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The importance and value of employees in service industries has been recognised by senior executives for many decades and they are aware that the service provided by human resources is the key to competitive advantage in the market place. This is particularly true of the hotel industry where employees form an integral part of the “hospitality product”. In labour intensive industries human resources are also costly to develop and maintain and increasing global competition in the 1980s followed by a world‐wide recession in the early 1990s has focused attention more acutely on the effectiveness of investments made in human resources. This had led to the rediscovery of human resource costing and accounting as a means by which organisations can monitor the impact of their employment practices on business performance. This article discusses the findings from research on the human resource accounting practices of hotel companies operating in the UK. The research indicates that very few hotel companies studied undertook any systematic analysis of their human resource investments and the economic contribution of employees remains unknown. This raises questions regarding the extent to which human resources are truly “valued” by hotel organisations and how much time and effort is devoted to ensuring that human resource investments and employment practices add value to the business.

The purpose of this paper is to explore the value of an alumni and employer engagement mentoring initiative in a hospitality and tourism school within a UK university.

The paper uses the survey method and interviews to provide qualitative and quantitative data on the participants’ reactions to the initiative.

The main components of successful mentoring programmes; matching, preparation, interaction and evaluation are explored to help identify the long‐ and short‐term challenges and benefits of mentoring students as they transition into the graduate labour market. The findings highlight the benefits to mentors and mentees and the challenges for ensuring participant engagement and ongoing development. The article concludes with an agenda for further mentoring developments in the midst of the dynamic challenges facing UK higher education institutions and the hospitality and tourism industry.

The article highlights the importance of a systematic approach to developing a mentoring programme and engaging industry in a distinctive way with the transitioning of undergraduates into the workplace.

This article offers unique evidence of an employer engagement initiative aimed at supporting sector specific management graduates as they transition from university into industry.

As the US transitions to a majority–minority population, the underrepresentation in the science, technology, engineering, and mathematics (STEM) workforce must be resolved to ensure that our nation maintains its competitiveness and global economic advantage. The persistent problem of retaining underrepresented minority (URM) students in STEM continues to be a national priority after several decades of attention. The role of historically black colleges and universities (HBCUs) in addressing this challenge cannot be overstated, given their history in producing African American STEM graduates. As the largest HBCU in the country, North Carolina A&T State University (NC A&T) serves a combined undergraduate and graduate population of 11,877 students, 78% of which self-identify as African American. To overcome the multiple challenges that impede retention and persistence to degree completion in biology, the Department of Biology at NC A&T has adopted a major cultural shift in its advising strategy. The new approach encompasses a Life Mapping and Advising Model that builds faculty–student relationships and engages both parties effectively in the process. The model includes six important pillars to drive student success: (1) dedicated advising space, the Life Mapping and Advising Center (LMAC), (2) effective advisors, (3) integrated peer mentor and peer tutoring programs, (4) an intrusive advising strategy, (5) integration with first-year student success courses, and (6) life coaching. Although the program is in its infancy, based on the first-year assessment data, we have observed many promising trends that, together, point toward successful retention and persistence of our students in the major.

Recent research including advances in neuro‐imaging indicates a profound effect on brain development as a result of exposure to abuse and neglect in childhood. This new area is called developmental traumatology. Areas of the brain that may particularly be affected are important in arousal control and executive function. Many adolescents presenting to forensic services have histories of neglect and abuse and deficits in key brain developmental functions. The management and treatment options for young people with developmental trauma and forensic needs are explored.

Attempts to theorize the relationship between the informal and the illegal sectors of the economy. States that there are significant behavioural similarities. Proposes an emergent paradigm based on dual labour market theory to explain the similarites and differences in order to guide future research in each area. Applies the theory to the production and marketing of crack cocaine and shows how the model helps us to understand issues of exploitation and risk makagement within the drug market.

There is a meager body of research addressing the role educational leadership preparation programs in colleges and universities play in preparing women leaders. Also educational leadership preparation research has yet to explore ways in which mentorship provides additional capital for female graduate students. This study seeks to understand the challenges facing, and the opportunities available to, female graduate students in educational leadership departments.

The study used qualitative methods to explore the constructs of educational leadership preparation and mentorship of female graduate students. Qualitative methods, specifically a questionnaire and a collaborative focus group, were informed by the work of feminist theory and were used to explore participants' experiences and perceptions with the larger purpose of understanding the implications of their experiences for the development of strategies and programs intended to support female graduate students.

The following themes emerged from the participants' stories: constraints within the organizational culture, personal and familial sacrifice, struggles with identity, questioning self, and experiences with mentoring.

The findings have important implications for the roles university leadership preparation program structures might play in supporting female graduate students and their career success. The findings also offer recommendations for the development of mentoring programs for female graduate students.

Currently, there is an exceptional lack of research documenting the lived experiences of female doctoral students, particularly research that can be used to inform policy and program development. To that end, the qualitative study described in this paper helps in understanding the challenges facing, and the opportunities available to, female graduate students in educational leadership departments as well as in understanding the implications of such experiences for the development of strategies and programs intended to support female graduate students.

Gives reports and surveys of selected current research and developments in systems and cybernetics. They include: A calculus of ethics for a systemic world, Biocybernetics, Neuroscience, Neural technology, Computational model for chocolate, Safety‐critical systems (SCSs), Scientific and technical information from Russia, Cybernetics and systems control, Automation and cybernetics, UK science research.