Estudio, análisis y mejora de un sistema de gestión de expedientes

El proyecto consistió en el estudio, propuesta y realización de una serie de mejoras derivadas del análisis de un sistema de gestión de expedientes. El sistema analizado es SEDAS, un producto de gestión de los procesos de recobro de deudas desarrollado por Steria. Las mejoras se concentraron en la parametrización y mejora de diversos apartados tales como el modelo de datos, el sistema de generación de informes o la interfaz gráfica.

Informatització de l'arxiu d'històries clíniques d'un hospital

El sector sanitari és un dels més importants i sensibles dintre de l’economia espanyola, ja que és un element clau del benestar social. Per aquest motiu, el sector de la sanitat s’enfronta a nombrosos reptes, i les Tecnologies de la Informació i les Comunicacions (TIC) obren un ampli ventall de possibilitats de renovació i millora. És per això que Hewlett-Packard està desenvolupant una aplicació informàtica per a hospitals, anomenada HCIS (Health Care Information System). El projecte que es presenta en aquesta memòria és el desenvolupament del mòdul d’HCIS per a gestionar l’Arxiu d’Històries Clíniques d’un hospital, i la seva implantació a la Corporació Sanitària Parc Taulí de Sabadell.

Gestió de la implantació d'un ERP en una empresa farmacèutica

En aquest projecte s'exposa un canvi de sistema de gestió en diferents departaments d'una empresa. Aquest canvi es concreta en una implantació d'un ERP, que és un sistema integrat que posseeix una base de dades centralitzada i evita les duplicitats i incongruències d'informació. El present document està organitzat en tres gran grups: el primer explica com gestionar un canvi de la filosofia de treball en companyies; el segon tracta sobre l'estudi de l'ERP i la seva aplicació pràctica; i per últim, els problemes que apareixen per culpa de la resistència al canvi per part dels usuaris finals.

Mapa web interactiu de Barcelona

L’objectiu principal d’aquest projecte és crear un sistema que permeti generar i gestionar un mapa de navegació interactiu per a la web i per qualsevol àmbit. Per aconseguir-ho, el projecte està dividit en dos parts: el mapa de navegació i el gestor de continguts. La primera part és una interfície gràfica on hi hauran diferents menús amb les seves categories, cadascuna amb els seus filtres, i per últim, un menú per seleccionar diferents nivells de zoom. El gestor de continguts, la segona part del projecte, és l’eina que permet gestionar via web tots els aspectes relacionats amb la configuració del mapa i la gestió de continguts (menús, punts del mapa, punts d’interès i rutes).

Auditoria ambiental de l'edifici de l'Àrea de Territori, Medi Ambient, Paisatge i Espai Urbà de l'Ajuntament de Sitges

Aquest projecte realitza una auditoria ambiental de l’edifici de l’Àrea de Territori, Medi Ambient, Paisatge i Espai Urbà de l’Ajuntament de Sitges, com a primer pas per a la implantació d’un sistema de gestió ambiental (SGA), en acord amb el Reglament (CE) nº 761/2001, i la posterior obtenció d’un certificat de gestió i auditories ambientals (EMAS). L’auditoria s’inicia amb la identificació dels aspectes ambientals de l’edifici, mitjançant la recopilació de dades sobre consums energètics i hídrics, la estimació de la generació de residus i enquestes de mobilitat als treballadors. Aquestes dades són utilitzades per determinar els aspectes ambientals significatius i posteriorment, exposar una sèrie de propostes de millora per tal de corregir-los o minimitzar-los, com ara sistemes d’estalvi d’aigua, d’enllumenat, de producció d’electricitat i l’educació ambiental dels treballadors. Per a la implantació d’un SGA en la situació actual de l’edifici, es necessària, entre altres coses, la implantació d’un sistema de registre que arxivi els consums d’aigua, energia i generació de residus, per tal de dur un control de les despeses de cadascun dels vectors. A més, caldrà implementar un Programa de bones pràctiques ambientals en l’oficina per tal de reduir el consum elèctric, d’aigua i generació de residus, i la seva classificació per part dels treballadors.

Italy's urban waste metabolism

The problem of waste management is causing growing concern due to increasing generation rates, the emissions into soil, water and air, the social conflicts derived from the election of disposal sites and the loss of resources and energy among others. In this work, an innovative methodology is used to enable a better understanding of the waste generation and management system in Italy. Two new waste indicators are built to complement the conventional indicators used by official statistics. Then a multi-scale analysis of the Density of Waste Disposed (DWD) is carried out to highlight the territorial diversity of waste performances and test its contribution to detect plausible risky areas. Starting from Italian regions, the scale down goes on to the provincial level and, only for the region of Campania, the municipal one. First, the analysis shows that the DWD is able to complement the information provided by the conventional waste indicators. Second, the analysis shows the limitations of using a unique institutional solution to waste management problems. In this sense the multi-scale analysis provides with a more realistic picture of Italian waste system than using a single scale.

Scheduling in virtual infrastructure

For the execution of the scientific applications, different methods have been proposed to dynamically provide execution environments for such applications that hide the complexity of underlying distributed and heterogeneous infrastructures. Recently virtualization has emerged as a promising technology to provide such environments. Virtualization is a technology that abstracts away the details of physical hardware and provides virtualized resources for high-level scientific applications. Virtualization offers a cost-effective and flexible way to use and manage computing resources. Such an abstraction is appealing in Grid computing and Cloud computing for better matching jobs (applications) to computational resources. This work applies the virtualization concept to the Condor dynamic resource management system by using Condor Virtual Universe to harvest the existing virtual computing resources to their maximum utility. It allows existing computing resources to be dynamically provisioned at run-time by users based on application requirements instead of statically at design-time thereby lay the basis for efficient use of the available resources, thus providing way for the efficient use of the available resources.

Aplicatiu per a Cafeteria Andana

La finalitat del projecte és la realització d’una aplicació per gestionar l’activitat d’una cafeteria (Andana). El projecte consta de dues parts ben diferenciades: una part interna o Intranet, en la qual el propietari podrà portar un control del negoci i on podrà establir una interacció amb els clients, fet que ajudarà a millorar la gestió del negoci; i una part externa o web pública, accessible per a tothom. Per dur-lo a terme s'ha fet servir el gestor de continguts (CMS) Joomla.

ElevationSys

ElevationSys es un sistema de gestión web para el proceso de producción de una empresa de ascensores. El sistema contiene diferentes tipos de usuarios de los departamentos de la empresa y esta administrado por unos flujos con relación de dependencia que van marcando el ritmo del trabajo. Este backOffice está pensado para abarcar todo el procedimiento de la fábrica, desde que se presenta la oferta al cliente hasta que se entrega la máquina.

Speech by Mr. Micheál Martin TD – Meeting The Challenges Of Cultural Diversity In The Irish Healthcare Sector

It gives me great pleasure to accept the invitation to address this conference on “Meeting the Challenges of Cultural Diversity in the Irish Healthcare Sector” which is being organised by the Irish Health Services Management Institute in partnership with the National Consultative Committee on Racism and Interculturalism. The conference provides an important opportunity to develop our knowledge and understanding of the issues surrounding cultural diversity in the health sector from the twin perspectives of patients and staff. Cultural diversity has over recent years become an increasingly visible aspect of Irish society bringing with it both opportunities and challenges. It holds out great possibilities for the enrichment of all who live in Ireland but it also challenges us to adapt creatively to the changes required to realise this potential and to ensure that the experience is a positive one for all concerned but particularly for those in the minority ethnic groups. In the last number of years in particular, the focus has tended to be on people coming to this country either as refugees, asylum seekers or economic migrants. Government figures estimate that as many as 340,000 immigrants are expected in the next six years. However ethnic and cultural diversity are not new phenomena in Ireland. Travellers have a long history as an indigenous minority group in Ireland with a strong culture and identity of their own. The changing experience and dynamics of their relationship with the wider society and its institutions over time can, I think, provide some valuable lessons for us as we seek to address the more numerous and complex issues of cultural diversity which have arisen for us in the last decade. Turning more specifically to the health sector which is the focus of this conference, culture and identity have particular relevance to health service policy and provision in that The first requirement is that we in the health service acknowledge cultural diversity and the differences in behaviours and in the less obvious areas of values and beliefs that this often implies. Only by acknowledging these differences in a respectful way and informing ourselves of them can we address them. Our equality legislation – The Employment Equality Act, 1998 and the Equal Status Act, 2000 – prohibits discrimination on nine grounds including race and membership of the Traveller community. The Equal Status Act prohibits discrimination on an individual basis in relation to the nine grounds while for groups it provides for the promotion of equality of opportunity. The Act applies to the provision of services including health services. I will speak first about cultural diversity in relation to the patient. In this respect it is worth mentioning that the recognition of cultural diversity and appropriate responses to it were issues which were strongly emphasised in the public consultation process which we held earlier this year in the context of developing National Anti-Poverty targets for the health sector and also our new national health strategy. Awareness and sensitivity training for staff is a key requirement for adapting to a culturally diverse patient population. The focus of this training should be the development of the knowledge and skills to provide services sensitive to cultural diversity. Such training can often be most effectively delivered in partnership with members of the minority groups themselves. I am aware that the Traveller community, for example, is involved in in-service training for health care workers. I am also aware that the National Consultative Committee on Racism and Interculturalism has been involved in training with the Eastern Regional Health Authority. We need to have more such initiatives. A step beyond the sensitivity training for existing staff is the training of members of the minority communities themselves as workers in our health services. Again the Traveller community has set an example in this area with its Primary Health Care Project for Travellers. The Primary Health Care for Travellers Project was established in 1994 as a joint partnership initiative with the Eastern Health Board and Pavee Point, with ongoing technical assistance being provided from the Department of Community Health and General Practice, Trinity College, Dublin. This project was the first of its kind in the country and has facilitated The project included a training course which concentrated on skills development, capacity building and the empowerment of Travellers. This confidence and skill allowed the Community Health Workers to go out and conduct a baseline survey to identify and articulate Travellers’ health needs. This was the first time that Travellers were involved in this process; in the past their needs were assumed. The results of the survey were fed back to the community and they prioritised their needs and suggested changes to the health services which would facilitate their access and utilisation. Ongoing monitoring and data collection demonstrates a big improvement in levels of satisfaction and uptake and ulitisation of health services by Travellers in the pilot area. This Primary Health Care for Travellers initiative is being replicated in three other areas around the country and funding has been approved for a further 9 new projects. This pilot project was the recipient of a WHO 50th anniversary commemorative award in 1998. The project is developing as a model of good practice which could inspire further initiatives of this type for other minority groups. Access to information has been identified in numerous consultative processes as a key factor in enabling people to take a proactive approach to managing their own health and that of their families and in facilitating their access to health services. Honouring our commitment to equity in these areas requires that information is provided in culturally appropriate formats. The National Health Promotion Strategy 2000-2005, for example, recognises that there exists within our society many groups with different requirements which need to be identified and accommodated when planning and implementing health promotion interventions. These groups include Travellers, refugees and asylum seekers, people with intellectual, physical or sensory disability and the gay and lesbian community. The Strategy acknowledges the challenge involved in being sensitive to the potential differences in patterns of poor health among these different groups. The Strategic aim is to promote the physical, mental and social well-being of individuals from these groups. The objective of the Strategy on these issues are: While our long term aim may be to mainstream responses so that our health services is truly multicultural, we must recognise the need at this point in time for very specific focused responses particularly for groups with poor health status such as Travellers and also for refugees and asylum seekers. In the case of refugees and asylum seekers examples of targeted services are screening for communicable diseases – offered on a voluntary basis – and psychological support services for those who have suffered trauma before coming here. The two approaches of targeting and mainstreaming are not mutually exclusive. A combination of both is required at this point in time but the balance between them must be kept under constant review in the light of changing needs. A major requirement if we are to meet the challenge of cultural diversity is an appropriate data and research base. I think it is important that we build up our information and research data base in partnership with the minority groups themselves. We must establish what the health needs of diverse groups are; we must monitor uptake of services and how well we are responding to needs and we must monitor outcomes and health status. We must also examine the impact of the policies in other sectors on the health of minority groups. The National Health Information Strategy, currently being developed, and the recently published National Strategy for Health Research – Making Knowledge Work for Health provide important frameworks within which we can improve our data and research base. A culturally diverse health sector workforce – challenges and opportunities The Irish health service can benefit greatly from successful international recruitment. There has been a strong non-national representation amongst the medical profession for more than 30 years. More recently there have been significant increases in other categories of health service workers from overseas. The Department recognises the enormous value that overseas recruitment brings over a wide range of services and supports the development of effective and appropriate recruitment strategies in partnership with health service employers. These changes have made cultural diversity an important issue for all health service organisations. Diversity in the workplace is primarily about creating a culture that seeks, respects, values and harnesses difference. This includes all the differences that when added together make each person unique. So instead of the focus being on particular groups, diversity is about all of us. Change is not about helping “them” to join “us” but about critically looking at “us” and rooting out all aspects of our culture that inappropriately exclude people and prevent us from being inclusive in the way we relate to employees, potential employees and clients of the health service. International recruitment benefits consumers, Irish employees and the overseas personnel alike. Regardless of whether they are employed by the health service, members of minority groups will be clients of our service and consequently we need to be flexible in order to accommodate different cultural needs. For staff, we recognise that coming from other cultures can be a difficult transition. Consequently health service employers have made strong efforts to assist them during this period. Many organisations provide induction courses, religious facilities (such as prayer rooms) and help in finding suitable accommodation. The Health Service Employers Agency (HSEA) is developing an equal opportunities/diversity strategy and action plans as well as training programmes to support their implementation, to ensure that all health service employment policies and practices promote the equality/diversity agenda to continue the development of a culturally diverse health service. The management of this new environment is extremely important for the health service as it offers an opportunity to go beyond set legal requirements and to strive for an acceptance and nurturing of cultural differences. Workforce cultural diversity affords us the opportunity to learn from the working practices and perspectives of others by allowing personnel to present their ideas and experience through teamwork, partnership structures and other appropriate fora, leading to further improvement in the services we provide. It is important to ensure that both personnel units and line managers communicate directly with their staff and demonstrate by their actions that they intend to create an inclusive work place which doesn´t demand that minority staff fit. Contented, valued employees who feel that there is a place for them in the organisation will deliver a high quality health service. Your conference here today has two laudable aims – to heighten awareness and assist health care staff to work effectively with their colleagues from different cultural backgrounds and to gain a greater understanding of the diverse needs of patients from minority ethnic backgrounds. There is a synergy in these aims and in the tasks to which they give rise in the management of our health service. The creative adaptations required for one have the potential to feed into the other. I would like to commend both organisations which are hosting this conference for their initiative in making this event happen, particularly at this time – Racism in the Workplace Week. I look forward very much to hearing the outcome of your deliberations. Thank you.

Disseny d'un sistema d'informació per als nouvinguts estrangers a Olot : 'EL SINO'

Treball que té com a objectiu desenvolupar i aplicar un sistema d'informació integrat al servei d'atenció al públic nouvingut d'origen estranger a la ciutat d'Olot. El sistema s'ha dissenyat en tres grans apartats: en el primer es presenta una diagnosi de les necessitats informatives; el segon correspon pròpiament al disseny del sistema d'informació amb l'elaboració d'un observatori estadístic de la immigració a Olot, d'unes fitxes descriptives de tràmits administratius i d'unes fitxes de serveis locals, i el tercer apartat és el disseny d'un sistema informàtic per a la gestió de tota la informació amb la creació d'un lloc web i el disseny conceptual d'un sistema de gestió de base de dades.

Projecte d'implantació d'un sistema de control d'il.luminació

L¿abast del projecte és el servei del sistema de gestió d¿enllumenat d¿un edifici d¿oficines.

Disseny i implementació de la base de dades : Sistema de votació ciutadana a nivell Europeu a través d'Internet

La Comunitat Europea ha encarregat el disseny i implementació d'una base de dades per a un futur sistema de votacions ciutadanes per Internet. Aquest projecte realitza una proposta del disseny de la base de dades segons els requeriments especificats, i la seva implementació en un sistema de gestió de bases de dades, que en aquest cas és l'ORACLE.

Gestió de Centres en J2EE

Veurem el desenvolupament del projecte pas a pas, des de l¿estudi dels marcs de treballs més importants que es poden incorporar en projectes J2EE, passant per un anàlisi i disseny acurat, fins arribar a la implementació dels mòduls bàsics que inclouria el sistema de gestió dels centres intentant aprofitar totes les avantatges que ens ofereixen els marcs de treball més adients i tecnologies de darrera generació con AJAX per a fer un sistema flexible i robust capaç d¿assolir totes les necessitats de gestió de la informació dels centres. També veurem com apliquen diversos patrons en aquesta arquitectura client-servidor de tres capes aconseguint, entre altres aspectes, que cada component s¿assigni a una capa a un cert nivell d¿abstracció.

Comparative population genomics in animals uncovers the determinants of genetic diversity.

Genetic diversity is the amount of variation observed between DNA sequences from distinct individuals of a given species. This pivotal concept of population genetics has implications for species health, domestication, management and conservation. Levels of genetic diversity seem to vary greatly in natural populations and species, but the determinants of this variation, and particularly the relative influences of species biology and ecology versus population history, are still largely mysterious. Here we show that the diversity of a species is predictable, and is determined in the first place by its ecological strategy. We investigated the genome-wide diversity of 76 non-model animal species by sequencing the transcriptome of two to ten individuals in each species. The distribution of genetic diversity between species revealed no detectable influence of geographic range or invasive status but was accurately predicted by key species traits related to parental investment: long-lived or low-fecundity species with brooding ability were genetically less diverse than short-lived or highly fecund ones. Our analysis demonstrates the influence of long-term life-history strategies on species response to short-term environmental perturbations, a result with immediate implications for conservation policies.