Job creation, economic growth and innovation are partial of the achievement for SMEson the well-being of the economy for a particular country and society. Due to the reasons, there are lots of benchmarking activities conducted by government and private bodies through events that promote exposures for the SMEs in enhancing its capabilities. Thus, this paper aims to identify the areas within benchmarking activities that are implemented by local SMEs. Semi-structured interviews were conducted among 35 SMEs that were willing to participate voluntarily. This study found that management is the best driver of benchmarking adoption. Possibly, the closeness of relationship between management, suppliers and customers enhances support for benchmarking in the enterprises. It also revealed that SMEs benchmarked in only one specific area or in all aspects such as production (32.6%), operations management (17.0%), marketing (16.0%), information and communication technology (ICT) application (16.8%), financial (10.0%), and management (7.0%). Although the results should be taken with caution, nevertheless benchmarking is vital in facing new challenges and opportunities for success in productivity and profitability.

In current business environment, corporate social responsibility (CSR) has become the powerful source for competitive advantage and it became popular among companies to uphold the image and contribute to the success of the organization. This paper intends to investigate how CSR can help in reducing social issues by conducting a drag racing known as Sprint Test. This study is based on information gathered thru questionnaires distributed to racers at the race event. In depth interviews with a business owners and local enforcement officer was conducted to clarify the effect of the race event to local community. The importance of CSR as seen through the prism of how social issue such as illegal racing can be reduced and eliminated by having a proper race circuit was established in this study.

“Move along with MOFAZ" is the company’s philosophy since its inception 43 years ago. The business began as a distributor of NESTLE products. Now, it has thrived with various business ventures under its wing. MOFAZ and its many business partners and vendors grow together under a firm belief in self- discipline, competence, hard work, and respect for others. Having established its standing in the industry, MOFAZ’s focus in its second decade is ‘Dedication towards Excellence’, aiming to produce superior products and services in the automotive, agricultural, and food industries. MOFAZ has maintained its competitiveness throughout its journey, starting from the NESTLE Distributor Coalition to MOFAZ Air, which became the foundation for the world-renowned Air Asia. The study has identified several critical criteria of how MOFAZ remains competitive in the market. They are People, Culture, Process, Knowledge, Technology, and Capital, which are described by the authors through the experiences of the President of MOFAZ Group, Fauzy. The company, likewise, has faced several obstacles. They come in at least two forms: external (e.g., inter-organizational politics) and internal (e.g., the fear of investing). Business changes are always unpredictable. Even so, Fauzy tried to keep a positive mindset and sustained during the economic downturn. However, once in a while, a big trend may come along and break all conventions. Fauzy upheld MOFAZ’s competitive advantage through its history and networking. After getting great opportunities, he continued to publicize MOFAZ’s gains by announcing its recent performance on various media platforms. Sustainability is one such trend.

Purpose of the study: The issue of nepotism in organizations has long been debated. In fact, the number of articles telling about the phenomenon of nepotism are voluminous which is now considered to be a culture in any organizations. Briefly, nepotism refers to favoritism toward relatives, most commonly in the form of employment offers. The objective of this study is to investigate the advantages of nepotism practices in organisations particularly in Malaysia. Furthermore, nepotism caused by experience and education. These elements are said to be essential in today's contemporary nepotism. Methodology: The methodology applied is qualitative, which are through articles and journals, and in-depth interviews with owners of businesses which are Bismi and MOFAZ that held in 2020. Main Findings: This article present three main findings which are the practice of nepotism in Family-owned Businesses, talent management in organization, employer brand and talent acquisition. Employees of the respective family-owned businesses view the organisations as a source of income, and they understand that the fruit of their hard work is attributed to these employees. In terms of both beneficial and negative consequences in nepotism are exists. Bismi Empire Sdn. Bhd. and MOFAZ (M) Sdn. Bhd. with strong employer brands may readily attract employees that want to work for them. As the employer brands, both organisations offer a variety of benefits to their employees in the form of operational, materialistic, and nonmaterialistic incentives. Novelty of the study: Nepotism is an obstacle that prevents recruiters from attracting the best and brightest candidates in the market which has been described from many viewpoints throughout the existing body of knowledge. However, the findings show different findings based on two cases from two organisations that have long been based in the business world.

Supply chain management is the process of transforming raw materials into final products and delivering them to customers. Green supply chain management(GSCM)is an emergent strategy that aims to simultaneously improve the process and quality of products, realize sustainable development, and enhance supply chain management capabilities. The implementation of GSCM practices will allow firms to achieve technological innovation. As global awareness of environmental protection rises, businesses have begun employing GSCM to enhance their core technological innovation. The objective of this paper is to bridge the theory-practice gap by discussing empirical evidence relating to GSCM practices and technological innovation so as to encourage the former’s adoption by firms. In Malaysia, the manufacturing industry is one of the largest contributors to the country’s pollution index. This study examines the effect of GSCM practices on the technological innovation of firms and how it can enhance IR 4.0preparedness in Malaysia. The findings may allow managers and practitioners to understand how GSCM practices influence technological innovation, leading to better preparedness for IR 4.0. They may also help manufacturers to identify practices that need improvement.

Purpose of the study: The purpose of the study was to discover the bibliometric profile of Talent Identification & Selection. This study's major goal is to investigate Talent Identification & Selection publications in the Scopus database. For example, the bibliometric profile of Talent Identification & Selection research, the increase of publications and average citations, and author collaboration across countries. 55 words Methodology: Bibliometric analysis performed with a package called Biblioshiny from R-Studio and VOSviewer 1.6.16. The current study applies bibliometric quantitative methods. In the foreground, on October 12, 2021, the screening process utilised looked for all references to "Talent Identification & Selection" in Scopus' "article title" and discovered 111 scholarly contributions from 1975 to 2021. 53 words. Main Findings: This finding corroborates bibliometric analysis as well as systematic content analysis. Researchers gathered bibliography data from the Scopus API for 111 English-language articles written by 301 published scholars, with a total of 1,590 total citations, which were obtained via the Scopus API. A total of 31 countries worked together to enhance the proportion of talent discovery and recruitment publications on the database. There were 178 affiliations between the universities or institutes where the authors served. However, out of 300 authors, only 17 co-authorships are connected. Based on the co-occurrence evaluation in the abstract field, 2869 words have been recognised from the complete documents. 103 words Novelty of the study: This study offers a global trend towards Talent Identification & Selection scientific production. It provides a comprehensive introduction of the study domain for researchers and practitioners interested in this topic, introducing readers to key studies, authors, universities, principles, and methods. Through its scope, goals, software package, and database, the current study tried to bridge knowledge gaps in the existing literature. 60 words