The artificial intelligence (AI)-based architect’s profile’s selection (simply iSelection) uses a polymathic mathematical model and AI-subdomains’ integration for enabling automated and optimized human resources (HR) processes and activities. HR-related processes and activities in the selection, support, problem-solving, and just-in-time evaluation of a transformation manager’s or key team members’ polymathic profile (TPProfile). Where a TPProfile can be a classical business manager, transformation manager, project manager, or an enterprise architect. iSelection-related selection processes use many types of artifacts, like critical success factors (CSF), AI-subdomain’ integration environments, and an enterprise-wide decision-making system (DMS). iSelection focuses on TPProfiles for various kinds of transformation projects, like the case of the transformation of enterprises’ HRs (EHR) processes, activities, and related fields, like enterprise resources planning (ERP) environments, financial systems, human factors (HF) evolution, and AI-subdomains. The iSelection tries to offer a well-defined (or specific) TPProfile, which includes HF’s original-authentic capabilities, education, affinities, and possible polymathical characteristics. Such a profile can also be influenced by educational or training curriculum (ETC), which also takes into account transformation projects’ acquired experiences. Knowing that selected TPProfiles are supported by an internal (or external) transformation framework (TF), which can support standard transformation activities, and solving various types of iSelection’s problems. Enterprise transformation projects (simply projects) face extremely high failure rates (XHFR) of about 95%, which makes EHR selection processes very complex.

This research investigates the dynamic landscape of succession planning (SP) strategies in higher education, with a focus on synthesizing existing literature to guide improvements in presidential succession practices. The intense global competition in higher education has led to imbalances in the quantity and composition of potential successors, hindering institutions’ rapid advancement and affecting their competitiveness on the global stage. The study addresses critical challenges such as attracting, retaining, and nurturing successors in key positions beyond material incentives. Employing a literature analysis methodology, the research comprehensively examines the existing body of literature related to succession planning, offering recommendations to promote stability in leadership, foster continuous talent development, and mitigate talent crises. The study evaluates the current state of succession planning in higher education, identifying issues and their root causes. It provides a summary and analysis of ongoing research efforts related to successor quality, team formation, and cultivation models. Despite advancements through national talent cultivation policies, persistent challenges like talent scarcity, the absence of gender-inclusive succession plans, a lack of originality, and inconsistent staff flow hinder progress. The research attributes these challenges to traditional personnel systems and university administrators. Proactive measures are proposed, including creating awareness of succession planning, advocating for personnel mechanism reform, establishing a comprehensive training system, and developing a scientifically-grounded succession plan. Though the study aims to contribute to leadership development and address pressing issues faced by higher education institutions, with only a limited number utilizing mixed techniques, it restricted the comprehensive inclusion of social context knowledge and evidence regarding the motivations, beliefs, and experiences of individuals in this investigation.

Entrepreneurial motivation has been one psychological factor that determines the success of MSMEs as it interacts with external factors. However, this has been scarcely studied in relation to women and the success of MSMEs. This study aims to analyze the effects of motivation and external factors on the success of women running MSMEs in the province of Jambi, Indonesia. A survey research methodology through the distribution of questionnaires on the motivation scale and the success of the MSMEs scale that were constructed by the authors was applied. The rating scale of the questionnaires was rated on a five-point Likert scale. A total of 325 women running MSMEs in Jambi City were given and returned the questionnaires. The results showed that motivation, which is comprised of self-confidence, risk-taking, results-orientedness, intelligence, and skills, has a significant effect on the success of MSMEs. Meanwhile, the success of MSMEs is significantly more affected by time and length of effort than loans or funds due to the decreasing trend of demand for goods and services.

In the rapidly evolving landscape of contemporary business, the strategic alignment of employees with their designated roles is a pivotal determinant of organizational success. Employee misfit, characterized by a misalignment between employees’ skills, interests, and assigned roles, poses formidable challenges to individual and collective performance. This comprehensive research report delves into the intricate implications of employee misfit, explores evolving trends in career consciousness among job seekers, outlines the multifaceted challenges HR managers face, and fervently advocates for implementing a comprehensive selection process to address this prevalent issue effectively. The report underscores the proactive role of management in cultivating a supportive work environment, fostering diverse career pathways, and embedding an inclusive selection framework to confront and mitigate the persistent issue of employee misfit.

The use of geotechnologies combined with remote sensing has become increasingly essential and important for efficiently and economically understanding land use and land cover in specific regions. The objective of this study was to observe changes in agricultural activities, particularly agriculture/livestock farming, in the North Forest Zone of Pernambuco (Mata Norte), a political-administrative region where sugarcane cultivation has historically been the backbone of the local economy. The region's sugarcane biomass also contributes to land use and land cover observations through remote sensing techniques applied to digital satellite images, such as those from Landsat-8, which was used in this study. This study was conducted through digital image processing, allowing the calculation of the Normalized Difference Vegetation Index (NDVI), the Soil-Adjusted Vegetation Index (SAVI), and the Leaf Area Index (LAI) to assess vegetation cover dynamics. The results revealed that sugarcane cultivation is the predominant agricultural and vegetation activity in Mata Norte. Livestock farming areas experienced a significant reduction over the observed decade, which, in turn, led to an increase in agricultural and forested areas. The most dynamic spatiotemporal behavior was observed in the expansion and reduction of livestock areas, a more significant change compared to sugarcane areas. Therefore, land use and land cover in this region are more closely tied to sugarcane cultivation than any other agricultural activity.