Covid-19 has led to the closure of educational institutions around the world and turned formal learning into distance learning. This study aims to investigate the effect of e-learning infrastructure and individual's knowledge and competence on distance learning during the Covid-19 pandemic outbreak in 2020. E-learning infrastructure and individual's cognitive competence were also used to determine the readiness of educational institutions in distance learning. The e-learning infrastructure includes Learning Management System (LMS), electronic devices, communication applications, and internet accessibility. Quantitative approach was used in this study with a sample of 324 participants from three major universities in Yogyakarta, Indonesia. Data were collected through online surveys. The descriptive statistical approach and one-layer regression analysis were used to examine the problems raised in this study. The results show that distance learning is positively influenced by e-learning infrastructure and the cognitive competence of the students, the faculty, and administrative staff. The results also point out the university's readiness level in adopting online learning based on their previous experience of using the learning system. Finally, the study proposes that in order to improve the e-learning process, there needs to be sufficient financial support from the government, whereas the universities are advised to conduct workshops and training, and to provide teleconferencing applications.

Objectives: Islamic Organizations in Indonesia have created remarkable social change for almost a century. Since their establishment, Muhammadiyah and Nahdlatul Ulama (NU) are the main pillars in enhancing Islamic thoughts and representatives of the majority Muslim in the country. The aim of this research is to analyze the social impact and approaches of these two organizations on the Indonesian society. Methods: By adopting qualitative method and using social definition approach, seven leaders and scholars of both organizations were selected purposively and interviewed. Narrative approach was used to extract this research based on Giorgi module. Results: The results of the research reveal that Muhammadiyah and NU are leading social change through conducting social Islamic occasions, education, religious and cultural events and economic empowerment of the society. Every social aspect was analyzed in details in both organizations separately to illustrate their engagement and interaction in Indonesian society. Conclusions: Muhammadiyah and NU have significant impact in social life of Indonesian people and represent the Islamic culture of the country. Islamic organizations around the world are recommended to follow the same path of Muhammadiyah and NU to enhance society and support the country leadership based on the Islamic thoughts.

Purpose This research investigates the influence of Planning, Selection & Recruitment, and Training on Job Security at Awal Gulf Company, highlighting the significance of strategic human resource management practices in enhancing job security. Methodology A sample of 760 workers was selected through convenience sampling, guided by Cochran's formula to ensure an acceptable margin of error for a population of 256. Data were collected using self-administered questionnaires and analyzed with SPSS version 28 for descriptive statistics. Structural Equation Modelling (SEM) was performed using SmartPLS 4 to assess convergent and discriminant validity, as well as the coefficient of determination (R²). The constructs were evaluated for reliability with a Cronbach's alpha of 0.886. Results The analysis reveals that Training and Selection & Recruitment significantly influence Job Security, with Planning also contributing to a lesser extent. The model accounts for 86.2% of the variance in Job Security, aligning with previous research that emphasizes the crucial role of strategic HRM practices. Implication This study underscores the importance of adopting strategic HRM practices to enhance job security. Organizations should prioritize effective training to develop employee skills, implement thorough recruitment and selection processes to hire the right talent, and employ strategic planning to align HR policies with organizational objectives. By doing so, companies can improve workforce stability, boost employee satisfaction, and foster a more secure and motivated workforce, ultimately contributing to organizational success.