Lattice Boltzmann models for diffusion equation are generally in Cartesian coordinate system. Very few researchers have attempted to solve diffusion equation in spherical coordinate system. In the lattice Boltzmann based diffusion model in spherical coordinate system extra term, which is due to variation of surface area along radial direction, is modeled as source term. In this study diffusion equation in spherical coordinate system is first converted to diffusion equation which is similar to that in Cartesian coordinate system by using proper variable. The diffusion equation is then solved using standard lattice Boltzmann method. The results obtained for the new variable are again converted to the actual variable. The numerical scheme is verified by comparing the results of the simulation study with analytical solution. A good agreement between the two results is established.

Employee retention is a critical concern for organizations in today’s dynamic labor market. This paper introduces a novel framework, integrating “absolute potential of the employee” and “risk associated with leaving the employee”, to address this challenge. Findings from the study suggest that this framework can effectively assist organizations in strategizing retention techniques. The research methodology employed an exploratory research design and collected data from 576 employees across various sectors. The results indicate significant implications for organizational risk assessment and employee retention strategies.

Human resource management practices are crucial, especially in the private healthcare sector. This could be because managing personnel in the healthcare sector is particularly challenging; therefore, meeting every employee's needs is crucial. Recently, the healthcare sector has experienced a scarcity and unbalanced distribution of employees due to job turnover. In addition, employee performance in the private healthcare sector has shown a slight drop due to the dissatisfaction of employees toward human resource practices such as unattractive compensation and rewards packages, bias in performance appraisal, lack of training and development, and many more. Therefore, this study is conducted to examine the impact of human resource practices on employees' job performance. Specifically, there are three main human resource practices observed as factors that contribute to an employee's job performance. The three human resource practices are compensation and benefits, performance appraisal, and training and development. There were four private hospitals operating in Selangor, Malaysia, chosen as a sample for this study. The private hospitals are KPJ Selangor Specialist Hospital, Columbia Asia Hospital Puchong, Assunta Hospital PJ, and Sunway Medical Centre. Out of these four private hospitals, there were about 291 employees working at the front desk: nurses, clinical workers, and administration staff were chosen as respondents in this study. The questionnaires were distributed to the respondents by hand. The data collected was analyzed using SPSS version 29. The findings indicate that employee job performance in Malaysian private hospitals is positively correlated with compensation and benefits. Employees feel motivated by compensation, which encourages them to increase their production and work more efficiently. Additionally, the findings also suggest that performance appraisal and training and development significantly contribute to employee job performance.

This study was conducted to evaluate job satisfaction and problems encountered by sales consultants at ADESE shopping stores in Konya Province. The sample size was determined to be 189 participants, utilizing a non-clustered simple random sampling method by the main population rates. The research analyzed several key factors, including the demographic characteristics of the sales consultants, internal communication, teamwork and satisfaction within the unit, social and physical work environments, management style, decision-making processes, employee participation, rewards and motivation, relationships with managers, general job satisfaction, and perceptions of job-related problems. To analyze the factors affecting job satisfaction among the sales consultants, logistic regression analysis was employed. The results indicated that improvements in internal communication, social work environment, relationships with managers, management style, decision-making, and perceptions of participation had a positive influence on job satisfaction, whereas an increase in job-related problems was found to negatively impact job satisfaction.

Healthcare mobile applications satisfy different aims by frequently exploiting the built-in features found in smart devices. The accessibility of cloud computing upgrades the extra room, whereby substances can be stored on external servers and obtained directly from mobile devices. In this study, we use cloud computing in the mobile healthcare model to reduce the waste of time in crisis healthcare once an accident occurs and the patient operates the application. Then, the mobile application determines the patient’s location and allows him to book the closest medical center or expert in some crisis cases. Once the patient makes a reservation, he will request help from the medical center. This process includes pre-registering a patient online at a medical center to save time on patient registration. The E-Health model allows patients to review their data and the experiences of each specialist or medical center, book appointments, and seek medical advice.