Modern technologies have intensified innovations and necessitated changes in public service processes and operations. Continuous employee learning development (CELD) is one means of the molecule-atom that keep employees motivated and sustain competitiveness. The study explored the efficacy of CELD in relation to modern technology in the South African (SA) public service departments between 2014 to 2023 era. Departments are faced with challenge of equipping their employees with adequate professional and technical skills for both the present and the future in order to deliver specific government priorities. Data for the study were gathered utilizing a qualitative semi-structured e-questionnaire. The study sample consisted of 677 human capital development practitioners from national and provincial government departments in SA. The inefficacy CELD and the inadequacy of technological infrastructure and service delivery can be attributed to the failure by executive management and senior managers to invest in CELD to prepare employees for digital world. It is recommended that departments should use Ruggles’s knowledge management, Kirkpatrick’s training, and Becker and Schultz’s human capital models as sound measurement tools in order to gain a true return on investment. The study adds pragmatic insight into the value of CELD in the new technological environment in public service departments.

Kinnow production is hampered due to the lack of micronutrient applications such as zinc (Zn), iron (Fe), and manganese (Mn), which play a significant role in the metabolic activities of the plant, affecting yield and quality. The farmers of the region use mineral micronutrient fertilizers, but it leads to phytotoxicity due to unoptimized fertilizer application dose. In the present investigation, an attempt has been made to optimize the Zn, Mn, and Fe minerals dose as tank mix foliar application for improvement of fruit yield, quality, and uptake of nutrients. The twelve combinations of different doses of zinc sulphate, manganese sulphate, and ferrous sulphate fertilizers replicated three times were tested at kinnow orchards established at Krishi Vigyan Kendra, Bathinda, Punjab, India. The data revealed that the fruit drop was significantly low in the treatment F₁₂ (43.4%) (tank mix spray of 0.3% ZnSO₄ + 0.2% MnSO₄ + 0.1% FeSO₄ ) compared to control treatment. The fruit yield per tree was significantly higher in the treatment F12 compared to untreated control. The juice percentage was also recorded higher in treatment F12 as compared to control, and the juice percentage improved by 2.6%. The leaf nutrient analysis also revealed translocation of higher amount of nutrient from leaf to fruit under optimized supply of micronutrient. Thus, the application of tank mix spray of 0.3% ZnSO₄ + 0.2% MnSO₄ + 0.1% FeSO₄ may be used for better fruit yield and quality.

Orientation: Rewards are integral to keeping employees happy, efficient and engaged in their work. Thus, the engagement of academic staff within higher education institutions has become a top priority for organisational productivity and competitiveness. Research purpose: This study investigated the impact of total rewards on work engagement among the academic staff at a South African higher education institution. Motivation for the study: Engagement of academic staff is vital as higher education institutions are influential in the country’s development. Literature, however, has shown that most studies on total rewards and work engagement focus on sectors such as financial institutions, the mining industry and others. However, few reports have been on total rewards and work engagement in higher education. Research design, approach and method: This study employed a cross-sectional survey design, following a quantitative approach. From a population of 100 academic staff, 74 respondents responded to a self-administered questionnaire. Main findings: The results show a positive relationship between two dimensions of total rewards (work-home integration and quality work environment) and work engagement. However, no relationship was found between base pay, benefits, performance and career management, and work engagement. From the five dimensions of total rewards, a quality work environment was the only significant predictor of work engagement. Contribution: The study provides theoretical contributions through new literature and possible recommendations. The study may guide management in developing a rewards strategy that can promote staff work engagement.

Based on the research on 31 provincial-level administrative regions at the end of 2022, we used the geographic concentration index, geographic imbalance index, SPSS and ARCGIS spatial analysis techniques to study the spatial distribution, distribution factor correlation, and accessibility of national 5A-level scenic spots. The research results show that the overall distribution of my country's 5A-level scenic spots is unbalanced, with a low degree of concentration, showing a pattern of denseness in the east and sparseness in the west, with large inter-provincial differences. The density of traffic highways is positively correlated with the distribution density of 5A-level scenic spots. The traffic lines in the central and eastern regions are dense, and there are a large number of 5A-level scenic spots, especially the Beijing-Tianjin-Hebei region, the Yangtze River Delta region, and the middle and lower reaches of the Yangtze River and Yellow River. Therefore, the spatial distribution of China's 5A-level tourist attractions is mainly affected by the interaction of economic, transportation and social factors, among which GDP, transportation network and attraction of scenic spots are the most critical factors. These research results can provide a reference for optimizing the spatial layout of China's scenic resources and promoting regional socio-economic development.

Heat stress amplified by climate change causes excessive reductions in labor capacity, work injuries, and socio-economic losses. Yet studies of corresponding impact assessments and adaptation developments are insufficient and incapable of effectively dealing with uncertain information. This gap is caused by the inability to resolve complex channels involving climate change, labor relations, and labor productivity. In this paper, an optimization-based productivity restoration modeling framework is developed to bridge the gap and support decision-makers in making informed adaptation plans. The framework integrates a multiple-climate-model ensemble, an empirical relationship between heat stress and labor capacity, and an inexact system costs model to investigate underlying uncertainties associated with climate and management systems. Optimal and reliable decision alternatives can be obtained by communicating uncertain information into the optimization processes and resolving multiple channels. Results show that the increased heat stress will lead to a potential reduction in labor productivity in China. By solving the objective function of the framework, total system costs to restore the reduction are estimated to be up to 248,700 million dollars under a Representative Concentration Pathway of 2.6 (RCP2.6) and 697,073 million dollars under RCP8.5 for standard employment, while less costs found for non-standard employment. However, non-standard employment tends to restore productivity reduction with the minimum system cost by implementing active measures rather than passive measures due to the low labor costs resulting from ambiguities among employment statuses. The situation could result in more heat-related work injuries because employers in non-standard employment can avoid the obligation of providing a safe working environment. Urgent actions are needed to uphold labor productivity with climate change, especially to ensure that employers from non-standard employment fulfill their statutory obligations.

This study explored how facilitation skills—defined as instructional techniques that accurately convey core messages in a trusting relationship and encourage self-directed learning participation among adult learners—affect the effectiveness of learning. The research focused on adult learners enrolled in lifelong education programs at seven universities, including general and vocational colleges in Busan. It aimed to examine the relationships between instructors’ facilitation skills, learner engagement, and learning outcomes, as well as the mediating effect of engagement on these relationships. A total of 213 valid survey responses were analyzed from an initial 215 responses, excluding 2 unsuitable entries. The findings are summarized as follows. First, facilitation skills were found to partially influence learner engagement. Second, learner engagement was shown to affect learning outcomes. Third, facilitation skills were found to have a partial effect on learning outcomes. Fourth, learner engagement partially mediated the relationship between facilitation skills and learning outcomes. Based on these results, this study is expected to contribute to a deeper understanding of the relationship between facilitation skills and learning outcomes in adult learners, providing practical guidelines for enhancing effectiveness in various educational contexts.