This study examines the role of using algorithmic HRM to make strategic decisions pertaining to HR activities in organizations. The study develops a scale to measure algorithmic HRM usage in its first phase, and in the second phase, it finds that algorithmic HRM having significant impact on the strategic HR decision making that helps and enables organization in creating the competitive advantage. Utilizing the author’s LinkedIn profile, 234 final participants considered for this research. Collected data analyzed by applying PLS SEM. It evaluates the mediation role of the HR strategic decision making, and the HR digital maturity as a moderator in seeing the impact of algorithmic HRM on the competitive advantage of the firm. The study finds a strong relationship between the algorithmic HRM usage and competitive advantage, a significant relationship between algorithmic HRM usage and the strategic HR decision making, and lastly, a significant relationship between strategic HR decision making and the competitive advantage. The moderating role of HR digital maturity was found to be insignificant in this research which paves the way for further research. This research, the model, and its findings contribute to the theory and implicate the practicality of algorithmic HRM. It's one of few papers that address the algorithmic HRM usage in the transitioning economy like Saudi Arabia.

This study offers a concise summary of the research that has been done on alternative methods of HRM. A survey of 47 articles on the topic of creative human resource management uncovered three primary schools of thinking. At its core, innovation in HRM entails nothing more than that. One such topic worthy of investigation is the way human resource management approaches new situations. Third, research on inventiveness in the business world has given rise to the concept of "innovative HRM." Each of these three approaches, as well as the theoretical underpinnings of each, will be covered in this article. The note wraps up with a discussion of the significance of the findings for next research as well as clinical practice.

In this paper we have discussed the importance of human resource management in project management. As a concept human resource management emerged in 1980 [9]. It is very important to utilize resources effectively in any organization. Like triple constrains (cost, quality, scope) human resources are also considered as one of the most important factor for the success of any project. Management of human resources involve hiring experienced workers, giving appropriate training, acknowledgement about the significance of the project and the effective use of techniques and tools in order to get the project done productively with in time and budget. It becomes the responsibility of the project manager to effectively manage human resources as it is more challenging than managing other technical resources. In this paper we have also discussed the challenges that an organization faced during the management of the resources and use of some strategic human practices in order to overcome these challenges.

High Resolution Melting Analysis (HRM) has been pointed as a suitable alternative method to detect and identify Leishmania species. Herein, we aimed to evaluate the sensitivity, specificity, accuracy, and limitations of a HSP70-HRM protocol both as a diagnostic scheme applied in clinical samples and as a species typing tool for laboratory research and reference services. Our data reveal the pronounced species-typing potential of the HSP70-HRM in DNA from cultured parasites. For clinical samples, however, we advise caution due to the parasite load-dependent accuracy. In the light of these findings and considering the importance of parasite load determination for clinical and research purposes we recommend the integration of the presented typing scheme and the previously published Leishmania quantifying approach as combined tools for clinicians, surveillance, and research.

This study proposes a structure for companies to use when implementing human resource practices in open innovation. Despite the fact that open innovation has received a lot of attention in the innovation management field as companies open their doors to information exchange in an effort to spur creative thinking, there are very few empirical articles that connect this trend to the human resource management literature. Our findings are the result of an extensive qualitative investigation into Julphar Gulf Pharmaceutical Industries Manufacturers in the United Arab Emirates (UAE) and its open innovation program. Internal, external, and combined are the three primary pillars of human resource management. We also demonstrate how the evolution of the open innovation initiative is linked to the state of the art in HRM and open innovation literature. The framework identifies HRM practices for both internal and external participants in the open innovation effort. Much of this HRM is done off the books, in a setting separate from the host company. By providing actual evidence of how firms use HRM to manage open innovation projects, our research adds to the scant and mostly theoretical literature linking open innovation and HRM.

Human resources management (HRM) development aims at career sustainability. Work-related flow, as originated and defined by Csikszentmihalyi, is a process experienced by those optimally challenged by their work, considered the optimal work-related experience. Happiness is a judgment-dependent state of a pleased satisfaction with one’s current experience that one hopes will continue. PERMA (Positive Emotions, Engagement, Relationships, Meaning, and Accomplishment) represents five measurable factors of positive psychology that constitute well-being. As the optimal work-related experience, flow determines career sustainability compared with either happiness or PERMA factors. HRM development programs focused on happiness or PERMA factors thus represents risk factors regarding an inability to develop career sustainability. Established from this publisher’s founding ongoing concern with sustainability, articles published in MDPI journals with the keywords “flow, Csikszentmihalyi, work” were searched, excluding those pertaining to education, health, leisure, marketing, non-workers, and spirituality. Of 628 results returned, 28 reports were included for potential assessment. Although current studies on flow represented only three, the results regarding flow position it as the best indicator of career sustainability, contrasted to either happiness or PERMA. Consequently, HRM is advised to concentrate on developing practices for assessing and encouraging employees’ engagement with work-related flow in its aim of career sustainability.

An observational cohort study of patients diagnosed with endometrial cancer (EC) stage IA G1, or atypical endometrial hyperplasia (AHE), undergoing organ-preserving treatment, was conducted. Objective of the study: to determine CDO1, PITX2, and CDH13 gene methylation levels in early endometrial cancer and atypical hyperplasia specimens obtained before organ-preserving treatment in the patients with adequate response and with insufficient response to hormonal treatment. Materials and methods: 41 endometrial specimens obtained during diagnostic uterine curettage in women with EC (n=28) and AEH (n=13), willing to preserve reproductive function, were studied; 18 specimens of endometrial cancer IA stage G1 from peri- and early postmenopausal women (comparison group) were included in the study. The control group included 18 endometrial specimens from healthy women obtained by diagnostic curettage for missed abortion and/or intrauterine adhesions. Methylation levels were analyzed using the modified MS-HRM method. Results: All 13 women with AEH had complete response (CR) to medical treatment. In the group undergoing organ-preserving treatment for uterine cancer IA stage G1 (n=28), 14 patients had complete response (EC CR group) and 14 had not (non-CR). It was found that all groups had statistically significant differences in CDO1 gene methylation levels with the control group (p<0.001) except for the EC CR group (p=0.21). The p-value of difference between EC CR and EC non-CR groups was <0.001. The differences in PITX2 gene methylation levels between the control and study groups were also significantly different (p<0.001), except for AEH group (p=0.21). For the difference between EC CR and EC non-CR groups, the p-value was 0.43. For CDH13 gene methylation levels, statistically significant differences were found between the control and EC non-CR groups (p<0.001), and the control and EC comparison groups (p=0.005). When comparing the EC CR group with EC non-CR group, the p-value for this gene was <0.001. Simultaneous assessment of CDO1 and CDH13 genes methylation allowed to accurately distinguish between EC CR and EC non-CR groups (AUC=0.96). Conclusion: Assessment of CDO1 and CDH13 gene methylation in endometrial specimens from patients with endometrial cancer (IA stage G1), planned for medical treatment, can predict the treatment outcome.

The DNA methylation profile of breast cancer differs from that in healthy tissue and can be used as a diagnostic and prognostic biomarker. Aim of the study: to compare gene methylation in small malignant breast tumors less than 2 cm and in healthy tissue and fibroadenoma. Methylation of the following 15 genes was studied: MAST1, PRDM14, ZNF177, DNM2, SSH1, AP2M1, CACNA1E, CPEB4, DLGAP2, CCDC181, GCM2, ITPRIPL1, POM121L2, KCNQ1, TIMP3. Methods: analysis was made by our modified MS-HRM method followed confirmation of the results by pyrosequencing. The genes were selected from publications that studied DNA methylation in breast cancer with high genome coverage. The study group included 48 samples of breast cancer, the control group included 24 samples of fibroadenoma and 24 samples of healthy tissue. Results: significant differences were found in methylation of 8 genes: CCDC181, GSM2, ITPRIPL1, ZNF177, CACNA1E, DLGAP2, TIMP3 (all р<0.001), and PRDM14 (р=0.002). The most accurate diagnostic value, based on logistic regression, was shown with the compound of two genes – CCDC181 and ZNF177 (AUC=0.99) in pyrosequencing analysis. Conclusion: small breast cancer tumors have a specific DNA methylation profile that distinguishes them from healthy tissue and benign proliferative lesions.

High resolution melting (HRM) analysis is a powerful detection method for fast, high-throughput post-PCR analysis. A two-step HRM marker system was developed for identification of the N-, S-, R- and T-cytoplasms of onion. In the first step for identification of N-, S-, and R-cytoplasms, one forward primer was designed to the identical sequences of both cox1 and orf725 genes and two reverse primers specific to the polymorphic sequences of cox1 and orf725 genes were used. For the second step breeding lines with N-cytoplasm were evaluated with primers developed from the orfA501 sequence to distinguish between N- and T-cytoplasms. An amplicon with primers to the mitocondrial atp9 gene was used as an internal control. The two-step HRM marker system was tested using 246 onion plants. HRM analysis showed that the most common source of CMS, often used by Russian breeders, is S-cytoplasm, the rarest type of CMS is R-cytoplasm, and the proportion of T-cytoplasm among the analyzed breeding lines was 20.5%.

This study examines the dynamic relationship between Green Human Resource Management (Green HRM), Environmental Performance (EP), Green Employee Behavior (GEB), and Environmental Knowledge and Awareness (EKAW) within the Egyptian hospitality sector context. Using Pearson correlation coefficients and regression analyses on a sample of 400 staff members from hotels and tourist villages in Egypt, the study examines Green HRM practices’ influence on EP, mediated by GEB and moderated by EKAW. The findings reveal significant positive correlations between Green HRM practices and these mediators, indicating that comprehensive environmental strategies and incentive management are pivotal in promoting eco-friendly practices among employees. The study further confirms GEB and EKAW’s substantial mediating role in enhancing EP. The results also suggest that while EKAW and GEB independently contribute to EP, their interaction and the role of environmental awareness as a potential moderator warrant further examination. This research contributes to the literature on sustainable business practices by underscoring human resource strategies’ integral role in achieving environmental sustainability goals, highlighting the importance of incentivizing green practices, and cultivating an organizational culture that prioritizes EKAW. These insights are particularly valuable for organizations seeking to enhance their ecological footprint through effective Green HRM practices.