The need for strategic alignment within HR management increased managers' concern about individual behavior and how this behavior was related to the achievement of goals. In public management, effectively managing employees' performance has been necessary since Weber's bureaucratic administration. The individual performance appraisal is the right tool to assess employees' competencies. Thus, we proposed the following research question: Which factors, as pointed out by theory, have the most significant influence on the individual performance appraisal process? The quantitative method was applied to answer this question, developing and testing a scale via EFA and a hypothetical model via SEM-CB. The results indicated a scale with 25 items able to access the main points of the IPA process and a hypothetical model with 7 constructs that indicate the influence on employee engagement. The main finding is the significant influence of feedback on the whole process. The main theoretical contribution was the construction of the MIPAS scale, and the practical contribution was to identify the points where managers should focus on improving the IPA process with their subordinates.

This article delves into the controversial practice of utilizing a student’s first language (L1) as a teaching resource in second language (L2) learning environments. Initially, strategies such as code-switching/code-mixing and translanguaging were considered signs of poor linguistic ability. There was a strong push towards using only the target language in foreign language education, aiming to limit the first language’s interference and foster a deeper immersion in the new language. However, later research has shown the benefits of incorporating the first language in bilingual education and language learning processes. It’s argued that a student’s knowledge in their native language can actually support their comprehension of a second language, suggesting that transferring certain linguistic or conceptual knowledge from L1 to L2 can be advantageous. This perspective encourages the strategic use of this knowledge transfer in teaching methods. Moreover, the text points to positive results from various studies on the positive impact of L1 usage in L2 classrooms. These insights pave the way for further exploration into the application of the first language in adult English as a Second Language (ESL)/English as a Foreign Language (EFL) education, particularly regarding providing corrective feedback.

To rejuvenate the country through science and education, the university is an important position of China's personnel training system and a base for the production of human resources in our country. The higher education in the popularization stage has made a profound change in the employment mode of graduates, which makes the discipline structure and personnel training mode of colleges and universities adapt to the requirements of the market and society. Based on the employment situation of colleges and universities, this paper analyzes the significance, dilemma and suggestions of constructing a feedback mechanism for the quality of graduates, so as to help colleges and universities cultivate more high-quality talents.

This study investigates the impact of artificial intelligence (AI) integration on preventing employee burnout through a human-centered, multimodal approach. Given the increasing prevalence of AI in workplace settings, this research seeks to understand how various dimensions of AI integration—such as the intensity of integration, employee training, personalization of AI tools, and the frequency of AI feedback—affect employee burnout. A quantitative approach was employed, involving a survey of 320 participants from high-stress sectors such as healthcare and IT. The findings reveal that the benefits of AI in reducing burnout are substantial yet highly dependent on the implementation strategy. Effective AI integration that includes comprehensive training, high personalization, and regular, constructive feedback correlates with lower levels of burnout. These results suggest that the mere introduction of AI technologies is insufficient for reducing burnout; instead, a holistic strategy that includes thorough employee training, tailored personalization, and continuous feedback is crucial for leveraging AI’s potential to alleviate workplace stress. This study provides valuable insights for organizational leaders and policymakers aiming to develop informed AI deployment strategies that prioritize employee well-being.

In response to the rapid and dynamic changes in the economic environment, companies must improve their processes to maintain competitiveness. This includes enhancing their intellectual capital, with particular emphasis on effective onboarding processes, which play a crucial role in integrating new employees and retaining talent. This enhances the value of the organization’s intellectual capital and emphasizes onboarding—the training and integration of new employees—whose proper functioning impacts staff retention. Drawing on both Hungarian and predominantly foreign literature, we highlight onboarding processes and examine their implementation in Hungarian companies of various sizes. The research employed a mixed-method approach, combining semi-structured interviews and questionnaires. In-depth interviews were conducted with HR leaders from 13 Hungarian organizations to explore the existence of mentoring programs. Additionally, 161 employees across Hungary completed questionnaires, which examined their perspectives on onboarding processes and the relationship between mentoring programs and company size. We analyzed the data using chi-square tests to assess the strength of these relationships. While all large companies in our sample had formal mentoring programs, smaller companies displayed more variability, with some relying on informal or ad-hoc onboarding processes. Based on these results, we identified several key areas for improvement in onboarding processes. These include enhancing the structure of feedback interviews, ensuring more comprehensive communication channels, and strengthening mentoring programs across companies of all sizes. By addressing these gaps, companies can improve employee retention, engagement, and overall integration during the onboarding process, contributing to a more stable and motivated workforce.