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Lithium-based batteries are essential because of their increasing importance across several industries, particularly when it comes to electric vehicles and renewable energy storage. Sustainable batteries throughout their entire life cycle represent a key enabling technology for the zero pollution objectives of the European Green Deal. The EU's (European Union) new regulatory framework for batteries is setting sustainability requirements along the whole battery, including value chains. For a comprehensive assessment of battery technologies, it is necessary to include a life cycle thinking approach into consideration from the beginning. This review offers a comprehensive study of Environmental Life Cycle Assessment (E-LCA), Life Cycle Costing (LCC), Social Life Cycle Assessment (S-LCA), and Life Cycle Sustainability Assessment (LCSA) methodologies in the context of lithium-based batteries. Notably, the study distinguishes itself by integrating not only environmental considerations but also social and economic dimensions, encapsulating the holistic concept of sustainability. Challenges unique to each assessment method are outlined, including data availability (with 35 % of the reviewed studies having openly accessible inventory data), methodological inconsistencies, uncertainty around future costs and social impacts. Difficulties such as data uncertainty, challenges in cost comparison, and the lack of standardized measures are underscored. The research identifies critical future directions for LCA, including the need for better data quality, adaptation to new technologies, and alignment with Sustainable Development Goals (SDGs). Future research directions are suggested -including the standardization of methodologies, and fostering interdisciplinary collaboration. Overcoming these challenges holds the potential to advance sustainable practices in the battery industry and contribute to a cleaner energy future.

The aim of this paper is to reveal the influence of the knowledge management (KM) process and the organization's agile attributes that facilitates organizations or firms to retrieve and survive as well as to increase their resilience and sustain organizational competitiveness. The emerging perspectives of 'organizational agility' key enabling attributes considered as an important gadget in the knowledge economy. Organizational agility in the organizational knowledge development process, facilitates organizations to achieve their competitive advantage through integrating the KM process, system, and sustainable knowledge transfer capability. Due to today's highly volatile business environment, respectively organizations are under tremendous pressure on developing their organizational development strategy. Since then, they have been struggling with how to increase their resilience and sustain organizational competitiveness to prevent and react to the waves of disruption, organizations need to develop resilience capacity through knowledge management process and organizational agility to facilitate them to retain their competitive advantage. The impact of organizational agility in organizational knowledge development process visualized in this paper as a 'capability enhancer of an organization' (CEO)' approach or system that enhances organizations' resilience capabilities. It empowers them to reckon out 3R strategy, i.e., recognize, respond, and to regain their organizational competency from the unwanted turmoil, which occurs in the marketplace. To take the advantage of that change through radical organizational development being flexible, adaptable, capable, and enable (FACE) they can also allocate its agile resources that may work as stimuli on organizational resilience.

This paper deals with enlightening the significance of organizational learning and strategic human resource management’s (SHRM’s) impact on combining disruptive technological innovation for boosting workforce resilience and organizational agility development. Currently, disruptive technological innovation and organizational agility concept both the approaches are considered as a novel approach that plays a crucial role in enhancing organizational competitiveness as well as creating future workforce resilience. This study attempts to answer the research question on how disruptive technological innovation and organizational agility can enable workforces to strengthen their innovative capabilities and enhances their flexibility to adopt the challenges of interference. This paper also tries to demonstrate that learning agility essentially strengthens a human instinct to learn, adapt, unlearn, and relearn which reveals a progressive path to keep pace with the ever-changing conditions and figure out new ways to navigate them without knowing what to do. The main aim of this paper is to exemplify and highlight the significance of disruptive technology and its innovative approaches that foster organizational learning to take the lead in re-inventing the workforce and ensuring organizational stability through organizational agility development. As, organizational learning concept and organizational agility is the reinforcement of creating a unique environment for organizational knowledge and performance development within the organization that empowers existing workforces to face the competitive challenges of knowledge growth opportunities. Conclusively, this paper also explicates the conceptualization of organizational agility and organizational learning process, with the spirit of organizational innovativeness through agile features of an organization that enable firms to combine their existing tacit and explicit knowledge to respond the threat of disruptive innovation tech

This paper deals with enlightening the significance of organizational learning and strategic human resource management’s (SHRM’s) impact on combining disruptive technological innovation for boosting workforce resilience and organizational agility development. Currently, disruptive technological innovation and organizational agility concept both the approaches are considered as a novel approach that plays a crucial role in enhancing organizational competitiveness as well as creating future workforce resilience. This study attempts to answer the research question on how disruptive technological innovation and organizational agility can enable workforces to strengthen their innovative capabilities and enhances their flexibility to adopt the challenges of interference. This paper also tries to demonstrate that learning agility essentially strengthens a human instinct to learn, adapt, unlearn, and relearn which reveals a progressive path to keep pace with the ever-changing conditions and figure out new ways to navigate them without knowing what to do. The main aim of this paper is to exemplify and highlight the significance of disruptive technology and its innovative approaches that foster organizational learning to take the lead in re-inventing the workforce and ensuring organizational stability through organizational agility development. As, organizational learning concept and organizational agility is the reinforcement of creating a unique environment for organizational knowledge and performance development within the organization that empowers existing workforces to face the competitive challenges of knowledge growth opportunities. Conclusively, this paper also explicates the conceptualization of organizational agility and organizational learning process, with the spirit of organizational innovativeness through agile features of an organization that enable firms to combine their existing tacit and explicit knowledge to respond the threat of disruptive innovation tech

The aim of this paper is to investigate the role of entrepreneurial universities (EU) emerging perspectives that enrich regional knowledge spillover and enhance social innovation system. The existing knowledge spillover within the regions has influenced the creation of new knowledge and cross-disciplinary areas of research that empowers regional small firms and higher education institutes (HEIs) to face the economic, social, and industrial turbulence. This paper explores the impact of entrepreneurial universities effects on regional knowledge development, knowledge spillovers and social innovation based on understanding entrepreneurial universities strategic activities. Additionally, research on entrepreneurial universities emerging perspectives has received considerable attention due to its key enabling inspirations that enable higher education institutes (HEIs) and small firms (SMEs) to meet the development of business networks with ensuring the regional as well as social benefits. Where, it facilitates the regional innovation system and as a result, entrepreneurial university premeditated initiative that promotes regions tacit knowledge utilization, knowledge retention in small and medium-sized enterprises (SMEs), and knowledge dynamics. Finally, it is significant to highlight that while addressing the tension between globalization and localization the idea of entrepreneurial universities initiatives and importance of social and regional innovation system has been viewed -with the perception of growing regional knowledge development process; and or taxonomy of knowledge economy for regional economic development.

This article deliberates about the importance of polymer-based bioadhesive biomaterials’ medical application in healthcare and in redefining healthcare management. Nowadays, the application of bioadhesion in the health sector is one of the great interests for various researchers, due to recent advances in their formulation development. Actually, this area of study is considered as an active multidisciplinary research approach, where engineers, scientists (including chemists, physicists, biologists, and medical experts), material producers and manufacturers combine their knowledge in order to provide better healthcare. Moreover, while discussing the implications of value-based healthcare, it is necessary to mention that health comprises three main domains, namely, physical, mental, and social health, which not only prioritize the quality healthcare, but also enable us to measure the outcomes of medical interventions. In addition, this conceptual article provides an understanding of the consequences of the natural or synthetic polymer-based bioadhesion of biomaterials, and its significance for redefining healthcare management as a novel approach. Furthermore, the research assumptions highlight that the quality healthcare concept has recently become a burning topic, wherein healthcare service providers, private research institutes, government authorities, public service boards, associations and academics have taken the initiative to restructure the healthcare system to create value for patients and increase their satisfaction, and lead ultimately to a healthier society. © 2020 by the authors. Licensee MDPI, Basel, Switzerland.

This paper deliberates about the impact of Organizational Agility (OA) on Organizational learning (OL) strategy and innovative capability development process that enables organizations and business to face the challenges of technological disruption. It also determines the significant dynamic competence of OA that has a great influence on the organizational learning process. Basically, this paper demonstrates the distinctive features of OA and OL process that expedite business; to hasten their innovative capabilities through developing and integrating organizational knowledge and win today's dynamic business environment. The aim of this paper is to explore and investigate the perception of both organizational learning and organizational agility process that influence on linking disruptive technological innovation as a novel approach in order to accelerate organizational innovation and competency. It reveals the way organizational learning (i.e. human resources learning capabilities, strategies within the organization) and organizational agility (i.e. firm's quick adopting, adjusting and accepting capability with the changing environment) influence significantly disruptive technological innovation in order to enhance organizational competitiveness. In addition, this paper also determines the significant perceptions of organizational agility and its values on strategic HRM that reflects on sustainable organizational learning as well as technological innovation (i.e. knowledge development.). Essentially, this area of study is reflected as an active multidisciplinary research approach, where academicians, researchers, technocrats, engineers, management experts, policy makers and business analysts, and industrialists combine their knowledge in order to provide a better management system. On the other hand, it is necessary to mention that the implications of new emerging perspectives of organizational agility and organizational learning mostly enable firms to respond promp

This paper addressed an overview of the Entrepreneurial Universities Inclusive perspective in the era of globalization and socio-scientific innovation research. This conceptual paper builds a framework to explore and investigate the impression of entrepreneurial universities, enabling factors that foster social innovation and social entrepreneurship development in order to create and sustain social value. Moreover, this research intends to classify the style-the entrepreneurial universities are now recognizing their prominence as an incubator of a social innovation process that triggers the emergence of social entrepreneurship mindset. Since, the distinctive challenges of entrepreneurial universities are persistently pursuing new opportunities to swear out the university's mission; engaging in a process of continuous innovation, adaptation and learning that facilitate to run across the societal challenges and technological break. Therefore, this paper argues that it is important to understand the supports of entrepreneurial universities in the society that flows through the unique tacit knowledge in order to make an indispensable contribution to encouraging knowledge based urban development. Consequently, it activates the key driving forces of the social innovation process and its impact on the entrepreneurial innovation system, entrepreneurial skill development and social entrepreneurship. The main purpose of this paper is to exemplify, how does entrepreneurial development process can foster social innovation and social entrepreneurship. Thus, it mainly highlighted that it is important to understand the correlation of entrepreneurial universities empowering activities that deliberate innovation -driven economic growth, exceptional implicit knowledge that materializes the concept of social innovation process and contributes to support the Sustainable Development Goals (SDGs). © 2020 Academic Conferences and Publishing International Limited. All rights reserved.

The aim of this paper is to exemplify the entrepreneurial universities creativities that influence on the increasing regional innovation system and encourage knowledge development environment for regional economic development. During the era of socioeconomic development and industrialization, the entrepreneurial university’s innovative activities have been perceived as an important facilitator for regional economic and social development. Inclusively, the prime goal of this paper is to highlight the importance of an entrepreneurial university and its influence on regional innovation systems that enable to create an environment for regional economic development. This paper presents the identification of what is necessary for the emerging conception of the entrepreneurial universities phronetic approach to entrepreneurship that facilitate in the development procedure of entrepreneurial activities within the region. In addition, it identifies the connection between entrepreneurial university and regional growth in relation to smart specialization strategy and finally answers the question how the key enabling factors of regional innovation strategy to stimulate entrepreneurial activity. Last but not the least, this paper also suggested that the challenges of entrepreneurial universities deliberated creativities could be very stimulating and sophisticated style for the new EU member states, regions that act as a means of encouraging knowledge and innovation – driven regional economic development. © 2020, Allied Business Academies. All rights reserved.

This article deliberates about the importance of polymer-based bioadhesive biomaterials’ medical application in healthcare and in redefining healthcare management. Nowadays, the application of bioadhesion in the health sector is one of the great interests for various researchers, due to recent advances in their formulation development. Actually, this area of study is considered as an active multidisciplinary research approach, where engineers, scientists (including chemists, physicists, biologists, and medical experts), material producers and manufacturers combine their knowledge in order to provide better healthcare. Moreover, while discussing the implications of value-based healthcare, it is necessary to mention that health comprises three main domains, namely, physical, mental, and social health, which not only prioritize the quality healthcare, but also enable us to measure the outcomes of medical interventions. In addition, this conceptual article provides an understanding of the consequences of the natural or synthetic polymer-based bioadhesion of biomaterials, and its significance for redefining healthcare management as a novel approach. Furthermore, the research assumptions highlight that the quality healthcare concept has recently become a burning topic, wherein healthcare service providers, private research institutes, government authorities, public service boards, associations and academics have taken the initiative to restructure the healthcare system to create value for patients and increase their satisfaction, and lead ultimately to a healthier society. © 2020 by the authors. Licensee MDPI, Basel, Switzerland.

This paper deliberates about the impact of Organizational Agility (OA) on Organizational learning (OL) strategy and innovative capability development process that enables organizations and business to face the challenges of technological disruption. It also determines the significant dynamic competence of OA that has a great influence on the organizational learning process. Basically, this paper demonstrates the distinctive features of OA and OL process that expedite business; to hasten their innovative capabilities through developing and integrating organizational knowledge and win today's dynamic business environment. The aim of this paper is to explore and investigate the perception of both organizational learning and organizational agility process that influence on linking disruptive technological innovation as a novel approach in order to accelerate organizational innovation and competency. It reveals the way organizational learning (i.e. human resources learning capabilities, strategies within the organization) and organizational agility (i.e. firm's quick adopting, adjusting and accepting capability with the changing environment) influence significantly disruptive technological innovation in order to enhance organizational competitiveness. In addition, this paper also determines the significant perceptions of organizational agility and its values on strategic HRM that reflects on sustainable organizational learning as well as technological innovation (i.e. knowledge development.). Essentially, this area of study is reflected as an active multidisciplinary research approach, where academicians, researchers, technocrats, engineers, management experts, policy makers and business analysts, and industrialists combine their knowledge in order to provide a better management system. On the other hand, it is necessary to mention that the implications of new emerging perspectives of organizational agility and organizational learning mostly enable firms to respond promp

This paper addressed an overview of the Entrepreneurial Universities Inclusive perspective in the era of globalization and socio-scientific innovation research. This conceptual paper builds a framework to explore and investigate the impression of entrepreneurial universities, enabling factors that foster social innovation and social entrepreneurship development in order to create and sustain social value. Moreover, this research intends to classify the style-the entrepreneurial universities are now recognizing their prominence as an incubator of a social innovation process that triggers the emergence of social entrepreneurship mindset. Since, the distinctive challenges of entrepreneurial universities are persistently pursuing new opportunities to swear out the university's mission; engaging in a process of continuous innovation, adaptation and learning that facilitate to run across the societal challenges and technological break. Therefore, this paper argues that it is important to understand the supports of entrepreneurial universities in the society that flows through the unique tacit knowledge in order to make an indispensable contribution to encouraging knowledge based urban development. Consequently, it activates the key driving forces of the social innovation process and its impact on the entrepreneurial innovation system, entrepreneurial skill development and social entrepreneurship. The main purpose of this paper is to exemplify, how does entrepreneurial development process can foster social innovation and social entrepreneurship. Thus, it mainly highlighted that it is important to understand the correlation of entrepreneurial universities empowering activities that deliberate innovation -driven economic growth, exceptional implicit knowledge that materializes the concept of social innovation process and contributes to support the Sustainable Development Goals (SDGs). © 2020 Academic Conferences and Publishing International Limited. All rights reserved.

The aim of this paper is to investigate the role of entrepreneurial universities (EU) emerging perspectives that enrich regional knowledge spillover and enhance social innovation system. The existing knowledge spillover within the regions has influenced the creation of new knowledge and cross-disciplinary areas of research that empowers regional small firms and higher education institutes (HEIs) to face the economic, social, and industrial turbulence. This paper explores the impact of entrepreneurial universities effects on regional knowledge development, knowledge spillovers and social innovation based on understanding entrepreneurial universities strategic activities. Additionally, research on entrepreneurial universities emerging perspectives has received considerable attention due to its key enabling inspirations that enable higher education institutes (HEIs) and small firms (SMEs) to meet the development of business networks with ensuring the regional as well as social benefits. Where, it facilitates the regional innovation system and as a result, entrepreneurial university premeditated initiative that promotes regions tacit knowledge utilization, knowledge retention in small and medium-sized enterprises (SMEs), and knowledge dynamics. Finally, it is significant to highlight that while addressing the tension between globalization and localization the idea of entrepreneurial universities initiatives and importance of social and regional innovation system has been viewed -with the perception of growing regional knowledge development process; and or taxonomy of knowledge economy for regional economic development.

The aim of this paper is to exemplify the entrepreneurial universities creativities that influence on the increasing regional innovation system and encourage knowledge development environment for regional economic development. During the era of socioeconomic development and industrialization, the entrepreneurial university’s innovative activities have been perceived as an important facilitator for regional economic and social development. Inclusively, the prime goal of this paper is to highlight the importance of an entrepreneurial university and its influence on regional innovation systems that enable to create an environment for regional economic development. This paper presents the identification of what is necessary for the emerging conception of the entrepreneurial universities phronetic approach to entrepreneurship that facilitate in the development procedure of entrepreneurial activities within the region. In addition, it identifies the connection between entrepreneurial university and regional growth in relation to smart specialization strategy and finally answers the question how the key enabling factors of regional innovation strategy to stimulate entrepreneurial activity. Last but not the least, this paper also suggested that the challenges of entrepreneurial universities deliberated creativities could be very stimulating and sophisticated style for the new EU member states, regions that act as a means of encouraging knowledge and innovation – driven regional economic development. © 2020, Allied Business Academies. All rights reserved.

This paper deliberates the significant issues of Organizational Agility (OA) and its effect on strategic human resource management (SHRM) that enables businesses to sustain their organizational learning as well as organizational capacity to enhance organizational knowledge and competitiveness. Furthermore, this paper highlighted the twin perspectives of strategic human resource management and Organizational agility that endeavored for enhancing organizational learning through organizational nimbleness and organizational capability enhancement. Nowadays, the most pioneering and contemporary organizations are under excessive stress to work in a dynamic environment that always force them to prompt and quantifiable advantage in order to survive in this internationally competitive market. Under these conditions, competitiveness and innovation have become a challenging issue of academic, business and managerial debates with regard to be agile and be able to sense and respond to market changes quickly and smoothly to sustain their organizational competitiveness. Therefore, now the question comes, how to increase organizational agility? How to develop organizational knowledge? What are the strategic empowering factors of human resources that fosters organizations to enhance their organizational development? Finally, this short paper, suggested that human resource management strategy could be a very interesting and refined approach for the modern and dynamic organizations that enables them to create new business opportunity with worldwide competency; in addition organizational agility could be supportive for the business to provide the right skills and essential proficiency through organizational learning that plays a crucial role in enabling business, organizations to enhance its core competencies through organizational capability and knowledge development. © 2019 International Business Information Management Association (IBIMA).

This paper deliberates the significant issues of Organizational Agility (OA) and its effect on strategic human resource management (SHRM) that enables businesses to sustain their organizational learning as well as organizational capacity to enhance organizational knowledge and competitiveness. Furthermore, this paper highlighted the twin perspectives of strategic human resource management and Organizational agility that endeavored for enhancing organizational learning through organizational nimbleness and organizational capability enhancement. Nowadays, the most pioneering and contemporary organizations are under excessive stress to work in a dynamic environment that always force them to prompt and quantifiable advantage in order to survive in this internationally competitive market. Under these conditions, competitiveness and innovation have become a challenging issue of academic, business and managerial debates with regard to be agile and be able to sense and respond to market changes quickly and smoothly to sustain their organizational competitiveness. Therefore, now the question comes, how to increase organizational agility? How to develop organizational knowledge? What are the strategic empowering factors of human resources that fosters organizations to enhance their organizational development? Finally, this short paper, suggested that human resource management strategy could be a very interesting and refined approach for the modern and dynamic organizations that enables them to create new business opportunity with worldwide competency; in addition organizational agility could be supportive for the business to provide the right skills and essential proficiency through organizational learning that plays a crucial role in enabling business, organizations to enhance its core competencies through organizational capability and knowledge development. © 2019 International Business Information Management Association (IBIMA).

This article reveals a conceptual framework about the importance of aligning Strategic Human Resource Management (SHRM) and its impact on organizational learning, as well as organizations culture that proposes some perceptions on how knowledge might occur at the organizational level to improve organizational excellence, i.e. Knowledge Skills and Abilities (KSAs). Research indicates that there are a number of studies that advocate the impact of SHRM and its influence on an organization that enhances an organization's capability and enables them to improve their organizational competency, i.e. excellence. Yet, on that point are some rare linkage between SHRM and sustainable organizational cultural practices that can provide a unique perspective to develop organizations effectiveness and spread out its excellence through prerequisite academic condition, suitable working condition, and potential motivation. Thus, the main aim of this article is to put emphasis on several approaches of organizational culture and strategic HRM, by integrating knowledge from diverse areas of organizational studies including organizational learning, and the distinctive design of human resource practices. In view of literature, this article confers that the best practices for accomplishing and sustaining organizational excellence could be enriched through the organizational culture and academic work experienced in recent years. Finally, this article highlighted on some propositions that nowadays organizations are not only fulfilling the facility and linking functions but also rationalizing academic work in order to sustain their reputation and competitiveness of the organization as a whole that accelerates organizational performance and competitive ability.

The aim of this paper is to explore and investigate the notion of cluster strategies and smart specialisation strategy as a twin perspective: knowledge & innovation-driven regional growth and regional economic development theoretical approach along with the policy perspective. The application of the cluster concept in smart specialisation strategy is the cornerstone of creating unique entrepreneurship and knowledge-driven innovation centre in the region connected to the provincial growth scheme. Both clusters and smart specialisation are gaining its fame in the EU's regional policy discourse, due to its role in the upcoming new Horizon 2020 programme, where, they have been applied by policy makers worldwide as building blocks for implementing different policies such as research & innovation, industrial and regional policies. This paper deliberates about the responsiveness and initiatives of the cluster concept and smart specialisation as an effective strategy that leverage on developing entrepreneurship and create knowledge and innovation-driven regional value. © 2018, © 2018 Informa UK Limited, trading as Taylor & Francis Group.

This article reveals a conceptual framework about the importance of aligning Strategic Human Resource Management (SHRM) and its impact on organizational learning, as well as organizations culture that proposes some perceptions on how knowledge might occur at the organizational level to improve organizational excellence, i.e. Knowledge Skills and Abilities (KSAs). Research indicates that there are a number of studies that advocate the impact of SHRM and its influence on an organization that enhances an organization's capability and enables them to improve their organizational competency, i.e. excellence. Yet, on that point are some rare linkage between SHRM and sustainable organizational cultural practices that can provide a unique perspective to develop organizations effectiveness and spread out its excellence through prerequisite academic condition, suitable working condition, and potential motivation. Thus, the main aim of this article is to put emphasis on several approaches of organizational culture and strategic HRM, by integrating knowledge from diverse areas of organizational studies including organizational learning, and the distinctive design of human resource practices. In view of literature, this article confers that the best practices for accomplishing and sustaining organizational excellence could be enriched through the organizational culture and academic work experienced in recent years. Finally, this article highlighted on some propositions that nowadays organizations are not only fulfilling the facility and linking functions but also rationalizing academic work in order to sustain their reputation and competitiveness of the organization as a whole that accelerates organizational performance and competitive ability.

The aim of this paper is to explore and investigate the notion of cluster strategies and smart specialisation strategy as a twin perspective: knowledge & innovation-driven regional growth and regional economic development theoretical approach along with the policy perspective. The application of the cluster concept in smart specialisation strategy is the cornerstone of creating unique entrepreneurship and knowledge-driven innovation centre in the region connected to the provincial growth scheme. Both clusters and smart specialisation are gaining its fame in the EU's regional policy discourse, due to its role in the upcoming new Horizon 2020 programme, where, they have been applied by policy makers worldwide as building blocks for implementing different policies such as research & innovation, industrial and regional policies. This paper deliberates about the responsiveness and initiatives of the cluster concept and smart specialisation as an effective strategy that leverage on developing entrepreneurship and create knowledge and innovation-driven regional value. © 2018, © 2018 Informa UK Limited, trading as Taylor & Francis Group.

This article intended to emphasize and explicate the conceptual framework of organizational agility that discusses organizational spirit, capability, flexibility, nimbleness, and speediness. Whereas, the key activities of HR specialists involved in operational matters are progressively observed as a source of competitive advantage in today's severely competitive and fast changing markets. Similarly, it has been a competitive marketplace expansion; thus, nowadays, the situation is really difficult to enhance sustainable growth for the firms' side. Hence, the purpose of this article is to reveal that HR strategy enables organizations or firms to understand the value of internal and external customers, knowledge of competitors, products, technology, and sources of competitive advantage. It is all important to ascertain that the success of a business is founded along the belief that an organization achieve competitive advantage by making use of its people adequately and efficiently. Therefore, this article exemplifies some research propositions that how firms can respond rapidly and flexibly to the changing environment without facing market turbulence. Following this, the research aims to understand whether organizational agility and value of HR can really create a difference and influence on business performance. Finally, the result of this study highlights the importance of organizational agility and human resource's effectiveness which have an influence on enhancing organizational performance and competitive abilities. (C) AIMI Journals

This article intended to emphasize and explicate the conceptual framework of organizational agility that discusses organizational spirit, capability, flexibility, nimbleness, and speediness. Whereas, the key activities of HR specialists involved in operational matters are progressively observed as a source of competitive advantage in today's severely competitive and fast changing markets. Similarly, it has been a competitive marketplace expansion; thus, nowadays, the situation is really difficult to enhance sustainable growth for the firms' side. Hence, the purpose of this article is to reveal that HR strategy enables organizations or firms to understand the value of internal and external customers, knowledge of competitors, products, technology, and sources of competitive advantage. It is all important to ascertain that the success of a business is founded along the belief that an organization achieve competitive advantage by making use of its people adequately and efficiently. Therefore, this article exemplifies some research propositions that how firms can respond rapidly and flexibly to the changing environment without facing market turbulence. Following this, the research aims to understand whether organizational agility and value of HR can really create a difference and influence on business performance. Finally, the result of this study highlights the importance of organizational agility and human resource's effectiveness which have an influence on enhancing organizational performance and competitive abilities. (C) AIMI Journals

This article aimed at developing a conceptual framework about the role of Strategic Human Resource Management (SHRM) and its impact on managerial skills and organizational performance which offered some insights into how learning might occur at the organizational level in order to improve organizational capability as well as individual capability. It also indicated that there were plenty of research studies to advocate the influence of SHRM. Nevertheless, there were some rare examples of linkages between SHRM and sustainable organizational learning practices that can improve organizations effectiveness and develop its performance through ample qualification, suitable working condition, and potential motivation. Thus, this article aims to emphasize on several approaches of organizational learning as facilitating variables. Today, the strategic part of HRM practices which was integrated within the organization stated that the success of the organizational performance lied in developing positive attitudes of individuals, groups, and organizations that mainly enhanced individual competence as well organizational competence through organizational learning. Therefore, the context of this study identified the key concept of SHRM that influenced and boosted knowledge, skills, and abilities (KSA's) of employees in an organization. Finally, this article recommended some research suggestions based on the highlighted propositions that accelerated organizational performance and improved competitive abilities. (c) AIMI Journals

This article aimed at developing a conceptual framework about the role of Strategic Human Resource Management (SHRM) and its impact on managerial skills and organizational performance which offered some insights into how learning might occur at the organizational level in order to improve organizational capability as well as individual capability. It also indicated that there were plenty of research studies to advocate the influence of SHRM. Nevertheless, there were some rare examples of linkages between SHRM and sustainable organizational learning practices that can improve organizations effectiveness and develop its performance through ample qualification, suitable working condition, and potential motivation. Thus, this article aims to emphasize on several approaches of organizational learning as facilitating variables. Today, the strategic part of HRM practices which was integrated within the organization stated that the success of the organizational performance lied in developing positive attitudes of individuals, groups, and organizations that mainly enhanced individual competence as well organizational competence through organizational learning. Therefore, the context of this study identified the key concept of SHRM that influenced and boosted knowledge, skills, and abilities (KSA's) of employees in an organization. Finally, this article recommended some research suggestions based on the highlighted propositions that accelerated organizational performance and improved competitive abilities. (c) AIMI Journals

In the era of globalization and internationalization research organizations are lagging behind to enhance their organizational performance and to keep pace with the ever-changing world. This article presents the idea of twinning strategy as a mechanism for sustainable organizational learning and enhancing research performance under globalized in conditions. The development of organizational learning seems to promise one of the answers to the challenges created by increased international competition and the growing importance of innovation in the knowledge economy. Twinning of research organization is an ongoing debate of Horizon 2020 for advancing the policy and practice of capacity building in international development cooperation.The purpose of this article is to assess why twinning is an instrument for building and strengthening institutional capacity?. Twinning approach specifically address networking gaps and deficiencies between the research institutions of the low performing member states and regions that mitigate the stress through collaboration between internationally-leading counterparts at European Union (EU) level. By doing so this study not only indicate that twinning is the unique method for sustaining organizational learning and capacity building but also it shows how the distinctive features of twinning strategy can be the key of institutional development. © 2015, World Scientific and Engineering Academy and Society. All rights reserved.

In the era of globalization and internationalization research organizations are lagging behind to enhance their organizational performance and to keep pace with the ever-changing world. This article presents the idea of twinning strategy as a mechanism for sustainable organizational learning and enhancing research performance under globalized in conditions. The development of organizational learning seems to promise one of the answers to the challenges created by increased international competition and the growing importance of innovation in the knowledge economy. Twinning of research organization is an ongoing debate of Horizon 2020 for advancing the policy and practice of capacity building in international development cooperation.The purpose of this article is to assess why twinning is an instrument for building and strengthening institutional capacity?. Twinning approach specifically address networking gaps and deficiencies between the research institutions of the low performing member states and regions that mitigate the stress through collaboration between internationally-leading counterparts at European Union (EU) level. By doing so this study not only indicate that twinning is the unique method for sustaining organizational learning and capacity building but also it shows how the distinctive features of twinning strategy can be the key of institutional development. © 2015, World Scientific and Engineering Academy and Society. All rights reserved.

Currently nations and regions are under stressed to enhance competitiveness as well as to maintain its sustainability to fit with the Horizon 2020 programme. The present debate on regional innovation systems, research and development strategy represents one of the most common policy approaches to address the strains between globalization and localization. This paper discusses the idea of clusters and smart specialization strategy as an effective tool for improving regional and institutional competiveness; in order to highlight the significance of linking different firms, people, and knowledge at a regional level- are one of the ways of making regions, institutions more innovative and competitive. For e.g. universities can stimulate the entrepreneurial spirit of their staff and students, by offering guidance and services in a coherent manner with business needs. This paper tries to identify why should clusters be part of smart specialization? In this regard, the smart specialization concept was used as the leading concept for formulating strategic goals and measures related to regional economic development. Finally, the outcome of this study shows clusters are powerful instruments to foster industrial competitiveness, institutional innovation and province growth due to their intrinsic competence. Therefore, they were used by policy makers worldwide as building blocks for implementing different policies such as research & innovation, industrial and regional policies.

Currently nations and regions are under stressed to enhance competitiveness as well as to maintain its sustainability to fit with the Horizon 2020 programme. The present debate on regional innovation systems, research and development strategy represents one of the most common policy approaches to address the strains between globalization and localization. This paper discusses the idea of clusters and smart specialization strategy as an effective tool for improving regional and institutional competiveness; in order to highlight the significance of linking different firms, people, and knowledge at a regional level- are one of the ways of making regions, institutions more innovative and competitive. For e.g. universities can stimulate the entrepreneurial spirit of their staff and students, by offering guidance and services in a coherent manner with business needs. This paper tries to identify why should clusters be part of smart specialization? In this regard, the smart specialization concept was used as the leading concept for formulating strategic goals and measures related to regional economic development. Finally, the outcome of this study shows clusters are powerful instruments to foster industrial competitiveness, institutional innovation and province growth due to their intrinsic competence. Therefore, they were used by policy makers worldwide as building blocks for implementing different policies such as research & innovation, industrial and regional policies.

Employability enhancement is a burning topic in present world. To sustain in this competitive world every human needs the capacity to adopt themselves through their own skills, efficiency and knowledge. This paper tries to investigate the prominence of employability and its current practices in that are undertaken to mobilize resources i.e. human resources and to stimulate employability of the country. The prime goal of this paper focuses on how the current trends of transformation put more stress on intellectual capital, i.e. knowledge, skills and abilities of an individual so as to be employable. This research tries to demonstrate us how career potentiality, occupational expertise and organizational factors are the key essential elements for enhancing employability through a case of West Bengal (WB), India. The investigation has been done by sample interview protocols including questionnaire survey. The outcome of this study discloses the existences of a welltrained and adaptable work force in an organization not only enhance its competitiveness, but it also enable a country to meet the global challenges along with enhancement of employability.

Employability enhancement is a burning topic in present world. To sustain in this competitive world every human needs the capacity to adopt themselves through their own skills, efficiency and knowledge. This paper tries to investigate the prominence of employability and its current practices in that are undertaken to mobilize resources i.e. human resources and to stimulate employability of the country. The prime goal of this paper focuses on how the current trends of transformation put more stress on intellectual capital, i.e. knowledge, skills and abilities of an individual so as to be employable. This research tries to demonstrate us how career potentiality, occupational expertise and organizational factors are the key essential elements for enhancing employability through a case of West Bengal (WB), India. The investigation has been done by sample interview protocols including questionnaire survey. The outcome of this study discloses the existences of a welltrained and adaptable work force in an organization not only enhance its competitiveness, but it also enable a country to meet the global challenges along with enhancement of employability.

The development of clusters and cluster policies is one of the sources of attaining competitive advantages of companies and regions. This contribution analyzes a sample of clusters in the plastics industry from different countries of USA, West and Central Europe and Asia, including cluster policies that generate the framework for their growth. Critical factors of cluster performance management based on results obtained from surveys and structured interviews of managers of selected plastics clusters are identified. Although these clusters exist in different parts of the world and operate in different economic and cultural conditions, there are many ideas and opinions shared by their managers introduced in this contribution.

This article tries to reveal whether the cluster approach can really support human resource management to act as a driver for regional economic development so as to strengthen the firms’ competitive advantages for doing business. The analysis mostly relies on research oncluster activities and human resource strategies that enable a firm to achieve a competitive advantage. The study is based on some evidence of clusters from Poland, Slovakia, the Czech Republic, India and Developed Countries. This study reveals that, firms see the joining of clusters as a way of sustaining their competitive advantage and to enhance the regional economic development. Through clustering, they can share their strategic information, increase their innovative capabilities and find new market places, which broaden the competencies associated with individual professions. Finally, based on interview discussions with cluster managers in different countries, the results of this research confirms that, cluster activities support the Human Resource Management (HRM) of the cluster’s core firms to enable them to survive in this competitive world.

This article tries to reveal whether the cluster approach can really support human resource management to act as a driver for regional economic development so as to strengthen the firms’ competitive advantages for doing business. The analysis mostly relies on research oncluster activities and human resource strategies that enable a firm to achieve a competitive advantage. The study is based on some evidence of clusters from Poland, Slovakia, the Czech Republic, India and Developed Countries. This study reveals that, firms see the joining of clusters as a way of sustaining their competitive advantage and to enhance the regional economic development. Through clustering, they can share their strategic information, increase their innovative capabilities and find new market places, which broaden the competencies associated with individual professions. Finally, based on interview discussions with cluster managers in different countries, the results of this research confirms that, cluster activities support the Human Resource Management (HRM) of the cluster’s core firms to enable them to survive in this competitive world.

The development of clusters and cluster policies is one of the sources of attaining competitive advantages of companies and regions. This contribution analyzes a sample of clusters in the plastics industry from different countries of USA, West and Central Europe and Asia, including cluster policies that generate the framework for their growth. Critical factors of cluster performance management based on results obtained from surveys and structured interviews of managers of selected plastics clusters are identified. Although these clusters exist in different parts of the world and operate in different economic and cultural conditions, there are many ideas and opinions shared by their managers introduced in this contribution.

This paper describes the influence of industrial cluster that facilitates a firm to expand and enhance its level of performance by accelerating the regional development. It shows that cluster strategies have the potential to pick up the pace of regional economic growth. In today?s global economy cluster strategies play a vibrant role to meet the global challenges by boosting the human capital. An industry cluster is a group of firms, related economic actors, and institutions that are located near one another and that draw productive advantage from their mutual proximity and connections. It is the key to understanding the performance of regional economies and the competitiveness of individual firms. Research shows how small enterprises are enhancing their competitiveness by joining cluster in order to convene global trend and to gain competitive advantages and to achieve better performance than earlier. This paper tries to focus that how industrial cluster speed up the regional economic growth of a fir

This paper describes the influence of industrial cluster that facilitates a firm to expand and enhance its level of performance by accelerating the regional development. It shows that cluster strategies have the potential to pick up the pace of regional economic growth. In today?s global economy cluster strategies play a vibrant role to meet the global challenges by boosting the human capital. An industry cluster is a group of firms, related economic actors, and institutions that are located near one another and that draw productive advantage from their mutual proximity and connections. It is the key to understanding the performance of regional economies and the competitiveness of individual firms. Research shows how small enterprises are enhancing their competitiveness by joining cluster in order to convene global trend and to gain competitive advantages and to achieve better performance than earlier. This paper tries to focus that how industrial cluster speed up the regional economic growth of a fir

Microfinance means giving very small loans to very poor people to help them to grow their tiny businesses, as well as to pull themselves out of poverty by increasing the level of income and building viable businesses. It includes a broader range of services as credit, savings, insurance etc. Sometimes it is called as "banking for the poor people" Recently it has been observed that the importance of "Microfinance" is rising high to maintain a sustainable socio-economic status of all developing countries. In this paper we try to highlight the challenges of microfinance especially in India and Bangladesh. A study of these two countries shows us that how the microfinance helping and assisting the lower income groups and self help groups to get rid out of the poverty, which is a great slur and hindrance of a developing country. With the help of microfinance, microcredit and financial institutions, the poor people can survive their livelihoods in a very a stable and secured way. The poor people become self sufficient and self employed by getting micro credit, which enables them to engage in productive activities.

Microfinance means giving very small loans to very poor people to help them to grow their tiny businesses, as well as to pull themselves out of poverty by increasing the level of income and building viable businesses. It includes a broader range of services as credit, savings, insurance etc. Sometimes it is called as "banking for the poor people" Recently it has been observed that the importance of "Microfinance" is rising high to maintain a sustainable socio-economic status of all developing countries. In this paper we try to highlight the challenges of microfinance especially in India and Bangladesh. A study of these two countries shows us that how the microfinance helping and assisting the lower income groups and self help groups to get rid out of the poverty, which is a great slur and hindrance of a developing country. With the help of microfinance, microcredit and financial institutions, the poor people can survive their livelihoods in a very a stable and secured way. The poor people become self sufficient and self employed by getting micro credit, which enables them to engage in productive activities.