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Malaysia has shifted from a labor-intensive, agriculture-based economy since its independence in 1957 to a knowledge and innovation-based economy. Human capital development (HCD) is a key enabler for driving and sustaining Malaysia's socioeconomic growth. The education and training system is the main platform for HCD intervention. To sustain and achieve goals, long-term survival, competitive advantage, and sustainability, the workforce is optimized through comprehensive HCD interventions to provide the necessary knowledge, skills, and competencies needed to work effectively in a rapidly changing and complex environment. Numerous efforts have been made by the government to ensure that the education and training system has the capacity to enhance the quality and availability of intellectual and skilled human capital to support the transition toward knowledge-intensive activities, sustain economic growth, and compete in the global market. The country's development plans and policies as well as the economic development which lead toward a knowledge-based economy with a knowledge-based workforce have charted out clear transformation journeys for the development of the human capital ecosystem. This chapter presents an overview of the landscape of HCD in Malaysia. Relevant reports, plans, policies, and strategies to strengthen human capital through education and training is reviewed. Finally, a few issues and challenges that Malaysia experiences are discussed.

Drawing on assemblage theory (Deleuze & Guattari, 1987; DeLanda, 2006), this conceptual chapter seeks to provide an analytical lens for examining the power and capacity of Big Data analytics to exercise territorializing and deterritorializing effects on compound polities and supranational organizations. More specifically, the modern massive agglomeration of data streams and the accelerated computational power available to sort and channel them in effecting actions, decisions, and reconfigurations in contemporary assemblages, necessitate new exploratory tools to examine the impact of such trends on educational phenomena from a comparative perspective. In the first part, the chapter builds an analytical instrumentarium useful in theoretically elucidating the effects of Big Data on complex assemblages and serves as a methodological extension in investigating the ramifications of these effects on educational systems, spaces, and policyscapes. The second part sets out to illustrate how assemblage theory can explain the tension between the formal use of large official statistical data sets as a type of “regulated” Big Data, and the informal use of social media, as a type of “unregulated” Big Data, to construct or deconstruct, respectively, interlacing/interlocking components of assemblages, such as supranational organizations or compound polities. The European Union (EU) and the Caribbean Community (CARICOM) are taken as examples of complex assemblages in which the long-standing utilization of EU’s Eurostat and CARICOM’s Regional Statistical Database have served as territorializing forces in consolidating policy logics and in legitimizing decision-making at the supranational level, while the emergence of “loose” social networking technologies appears to have deterritorializing effects when employed deliberately to delegitimize or subvert socio-political processes across supranational polities.

The consequences of a media-shaped perceptual destination attribute during the pandemic on a commitment to embrace and thread trip intent are explored in this research. The influence of four elements related to the choice of destination, involving reliability, strategic planning, health service, and friendly relationship on tourism performance expectancy are chosen depending on visitors' previous experience of a certain place, using the notion of psychological tourist satisfaction and an interactive personality questionnaire. Industry 4.0 paradigms are either viewed with skepticism or eagerness by organizations. Organizations that develop different innovative strategies to leverage the digital world doing and offering greater opportunity will certainly drive the evolution in tourism. Any revolutionary technology has the potential to benefit or harm enterprises. An Industry “4.0” data type depicts the technological transformation occurring inside a given business, from Industrial Revolution 4.0 to dealing with customers 4.0. However, one instance is Tourism 4.0. Social networking is not unique. Hospitality organizations, especially, must be acutely conscious of the customer's power as a result of social networking sites. The increase in security concerns by preventing the rate of cybercrime and by enhancing the secure money transactions in online reputation management consolidates the socioeconomic relationship. The comparative study has been propagated in relevance to the pre- and post-pandemic effects on the tourism industry.

Purpose: The main aim is to explore and recognize productive ways to create human-centred designs (HCDs) for employee experience (EX). HCD is a concept that prioritizes the needs, preferences, and behaviours of humans using the product or service. EX refers to all interactions an employee has with their employment lifespan – from recruitment to retirement. By taking the HCD approach to EX design, companies can create a work environment tailored to their employees’ needs and preferences.

Design / Methodology: The explorative research design to apply journey maps. By mapping out the employee journey, designers can identify pain points and areas for improvement.

Findings: The findings highlight that artificial intelligence and robotics are core components of designing HCD and can be applied to EX design. By prioritizing EX, companies can attract and retain top talent, increase employee engagement and productivity, and gain a competitive advantage.

Research Limitations: The study is developing and involves detailed insights from different companies, making it difficult and time-consuming to prepare a comprehensive report.

Practical Implications: The findings of the study will add value to other organizations to follow and develop policies and practices that make the employees cherish their work.

Originality: The chapter’s originality lies in providing a comprehensive understanding of HCD and EX. It emphasizes leveraging the strengths of both humans and bots for enhanced workforce experience and business growth. Exploring future automation and technology integration trends adds depth to the chapter’s contribution.

This empirical investigation studies the correlates and predictors of employees’ psychological outcomes during mergers and acquisitions (M&As) in the context of India. This study examined the role of different types of training initiatives (awareness training, human capital development training, and cross-cultural training) on building employees feeling of psychological empowerment and thriving. Further, second-order attitudes were studied in the form of employee satisfaction and commitment. A cross-sectional research design was adopted where quantitative and qualitative data were collected to investigate the interplay between the variables. Data were collected on an adapted standardized questionnaire from the employees of a public sector organization (N = 117) which had merged with a software company to deliver its IT services. Descriptive analysis, multiple correlational analysis, and stepwise regression analysis have assisted in exploring the different relationships amongst the variables. This study produces a prescriptive framework for merger success based on the model of growth and thriving (Spreitzer & Porath, 2012). Broadly, the results point towards the facilitative role of training in developing feelings of psychological empowerment, thriving, commitment and satisfaction with the merger, however qualitative data identified significant cultural undercurrents.