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This study examines the effectiveness of virtual training programs in times of crisis at a public institution in South Africa for an enhancement of talent development via virtual training in the post-pandemic period.

This study adopted a survey research design following a quantitative approach for data collection and analysis procedure. The respondents (employees receiving virtual training and the facilitators providing the training in times of crisis) were selected using a stratified random sampling technique. A structured questionnaire was designed and administered to 119 respondents in the participating public institution in South Africa. The data were analyzed using a variance-based structural equation modeling via SmartPLS, version 3.3.3.

The results showcased the impact of information technology and virtual training platform on the effectiveness of virtual training programs during the pandemic in South Africa.

There is a dearth of literature on the evolution and effectiveness of virtual training in times of crisis in South Africa. The outcomes of this study contribute to the extant literature on talent development, virtual training, and HR effectiveness in the digital age.

This study aims to examine the accounting skills required in Industry 4.0 to assist higher education institutions in developing Industry 4.0 accountants in Namibia.

This study adopted a qualitative approach for data collection and analysis. The participants (accountants and finance consultants) were selected using a purposive sampling technique. A self-administered questionnaire (open-ended) was administered to 120 participants. Useful information was retrieved from 99 participants in the participating accounting firms in Namibia. The data was analyzed using non-numerical content analysis via Atlas.ti, version 9.0.

Findings revealed the need to teach soft, technical and digital skills by higher education institutions in Namibia to enhance accounting graduates’ employability in Industry 4.0. The practical implication for higher education in Namibia is to do more in curriculum retooling.

There is a shortage of literature on the competency framework for Industry 4.0 accountants, particularly in Namibia. The outcomes of this study contribute to the extant literature and assist higher education institutions with helpful information for accounting programs review and enhance graduates’ employability in Namibia.

This study examines the issues affecting learning and development (L&D) interventions to enhance operational efficiency in airport companies.

This study adopted a case study design following a qualitative approach for data collection and analysis procedure. A purposive sample of fifteen executives, including 6 Chief Executive Officers, along with 9 operational managers from the aviation industry in Namibia were suitable participants to gather information about issues affecting L&D for specific interventions to improve operational efficiency in airport companies. The data was collected using face-to-face interviews. The transcripts generated from the recordings were organized using thematic analysis via NVivo version 12.

The results showcased a lack of training needs assessment and process, inadequate specialized training and poor levels of commitment. Hence, specialized L&D interventions will impact commitment and work outcomes, which are essential for operational efficiency in airport companies.

There is a paucity of literature on how to address L&D issues for operational efficiency in the aviation sector.

This study explores some of the key push and pull factors to consider in talent development and retention of competent employees by businesses operating in Namibia.

The participants in this study comprised of randomly selected white-collar employees in Namibia. The study adopted a qualitative research approach, utilizing online focus groups to gain insights related to white-collar labor turnover and retention. Thematic content analysis was employed during the data reduction process.

The findings revealed specific push and pull factors for consideration in developing talent retention strategies in contemporary business organizations.

Most of the extant literature on white-collar retention and labor turnover is based on Western contexts. The findings of this study contribute to the available literature by providing a perspective from the developing world, specifically, Namibia.