Razi Journal of Medical Sciences

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  Background: Group B Streptococci (GBS) or Streptococcus agalactiae is one of the most common causes of sepsis and meningitis in neonates and of invasive diseases in pregnant women. It can also cause infectious disease among adults with underlying medical conditions like immunocompromised individuals. Polysaccharide capsule is an important virulence factor. Nine GBS serotypes (Ia, Ib, II to VIII) based on capsular polysaccharide antigens have been described. Distribution of capsular serotypes varies over time and by geographic location. The aim of this study was to detect the capsular serotype distribution in GBS clinical isolates based on genotyping of cps-gene cluster and to determine the predominant serotypes of GBS.

  Methods: In this cross sectional study a total of 50 GBS strains were isolated from various clinical sources including: urine, vagina, semen and urethral secretions. GBS was identified by Gram stain, catalase test, CAMP test and also resistance to 0.04 U Bacitracin and SXT disks. DNA was extracted from all the isolates using the wizard SV Genomic DNA Purification system, Promega, USA. The capsular serotype of the isolates was assigned by using a specific-two Multiplex PCR assay. For statistical analysis, Chi-square method was used. SPSS V.13 was also used.

  Results: In the 50 GBS isolates, the predominant serotypes were III with 25 isolates (50%) and serotype V with 8 isolates (16%). Seven isolates (14%) belonged to serotype Ia and 7 isolates (14%) belonged to serotype II, respectively. Serotypes Ib, IV, VI, VII and VIII were not found and 3 strains were classified as nontypeable.

  Conclusion: Based on the results of this study, serotypes III and V were the predominant serotypes in GBS clinical isolates.

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Background & Aims: Human capital development is one of the latest theories of development. The importance of this issue is to the extent that in the course of human life from ancient times until now, his first and most important need in relation to life and survival has always been to provide medical and health needs and provide the growth of science and technology in the medical sector that can Provide her daily medical and health needs (1).
Therefore, the efficiency of a health care system, in itself, requires the creation of a systematic model based on the understanding of various potentials, including human resources, systems and production processes in the field of health and treatment (4). In this regard, planning for the development of human resources in health enterprises and the resulting benefits for enterprises, has become increasingly attractive for them. The success rate of national health systems depends significantly on the workforce employed in them (5).
Considering the above, the need to pay attention to the health system and the performance of the treatment community and the need to perform its effective evaluation due to the complexity of activities in this area and consequently the complexity and important impact of the role of this group as a guardian of the health system. Rapid developments in this area and their interconnectedness are not covered by Brexit. Performance management allows the organization to modify its path based on changing conditions and give it dynamism. The study of conventional models in the field of evaluating the performance of organizations in the world, indicates the need to pay attention to the performance and efficiency and effectiveness of this performance and pay attention to the effects of the performance of organizations, especially in the health community. Therefore, the researcher is trying to answer the question that the model of human capital development in the health economy system of the country has a proper development?
Methods: The present study is a descriptive-analytical study that was conducted within the framework of quantitative and qualitative approach and using the strategy of the optimal model of health economy management system. The statistical population of the present study in the qualitative sector consisted of managers of the country's health sector (senior and middle managers). Based on the level of literacy, scientific knowledge and managerial background, 20 managers of the country's health sector were selected as a sample and interviewed. Finally, the standard questionnaires of the Health Economics Management System, which include 15 questions and are scored based on a 7-point Likert scale, are among 302 managers of the country's health sector (senior and middle managers) and university professors related to the research topic. Which were selected by stratified random sampling method, distributed and collected. Finally, for data analysis in the quantitative part, the researcher used confirmatory factor analysis and modeling with PLS, analysis of variance and t-test. In the qualitative part, open methodology and exploratory factor analysis were used.
Results: The results of the four stages showed that the requirements for financing human capital, health services management, internal processes and human capital participation are the final requirements based on the model of human capital development for the health economy management system (Table 1). It was also found that the research model and model indicators have a good fit (Table 2).
Conclusion: In many health care systems around the world, much attention has been paid to human resource management. Which play an important role in the health network. In this context, labor training is an important issue. It is essential that HR personnel consider the composition of the health workforce both in terms of skills and level of training. New options for in-service training are needed to ensure the awareness and readiness of the workforce to meet the current and future needs of a particular country. Therefore, to increase efficiency, various human resource initiatives have been used. Outsourcing services has been used to convert fixed labor costs into variable costs as a means of improving efficiency.
Given the challenges facing health care, hospitals and health systems can support organizational success by developing and implementing a strong human capital strategy. Doing so does not only support a high-performance workforce. It also improves the patient experience. Research has shown that health care organizations with exemplary talent management practices score 13% higher on patient satisfaction than those without it.