The Impact of Human Resources Practices on SME’s Sustainability

The study under discussion has highlighted its importance in promoting human resources management from recruitment to assessment. Institutions seek to optimize their personnel productivity by appropriate assessments and ongoing support and growth in handling systems and divisions. This study aims to identify organizations roles, especially those of higher academic institutions, for human resources departments. The study will implement the quantitative methodology throughout distributing a questionnaire over 300 respondents and maintaining an 80% response rate. The findings show that the correlation between selfefficiency and OCB is a good one since SMEs can practice self-efficacy in work tends to have
a higher retained workforce rate, which results in better performance. Nevertheless, the results show that there is a significant connection between self-efficacy and OCB. The results further show a positive relationship between work-climate education and distributive justice and OCB as SMEs with excellent working environments appear to have greater OCB success than SMEs with a poor environment in terms of sharing knowledge and contact. Also, distributive and training Justice are taken into account as two key variables for OCB measurement; the higher the distributive justice and organizational training, the higher the OCB rate