The purpose of this study is to examine the barriers that SMEs are experiencing when confronted with the need to implement e-commerce to sustain their competitiveness. E-commerce is the medium that leads to economic growth of a country. Small and Medium Enterprises (SMEs) play an important role in contributing to the Gross Domestic Product and reducing the unemployment. However, there are some specific factors that inhibit the implementation of e-commerce among SMEs. A questionnaire approach was employed in this study and 160 questionnaires have been distributed but only 91usable questionnaires have been collected from SMEs. Literature found that main barriers to e-commerce adoption among SMEs are organizational barriers, financial barriers, technical barriers, legal and regulatory barriers, and behavioral barriers. It infer that all these barriers carried an average influence on e-commerce adoption. The most important factor barriers of e-commerce adoption are legal and regulatory barriers followed by technical barriers, whereas lack of internet security is the highest barrier factor that inhibits the implementation of e-commerce in SMEs followed by the requirement to undertake additional training and skill development. This paper is useful for the management of SMEs in understanding and gaining insights into the real and potential barriers to e-commerce adoption. This can help the organization to design strategy in taking up barriers tactfully to its advantage.

KEYWORDS: E-commerce, SMEs, Organizational barriers, Financial barriers, Technical barriers Legal and regulatory barrier, Behavioral barriers

Traditional Finance theories assume that the investor uses all available information and make rational decisions while investing, but the scenario is not the same. As the literature presents the increasing importance of behavioral Finance, the present study investigates the impact of different Behavioral factors on the retail investors' investment decisions directly and through the mediation of Investor’s Perceptions. Besides, there is insufficient knowledge exist regarding the behavior of retail investor during the COVID-19. The current study addresses this gap and examines the impact of COVID-19 between the association of these Behavioral factors—Disposition Effect, Herd Behaviors, Optimism, and Overconfidence— and retail investors' investment intentions. The current study collected data from retail investors and gather 499 responses as a final sample size through a convenience sampling technique. The current research employs the structural equation modeling technique for the empirical findings. The results of current study show the positive and significant association between the Behavioral factors and retail investors' decision making while investment. The results further demonstrate that the retail investor’s perception partially mediate the relationship that Behavioral factors has with retail investors' decision making. In addition, the findings direct that the COVID-19 moderate the relationship and change the behaviors of Retail investors regarding the inventors’ perception. The current study identifies various aspects and factors that significantly impact retail investors in investing decisions. The Brokerage firms may use the results of this study to analyze their clients' intentions (retail investors) and then decide about the appropriate investment opportunity for them.

KEYWORDS: Behavioral Finance, Investment decision-making, COVID-19, Structural Equation Modeling, psychological Factors, Retail investor.

For any organization, the value of having staff who are both well-educated and highly motivated cannot be stressed. Firms establish a strategic HRD framework that is connected with the organization's objectives to attain this purpose. If a firm wants to be successful, it must continuously work to develop the talents of its employees. The Four Stages of HRD Framework will be described in this article, and it is suitable for every company. It is important for individuals to work on developing their public speaking skills throughout their lives. When individuals communicate with family members, relatives, friends, neighbors, and community members, at educational institutions, with instructors or fellow students, or in employment settings, with supervisors, managers, employers, or colleagues, they must be able to talk in public. When it comes to public speaking and dealing with a range of companies, human resource development (HRD) is crucial. Everyone gets the same chance to speak and present at these seminars and workshops. In other words, human resources should practice public speaking. Public speaking skills are necessary not just in academic and professional settings, but also in social, cultural, religious, economic, and political situations. When people put their skills to good use, they may become more productive members of society. This research paper focuses on the meaning and significance of public speaking talents, the situations in which they are employed, the many types of public speaking skills that exist, and the strategies for improving them.

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The proposed research is aimed to inspect the impact of Job Burnout on Employee Health and Employee Engagement among workers. The theory expressed that there will be impact of Job Burnout on Employee wellbeing and worker commitment of the Employee. Members will be taken from the distinctive private and public associations of Pakistan through purposive advantageous inspecting strategy. Taking part specialists will fill Maslach Burnout stock, Employee general wellbeing review and commitment scale. Burnout strikes employees when they have depleted their physical or enthusiastic strength. This typically happens because of delayed pressure or disappointment. Now and then, the reason is the workplace. Unpleasant positions, absence of help and assets and tight cutoff times would all be able to add to burnout. The proposed research will give a truly necessary window of the effect of Burnout on Employee wellbeing and employee engagement of workers in Pakistan.

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The goal of this research is to check the relation between job control, employee engagement and organizational commitment. Organization should be explicitly interested by employee relation with their organization. It has been discovered that job control is fundamental for procuring a competitive advantage, improving firm execution and making progress in competitive business climate (Bond & Bunce, 2003). Further, it has been noticed that committed employees are key achievement drivers as they impact efficiency and other organizations results (e.g., monetary performance) (Marmot, Bosma, Hemingway, Brunner, & Stansfeld, 1997). To study the impact of job control on employee engagement and organizational commitment in all public and private sectors of Pakistan, the data is collected data employees working in these organizations. Hence, target population for this study comprises employees working in public and private sectors of Pakistan. It was found that job control have a weak positive relationship with engagement and it also has weak negative relationship with commitment. The result shows no significant difference between job control on employee engagement and organizational commitment. The results accepted the null hypothesis of the research and reject the alternative hypothesis. The study demonstrates the existences of weak positive relationships between employee engagement and job control.

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