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This study investigates the effectiveness of problem-based learning (PBL) in information literacy curricula using library e-resources to enhance information literacy self-efficacy (ILSE) of students in two universities in Indonesia, in Java Island (University A) and Sumatra Island (University B).

A comparison of the effectiveness of the approach in the two universities forms the focus of the study, which has adopted a single group quasi-experimental design which was conducted in one online teaching-learning session. The authors compared the pre-test and post-test scores of 65 library and information science (LIS) students from both universities.

The results show that the treatment enhanced ILSE effectively. After the treatment, University A students performed better than those at University B.

The factors which affected the success of PBL using library e-resources have not been identified in this study, a task for a future qualitative research study.

This study will both inspire the use of library e-resources in learning activities and promote ILSE.

Integrating PBL with library e-resources provides opportunity to identify the advantages of library e-resources in supporting student ILSE, resulting a better learning achievement.

Automation is one of the ways in which enterprises can lower production costs and improve their quality. Since automation has a major impact on the nature of work and jobs, it demands new skills from supervisors. The major purpose of the study outlined here was to attempt to discover those approaches which are most effective in updating and changing supervisor skill formation. Questionnaires, covering working attitude, professional skills, interpersonal skills, administrative skills and mental skills, were sent to 1,000 members of Taiwan Electrical and Electronics Manufacturing Association. The results suggest that self‐development is most effective in fostering working attitudes, interpersonal skills and mental skills, while off‐job training outperforms self‐development and on‐job training in developing professional skills and administrative skills. Details more specific methods for effective supervisor skill formation, which show that supervisors can be educated to meet the requirements of an automated working environment.

With changes in world and national economies and the continuing trend over the last 20 years towards industrial automation, the nature of the workforce required has changed. Take the current industrial pattern of automation as an example. The demand for production operators drops while the demand for maintenance and repair workers increases. Unfortunately, however, most of the industrial workforce lacks the skills required to become effective members of this new workforce. This means that the changes in manufacturing processes and technologies must take place more slowly than would be the case if a ready supply of the right kind of labour existed. Not surprisingly, this means that we need to place emphasis on the training and development of workers to give them the appropriate knowledge and skills.

Everyone works in expectation of some rewards, and welfare is one of them. In order to understand the impact of employee benefits on employees′ work‐motivation and productivity, questionnaires were sent to corporations which had undertaken employee benefit programmes. Some of the significant results of this study are: employee benefit programmes have greater impact on work‐motivation than on productivity; monetary benefit programmes are most highly valued by both executives and workers; there is a cognitive gap between management and worker on the importance of employee benefit programmes; different genders have different benefit demands; unmarried employees, more than married employees, perceive that employee benefits have a greater impact on job performance. Employees with different education levels and positions perceive different employee benefit impacts; and employee benefit programmes have greater influence on younger employees′ job performance.

Defines technology transfer in the macroeconomic sense and highlights three factors which must be taken into account, namely contrast, similarity and compatibility. Advises examination of social and economic costs before embarking on such a project. Identifies human resources as the most important element of technology transfer, as it influences both the acquisition and integration of new technology. Provides a five‐stage transfer plan and explains how to overcome problems with staff mentality and “short circuits” in the thought process.

Businesses have to go through constant innovations on management, and innovation principles must be acquired through constant learning. Learning principles are realized through knowledge and wisdom sharing with colleagues, clients, and others in such learning activities as instruction, sharing, and self‐study. Such knowledge and wisdom sharing activities include study circles, on the job training, and technology exhibitions. Different learning activities such as survival learning, benchmark learning and leading learning are subject to different sharing mechanisms. Moreover the mastery of each sharing function is fundamental to enhancing the performance of knowledge management in a learning organization.

This paper aims to examine and analyze the effects of government policy, quality of human resources and professional institutions on workforce competitiveness using welding technology variable as a mediating variable.

This study used quantitative research by using partial least square – structural equation modeling (PLS-SEM) to analyze the collected data.

Based on the results of the analysis, it was noted that there was a significant influence between government policy, quality of human resources and professional institutions on welding technology. The coefficients are characterized by a positive direct relationship, which means that the higher the quality of government policy and human resources professionals variables, the higher the value of the institute of welding technology.

This study recommends that government should create policies that have benefits to competitiveness of Indonesian workforce. Implications from this study support government to use the model to determine and initiate policies in the field of welding as well as establish clear and standardized operating standards and recruitment process (government apparatus) that can accommodate the competitiveness of welding workers in Indonesia.

The originality of this paper is that the participatory approach was adopted in this study using PLS-SEM. In addition, this study was one of the first studies to carry out research at the BNSP office, BLK-Bandung-Jakarta, Makassar, B4T and dismiss the Ministry of Manpower and the Ministry of Industry in Jakarta, Indonesia, where there was no research in this location. Previous studies conducted research in various case studies.