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.

The aim of this article is to investigate the impediments to creativity perceived by managers, the levels of creativity, its indicators, and personal characteristics conducive to creativity, as well as to elucidate the correlations among them. An experimental study was conducted involving 300 participants. Methods employed include surveying, testing, and mathematical statistical analysis. As the level of creativity increases, participants tend to assess their opportunities more favorably. The expression of creativity depends on the interconnection among the barriers to creativity, indicators of creativity, and personal qualities of creativity. A high level of creativity is manifested when there are fewer barriers and personal qualities such as Imagination and a propensity for Risk-taking. Conversely, the level of expression of creativity is low when there is an interconnection between Creativity and Complexity, Imagination, and creativity barriers such as lack of confidence and conformity to majority opinion.

This study explores the pivotal factors influencing the adoption of International Financial Reporting Standards (IFRS) in the banking sector of Vietnam, focusing on the perceptions of its benefits, the competence of accountants, the involvement of managers, and the guidance from the accounting and auditing community. Employing Exploratory Factor Analysis (EFA) on data collected from 236 professionals across accounting, auditing, banking, and finance, the research reveals that the perceived benefits of IFRS, active managerial participation, and advice from the accounting-auditing community significantly encourage the adoption of IFRS within Vietnamese commercial banks. Interestingly, the competence of accountants was not identified as a significant determinant. These findings suggest a nuanced landscape of IFRS adoption, emphasizing the importance of managerial support and community guidance over individual accountant competence. The study contributes to the broader discourse on IFRS adoption, offering actionable insights for banks, policymakers, and potentially applicable strategies for firms in Vietnam or similarly positioned economies on the path to IFRS compliance.

This study aimed to evaluate the impact of investors on the development of health and hospitality tourism in Kosovo. The study involved 50 investors from various hotel and healthcare companies. The guerrilla method was used for the methodology of this study. In this study, a semi-standardized instrument was used which measures the impact of investors in the development of health and hospitality tourism. The findings of this study have shown that there is a significant correlation between the investments made by investors and the development of health and hospitality tourism in Kosovo. Also, from the findings of the study, we understand that the male gender achieves a higher average of investments than the female gender in health and hotel tourism in Kosovo than the female gender. Finally, the findings of this study and the practical significance of these findings are discussed and recommendations are given regarding the findings of the study.

Training is an important content of enterprise human resource management, which is a purposeful, planned and step-by-step learning, its goal is to enable managers to master specific professional knowledge, working methods, skills, and improve their working attitudes and values, so that the potential of managers can be fully exerted, so that the performance of individuals and enterprises can be improved, and promote the development of individuals and organizations. For grassroots managers, as the front-line managers of the enterprise, about 60% of their employees are directly managed by them. One of the important bases for leaders to support training is the training program, how to write an attractive training program is a mandatory topic for every human resource management, this article will be from the training theme extraction, program logic concept, training safeguard measures several aspects to discuss, in order to enlighten the reader.

The purpose of this study is to explore the client service experience of medicaid case managers in Korea and prepare health protection measures. The research method was in-depth interviews, and data was collected twice in total from 04 September to 06 September, 2023. The study participants were five medicaid care managers belonging to cities, counties, and districts across the country. As a result of this study, participants experienced problem behaviors such as unreasonable demands, verbal abuse and assault, a threatening environment, a passive attitude toward expressing emotions, and a defensive attitude when performing work. In addition, the participants appeared to be unaware of the organization’s management policy, the absence of a healing program for health disorders, and the follow-up management system to resolve client problem behavior. In conclusion, the organization must establish a safety and health management policy, establish a grievance handling committee, conduct safety and health education, investigate job stress and prepare countermeasures, prepare follow-up measures to protect health, and prepare a job stress relief program.