Research that discusses the impact of implementing Green Human Resource Management and environmentally friendly behavior, especially in sustainable tourism, is limited. It becomes crucial to understand how implementing good green human resource management practices in tourism sector organizations. To achieve the objectives of this research, a qualitative approach was used where the data and information collected were obtained through direct observation and interviews with tourism informants. The findings show the importance of environmentally friendly behavior as the implementation of green human resource management is able to improve tourism management. The uniqueness of this research is developing a model of human resource readiness in implementing environmentally friendly behavior towards sustainable tourism. This resource readiness will be reflected in the GHRM model in supporting sustainable tourism. The results of this research offer a model of sustainable Green Tourism which includes antecedents, implementation and results achieved. These antecedents come from internal and external (environmental ethics and management commitment) managers which will result in good GHRM implementation. This model will be the basis for implementing sustainable tourism in human resource management practices based on literature reviews and also tourism management practices.

Mathematics education is a comprehensive scientific system that holds significant importance in studying the seamless integration between university mathematics education and secondary mathematics education. This research paper delves into the challenges encountered during the transition from high school to university mathematics and offers analytical strategies and recommendations for both teachers and students. The objective is to enhance the continuity and coherence of mathematics education. Furthermore, tailored recommendations are provided to bridge the gap between high school and university mathematics education, taking into consideration the unique characteristics of students from different provinces and cities.

Asian Infrastructure Investment Bank’s president Mr. Jin Liqun shares with JIPD Editor-in-Chief, Dr. Gu Qingyang, his passion for infrastructure finance, as he reflects upon his goal of steering an environmentally friend and corruption-free AIIB toward building social-impacting infrastructure across Asia.
From governmental departments to international financial institutes, Mr. Jin Liqun has undertaken almost every essential role in finance. With his vast experience across the private and public sectors, particularly in multilateral development banks, Mr. Jin Liqun currently serves as Asian Infrastructure Investment Bank (AIIB)’s first President since its founding in 2016, following a stint as Secretary-General of the Multilateral Interim Secretariat created to establish the bank. Beginning from his two decades of governmental experience at the Chinese Ministry of Finance, rising from the rank of Deputy Director General to Vice Minister, Mr. Jin was then called to serve as Vice President, and then Ranking Vice President, of the Asian Development Bank, and later as Alternate Executive Director for China at the World Bank and at the Global Environment Facility. Mr. Jin had also served as Chairman of China International Capital Corporation Ltd., China’s first joint-venture investment bank, in addition to serving as Chairman of the Supervisory Board of the sovereign wealth fund China Investment Corporation and as Chairman of the International Forum of Sovereign Wealth Funds.

To gain a deep understanding of maintenance and repair planning, investigate the weak points of the distribution network, and discover unusual events, it is necessary to trace the shutdowns that occurred in the network. Many incidents happened due to the failure of thermal equipment in schools. On the other hand, the most important task of electricity distribution companies is to provide reliable and stable electricity, which minimal blackouts and standard voltage should accompany. This research uses seasonal time series and artificial neural network approaches to provide models to predict the failure rate of one of the equipment used in two areas covered by the greater Tehran electricity distribution company. These data were extracted weekly from April 2019 to March 2021 from the ENOX incident registration software. For this purpose, after pre-processing the data, the appropriate final model was presented with the help of Minitab and MATLAB software. Also, average air temperature, rainfall, and wind speed were selected as input variables for the neural network. The mean square error has been used to evaluate the proposed models’ error rate. The results show that the time series models performed better than the multi-layer perceptron neural network in predicting the failure rate of the target equipment and can be used to predict future periods.

Several studies have discussed the benefits of blockchain in human resources management (HRM) policies to support the efficiency of HRM routine practices in organizations. The discussion ranges from selection and recruitment to employee separation. With the growing interest in digital application usage, research focused on utilization and effective measurement is needed. However, the existing literature review on blockchain-based HRM practices linked to cost efficiency still needs to be improved. Hence, this study aims to review current studies on blockchain human resources management systematically. This study investigates the trends in blockchain application usage in terms of practices, methodologies, and settings. This study used a literature survey and Publish or Perish software with Google Scholar and Scopus as the databases. 123 articles published in 19 journals from 2010 to 2022 were selected. This study used systematic data to reveal trends in HRM practices and qualitative inductive analysis to define relevant themes within the topic. The results show that blockchain applications for efficiency are used mainly in the recruitment and selection process, ranging from personal data verification to the quality of decision-making in skill development and maintenance. Five HRM practices have been discussed, indicating potential explorative and exploitative future research to improve the effectiveness of using blockchain in HRM practices.