Background Proper human resource management in military health centers leads to long-term development and improved health-care quality. As a result, the purpose of this research is to identify the key performance indicators of human resource management for military hospital managers, and the unique indicators of military hospitals were obtained. Methods This cross-sectional study was performed by the TOPSIS method in the fall of 2021. This study used a checklist consisting of 20 performance indicators of human resource management, which were scored by 20 senior military hospital managers based on two criteria: "importance" and "measurability in military hospitals". The Shannon entropy method was used to weight the indicators, and the BT-TOPSIS Solver software was used to analyze and prioritize them. Results Among the 20 indicators in human resource management, the staff satisfaction index in military hospitals, the competitiveness rate of salaries in military hospitals relative to the national sector, the number of permanent staff in military hospitals, and the percentage of contract labor costs in military hospitals have the highest coefficient, respectively. Conclusions The importance of human resource management and organizational performance is due to their influence on each other. As a result, human resource management should pay special attention to the professional and personal development of human resources, as this has an impact on the performance of the organization in the long run. In light of the sensitive nature of human resource management and its crucial role in achieving any organization's strategic goals, selecting appropriate indicators is essential. The Department of Military Health requires indicators unique to the military sector to assess the human resource management of the military hospital, since according to the existing circumstances, the indicators of the military sector and those of the civilian sector are different.

BackgroundHuman resource management in health centers influences the management of the military health system, and the development of the military health system due to its complexity requires sustainable development and improving the quality of services. As a result, this study aims to determine the key performance indicators of human resource management for military hospital managers.MethodsThis cross-sectional study was performed by the TOPSIS method in the fall of 2021. This study used a checklist consisting of 20 performance indicators of human resource management, which were scored by 20 senior military hospital managers based on two criteria: "importance" and "measurability in military hospitals". The Shannon entropy method was used to weight the indicators, and the BT-TOPSIS Solver software was used to analyze and prioritize them.ResultsAmong the 20 indicators in human resource management, the staff satisfaction index in military hospitals, the competitiveness rate of salaries in military hospitals relative to the national sector, the number of permanent staff in military hospitals, and the percentage of contract labor costs in military hospitals have the highest coefficient, respectively.ConclusionsOrganizational performance and human resource management have a significant relationship. As a result, human resource management should pay special attention to the professional and personal development of human resources, as this has an impact on the performance of the organization in the long run. In light of the sensitive nature of human resource management and its crucial role in achieving any organization's strategic goals, selecting appropriate indicators is essential.The Department of Military Health requires indicators unique to the military sector to assess the human resource management of the military hospital, since according to the existing circumstances, the indicators of the military sector and those of the civilian sector are different.

Introduction: Impaired glucose metabolism, including diabetes and pre-diabetes, is a major cardiovascular risk factor. The aim of this study was to evaluate the glucose metabolism status of employees based on regular occupational health checkups in a military population to plan a more effective program. Methods: From a registry of regular occupational health checkups covering the years 2011 through 2015 in a military medical organization, the study extracted data on age, gender, weight, height, body mass index (BMI), job (medical or non-medical), smoking, history and/or family history of diabetes and hypertension, systolic and diastolic blood pressures, fasting blood glucose (FBS), total cholesterol, triglyceride, and low-density and high-density lipoproteins. Results: Data were collected for 783 apparently healthy individuals, 536 (68.5%) male and 247 (31.5%) female. According to duplicated FBS tests, 17 cases (2.3%) were at diabetic level (FBS≥126 mg/dL), 100 (13.7%) had pre-diabetes (100≤FBS≤125 mg/dL), and 612 (78.2%) had normal FBS (<100 mg/dL). Overall, 1.3% of cases had undiagnosed diabetes and 12.8% had undiagnosed pre-diabetes. Gender, age, BMI, systolic and diastolic blood pressures, and levels of serum triglyceride, total cholesterol, and low-density lipoprotein were significantly associated with impaired glucose metabolism. Non-medical staff had significantly higher prevalence abnormal FBS than medical employees. Importantly, the probability of impaired glucose metabolism increased with clustering of the risk factors. Discussion: A considerable proportion of apparently healthy middle-aged employees of a military medical organization had disturbed glucose metabolism, which was first diagnosed in regular occupational health checkups. A personalized multidimensional approach would enhance individualized risk-assessment models.