The objective of this work was to analyze the effect of the use of ChatGPT in the teaching-learning process of scientific research in engineering. Artificial intelligence (AI) is a topic of great interest in higher education, as it combines hardware, software and programming languages to implement deep learning procedures. We focused on a specific course on scientific research in engineering, in which we measured the competencies, expressed in terms of the indicators, mastery, comprehension and synthesis capacity, in students who decided to use or not ChatGPT for the development and fulfillment of their activities. The data were processed through the statistical T-Student test and box-and-whisker plots were constructed. The results show that students’ reliance on ChatGPT limits their engagement in acquiring knowledge related to scientific research. This research presents evidence indicating that engineering science research students rely on ChatGPT to replace their academic work and consequently, they do not act dynamically in the teaching-learning process, assuming a static role.

Purpose: This research aims to explore the phenomenon of job-hopping in the engineering sector in Penang, Malaysia, focusing on how factors like positive work culture, compensation and benefits, and job satisfaction influence an engineer’s propensity to frequently change jobs. Design/methodology/approach: The study adopted a cross-sectional survey design, targeting 200 engineers in Penang. It was grounded in Herzberg’s Motivation-Hygiene Theory. Data collection was conducted using online questionnaires, which were adaptations of instruments used in previous research. Statistical analysis, including Pearson correlation and multiple linear regression, was performed using SPSS software. Findings: The Pearson correlation analysis revealed significant negative relationships between positive work culture, compensation and benefits, job satisfaction, and the tendency to job-hop. However, in the regression analysis, only job satisfaction emerged as a significant predictor of job-hopping behavior. This finding suggests that while factors like work culture and compensation/benefits contribute to the overall work environment, they do not primarily drive job mobility among engineers in this region. The study indicates that job satisfaction plays a more crucial role in influencing engineers’ decisions to change jobs frequently. Conclusion: The study enriches the field of organizational psychology by applying Herzberg’s theory to understand job-hopping behavior in the engineering sector. For organizations in Penang, the findings highlight the importance of enhancing job satisfaction as a strategy for reducing job-hopping and retaining talent. This insight is valuable for both academic research and practical application in the industry, emphasizing the critical role of job satisfaction in curbing job-hopping tendencies within the engineering field.

Currently, there is a significant gap between the training objectives and the actual situation of electromechanical talents in higher vocational colleges. Many teachers in electromechanical departments do not meet the required qualifications and are unable to adapt to the developments of the new era. The talent training mode is insufficiently comprehensive, and the criteria for talent assessment are not unified. In response to these issues, it is necessary to promptly change the mindset, innovate educational ideas, focus on the present while planning for the future, clarify training objectives, adopt a dual education model that integrates production and education, strengthen the faculty, utilize their potential, and improve the overall educational quality to provide guarantees for talent development.

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.