Abstract␣ -Melanocyte-stimulating hormone (MSH) is a potent antiinflammatory agent in many models of inflammation, suggesting that it inhibits a critical step common to different forms of inflammation. We showed previously that ␣ -MSH inhibits nitric oxide (NO) production in cultured macrophages. To determine how ␣ -MSH acts in vivo, we induced acute hepatic inflammation by administering endotoxin (LPS) to mice pretreated with Corynebacterium parvum . ␣ -MSH prevented liver inflammation even when given 30 min after LPS administration. To determine the mechanisms of action of ␣ -MSH, we tested its influence on NO, infiltrating inflammatory cells, cytokines, and chemokines.

PurposeThe purpose of this paper is to investigate how human resources (HR) can create value for an organization through the use of technology.Design/methodology approachThe paper looks at areas in which HR can create value through the use of technology. It introduces the e‐HRM Value Model based on a range of themes that emerged form research interviews and an systematic review of a wide range of literature.FindingsThe e‐HRM Value Model argues that value can be created in one of three ways: HR operational cost reduction; people management/productivity; and strategic capability. It is also revealed that barriers to e‐HRM technology development are not primarily technical, but are strongly connected to dimensions of value creation.Originality/valueThe paper provides useful information on the creation of HR value through technology.

Purpose:To estimate the economic impact of a TegadermTM chlorhexidine gluconate (CHG) gel dressing compared with a standard intravenous (i.v.) dressing (defined as non-antimicrobial transparent film dressing), used for insertion site care of short-term central venous and arterial catheters (intravascular catheters) in adult critical care patients using a cost-consequence model populated with data from published sources.Material and Methods:A decision analytical cost-consequence model was developed which assigned each patient with an indwelling intravascular catheter and a standard dressing, a baseline risk of associated dermatitis, local infection at the catheter insertion site and catheter-related bloodstream infections (CRBSI), estimated from published secondary sources. The risks of these events for patients with a Tegaderm CHG were estimated by applying the effectiveness parameters from the clinical review to the baseline risks. Costs were accrued through costs of intervention (i.e. Tegaderm CHG or standard intravenous dressing) and hospital treatment costs depended on whether the patients had local dermatitis, local infection or CRBSI. Total costs were estimated as mean values of 10,000 probabilistic sensitivity analysis (PSA) runs.Results:Tegaderm CHG resulted in an average cost-saving of £77 per patient in an intensive care unit. Tegaderm CHG also has a 98.5% probability of being cost-saving compared to standard i.v. dressings.Conclusions:The analyses suggest that Tegaderm CHG is a cost-saving strategy to reduce CRBSI and the results were robust to sensitivity analyses.

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Several organisations have adopted e-HRM technology as a platform for achieving transformational change, improving HR operational processes, allowing distributed access to employees / managers and providing better decision support. However, as a consultant working in this field, the author regularly encounters organisations that fail to take advantage of the transformational potential of e-HRM, particularly those in the United Kingdom public sector. This chapter argues that the concepts of sense-making and technological frames may explain the inertia experienced in some organisations. It contends that the analysis of technological frame domains provides a valuable lens for understanding and interpreting e-HRM, where high levels of frame incongruence may act as a barrier to transformational change. Research suggests that power relations between key groups of stakeholders, in particular HR Managers and line managers, may influence these frames and shape attitudes to technology. This approach may also provide the basis for strategies to manage e-HRM related change more effectively. Using a grounded theory approach, the research, currently work in progress in support of a professional doctorate (DBA),investigates how United Kingdom public sector organisations make sense of, plan for and implement HR technology.