Supporting service delivery through the private sector is a policy priority for improving maternal and child health service delivery for UHC. Despite the increased attention, it is not clear how pay-for-performance interventions within the private sector perform post-donor transition. This study aimed to examine the impact of donor transition on private service providers' ability to deliver maternal and newborn health in Uganda. An exploratory qualitative study was conducted in Uganda's Rwenzori and Lango sub-regions, which benefited from a USAID project to reduce maternal and newborn deaths from 2012 to 2016 in Rwenzori and 2015-2020 in the Lango sub-region. A purposive sample of 52 respondents (Rwenzori = 26, Lango = 16, National = 10) took part in the study. A thematic analysis technique was followed, guided by the components of the health systems dynamics framework, with data management supported by Atlas. ti a qualitative data management software. Overall, results reflect a mix of progress and setbacks following the cessation of donor funding to the participating private health service providers. The subnational governance to provide oversight to the private sector was strengthened, which extended into the post-transition period. Despite setbacks in the provision of a comprehensive MNCH package, such as a drastic reduction in patient volumes, reduced scope of services offered and inconsistent supply of emergency medicines, the popularisation of MNCH services among the private sector players created awareness of the same post-transition. The information systems built with donor support contributed to improved data reporting from the private sector, which was sustained post-transition. Human resources for health among private sector players were greatly affected post-transition, although the same benefited the public sector with an experienced pool of health workers from which they recruited into public service. Despite the continued use of equipment procured during donor support, the medicines and supplies were greatly affected by funding cessation. Equally affected was the financing following donor cessation to the private sector players post-transition. Despite the mixed results following donor cessation of funding to the private sector, these results have important implications for supporting private sector players to improve MNCH services in low-resource settings. The governance, health information systems, and service delivery experiences are critical aspects worth emulating for better engagement of the private sector in strengthening MNCH service delivery. Not applicable.

Human resources are a crucial asset for a company in maintaining the continuity of its business operations. Without an effective workforce, a company cannot function optimally. However, the challenge of retaining competent and qualified employees is increasing along with changing employee expectations and the dynamics of the work environment. One issue that frequently arises in an organizational context is the high rate of employee turnover, which is a major concern for management. Improving employee engagement and ensuring job satisfaction are considered effective strategies for reducing turnover intention, as both factors can strengthen employees' psychological attachment to the organization. This study aims to examine the partial effect of employee engagement and job satisfaction on employee turnover intention at Sadara Resort, as well as to examine their simultaneous influence. The findings of this study are expected to contribute to the literature related to the relationship between employee engagement, job satisfaction, and turnover intention, particularly in the hospitality industry. The results show that employee engagement and job satisfaction have a negative and significant effect on turnover intention partially. In addition, both variables simultaneously have been shown to have a significant effect in reducing employee intention to leave the company

This study aims to analyze strategies for optimizing Local Own-Source Revenue in the Kupang City Government using a SWOC (Strengths, Weaknesses, Opportunities, Challenges) analysis of the Strategic Plan of the Regional Revenue Agency for the period 2023–2026.The research method used is a qualitatative approach with a descriptive type, while the main focus of the research is on analyzing the strategic plan document of the Kupang City Regional Revenue Agency to evaluate the strategic plan in increasing Local Own-SourceRevenue especially local tax.The analysis reveals that despite strengths such as an online tax system and qualified human resources, there are weaknesses including suboptimal regulations, limited budget, and lack of integrated technology. Opportunities such as the delegation of tax authority and stakeholder support should be leveraged to enhance Local Own-Source Revenue. Key challenges include low taxpayer awareness and socio-political issues. The study recommends strengthening regulations, improving human resource capacity, advancing tax digitalization, and fostering inter-agency collaboration as primary strategies to sustainably increase Local Own-Source Revenue.

This study aims to analyze the relevance of higher education graduates to job opportunities in the digital technology era in Indonesia. This study uses a descriptive exploratory approach with a literature review method and direct observation of the research object. The literature review method is conducted by searching for research data or information through reading scientific journals, reference books, and published materials available in libraries and on the internet. This study also uses direct participant observation techniques, conducted by researchers on both employed and unemployed college graduates. The results of this study indicate that the relevance of higher education has a positive impact on job opportunities for some graduates who equip themselves with skills during their studies. From this research, it is hoped that the government and higher education institutions can improve the quality of higher education institutions and also the human resources (HR) of their graduates with the skills needed by the workforce to compete globally.

The growth of the digital economy brings both challenges and opportunities for regional economic development, especially in areas where infrastructure and human resources are unevenly distributed. This study examines how digital infrastructure and socio-economic factors influence ICT competence, which is a key driver of digital economic progress in Eastern Indonesia. Using data from 13 provinces between 2016 and 2023, the study applied a Fixed Effects Model (FEM) to analyze regional and time-based differences. The results show that Internet access has a strong positive impact on ICT competence, highlighting the critical role of digital infrastructure in boosting participation and reducing the digital gap. Education also plays a significant role, with improved education helping to build digital literacy and better prepare the population for technological change. On the other hand, income does not seem to have a significant effect on ICT competence, suggesting that economic factors are not yet the main drivers of technological skills in the region. Overall, the findings emphasize that digital development in Eastern Indonesia is primarily influenced by the availability of infrastructure and the quality of human resources. To support inclusive and sustainable digital growth, policies should focus on ensuring equal access to the Internet and incorporating digital literacy into education.

Employee attrition represents a significant burden, yet predictive models often fail to provide actionable retention strategies, creating a critical prediction–prescription gap. This paper introduces the Counterfactual–Dialectical Optimisation (CDO) framework, a novel methodology that bridges this gap by integrating predictive modeling, robust causal inference, and budget-constrained optimization. We first illustrate the framework’s mechanics on the synthetic Human Resources (HR) dataset, then conduct a rigorous proof-of-concept on the empirical ‘Saudi Employee Attrition Dataset’ to test its real-world applicability. In our empirical validation, we employ Propensity Score Matching (PSM) to estimate the causal effects of interventions while controlling for confounding variables. The results on the real-world dataset show that while predicting attrition is challenging Area Under the Curve (AUC ≈ 0.60), the framework successfully identified a deserved promotion as a powerful retention lever, causally reducing attrition probability by an estimated 23.9 percentage points. Acting on this insight, the optimization layer efficiently allocated the entire budget to this single, high-impact strategy for high-priority employees. This work provides a validated blueprint for shifting from passive prediction to active, Return on Investment (ROI)-driven prescription in strategic workforce management, demonstrating how to derive clear, actionable guidance even from complex, real-world data.

The impact of performance appraisal system can only be realised if the methods and procedure employed within an institution is consistent and competent to produce results. The impact of performance appraisal system is, yet again, the most significant issue, whereby human resources management in an organisation can use it to determine the employee’s training and development strategy, because it would enable an organisation to determine the competences and skills of all employees in the organisation to increase productivity. The purpose of this study is evaluating the impact of performance appraisal system on the employee’s training, development, and productivity: A Case of Capricorn TVET college, Limpopo Province, and making recommendation on what measures can be used to make an impact on the performance appraisal system’s training, development and productivity. Based on the findings of the study, the performance appraisal system employed by Capricorn TVET College does not make an impact because it doesn’t encourage training and development hence employee’s productivity and performance remain the same. It does not produce positive outcome.

This study aims to assess the effectiveness of a promotional strategy focused on school excellence in improving competitiveness and educational quality at SMPN 2 Kauman. The research focuses on three main aspects: the implementation of a promotional strategy based on production excellence (art classes, tahfidz classes, achievements, and cultural events), the efficiency of digital and offline promotional channels in influencing applicant interest and the institution's image, and identifying obstacles and suggestions for improving the quality of promotion in line with the quality of educational services. This study applies a qualitative approach with a case design through interviews, observations, and document analysis. The study findings indicate that the school has consistently implemented a promotional strategy based on excellence through flagship programs and public activities that are in line with community needs. Utilizing dual promotional channels in-person through school events and online through social media has been shown to increase school appeal, although the effectiveness of digital channels still needs to be strengthened in terms of content quality and publication consistency. Key identified obstacles include limited funding, a lack of human resources trained in digital marketing, and the lack of a data-driven promotional evaluation system. Based on these findings, the study recommends strengthening school promotional management by establishing a dedicated team, planning promotions based on performance indicators, professionalizing digital content, and integrating promotions with improving the quality of educational services. This study confirms that promotional strategies that prioritize excellence and are supported by professional governance have significant potential to sustainably improve school competitiveness.

The partners in this Community Partnership Program are elementary schools consisting of students, teachers, staff, and parents at GMIM 30 Elementary School in Sario Tumpaan Subdistrict, Sario District. The partner, GMIM 30 Sario Tumpaan Elementary School, as the target audience of the PKM program, represents a group of young community members who are the intended beneficiaries. Understanding the concepts and implementation of food security and food availability requires educational efforts from an early age, including through the application of the “love to plant” concept for elementary school students — the next generation who will face various challenges related to environmental sustainability and food security. By introducing them to planting activities early on, they will better understand how food is produced, the importance of protecting the environment, and develop an awareness to live healthily and independently. The problem is that implementing education to raise early awareness of planting among school children and practicing vegetable gardening at school faces several challenges, namely the absence of human resources at the school who can serve as educational facilitators and provide technical assistance in creating the garden. Additionally, students and teachers need to be motivated to participate in these activities so that the program can be carried out in accordance with its goals of promoting food security starting from elementary school. The solution to be implemented at the elementary school is collaboration with lecturers from the Faculty of Agriculture at Sam Ratulangi University to provide education to the students so that from an early age they can be taught about food security and the love of planting. In addition, there will be hands-on practice in planting vegetables and creating a vegetable garden at the school to encourage students to engage and develop an interest in agriculture as a food provider in support of the Food Security program.

Objective: To carry out an integrative review of studies that identified indicators of struc-ture, process and results in medication storage locations in Primary Health Care in Bra-zil. Methods: This is an integrative review carried out based on research in the ME DLINE/PubMed, LILACS, SciELO, Theses and Dissertations Catalog CAPES and Google Scholar databases, of national studies and without temporal limitations. Results: Nine teen studies were included, in eighteen (95%) the structure indicator was addressed, in fourteen (74%) the results indicator and in twelve (63%) the process indicator. Structure indicators were addressed in relation to adequacy to good storage practices, human resources and the presence of other structural parameters. The study approach to pro-cess indicators was related to stock control and the medication inspection procedure upon receipt. The results indicators addressed the availability of medicines, presence of expired medicines and technical-sanitary documentation. Two studies (10%) addressed exclusively the Pharmaceutical Supply Center (CAF) and the others were conducted si-multaneously in pharmacies in Basic Health Units. Conclusion: The work describes the criteria related to structure, process and results indicators frequently used to evaluate CAFs and medication storage locations, with structural indicators being more recurrent. The data presented contribute to the creation of specific assessment instruments for CAF, given the lack of information on storage conditions in these locations.

Model for fostering competencies for sustainable development in HEI: Human resources as drivers of the process

This study investigates the relationship between electronic Human Resource Management (e-HRM) systems and organizational performance, focusing on four key components: Employee Self-Service (ESS), Manager Self-Service (MSS), Human Resource Information Systems (HRIS), and Applicant Tracking Systems (ATS). The primary aim is to determine how these digital HR tools influence overall organizational effectiveness. Using a quantitative research design, data were collected through structured questionnaires administered to HR professionals and managerial staff across various organizations. Statistical analyses, including regression modeling and robustness tests, were employed to evaluate the impact of each e-HRM component on organizational performance metrics. The results reveal that all four components have a significant and positive effect on organizational performance. These findings align with recent empirical studies, suggesting that digital transformation in HR facilitates improved efficiency, strategic decision-making, and talent management. The study concludes that the successful implementation of e-HRM systems can serve as a strategic lever for organizational success. Accordingly, it recommends aligning e-HRM strategies with business objectives, ensuring system scalability and integration, maintaining data accuracy, and providing comprehensive user training to enhance system adoption and utility.

Understanding the development process of national cancer control plans in low- and middle-income countries.

Ambidextrous SMEs for a sustainable society. A narrative review considering digitalization, open innovation, human resources and green innovation

The growing prevalence of classIII obesity among older adults raises important challenges for accessibility in long-term care facilities. This study aimed to assess the availability of human and technical resources in nursing homes within a French department for the care of residents weighing over 150kg. A descriptive survey was conducted in September 2024 among 137 nursing homes, exploring three key criteria: housing accessibility, availability of bariatric equipment, and the ability to mobilize two caregivers. Among the 75 responding facilities, only eight met all three criteria. The possibility of two-person mobilization was the most frequently available (80%), compared to 57% for housing accessibility and 11% for bariatric equipment. These findings highlight the need to anticipate the specific requirements of individuals with severe obesity, to adapt facility equipment accordingly, and to prevent weight-related stigma in residential care settings for older adults.

Human Resource Development Strategies in Local Authorities in Zimbabwe: Some Critical Questions

The story beyond the stats: Decoding the psychological impact of human resource analytics on employees

This study presents a comprehensive bibliometric analysis of self-determination theory (SDT) research over 25 years of scholarly work (1998-2023) published in the Scopus database and comprising over 3706 publications. Using VOSviewer and Bibliometrix, this analysis identified the trends in SDT research covering core trending topics, authors, and institutional networks, as well as emerging themes, among others. The study highlights the theory's evolution from a focus on intrinsic motivation to its broader application today, covering both intrinsic and extrinsic motivation and extended organisational outcomes such as well-being and engagement. Key findings reveal that with the rise in the digital work environment, there has been a surge in publication post-2018, and attention has diversified in terms of adapting SDT to meet the evolving psychological needs of employees in the contemporary work environment. Additionally, SWOT analysis uncovers SDT's strengths in its foundational emphasis on three basic psychological needs (autonomy, competence, and relatedness) and its adaptability across diverse fields. The findings reveal the potential for cross-disciplinary integration between diverse areas in human resource management and organisational behaviour. Nonetheless, the study also reveals key limitations in operationalising SDT in high-pressure work environments and cross-cultural adaptability. As such, the study suggests future directions for research in exploring the theory's role in the digital work setting and its potential in supporting the psychological well-being of employees by addressing the evolving workplace, changing workplace dynamics, and addressing the evolving psychological needs of employees.

A multi-objective game theory model for sustainable profitability in the tourism supply chain: Integrating human resource management and artificial neural networks

Application of data visualization technology in human resource management and employee resignation prediction