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 hopes and aspirations of Law No. 6/24 on Village autonomy has faced several problems and challenges. These problems and challenges arose when the village government had to undertake various delegated tasks assigned by the regency, provincial, and central governments. As a result, the village is preoccupied with delegated tasks assigned by supra-village authorities, straining its resources and budget. The shift in focus resulted the village government are unable to perform their main tasks and responsibilities. This situation is akin to the Village Head functioning as a state employee. Stunting is one of the assignment programs that causes various problems and instrumentalizes villages. This process involves mobilizing village institutions, human resources, and budgets to ensure the program’s success. This study employed exploratory-qualitative approach to investigate the challenges arising from the stunting program’s implementation in Ngargosari Village. The research informants included the village head, village officials, posyandu cadres, community leaders, and program beneficiaries. The data were gathered through in-depth interviews were validated and reconfirmed using Focus Group Discussions. Furthermore, an in-depth analysis was carried out to obtain findings related to village instrumentalization in the stunting program. The findings revealed that the stunting program’s implementation involved mobilizing village institutions, resources, and budgets. The village government lacked bargaining power against supra-village policies, despite their alignment with local values and wisdom. The central government dictated the system, procedures, mechanisms, and methods for handling stunting in a centralized manner, disregarding local wisdom and the authority of village governments as outlined in Law Number 6 of 2014 on Villages. Consequently, the stunting program represents a form of village instrumentalization akin to the New Order era, with centralistic initiatives that relegate village heads to the role of state employees.

Most airport development projects entail disputes due to the features that are distinctive and complicated. Disputes can be minimized through creative problem-solving by implementing knowledge management practices into the system. This study investigates the direct influence of knowledge management (KM) on dispute minimization (DM) along with the key factors for developing a strategy that can enhance KM success. A mixed method was adopted including statistical data analysis based on the PLS-SEM and descriptive analysis with the SECI (Socialization, Externalization, Combination, Internalization) model approach for strategy development. These findings show that KM has a positive and significant direct influence on DM, while the factors that are considered to have a significant influence on KM success are human resources management (HR) and learning & training (LT) on airport development projects in state-owned airport companies. This research supports the importance of a well-developed HR system accompanied by regular LT to all members of the organization to optimize and encourage the spread of knowledge in the organization.

This research aims to examine the influence of IHRMP, recruitment and selection, training, compensation, and performance appraisal on the productivity of Faculty Members (FM) productivity working in private universities in the UAE. The study also examines the mediating role of Organizational Commitment (OC) and the moderating role of the Entrepreneurial Mind-set (EM). The research adopted the social exchange theory. A survey was conducted comprising 160 FM. The data was analyzed using Structural Equation Modelling, Smart-PLS. The findings indicate a positive relationship between IHRMP and the productivity of the FM. The findings also show that OC mediates the relationship between IHRMP and the productivity of FM. Finally, an EM was found to moderate the relationship between IHRMP and the productivity of FM.

This article explores the properties of Fibonacci sequences and their widespread applications.