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This research treated the secondary school teachers as the research scale and the research targets included the following: secondary school (employ unit), center of teacher education, and qualified teachers. In terms of these three groups of people, the topics of exploration focused on the perception of suitable teachers, perception of evaluation standard during the process of teacher examination and the relationship among teacher examination systems. The research was managed by two phases: the first phase referred to literature reorganization, expert interview, the qualities and conditions of suitable teachers, important evaluation standard during the process of teacher examination and teacher examination system used; the second phase included questionnaire survey, employ school acquisition, the perception of centers of teacher education and qualified teachers toward the suitability condition and examination evaluation standard in the first phase and teacher examination system used. This research found out that as to the perception of suitable teachers, through data collection, there were six factors reorganized. The levels of their importance were as follows: education devotion, teaching capacity, class management, capacity to guide special students, capacity to communicate with the parents and the will to undertake administrative works. Noticeably, employee unit and centers of teacher education apparently valued class management more, compared with trained teachers; as to evaluation standard of examination, the analytical result found out that the perception of three groups were different in terms of the views toward educational works, written examination data, candidate’s age, club experience at school and capacity to use multimedia support teaching materials. This research further proposed six suggestions for centers of teacher education and trained teachers: (1) employ schools considerably valued educational devotion; (2) trained teachers tended to neglect the importance of class management; (3) employee unit considerably cared about the new teachers’ competence to use multimedia support teaching materials; however, trained teachers did not have the same view; (4) employee unit considerably cared about new teachers’ views toward educational works as well as the candidates’ ages; (5) generally speaking, trained teachers neglected the importance of club experience at school; (6) the data revealed that written examination data was not relatively important in terms of teacher examination

The purpose of this paper is to review the achievements of Chinese educational management in the past 30 years, conclude the characteristics of Chinese educational management and indicate the problems of Chinese educational management and the countermeasures.

This paper reviews the research of educational management in China in the past 30 years from four aspects: research purpose, research methods, research contents and disciplinary system.

The paper sums up the main achievements, the main characteristics and the main problems of Chinese educational management in the past 30 years. It suggests that the disciplinary relationship should be further clarified; the role of disciplinary research accomplishments has to be further developed and the specialization level in disciplinary research needs to be further improved.

This paper indicates the direction for the construction of Chinese educational management in the future: to further clarify the relationship among related disciplines; to put the role of the research results into full play; to further improve the specialization level of disciplinary research.

This paper contributes to the construction of Chinese educational management both theoretically and practically.

This paper aims to study waqf practice in Pakistan with regard to its utilisation in funding for higher educational institutions (HEIs) and investigates waqf raising, waqf management and waqf income utilisation.

The paper is based on the views of 11 participants who are actively involved in the waqf, its raising, management and income utilisation, and is divided into three subcategories: personnel of higher educational waqf institution, personnel of waqf regulatory bodies and Shari’ah and legal experts as well as archival records, documents and library sources.

In Pakistan, both public and private awqaf are existing, but the role of private awqaf is greater in higher education funding. However, due to lack of legal supervision private awqaf is considered as a part of the not-for-profit sector and legitimately registered as a society, foundation, trust or a private limited company. Waqf in Pakistan is more focusing on internal financial sources and waqf income. In terms of waqf management, they have firm guidelines for investing in real estate, the Islamic financial sector and various halal businesses. Waqf uses the income for developmental and operational expenditure, and supports academic activities for students and staff. Waqfs are also supporting some other HEIs and research agencies. Thus, it can be revealed that a waqf can cater a sufficient amount for funding higher educational institutions.

In Pakistan, both public and private awqaf are equally serving society in different sectors, but the role of private awqaf is much greater in funding higher education. Nevertheless, the government treats private awqaf as a part of not-for-profit sector in the absence of a specific legal framework and registers such organisations as society, foundation, trust or private limited company. The waqf in Pakistan mostly relies on internal financial resources and income from waqf assets. As the waqf managers have over the time evolved firm guidelines for investment in real estate, Islamic financial sector and various other halal businesses, and utilisation of waqf income on developmental and operational expenditures, academic activities of students and educational staff, other HEIs and research agencies, it can be proved that the waqf can potentially generate sufficient amount for funding HEIs.

The study presents the waqf as a social finance institution and the best alternative fiscal instrument for funding works of public good, including higher education, with the help of three selected waqf cases. Hence, the paper’s findings offer some generalisations, both for the ummah at large and Pakistan.

The paper makes several policy recommendations for policymakers, legislators and academicians, especially the government. As an Islamic social finance institution, the waqf can help finance higher education anywhere around the world in view of the fact that most countries grapple with huge fiscal deficits and are hence financially constrained to meet growing needs of HEIs.

The study confirms that the waqf can be an alternative source for funding higher education institutions whether it is managed by the government or is privately controlled.

Social and educational planning has often been characterized by limited vision, short time frames, and consideration of only a limited number of variables. Many current futurists and planners ignore the possibility that the future might be other than a linear extrapolation of the past and present. Educational leaders should be proactive rather than reactive. Training in and experience with value clarification, normative forecasting, consensual validation processes, Delphi, trend analysis and design can provide educational leaders and planners with needed competencies in design, analysis, collaborative processes, and systems planning from a holistic perspective. Since 1970, the Educational Administration and Planning Program of the College of Education at the University of Vermont has included a seminar entitled “Future Cognition and Planning” which has been constructed around the above concepts and processes. In this article the professors who designed the seminar describe its components, its impact on students, its place in a preparation program for administrators and planners, and its value as an instructional process.

Performance evaluation is one of the most crucial, yet least understood functions of organisational life. In higher education for example, this issue arouses the emotions and consumes the time and the energy of both faculty and administrators as few others do.

Sustainable Development Goal 4 (SDG 4), based on the principle of leaving no one behind, ensures that equitable and quality education, as well as inclusion, are available to all, promoting opportunities for those who are disadvantaged and vulnerable including persons with disabilities (PWDs). The Indonesian government has demonstrated a commitment to the rights of PWDs in education. In this chapter, the history, the present, and the future of inclusive education will be presented following the master plan for the development of inclusive education. Strategies including accessibility, reasonable accommodation, and collaboration will be discussed as well as the challenges in implementing inclusive education.

This article provides further evidence that in the case of foreign investment, subsidiaries of multinational corporations spend more in labour training than similar domestic firms. Multinationals would maintain this advantage even in the form of the joint venture arrangement implying that lesser‐developed countries could still benefit from advantages of muitinationals without yielding to total foreign ownership and control.

Automobile salespersons have long been viewed by the general public as cunning and cold. They only fare better than murderers. The bad perception that the public has can be traced to the compensation system in the industry. This compensation system has also contributed to the high turnover rates of salespersons in dealerships. High turnover rates are costing the dealerships training cost and lost sales from returning customers. Dealerships have to start changing how they compensate their sales force. Replacing the at risk pay with salary and bonus will greatly change the salespeople’s selling attitude for the better. Salary based will also reduce the turnover rate especially during a lean period. It will also give a chance for a novice to enter the industry without them downgrading their lifestyle. Financial hardship during the learning period has been the main deterrent for newcomers to enter the industry. Other non‐cash incentives, such as free demonstrator, profit sharing and pension plans will help to retain the sales force. Another important factor is to hire the right salespeople from the beginning.

The purpose of this paper is to substantiate the importance of an educational platform for digital modernization of modern Russia’s regions in Industry 4.0 and to determine the functions and conceptual foundations of organization of regional market of educational services for execution of functions for stimulation of digital modernization of Russia’s regional economy.

The authors use the method of regression analysis for studying the influence of the indicators of adaptation of the market of educational services to the conditions of Industry 4.0 on efficiency of digital modernization of economy of the regions of the Volga Federal District of the Russian Federation as of late 2018-early 2019. The information and empirical basis of the paper is materials of the index “Digital Russia” of the Moscow School of Management “Skolkovo.”

It is determined that the market of educational services plays an important role in the process of transition of regions of modern Russia to Industry 4.0, performing two functions: training of personnel who are capable of working with digital technologies and training of personnel who are capable of creating new digital technologies at a region’s companies. As a result, the educational platform of digital modernization of the regional economy is formed. The developed conceptual foundations of an organization of the regional market of educational services for execution of its functions on stimulating the digital modernization of Russia’s regional economy allow for three variants of the process of training of personnel: within execution of the order of partner companies in a regional technological park, within participation of the region’s companies in a tender for training of personnel and within an independent initiation of the process of training of personnel by universities based on the results of digital marketing.

The offered authors’ recommendations ensure the following advantages during the creation and development of the educational platform of a region’s digital modernization in Industry 4.0: high marketing activity of universities, direct sequence of training of personnel and improved treatment of the effectiveness of regional universities as the ratio of efficiency in personnel training to expenditures, which stimulates competition between universities and maximization of effectiveness of educational platform of a region’s digital modernization in Industry 4.0.