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This study examines the cost-effectiveness of reintegrating ex-combatants from armed groups in Colombia. After an ethnographic exploration of the challenges of reintegration that ex-combatants face, I evaluate the cost-effectiveness of the reintegration program operated by the Agency for Reincorporation and Normalization (Agencia para la Reincorporación y la Normalización, ARN), the government agency that handles the reintegration of ex-combatants from all armed groups in Colombia. I analyze the agency's approaches (past, current, and proposed) toward reintegrating ex-combatants from various armed groups, comparing the financial costs against outcomes. The ARN has been successful at achieving two of its primary goals: minimizing recidivism and maximizing employment of ex-combatants. Only 10% of ARN program participants rejoin criminal groups and 93% find employment across both the formal and informal sectors (informal employment is widespread in Colombia and Latin America). The ARN has been unsuccessful at providing adequate security for ex-combatants. Approximately 6% of ex-combatants enrolled in the ARN program have been murdered since 2001: approximately 3,000 program participants have been assassinated. Next, I evaluate the cost-effectiveness of both the ARN's overall program and its outcome across different regions and demographics of the participant population. Finally, I suggest ways that other countries facing the challenge of reintegrating populations of ex-combatants can learn from the Colombian experience, as well as ways that Colombia can improve its own reintegration cost-effectiveness.

This chapter considers the analysis of a cost-effectiveness dataset from an econometrics perspective. We link cost-effectiveness analysis to the net benefit regression framework and explore insights and opportunities from econometrics and their practical implications. As an empirical illustration, we compare various econometric techniques using a cost-effectiveness dataset from a published study. The chapter concludes with a discussion about implications for applied practitioners and future research directions.

The purpose of this study is to optimize the operational efficiency of the entire system by developing a reasonable maintenance strategy for wind turbines that improves component reliability and safety while reducing maintenance costs.

A hybrid incomplete preventive maintenance (PM) model based on boundary intensity process is established to give dynamic PM intervals for wind turbines using an iterative method with reliability as a constraint; the selection method of PM and replacement is given based on the cost-effectiveness ratio, which in turn determines the optimal number of PM for wind turbines.

The reliability is used to obtain the components’ maintenance cycle, and the cost-effectiveness ratio is used to select the number of maintenance times, thus, getting the optimal maintenance strategy. The validity of this paper’s method is verified by arithmetic cases, which provides a new method for formulating a reasonable PM strategy for wind turbines.

The wind turbine preventive maintenance strategy for Boundary intensity process proposed in this paper can scientifically formulate the maintenance strategy, optimize the cost-effectiveness per unit of time of the wind power generation system, and solve the problems of difficulty in formulating a reasonable maintenance strategy for the wind turbine components and high operation and maintenance costs.

In this paper, the authors describe the failure pattern by a Boundary intensity process, establish a hybrid incomplete PM model by introducing a failure intensity increment factor and an age reduction factor and establish a maintenance strategy optimization model with comprehensive consideration of reliability and cost-effectiveness ratio. Finally, the validity of the model in this paper is verified by arithmetic case analysis.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-05-2024-0153/

Innovation is critical for businesses to stay competitive in today's world, as it allows them to constantly look for new ways to differentiate their products or services from their competitors as well as improve cost-effectiveness. This study explore the role of strategic human resource practices in developing organizations' competitive capabilities-differentiation and cost-effectiveness, which, improves their innovation performance to create a competitive advantage.

The authors collected data from 387 employees from 25 knowledge-intensive information technology organizations in India through a questionnaire-based survey. After checking for biases, reliability and validity, the hypothesized relationships were tested by structural equational modeling using AMOS 26.

Strategic HR practices have a significant and positive effect on innovation performance and both competitive capabilities-differentiation and cost-effectiveness. While the differentiation capability had a strong positive effect on innovation performance, cost-effectiveness capability was not significantly related to innovation performance. The differentiation capability mediates the relationship between strategic HR practices and innovation performance link, whereas the cost-effectiveness capability did not have a mediating effect.

This study provides practical insights to HR and knowledge managers to focus on development of human capital and invest in hiring, training, development, strategic performance management practices to enhance employees' knowledge behaviors, which, stimulates innovation performance.

The paper adds to the strategic HRM paradigm by clarifying the underlying process of how strategic HR practices leads to higher innovation. It affirms the vitality of choosing appropriate competitive capabilities, and supporting organizational factor for business's success. It fills an important research gap by providing original empirical evidence from knowledge intensive information technology organizations in the emerging economy of India.

The findings of a study on the cost‐effectiveness of using computer‐based training (CBT) in the Post branch of the Dutch PTT are reported. A cost‐effectiveness model is drawn from the literature and used in the study. The results indicate that CBT can be successfully integrated within a course of study.

This study explores how strategic human resource practices enhance the competitive capability of differentiation and cost-effectiveness by leveraging knowledge resources in Indian IT/software organizations. It examines the mediating effect of knowledge management (KM) processes in the relationship between strategic HR practices, competitive differentiation and cost-effectiveness capabilities.

An online questionnaire survey collected data from 380 knowledge workers in 25 IT/software and consultancy firms. The authors checked data reliability and validity by conducting exploratory factor analysis in SPSS and confirmatory factor analysis in AMOS. The authors evaluated hypotheses using path analysis in structural equational modeling in AMOS.

Strategic HR practices significantly and positively affect KM processes and competitive capabilities-differentiation and cost-efficiency. Both strategic HR practices and KM processes have a closer association with differentiation than cost-effectiveness. Knowledge management processes significantly and positively mediate between strategic HR practices and competitive capabilities. The mediation is more substantial in predicting differentiation than cost-effectiveness.

It is a cross-sectional study with a constrained capacity to predict accurate causal inferences; The authors call for future studies with longitudinal design and objective measures. Further studies are required to explore the impact of various strategic HR configurations on KMP to understand how different routes stimulate a particular competitive strategy. This conceptual framework can be validated across different industry types and sizes.

This study provides practical insights to HR and knowledge managers regarding devising HR and KM processes to accomplish the goals of differentiation and cost-effective, competitive strategies. This study highlights that leveraging human capital for effective KM is crucial for gaining a competitive advantage.

The paper adds to the strategic HR and KM literature by exploring the mediating role of KM processes in enabling strategic HR processes to enhance differentiation and cost-effective, competitive strategies. It provides original empirical evidence from knowledge-intensive IT/software consultancies, particularly in India's emerging economy. It indicates the current state of HR practices adopted for optimum utilization of knowledge resources and the importance of differentiation strategy for Indian knowledge-intensive IT/software firms.

A major objective in the development of new systems is to fulfil customer requirements in a cost‐effective manner. Cost‐effectiveness relates to the measure of a system in terms of mission fulfilment (the degree to which it performs its intended function) and total life‐cycle cost. Experience has indicated that these factors are significantly influenced by logistics. Implementation of the concept of Integrated Logistic Support (ILS) is essential in order to ensure a cost‐effective product output. The relationships between ILS and cost‐effectiveness are discussed.

There is growing interest in the economic evaluation of public health prevention initiatives and increasing government awareness of the societal costs of conduct disorder in early childhood. The purpose of this paper is to investigate the cost-effectiveness of the Incredible Years (IY) BASIC parenting programme compared with a six-month waiting list control.

Cost-effectiveness analysis alongside a pragmatic randomised controlled trial of a group-parenting programme. The primary outcome measure was the Strengths and Difficulties Questionnaire (SDQ), a measure of child behaviour.

The IY programme was found to have a high probability of being cost-effective, shifting an additional 23 per cent of children from above the clinical concern to below the cut-off on the SDQ compared to the control group, at a cost ranging from £1612-£2418 per child, depending on the number of children in the group.

The positive findings of this study have led to ongoing implementation of the IY programme and is therefore an example of commitment to evidence-based service provision and investment in prevention initiatives.

Social scientists writing in the development field often simply assume that public education expenditure in developing countries has been largely ineffective. Reasons offered in support of this assumption include uncertain goals and unsystematic implementation of programmes, lack of training of administrators, poor quality teachers and facilities, educators bound by tradition, systems modelled upon those of industrialised nations, and in some cases even graft and corruption. Although the above may reflect reality in many nations, full acceptance of these conditions as universal may severely restrict both necessary and useful analysis of the delivery of educational services in the developing world.

The traditional Bradford approach to bibliographic scatter involves ranking journals in order of productivity. It is suggested that this approach should be modified, with a view to answering more directly questions concerning the cost‐effectiveness or cost‐benefit of journal acquisition. Several alternative ranking methods are suggested, and their properties and relationships explored. A test of some of these ideas is described. A collection of journals contributing to a specific subject area were ranked in the various orders, and the relative value of decisions taken on the basis of these rankings was assessed. From a cost‐effectiveness point of view, the Bradford ranking performed substantially worse than the other rankings; but the results appear to be very dependent on the particular journals that contribute to a field.