This article analyzes library promotion in developing the Universitas Sumatera Utara (USU) towards a World Class University (WCU). Indonesia is experiencing educational obstacles in achieving the WCU title. Several factors influence the difficulty of achieving the WCU predicate, but the most dominant is the library’s role in accommodating student literacy skills. As one of the higher education institutions, USU understands the vital role of the library in increasing the intensity of literacy to achieve the WCU predicate. The urgency of this research is to review the promotion of the USU library in achieving the WCU predicate through the library as an instrument. This article uses qualitative research with a case study approach. The data collection techniques used in this article are in-depth interviews, observation, and documentation. Primary data sources in this article are research informants, while secondary data used are books, articles, and reportage. The data collected by the author will then be analyzed using content analysis techniques. The results show that the library has various vital roles in literacy reform so that USU can achieve the WCU title. In this case, the library pursues promotional strategies including 1) Product, 2) Price, 3) Promotion, and 4) Distribution. The whole promotion model contributes to improving campus literacy in achieving WCU goals.

This study aims to explore the evolution of the human resources field in Western academia during the 1970s and 1980s, focusing on the trends in research topics across different decades. The analysis utilizes citation co-citation analysis, multivariate statistical analysis, and social network analysis. The research data were drawn from the Web of Science (WoS) database, comprising 1278 documents. By distinguishing between different time periods, the study identifies shifts in the field across two distinct time frames, visualized through multidimensional scaling maps. The results indicate that the 1970s were dominated by seven major research streams, while the 1980s introduced eight research streams, with “human resources” emerging for the first time as a prominent research frontier. The volume of literature, co-citation frequency, and citation counts all increased over time, reflecting the growing vibrancy and expanding scope of research in the field. Although citation co-citation analysis provides objective quantitative insights, issues such as the purpose of citations, the extent to which cited documents influence citing documents, and the varying layers of citation impact may introduce potential errors in the co-citation analysis results.

Universal Health Coverage is a health insurance system that ensures every citizen in the population has equitable access to quality and effective promotive, preventive, curative, and rehabilitative health services. Meanwhile, the Medan City Government of Indonesia is trying to improve health services through the Medan Berkah Health Insurance Program by adopting Universal Health Coverage, which aims to provide Universal Health Coverage to the entire community. This study aims to explain the implementation and projection of the development of health services of the Medan City Government with the Universal Health Coverage System in the Medan Berkah Health Insurance Program which is intended as a step in providing opportunities for all people to get equal opportunities in health services, especially for the poor. This research uses qualitative research by using the literacy study method by studying related documents and conducting in-depth observations. Data analysis included data reduction, presentation, and conclusion drawing. The Medan City Government implemented the Universal Health Coverage Program in Jaminan Kesehatan Medan Berkah, which aims to improve health services in the city. The government is committed to simplifying the bureaucracy, managing the medical workforce, and collaborating with stakeholders and the community. However, challenges include low community participation, limited resources, lack of coordination, and limited access to information, which hinder the successful implementation of the program.

Human resource management practices are crucial, especially in the private healthcare sector. This could be because managing personnel in the healthcare sector is particularly challenging; therefore, meeting every employee's needs is crucial. Recently, the healthcare sector has experienced a scarcity and unbalanced distribution of employees due to job turnover. In addition, employee performance in the private healthcare sector has shown a slight drop due to the dissatisfaction of employees toward human resource practices such as unattractive compensation and rewards packages, bias in performance appraisal, lack of training and development, and many more. Therefore, this study is conducted to examine the impact of human resource practices on employees' job performance. Specifically, there are three main human resource practices observed as factors that contribute to an employee's job performance. The three human resource practices are compensation and benefits, performance appraisal, and training and development. There were four private hospitals operating in Selangor, Malaysia, chosen as a sample for this study. The private hospitals are KPJ Selangor Specialist Hospital, Columbia Asia Hospital Puchong, Assunta Hospital PJ, and Sunway Medical Centre. Out of these four private hospitals, there were about 291 employees working at the front desk: nurses, clinical workers, and administration staff were chosen as respondents in this study. The questionnaires were distributed to the respondents by hand. The data collected was analyzed using SPSS version 29. The findings indicate that employee job performance in Malaysian private hospitals is positively correlated with compensation and benefits. Employees feel motivated by compensation, which encourages them to increase their production and work more efficiently. Additionally, the findings also suggest that performance appraisal and training and development significantly contribute to employee job performance.