The Impact of Human Resources Practices on Organizational Performance: Mediating Role of Supply Chain Operational Performance Among Pakistani SMEs

Purpose: The primary aim of this quantitative study was to test the impact of the cultural capabilities and training & Development on Organizational Performance of Pakistani SMEs. In order to achieve the goals of the study, literature review has been done; tools and seven hypotheses were developed.   Methodology: data have been collected through structured self-administered questionnaire adopted and adapted from the earlier similar studies.  Based on 62 itemized survey, data have been collected from 379 Pakistani SMEs situated in ten cities. A pilot study was conducted and data analysis techniques as; Descriptive, Pearson Correlation, Regression, Convergent Validity, Discriminate validity, Composite reliability, Partial Least Square through Structural Educational Modeling, are employed to check the reliability, validity of model fitness and testing the hypotheses.     Conclusion: Study methodologies can include structural equation modelling and enhanced monitoring of supply chain management as well facilitating to their success can be resulted from the continued research in this area, as well as application of the model to different enterprises and situations.   Implications: This study provided guidance and controlling panel for the Small and Medium Enterprises Authority (SMEs) of Pakistani government at first place as it advises either SMEDA should pay attention to modernize SMEs with the help of technology and influence performance of industry. Future study may employ other methodologies to evaluate and confirm the currently presented casual links

Small and Medium-sized Enterprises’ carbon footprint reduction initiatives as a catalyst for green jobs: A systematic review and comprehensive business strategy agenda:SMEs Carbon Footprint reduction initiatives

Motivated by the growing attention on climate change, this study provides an up-to-date and comprehensive systematic literature review (SLR) on Small and Medium-sized Enterprises (SMEs) carbon footprint reduction initiatives and green jobs. Based on datasets from databases that include Web of Science, Scopus, ProQuest and Google Scholar, we conducted a SLR of 70 published articles spanning 2012 to 2022. Using VOSviewer and InfraNodus, bibliographic cluster analysis revealed the existence of three clusters namely; the role of green job initiatives and green human resource management in SMEs (cluster 1); green innovation, green Initiatives, green strategy and circular economy in SMEs (cluster 2); carbon footprint reduction initiatives, carbon performance, carbon management and carbon emission in SMEs (cluster 3). We found that SMEs adopt green supply chain, employing energy-saving strategies, eco-friendly waste reductions and recycling, circular economy, and green office practices. The study results indicate that these carbon footprint initiatives can lead to green job creation since green competences are required to implement green initiatives. However, value propositions relating to carbon reduction initiatives within SMEs need to be integrated with employee engagement.Additionally, the SLR identifies future research areas that include exploring the association among SMEs carbon footprint, green innovation and green jobs, and strategies to enhance climate change initiatives. Consequently, we call for future research to focus on the design of green jobs tracking and carbon footprint reduction reporting framework to support SMEs' green initiatives. The findings have key policy implications for SME owners, policymakers, practitioners, and future researchers. <br/

Determinants of best HR practices in Chinese SMEs

AbstractPurpose&ndash; The purpose of this paper is to examine the factors which determine the adoption of best HR practices in Chinese small- and medium-sized enterprises (SMEs).Design/methodology/approach &ndash; Regression analysis was utilized to analyse survey data obtained from 345 enterprises operating across China in a wide range of industrial sectors.Findings &ndash; Enterprises with greater resources in terms of their size, their relationships with external organizations, their cooperation with foreign partners and the human capital of their CEO were found to be more likely to adopt best HR practices. Contrary to the findings of the existing literature no relationship was found of a relationship between family ownership and the use of best HR practices.Research limitations/implications &ndash; The cross-sectional design is an obvious limitation of the study. Other limitations relate to the generalizability of the study findings outside the context in which the research was undertaken, and the use of convenience sampling.Practical implications &ndash; Enterprises should consider building strategic relationships with external organizations and developing cooperation with foreign partners as a way of leveraging human resource expertise at a limited cost.Originality/value &ndash; This is the first study to examine how differences in the resource endowments of Chinese SMEs influence their adoption of best HR practices.<br /

Small and Medium-sized Enterprises’ carbon footprint reduction initiatives as a catalyst for green jobs: A systematic review and comprehensive business strategy agenda:SMEs Carbon Footprint reduction initiatives

Motivated by the growing attention on climate change, this study provides an up-to-date and comprehensive systematic literature review (SLR) on Small and Medium-sized Enterprises (SMEs) carbon footprint reduction initiatives and green jobs. Based on datasets from databases that include Web of Science, Scopus, ProQuest and Google Scholar, we conducted a SLR of 70 published articles spanning 2012 to 2022. Using VOSviewer and InfraNodus, bibliographic cluster analysis revealed the existence of three clusters namely; the role of green job initiatives and green human resource management in SMEs (cluster 1); green innovation, green Initiatives, green strategy and circular economy in SMEs (cluster 2); carbon footprint reduction initiatives, carbon performance, carbon management and carbon emission in SMEs (cluster 3). We found that SMEs adopt green supply chain, employing energy-saving strategies, eco-friendly waste reductions and recycling, circular economy, and green office practices. The study results indicate that these carbon footprint initiatives can lead to green job creation since green competences are required to implement green initiatives. However, value propositions relating to carbon reduction initiatives within SMEs need to be integrated with employee engagement.Additionally, the SLR identifies future research areas that include exploring the association among SMEs carbon footprint, green innovation and green jobs, and strategies to enhance climate change initiatives. Consequently, we call for future research to focus on the design of green jobs tracking and carbon footprint reduction reporting framework to support SMEs' green initiatives. The findings have key policy implications for SME owners, policymakers, practitioners, and future researchers. <br/

An Investigation into the Prevalence of HRM Practices in SMEs: Sierra Leone an Example

Purpose- The purpose of the study is to investigate the human resource management practices of Small and Medium Enterprises (SMEs hereafter) in Sierra Leone. In particular, the author looks at the relationship between the human resource management practices and SMEs performance including wages, employment and sales.Methodology- The study adopted triangulation method in collecting and analysing the data. The qualitative data was collected using 31 in-depth interviews and the quantitative data was collected using 323 questionnaires. The data was analysed using Statistical Package for Social Science (SPSS).Findings- It is found that there is a significant positive relationship between HRM practices and SMEs performance including sales and employment. This implies that the more SMEs engage in formal HRM practices, the more they observe higher sales and generate more employment. Furthermore, HRM practices showed no significant statistical relationship with wages. In addition, the descriptive survey analysis pointed out that almost all of the respondents did not have an HRM department. Finally, the statistical description of the survey data revealed that most of the SMEs owner/managers in Sierra Leone make sure that employees are aware of formalized rules.Originality- This study contributes to knowledge by providing insights on the impact of HRM practices on SMEs performance in Sierra Leone. To the best of the author’s knowledge, the study is the first of its kind ever done in the country. The findings also confirm the findings of previous researches in other countries that the overwhelming majority of SMEs do not engage in formal HRM practices. Keywords– Human Resource Management (HRM), Small and Medium Enterprises (SMEs), Resource-Based Theory, Sierra Leone

Success factors of knowledge management implementation in small and medium enterprises in United Arab Emirates, Qatar and Pakistan

Dissertation presented as the partial requirement for obtaining a Master's degree in Information Management, specialization in Information Systems and Technologies ManagementThe research field of the master's thesis is in Knowledge Management (hereinafter: KM). During the last few years, KM becomes one of the essential factors for the successful business and companies are becoming more knowledge-based, and they are focusing more on the people's 'minds' rather than their 'hands' to fulfil the need to knowledge (Wong, 2005). The main focus of this study is in success factors of KM having in consideration that Small and Medium Enterprises (hereinafter: SMEs) have fewer resources and opportunities, both human and financial (Farvaque & Voss, 2009). This research is about the main factors of KM that plays a successful role in SMEs in the United Arab Emirates (hereinafter: UAE), Qatar & Pakistan. SMEs in the manufacturing and services sector have taken under study to evaluate the success factors of KM implementation. To implement the KM in the organization can be hard for those who are not ready to accept the change in the organizational structure but with the implementation of KM they can survive, grow and maintain the sustainable competitive advantage (Antoncic & Omerzel, 2008). The research itself is focused on information and manufacturing SMEs sector keeping in mind that it's a service industry, e.g., where both, computer and human resources interaction are visible, and the industry has involved with many stakeholders

Can Better Working Conditions Improve the Performance of SMEs? An International Literature Review

[Excerpt] It is widely recognized that competitive private enterprise is the principal source of economic growth and wealth globally and makes a substantial contribution to poverty reduction. Although large and multinational enterprises have the higher public profile, the majority of businesses are small and medium-sized enterprises (SMEs). They are estimated to be responsible for over 50 per cent of the new jobs created globally and, in most developing and emerging countries, they also employ more people than do large enterprises. Given their importance as employers, SMEs clearly have the potential to contribute to the social and economic progress for workers and their communities. However, many SMEs – particularly those in developing and emerging countries – are not achieving this potential. Frequently, their employment is in low-quality and low-skilled jobs that offer low wages under poor and unsafe working conditions. In addition, SMEs often fall short in terms of productivity, competitiveness and market share. The ILO has long been convinced that, by improving working conditions, safety and skills in SMES, productivity and profitability can also be improved: a win-win scenario that is good for workers, enterprise owner, communities and economies. In June 2012, specialists from four ILO departments came together to implement a joint programme of work to explore how to help and encourage SMEs to achieve this. This independent research review was commissioned by ILO in order to contribute to establishing a solid empirical basis for future research and interventions. It reviews the empirical relevance of the assumption that a win-win scenario exists in SMEs, especially in the context of developing economies. It also seeks to identify the factors or conditions that influence its emergence. More broadly, the report builds upon a thorough review of international literature to present responses to a range of enquiries relating to the links between working conditions, safety and health, skills and productivity. Not surprisingly, the answers contained in this report are often conditional and are far from categorical. Although the report suggests that a win−win scenario may exist, in certain circumstances, it also underlines that more empirical research is needed, particularly in developing and emerging economies

Individual, organizational, technological and industry factors effects on innovation capability of dairy SMEs in Pakistan : knowledge sharing as mediated

Existing literature reveals a gap in the empirical knowledge on innovation capability in the dairy sector of Punjab, Pakistan. Innovation capability is a key player in the growth and success of a business. Therefore, the major objective of this study was to examine the mediating role of knowledge sharing on trust, motivation, training & development, supervisor support, ICT use, and industry cluster resources with innovation capability of the dairy sector. This research contributes to the growth of GDP through the dairy sector. The research framework in the study was based on the diffusion of innovation and the resource- based view theories. The data were collected from dairy farm owners and managers in the study locality, i.e. Punjab, Pakistan. The study instrument was 410 self- administered questionnaires which were distributed to the dairy farm mangers/owners through the simple random sampling technique. 254 valid questionnaires were used for the analysis. The SPSS and SMART PLS 3.0 were used for the basic screening of the raw data and testing the hypothetical statements. The study found that motivation, training & development, supervisor support and industry cluster resources have positive significant impacts on knowledge- sharing. Furthermore, motivation, training & development, ICT used and industry cluster resources also have positive impacts on innovation capability; and knowledge- sharing mediated the relationship between motivation, training & development, supervisor support and innovation capability. The results of the study provide important insights to outcome, policy- makers and researchers to further understand the effects of the innovation capability of dairy SMEs (small medium enterprises) in Pakistan. This study suggested that managers and owners of dairy farms must provide motivation, training & development and supervisor support to enhance the innovation capability of dairy workers