Differences in movement limitations in different low back pain severity in functional tests using an RGB-D camera

Kinematic Parameters That Can Discriminate in Levels of Functionality in the Six-Minute Walk Test in Patients with Heart Failure with a Preserved Ejection Fraction

It is a challenge to manage and assess heart failure with preserved left ventricular ejection fraction (HFpEF) patients. Six-Minute Walk Test (6MWT) is used in this clinical population as a functional test. The objective of the study was to assess gait and kinematic parameters in HFpEF patients during the 6MWT with an inertial sensor and to discriminate patients according to their performance in the 6MWT: (1) walk more or less than 300 m, (2) finish or stop the test, (3) women or men and (4) fallen or did not fall in the last year. A cross-sectional study was performed in patients with HFpEF older than 70 years. 6MWT was carried out in a closed corridor larger than 30 m. Two Shimmer3 inertial sensors were used in the chest and lumbar region. Pure kinematic parameters analysed were angular velocity and linear acceleration in the three axes. Using these data, an algorithm calculated gait kinematic parameters: total distance, lap time, gait speed and step and stride variables. Two analyses were done according to the performance. Student’s t-test measured differences between groups and receiver operating characteristic assessed discriminant ability. Seventy patients performed the 6MWT. Step time, step symmetry, stride time and stride symmetry in both analyses showed high AUC values (>0.75). More significant differences in velocity and acceleration in the maximum Y axis or vertical movements. Three pure kinematic parameters obtained good discriminant capacity (AUC > 0.75). The new methodology proved differences in gait and pure kinematic parameters that can distinguish two groups according to the performance in the 6MWT and they had discriminant capacity.

Design and Simulation of Human Resource Allocation Model Based on Double-Cycle Neural Network

The rationalization of human resource management is helpful for enterprises to efficiently train talents in the field, improve the management mode, and increase the overall resource utilization rate of enterprises. The current computational models applied in the field of human resources are usually based on statistical computation, which can no longer meet the processing needs of massive data and do not take into account the hidden characteristics of data, which can easily lead to the problem of information scarcity. The paper combines recurrent convolutional neural network and traditional human resource allocation algorithm and designs a double recurrent neural network job matching recommendation algorithm applicable to the human resource field, which can improve the traditional algorithm data training quality problem. In the experimental part of the algorithm, the arithmetic F1 value in the paper is 0.823, which is 20.1% and 7.4% higher than the other two algorithms, respectively, indicating that the algorithm can improve the hidden layer features of the data and then improve the training quality of the data and improve the job matching and recommendation accuracy.