Social employee well-being challenges of academics in the hybrid work environment by Rudo Rachel Marozva, Anna-Marie Pelser

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Penerapan Algoritme Nearest Centroid Neighbor Classifier Based on K Local Means Using Harmonic Mean Distance (LMKHNCN) Untuk Klasifikasi Hasil Kinerja Pegawai Negeri Sipil by Adam Syarif Hidayatullah, Fitra Abdurrachman Bachtiar, Imam Cholissodin

“…One of institute that mange human resource using Talent Management is Malang city Badan Kepegawaian Daerah (BKD), which evaluates its employee annually after the work is completed. …”
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A Digital-based Talent Acquisition Framework for Start-ups: A Qualitative Multiple Case Study by Mohammad Hosein Kenarroodi, Hasan Boudlaie

“…Finally, a conceptual model presenting final strategies and comprehensive themes was developed as a framework for talent acquisition in start-up businesses, emphasizing the importance of having a structured approach to talent management. A talent acquisition framework is an important step for startups because it helps them in their digital recruitment strategy, enabling their productivity to be better.…”
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Designing and explaining the improvement model of women's employability capacity with emphasis on the 7th development plan by Mahsa Vahidpour, Akbar Etebarian Khorasgani, Mehrban Hadi Peykani, Saeed Daei-Karimzadeh

“…Based on this, the policy makers and those in charge of employment in the country should acquire recognition and detailed knowledge of the components of the development model of women's employability capacity with emphasis on the 7th development plan, such as support policies, challenges related to gender discrimination, territorial development, need assessment, value chain analysis, strategic alignment, dealing with island thinking, talent management, skill capacities, strategic balance, entrepreneurial platform, governing management structure, formation of think chambers, explanation of women's employment document, cognitive complexity, synergy, policymakers' attitude, knowledge sharing culture, empowerment, integration mechanisms, focus on core issues, community employability culture, networking, honoring the status of women, professionalization, decentralization, job-employee fit, cultural enrichment, information platforms, educational system, financial support, cognitive flexibility, control and supervision system and economic infrastructure. …”
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Presenting the indigenous model of organizational self-leadership with an emphasis on training in non-governmental organizations by Sajad Ghoreishi, abbas abbaspour, Mostafa Niknami, Morteza Taheri

“…In a study titled Why Self-Leadership Matters, Brownin (2018) concluded that organizational leaders are more sensitive to issues internal to their organization, such as diversity and talent management. These leaders must be able to reflect on their strengths and weaknesses and turn them into learning opportunities. …”
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