Assessment of Human Resource Management Environment in China: Past, Present and Future

With the rapid transition and development of the Chinese economy, the HRM in China is hot topic for researchers as approach to managing human resources has changed significantly in China over the last twenty-five years as its transformation from a state planned economy to a market-oriented economy continues. The main aims of this article are two-fold: first, to provide an overview of the key developments in Chinese Human Resource Management; second, to highlight the key HRM challenges in China and delineate future foci. The article is structured along three sections. The first section summarizes the historical developments in Chinese HRM and highlights the kind of HR management practices being pursued in China. Section two focuses on the emerging and concurrent HRM challenges in the Chinese business context. Finally, the last section proposes the future focus of HR in china, drawing upon the current challenges. Keywords: Chinese HRM, Evolution, HR challenges, Future foci

Role of E-commerce in Export Development for SMEs in Developing Countries

Ubiquitous Information and Communication technologies use has driven E-commerce growth at a rapid pace for the last many years. It has expanded at double the rate of physical retailers for the last decade. SMEs despite being crucial to world economies owing to their flexibility and innovativeness, a large number of them only operates domestically especially in the developing countries. Export can be very profitable for SMEs in developing countries but poses challenges due to factors such as, lack of information and unclear customs clearance procedures, language barriers, higher shipping cost, distant and unfamiliar customers with different cultural background. E-commerce can help reach new customers globally, at a lower cost, faster pace and without intermediaries hence will lead to export growth. Keywords: E-Commerce, Export, SMEs, Developing Countrie

Understanding the Dynamics of Human Capital Development in Pakistan: A Socio Economic Obstacle Frame work

Recent growth literature greatly emphasizes the role of human capital in socio economic development of a country. Numerous studies have been conducted to know the factors which play their role in developing and accumulating Human Capital Stock in a country. However there has been a dearth of studies for exploring the obstacles in developing the human capital. Human capital development has become a notable issue in the Pakistan. This study investigates the Socio Economic Obstacles which are hindering Human Capital growth in Pakistan. As a lower middle income country with huge population and talented labour force is lacking a quality pool of Human capital in a modern economic scenario. This paper aims to explore the situation to underpin the socio economic obstacles in converting a competitive workforce in modern era. The study is of exploratory nature and requires substantive empirical augmentation to validate for rigorous justification. Key words: Human Capital, Economic Growth, Socio Economic Obstacles, Pakista

The Relationship between Organizational Identification and Whistleblowing: Moderating Roles of Perceived Ethical Climate & Proactive Personality

Organizational whistleblowing is a preventive tool to reduce the risks of malpractice and irregularities. If a firm finds out about irregularities early, it could save from a bigger loss. Given its importance, the study has extended the Theory of Planned Behavior to examine the impact of organizational identification and empowerment on whistleblowing behavior. The study also examines the moderating roles of ethical climate and proactive personality on whistleblowing behavior. The study focused on the leading banks of Pakistan and collected responses from 427 employees non[1]randomly. We found that organization identification and empowerment significantly affect whistleblowing behavior. Our results suggest that ethical climate moderates organization Identification and whistleblowing behavior. However, contrary to past studies, our study did not support the moderating effect of proactive personality on organization identification and whistleblowing behavior