HRIS is a crucial tool for HR departments as it provides a digital platform for managing and automating various HR functions. HRIS is a comprehensive solution that integrates HRM functions with IT, enhancing the daily operations of HR professionals. In today’s knowledge-based economy, business success relies heavily on the performance of its human resources, which are essential in a rapidly changing global environment. Businesses continually strive to stay ahead of the curve in the ever-evolving technology landscape to thrive in the market. Some scholars have highlighted the negative impact of Human Resource Information Systems, primarily focusing on the invasion of privacy as the main disadvantage. The study indicates that implementing a Human Resource Information System (HRIS) enhances business performance in the tourism and hospitality industry of the Maldives. It highlights that user satisfaction and ease of use are positively influenced by these systems. The research surveyed 211 professionals and managers from the Maldives tourism and hospitality sector using a Likert Scale questionnaire to assess the impact of the HRIS on business performance. The study used SPSS 22.0 to analyze the impact of the Human Resource Information System (HRIS) on the dependent variable. The findings indicate that managerial personnel and human resource specialists in organisations find a user-friendly and satisfying HRIS motivating and beneficial for enhancing their performance. Organisations implement the HRIS to achieve their goals, identify system shortcomings, and develop strategies to improve business performance in the Maldives’ tourism and hospitality sector.

In an era of intensified market competition, internal brand management (IBM) has emerged as a critical strategy for aligning employee behavior with brand values. This study investigates how IBM influences brand citizenship behavior (BCB) among front-line restaurant employees in Macao, emphasizing the mediating role of brand identification (BI) and simultaneously testing the moderating effect of leader-member exchange (LMX). Drawing from Social Identity Theory and Social Exchange Theory, the structural equation modeling (SEM) was used to test the model using data from 315 employees across 11 Macao restaurant companies. Analyzing via software package Smart-Pls 4.1, we found that IBM significantly enhances BI, which in turn strongly predicts BCB. While IBM directly impacts BCB, the effect is mediated by BI. Furthermore, LMX moderates the IBM-BI relationships, underscoring the role of leadership in internal branding effectiveness. These findings contribute to the internal branding literature by validating BI as a key psychological mechanism and LMX as a boundary condition. Practically, the study provides insights for restaurant industry seeking to foster brand-aligned behaviors through internal brand management.

This study investigates the integration of Yao ethnic cultural history into sustainable jewelry design and its implications for human resource planning, organizational management, and employee engagement techniques within creative sectors. The research emphasizes new approaches to improving employee well-being, work happiness, and organizational commitment by integrating cultural authenticity with circular economy concepts. The study specifically aims to (1) use Yao cultural elements to strengthen the organization’s identity and boost employee pride, (2) evaluate how consumers respond to circular economy ideas and how these ideas impact employee motivation and performance, and (3) explore how sustainability efforts based on culture affect consumer behavior and the morale of the workforce. We used a mixed-methods approach, combining qualitative interviews with fifteen experts in design, sustainability, and cultural heritage with a quantitative survey of 240 participants. Research indicates that using Yao motifs—such as traditional needlework and nature-inspired designs—enhances market attractiveness and promotes more employee alignment with business ideals, hence improving satisfaction and performance. The increasing customer acceptance of recycled and upcycled items enhances employees’ sense of purpose and engagement. These findings highlight the importance of incorporating sustainable HR practices, including culturally oriented training and open ethical principles, to enhance labor relations and foster equity. Utilizing cultural heritage in design innovation serves as a strategic instrument to enhance human capital and promote long-term organizational sustainability.

This study evaluates the effectiveness of Indonesia's defense industry policy from 2018 to 2023, focusing on PT Pindad, a pivotal state-owned defense enterprise. Using a Balanced Scorecard (BSC) framework, the study assesses PT Pindad’s performance across financial, customer, internal process, and learning and growth perspectives. The findings reveal strengths in financial stability (Current Ratio at 115.57% in 2023) and customer satisfaction, but challenges in Return on Investment (ROI), which fell from 6% in 2022 to 5.46% in 2023, signaling a need for further internal improvements. A mediation analysis using Shape-Restricted Regression indicates that Research and Development (R&D) serves as a crucial mediator, enhancing the impact of strategic alliances and technology transfer on PT Pindad’s self-reliance, with R&D showing a positive coefficient of β = 0.53 (p < 0.01). The systematic literature review complements these findings, underscoring the role of technology transfer, human capital development, and strategic partnerships as essential components for strengthening PT Pindad’s self-reliance and global competitiveness. Recommendations are made to enhance policy effectiveness by fostering robust technology transfer mechanisms, increasing investment in human capital, and expanding strategic partnerships. This research contributes to the literature on defense industry policies by providing a comprehensive evaluation framework that informs future policy decisions.

Heat transfer fluids (HTFs) are critical in numerous industrial processes (e.g., the chemical industry, oil and gas, and renewable energy), enabling efficient heat exchange and precise temperature control. HTF degradation, primarily due to thermal cracking and oxidation, negatively impacts system performance, reduces fluid lifespan, and increases operational costs associated with correcting resulting issues. Regular monitoring and testing of fluid properties can help mitigate these effects and provide insights into the health of both the fluid and the system. To date, there is no extensive literature published on this topic, and the current narrative review was designed to address this gap. This review outlines the typical operating temperature ranges for industrial heat transfer fluids (i.e., steam, organic, synthetic, and molten salts) and then focuses specifically on organic and synthetic fluids used in industrial applications. It also outlines the mechanisms of fluid degradation and the impact of fluid type and condition. Other topics covered include the importance of fluid sampling and analysis, the parameters used to assess the extent of thermal degradation, and the management strategies that can be considered to help sustain fluid and system health. Operating temperature, system design, and fluid health play a significant role in the extent of thermal degradation, and regular monitoring of fluid properties, such as viscosity, acidity, and flash point, is crucial in detecting changes in condition (both early and ongoing) and providing a basis for decisions and interventions needed to mitigate or even reverse these effects. This includes, for example, selecting the right HTF for the specific application and operating temperature. This article concludes that by understanding the mechanisms of thermal degradation and implementing appropriate management strategies, it is possible to sustain the lifespan of thermal fluids and systems, ensure safe operation, and help minimise operational expenditure.