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Purpose: In a rapidly shifting market, organizations seek more diverse and innovative employee development interventions. Yet, these initiatives may have limited impact without employees' engagement. This conceptual paper aims to propose self-leadership as a value-added strategy for promoting both individual and organizational development. Design/methodology/approach: The authors conducted a conceptual analysis with three case examples. The cases were purposefully selected, aiming to comprehend how the concept of self-leadership has been applied within organizations and to identify real-life examples where self-leadership has been adopted as an organizational strategy. Findings: This study demonstrates that self-leadership plays a significant role in facilitating human resource development (HRD) initiatives. Specifically, the authors illustrate how self-leadership interventions in companies empower individuals to take charge of their development, aligning personal and organizational goals. When effectively applied, self-leadership strategies positively impact HRD practices in the areas of training and development, organization development and career development, yielding benefits for both employees and employers. Originality/value: This study addresses knowledge gaps in the emerging field of self-leadership in HRD by providing three companies' examples of how self-leadership can add value to HRD. The findings offer unique insights into the synergy between self-leadership and HRD, benefiting academics interested in this line of inquiry and HRD practitioners seeking innovative approaches to employee and organizational development. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to analyze the relationship between users' perceived barriers to using virtual and augmented reality technology from stakeholders, identifying perspectives and gaps regarding technology acceptance. Design/methodology/approach: The Decision-Making Trial and Evaluation Laboratory method is useful for quantitatively evaluating the causal relationship between factors. Combining this method with the grey approach ensures greater accuracy even with limited information. A Scoping Review was conducted to identify the barriers, and data were extracted from a questionnaire administered to experts in the field. Findings: Seven diverse barriers were identified by users, and cause-and-effect relationships were estimated. The results indicate three primary causal barriers and three highly dependent barriers. One of the identified barriers is not relevant in this model. Originality/value: Virtual and augmented reality technologies have been gaining popularity since 2018, allowing users to interact with a virtual environment. These technologies are primarily used in training and education areas. However, due to the innovative nature of the topic, there are a small number of studies on technology acceptance, especially in the Brazilian context. Therefore, this paper contributes to the literature and assists in applying technologies in industries. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to investigate and propose guidelines to enhance the accessibility of virtual reality (VR) interfaces for all users within professional learning environments. Motivated by a lack of comprehensive accessibility guidelines for VR learning, the study delves into a case study of Edstutia's VR campus. Design/methodology/approach: This case study examines the intersection of VR platform development and learning experience design through the lens of accessibility in human-computer interaction. It elaborates on how user experience feedback from differently-abled learners who were unable to fully participate in the VR experience due to disability shaped the 2.0 version development of a VR platform. Findings: The outcomes of this case study are (1) a description of an inclusive and empathetic design application to increase multi-learner VR platform accessibility, (2) a sample actionable path from a design/development perspective in ensuring the accessibility design of a VR learning platform, and recommendations to facilitate the design process. Research limitations/implications: This case is a foundation for further research on improving accessibility in VR. In future work on VR campuses, we recommend scholars undertake research with an inclusive approach that actively involves users with different abilities in shaping guidelines, particularly on how individuals with different abilities should be approached for their input during the design and development process in a sensitive manner. Practical implications: The authors summarize the steps taken to enhance the accessible interplay between the end users and the interface of VR technology in the emergence of VR accessibility standards. Central to this case's exploration is the integration of accessibility as a pivotal element into an academic VR campus, i.e. multilearner education platform. Social implications: Increasing access to VR has strong social implications in a world where 17% of people report a disability. Originality/value: This case contributes to the limited research available on increasing access to VR on campuses. [ABSTRACT FROM AUTHOR]

The term living on a hyphen denotes a hybrid identity that seeks to integrate two distinct roles, knowledge sets, and value systems. We share practitioner experience of an attempt to live on the coaching-consultant hyphen in a program for women entrepreneurs. The program was designed for intentional shifts between coaching and consulting and for these helping modes to remain clear and distinct across the 6-month engagement. This kind of practice contrasts with much professional guidance, especially on the coaching side, which maintains the importance of staying in the coaching lane. We explain our reasons for the hybrid approach in relation to this client group. This hybrid practice was more involving and demanding than single-mode work, requiring the development of more complex and authentic relationships with clients. We share our learning and call for research to clarify the conditions and capacities necessary to work effectively on the coaching-consulting hyphen. [ABSTRACT FROM AUTHOR]

Leadership coaching—a relational process by which a professional coach works with a leader to support their development—is a common component of learning and development portfolios in organizations. Despite broad agreement about the importance of the coaching relationship, relational processes remain undertheorized, failing to account for the growth and intertwining of coach‐leader self‐concepts as they engage in a generative and co‐creative coaching process. To address these shortcomings, we reconceptualize the relational process within coaching as one of relational self‐expansion and theorize that the communication channel and communication quality impact relational self‐expansion which, in turn, influences coaching effectiveness. Our hypotheses are tested in a field experiment featuring random assignment to experimental conditions (communication channels) in which a coaching intervention was deployed in five organizations. Using structural equation modeling, we demonstrated that communication quality and relational self‐expansion during the coaching process positively predicted coaching effectiveness. Contrary to expectations, communication quality did not differ by channel (phone, videoconference, face‐to‐face) nor did it predict relational self‐expansion. [ABSTRACT FROM AUTHOR]

As artificial intelligence (AI) rapidly automates routine tasks and job roles, organizations must prioritize developing quintessentially human skills that machines cannot easily replicate, such as creativity, empathy, collaboration, and complex problem-solving. Drawing from neuroscience, this article examines how industrial-era education and management practices, with their emphasis on structured, repetitive environments, have historically prioritized crystallized intelligence over fluid intelligence. This focus limits adaptability and innovation, which are essential human qualities in an AI-driven world. Our recommendations include stimulating cognitive flexibility, reimagining strategic planning, optimizing team meetings, redesigning jobs, promoting experiential learning, and fostering human relations. By adopting these strategies, organizations can prepare their workforce for more complex, cognitively demanding tasks, ensuring resilience and innovation in the age of AI. [ABSTRACT FROM AUTHOR]

The current research study investigated the significance of internal marketing (IM) to enhance faculty innovative behavior (FIB) and faculty engagement (FE) in higher education (HE). Furthermore, the mediation of FE in the association between IM and FIB has been investigated. Three hundred teachers from three major public sector universities in union territory (Jammu and Kashmir) in India have been contacted to gather responses. The study contributes in numerous ways to the literature—dimensions of IM have a significant and positive impact on FIB in the HE sector. FE significantly mediated the effect of IM and its dimensions on FIB. This study also enlarged the scope of social exchange theory by using it from faculty perspectives in HE. Furthermore, the study has made an attempt to modify the scale to measure constructs for making them suitable in the HE sectors. Research findings offer numerous suggestions for administrators in HE institutions. [ABSTRACT FROM AUTHOR]

The prime purpose of the current research is to explore the impact of training and development programs for University library professionals in Sri Lanka. The research adopted the quantitative research method, where the data were collected through a structured questionnaire from 132 respondents. The collected data were analyzed using MS-Excel and Statistical Package for Social Sciences (SPSS), where the descriptive statistics, Analysis of Variance (ANOVA), correlation, and regression analysis were carried out and showed significant results. The analysis finding revealed that the training and development programs have a constructive impact on organizational performance. Also, the findings revealed a significant relationship between training and development and organizational development and self-development. The paper emphasizes the requirement of training and development programs for the library staff in the University libraries of Sri Lanka. The research findings would proffer useful guidance for organizations in Sri Lanka to offer better library services. [ABSTRACT FROM AUTHOR]

The purpose of this literature review is to examine the relationship between Human Resources Management (HRM) practices and employee motivation, highlighting the role of strategic HRM in enhancing organizational performance. The methodology involves a literature review of peer-reviewed journal articles, books, and credible sources published between 2000 and 2023. The literature search was conducted using databases such as Google Scholar, JSTOR, and the Web of Science, with specific inclusion and exclusion criteria to ensure relevance and quality. The results indicate that effective HRM practices, including recruitment and selection, training and development, performance management, compensation and benefits, and employee relations, significantly contribute to higher levels of employee motivation and satisfaction. The findings underscore the importance of integrating motivational strategies into HRM practices to create a supportive and engaging work environment. Conclusions drawn from the review suggest that organizations should adopt a holistic approach to HRM, continuously evaluate and improve their practices, and involve employees in HRM decisions to enhance motivation and performance. Recommendations for future research include exploring the long-term effects of HRM practices, comparative studies across industries and cultures, and the impact of technology on HRM and motivation. This review contributes to the existing body of knowledge by providing a comprehensive synthesis of current research on HRM and motivation, offering valuable insights for both academics and practitioners. [ABSTRACT FROM AUTHOR]

Developing quality higher education is essential to increase the prosperity of a country. This research examined the impact of Faculty Development Programmes (FDPs) on business schools' performances in Pakistan, facilitated by the Training and Development Wing of the National Business Education Accreditation Council. Informed by Kirkpatrick's model, using a mixed methods approach, the perspectives of business school faculty staff were sought on the impact of these programmes in their respective business schools. Data gathered at four points, aligned to the four levels of Kirkpatrick's model, identified the effectiveness and the positive impact of FDPs as capacity building initiatives in business schools over time, leading to their success in obtaining accreditation. [ABSTRACT FROM AUTHOR]

This case study explored the strategic human resource management (SHRM) practices at PT Pelabuhan Indonesia (Pelindo), a state-owned enterprise in Indonesia. The focus was on employee training and development, specifically the effectiveness of the Learning Design initiative in aligning employee training with business objectives. The research used a qualitative approach, conducting interviews with employees across various departments to gauge their capabilities and alignment with the HR training strategy. Secondary data sources were also utilized. The findings from the TWOS Analysis provide strategic insights into the strengths, weaknesses, opportunities, and threats associated with Pelindo's HRM training and development management plan. These insights can inform managerial decisions and strategies to enhance the effectiveness of the Learning Design initiative. For instance, the analysis reveals the importance of investing in technological infrastructure and improving communication channels to enhance e-learning initiatives. Furthermore, it highlights the need for a flexible and adaptive HRM strategy to respond to changing market conditions and regulatory changes. By addressing these strategic issues, managers can foster a skilled workforce and enhance employee knowledge, skills, and efficiency. However, areas for improvement were identified, including customization, technological infrastructure, and communication channels. By effectively engaging with stakeholders, Pelindo can address these issues and further enhance its SHRM initiatives. This research carries potential implications for HR practices in other state-owned enterprises, highlighting the importance of strategic alignment in training and development. [ABSTRACT FROM AUTHOR]

This study highlights the need to recognize and train agricultural workers in essential non-technical skills to enhance workforce effectiveness and sustainability within the agriculture sector. Focused on the Gippsland region of Victoria, Australia, the research involved initial semi-structured interviews with three agricultural training managers to identify relevant non-technical skills for food and fibre workplaces. Representatives from twenty Gippsland food and fibre businesses were then surveyed to rate these identified skills across different workforce segments: (a) seasonal workers, (b) entry-level workers, (c) supervisors, and (d) managers. Descriptive statistics, including frequency counts, means, and standard deviations, were used to analyze the responses. Employer ratings for skill needs were weighted against the number of workers employed in each workforce segment. Key non-technical skills such as communication, teamwork, problem-solving, and cross-cultural competence were found to be in high demand, particularly among seasonal and entry-level workers. However, there is a significant gap between the importance of these skills and their prioritization in accredited training programs. Addressing this gap is crucial for investing in a skilled and adaptable agricultural sector that is competitive and sustainable. The theoretical understandings derived from this study's results warrant further research and replication in diverse commodity sectors and locations within Australia and internationally. [ABSTRACT FROM AUTHOR]

Counselor educators in CACREP programs are mandated to include social justice in their training of counseling students. However, we contend counseling preparation programs have failed to adequately train counseling professionals to understand and implement social justice frameworks. Using an exploratory mixed methods design, we investigated counselor educators’ educational and training background in social justice concepts as well as their teaching experiences infusing social justice throughout their Master’s level CACREP core curriculum. Strategies counselor educators use to seek knowledge about and incorporate social justice in their praxis are presented. Furthermore, we studied the relationship between counselor educators’ racial identity and their practice of implementing social justice frameworks into their teaching. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) is the property of Dinasti Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Jiaoyu Kexue Wenxian is the property of Educational Science Literature (Chinese) Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of this study was to add to the expanding academic discussion on what is known as "socially responsible human resource management" (SR-HRM) and how it is affected by three dimensions of HR: recruitment and selection, training and development, and reward. A mixed method was applied in this study, including both qualitative and quantitative methods. The qualitative approach included twenty individual interviews focused on groups from different industries in Egypt, including aviation and electric applications, mainly employees in touch with strategy, CSR, and ISO. The second approach was crosssectional, and a quantitative approach was applied, including a quantitative survey distributed to 200 employees of 10 Egyptian casting companies. The study concluded that green human resource practices, green recruitment and selection, green training and development, and green rewards helped implement SR-HRM effectively. Furthermore, when HRM strategy considers the concept of SR-HRM, it provides a clear direction for implementing Green HRM. Green HRM and SR-HRM post promotion to ISO accreditation. This study is unique in presenting the concept of Green HRM practices and their embedding in SR-HRM as a new concept in the literature. Although these two concepts, SR-HRM and Green HRM, have been covered, in the existing literature, there is insufficient coverage and analysis of these topics. [ABSTRACT FROM AUTHOR]

Employees play the key role in an organization. Training is one of the important tools of HRM to increase employees job related competitiveness and effectiveness. This paper is focusing on the training practices and impact of training on sales of multinational and national organization. In this paper researcher tries to focus on the trainings importance and training impact on the employees and sales. Researcher tries to find out the impact of training by frequency analysis and through some questionnaires and interviews. She tries to focus on the increasing trend of training in the organization and how training is becoming a part in their companies success and vice versa, In conclusion it can be said that training has a significant role in development of employee performance in an organization. Organization should emphasize on the competitive training program for the development of their employees as well as organization. Training and development can have a significant impact on the sales of a pharmaceutical company in several ways: improved product knowledge: By providing sales representatives with training on the company's products and services, they are better equipped to answer customer questions and make informed recommendations, leading to increased sales. [ABSTRACT FROM AUTHOR]

The topic of interest pertains to the domain of Training and Development (T&D), specifically focusing on the concept of on-the-job training. Training, training design, and delivery style are widely recognized as crucial elements in the field of organizational studies. The performance of employees has a significant influence on the financial outcomes of a firm. Most organizations utilize Training and Development (T&D) strategies to improve work performance, efficiency, effectiveness, and managerial oversight. The performance of employees has a crucial role in determining the operational efficiency and effectiveness of an organization. As a result, T&D is considered a vital component in this regard. The purpose of this study is to evaluate the effects of Training & Development on both organizational performance (OP) and employee performance. The process of data collection involved the utilization of both primary data collection methods, such as questionnaires and interviews, as well as secondary data collection methods. A total of 280 male and female employees were chosen through a random sample technique across the Delhi NCR region. Consequently, the objective of T&D is to enhance performance levels for both the individual and the organization. To uphold a superior level of staff performance and overall effectiveness, a firm must establish and sustain an ongoing T&D program. T&D can manifest in numerous diverse forms. For an organization to derive advantages from T&D, it is imperative to carefully select the form that aligns most closely with its specific objectives and aspirations. The findings indicate a positive impact of T&D on both employee performance (EP) and organizational performance. T&D play a substantial role in influencing personnel.

Objective: The purpose of this paper is to verify and determine changes in training and development processes regarding the COVID-19 pandemic in Polish companies. Research Design & Methods: The research was conducted in 100 companies using CAWI and was addressed to human resource (HR) specialists, mainly in large companies from a diverse range of sectors, mainly in manufacturing, public sector, ICT, and transport. The tailored questionnaire consisted of 62 statements addressing the following dimensions: training and development (T&D) policy, organisational expectations, procedures of preparation, implementation and monitoring of T&D, participants, evaluation, and financing and investment in T&D. The theoretical base of the paper is human resource development (HRD) theory. Findings: The results indicate several changes made by organisations as a result of the pandemic, some of which were only temporary, while others became a permanent feature of T&D policies. Generally, Polish companies managed to adapt to the environmental changes caused by the COVID-19 pandemic to the satisfaction of both employees and employers. Implications / Recommendations: Results of the research can be used to improve training and development programmes offered by companies to increase employees’ skills, knowledge, and attitudes in the workplace. They could also help to adjust the training to the new situation and conditions in the post-pandemic period. Finally, they can serve institutions responsible for policy provision of HRD at a national level to provide possibilities to apply for funding for T&D activities. Contribution: No detailed quantitative study has been done so far to analyse if and how training and development activities have changed over the past few years, especially in the Polish business environment.

Since the internet became freely accessible everywhere in recent years. As banking transactions changed and shifted to online banking, banks paid more attention to how to make the best use of it, reduce operating expenses, and boost profitability. Online banking is a method of doing business that has frameworks that are properly connected with various customer-oriented services offered while also lowering costs and raising profits. The current study sought to investigate the impact of internet banking on Nepali banks' performance in terms of the mediating effect of training and development. It focuses mostly on how training and development affect bank performance in Nepal. Additionally, it emphasizes how crucial online banking can be for improving bank financial performance.The data were selected from 150 respondents of commercial banks located at Khathmandu, Bhaktapur, and Lalitpur. As the primary source of quantitative data for the present research, participants completed a self-administered questionnaire. Additionally, partial least squares structural equation modeling (PLS-SEM) was used to examine the data obtained through the use of questionnaires. The findings suggest a favorable association between online banking and bank performance. According to the findings, training and development significantly impact bank performance. The findings also indicate that the association between online banking and bank performance is mediated by training and development. To meet the intended profitability ratio from online banking, increase customer satisfaction, and produce strong financial performance, management should work to put focus on the training and development process.

How can we increase the level of innovation in Small and Medium-sized Enterprises (SMEs)? Can improving internal organizational culture through Human Resource Management (HRM) methods boost the innovativeness of SMEs? These are some of the questions that currently preoccupy us. The aim of this paper is to measure the effect of three HRM strategies such as, training and development (T&D), internal communication and information sharing (C&I), and job design (JD) on SMEs innovation. To realize this study, a quantitative approach was employed, utilizing self-administered questionnaires. The data collected from 153 manufacturing SMEs that operate in Kosovo underwent hierarchical linear regression analysis to test, examine, and refine the relationship between T&D, C&I, JD, and SME innovation. The findings reveal a clear and direct relationship between each of these three practices and innovation in SMEs. The findings highlight the significance of fostering creative employees through specific HRM strategies. This study makes a substantial contribution to the current knowledge by providing insights into the intricate relationship between T&D, C&I, and JD (considered from both bundle and single perspectives) and innovation within SMEs.

One of the districts in the South Sumatra Province with significant oil and natural gas potential is Musi Banyuasin Regency (MUBA). At the moment, Musi Banyuasin is home to seven oil and gas cooperation contract contractor companies. The importance of human resources cannot be overstated in any kind of organization, including businesses and institutions. The oil and gas sector places a high value on human resources development and training because it expects job candidates to be competent or able to perfectly perform work-related tasks. This affects how people see consumers as well. In order to support the company's present and future performance, the Musi Banyuasin Regency Employment Service is dedicated to enhancing each applicant's competence and potential at all organizational levels. The purpose of this study is to ascertain, characterize, and evaluate how the Musi Banyuasin district's job seekers are served by the training and development of human resources (HR) in the oil and gas industry sector. This kind of study is qualitative descriptive in nature. An interactive model will be the data analysis method employed in this study. The study's findings indicate that the best possible training and development programs for job seekers in the Musi Banyuasin district have been put in place through the provision of apprenticeships and on-the-job training for qualified and certified human resources in the oil and gas industry who have fulfilled the requirements and received a competency certification from the Professional Certification Institute (LSP). [ABSTRACT FROM AUTHOR]

The retention of older workers has become a key policy issue in European welfare states. Consequently, there is an increased focus on how lifelong learning, or continued competence development, can extend working life. This article explores the dynamics of competence development among employees aged 55 years and older regarding their learning practices and attitudes toward competence development, based on qualitative fieldwork conducted in nine governmental workplaces across Denmark. To gain a comprehensive understanding of the factors that influence willingness to participate in competence development, the article introduces the analytical framework “capacity for competence development” and highlights five factors that influence this capacity: time, economy, learning culture, energy, and purpose. The article argues that (non)participation in competence development is not static and is not solely the responsibility of employees or managers. Rather, it is co-produced by complex workplace dynamics, including policies, age stereotypes, as well as ways of organizing work and learning. In conclusion, the article emphasizes the potential for competence development and suggests that most employees aged 55 years and older want to participate but await the right circumstances. Their participation could be enhanced through an increased focus on the five identified factors in the capacity for competence development. [ABSTRACT FROM AUTHOR]

Artificial intelligence is the fastest growing field in the digital technology industry. Every industry is trying its best to shift its processes to AI based machines. Among these industries the HRM is one of which is adopting these. This study aims to examine the impact of the artificial intelligence on the HRMR practices of the business sector of the Pakistan. A quantitative approach was adopted to analyze the study. The data was gathered from the 300 business managers of the Pakistan two cities Karachi and Lahore by purposive sampling. Data was gathered from a closed ended questioner which was designed on Google forms. The gathered data was analyzed using a technique based on the Partial Least Square with the help of the software named as SmartPLS. From the results of this study, it was found that there are four major HRM practices exist in the business sector of Pakistan named as recruitment and selection, training and development, performance appraisal and compensation and benefits. Results reveals that these all the majors HRM practices are highly impact by the artificial intelligence technology in the upcoming future. This is also recommended to the business sector of the Pakistan to adopt AI based application more and more in their operations especially in HRM. [ABSTRACT FROM AUTHOR]

Background: The modern business environment has caused a radical changes in all human resource management activities. In order to retain a competent and talented workforce, business organizations should manage job satisfaction, which imposes the need for a well-designed and implemented human resource management strategy. Purpose: This study aims to examine the role of affective commitment as a mediator in the relationships between employer brand values and job satisfaction. Study design/methodology/approach: Empirical research was carried out on a sample of managers from 146 enterprises in the Republic of Serbia, and data was collected using a questionnaire technique. After implementing descriptive and correlation analysis, we used simple and multiple regression to examine the mediator effects, and the Sobel Z test. Findings/conclusions: Our findings present empirical evidence on the mediating effects of affective commitment in the previously listed relationships. Limitations/future research: There are just three values relevant to the development of an employer branding strategy included in the study and this is acknowledged as a limitation. According to the models available in the literature, further research will contain other relevant components of the employer brand. [ABSTRACT FROM AUTHOR]

In analyzing the impact of HRM practices on employee behavior during a downsizing in the Lebanese SSS, this study highlights the need of QM principles for efficacy and uniformity. HRM practices, or the policies, procedures, and plans used by businesses to manage their personnel, have an effect on worker engagement, motivation, and performance. Despite organizational challenges, HRM processes should be developed and carried out to the highest standards under Quality Management, enabling good results. This study looks at HRM practices such compensation, work-life balance, training and development, and support for leaders. By incorporating ideas of quality management into these procedures, SSSs are able to accomplish business goals and improve worker satisfact ion and productivity. The study discovered that during downsizing in the Lebanese SSS, employee behavior is improved by quality-focused HRM techniques. The study also looks at how employee behavior in Lebanon's SSS is impacted by strategic HRM practices, a crucial organizational resource. In HRM, quality management places a strong emphasis on process optimization and ongoing improvement in order to adapt to shifting organizational needs and outside factors. Because of Lebanon's current economic situation, work burnout is a significant issue for SSS employees. According to the research, there is a mediator between employee behavior and the four HRM techniques that is work tiredness. By upholding strict guidelines for research design, data collection, and statistical analysis, Six Sigma and Total Quality Management can help increase the study's reliability and trustworthiness. In order to ascertain how HRM practices impact employee behavior through job burnout during downsizing, 203 Lebanese SSS employees were given a questionnaire as part of this quantitative study. The analysis thoroughly investigated and validated the hypotheses, highlighting the importance of superior research methods for reliability and validity. Using work burnout as a mediator, the study looked at how HRM methods impact employee behavior in Lebanese SSSs. In order to highlight the significance of HRM practices in maintaining quality standards and encouraging positive employee behavior, particularly during economic downturns like downsizing, the conclusion might restate key quality management concepts. By integrating Quality Management concepts into HRM practices to lessen job fatigue and promote positive employee behavior, Lebanese SSSs may increase resilience and success. [ABSTRACT FROM AUTHOR]

This research paper explores the complex field of modern HRM, with particular attention to the following topics: hiring process components, diversity and inclusion tactics, training and development programs, obstacles and advancements, legal and moral compliance, the critical function of HR, applicant competency evaluation, and technological integration. To give a thorough grasp of how these components come together inside a company's procedures, the research uses Yin's single-case study. Six (6) human resource practitioners from the municipality of the Mabuhay Lodging took part in this study. The study revealed several themes, including 1) the hiring process; 2) the influence of inclusion as well as diversity on organizational dynamics; 3) assessing the efficacy of development and training initiatives; 4) resolving issues; 5) guaranteeing legal and ethical compliance; 6) realizing the critical role of human resources; 7) improving the evaluation of applicant competence; and 8) investigating the consequences of integrating technology in the hiring process. The study reveals a dynamic interaction between these components, highlighting their combined importance in creating an inclusive, diverse, and growth-oriented workplace culture. The results reveal the complicated coordination human resource practitioners need to uphold morality, overcome barriers, and grow their firms using technology. [ABSTRACT FROM AUTHOR]

Copyright of International Anatolian Journal of Social Sciences / Uluslararasi Anadolu Sosyal Bilimler Dergisi is the property of Uluslararasi Anadolu Sosyal Bilimler Dergisi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The objective of this article is to investigate obstacles that hinder the assessment of return on investment (ROI) for academic staff development initiatives in public universities in South Africa. The primary objective of this study is to address the following research inquiry: What are the obstacles hindering the assessment of return on investment (ROI) for training and development interventions offered to academics within the higher education landscape of South Africa? The study employed a qualitative research methodology, which was based on an interpretive philosophical standpoint. The researchers employed purposive sampling to carefully select a total of fourteen participants who were selected to represent a range of cases or institutions. These included six universities and government institutions, namely the Department of Higher Education and Training (DHET), the Department of Science and Innovation (DSI), and the Education, Training, and Development Practices Sector Education and Training Authority (ETDPSETA). The interview data was subjected to thematic analysis using ATLAS.ti. The factors that hinder the measurement of ROI include the intricacy of the process, insufficient capacity, time lag between training and improved performance, lack of motivation, financial limitations, absence of processes, fragmentation of training and development interventions, interventions producing non-financial advantages, and insufficient data. The study enhanced the existing information on human resource development and practice by identifying the obstacles to measuring return on investment (ROI). Additionally, it offered practical advice and suggestions for future research. [ABSTRACT FROM AUTHOR]

The integration of artificial intelligence produces a significant transformation in the workplace, which presents obstacles to the performance of intrapreneurs and the productivity of the organisation, in response to disruptive technological developments. The objective of this paper is to examine the correlation between intrapreneurship development and training initiatives and the end result for organisational performance and productivity. By employing a simplified random sampling method and a quantitative research design, this study examines the intricacies of interdepartmental relationships and emphasises the importance of development and training programmes in equipping intrapreneurs to meet the challenges of the fourth industrial revolution. The collected primary data, which was structured using a 5-point Likert scale, were analysed using Statistical Package for the Social Sciences version 26. An intelligent strategy for increasing performance and productivity in order to gain a competitive edge, the study demonstrates that fostering and improving intradepartmental relationships is effective. This finding also indicates that training and development programmes focused on the implementation of advanced technologies significantly enhance the performance of intrapreneurs and the productivity of organisations. In order to adapt to the changing employment environment of the twenty-first century, the results underscore the necessity for organisations to give precedence to technical proficiency while cultivating an environment that promotes inventive thinking, action learning, and progress. [ABSTRACT FROM AUTHOR]

This study sheds light on strategies for retaining skilled pharmacists in Pakistan's pharmaceutical sector, offering valuable insights for both academia and industry stakeholders by investigating the impact of human resource management practices, including training and development, compensation and rewards, job performance, and job satisfaction, on employee retention. It also examines the moderating role of career growth in this context. Theoretical foundations are grounded in international migration theories and social exchange theory, providing a comprehensive framework for the study. A cross‐sectional survey design was used to collect data from 254 pharmacists in southern Punjab, Pakistan. Structural equation modeling (SEM) was employed for data analysis. Findings reveal that training and development, compensation and rewards, job performance, and job satisfaction all have significant direct effects on employee retention. Additionally, career growth acts as a crucial moderator, strengthening the relationship between training and development and job performance, as well as compensation and rewards and job satisfaction in relation to employee retention. Theoretical implications emphasize the importance of tailored training programs, fair compensation practices, and career growth opportunities. Practical recommendations include creating a positive work environment, rewarding high‐performing employees, and fostering career development. Future research directions encompass longitudinal studies, the influence of organizational culture and technology, regional variations, and additional factors affecting retention. [ABSTRACT FROM AUTHOR]