Modern Ways of Countering Terrorism and Extremism

The paper is devoted to one of the most pressing topics of domestic legal science. Within the framework of this work, the author analyzes modern methods of countering terrorism and extremism. It is emphasized that in modern conditions it is necessary to clearly coordinate the efforts of all structures countering extremism and terrorism, actively suppress recruitment activities by international terrorist organizations and eliminate their financial support. The paper touches upon the issues of information counteraction to terrorism and extremism. There is also a proposal to introduce criminal liability for illegal circulation of digital currency and violation of the rules for making transactions with it. The leading role of the media in the prevention of terrorism and extremism is noted. Speeches by leaders of various levels, scientists, writers, publicists, sociologists, political scientists, experts, their comments and assessments contribute to the education of citizens’ sense of justice, a spirit of respect for the law.

Recruiting hard-to-reach pregnant women at high psychosocial risk: strategies and costs from a randomised controlled trial

Background Recruiting participants to randomised controlled trials (RCTs) is often challenging, particularly when working with socially disadvantaged populations who are often termed ‘hard-to-reach’ in research. Here we report the recruitment strategies and costs for the Trial for Healthy Relationship Initiatives in the Very Early years (THRIVE), an RCT evaluating two group-based parenting interventions for pregnant women. Methods THRIVE aimed to recruit 500 pregnant women with additional health and social care needs in Scotland between 2014 and 2018. Three recruitment strategies were employed: (1) referrals from a health or social care practitioner or voluntary/community organisation (practitioner-led referral), (2) direct engagement with potential participants by research staff (researcher-led recruitment) and (3) self-referral in response to study advertising (self-referral). The number of referrals and recruited participants from each strategy is reported along with the overall cost of recruitment. The impact of recruitment activities and the changes in maternity policy/context on recruitment throughout the study are examined. Results THRIVE received 973 referrals: 684 (70%) from practitioners (mainly specialist and general midwives), 273 (28%) from research nurses and 16 (2%) self-referrals. The time spent in antenatal clinics by research nurses each month was positively correlated with the number of referrals received (r = 0.57; p < 0.001). Changes in maternity policies and contexts were reflected in the number of referrals received each month, with both positive and negative impacts throughout the trial. Overall, 50% of referred women were recruited to the trial. Women referred via self-referral, THRIVE research nurses and specialist midwives were most likely to go on to be recruited (81%, 58% and 57%, respectively). Key contributors to recruitment included engaging key groups of referrers, establishing a large flexible workforce to enable recruitment activities to adapt to changes in context throughout the study and identifying the most appropriate setting to engage with potential participants. The overall cost of recruitment was £377 per randomised participant. Conclusions Recruitment resulted from a combination of all three strategies. Our reflections on the successes and challenges of these strategies highlight the need for recruitment strategies to be flexible to adapt to complex interventions and real-world challenges. These findings will inform future research in similar hard-to-reach populations. Trial registration International Standard Randomised Controlled Trials Number Registry ISRCTN21656568. Retrospectively registered on 28 February 2014

Detection of duplicate and non-face images in the eRecruitment applications using machine learning techniques

The objective of this work is to develop methodologies to detect, and report the noncompliant images with respect to indian space research organisation (ISRO) recruitment requirements. The recruitment software hosted at U. R. rao satellite centre (URSC) is responsible for handling recruitment activities of ISRO. Large number of online applications are received for each post advertised. In many cases, it is observed that the candidates are uploading either wrong or non-compliant images of the required documents. By non-compliant images, we mean images which do not have faces or there is not enough clarity in the faces present in the images uploaded. In this work, we attempt to address two specific problems namely: 1) To recognise image uploaded to recruitment portal contains a human face or not. This is addressed using a face detection algorithm. 2) To check whether images uploaded by two or more applications are same or not. This is achieved by using machine learning (ML) algorithms to generate similarity score between two images, and then identify the duplicate images. Screening of valid applications becomes very challenging as the verification of such images using a manual process is very time consuming and requires large human efforts. Hence, we propose novel ML techniques to determine duplicate and non-face images in the applications received by the recruitment portal.

Employee Admissions Information System Web-based at CV Galerindo Nusantara

CV Galerindo Nusantara company still uses manual methods in the recruitment process, namely prospective employees must come to the company to apply for work and still use paper so that companies need a computerized system that can facilitate employee recruitment activities. Based on these problems the authors seek solutions to make it easier for companies to overcome these problems. In developing this system, the author uses the waterfall method, namely the work of a system that is carried out sequentially or linearly. The results of the web-based employee recruitment information system at CV Galerindo Nusantara which was created by the author are to produce a system that can make it easier for prospective employees and companies to carry out computerized employee recruitment activities as well as time efficiency and make it easier for prospective employees to access information systems.

Identifying ethical and culturally responsive research activities to improve PrEP tele-health clinical trial participation among Black sexual minority men: Qualitative Study (Preprint)

BACKGROUND Pre-exposure prophylaxis (PrEP) substantially reduces risk of HIV infection. Tele-health interventions could improve PrEP initiation and adherence for high incidence groups such as Black sexual minority men (BSMM). However, BSMM remain underrepresented in clinical trials and culturally responsive ways to improve PrEP tele-health trial participation among BSMM is needed. OBJECTIVE To fill this gap, this study identified ethical and culturally responsive study activities to improve PrEP tele-health clinical trials participation among BSMM. METHODS Data come from seven virtual, synchronous focus groups among 28 BSMM ages 18-34 were conducted from April to August 2020 to identify culturally responsive research activities to improve PrEP clinical trial research participation. Focus groups included a brief survey followed distributed online via Qualtrics™ followed by a virtual, synchronous focus group conducted via Zoom lasting between 50 and 75 minutes. Focus groups were stratified by age (18-24 vs 25-34) and outlined the components of an example PrEP tele-health randomized controlled trial and probed on domains of the study design- research motivations, study funding, recruitment activities, informed consent, randomization, follow-up, and end of the study activities. Participants were asked targeted questions regarding the ethics and trustworthiness of the study and ways that researchers could gain their trust in the PrEP tele-health trial along the protocol. RESULTS Focus groups resulted in 2 groups of 18-24 year olds and 5 groups of 25-35 year olds. The average age of participants was 27.2 years (SD 4.4). Ten (38.4) reported a bachelor’s degree was their highest education completed; 21% reported some graduate degree or higher. Most reported working full-time (57.1%) and being single or not in a committed relationship (75%). Most (85.7) reported using at least one drug before sex in the 6 months prior to study. Everyone reported ever hearing about PrEP and 35% were current PrEP users. Overall, focus groups yielded themes related to how researcher intentions, study funding, recruitment activities, informed consent details, randomization, and study team interactions during and after during the study impact trust and participation. CONCLUSIONS Medical/research mistrust persists among BSMM. Given the salience of medical mistrust, future studies should test the relative impact of implementing findings on research participation in a PrEP tele-health clinical trial.

The Canadian Neuromuscular Disease Registry 2010–2019: A Decade of Facilitating Clinical Research Througha Nationwide, Pan-NeuromuscularDisease Registry

We report the recruitment activities and outcomes of a multi-disease neuromuscular patient registry in Canada. The Canadian Neuromuscular Disease Registry (CNDR) registers individuals across Canada with a confirmed diagnosis of a neuromuscular disease. Diagnosis and contact information are collected across all diseases and detailed prospective data is collected for 5 specific diseases: Amyotrophic Lateral Sclerosis (ALS), Duchenne Muscular Dystrophy (DMD), Myotonic Dystrophy (DM), Limb Girdle Muscular Dystrophy (LGMD), and Spinal Muscular Atrophy (SMA). Since 2010, the CNDR has registered 4306 patients (1154 pediatric and 3148 adult) with 91 different neuromuscular diagnoses and has facilitated 125 projects (73 academic, 3 not-for-profit, 3 government, and 46 commercial) using registry data. In conclusion, the CNDR is an effective and productive pan-neuromuscular registry that has successfully facilitated a substantial number of studies over the past 10 years.

Analysis of Pre and Post-MCCG 2017: Leadership Effectiveness Through the Board Nomination Committee of Top 50 Malaysian PLCs

Purpose – This paper investigates the impact of the two main aspects on selecting the right Board candidate including best practices within the position and structure along with the recruitment activities proposed under the Malaysian Corporate Governance Code (Code) compared across 2012 and 2017.Design/ methodology approach - For this analysis, a target list of the top 50 PLCs based on market capitalization was gathered from 784 Malaysian PLCs as of 14 August 2020. In the annual review of the reports, this study includes statistical methods to quantify and interpret the disclosures.Originality - This study reviews the developments of the policies from the Code in 2012 to the Code in 2017. Also applicable to other PLCs other than the top 50 Malaysian PLCs would be the Board Nomination Committee – Role and Structure and the Board Nomination Committee – Recruitment Activities scoring indices designed.

New challenges of recruiting personnel for the national security services in light of the information society

For members of society, cyberspace has become an indispensable scene of their communication and everyday interaction, thus contributing to the emergence and functioning of the global information society. Depending on the stage of their lives in which the members of each generation have encountered ICT tools, different qualities, skills, abilities and expectations can be observed in them. The members of the Y, the Z, and now the alpha generation have a completely different set of values and adaptability than their predecessors. From the point of view of the national security services, it is important to examine the main characteristics of these generations and social groups, since among other things, the newly recruited members of the national security services are members of society. In order to ensure the operation of effective national security services based on traditional values, knowledge and age specifics, it is necessary to optimize recruitment systems that meet the needs of the next generation and are able to attract their attention and measure their suitability. The aim of this publication is to identify the main groups of challenges and to formulate possible solutions that can support the efficiency of both selection and recruitment activities for each national security service.

Web-Based Employee Recruitment Management System In Pt. Tropic Abadi

In a company, back and forth is largely determined by employees accompanied by increasing technology and science in all fields taking place so rapidly. Similarly, the HRD division at PT. Tropic Abadi when managing employee recruitment activities. Employee recruitment management system that runs at PT. Tropic Abadi is currently not running optimally, namely: through an online recruitment website as a medium to provide a bridge of communication regarding job vacancy information, where the process is less practical and adequate. So that management systems are needed in order to be able to do the process of managing employee recruitment to be faster, more precise, effective, and efficient. This research uses a research methodology that is structured system management through UML (Unified Modeling Language) and the final results achieved from writing this scientific journal are by implementing a web-based system for PT. Tropic Abadi in solving these problems, ranging from the speed of information provided and an easily managed database system.

Tahfiz Online: Sarana Menghafal Alquran Secara Online

The development of technology that continues to grow makes it easier for everyone to learn. Likewise with learning the Quran especially memorizing the Quran. Busyness experienced is not a reason not to memorize the Qura. Various online tools and applications can be used to memorize the Quran, one of which is the ‘tahfiz online’program. ‘Tahfiz Online’ is one of the means by which someone memorizes the Quran online by using whatsapp media. This study aims to describe the process of learning memorizing Quran which is carried out by the tahfiz online program which starts from the process of recruiting new students, the learning process, and evaluating the learning which is carried out by the Tahfiz Online program. The research method used is qualitative research with data collection methods of observation and interviews. The results of this study describe that new student recruitment activities carried out by the online tahfiz program are carried out with Alquran reading tests conducted by students by sending voice notes to the teacher (musyrif). Furthermore, in tahfiz learning activities, each student carries out two activities namely ziyadah (adding new memorize) and murajaah (repetition). Ziyadah activities are carried out every Monday to Friday by sending voice notes in the group that will be corrected by each musyrif. Whereas the deliberate activities carried out on Saturdays and Sundays are carried out in pairs. Evaluation of learning are carried out every week with aspects of assessment including daily memorization values, activeness in groups, etiquette, and ending with a final exam with the term IMTAK (Imtihan Akbar).