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Background: The Canadian fetal alcohol spectrum disorder (FASD) diagnostic guideline provides clinicians with the process and procedure to reach an accurate diagnosis. However, organisational structure, culture, and resource utilisation vary. The objectives of this study were to identify the key challenges and strengths of successful FASD diagnostic clinics. Method: Qualitative interviews were conducted with 12 key informants from 10 clinics representing different regions, populations served, and clinic structures. Data analysis was performed using iterative thematic inquiry. Results: Three themes related to challenges and four themes related to strengths were identified. Human resources were identified as both a challenge and strength. Additional challenges were diagnostic capacity and system level support. Additional strengths were clinic adaptability, relational connections, and culturally responsive approaches. Conclusions: FASD clinics are more alike than not in their approach to assessment and diagnosis. Some clinics are facing similar challenges that others have overcome, supporting the need for mentorship and consistent operating standards.

Background: Greater provision of inclusive education is an important goal for education systems internationally. Frequently identified barriers to progress include a lack of resources to support students with special educational needs (SEN) in mainstream education settings. Purpose: This study from Spain sought to gain insight into the availability of educational resources to support students with SEN in mainstream schools in the region of Murcia, by exploring the perceptions of stakeholders. Methods: Participants were 27 stakeholders involved in the development and operation of special classrooms in mainstream settings for students with SEN who require highly specialised attention. Perceptions were gathered from participants across 18 mainstream centres in the region, via semi-structured interviews and focus groups. Data were analysed qualitatively, according to an existing categorisation that distinguished between material, human and teaching space resources. Findings: In-depth analysis suggested that, according to many stakeholders, an insufficiency of educational resources constituted one of the main barriers to achieving inclusive education. Participants believed that material resources in education centres should be increased to support students with SEN, reporting a lack of digital resources and the necessary teacher education for their application in the classroom. Limited availability of human resources was also highlighted, with participants desiring a more substantial presence of professionals in mainstream centres and a deeper commitment towards inclusion. They considered that there should be more space in the centres to conduct multisensory and motivating activities for students with SEN. Conclusions: Catering to the diverse learning needs of all students is a key concern globally. This study underscores the significance of different types of resources in inclusive provision. It draws attention to the importance of increasing the availability of resources in mainstream educational settings to support students with SEN.

Purpose: The goal of the current paper is to explore how induction of STs in VET schools can be improved by embedding induction in the broader human resources management (HRM) system. To this end, we will present and discuss the theoretical underpinning and the quantitative and qualitative outcomes of an online reflection instrument "Startwijzer," developed in the Netherlands and which is based on literature on induction on one hand and on HRM literature on the other. In doing so the paper aims to contribute to induction theory and to formulate suggestions as to how provide STs with a smooth landing. Design/methodology/approach: In the period 2018-2023, the Startwijzer was filled out by starting teachers (STs), their coaches, HRM officers, team leaders and managers working in various VET schools. Descriptive analyses were done on respondents' (n = 629) scores on 13 indicators, with a three-point-Likert-scale (where 1 = "in order", 2 = "doubt" and 3 = "in order") in SPSS. Also differences among stakeholders were examined. Respondents' explanations of their scores were analyzed thematically, within and across indicators, to reach a deeper understanding of how STs can be provided a smooth landing. Findings: With AMO-theory of performance (Appelbaum "et al.," 2001) -- stating that performance is a function of: abilities (A); motivation (M) and opportunities offered to exert expertise (O) -- as conceptual model, 13 indicators relevant for effective induction were distinguished. (A): Timely Recruitment; Lesson Observations; Individual Coaching; Personal Development Plan; Reflection on Teaching Practice; Development of Professional Identity; (M): Exchange of Mutual Expectancies; Distinction among Performance Assessment and Guidance; Differentiation among STs; (O) Provision of Practical Information; Enculturation; Appointment of Coaches; Workload reduction. Respondents were generally very positive about the help and care provided informally by colleagues but less satisfied with the formal procedures. Originality/value: The paper bridges the literature on induction and that of human resources management (HRM). While the positive impact of HRM on employee outcomes such as performance, commitment and well-being has been attested by numerous studies (e.g. Combs "et al.," 2006), it is only recently that the potential benefits of HRM for teachers have been acknowledged (e.g. Runhaar, 2017). The theoretical elaboration as well as the empirical evidence discussed in the current paper suggest that unless induction activities are embedded in school HRM policy, STs already start their careers 1-0 down and it might be difficult for them to catch up.

This study investigated human resources management and teachers' efficiency in public secondary schools in Bayelsa State. A correlational design was adopted for this purpose. A sample of 100 administrative staff was drawn from the population of staff at the Bayelsa State Post Primary School Board using a simple random sampling technique. A 16-item questionnaire titled "Human Resources Management and Teachers' Efficiency Questionnaire (HRMTEQ)" was developed on a 4-point scale for data collection. The reliability of the instrument was determined using the Pearson productmoment correlation coefficient, which yielded a reliability coefficient of 0.86. Data collected were analyzed using the mean. Findings from the study indicate that human resource management practices significantly influence teachers' efficiency. The study recommends that post primary school boards should organize training programs for teachers, award certificates of recognition to deserving school heads and teachers, and implement disciplinary measures for erring teachers to prevent unexpected behavior.

Purpose: This study examines the management practices and alignment features needed to develop academic staff's careers, mainly focusing on teaching competencies in the evolving landscape of Cambodian public universities. Design/methodology/approach: A multiple-case research design was adopted to collect data from interviews with 11 academic leaders and focus-group discussions (FGDs) with 13 academic teachers at two public universities in provincial Cambodia. A thematic approach was performed to code and analyse data to address the research questions. Findings: This study found that the management of academic careers in the selected universities was hybrid, deregulating state control to relative institutional autonomy for contracted employees but rather centralised management for civil servants. However, weak institutional leadership and negligence in formulating comprehensive institutional guidelines for strategic human resource management (HRM) have caused misalignments of management practices to develop academic careers in the studied contexts. Research limitations/implications: This case study limits its findings to two universities in provincial Cambodia. Nevertheless, this study adds to the scarce literature on the research topic in Cambodian public universities and opens a path for cross-institutional and national comparative studies on similar foci. Originality/value: This is a ground-breaking study set in the evolving space of Cambodian public higher education, where attention to the research area remains limited.

Purpose: This study examines the perceptions of human resource (HR) professionals regarding the use of micro-credentials in the job market. The research explores the role of micro-credentials as emerging credentials in job requirements, continuing education, soft skills acquisition, job application evaluation (JAE) processes, qualification preferences in recruitment, salary/pay scale determination and promotional opportunities. Design/methodology/approach: A quantitative research methodology was used to collect data through questionnaires distributed to 124 HR professionals. Findings: The study finds that HR professionals recognize the value of micro-credentials in enhancing a candidate's resume and aligning with their career objectives, as they offer personalized skill-building opportunities. However, some recruiters question the legitimacy of micro-credentials, perceiving them as informal and questioning their practical transferability. Originality/value: This study highlights the importance for HR professionals to remain updated on emerging trends, adapt to the changing dynamics of the professional workforce and incorporate this into their recruitment and promotion policies. It also emphasizes the need for further investigation into the legitimacy of micro-credentials and their impact on the job market and presents the potential benefits of their integration into HR practices.

Purpose: The present study primarily aims to investigate the role of the high-performance work system (HPWS) in shaping learning orientation (LO). Moreover, the study delves into the examination of affective commitment's (AC) role as a mediator. Additionally, the research extends to exploring the potential moderating impact of workplace settings, specifically offline, online and hybrid workplaces, on the mediated relationship. Design/methodology/approach: The model has been tested on 360 respondents from the IT sector in India. The data have been validated using confirmatory factor analysis and structural equation modeling. Findings: The results indicate that AC mediates the relationship between HPWS and LO. Furthermore, this mediation was found to be positive and significant in hybrid and offline workplace settings, whereas it was found to be insignificant in the online workplace setting. Research limitations/implications: The self-report responses from the respondents could potentially introduce a limitation, as respondents might lead to inflated outcomes in the research findings. While Harmans' single-factor test did not indicate any common method bias, it is important to acknowledge that this bias might not have been completely eliminated. Originality/value: The present study has expanded upon the existing research on HPWS by examining its influence on LO, while also considering AC as a mediator. Furthermore, it is noteworthy that no prior studies have undertaken a comparative analysis of this relationship across various workplace settings.

In the following systematic review, the author examines how rural community college leaders address the unique challenges and strengths of working in a rural environment as they strive to retain, support, develop, compensate, and invest in their employees. Factors such as geographic isolation, small population sizes, and close-knit social networks require the rural leader to rely more heavily on locally available resources and existing infrastructure to support leadership decisions. Using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses alongside Flora and Flora's 2008 Community Capital Framework, this systematic review synthesizes research that addresses human resource issues and explores human capital investment strategies employed by rural community college leadership. This article has important implications for future leadership development and training strategies across the community college sector, making clear the need for contextualized, strengths-based research that utilizes the experiences of rural community college leaders.

This qualitative case study explores the Human Resource Development (HRD) interventions utilised in respect of local eco-skills with one marginalised group, the Roma, in the City of Liverpool, UK, and responds to HRD research calls into the cause of cycles of inequality. The case study illustrates the challenges experienced by precarious workers in accessing education and training. Further, it shares the interventions taken to address inequalities that a Higher EducationUK University and a local Non-Government Organisation took between 2016 and 2019. Roma is among the UK and Europe's most disadvantaged and marginalised groups. Working in partnership, utilising Community-Based Participatory Research, we developed three HRD interventions: stakeholder groups (adult and young Roma), motivational interviewing and employability/education events. The findings unpack an understudied experience and context: the need for more attention to developing skills at a local level for marginalised precarious workers. We found that aspiration grew through focused community support and a partnership approach, and educational opportunities emerged, albeit at a relatively slow pace. This paper ends with a call for action for more HRD educators to work with those at the margins of society.

Purpose: The purpose of this study is to analyze and map the terrain of human resource management (HRM) in higher education (HE) contexts, with the aim of uncovering potential gaps within the existing knowledge base. Design/methodology/approach: This study employs a unique, in-depth bibliometric analysis of 945 publications from the Web of Science database over the past 40 years between 1981 and 2022. Findings: Based on the bibliometric analysis, the authors retrospectively examined the dominant research themes in HRM within the HE sphere, tracing their evolution over time. Four central clusters emerged: the theoretical foundations of HRM, strategic HRM, organizational culture and human capital development. Furthermore, the authors pinpointed critical research gaps and proposed areas for future inquiry, such as the impact of HRM on productivity, leadership dynamics, sustainable growth development, international staffing strategies and knowledge transfer mechanisms. Research limitations/implications: This study demonstrates how academics can use bibliometric techniques to systemize literature, expose potential gaps and suggest fruitful lines of inquiry in the field of investigation. The findings of this study can also help improve the decision-making processes of managers and human resource professionals. Originality/value: This study provides readers with a systematic understanding of the development of HRM in HE settings and presents forward-looking perspectives, highlighting future research possibilities. Moreover, it validates the significance of bibliometric analysis as an efficient technique for discovering gaps in the existing literature.

The developing structure of Omani higher education sector depends upon a culturally diverse group of international academics who outnumber their Omani colleagues. This creates a unique group composition that is inconsistent with the largely Omanising workplace context. Drawing on data gathered from a case study, this paper explores the reasons and the effects of group instability resulting from faculty's national diversity on establishing a group's social identity, the latter being an antecedent for establishing an intellectual capital. The findings of the study suggest that national diversity is associated with a number of factors that impede longevity within work groups thus affecting identification with a common group prototype. These include human resources management practices, such as outsourcing recruitment, inconsistent recruitment standards, low faculty agility and a number of personal factors that emphasise individual identity. The paper concludes by arguing that the absence of social identity in higher education hinders establishing an intellectual capital that represents a cornerstone for establishing a knowledge-based economy that fuels the realisation of Oman 2040. The findings have implications to the GCC1 contexts that are characterised by depending on largely nationally diverse workforce.

The Human Resources Development Service of Korea developed a digital exam for five representative engineering categories and conducted a pilot study comparing the findings with the paper-and-pencil exam results from the last three years. This study aimed to compare the test efficiency between digital and paper-and-pencil examinations. A digital examination was conducted with 93 participants through two rounds of test-status measurements. We collected the following data: early check-out rate, pass rate, and the average total response time per grade. The composition ratio of each question type in the digital exam was determined per the "Exam Operation Regulation" and selected from a databank spanning five years by experienced instructors. The early check-out rate of the digital exam at the Engineer level was 90% (percentage points), approximately 15%p higher than that for the paper-and-pencil exam, but the pass rate was low (9.8%p); the response time per question for the digital exam was approximately 0.2 min shorter. The results for both exams were similar in the Industrial Engineer category. The early check-out rate did not positively affect the exam pass rate, but the time taken depended on the number and characteristics of the subjects. It is necessary to improve the simplification and convenience of digital examinations, optimize test environments, and establish operation and management systems in line with the change in the Korean Technical Qualification Framework. We also suggest a gradual shift to digital examination by developing questions and tools using technologies to accurately measure individual abilities.

Meeting the needs of dual-career academic couples has become an important part of university efforts to foster family-friendly workplaces. Many universities have developed formal or informal approaches to addressing dual-career issues, but variation across institutions has made it difficult to detect wider patterns or probe their implications. In this paper, we analyze the dual-career policies and materials (848 documents total) of all R1 institutions in the United States. As with studies from roughly two decades ago, we find deficiencies in institutional support and transparency. However, given reduced state revenues for institutions of higher education and a rise in precarious employment arrangements over the same time period, conditions for academic couples are arguably worse today. In order for universities to address these concerns and contribute meaningfully to broader forms of inclusion, we argue that there is a need for sustained funding commitments and infrastructural support for dual-career programs.

Multi-styles string education includes musical practices from close to 30 identified styles. Adding the multi-styles approach into curriculum may not be easy: Pedagogies may be different from those needed for Western classical music, the primary style most practicing teachers have studied. As such, the decision to start incorporating multi-styles into curriculum can present a challenge as an unsupported leap in an unknown direction. This study examined how string teachers implement a multi-styles approach into their P-12 string class curricula. Questions guiding this study are: (1) How do school orchestra teachers describe their visions for a multi-styles approach to curriculum? (2) What planning and action is taken in order to enact their visions, including programme and infrastructure changes, additional resources, professional development? Data were collected through a qualitative interview design and analysed through a queer theory lens. Themes include blurred visions of multi-styles, stepwise shifts in curriculum and pedagogy through a both/and student-centred approach, and the utilisation of human resources. We found that multi-styles is less a curriculum and more a philosophical approach. However, the name itself of this approach caused dissonance, leading towards a vague future. Implications provide new avenues of research and practice in this line of inquiry.

Virtual exchange projects (VEP) are known for bringing learners together from all over the globe to develop skills and attitudes through collaborative tasks. However, the present understanding of learners' perspective transformation during a VEP remains limited. Based on a four-week VEP between students at a Japanese and Polish university, this study adapted transformative learning theory to offer a theoretical understanding into how students developed new perspectives during the VEP. Qualitative data was collected from the Japanese students and thematically analysed. Analysis of the data provided an emic perspective for identifying the participants' challenges, self-awareness, new goals, skills, attitudes and knowledge associated with global human resource learning outcomes. This study contributes to bridge the theory-practice gap in online pedagogical approaches that aim to foster learner development, and also bring an understanding of the development processes that occur in a VEP.

Over the past several decades, Chinese universities have introduced various Western-style human resource management (HRM) practices to improve organizational performance. Such HRM innovations have resulted in new employment relations and paradoxical HR practices, which cannot be explained by the unitary institutional logic assumed by conventional HRM theories. Based on in-depth interviews of academic and administrative members, this study examines how Chinese universities struggle to reconcile competing institutional logics through HR innovations for ambidexterity. Our research reveals a unique transformation trajectory of personnel management in Chinese public universities. The findings indicate that human resource management in Chinese universities has been influenced by multiple logics of socialism, market, and corporation, heading along the neoliberal and managerial route while being shaped by strong state regulations. Chinese universities still have a long way to go to reconcile multiple institutional logics and achieve ambidexterity.

This paper discusses the organization of students' internship in new circumstances caused by COVID-19 pandemic. The focus of the research is on the IT companies in eastern part of Croatia and their perspective on how they managed students' internship during and after the lockdown. Some of these IT companies successfully cooperate with the Department of Information Sciences, Faculty of Humanities and Social Sciences at the University of Osijek. Since 2015 the Department enrolls students in graduate study of Information Technology track. From that time students used to do their internship and later find employment in IT companies in the region. The well based cooperation with local IT companies was interrupted in 2020 by the COVID-19 lockdown and semi-lockdown. In such a situation, teachers and IT companies' managers have been trying to find out the proper ways in which students could fulfill their tasks via online or hybrid mode. To learn more about the experience from the perspective of IT companies, we interviewed 18 of them. The paper points out the observed advantages and disadvantages as well as suggestions for setting a framework for future internship programs. Employers are thinking about continuing to perform online or hybrid internships, and it is clear to them that one of the answers is well defined and regulated model of internships in the online environment.

In the constantly evolving career landscape, knowledge about human resource management practices could prove very beneficial for undergraduate college students who want to construct protean careers. With its broad content coverage, the introductory HR course is best suited to teach students about key HR functions and practices instrumental to their career outcomes. The current introductory HR course at the undergraduate level may fall short of this promise as it primarily caters to aspiring HR professionals. We propose to re-imagine the undergraduate introductory HR course from the perspective of students as future employees instead and illustrate the role of HR functions in career progression and how students could use HR knowledge to advance their careers that align with their values. We offer a detailed framework with updated learning goals and sample experiential activities for each major HR topic. We believe that the new approach will make the course more relevant to all students, which could improve learning outcomes and help students construct and manage their protean careers.

Traditionally, professorial recruitment has been controlled by scholars themselves selecting the best qualified candidates as a new member of the academic community according to scientific criteria. Recent studies have, however, documented that recruitment has become increasingly influenced by managers and HR personnel who approach professorial recruitment as a strategic opportunity to satisfy organizational needs following a strategic organizational logic. Thus, today professorial recruitment is shaped by both an academic and an organisational logic. However, the complex interplay between these logics and how this complexity is handled remains unclear. Drawing on interviews and semi-confidential reports from professorial recruitment processes at Norwegian universities, we show that recruitment is a sequential decision-making process and that different logics dominate different phases of the process. Sequential decision-making eases tension, meaning that multiple logics can operate harmoniously if appropriately separated. However, we also document that the sequential problem-solving has altered the power balance between the logics, leading to a moderately increased reliance on organisational logic.

We investigate operating costs at 682 public community colleges in the United States over a 15-year period (2004-2018). The results reveal that costs are spatially correlated across neighboring institutions, indicating the need for a spatial analysis. An institution's actions are associated with changes in costs for that particular institution (direct-effects), but neighboring institutions' actions also impact that institution (indirect/neighbor-effect) via labor market channels and local market conditions. The current research found that the neighbor-effects are economically significant at 9%. The spatial analysis further reveals a quadratic relationship between costs and the "production" of associate degrees and certificates granted, as well as a positive relationship between costs and human resources, some specific student demographics and institution characteristics. Overall, the community college sector exhibits economies of scale with respect to associate degrees, but with great variation in how many more degrees these institutions can award before becoming cost inefficient or before impacting access to enrollees with other educational goals. This sector faces diseconomies of scale in relation to certificates granted and Ray diseconomies of scale overall. This suggests room for restructuring and resizing. Community colleges are achieving economies of scope by offering both types of degrees. Moving forward, policymakers and campus leaders should account for unexpected shocks in operating costs due to neighbor-effects when developing policies, planning and budgeting. Funding should be done with the understanding that community colleges do not have full ex-ante knowledge of their costs or their neighbor's future actions, nor perfect forecasting abilities, no matter how well managed they.

The purpose of this research is to shed light on the educational leadership practices regarding school support services at the municipal level in Iceland from the point of view of actors from both municipal and school levels. Furthermore to explain how those views are shaped by the structural arrangements and human resources of the services, population density and geographical location. Leaders of municipal educational support services, preschool principals and compulsory school principals responded to a questionnaire about practices regarding school support services. A framework of desirable leadership practices was used as an analytical tool to measure this leadership. The findings revealed that leadership practices regarding school support services match poorly with the leadership framework. Human resources are important elements of the leadership practices regarding the school support services, but the services' structural arrangements, municipal population density and geographical location are less so. It is suggested that it is necessary to focus on improvements in leadership practices in general, regarding the school support services. For that purpose, more engagement is needed in the development of professional capacity, and a focus on creating a shared understanding between the services and school principals.

Purpose: If building and nurturing a learning organization is not a random chance, the question of where organizations should start is patent. Because learning culture is one of the core components of learning organizations, it is wondered how individuals and organizations contribute to this phenomenon. Under an interactional perspective, the authors explore the cross-dynamics between learning resources, structure and support (organizational level), and self-directed learning (individual level). Design/methodology/approach: The authors conducted qualitative and exploratory research in Spring 2021 in France. They used semi-structured interviews with HRMs and a Delphi panel as the main instruments. This dual approach brings a reflexive and complementary dialogue to the research question. Findings: The results show that non-learning organizations took advantage of the COVID-19 period. They created a learning biotope and fostered learning dynamics. Although this biotope acted as a learning marketplace and lacked guidance, individuals interacted with this learning biotope. They took learning initiatives and developed their self-directed learning. This understanding argues for constant interaction and co-influence between organizations and individuals to build and nurture a learning culture. Originality/value: There is little discussion on how individuals and organizations contribute to building and nurturing a learning culture from an interactional perspective. Furthermore, literature on learning organizations considers self-directedness as a whole, considering self-directed learning as a characteristic and a process sharpens thinking. On methodological concerns, the authors used a dual qualitative approach with interviews and Delphi for the first time in research on learning organizations.

Transgender (trans) rights are human rights; however, human resource management (HRM) policies often do not consider implications for non-binary gender equity. Instead, trans employees often face adverse working conditions, including discrimination, harassment, and marginalization--a critical HRM issue. As the workforce diversifies, HRM professionals must increase their understanding of identity categories, such as sex and gender. Moreover, HRM professionals must be equipped to critically analyze and uphold or amend workplace policies and practices to protect the rights and address the unique challenges faced by non-gender binary employees. This teaching case study facilitates a discussion on transgender rights and the role of HRM by analyzing issues of access, fairness, safety, and inclusivity in the public sector workplace. Students are challenged to consider how different groups are affected by HRM policy (or lack thereof) and how to balance policies with the needs and safety concerns of various stakeholders.

Although Indonesian higher education institutions affiliated with "pesantrens" (Islamic boarding schools) have long been established and influenced the national education system, how these "pesantren"-affiliated higher education institutions (PaHEIs) may have contributed to the development of quality human resources in the predominantly Muslim country remains less known. This ethnography study explores the contribution of a PaHEI in Ponorogo, East Java, Indonesia, in preparing quality Indonesian human resources. Framed by 'post-secular turn' and universal Islamic values, document analysis, observations, and semi-structured interviews with top university management, faculty members, and students reveal how this institution has combined knowledge production and universal Islamic values to negotiate the negative stereotype of religious institutions by strategically merging secular and religious competencies as a complimentary dialogue to nurture multilingual and open-minded graduates with global orientation whilst intensively engaged in community volunteerism. The study uncovers some philosophical values and practices of "pesantren" in preparing quality human resources.

This research was conducted to analyze the teaching factory model in vocational high school ("sekolah menengah kejuruan"/SMK) in Central Java Province, Indonesia according to the teaching factory's success factors. This research used meta-ethnography for qualitative methods and Delphi technique, Research and Development, and social problem-solving models for quantitative methods. This research involved five vocational secondary education in Central Java Province, Indonesia with 140 students as the respondents. The findings of teaching factory model implementation are applied to school management, human resources, marketing promotion, workshops, laboratories, learning patterns, and business and industry relationships. This model should increase the competency of graduates relevant to business and industry needs in the 4.0 era industry.

Everyone, including students with impairments, has the right to access education. Many of these students, however, lack access to education. In this study, we discuss teachers' perspectives concerning students with disabilities in Indonesian inclusive schools. We gathered and obtained qualitative data through observation and in-depth interviews. 32 teachers who teach students with disabilities in inclusive schools participated. Data were analyzed by the Interactive Model of Analysis that comprises four steps: data collection, data display, data reduction, and conclusions. The findings revealed that the teachers' perspectives on inclusive education could be divided into four categories: equality and access, competency and training, caring and empathy, and facilities and human resources. Many obstacles remain in the way of implementing inclusive schools, including a shortage of human resources, limited facilities, and public acceptance of children with disabilities. Teachers in inclusive schools should be trained since the system requires more teachers who can teach children with disabilities. The government should provide sufficient and qualified training. This study is expected to be a source and example in strategic decision-making for policymakers regarding inclusive schools.

Background: The advantages of including people with learning disabilities in research teams have been well described, but it is rare for researchers with learning disabilities to be employed at a university. This paper explores the extent to which university recruitment procedures are accessible to job applicants with learning disabilities. Methods: We present reflections on the process of recruiting a Research Assistant with a learning disability onto a university research team. The recruitment process is described from the perspectives of the employee, line manager and Human Resources representative. Findings: The recruiting manager and Human Resources representative had to make adjustments to a wide range of standard processes, including centralised online recruitment systems that were difficult to navigate, inaccessible job descriptions and difficult application forms. Finding workarounds to ensure reasonable adjustments were made was time-consuming. The employee needed significant support from within his own networks to cope with the application process and had concerns about the potential impact of fixed-term job contracts on future benefits. Despite our efforts, procedures remained difficult for the applicants to navigate. Conclusions: Employing researchers with learning disabilities is important. Fundamental changes to job application systems are required, including easy-to-understand information, alternative formats of application forms, and support available where needed. Flexibility from the Human Resources departments is key. They will need support from teams with experience working with people with learning disabilities.

Over the past few decades, South Korea has become a popular education and teaching destination for native English teachers, international school teachers, and university lecturers. However, as the COVID-19 pandemic has changed the requirements, offshore teachers need to complete the self-funded quarantine before they can join the workforce in South Korea. This study aims to understand the motivations, career decisions, and decision-making processes of a group of native English teachers who decided to come to South Korea to develop their English language teaching career, particularly those who came during the COVID-19 pandemic. The phenomenological approach with interview session, focus group activity, and member checking interview were employed. Based on the social cognitive career and motivation theory and qualitative data from 38 participants, three themes were categorized: special life pathways, easy employment, and attractive cultural environment. The results of this study may provide some recommendations to school leaders, employers, and policymakers for native English teachers who would like to provide teaching services in their countries. As the COVID-19 pandemic and traveling restrictions will eventually eliminate, the human resources management and school leaders should continue to reform and improve the management to meet the needs of the long-term human resources shortage.

The study aimed to identify the degree of practicing sustainable leadership and its dimensions among high school female leaders in west of Dammam from the female teachers' perspective and investigate the nature of the differences at the level of significance (a [less than or equal to]0.05) in the responses of the sample members about the degree of practice among school female leaders according to the study variables. In order to achieve the study objectives, the descriptive survey method was adopted, and a questionnaire based on Hargreaves and Fink's Sustainable Leadership model was designed. The questionnaire included the following dimensions: Learning and Success Sustainability, Sustainability of Leadership among others, Distributed Leadership, Conservation of Material and Human Resources, Justice, Long-Term Perspective, Learning from the Lessons of the Past. It was applied to all the study community consisting of (657) female teachers and the retrieved questionnaires were (321). The study concluded many results including that the degree of sustainable leadership practice among high school leaders in west of Dammam was very high. The results also indicated that there were statistically significant differences at the level of (0.05) or less in the direction of the study members about the degree of sustainable leadership practice among high school leaders in west of Dammam from the teachers' perspective due to (qualification, school type, years of experience) variables. The researcher reached many recommendations based on the study's results such as increasing training courses.

This study explored the perceived human resources factors influencing the performance of accounting learners in North West secondary schools in South Africa. Despite the significant role that secondary school accounting education is perceived to play in shaping the development of accounting professionals, few studies have focused on investigating the effect of human resources on accounting learners' performance in secondary school. The study sought to understand the human resource factors influencing the performance of accounting learners in North West secondary schools in South Africa. The study's findings may assist the school management to improve human resource utilisation towards the achievement of a better accounting learners' performance. To address the gap in the literature, a mixed method sequential explanatory study was conducted in North West districts with 183 School Management Teams and 61 educators. The sequential explanatory study aimed to explore the perceived human resources factors influencing the performance of Grade 12 Accounting learners in secondary schools in the North West Province, South Africa. The findings from the quantitative phase showed that human resource factors such as pedagogical subject content knowledge and skills held by the educator are perceived to influence learner performance. In the second phase, the qualitative approach validated and explained the various human resource factors that influence accounting learners' performance in North West secondary schools in South Africa. School management should ensure that they employ adequate accounting learners to teach accounting in schools. This is so because accounting requires a pedagogical content knowledge and skills in teaching and learning. In conclusion, it is recommended that schools interested in improving learner performance should identify and address context-specific perceived human resources factors that influence learner performance within their schools.

John Dewey's educational philosophy provides a compelling resource for empowering adult vocational education through a cultural vision, ultimately rooted in a view of social democracy as the creative task of lifelong learning before us. This is supported by Dewey's interpretation of knowledge construction in its varied cognitive, ethical, and aesthetic forms, which provides the basis for transforming the perceived opposition between academic studies and vocational education in contemporary schooling, which I appropriate to the adult basic education field. To flesh this out, the essay homes in on the certified nursing assistant field through descriptive narratives, a nursing assistant training manual, and a corresponding lifelong curriculum framework. The challenges of implementing any aspirational vision are noted. Yet given its substantial grounding in experiential and transformative learning, progressive education, humanistic psychology, and a view of human resource management based on these influences, Dewey's cultural philosophy of vocational education opens up pathways that can move in this direction, and is, therefore, worthy of much deliberate consideration.

This study aims to investigate the challenges of improving the quality of education concerning curriculum and quality of lecturers-based technology in the State Islamic University (UIN). The qualitative research method with a phenomenological approach focuses on three themes, including the quality of education, aspects of the education curriculum of the State Islamic Religious University (PTKIN), and the quality of lecturers who collectively suggest the challenges of implementing digital technology. The research location was UIN KH. Achmad Shiddiq Jember, West Java Province. The findings reveal three primary points, namely; (1) the main challenges in improving the quality of education from the aspect of the education curriculum are integrating skills, themes, concepts, and topics based on digital technology amid a shift in cultural, ethical values, and inequality in access to education; (2) the second challenge is the quality of lecturers who are still not qualified due to the traditional paradigm of religion, limited funds, low learning motivation in participating in technology-based training, and self-competence; (3) the strategy of curriculum development and improving the quality of lecturers through an internal quality assurance system, local wisdom values in the frame of religious moderation, and towards a technology-based independent campus program conducted by UIN so that the quality of education continues to improve to achieve educational goals. The expected implication suggests that the government pays attention to aspects of curriculum development and the quality of lecturers through policies to improve the quality of education at PTKIN throughout Indonesia to create education equality towards the acceleration of development-oriented Human Resources.

Recently, Madrasa education development, especially in Islamic countries like Indonesia, has become a significant issue that needs the attention of academic and regulators alike. Therefore, the present research examines the impact of government support and human resource (HR) improvement on Madrasa education development in Indonesia. The researchers also investigate the moderating role of institutional policies among the nexus of government support, HR improvement and Madrasa education development in Indonesia. The researchers have followed the primary data collection approach using questionnaires for data collection from the selected respondents. The present article also uses the smart-PLS to evaluate the relations among variables and the validity of the constructs. The results indicate that government support and HR improvement have a positive association with Madrasa education development in Indonesia. The results also revealed that institutional policies significantly moderate among the nexus of government support, HR improvement and Madrasa education development in Indonesia. These outcomes are meaningful for the Madrasa developing and regulating authorities while formulating rules and regulations regarding Madrasa education development in the country.

The quality of the education system is the foremost factor for the success of the students as well as the academia at large, and therefore, needs the focus of regulators and researchers alike. The current article investigates into the role of human resource (HR) quality and Kaizen on the quality assurance system in the context of the high school environment in Indonesia. The current research also analyzes the moderating role of national higher education policies among the associations of HR quality, Kaizen and the quality assurance system in the high school environment in Indonesia. The primary sources of data collection have been adopted by the researchers using survey questionnaires. The medical students are the respondents targeted by the researchers selected based on purposive sampling. The researchers have adopted primary data analysis tools such as Smart-PLS to test the hypotheses and check the validity and reliability of the items and constructs. The findings indicated that HR quality and Kaizen have a positive association with quality assurance systems within the high school environment in Indonesia. The outcomes also revealed that national higher education policies significantly moderate among the association of HR quality, Kaizen and quality assurance system in the high school environment in Indonesia. These outcomes provide valuable insights for policymaking regarding assessment and improvement of the quality assurance system in the education sector in the country.

The increase in student engagement in the learning process has driven educators to use more dynamic pedagogical methodologies. Several studies have shown evidence of increased interest in learning when real-world problems are integrated into the learning environment. This paper presents the competencies developed by higher education students through application of the problem-based learning (PBL) methodology in higher education courses. The research begins with the identification of a set of competencies developed by higher education students in other studies developed and reported in the last five years and includes them in a survey to analyze the level of development of those competencies when problem-based learning is applied in university courses. To identify the competencies developed by applying the problem-based learning methodology, the research employed a document analysis and a survey of the students that participated in the experimental application. The research questions "What are the competencies developed by students in problem-based learning?" and "Are the competencies identified by the students sufficiently learned in universities?" guided the study. The competencies found by the students were identified through a questionnaire given as an online survey to 76 students. The key outcome of the research is the identification in the bachelor courses of the competencies perceived as essential by students participating in the application of PBL in terms of their advancement.

The main intent of the present research is to explore the particular practices of human resource management (HRM) to impact on sustainable assurance in quality higher education. Specifically, how promotion opportunity, performance appraisal, work condition and payment package influence teachers' job satisfaction which, in consequence, impacts on education quality in the private universities. To attain this objective, this research applies the two factor theory of Herzberg as its theory background. Data (n = 517) were collected from 21 private universities' faculty following the technique of random sampling. The study analyzed the data utilizing structural equation modeling through the analysis of moment structure. Results demonstrate that all four HRM variables are statistically positively significant to influence faculty job satisfaction. It also indicates that faculty job satisfaction also influence positively quality education. The study also indicates that if proper HRM practices are nurtured in private higher education institutes (HEIs) that will enhance faculty satisfaction which will sustain the development of quality education.

The article focuses on the relationship between the use of employee training and development and the competency-based approach. The objective of this article is to evaluate the use of the competency-based approach in employee training and development in organisations in the Czech Republic based on long-term research (n = 1,360) since the year 2013. The results showed that the competency-based approach in the management of organisations is utilized by only 21.8% of the organisations. An important finding is that 93.2% of organisations using the competency-based approach support employee training and development. The results confirmed that there is the relationship between the use of the competency-based approach and training and development in the organisation (p < 0.001, Cramer's V = 0.178) and also between the use of the competency-based approach and evaluation of training and development efficiency in the organisation (p < 0.001, Cramer's V = 0.299).

This qualitative phenomenology investigated the job-related experiences of early career Catholic elementary school principals (N = 13) in the Mideastern region of the United States. Data were collected from an introductory survey, semi-structured interviews, two focus groups, and a participant designed plan for professional development. The findings indicated that Catholic elementary principals in their early career are motivated by a calling to a vocation in Catholic school leadership as well as the ability to develop and implement a vision for their school. Principals reported being challenged by limited resources, balancing the demands of the position, and navigating relationships. Finally, principals believed they are supported by diocesan administrators in the areas of human resources and student issues, particularly if the concerns have legal implications.

This study aims to investigate the readiness to change the status of the State Islamic Institute (IAIN) to become a State Islamic University (UIN) from the aspect of Lecturer Human Resources (HRlecturer) and Education Personnel. The research location is IAIN KHAS Jember, now transformed into the State Islamic University of Kiai Achmad Siddiq Jember, East Java, Indonesia. We used the qualitative research method to examine the condition of natural objects where the researcher was the critical instrument; data source collection was based on observations, interviews, and documentation studies. Participants in the study comprised 25 people, including 15 lecturers and ten education staff. The findings reveal three main points. (1) The urgent need for studying the readiness to change the status of IAIN to UIN from the aspect of human resources for lecturers and education staff. It can be seen from many institutions experiencing the same obstacles and challenges that require providing motivation and major changes from a multidimensional perspective, strengthening vision, mission, and goals. (2) The relationship between the two, both theoretically and empirically, is related to HR management. (3) The design framework involves planning, human resource mapping, evaluation stages, and implications for IAIN progress toward UIN as reference material in human resource development. As a supervisor and policyholder, the Ministry of Religion of the Republic of Indonesia (RI) is expected to support the development of human resources in higher education per the needs fairly and wisely.