This research aims to investigate the impact of knowledge-based human resource management (KBHRM) practices on organizational performance through the mediating role of quality and quantity of knowledge worker productivity (QQKWP). The data were collected from 325 employees working in different private universities of Pakistan by using convenience and purposive sampling techniques. The quantitative research technique was used to perform analysis on WarpPLS software. The result revealed that only knowledge-based recruiting practices have a positive and significant direct effect on organizational performance. While knowledge-based performance appraisal practices, training and development practices and compensation practices all were insignificant in this regard. However, through mediator QQKWP, the knowledge-based recruiting practices (KBRP), knowledge-based training and development (KBTD), and knowledge-based compensation practices (KBCP) all were positively and significantly influencing organizational performance but only knowledge-based performance appraisal (KBPA) was insignificant in this mediating relationship. Lastly, the current study provides useful insights into the knowledge management (KM) literature in the context of private higher educational institutes of developing countries like Pakistan. The future studies should consider the impact of KBHRM practices on knowledge workers’ productivity and firms’ performances in the context of public universities.

Human resources are considered an important resource for companies today because the knowledge that a person has can be used to become an organisation’s competitive advantage. In addition, digital marketing has an important role in determining the performance of business entities because we have now entered the digital era, which certainly cannot be separated from the influence of technology on marketing through social media. Therefore, this study aims to examine the effect of Strategic Human Resource Management (SHRM) in digital marketing on business entity performance, which is determined by digital marketing in a business entity. The data in this research was collected by distributing questionnaires to 455 Micro Small Medium Enterprises (MSMEs) in Indonesia. Data analysis used the Moderated Regression Analysis (MRA) method. The research results show that strategic human resource management variables influence business performance, and the support of digital marketing capabilities and activities strengthens this influence. Based on the results of this research, existing business entities must strengthen organizational performance by strengthening human resources in basic soft skills and hard skills and skills in digital marketing and improving marketing activities using digitalization.

This research aims to examine the influence of IHRMP, recruitment and selection, training, compensation, and performance appraisal on the productivity of Faculty Members (FM) productivity working in private universities in the UAE. The study also examines the mediating role of Organizational Commitment (OC) and the moderating role of the Entrepreneurial Mind-set (EM). The research adopted the social exchange theory. A survey was conducted comprising 160 FM. The data was analyzed using Structural Equation Modelling, Smart-PLS. The findings indicate a positive relationship between IHRMP and the productivity of the FM. The findings also show that OC mediates the relationship between IHRMP and the productivity of FM. Finally, an EM was found to moderate the relationship between IHRMP and the productivity of FM.

The key goal of the study is to identify aspects of the implementation of blockchain technologies in human resource management and argue for the moderating role of institutional support. The need to introduce new technologies at both the tactical and strategic levels is substantiated. It is highlighted that the key core of modern organizations is the human resource management system. The role of integration of blockchain technologies in human resource management, which ensures the effective training of qualified personnel at the right time and in the right place, is argued. It has been determined that the introduction of blockchain technologies in human resource management facilitates the organization of cooperation between countries in updating skills and knowledge based on compliance with competency standards and corporate governance rules. A survey of 300 employees of the pharmaceutical industry in Jordan was conducted, which served as the basis for a multivariate analysis to confirm reasonable hypotheses. The results obtained are valuable and can be applied in practice in terms of determining the impact of the implementation of blockchain technology in the human resource management system and on the UTAUT structure, which in turn provides institutional support.

Realistic project scheduling and control are critical for running a profitable enterprise in the construction industry. Finance-based scheduling aims to produce more realistic schedules by considering both resource and cash constraints. Since the introduction of finance-based scheduling, its literature has evolved from a single-objective model to a multi-objective model and also from a single-project problem to a multi-project problem for a contractor. This study investigates the possibility of cooperation among contractors with concurrent projects to minimize financial costs. Contractors often do not use their entire credit and may be required to pay a penalty for the unused portions. Therefore, contractors are willing to share these unused portions to decrease their financing costs and consequently improve their overall profits. This study focuses on the partnering of two contractors in a joint finance-based scheduling where contractors are allowed to lend credit to or borrow credit from each other at an internal interest rate. We apply this approach to an illustrative example in which two concurrent projects have the potential for partnering. Results show that joint finance-based scheduling reduces the financing cost for both contractors and leads to additional overall profits. Our further analyses highlight the intricate dynamics impacting additional net profit, revealing optimal scenarios for cooperation in complex project networks.

The aim of this paper is to introduce a research project dedicated to identifying gaps in green skills by using the labor market intelligence. Labor Market Intelligence (LMI). The method is primarily descriptive and conceptual, as the authors of this paper intend to develop a theoretical background and justify the planned research using Natural Language Processing (NLP) techniques. This research highlights the role of LMI as a tool for analysis of the green skills gaps and related imbalances. Due to the growing demand for eco-friendly solutions, there arises a need for the identification of green skills. As societies shift towards eco-friendly economic models, changes lead to emerging skill gaps. This study provides an alternative approach for identification of these gaps based on analysis of online job vacancies and online profiles of job seekers. These gaps are contextualized within roles that businesses find difficult to fill due to a lack of requisite green skills. The idea of skill intelligence is to blend various sources of information in order to overcome the information gap related to the identification of supply side factors, demand side factors and their interactions. The outcomes emphasize the urgency of policy interventions, especially in anticipating roles emerging from the green transition, necessitating educational reforms. As the green movement redefines the economy, proactive strategies to bridge green skill gaps are essential. This research offers a blueprint for policymakers and educators to bolster the workforce in readiness for a sustainable future. This article proposes a solution to the quantitative and qualitative mismatches in the green labor market.