Malaysia’s Ministry of Higher Education announced in early March 2020 that all universities’ teaching and learning (TL) processes must be conducted entirely online until the end of the year to prevent Covid-19 from spreading. This change has drastically altered the way teachers teach and students learn, and as a result, the impact on both lecturers and students has been enormous. This study aimed to compare students’ performance in the Introduction to Entrepreneurship (ENT300) subject at UiTM Cawangan Terengganu when using an online learning approach as against a traditional face-to-face approach. Many scholars agreed that the face-to-face approach is more effective and gives students more fulfilment than the online method because students prefer to see and hold paper-based reading material and the satisfaction derived from experiencing the lessons live. This descriptive study data was taken from two different learning approaches, face to face and online distance learning (ODL) classes, and the results showed that students’ performance is better when lessons are conducted face to face, proving that the difference in teaching and learning approach has an effect on the students’ grades.

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Organizational change is an intricate process that requires the keen involvement and commitment of employees to ensure its success. Employee commitment to organizational change is influenced by a variety of factors in the case of public universities including motivation, leadership, and organizational culture in the change process. The objective of this study is to investigate the conceptual framework of employee commitment to organizational change at a Malaysian public university. This study employs quantitative methods. A questionnaire was distributed to lecturers and administrative employee at a Malaysia's public university in order to gather information. In order to speed up the process of change and provide better services for it, the organization will undoubtedly benefit from this study of factors that contribute to employee commitment during the change process, which reduces the role of work fear. This study contends that employee commitment should be maximized, particularly in a system based on standard operation procedures and current circumstances, such as management in local universities. This study provides recommendations for administrators at public universities who want to facilitate successful change initiatives. The study's findings have important implications for the development of effective change management strategies in public universities.

Apart of the total unemployed in Malaysia are university graduates, while close to half the graduates of public universities are working in mismatched occupations, totally unrelated to their formal training. To overcome this issue, the best solutions is involvement in entrepreneurial. Therefore, this study aims to examine the student intention towards entrepreneurship. The data were collected from questionnaires that have been distributed to diploma and degree students in UiTM Terengganu. The questionnaires were tested on 300 respondents. The study found that the social environment and knowledge management are significant with student intention. The result for all independent variables shows positive relationship with dependent variable.

SME performance has been viewed in many aspects. This concept paper will highlight human resource management among SME. In managing its human resources, SME needs to at least practice the important parts such as training and development, employee performance evaluation, and rewards. This study's objective is to identify which human resource practice can contribute to firm performance of SMEs. Using the simple random sampling method, the data will be collected by distributing questionnaires to SME's human resource managers and top executives responsible for managing human resources. Data will be analyses for reliability, multiple regression, Pearson's Correlation test, and using PLS-SEM to estimate the model with multiple constructs, indicator variables and structural paths. This study will fill in the gap to identify which HR practices are the most important for SMEs to focus on. It will benefit the SMEs as they can identify which HR practices influence the most in firm performance. HR practitioners can use the findings to support the case for implementing HR practices in organizations. This is in line to help the SMEs to remain in the business and able to expand it.