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The main reason for the research significance is misconceptions arising in the field when implementing Sekolah Penggerak Program, which started in 2021. Thus, the objectives of this study are to describe programs for enhancing exceptional human resources, and to explore the Kurikulum Operasional Satuan Pendidikan (Education Unit Operational Curriculum), and the Merdeka Curriculum learning. Four elementary schools in Indonesia's urban and rural areas served as the research unit for analysis, which used a qualitative comparative case study design. The results demonstrate that the programs of the Ministry of Education, Culture, Research, and Technology for improving human resources, which includes training and mentoring, have a favourable effect on both rural and urban primary schools. However, only one out of four schools examined the context of the educational unit while creating education unit operational curriculum documents, and every school simply used education unit operational curriculum as a prerequisite for administrative fulfilment. Based on the available components, all teachers developed teaching modules for the Merdeka Curriculum. It was found, nevertheless, that the students were not genuinely exposed to the content of these modules.

Extractivism is so often characterized as resource extractivism - the exploitation of a community's natural resources for economic gain. However, when we think about the relationships between community and university, there are many ways in which the university can take out of the community or benefit to an extent that extracts human, capital, and natural resources. I contend that some of the university-community engagement work that has been done in the last 20 years replicates colonial structures in ways that have harmed communities under the well-intentioned guise of service-learning, community-based learning, or "development." Drawing on Du Bois (1947) and on Riofrancos' (2020) work on colonialism and extractivism, this paper will explore the role of the university as both a transformer and oppressor through global learning. I will explore the promise and pitfalls for these engaged pedagogies, and propose pathways to avoiding unjust, extractive practices in the pursuit of learning and student development. I will end with recommendations for just, equitable, and critical community-based global learning and some promising examples.

High-performance work systems (HPWS) have been a topic of interest in various industries, but their impact on teachers' productivity in Nigeria is a crucial area of study. The education sector in Nigeria faces numerous challenges, including inadequate resources, large class sizes, and limited professional development opportunities. In addressing the challenges, this research was conducted to seek their perception of the role of HPWS on teacher's productivity. Data were collected from the six educational districts of public schools, among 492 teachers in Lagos, Nigeria. The data was analyzed using Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA). The findings provide new insights into the value of HPWS in SHRM in the education sector. The result showed that implementing high-performance work systems in this context could potentially lead to improved teacher productivity, benefiting both educators and students alike.

This research is motivated by the level of school resilience which is not yet good, so school principals must increase school resilience with their leadership. Therefore, this research aims to analyze and describe the leadership of school principals in setting direction, developing human resources, and redesigning organizations to increase school resilience. The method used in this research is qualitative research with an ethnographic approach, which helps provide an in-depth and detailed picture of the school's daily habits in implementing school resilience. This research uses data collection techniques in the form of observation, interviews and documentation by carrying out data analysis techniques using description, analysis and interpretation. The results of this research explain that in carrying out the three leadership roles of the school principal, namely setting direction, developing people, and redesigning the organization, through school habits (culture), private schools will be able to create a level of resilience in the school environment. Even in unfavorable conditions, school principals can survive by carrying out leadership roles using existing school habits.

The aim of this research was to determine the levels of metacognitive awareness among college students in Saudi Arabia, with a focus on both academic majors and gender. There were 113 participants (58 females and 55 males) from the Information Technology (n = 68) and Human Resources (n = 45) majors. Using the Metacognitive Awareness of Writing Questionnaire (MAWQ), the study found moderate levels of metacognition awareness in writing skills, suggesting room to improve. The study found no significant differences between the academic majors, indicating the need for further research on the relationship between cognitive factors and writing skills. Similarly, the study found no significant gender differences in metacognitive awareness among applied college students. Differences in the Regulation of Cognition (RCOG) domain, however, may affect writing. Male students showed lower metacognitive awareness than female students. Instructors and policymakers can use these findings to improve students' metacognitive skills and writing strategies. In the future, researchers should explore other variables and identify effective strategies to improve college students' metacognitive awareness and writing skills.

Over the past 2 decades, worldwide research has established that the district office of education matters. Various policy initiatives are directing district offices to shift from limited managerial functions and begin to directly support learner instruction. The intention of this article, therefore, was to tease the question: How do school inspectors provide instructional leadership support to schools in Zimbabwe? Guided by the instructional leadership conceptual framework, we employed a qualitative research methodology in which we used 2 case studies focusing on 6 officers purposively drawn from 2 district offices in the Masvingo province of Zimbabwe. Data collection tools used were document analysis and semi-structured interviews. The findings indicate that school inspectors carried out school staffing; spearheaded need-driven circuit-level and district-level professional development; instituted supervision of schools; supported school development efforts; and ensured stakeholder and partner engagement. But school inspectors provided limited support to scaffold learner instruction. To improve district instructional leadership support at school level, we recommend strategic human and material resource mobilisation and utilisation. Inevitably, more research is needed to allow deeper insight into the observed inadequacies of the current district office in Zimbabwe.

Since 2019, equity, diversity, and inclusion have become institutional priorities for Canadian funding agencies and universities under the acronym EDI. Here, we examine for the fields of science, technology, engineering, and mathematics (STEM) how the current EDI discourse unfolds in scientists' understandings as "EDI construct." This study presents data collected through 18 online interviews with researchers in STEM fields across Canada. For our analysis we apply critical discourse analysis and the matrix of domination. Four themes emerge from our data regarding STEM researchers' understanding of and experience with the EDI construct: (a) EDI as trainable knowledge, (b) EDI as human resources/managerial issue, (c) EDI as assessable performance, and (d) EDI as individual initiative/lonely endeavour. Our findings suggest that the EDI discourse increases the awareness of the underrepresentation of groups in STEM fields. However, most interview participants demonstrate an essentialist understanding of identity decontextualized from institutional and structural processes of difference making along axes of gender, race, class, and body, amongst others. This critical discourse-analytical work contributes to an intersectional, power-acknowledging understanding of EDI in Canadian higher education.

Understanding teachers' expectations of university social responsibility (USR) is imperative for formulating effective human resources strategies within higher education institutions (HEIs). This study delves into teacher perceptions of USR within the context of higher education institutions (HEIs) in emerging countries, examining how these perceptions influence teacher satisfaction. The mediating roles of HEIs' reputation and image in shaping this relationship are also explored. Data were collected from 140 teachers across 15 Vietnamese universities. The research model underwent evaluation through structural equation modeling (SEM) utilizing the Partial Least Squares path modeling. The results affirm a positive influence of teachers' perceived USR on their satisfaction with universities. Notably, both HEIs' reputation and image serve as mediating factors in this relationship. Regarding the specific USR constructs, the findings highlight that teachers' overall perception of USRs is constructed based on their engagement with educational, environmental research, and partnership responsibilities within HEIs. This study underscores the importance of cultivating a positive reputation and image when integrating USR into the governance strategies of higher education institutions.

The study investigated the potential role of human resources exemplified by leaders' psychological capital (PsyCap) as a resource that may cross over to team-member exchange (TMX), and bring about desired organizational outcomes. We suggest a model where TMX of senior management teams serves as a team resource mediating the relationship between leaders' PsyCap and organizational outcomes, as represented by team innovation, organizational citizenship behavior (OCB), and employees' job satisfaction. The study, carried out among 86 elementary and junior high schools, indicated a positive relationship between leaders' PsyCap and TMX. In addition, we found a significant relationship between TMX and the three measures of organizational outcomes. Furthermore, TMX partially mediated the relationship between leaders' PsyCap and the desired outcomes, excepting innovation. The findings provide support for the importance of the leaders' personal resource of psychological capital as a complementary perspective that may enhance our understanding of leadership's impact on organizational success. In addition, the study provides significant support for the expanded model, broadening the definition of the crossover model by examining the translation of positive resources from leaders' PsyCap to organizational outcomes via teams' positive resources. From a practical perspective, the findings bring to the forefront the importance of psychological capital as a state-like construct that can be developed through leader preparation and professional development programs.

This study aims to explain the reasons for the difficulties in the implementation of Human Resources Management (HRM) in the Turkish education system by revealing the incompatibilities between them. A literature review and document analysis on official statistics, laws, and newspapers were conducted. First, we reviewed the implementation of HRM functions in Turkey. After that, we tried to reveal its basic features by examining the factors that led to the emergence of HRM in the historical process and the new forms it took over time. In addition, we examined the effects of neoliberal policies on the working conditions of teachers in public and private schools. We discussed the working conditions of teachers in public and private schools in Turkey separately. As a result of the review, we argue that acting in line with the efficiency/success target and the contradictions between Industrial Relations and HRM are among the main reasons for the incompatibility between the education system and HRM in Turkey.

This research is the scenarios of educational administration of secondary schools in Thailand during the next decade (A.D. 2022-2031) by using EDFR research techniques, The research objectives were 1) To study the current conditions and problems of educational administration of secondary schools in Thailand 2) To study the scenarios of educational administration of secondary school in Thailand during the next decade (A.D. 2022-2031). The research results can be summarized as follows: I) The current state and problems of educational administration of the secondary school in Thailand overall practice is at a high level when considering each aspect, there are practices at a high level in all 8 aspects: 1) Planning and quality assurance 2) Academic affairs 3) Student affairs 4) Human resources 5) Administrative work 6) Finance and supplies 7) Building and environment services and 8) Community work and affiliate networks. As for the educational administration problems in Thai secondary schools, the overall practice is at a low level, when considering each aspect, there is a low level of practice in all 8 aspects: 1) Planning and quality assurance 2) Academic affairs 3) Student affairs, 4) Human resources, 5) Administrative work, 6) Finance and supplies, 7) Building and environment services, and 8) Community and affiliate networks. II) The scenarios of educational administration of the secondary school in Thailand during the next decade (A.D. 2022-2031) have 49 possible trends as follows: 1) Planning and Quality assurance 7 trends 2) Academic affairs 11 trends 3) Student affairs 8 trends 4) Human resources, 9 trends, 5) Administrative, 4 trends, 6) Finance and supplies, 5 trends, 7) Building and environment services, 3 trends, and 8) Community and affiliate network 2 trends.

This study aims to explore and compare the experiences of international academics in government-funded research institutes in Korea and Japan and focuses on their integration through primary roles and contributions, reasons to stay, and the challenges they face in their academic and daily lives. Although international academics are critical human resources in academia, their experiences in northeast Asian research institutes, instead of universities, require thorough investigation. Additionally, policy initiatives and projects in these countries tend to emphasize international academics in universities instead of those in research institutes. The study conducted semi-structured interviews between October 2020 and July 2021 with 15 international academics from government-funded research institutes in Korea and Japan. We intend to illuminate their experiences outside of universities and demonstrate that a clear academic role, a (relatively) horizontal organizational culture, and systemic support are the major reasons for their decision to stay and integrate. We also highlight the challenges they face in relation to policy, language, and family issues. International academics help create an internationalized work environment, although they frequently struggle to bridge domestic and international academia. All interviewees were male academics working in the science, technology, engineering, and mathematics fields; thus, further studies are required to explore the experiences of female international academics and those working in other areas and to compare between the academic cultures of universities and research institutes in Korea and Japan.

Implementation of evidence-based interventions (EBIs) in under-resourced schools serving ethnic and racial minority youth is challenged by intervention, individuals', and setting characteristics. Engaging community members in equitable partnership improves implementation outcomes and provides resources (e.g., workforce capacity, funding), but can be time intensive. Rapid and rigorous approaches for improving the implementation of EBIs in under-resourced schools is necessary to address youth mental health needs. In this paper, we describe a 6-week internship program for high school students (n = 8) that used community-based participatory research (CBPR) and user-centered design (UCD) principles to adapt a cognitive behavioral skills curriculum. We assessed the process by categorizing barriers discussed and addressed using the Consolidated Framework for Implementation Research, and qualitatively exploring youth perceptions of the adapted curriculum. Barriers included intervention complexity, intervention design, communication, and resource availability. Adaptations focused on design simplification (e.g., renaming the curriculum "TEB: Thoughts, Emotions, Behaviors") and dissemination strategies (e.g., creating social media content). Thematic analysis of intern interviews revealed the adapted curriculum as appropriate for students, helpful, and broadly applicable. Interns also expressed ownership over the curriculum and provided recommendations for future implementation. Overall, our study suggests the following: (1) CBPR and UCD can be integrated to adapt EBIs for racial and ethnic minority youth in school settings; (2) UCD principles can expedite the adaptation process; (3) design participation fosters a sense of ownership; (4) youth involvement in the design process can spur support from other stakeholder groups including policymakers; and (5) engaging youth as co-creators requires financial and human resources.

This study investigates the perceived benefits to industry experts who engage with academics to co-create higher education learning resources. Academics are increasingly impelled to involve industry experts in learning and teaching to ensure that curriculum is authentic and relevant and prepares students for future professional careers. While benefits to students are well established by prior research, individual-level research into industry experts' motivations to contribute to higher education is scant. When approached to co-create authentic learning resources for postgraduate students, industry experts expressed motivations which focused on three areas: desire to maintain valued relationships with academics or the university, desire to improve the student experience by developing innovative learning resources to bridge the gap between theory and practice and desire to build and promote their profession. In-depth, semi-structured interviews with nine human resource management industry experts identified that the benefits of co-creating learning resources went beyond their stated motivations to include unanticipated benefits which can be explained by the professionalism literature. We outline a taxonomy of benefits for industry experts engaging in co-creating authentic learning resources: students, the professional self, the professional community and the organisation. The implications are that universities and academics may draw on these broader benefits to encourage industry experts to participate in higher education learning resource development. The study provides insights into the potential for industry experts to engage in professional self-reflection by contributing to higher education teaching and learning.

Introduction: The initial response of higher education institutions (HEIs) to the COVID-19 pandemic was to shift to online learning as a contingency. However, not all students were equipped with the appropriate resources to make this shift. Research problem: There is scant contemporary research outlining the types of educational resources leveraged by students at a private HEI (PHEI) in South Africa during the COVID-19 pandemic. This limits the ability of PHEIs to develop targeted approaches for student success during similar disturbances. Methodology: Using a quantitative research design, an online survey was administered to second-year to postgraduate students at a PHEI in South Africa. Of the 44715 total student population at the PHEI, a sample size of 387 was targeted, with a total of 239 students responding to the survey. Key findings: The study found that most students had access to resources during emergency remote learning (ERT), with family playing a key role in providing human and financial resources to the student, while the PHEI provided key material resources. Textbooks, data/Wi-Fi, laptop/computer, and mobile phones/smartphones were considered critical, with administrative and academic support staff, online lecturers, videos, and textbooks/eBooks playing a key role in the students' academic performance. Conclusion: By understanding the educational resources (i.e. human, material and financial) that were leveraged by students during COVID-19, PHEIs can streamline decision-making regarding operations, assistance provided to students, and manage online learning in a manner that mitigates pitfalls should events similar to the pandemic occur.

Mentoring has been used in human resources in both the education and business sectors to aid the onboarding process. Improved retention has been found in both mentors and mentees involved in the mentoring programs. While most administrators surveyed indicated successful mentoring programs, this study identifies factors that were most common for the success of those educational institutions' programs. This study provides tips to increase and improve formal mentoring programs within your institution by showing the most common responses to survey questions about the mentoring process in multiple higher education institutions in one Midwestern state within the United States. Education level, the field of study, and other criteria were studied to indicate the most important factors in making a good mentor-mentee match, which aims to identify the best practices for mentoring programs.

From the chaos of 2020 arose many social conversations, among which were the legal rights of gay and transgender Americans. Landmark cases established precedents for potential legislation and reform regarding the transgender community. One particular issue is that of transgender athletes in college sports. While many are in staunch opposition to a future where people who are born male may play on women's sports teams in college, legal battles indicate the possibility that gender may cease to be a deciding factor in participation on national and collegiate sports teams. The appropriate management of transgender athletes related issues has consequently become an important issue in human resources for colleges and universities. While college athletes are not currently seen as employees, the people who work with them are. The purpose of this paper is to examine, from a human resource management and legal perspective, the issue of transgender athletes playing college sports in both the court of law and the court of public opinion.

Community college presidents play a critical role in making decisions that shape the organizational cultures and policies of their institutions. This study explored the perceptions of 15 public community college presidents in Texas. Using focus groups and grounded theory methods, this research applied analytical frameworks focused on human resources in education to examine how community college presidents make decisions about financial aid departments. In doing so, this study also shares mechanisms that community college presidents use to encourage professional development for financial aid staff. Findings show that the decision-making process of community college presidents is highly influenced by the "culture of compliance" that many financial aid departments experience as a result of state and federal regulations. The findings also highlight the need for presidents to engage in relationship building within and outside of the institution to encourage professional development opportunities for staff. Implications for higher education practice are offered.

Social entrepreneurship practices integrate aspects from the private, public, and non-profit sectors into a cohesive practice. This paper advocates for the integration of human resource development (HRD) research and practices into social entrepreneurship initiatives to drive progress and build effective organizations committed to positive social change and value creation. By exploring HRD insights on ethical organizational strategies, initiatives for workforce development, and their impact on employee engagement and attitudes, we contend that HRD professionals can significantly contribute to the success of social entrepreneurship.

An increased interest in social entrepreneurship at the organizational level has a broad impact on human resource development (HRD) professionals. Organizations with an enhanced social consciousness may employ HRD training to create awareness of social issues and facilitate social movement learning. At present, HRD literature lacks guidance on fostering social responsibility among employees. This study, utilizing Q Methodology, examines the efforts of faculty members to change the perceptions of social issues held by learners enrolled in a "business as force for good" course at their university. The findings of this study have implications for faculty members and HRD professionals tasked with improving the social consciousness of their workforce.

The purpose of this conceptual paper is to explore the complexities and connections between women, femme, and nonbinary (WFN) collective social entrepreneurs, social movement learning (SML), and critical participatory action research (CPAR) within the fields of adult education (AE) and human resource development (HRD). WFN collective social entrepreneurship serves as a reaction and solution to system failures, by creating supportive learning environments. We discuss the potential of social movement learning (SML) in these collectives, offering marginalized learners opportunities for skill development, knowledge sharing, and social impact efforts. This paper proposes using CPAR as a research approach to support social movements and amplify marginalized voices. CPAR can illuminate the development and learning networks of WFN social entrepreneur collectives and emphasize the importance of inclusive and intersectional approaches in entrepreneurial education and research within AE/HRD.

Introduction: At the beginning of the 2020-2021 academic year, the government, health organizations, and educational institutions had to face the implementation of protocols and action plans within the classrooms to prevent COVID-19. Aim. This study aimed to analyze the thoughts and concerns of Spanish teachers during the academic year 2020-2021. Method: The study involved the participation of 965 teachers (74.3% Women; M[subscript age] = 43.5 9.9). An ad hoc questionnaire comprising 38 items was utilized, focusing on the resources offered by the administration for the return to classrooms, teachers' concerns about this new academic year, and their thoughts on ideal teaching conditions. Results: Differences were observed based on age and gender in the management (P1) (p = 0.02) and support (P2) (p = 0.04) from the educational administration, perceived security (P3) (p = 0.01), reduction of the working day (P5) (p = 0.002), and the adequacy of material (P6) (p = 0.004) and human (P8) (p = 0.04) resources. Teachers with greater experience exhibited differences in the items P2 (p = 0.03), P3 (p = 0.03), and P8 (p = 0.03). Conclusions: Less experienced teachers expressed higher levels of concern, while those with more teaching experience highlighted the need for additional human resources and training.

The study investigated factors affecting technology integration in teaching human resource management by public university lecturers. The authors adopted the descriptive survey design. The study's target population comprised all the one hundred and sixty members who teach human resource management in their respective universities. Data were collected through a questionnaire. It was established that the availability and accessibility of Information and Communication Technology (ICT) facilities significantly affect the integration of ICT facilities in teaching human resource management. Furthermore, ICT facilities were found to be inadequate and the extent of use by lecturers was not encouraging. The authors recommend that the government and management of public universities should not only organize further ICT training programs for lecturers but encourage and motivate them to use ICT facilities in their teaching.

Military veterans seeking to transition into civilian employment possess valuable skills, yet often face challenges in their job searches. Though veterans are legally protected in the U.S., stereotypes about them persist and influence the hiring process. Future human resource managers, (e.g. college students) will be key to veteran hiring and they will need to appropriately assess applicant qualifications in an unbiased manner. This paper demonstrates the results of a career development program in which 112 students provided monthly job search assistance to 242 military veterans preparing to be discharged from a large VA domiciliary. Results demonstrated the importance of context specific HR skills and coaching in applied settings, and the impact of such experiences on personal growth, and how career development programs might be used to reduce stereotypes.

The purpose of this paper is to provide a critical reflection on the use of experiential learning in the form of the reflective journal and its ability to contribute to student learning. Three questionnaires were administered over the semester to track the responses of the students undertaking an undergraduate capstone unit in the Human Resource discipline. The questionnaires were designed to elicit feedback regarding the use of the workshop approach to teaching and to promote the use of reflective practices to enhance the learning process. The findings are that students were unfamiliar with the use of reflective journals and had difficulty adjusting to a learning environment that differed from the traditional structured approach which they had come to accept and expect. The use of the workshop designed to provide a student-centered learning environment was initially resisted by the students and debriefing sessions were required to reinforce the value of the reflective journal as part of the learning process.

Previous studies have demonstrated that high-performance human resource practice (HPHRP) can reduce employees' turnover intention (TI). However, only a few studies have investigated this relationship in the context of Chinese culture. Using a sample of 740 teachers from five colleges and universities in Hebei Province, China, this study assessed the effect of HPHRP in colleges and universities on teachers' TI in the context of Chinese culture. Furthermore, the mediating effects of teachers' organizational commitment (OC) and the moderating effects of teachers' organizational justice (OJ) were investigated. The results revealed that HPHRP in colleges and universities had a significant negative effect on teachers' TI. Teachers' OC played a partial mediating effect in the relationship between HPHRP in colleges and universities and teachers' TI. In addition, the moderation analysis indicated that HPHRP in colleges and universities enhanced OC for teachers with high levels of OJ. This study contributed to a better understanding of the role of HPHRP in colleges and universities in reducing teachers' TI, suggesting that HPHRP implementation and improving teachers' OC and OJ can reduce teachers' TI.

Collaborative Problem Solving (CPS) skills are receiving increased attention in the current workforce and in lifelong learning. In learning and labor contexts, successful teamwork is however not always guaranteed, due to several reasons, such as an unequal level of individual participation. Training in CPS for all groups is therefore needed. However, resources for CPS competence development are scarce. As part of our project entitled Supporting Teamwork in Ambient Learning Spaces (STEAMS), we, therefore, designed an interactive professional training on CPS, in which CPS is perceived both as a method and as a goal. In this paper, we outline the design process of our CPS training along with some crucial decisions we needed to make, and we aim to illustrate how implementing productive failure in the learning design can foster adults' CPS-competencies development.

This research focuses on better understanding the nature of pre-service teachers' four-frame leadership orientations. As it is known, the phenomenon of leadership still continues to be a research topic in the field of educational administration. But, these studies carried out on teachers and school administrators. As future teachers and school administrators, research on the leadership orientations of teacher candidates is less. Therefore, this study wants to investigate the multidimensional leadership orientations of teacher candidates and propose a model. The research is a quantitative relational survey study. Convenient sampling technique was used in the research. Participants n=278 [173 female; 105 male] are teacher candidates. At the end of the research; It revealed that the multi-directional leadership orientations of the teacher candidates were generally at a high level, but there was no significant difference in gender and grade level variables. On the other hand, it can said that the human resource leadership orientations of teacher candidates have a significant and small difference in favor of female teacher candidates (Glass'd=-0.15; p<0.05). Also, PLS-SEM structural model analysis revealed that pre-service teachers' human resource leadership and political leadership orientations predicted structural leadership tendencies with a significant partial mediation effect in the charismatic leadership dimension. Based on the findings of this study, teacher education and the development of four-frame leadership programs can be considered. As a result, teacher candidates' multifaceted leadership potential can be supported and developed. [This paper was presented as an online presentation at the VIII. Yildiz International Social Sciences Congress, Dec. 23-24, 2021, Istanbul, Turkey.]

Enderun School was a palace educational institution designed for the training of administrative and military staff in the Ottomans. The Enderun School had an important role in the success of the Ottoman Empire. Enderun, a school where especially civil and military administrators were trained, was established to create the necessary manpower resource for the Ottoman central and provincial bureaucracy. Enderun formed the basic education unit where students were taught and raised through the official Ottoman ideology or mentality. In addition, it had an important role in the determination of administrative and political goals and the functioning of the main institutions of the state. Enderun School was an educational institution that served the Ottoman Empire for centuries. The basis of Enderun's success was the process and quality of the education given to the students admitted here, as well as selecting the talents that were needed and with the necessary virtues from a wide candidate base at various levels and stages. When Ottoman educational institutions are examined in terms of educational function, Enderun School is seen as the most critical educational institution for the state tradition as Enderun Schools was mainly constructed for the training of Ottoman senior managers. Enderun School was the most organized and the most developed among the palace schools of the Ottoman period. It had many organizations and regulations of its own. The administrators of this school were people who were directly related to the Sultan. Enderun School had an important role in the history of the education of gifted children, as it selected and educated children with gifted intelligence and qualifications. It is believed that understanding and familiarizing oneself with the educational practices applied in the past can have a positive impact on the education of gifted children today. With this study, the Enderun School will be examined in detail, based on the work -"Târih-i Atâ"- of Tayyarzade Ata, who was one of the most important sources of the Ottoman period and was also a student of the Enderun School.

The paper aimed at exploring intercultural communication as a means to promote inclusivity in diverse organisations. The study adopted a case study design with qualitative data. A semi-structured interview guide with open-ended questions was utilised as the main data collection tool from a sample of ten purposively selected professionals from the departments responsible for transformation, employment equity, and diversity; human resources development, corporate affairs, and marketing. The study's findings showed that the university lacked a well-thought-out action plan for taking a deliberate approach to intercultural communication as a means to promote inclusivity. In particular, the staff felt that there was no deliberate attempt to guarantee that intercultural communication was handled uniformly throughout the university and that communication strategy documents did not offer direction regarding how successful intercultural communication could take place. The university's current practices in relation to cultural awareness and training initiatives only focus on cultural diversity and should be amplified to include raising awareness of how intercultural communication can unify people who differ culturally towards a common purpose. Furthermore, the university should consider expanding its current cultural diversity training programmes to include training on intercultural communication dimensions. Cultural awareness campaigns in the form of information fliers, cultural events, and cultural training sessions should form an integral part of intercultural communication enhancement initiatives.

This paper reports the contribution of human resource management practices to the effectiveness of Senior High School Management. A quantitative research approach and a descriptive research design were adopted. A sample of 120 respondents were selected for the study using census survey and simple random sampling. A questionnaire was used to gather data from the respondents. The data were analysed using descriptive and inferential statistics. It was found that the factors that highly affect the smooth implementation of human resource management practices were adequate infrastructure, finance, effective leadership, quality staff, increased in students' population, effective training and collaboration. There was a positive and significant relationship between the effectiveness of school management and the implementation of human resource management practices. Therefore, there is the need for management to prioritise the use of resources and provide guidance for the staff in the respective schools.

In contemporary society, the problem of population aging and, related to it, the problem of human resources aging is raised more and more frequently. As documented by many researchers, it has been found that the aging changes occur at both physiological and psychosocial levels and affect each employee differently. When it comes to the educational environment, the aging of teaching staff represents an increased interest at the moment, especially in Romania, even more so in the context of a possible voluntary increase in the retirement age in education. In the first part of this paper, we will carry out a review of the most relevant academic findings in relation to the challenges that arise with the aging of human resources in general and those in education, in particular. Afterwards, we will present possible openings for future research, such as those on the impact of the proposed voluntary extension of the retirement age in the education system in Romania. We will conclude with a series of practical considerations related to the challenges that the management of human resources in education will likely face under the pressure of the mentioned impact.

This study aimed to investigate the effects of Jiangsu University teachers' competency and engagement on their job performance and determine whether teacher competency affects job performance through the mediating role of engagement. We constructed a theoretical model based on self-determination theory (SDT) and the job demand-resource model and validated it using structural equation modeling (SEM). The study sample comprised teachers from 8 types of undergraduate colleges and universities in Jiangsu Province, China. Three hundred and fifty-four university teachers were surveyed using the Teacher Competency Scale, the Utrecht Work Engagement Scale, and the Job Performance Scale. The results showed a significant positive effect of university teachers' competency on their engagement and job performance. Additionally, SEM analysis showed a partial mediation effect of engagement in the relationship between teacher competency and job performance. The findings not only enrich our understanding of the mechanisms underlying the relationship between university teachers' competency and job performance but also extend the scope of SDT and suggest practical discussions and recommendations.

This study attempts to investigate students' learning outcomes in TOEFL preparation class through Mobile Assisted Language Learning (MALL) for Railway Mechanical Technology. The program was designed as a TOEFL preparation class that utilized Google Form, Quizizz, and Kahoot! As game-based learning (MALL platform). It was a case study on the 3rd year students of the Indonesian Railway Polytechnic (N=46). The observation was conducted during 20 meetings (40 hours). The data were collected through pre-test and post-test, then analyzed using descriptive statistics, paired t-test, Pearson r correlation, and Cohen d effect size. The passing grade score determined by the college (480) was also an additional consideration analysis. The results indicate significant impacts and a large effect on students' learning outcomes after joining the English Intensive Program through MALL in TOEFL preparation class. Nonetheless, the program implementing MALL had a moderate correlation and was less effective in enhancing students' learning outcomes. These findings shed light on the benefits and constraints of implementing MALL in the English Intensive Program. Moreover, some recommendations are given for teachers/instructors in TOEFL preparation class.

The purpose of this study was to assess the degree colleges' preparation for the new transition phase, transferring the BA/BSc programs into ADA/ADS programs. The participants of this qualitative study were principals of Degree Colleges in the Makran division and data were collected through semi-structured interviews. Themes generated from data showed that degree colleges of the Makran division were not capable of starting the AD/ADS programs properly due to shortage of human and physical resources. The findings also identified that the principals serving these colleges were not involved in the decisions taken by Higher Education Commission for the degree colleges. Recommendations based on the findings indicate that degree colleges of the Makran region require more support and facilitation from Higher Education Commission and Provincial Government before the initiation of ADA/ADS Programs. The findings and recommendations will be helpful in the preparation of Degree colleges transferring from BA/BSc to ADA/ADS programs.

The potential benefits and challenges of AI in the workplace are documented with public service facing a particular choice to leverage this tool to better communities. This article explores the use of generative artificial intelligence (AI) tools in public service education. As students prepare to enter public service, they need to gain the skills to manage the advantages and threats of AI. This article explores one attempt to prepare students for the intersection of public service and AI using a human resource management course. This article explores the use of ChatGPT, as a generative AI tool, for both instructors and students across the academic year. We explore the pedagogical strategies involved and share outcomes and lessons learned for future integration of AI in the classroom.

With economies and business becoming knowledge intensive, the role of education industry has immensely risen in significance. This has given rise to a highly competitive landscape in higher education, with faculty retention as a major challenge for the institutions leading to negative consequences in terms of education quality, stakeholder satisfaction and rankings. This paper discusses the factors influencing faculty retention in HEIs in India within the framework of Social Exchange Theory. The sub dimensions of HR climate were explored using Principal Components Analysis. The relative importance of sub dimensions in forming the overall climate was estimated and the effect of HR climate on faculty retention was studied with Organizational Commitment and Organizational Trust as mediators employing a hierarchical components model in the PLS-SEM analysis. The results indicate that HR climate has a significant positive effect on faculty retention through organizational commitment and organizational trust as partial complementary mediators. Findings have significant theoretical as well as practical implications in extending the present knowledge regarding the subdimensions and effect of HR climate on faculty retention and the suggested measures to be taken in implementing effective HR Management systems in the Higher Education Institutions.

This study explores the factors that affect the accumulation of employee emotional capital and the subsequent returns generated in an organisation. It uses qualitative research methods based on interpretative phenomenological analysis (IPA) to collect data which enables an in-depth investigation of the lived experience of the participants. This study identifies how factors like investment, leadership, culture, and systems impact the accumulation of employee emotional capital in an organisation. It also identifies which specific returns emotional capital can generate for individual employees and the organisation. This study also augments the Socio-technical systems theory (Trist and Bamforth, 1951) and makes it more relevant for the current business scenarios. The study provides a comprehensive understanding of factors which can strengthen the integration of technology and human components of an organisation and generate a higher order performance.

This research delves into the comparative analysis of brain activity using gamification in the classroom versus traditional teaching. This study aims to employ neurotechnology to record and analyse the impact of active gamification methodology on relevant variables in the learning process within a traditional university education setting, presenting an innovative contribution to the existing literature. Neuroscience technology has been utilized to gauge cognitive processing of stimuli tailored for an academic experience in a university master's class. By scrutinizing brain recordings related to attention, interest, long term excitement, stress, relaxation, and engagement, the findings provide a quantitative assessment of key learning variables through brain signals. Gamification is the active methodology employed, and the application of neuroscience technologies facilitates an understanding of the variations in levels of brain activation among students, shedding light on the contributions of this active teaching methodology to the learning process.