-specific investigations. This work aims to develop and apply integrated methods combining the information obtained by geo-hydrological field mapping and those obtained by analyzing multi-source remotely sensed data in a GIS environment for better understanding the Groundwater condition in hard rock terrain. In this study, digitally enhanced Landsat ETM+ data was used to extract information on geology, geomorphology. The Hill-Shading techniques are applied to SRTM DEM data to enhance terrain perspective views, and extract Geomorphological features and morphologically defined structures through the means of lineament analysis. A combination of Spectral information from Landsat ETM+ data plus spatial information from SRTM-DEM data is used to address the groundwater potential of alluvium, colluvium, and fractured crystalline rocks in the study area. The spatial distribution of groundwater potential zones shows regional patterns related to lithologies, lineaments, drainage systems, and landforms. High-yielding wells and springs are often related to large lineaments and corresponding structural features such as dykes. The results show that the combination of remote sensing, GIS, traditional fieldwork, and models provide a powerful tool for water resources assessment and management, and groundwater exploration planning.

Purpose: This article explores the adoption of Artificial Intelligence (AI) in Human Resource Management (HRM) in the UAE, focusing on the critical challenges of fairness, bias, and privacy in recruitment processes. The study aims to understand how AI is transforming HR practices in the UAE, highlighting the issues of bias and privacy while examining real-world applications of AI in recruitment, employee engagement, talent management, and learning and development. Methodology: Through case study methodology, detailed insights are gathered from these companies to understand real-world applications of AI in HRM. A comparative analysis is conducted, comparing AI-driven HRM practices in UAE-based organizations with international examples to highlight global trends and best practices. Findings: The research reveals that while AI holds significant potential to streamline HR functions such as recruitment, onboarding, performance monitoring, and talent management, it also discusses challenges and strategies companies face and develop in integrating AI into their HRM processes, reflecting the broader context of AI adoption in the UAE’s HR landscape. Originality: This paper contributes to the growing body of literature on AI in HRM by focusing on the unique context of the UAE, a rapidly developing market with a highly diverse workforce. It highlights the specific challenges and opportunities faced by organizations in the UAE when implementing AI in HRM, particularly regarding fairness, bias, and data privacy.

Conflicts are inevitable in any human community, despite the fact that they are never desirable. One of the characteristics of the contemporary world is conflict. Different parties participate in disputes (individuals, organizations, and states). When disputes arise, interventionist methods are put into action. Conflicts arise in a variety of ways, such as disagreement, rage, quarrelling, hatred, destruction, killing, or war, because human requirements are diverse. Conflict takes many different shapes, and so do interventions. Individuals, groups (both local and foreign), and governments can all intervene in a conflict. The media and its functions are up for debate among those who mediate disputes. Can the media be seen as intervening in a dispute, or are they merely performing their mandated duties? The diversity of opinions is what drives conversations in peace journalism. In addition, peace journalism promotes media engagement and intervention in conflict situations in order to lessen and end conflict. Media intervention, according to some critics, is not objective journalism because those in charge of educational information management and journalists are not expected to make decisions about the news; rather, they should just tell it as they see it. Therefore, the purpose of this article is to examine the idea of conflict, the stages of conflict development, interventions in conflicts, and the contentious position of the media in conflicts from an educational information management perspective. Hence, this paper will contribute to the role of educational information management via social media and other new media platforms, which have occasionally been used to hold governments responsible, unite people in protest of violence, plan relief operations, empower people, dissipate tensions via knowledge sharing, and create understanding across boundaries.