Entrepreneurship Education (EE) is renowned for developing students’ managerial aptitudes, skills, and ideas for self-reliance. The inclusion of digital technology and innovation in EE is necessary to enhance Entrepreneurial Intention (EI) and Entrepreneurial Motivation (EM) for technological revolution and economic development. The aim of the systematic literature review is to (i) identify the current study on digital technologies, innovation, EE, EI, and EM, (ii) highlight how digital technology and innovation shape EE to achieve EI and motivation among students, and (iii) offer new advice on the future EE in a digital era. A search strategy was instituted to ascertain the required publications from Scopus, Web of Science, DOAJ, IEEE, ProQuest, SAGE Journals, Taylor & Francis, and Wiley. The publications were between 2010 and 2024, with no language restrictions. Out of the 108 identified publications from the search, 69 publications representing 54 separate papers were used in the review. Digital transformation in EE requires significant studies to determine its role in economic development and job creation. This review identified several themes in the publications, such as innovation, motivation, skills development, digital technology, EE’s impact, and factors of EE. The sustainability and future expectations of EE through digital technology and innovation are highlighted in the review. The study identified several findings, such as factors depriving EE, such as experience, investment, teachers, infrastructure, technology, market size, government, competition, culture, and funds. Further findings are a strategic vision of EE through policies to embrace innovation and digital technology practices and to achieve EM and EI. Also, the selected papers for the review are current publications at 61.1%, the quantitative method at 42.3% and journal articles at 88.9%. It is prudent to review EE’s appropriateness in a digital and innovative environment and to identify the impact on EM and EI among students.

This systematic literature review is aimed at determining the predominance of existing studies conducted in HRIS as it relates to HRM, HRH, workforce management and the use of Information Systems (IS) and technology within the health sector. The main findings of the study demonstrate that HRIS benefits are the most researched at 11.8% with a) impact: implementation and IS in healthcare:10.5%; b) effectiveness: motivation, competence, workforce IS and adoption: 9.2%; c) workforce retention and migration: 7.9% d) HRIS and EHRM for decisions 5.3%, e) HRIS in HRM and digital records 2.6%; f) IT in the healthcare setting standing at 1.3%.

No organisation is ever static. For several reasons, each organisation reviews its aims and objectives from time to time. These reasons may be internally or externally driven. They could also be politically, economically and or socially motivated. Research has established that most of the attempts at bringing about change are based on the needs of employees and customers. Essentially, for the purposes of better management of employees and customers, human resource information systems (HRIS) are touted as the panacea for effective and efficient health sector service delivery. Focusing on South Africa, this paper used the descriptive literature review method to determine HRIS adoption issues within the health sector of South Africa. As an important sector in any growing economy, the health sector in our view benefits from a constant review of its mission. Within the context of South Africa, substantial emphasis is yet to be placed on health sector effectiveness. Elsewhere, in other regions and continents, research on HRIS adoption within the health sector suggests that its adoption is problematic but useful. The South African health sector is yet to fully embrace this technology and as a result is suffering from employee dissatisfaction, brain drain, and general maladministration. Investment in HRIS research is therefore instructive especially within the context of South Africa. What we have found through this review is that investing in HRIS is crucial; however, it requires thorough consideration for its funding, infrastructural support, and skilled manpower among others.

Orientation: The retail industry is the largest contributor to employment and the gross domestic product (GDP) in the Western Cape, South Africa. The management of human resources in this very competitive industry is a high priority for all retailers. The successful implementation, maintenance and use of human resource information systems (HRISs) are an integral part of many retailers.Research purpose: Human resource information systems are difficult to implement and maintain, and as a result, organisations cannot effectively utilise these systems to their benefit. The purpose of this paper is to explore the factors affecting the implementation, maintenance and use of HRISs in two retail organisations in the Western Cape.Motivation of study: Many retailers find it difficult to apply and utilise HRISs to their benefit and to the systems’ full potential. This study explores the challenges retailers are facing when implementing, maintaining and using HRISs.Research design, approach and method: Multiple case studies were used to conduct the research. Data were collected through a semi-structured questionnaire using interviews. Twenty-one interviews were conducted in the two retail companies to gain an understanding of the use of HRISs within these organisations. The data were analysed using a thematic method of analysis. The units of analysis were the Human Resources and the Information Technology departments of both companies. The units of observation were (21) purposively selected employees in the two mentioned departments of both retail organisations.Main findings: This research shows an under-utilisation of the HRIS in both companies as a result of poor data quality, lack of adequate training and the high cost of implementing and maintaining the system. There is a gap in terms of data analytics and report generation. This gap leads to the under-utilisation of the HRISs preventing the retailers to optimise the benefits of the HRIS.Practical and managerial implications: For organisations to reap benefits from HRISs, a change management strategy and a rigorous training programme are needed that will focus on the implemented maintenance and improved usage of these systems.Contribution: The contribution of the study includes proposed guidelines for the effective and efficient use of HRISs. The study further contributes to the body of knowledge in shedding light on the implementation, maintenance and use of HRISs in the retail industry in the Western Cape, South Africa.

The search for significance in the constantly changing health sector environment has led many organisations/sectors to consider numerous strategies, such as the introduction of information systems in human resource management. Thus, the utilisation of human resource information systems (HRIS) for sustainable healthcare workforce performance to realise substantial study interest without proportionate consideration of how HRIS can impact the healthcare sector for sustainable development growth in South Africa (SA). A mixed-method research design was employed; four public hospitals were selected in the Western Cape Provincial Department of Health and Wellness (WCPDHW) of SA. A pragmatic paradigm with an abductive approach was initiated. Psychometric properties testing was carried out to assess the reliability and validity of the data instrument. The participants were selected purposively from the four hospitals. Forty-six questionnaires and forty-one interviews were collated for the study. It was realised that the lack of effective HRIS does not bode well for healthcare workforce performance management due to reasons such as insufficient computers and information systems, lack of teamwork and staff participation, lack of sophisticated systems, lack of confidentiality of information, continuous use of manual HR processes, lack of government support and commitment. These reasons do not support sectors such as healthcare that should add to the country’s growth and sustainable strategy. The respondents argue that the effectiveness of information systems is sustained if a suitable intervention of how it can be improved to achieve better healthcare performance in the sector is introduced. It was found that the lack of upgrades to the system in use does create negativity among healthcare workers regarding the impact of HRIS on their performance in the healthcare sector. The study recommends sustainable technological structures and the elimination of manual HR processes. It further recommends effective guidelines for effective HRIS utilisation to sustain workforce performance in SA’s health sector. Future research directions are signalled in the study.

Internationalisation is initiated to drive organisations' success, including higher education institutions (HEIs). This systematic literature review aims to i), determine the prevalence of existing research and publications on internationalisation practice in the HEIs, and ii), identify new practices that are reported in the scholarly literature and offer these new thoughts on the advancement of effective internationalisation practice in the HEIs. A wide-range strategy was employed to search and identify research papers from Web of Science and Scopus. The chosen papers were between the years 1994 and 2023. Out of 425 results generated, 80 publications representing 65 selected papers were chosen and themed for discussion. Investigating internationalisation in higher education is an in-depth multidisciplinary research approach that assists in determining the effect of HEIs. The findings identified challenges such as a lack of effective policy framework, decolonisation of the curriculum and digital transformation, which requires further studies on strategies for effective internationalisation practice in HEIs. Considering HEI's new focus on internationalisation, it is prudent to carry out more investigation to appreciate internationalisation’s many nuances.