Strategic Human Resource Management

Micro, Small, and Medium Enterprises (MSMEs) in the garment sector play an important role in supporting local economic growth and employment opportunities in Indonesia. However, many garment entrepreneurs still face challenges related to low product quality, limited managerial capability, and unstable business income. This study aims to analyze the effect of Business Mentoring on Business Income through Product Quality as an intervening variable among garment entrepreneurs in Jurangmangu, South Tangerang, Indonesia. This study employed a quantitative approach using an explanatory research design. Data were collected from 100 garment entrepreneurs selected through purposive sampling techniques. The data analysis method used Structural Equation Modeling based on Partial Least Squares (SEM-PLS) with the assistance of SmartPLS version 4 software. The results indicate that Business Mentoring has a significant positive effect on Product Quality. Furthermore, Product Quality significantly affects Business Income. Business Mentoring also has a direct positive effect on Business Income. In addition, the mediation analysis demonstrates that Product Quality significantly mediates the relationship between Business Mentoring and Business Income. These findings indicate that mentoring programs contribute to improving MSME income primarily through enhancing product quality and production capability. This study contributes theoretically to MSME management literature by emphasizing the strategic role of product quality as an intervening variable in the relationship between business mentoring and business income. Practically, the findings provide recommendations for policymakers and MSME development institutions in designing effective mentoring and empowerment programs for garment entrepreneurs.

Local autonomy grants local governments the flexibility to manage their own affairs, including optimizing public services. Banyuasin Regency, characterized by its vast territory consisting of mainland and tidal areas, faces significant geographical challenges in distributing equitable services. This study aims to analyze the implementation of regional autonomy in improving public services in Banyuasin Regency and to identify the structural challenges and applicable strategies. The research method used is a comprehensive literature review by collecting, screening, and analyzing secondary data from scientific journals, government reports, and relevant regulations within the last five years (2021-2026).

The strategic role of human resource (HR) management should be seen as an integral element of a company's overall success in accomplishing its mission and business strategy. The paper will demonstrate how the decisions of a company's HR department are essential for a company's longterm success. In other words, strategic planning will not be presented solely as a company's objective, but a human resource imperative as demonstrated through the Euro Disney case. In the case of Euro Disney, strategic HR management was simply missing, which caused the company's initial strategy not to be successful in Europe. While analyzing the case and what the situation could have been with the exercise of HR's strategic role, emphasis is placed on the importance of cultural awareness. For the purpose of further clarifying the importance of cultural awareness, a comparison is drawn between the United States and France as some of the most important lessons both for Disney and other multinational enterprises are outlined.

Regional autonomy is one of the important policies in the Indonesian government system which aims to provide authority to local governments to regulate and manage governmental affairs and the interests of local communities in accordance with statutory regulations. The implementation of regional autonomy in Indonesia began widely after the reform era through Law Number 22 of 1999, which was later revised into Law Number 23 of 2014 concerning Regional Government. In the modern era, the implementation of regional autonomy faces various complex challenges due to technological developments, globalization, social changes, and increasing public demands for better public services. This study aims to analyze the various challenges in implementing regional autonomy in the modern era and the efforts that can be made to overcome them. The research method used is a qualitative research method with a descriptive approach through library research. The results show that the main challenges in implementing regional autonomy include the low quality of human resources in local government institutions, regional development disparities, corruption and abuse of authority, weak supervision from the central government, low public participation, and challenges in government digitalization. Therefore, synergy between the central and regional governments, improving the quality of government officials, strengthening supervision, and utilizing information technology are needed to create effective, efficient, and transparent governance.

Stephen Wood, David Holman and Christopher Stride are at the ESRC Centre for Organisation and Innovation and the Institute of Work Psychology, University of Sheffield. Using data from a sample of 145 U.K. call centres, the authors test the core propositions of the strategic human resource management (SHRM) approach that: (a) there are coherent links through the SHRM chain from strategy, through operational requirements, to work design and human resource management, and (b) the fit between the human resource practices and market factors determines organizational performance. Little support for these hypotheses is found as only (a) a few direct relationships between the elements of the SHRM chain are found, and (b) direct relationships, rather than ones moderated by market factors, are found between human resource practices and performance. But key operational requirements are linked to work design, which is itself related to a limited number of human resource practices. The direct effects of work design on key performance indicators are more pronounced than those of human resource practices.

This paper examines types of WLB (Work-Life Balance Policies) that have emerged in research in Western countries, and compares their applicability for male and female employees in Arab countries in general, and in Gaza, Palestine in particular. A qualitative study has been undertaken with employees of telecommunication companies, with thematic analysis to identify new kinds of WLB in an Arab culture. The WLB policies identified in the two companies were often quite different from those identified by Western researchers, and were guided by the religious principles of Islam, cultural factors, and the needs and aspirations of female employees. The international investors identified had adapted their policies to meet the cultural requirements of an Arabic society. This paper contributes to debates on the effectiveness of, and the need for culturally adapted WLB policies which try to meet the aspirations of women in developing countries. Additionally, this case study adds a new theoretical base, advocating the importance of WLB policies which are adapted to local cultural conditions in ways which also meet the aspirations of international business models. The WLB practices identified have not been described previously in any detailed study. The WLB policies and practices identified advocate for further research studies focusing on gender differences in the provision and take-up of WLB, using both qualitative and quantitative methodologies.

The Small and Medium Enterprises (SMEs) are considered as the key contributors in developing countries and plays a significant role in the overall economy in terms of contribution to overall economic development and creation of employment opportunities. The paper will primarily focus on presenting the overview of the human resource practices in SMEs in general, an in specific description in Kosovo SME sector. The economic and politic development in the region, and overall changes in the global market, increases the importance of SMEs in Kosovo's economy and is seen as unparalleled and crucial to overall Kosovo's economic development. This paper presents the overview of the HR practices and development in SMEs in Kosovo. As first, this discussed the general views of the SMEs operating in Kosovo, which is the biggest employment sector. The opinions developed supports the argument that SMEs in Kosovo SMEs are yet in the initial stages of developing sustainable and contemporary policies and strategies in developing human capacities, which would result with greeted economic and social development. Some crucial issues concerning to Kosovo's SMEs are also identified.

The study aimed to determine the impact of organizational development on the level of performance of health facilities in private hospitals in the capital secretariat in Yemen. To achieve the objectives of the study, the quantitative approach was used in its descriptive and analytical style and the questionnaire was distributed to a sample consisting of (400) individuals working in the administrative and medical levels and assisting in the private hospitals under study.
The study concluded a number of results, the most important of which are: that the reality of organizational development in the private hospitals under study was to a large degree, the level of performance of health facilities was to a large extent, there is an impact of organizational development on the level of performance of health facilities, and the greater the impact of organizational development, the greater the level of performance of health facilities in hospitals under study..
The study concluded a number of recommendations, the most important of which are: Hospital management should review analysis and follow-up activities and enhance interest in following up on workers’ conditions and their participation in implementing them in a way that leads to increasing the efficiency of organizational development and improving the performance of health facilities, activating the evaluation, development and implementation of the organizational development methodology within the (PATH TOOL) model to improve health conditions and health quality services provided to patients in a way that contributes to improving the general health of society.

La energía sanadora fluye a través de nosotros sin cesar. Solamente espera que la utilicemos. En este libro usted aprenderá a reconocer esa energía y a emplearla para autosanación, como también para la sanación de otras personas. Según mi convicción, la energía espiritual sanadora está a disposición de cualquiera que esté dispuesto a recibirla y que crea que existe y que puede cambiar la vida, transformando enfermedad en salud. Esta energía es un don de Dios, que se le dispensa a cualquiera que lo pida con el corazón abierto. Es comparable con el proceso de regeneración que se lleva a cabo ininterrumpidamente en cada uno de nosotros y que mantiene sanas a las personas. El sanador actúa en cierto modo como un mediador, que en caso de un disturbio de la salud produce una aceleración del proceso de sanación. Él actúa como una fuerza que restablece la salud, la armonía y el equilibrio. La expresión sanación espiritual se refiere a que Dios, lo "omnipresente", la fuente de toda sanación, el ser supremo en el plano más alto que podemos imaginar, hace fluir su espíritu desde ese plano o dimensión espiritual hacia los planos que están más abajo. En el Bhagavadgita dice: "El Brahmán no tiene comienzo, es eterno y trasciende por lejos todas las experiencias, más allá de todo lo que es y lo que no es. Por todas partes están sus manos, ojos, pies, sus cabezas, sus caras; este mundo es su oído. Él es y contiene todas las cosas". El paciente En la sanación espiritual, el paciente no es considerado como la víctima de su enfermedad, sino que él es parte de esa enfermedad. Su comportamiento, su actitud y su estilo de vida se consideran como factores esenciales que apoyan su enfermedad y la sustentan. Por eso el paciente se convierte en figura central de su propia sanación. El paciente debe comportarse más bien en forma activa que pasiva en la sanación espiritual. Al fin y al cabo él mismo es responsable por la sanación de su propia enfermedad. La sanación espiritual se basa, al contrario de otras formas de sanación (alopatía, homeopatía, quiropráctica, etc.), por un lado, en la capacidad del sanador para dirigir directamente la energía sanadora hacia su paciente, y por otro lado, en la capacidad del paciente para aprovechar esa energía para su sanación. Se trata de procesos en gran parte inconscientes, que aprovechan las capacidades que dormitan en todas las personas. La medicina actual trata de modificar los prerrequisitos en el cuerpo del ser humano, de tal modo que el cuerpo se pueda sanar a sí mismo, pero no comprende lo que es sanación en realidad y de dónde proviene la energía sanadora. Sanación es muchísimo más que la eliminación de síntomas físicos y la restauración de la salud corporal. Es el retomo al equilibrio y a la armonía. No puede haber salud física completa si la persona en total no está sana y no se encuentra en armonía con su entorno interno y externo.

Introduction: This study examines the role of Strategic Human Resource Management (SHRM) in fostering administrative integration and institutional development within Greek universities. In the context of increasing organizational complexity and reform pressures in higher education, SHRM is considered a critical mechanism for enhancing institutional effectiveness and adaptability. Methods: A quantitative research design was employed using a structured questionnaire administered to a sample of 397 participants, including administrative staff and academic leaders from Greek universities. Data were analyzed through regression analysis to investigate the relationships between key SHRM practicesstrategic workforce planning, employee training and development, performance appraisal systems, and employee participation-and organizational outcomes. Results: The findings reveal that strategic workforce planning, employee training, and performance appraisal systems have a statistically significant positive effect on administrative integration. Additionally, employee participation in decisionmaking processes is positively associated with institutional development. However, the results also highlight persistent challenges, including bureaucratic resistance, limited digital infrastructure, and resource constraints, which hinder the effective implementation of SHRM practices. Discussion: The study underscores the importance of aligning SHRM practices with institutional goals to enhance organizational performance in higher education. It recommends that Greek universities invest in digital HR systems, strengthen training initiatives, improve performance appraisal mechanisms, and promote a more participatory decision-making culture. The findings contribute context-specific insights into the advancement of SHRM in Greek higher education and offer practical implications for policymakers and institutional leaders seeking to drive organizational change and development.

In a world shaped by AI, outcomes will diverge -and fast. Some individuals will thrive. A few will do exceptionally well. But many will fall behind if we do nothing. It's already happening, just not where most people are looking. Understanding who falls into which category is critical. For individuals, organisations, and nations alike, it is the foundation for meaningful preparation. But more importantly, understanding the attributes that define success in an AI world gives us the ability to move people -intentionally -into the right categories. Since 2018, we've worked across sectors: with governments, central banks, large corporates, tech firms, and educators. And we've seen a familiar pattern emerge. The first response to this enormous transformation is usually tactical: Learn prompting. Upskill employees to use Copilot. Teach coding. These are useful steps. But they don't address the deeper questions. The real questions are the harder ones, and they're rarely asked: What does it take to thrive in a world shaped by AI? • How do we build organisations that stay relevant as technologies evolve? • What national capabilities will still matter a decade from now? This paper is our attempt to help answer those questions. It draws on hundreds of conversations across sectors and regions, with central banks, Fortune 500 companies, startups, national governments, educators, and individuals navigating this transformation in real time. This paper shares what we've learned and offers a strategic lens for those preparing not just for today's tools, but for tomorrow's systems. Because in a world shaped by AI, advantage compounds early, and irrelevance arrives faster than it used to.

In the global competitive environment, businesses view knowledge as a strategic resource within the framework of the Resource-Based View to ensure their sustainability. One of the most crucial management strategies for organizations in this century is to gain a sustainable competitive advantage against rivals in the same market. To achieve this superiority, organizations must first manage their core internal competencies and assets correctly. In this context, it is essential for businesses to use their resources accurately and effectively to achieve meaningful success in the global arena. Competitive advantage in enterprises depends on the success of all activities, whether large or small. For organizations to sustain success globally and secure a competitive edge, they must support their products and services with strategic knowledge that is rare, difficult to imitate, valuable, and non-substitutable. Particularly, tacit knowledge—which is hard to codify and transfer—creates a significant imitation barrier for competitors due to social complexity and causal ambiguity. This situation forms the foundation of dynamic capabilities and intellectual capital, enabling firms to adapt to changing conditions. Moreover, in the age of Big Data and Artificial Intelligence, the capacity to transform raw data into strategic knowledge is observed to create a new-generation domain of competitive advantage. As identified within the scope of this research, only in this way can businesses transform their assets and capabilities into a sustainable advantage through the strategic power of knowledge and an effective management process.

The study has investigated the relationship between human resource management practices and business studies teachers' affective commitment. The main purpose of the study was to establish how human resource management practices (e.g. recruitment and selection, training and development and reward) predict business studies teachers' affective commitment in Edo State. Three research questions were raised with three corresponding hypotheses which were tested at .05 level of significance. The correlation survey design was adopted in the study. A total of 153 business studies teachers were sampled out of the 309 teachers in Edo State. The HRM and commitment scales were adapted and used for the study. It was validated by two experts in business education. The Cronbach Alpha was used in establishing the reliability for both scales and they yielded: HRM = .81 and Commitment = .88. The instrument was distributed via google form to respondents. The simple linear regression analysis was used in analyzing the data. The findings revealed that recruitment and selection, training and development and reward significantly predicted business studies teachers' affective commitment in Edo State. Based on the findings, it was recommended that the recruitment and selection process should be fair in order to attract the most qualified teachers who have passion for teaching. This finding makes a novel contribution to the literature in HRM and business education by utilizing social exchange theory (SET) in explaining the reciprocal benefits in employer-employees' relationship in the teaching sub-sector in Edo State.

The study investigated the relationship between Human Resource Management (HRM) practices and Business Studies teachers' commitment. The main purpose of the study was to establish how Human Resource Management (HRM) practices relate to the various domains of Business Studies teachers' commitment. Four hypotheses were formulated and tested at the 0.05 level of significance. The correlation survey design was adopted in the study. A total of 153 Business Studies teachers were sampled out of the 309 teachers in Edo State. The HRM and commitment scales were adapted and used for the study. It was validated by two experts in Business Education. The Cronbach's Alpha was used to establish the reliability of both scales, yielding HRM .83 and Commitment .86. The instrument was distributed via Google Forms to respondents. The simple linear regression analysis was used to analyze the data. The findings revealed that HRM was significantly related to affective commitment, continuance commitment, normative commitment, and commitment. Based on the findings, it was recommended that institutions should ensure fair implementation of HRM practices. This study contributed to both theory and literature in the field of HRM.

Manajemen strategi merupakan elemen penting dalam keberhasilan perusahaan untuk mencapai tujuan serta menghadapi persaingan bisnis yang semakin kompleks. Dalam lingkungan bisnis yang dinamis, perusahaan dituntut untuk mampu merumuskan, mengimplementasikan, dan mengevaluasi strategi secara tepat agar dapat bertahan dan berkembang. Artikel ini bertujuan untuk mengkaji tingkatan manajemen strategi yang terdiri dari strategi korporat, strategi unit bisnis, dan strategi fungsional.
Metode yang digunakan dalam penelitian ini adalah pendekatan kualitatif dengan teknik studi pustaka, yaitu dengan mengkaji berbagai sumber literatur, termasuk modul pembelajaran Manajemen Strategi dan referensi pendukung lainnya. Hasil kajian menunjukkan bahwa strategi korporat berperan dalam menentukan arah dan ruang lingkup bisnis perusahaan secara keseluruhan, strategi unit bisnis berfokus pada penciptaan keunggulan kompetitif di tingkat unit atau divisi, sedangkan strategi fungsional berperan dalam mendukung implementasi strategi melalui kegiatan operasional di setiap departemen.
Ketiga tingkatan strategi tersebut memiliki keterkaitan yang erat dan harus dijalankan secara terintegrasi agar tujuan perusahaan dapat tercapai secara efektif dan efisien. Dengan penerapan manajemen strategi yang baik, perusahaan akan memiliki kemampuan untuk beradaptasi terhadap perubahan lingkungan bisnis serta meningkatkan daya saingnya di pasar.

Kata kunci: manajemen strategi, strategi korporat, strategi bisnis, strategi fungsional

“Human resources” today represents a structural manifestation of the “immense regression” and “denoetization,” where the human “who” is systematically liquidated into a technical and quantifiable “what”. This essay examines how modern HR practices, rooted in computational capitalism and the “techné mindset,” reduce individuals to “puny human nodes” or data sets designed for measurable utility rather than holistic flourishing. It argues that personal attitudes are deeply invested in this harm through unreflective habit and managerialism, which prioritize institutional self-preservation over ethical truthfulness. Most critically, the essay explores how the HR-driven focus on “vocational readiness” is tearing down “diverse and excelling scholarship,” severing the “long circuits” of individuation required for society to learn from its past. The resolution lies in a “reflective ascent” to restore Human Authorship over our future technical and social systems.

Pengelolaan sumber daya manusia (SDM) teknis dalam lingkungan multi-proyek pembangkit listrik menghadirkan tantangan signifikan akibat fluktuasi kebutuhan proyek dan keterbatasan resource. Penelitian ini bertujuan untuk menganalisis dinamika kebutuhan dan ketersediaan SDM serta mengevaluasi kesiapan resource dalam mendukung pelaksanaan proyek pada PT PLN Nusantara Power Services. Metode penelitian menggunakan pendekatan kuantitatif dengan analisis tren historis tahun 2024, proyeksi kebutuhan tahun 2025, serta monitoring kesiapan resource hingga April 2026. Hasil penelitian menunjukkan adanya ketidakseimbangan temporal antara supply dan demand SDM, yang ditandai dengan surplus resource pada awal periode dan potensi shortage pada periode puncak proyek. Monitoring tahun 2026 menunjukkan kondisi relatif stabil, namun tetap terdapat fluktuasi yang memerlukan pengendalian adaptif. Penelitian ini menegaskan pentingnya penerapan sistem perencanaan SDM berbasis data serta pendekatan optimasi untuk meningkatkan efisiensi utilisasi tenaga kerja.

Electronic Human Resource Management (e-HRM) has revolutionised HR functions by integrating technology into core HR activities such as recruitment, training, performance management, and employee services. This study examines the role of e-HRM as a catalyst for delivering better HRM services. It highlights how digital HR tools improve workflow efficiency, enhance decision-making, and increase employee satisfaction. The research also identifies challenges such as cost, technological resistance, and data security concerns. The findings confirm that e-HRM significantly enhances HR service quality and supports strategic HRM. The study concludes that organisations must adopt e-HRM to develop agile, efficient, and future-ready HR systems.

Penyu­sunan APBD harus mengikutsertakan keterlibatan masyarakat, hal ini berkaitan dengan lingkungan masyarakat di mana individu dan organisasi tersebut berada, seperti nilai-nilai yang berlaku kondusif untuk terjadinya korupsi, kurangnya kesadaran bahwa yang paling dirugikan dari terjadinya praktik korupsi adalah masyarakat dan mereka sendiri terlibat dalam praktik korupsi, serta pencegahan dan pemberantasan korupsi hanya akan berhasil bila masyarakat ikut berperan aktif. Penelitian ini bertujuan untuk mengetahui dan menganalisis bahwa persepsi masyarakat terhadap perilaku individu, kelembagaan pemerintah daerah, penerapan perundang-undangan serta pengawasan mempengaruhi terjadinya korupsi APBD di Kabupaten Aceh Utara. Analisis ini berdasarkan atas data yang diperoleh dari 150 responden. Dalam penelitian ini metode analisis data yang digunakan adalah metode analisis regresi liniear berganda (Multiple Linear Regression) dan menggunakan uji z. Hasil penelitian ini menunjukkan bahwa ...

Tulisan ini merupakan review terhadap artikel berjudul Due Diligence Pembentukan Regulasi Daerah yang membahas pentingnya penerapan due diligence dalam proses pembentukan Peraturan Daerah (Perda). Tujuan penulisan ini adalah untuk mengkaji secara kritis implementasi due diligence dengan menyoroti aspek partisipasi publik, harmonisasi regulatif, dan kualitas naskah akademik. Metode yang digunakan adalah pendekatan deskriptif-analitis berbasis studi literatur, dengan menjadikan artikel utama sebagai sumber utama serta didukung oleh referensi ilmiah relevan dalam lima tahun terakhir. Hasil kajian menunjukkan bahwa penerapan due diligence dalam pembentukan Perda masih belum optimal, ditandai dengan rendahnya partisipasi publik yang bermakna, lemahnya harmonisasi antar regulasi, serta kualitas naskah akademik yang belum memenuhi standar metodologis. Kondisi ini berdampak pada rendahnya kualitas dan efektivitas regulasi daerah serta meningkatnya potensi konflik norma. Oleh karena itu, diperlukan penguatan mekanisme due diligence melalui pendekatan terintegrasi yang mencakup pra-screening regulasi, harmonisasi komprehensif, peningkatan partisipasi publik, serta pemanfaatan teknologi dalam proses legislasi. Dengan demikian, diharapkan pembentukan Perda dapat lebih akuntabel, responsif, dan sesuai dengan prinsip good governance.

Kata kunci: due diligence, peraturan daerah, partisipasi publik, harmonisasi regulasi, naskah akademik

This essay explores the limit and capacity of individual power within the framework of "human authorship," contrasting active human agency with the restrictive state of institutional denoetization. Drawing on the political theory of Hannah Arendt and the sociological frameworks of Dr. Neville Buch, it argues that individual power is not merely the ability to control others but the "capacity for beginning" (natality) and the reflective discipline to remain the proactive author of one's own narrative. The essay identifies "pressure points"-strategic moments of intervention (kairos) where social accountability can be generated-and examines the role of anger as a diagnostic "keyword" that, when processed constructively, transforms personal outrage into a collective energy for social change. Ultimately, it posits that reclaiming individual power requires navigating the "Epimethean fault" of historical forgetfulness to restore the "who" (human) over the "what" (technical systems).

This study aims to analyze the strategic position of a consulting service firm in the construction supervision and licensing sector by integrating the Internal Factor Evaluation (IFE), External Factor Evaluation (EFE), SWOT analysis, and Analytical Hierarchy Process (AHP). A descriptive qualitative approach combined with quantitative strategic analysis was employed using a single case study design. The findings indicate that the firm has a moderately strong internal condition (IFE = 2.86) and an average external responsiveness (EFE = 2.80), placing it in the “hold and maintain” position within the IE matrix. However, the SWOT analysis reveals an aggressive strategic posture, suggesting significant growth potential through the alignment of internal strengths and external opportunities. The AHP validation confirms the consistency and reliability of factor weighting, with key priorities identified in legal certification, human resource competence, market growth, and partnership expansion. The study contributes to the strategic management literature by proposing an integrated analytical framework that enhances methodological rigor and provides a more comprehensive strategic assessment. Practically, the findings highlight the importance of digital transformation, organizational efficiency, and market expansion in strengthening competitiveness. This study offers valuable insights for consulting firms operating in dynamic and highly regulated environments.

Global Capability Centers (GCCs) have spent years being defined primarily by what they save rather than what they create. That framing is shifting. As organisations move toward operating models where data, automation, and predictive tools are woven into day-today decisions, GCCs are finding themselves in an unexpectedly central position-not as implementers of strategy, but as builders of the capability that makes strategy possible. This paper examines how and why that shift is happening, what structural advantages GCCs bring to AI-led transformation, and what needs to change in how they are led and governed for that potential to be realised. It draws on practitioner experience across digital transformation, automation, and enterprise platform strategy, and argues that GCCs which evolve beyond delivery mandates can become genuine innovation bridges between business intent and technology execution.

Situational Leadership has long been considered a practical and adaptive framework, enabling leaders to adjust their style based on the competence and commitment levels of individuals and teams. The rapid rise of Artificial Intelligence, intelligent automation, and AI-augmented decisionmaking is fundamentally shifting the assumptions on which traditional situational leadership models rest. Leaders today are not only managing people but also working alongside intelligent systems that learn, adapt, and influence decisions in real time. This paper explores how the AI era introduces new layers of complexity, pace, and ambiguity that challenge conventional situational leadership thinking. Drawing from practitioner experience across AI transformation, Global Capability Centers (GCCs), and digital innovation environments, it argues that situational leadership must move beyond people-centric adaptability toward what might be called intelligence-centric adaptability. Research depth, decision intelligence, and structural awareness emerge as the core competencies leaders need in the AI-native enterprise.

The study's main objective was to examine the relationship between the human resource management practices (HRMP) and the Individual work performance of job order employees in the Local Government Unit (LGU) of Davao, with particular emphasis on the mediating role of pay satisfaction. A quantitative, descriptive-correlational approach was used in this study. A standardized questionnaire was used to survey three hundred sixteen (316) job order employees in the local government unit in the Davao Region. The respondents were selected using proportionate stratified sampling. The statistical tools used for data analysis were Mean, Standard deviations for each variable, and Structural Equation Modeling to estimate the effects of Human Resource Management practices on work performance through pay satisfaction. The results revealed that the level of human resource management practices and individual work performance was both high, while pay satisfaction was moderate. When regressed, it was discovered that human resource management has a direct positive effect on IWP and has an indirect effect through Pay Satisfaction indicating no mediation.

A crisis is known as a situation that upsets the goals and order of an organization, jeopardizes the life
of the organization, leads to the inadequacy of the mechanisms to predict the crisis and struggle, and
creates tension. In short, it is an unexpected and unpredictable tension situation that must be responded
to urgently and threatens the existing values, goals, and functioning order of organizations by
rendering the prevention and adaptation mechanisms ineffective. In this context, the Covid-19
epidemic, which was first seen in Wuhan, China, and spread to different countries of the world in a
short time, turned into a pandemic and started to affect human life radically. The pandemic has been
recognized as a crisis that has brought social and economic life to a standstill, including the education
sector. The chaos experienced both at the national/international and local level has led to the need for
especially school administrators, who are education leaders, to examine the crisis management
scientifically and even re-evaluate it conceptually. This research was carried out to examine the crisis
management skills of school principals working in educational institutions during the Covid-19
pandemic. This research was carried out according to the qualitative research approach and
phenomenology method. Data were collected with semi-structured questionnaire forms. The study
group of the research consisted of 15 school principals who were actively at work during the epidemic
and perceived as a crisis and working at different education levels. The data were subjected to content
analysis and reliability and validity studies were carried out for each stage. The results revealed that
the leadership characteristics of the school principals included in the study were quite effective in their
crisis management skills. The other results produced in this research are valuable for new studies and
generating ideas about what can be done for these problems in terms of determining the administrative
problems faced by school principals who have been exposed to the pandemic.

Abstrak Buku ini membahas konsep manajemen perubahan dan budaya organisasi sebagai landasan dalam menghadapi dinamika lingkungan organisasi modern. Pembahasan mencakup teori perubahan klasik dan modern, faktor-faktor perubahan, strategi implementasi, serta peran budaya organisasi dalam mendukung keberhasilan perubahan. Buku ini ditujukan bagi akademisi, mahasiswa, dan praktisi yang ingin memahami serta mengimplementasikan perubahan organisasi secara efektif dan berkelanjutan.

Industry 5.0 marks a significant transition from purely automation-driven industrial systems to organizational models that prioritize human-centricity, resilience, sustainability, and intelligent collaboration between people and advanced technologies. In this emerging context, Strategic Human Resource Management (SHRM) assumes a pivotal role because the success of digital and cyber-physical transformation depends not only on technological deployment but also on workforce preparedness, adaptability, and alignment with long-term organizational strategy. Although scholarly discussion on Industry 5.0 has grown rapidly, empirical studies that connect SHRM with employee adaptability, technological readiness, and organizational performance remain limited, especially in the Indian context where industrial modernization is unfolding unevenly across sectors. The present study addresses this gap by examining the role of SHRM in enabling Industry 5.0 transformation in India. The study adopts a quantitative research design and draws on primary data collected from 450 employees working in manufacturing and information technology organizations across major Indian cities. A structured questionnaire was used to measure SHRM practices, employee adaptability, technological readiness, and organizational performance. Structural Equation Modeling (SEM) through AMOS was employed to test the proposed conceptual relationships. The results indicate that SHRM exerts a strong positive influence on employee adaptability (β = 0.71) and technological readiness (β = 0.66). Both adaptability (β = 0.60) and technological readiness (β = 0.62) significantly enhance organizational performance, while the indirect path confirms that SHRM contributes to performance through these mediating variables. The model demonstrates satisfactory fit and measurement quality, with CFI = 0.958, RMSEA = 0.043, AVE above 0.50, and CR above 0.70. The study contributes to theory by integrating Industry 5.0 principles into SHRM literature and provides practical guidance for organizations seeking to build future-ready, human-centered, and technologically resilient work systems.

Functionally flexible systems for organizing work may reduce job instability and insecurity by reducing employers' reliance on job cuts or contingent work to respond to changes in their environments. Related arguments hypothesize that contingent work allows firms to adjust labor while "buffering" their core of permanent workers from job instability. We find evidence that internally flexible work systems are associated with reduced involuntary and voluntary turnover in manufacturing but that contingent work and involuntary turnover of the permanent workforce are positively related regardless of sector, in contrast to the prediction of the core-periphery hypothesis.

Indian pharmaceutical industry is growing tremendously; companies are focusing from survival strategy to competitive strategy. There is a constant thirst for the best and the brightest of employees. The ever growing industry is facing the problem of heavy attrition. The fast growing knowledge-based sector suffers an annual attrition rate of 30 to 35 per cent, according to a recent survey. On the basis of such problem facing by industry researcher have designed paper to identify the predictors of Employee Engagement. Another important aspect of the study was to know the impact of output parameters on predictors to identify the potent predictors for design best practices to retain best performer. Researcher has studied a total of 340 sample sizes in more than 15 pharmaceutical companies to complete survey. Regression analysis has been used to know the impact of Output parameters on Predictors. Different statistical tools and test have been applied for analysis and interpretation of da...

Korupsi merupakan permasalahan serius yang hingga saat ini masih menjadi penghambat utama dalam proses pembangunan di Indonesia. Tindakan korupsi tidak hanya berdampak pada kerugian finansial negara, tetapi juga menurunkan kualitas pelayanan publik, memperlebar kesenjangan sosial, serta mengurangi tingkat kepercayaan masyarakat terhadap pemerintah. Penelitian ini bertujuan untuk mengkaji faktor-faktor yang menyebabkan terjadinya korupsi, mengidentifikasi berbagai kendala dalam upaya pemberantasannya, serta merumuskan strategi yang tepat sebagai solusi. Penelitian ini menggunakan pendekatan kualitatif dengan metode deskriptif melalui studi pustaka terhadap berbagai referensi ilmiah yang relevan. Hasil kajian menunjukkan bahwa penyebab korupsi berasal dari faktor internal, seperti rendahnya integritas dan moral individu, serta faktor eksternal, seperti lemahnya sistem pengawasan dan adanya budaya yang cenderung mentoleransi korupsi. Selain itu, upaya pemberantasan korupsi juga dihadapkan pada berbagai tantangan, seperti penegakan hukum yang belum optimal, adanya intervensi kepentingan tertentu, serta minimnya partisipasi masyarakat. Oleh karena itu, diperlukan langkah strategis yang bersifat menyeluruh dan berkelanjutan, seperti memperkuat sistem hukum, meningkatkan transparansi dan akuntabilitas, menanamkan pendidikan anti korupsi, serta mengoptimalkan peran lembaga anti korupsi dan masyarakat. Melalui kerja sama yang sinergis antara berbagai pihak, diharapkan upaya pemberantasan korupsi dapat berjalan lebih efektif guna mewujudkan pemerintahan yang bersih dan berintegritas.

A presença crescente da inteligência artificial nos sistemas educacionais tem reconfigurado, de forma consistente e irreversível, os modos de ensinar, aprender, pesquisar e produzir conhecimento. O avanço de sistemas algorítmicos, plataformas digitais inteligentes e arquiteturas de dados educacionais desloca a educação de modelos centrados na transmissão de conteúdos para configurações formativas mais complexas, marcadas por mediações tecnológicas, práticas investigativas e reordenação das relações pedagógicas. Nesse contexto, a educação passa a ser atravessada por dinâmicas que exigem leitura crítica das tecnologias, compreensão de seus impactos sociotécnicos e elaboração de respostas pedagógicas, éticas e institucionais compatíveis com as transformações em curso.

    Esta coletânea reúne capítulos elaborados a partir de artigos científicos previamente publicados em periódicos nacionais e internacionais, os quais foram submetidos a um processo rigoroso de reescrita, reorganização analítica e atualização teórico-metodológica. Os textos não correspondem à simples transposição editorial de estudos anteriores, mas resultam de sínteses ampliadas que incorporam novos aportes conceituais, articulações intercapitulares e aprofundamentos críticos. Esse trabalho editorial assegura aderência ao formato de capítulo de livro acadêmico e ao debate contemporâneo sobre inteligência artificial e educação, preservando rigor científico e densidade argumentativa.

    A coletânea Inteligência Artificial e Educação na Contemporaneidade insere-se nesse cenário e propõe examinar, sob diferentes ângulos analíticos, os efeitos da inteligência artificial sobre as práticas educativas, a formação docente, a escrita acadêmica e os ecossistemas digitais que estruturam a educação atual. Os capítulos partem do reconhecimento de que a IA não se restringe a um conjunto de ferramentas técnicas, mas constitui um fenômeno sociotecnológico que incide sobre currículos, metodologias, processos avaliativos, políticas educacionais e condições de trabalho docente. A obra adota, assim, uma abordagem crítica e fundamentada, articulando contribuições teóricas, análises metodológicas e reflexões éticas voltadas à compreensão dos desafios contemporâneos da educação mediada por tecnologias inteligentes.

    A organização da obra em dois volumes responde à necessidade de conferir densidade analítica e coerência temática às discussões, sem reduzir a complexidade dos fenômenos investigados. Embora compartilhem um mesmo eixo conceitual, os livros assumem focos distintos e complementares, o que possibilita aprofundar dimensões específicas da relação entre inteligência artificial e educação. Essa estrutura editorial evita sobreposições artificiais, preserva a diversidade epistemológica dos autores e amplia o alcance interpretativo da coletânea.

    O Livro 1, intitulado Práticas Educativas, Metodologias Ativas e Mediação Docente, concentra-se nas transformações que atravessam o cotidiano pedagógico, examinando a incorporação da inteligência artificial em metodologias ativas, ambientes híbridos e práticas de aprendizagem engajada. Os capítulos analisam como sistemas inteligentes reconfiguram a mediação docente, reorganizam estratégias didáticas e ampliam possibilidades de participação discente, ao mesmo tempo em que evidenciam tensões relacionadas à implementação pedagógica, à infraestrutura tecnológica e às dinâmicas institucionais. Trata-se de um volume orientado à análise das práticas educativas em ação, com ênfase na sala de aula ampliada e nos processos de ensino e aprendizagem mediados por tecnologias digitais.

    O Livro 2, por sua vez, intitulado Formação Docente, Escrita Acadêmica e Educação Digital, desloca o foco para as condições de produção do trabalho docente e acadêmico na era algorítmica. Os textos abordam a formação inicial e continuada de professores, a escrita acadêmica mediada por inteligência artificial, os fundamentos pedagógicos da educação a distância e os desafios éticos associados à governança dos sistemas inteligentes. Esse volume examina, de forma aprofundada, as implicações da IA para a profissionalidade docente, para a produção do conhecimento científico e para a organização institucional da educação digital, enfatizando a necessidade de políticas formativas, competências analíticas e responsabilidade ética.

    Ao articular esses dois eixos, a coletânea propõe uma leitura integrada da inteligência artificial na educação contemporânea, reconhecendo que inovação pedagógica, formação docente, escrita acadêmica e cultura digital constituem dimensões indissociáveis dos ecossistemas educativos atuais. Os capítulos evidenciam que a adoção de tecnologias inteligentes demanda mais do que domínio técnico: requer mediação qualificada, reflexão ética, compreensão das desigualdades estruturais e compromisso institucional com práticas educacionais equitativas.

    A obra dirige-se a pesquisadores, docentes, gestores educacionais e estudantes de pós-graduação interessados em compreender criticamente os impactos da inteligência artificial na educação. Ao reunir diferentes perspectivas e campos de investigação, a coletânea busca contribuir para o debate acadêmico contemporâneo, oferecendo subsídios teóricos e analíticos para a construção de práticas educativas, formativas e institucionais sensíveis às complexidades da educação na contemporaneidade algorítmica.

Gamification has attracted the attention of academics and practitioners as a promising tool for promoting behavioral change. This paper is an experimental case study investigating the effects of gamification on the learning outcomes when used as an instructional procedure for training managers in a Brazilian bank. High-order cognitive learning was assessed with situational tests before and after the training events. Data were collected in a quasi-experimental design involving three groups, two groups in training events and one untrained control group. The results show that gamification had a positive effect on learning but with results similar to training that used an instructional design without gamification. Gamification facilitated learning even with less time available for conceptual explanations and discussions. Competitive game elements were shown to be effective as an aspect of instructional design, especially when a digital feedback system was used as an assessment tool in training. This study innovatively collected data in a Brazilian bank and developed an instrument to measure high-order cognitive skills. Further investigation is required using other game elements that promote cooperation, autonomy, and personalization.

Reform of performance expectations has transformed the Australian not-for-profit (NFP) operational environment, with organisational volunteers increasingly regarded as part of the available service delivery workforce. This perspective creates a significant challenge for strategic human resource management (SHRM) principles and practice, particularly the development and consolidation of constructive attitudes on the part of volunteers. To date, research examining the specific relationships between HRM strategy and volunteer attitudinal outcomes has been deficient. It is also understood that while many HRM practices are applicable to both paid staff and volunteers, transfer capacity is not universal. It is therefore proposed that new mechanisms of engagement, based on social exchange, might be usefully applied to organisational volunteers. Organisational behavioural (OB) constructs of organisational commitment (OC) (Allen & Meyer, 1990) and psychological contract (PC) (Rousseau, 1989)...

The public sector enterprises are highly dependent on a multi-faceted workforce that consists of operational, administrative, and mechanical individuals to provide key services and ensure stability in the organizations. As opposed to the private organizations, the enterprises that are public are subject to regulatory measures, standard practices, and social responsibility and motivation of employees is an artificial but essential element of human resource management (HRM).This conceptual paper examines employee-oriented motivational factors that influence HRM effectiveness in public sector enterprises, with specific attention to frontline operational staff, administrative personnel, and mechanical or technical workers. As the research is based on the existing literature on motivation and public management, motivational factors are classified into the following dimensions: economic, occupational, psychological, social, and security-related. The paper supports the view that although financial incentives have limited impact, job security, meaningful work, recognition, supportive supervision, and skills development opportunities forms an important part of employee motivation in the public enterprises. The research provides a systematic model to help HR managers in the area of the government to develop inclusive and role-sensitive motivation structures and reveals future lines on which empirical research should focus.

Il paradosso della gentilezza pesante                                       
Esiste una forma di relazione organizzativa che, più di altre, sfugge alle categorie classiche della leadership disfunzionale. Non è apertamente autoritaria, non è dichiaratamente manipolativa, non si presenta con i tratti riconoscibili del controllo rigido. Al contrario, si veste di cordialità, prossimità, interesse umano. È una relazione apparentemente "calda", che tuttavia genera freddo interiore. Parliamo di una ambiguità relazionale a matrice paternalistica, in cui il manager, l'imprenditore o l'amministratore si pone in modo amichevole e accogliente, ma veicola simultaneamente, e spesso inconsapevolmente, un'intenzionalità di controllo, pressione e regolazione del comportamento. È una forma di doppio registro comunicativo: cura dichiarata, controllo implicito. Il problema non è solo etico o stilistico. È profondamente psicologico e sistemico. Perché questa ambiguità non produce semplicemente disallineamento: produce disorientamento percettivo. Il collaboratore, immerso nella dinamica disfunzionale, non sa più leggere la relazione. Non sa se è visto come persona o come performance. Non sa se una telefonata è interesse reale o un richiamo all'ordine travestito. Non sa se una convocazione è uno spazio di crescita o un dispositivo di pressione. E quando il senso relazionale diventa ambiguo, il sistema nervoso entra in allerta. Questa condizione di stress latente continuo e prolungato porta con se numerose conseguenze indesiderate. 1. Ambiguità relazionale: definizione e struttura fenomenologica L'ambiguità relazionale, in questo contesto, può essere definita come una configurazione comunicativa in cui i segnali espliciti e impliciti trasmessi dal leader risultano incoerenti, generando nel destinatario un'incertezza cronica circa le intenzioni reali della relazione. Questa dinamica si inscrive in ciò che Gregory Bateson definiva double bind (doppio legame): una situazione comunicativa in cui l'individuo riceve messaggi contraddittori su livelli diversi, senza possibilità di metacomunicare o uscire dalla relazione [1].

Employee performance is a critical factor in determining organizational success in the modern business environment. Human resource management (HRM) plays a significant role in enhancing employee performance through various strategic approaches. However, previous studies tend to examine determinants of employee performance in isolation, such as motivation, job satisfaction, leadership, and organizational commitment, resulting in fragmented findings. This study aims to systematically review the determinants of employee performance by integrating existing literature within HRM. The research adopts a systematic literature review (SLR) approach by analyzing articles published between 2015 and 2025 from academic databases such as Google Scholar and Scopus-indexed journals. The findings indicate that employee performance is influenced by multiple interrelated factors, including work motivation, job satisfaction, leadership style, work environment, and organizational commitment. The study emphasizes the importance of adopting an integrative perspective in understanding employee performance. This study contributes to the HRM literature by providing a comprehensive framework for understanding employee performance. It also offers practical implications for managers and a foundation for future empirical research in developing integrated performance models.