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Previous studies of general practitioner views of paediatric home care have presented a rather negative view of such services. This study examines GPs’, nurses’ and managers’ views of a new, acute paediatric hospital‐at‐home nursing service in Rugby. Methods used are qualitative and quantitative questionnaires and interviews, including Likert‐type scales and open questions. Contrary to the mixed and somewhat negative findings of previous studies, this study reports positive views on the impact of hospital‐at‐home in Rugby, in terms of acceptability and impact on the roles and responsibilities of GPs.

Parental satisfaction with paediatric home care has previously been found to be high and the results presented here confirm this finding. This study is unique in that a well defined population from one geographical area was studied before and after the introduction of the new home care service. Referrers included general practitioners, doctors in emergency care and out‐patient clinics, referring children for a wide range of acute conditions. Compared with hospital admission only half the number of adverse effects on children and families were reported by parents. Interest has been increasing in alternative service provision to prevent or reduce paediatric hospital admissions to avoid adverse effects on children and families. This study examined the views of parents experiencing hospital at home compared with hospital referral between 1999 and 2001 across the whole spectrum of acute clinical conditions. Hospital at home was the preferred service for a wide range of illnesses. Parents and carers identified extension of hospital at home to 24‐hour cover as a future preference. Parental preference for paediatric hospital at home for acute illness was confirmed.

Many studies look at the effects of human resource (HR) initiatives. Yet very few consider why organisations adopt them in the first place. Health and wellbeing interventions offer a critical case because they offer apparent benefits for all. Assessing the process of engagement reveals variations in managerial commitment, which has implications for studies of “effects”. This paper seeks to address these issues.

The study offered a free health intervention to organisations; this was separate from the research study, which aimed to assess the effects. A total of 86 organisations were approached, of which 53 indicated some interest in involvement. After further withdrawals and selection against criteria of size and sector, nine remained. The paper assesses the degree of engagement with the study, looking in detail at three organisations. The methods utilised included structured telephone interviews, qualitative interviews and observation.

The organisations underwent a rigorous selection procedure to ensure their full commitment to the study. On this basis it is expected that the participating organisations would be highly engaged. However, it became clear that there were considerable variations in how they engaged. This reflected the favourability of the organisational context, but also the enthusiasm and commitment of key actors.

Engaged organisations were a highly self‐selected group. Studies of effects of interventions may thus be systematically biased. The interventions studies here were also shaped by how they were put into practice; they were not fixed things whose effects could be understood independently of their implementation. The study was also able to make predictions of the subsequent effects of the interventions based on the process of implementation. The results of a follow‐up study to test these predictions will be reported in a further paper.

Purpose: In this chapter, we examine the National Health Service (NHS) and Adult Social Care (ASC) in England, focussing on policies that have been introduced since 2000 and considering the challenges that providers face in their quest to provide a high standard and affordable health service in the near future.

Methodology/Approach: We discuss recent policy developments and published analysis covering innovations within major aspects of health care (primary, secondary and tertiary) and ASC, before considering future challenges faced by providers in England, highlighted by a 2017 UK Parliament Select Committee.

Findings: The NHS and ASC system have experienced tightening budgets and serious financial pressure, with historically low real-terms growth in health funding from central government and local authorities. Policymakers have tried to overcome these challenges with several policy innovations, but many still remain. With large-scale investment and reform, there is potential for the health and social care system to evolve into a modern service capable of dealing with the needs of an ageing population. However, if these challenges are not met, then it is set to continue struggling with a lack of appropriate facilities, an overstretched staff and a system not entirely appropriate for its patients.

In the present research, location and routing problems, as well as the supply chain, which includes manufacturers, distributor candidate sites and retailers, are explored. The goal of addressing the issue is to reduce delivery times and system costs for retailers so that routing and distributor location may be determined.

By adding certain unique criteria and limits, the issue becomes more realistic. Customers expect simultaneous deliveries and pickups, and retail service start times have soft and hard time windows. Transportation expenses, noncompliance with the soft time window, distributor construction, vehicle purchase or leasing, and manufacturing costs are all part of the system costs. The problem's conceptual model is developed and modeled first, and then General Algebraic Modeling System software (GAMS) and Multiple Objective Particle Swarm Optimization (MOPSO) and non-dominated sorting genetic algorithm II (NSGAII) algorithms are used to solve it in small dimensions.

According to the mathematical model's solution, the average error of the two suggested methods, in contrast to the exact answer, is less than 0.7%. In addition, the performance of algorithms in terms of deviation from the GAMS exact solution is pretty satisfactory, with a divergence of 0.4% for the biggest problem (N = 100). As a result, NSGAII is shown to be superior to MOSPSO.

Since this paper deals with two bi-objective models, the priorities of decision-makers in selecting the best solution were not taken into account, and each of the objective functions was given an equal weight based on the weighting procedures. The model has not been compared or studied in both robust and deterministic modes. This is because, with the exception of the variable that indicates traffic mode uncertainty, all variables are deterministic, and the uncertainty character of demand in each level of the supply chain is ignored.

The suggested model's conclusions are useful for any group of decision-makers concerned with optimizing production patterns at any level. The employment of a diverse fleet of delivery vehicles, as well as the use of stochastic optimization techniques to define the time windows, demonstrates how successful distribution networks are in lowering operational costs.

According to a multi-objective model in a three-echelon supply chain, this research fills in the gaps in the link between routing and location choices in a realistic manner, taking into account the actual restrictions of a distribution network. The model may reduce the uncertainty in vehicle performance while choosing a refueling strategy or dealing with diverse traffic scenarios, bringing it closer to certainty. In addition, two modified MOPSO and NSGA-II algorithms are presented for solving the model, with the results compared to the exact GAMS approach for medium- and small-sized problems.

“All things are in a constant state of change”, said Heraclitus of Ephesus. The waters if a river are for ever changing yet the river endures. Every particle of matter is in continual movement. All death is birth in a new form, all birth the death of the previous form. The seasons come and go. The myth of our own John Barleycorn, buried in the ground, yet resurrected in the Spring, has close parallels with the fertility rites of Greece and the Near East such as those of Hyacinthas, Hylas, Adonis and Dionysus, of Osiris the Egyptian deity, and Mondamin the Red Indian maize‐god. Indeed, the ritual and myth of Attis, born of a virgin, killed and resurrected on the third day, undoubtedly had a strong influence on Christianity.

The purpose of this paper is to investigate the ideals and activities of the nineteenth century Welsh industrialist and reformer Robert Owen (1771‐1858), and how they informed modern human resource development (HRD) concepts and practices and provided evidence of Owen as a HRD pioneer.

Historiography provided a method to understand how historical figures, and the context in which they lived and worked, inform contemporary research and practice.

Contextual factors of economics, politics and societal demands and the influences of Owen's early life, his immersion within the British factory system and the creation of the New Lanark mill village, Owen's great work experiment, revealed a strong impact on his thinking and actions. Thematic findings included: managing people and profit, education and training, pioneering workplace innovations, and the failure of the New Harmony, Indiana community. Themes provided unique historical evidence that education and development of workers, and the creation of humane work and community environments are linked across time and contexts to modern concepts of human resource development and thus supported Owen as a HRD pioneer.

Understanding the ideals and workplace experiments and contextual influences on a historical figure such as Robert Owen illustrate how modern concepts of workforce training and education, diversity, equality and justice and social responsibility originated and the importance of contexts on their development and success.

Contexts of economics, politics and societal demands greatly influence organizations and the creation of humane workplaces that nurture human potential.

The study brings history and historiography as a research method to the forefront of HRD research and practice. The study provides the beginnings of a collective historical memory that can contribute to HRD defining itself and establishing its identity as a discipline.