Employee performance is the result achieved by a worker within a certain period of time. This study aims to determine, analyze and identify how much of the factors that influence the performance of employees at Bank Syariah Indonesia, Depok city branch by mediating intention to leave or resign. The method used in this research is quantitative method. The results showed that based on the results of the questionnaire test showed that the questionnaire data presented had met the validity and reliability requirements of the data. Based on the results of the outer model test using the smart PLS 3.3 application, namely the Convergent validity, Discriminant validity, and Composite reliability tests. The inner model test results show that all these factors.

The development of Human Resource (HR) competency models/frameworks is an area that has gained a great deal of interest over the years. Most of the notable HR competency models are developed in the USA and Europe. The aim of the study was to develop an empirically substantiated HR Practitioner Competency Model. The HR Practitioner Competency Model with significant competencies was developed through the administration of a self developed survey questionnaire administered to HR practitioners and HR consultants in Malaysia. The study undertaken is an extrapolation of the notable studies carried out primarily by Brewster et al. (2000), Brockbank and Ulrich (2003), and Ulrich et al. (2008). The competency domains in the generic/behavioural competency category, business competency category, and the technical HR competency category were analysed using exploratory factor analysis (EFA), confirmatory factor analysis (CFA), and structural equation modeling (SEM). Altogether 12 competency domains and 103 items were analysed. The competency categories significant in the study were the generic/behavioural competency category and the technical HR competency category. The business competency category was not significant in the study. The competency domains significant in the HR Practitioner Competency Model were: relationship building and process drivers; personal credibility and attributes; resourcing and talent management; and employee relations and compliance. Altogether 14 competency factors were significant in the study and these include process management, flexibility, information seeking, strong initiative, pride at work, pro-activeness, ability to change, leadership, organisation development, career planning, succession planning, human performance improvement, discipline, and occupational safety and health. The empirically tested HR Practitioner Competency Model was derived in a local Malaysian cultural setting and it will benefit the HR practitioners, HR consultants, HR communities of practice, the academia, organisations, and other related individuals.

The current system, automation has penetrated into all fields such as data mining, leadership, and others [1]. In this globalization era where competitions are increasing, effective leadership is needed. A company-performancemeasurement method not only based on the results but also the process in order to make a comprehensive measurement. Leadership is an influence, as art or process influences other people, so they struggle towards mutual achievement, voluntarily and passionately [2]. The leadership from management to employees is linked to the level of performance level [3]. In the same line, the success of an institution or company only depends on the employees" performance and leadership. On the part of the employees, their tireless efforts, perseverance, and efficiency, inleading to their desired goals, are the several of the leadership styles [4]. The transformational and transactional leadership are the most distinguished among these styles.

Approximately 1.4 billion of the world's population lives on less than USD 1 per day, and since 50% of the poorest people are in Muslim countries, the solution is to increase successful Muslim entrepreneurs. Hence, this study aims to create a conceptual model through a literature review and descriptive-qualitative approach. These were employed to determine the indicators of successful Muslim entrepreneurs and the expected factors required to provide a positive and significant effect. Meanwhile, four factors and indicators, each considered to influence successful Muslim entrepreneurs, were identified. Subsequently, the results obtained were conceptual papers and hypotheses that required testing to ensure correctness. It was also used to produce new constructs validated for the individuals and communities of Muslim entrepreneurs. Therefore, this conceptual model is hoped to motivate new, future research and has also been enhanced as a pioneer that has attempted to construct a model for successful Muslim entrepreneurs. Finally, a conceptual model was created, which is the initial contribution to solving poverty among the Muslim population in the world.

The halal industry has experienced accelerated growth globally, contributing RM7.4 trillion (USD 2.3 trillion). Therefore, this study proposes a conceptual model of the halal industry’s success within a literature review, including a descriptive-qualitative approach. It is utilised to define the indicators concerning the success of the halal industry and predictor factors that have a significant effect. This study is a conceptual work that identifies several factors that influence the success of the halal industry by surveying several factors that affect them. The survey was performed through a literature review. This study displays three indicators of success in the halal sector: business growth, growth, the decision to buy, and financial performance. In addition, this study discovered that four factors are predicted to significantly affect the success of the halal industry: halal certification, product quality, governance support, and Sharia banks. The results obtained from conceptual models and hypotheses are demanded to examine this effect. It is also utilised to design new constructions validated to confirm the halal industry in various countries. Therefore, this conceptual model stands desired to study the success of specific halal sectors further