Purpose – Using information and communication technologies to deliver human resource services (also known as e-HRM) has become an important strategy for firms seeking to achieve a competitive advantage. A case-based study was carried out with the purpose of investigating how four of the most competitive Mexican firms are implementing their e-HRM strategy. Design/methodology/approach – Literature from e-HRM and human resource management in Latin America is reviewed and integrated. Four case studies developed in Mexican firms are depicted. Findings – Evidence suggests that, to fully understand the way e-HRM is used in firms from emerging economies, it is important to take into consideration local idiosyncrasies. Originality/value – This study integrates Latin American dimensions of HR management in the study of e-HRM, a budding research stream that is under-investigated in emerging countries.

Sustainable development is considered as one of the vital challenges of the 21st century for humanity. The COVID-19 pandemic has disrupted economic and social life, forcing governments and businesses to reconsider their priorities. There are rare empirical studies on the national innovation system and its relationship to sustainability development for emerging countries. This paper aims at shedding light on how mission-oriented policies have marked sustainable regional development and innovation in Latin America. The present study presents the capabilities that could support the improvement of the national innovation system and, as a consequence, sustainability development. To understand how Latin American countries act on innovation and sustainable development initiatives, two global rankings in these areas, The Global Innovation Index 2020 and The Sustainable Development Report 2020, were analyzed. The results indicate some obstacles must be overcome such as the high levels of social inequality and poverty that still constitute significant challenges for this region. Today’s biggest challenges are facing a pandemic situation and guaranteeing economic development that allows the underprivileged to escape poverty without dooming future generations to an even more degraded environment than the current one. Innovation continues to play a critical role in the transition toward a more sustainable world.

Purpose: The purpose of this paper is to examine the generation and transfer of knowledge in information technology‐related small and medium enterprises (SMEs).Design/methodology/approach: Based on a survey of 105 employees from 30 organizations in Barcelona, Spain, the authors use a structural equation approach to validate the conceptual model.Findings: Personal motivation and the opportunity to learn from other employees are critical to generate knowledge. The attitudes and abilities of those who take part in the transfer process are also relevant, and this is especially true in cases when knowledge is highly tacit. Personal development is one example of knowledge‐based organizational and social development.Practical implications: The results point to the importance of the roles of managers and employees as bearers of initiative, voluntary effort and commitment. At the same time, they suggest that the firm's strategic planning process should include the knowledge to be transferred.Originality/value: Two phases of knowledge management are studied, generation and transfer in IT‐related SMEs, and this study demonstrates how these processes are relevant.

Purpose: New ways of working have rapidly increased in organizations, promising employees a better control over their work time, space, and more autonomy. The present study analyzes the relationship between new ways of working and employee engagement and productivity.Design/methodology/approach: A survey was conducted to evaluate organizational practices developed based on flexible schemes and the relevance of employee engagement for better productivity based on digital tools. Data were analyzed using structural equation modeling.Findings: New ways of work requires an integration of workspaces' design, social interaction, and individual wellness. Organizations need to recognize how employees' trust, commitment, and passion are fundamental to face current and future changes. Flexibility in time and space and digital tools for work are critical.Practical implications: A personalization of organizational practices to support individual well-being and flexible and hybrid schemes of work are needed. Developing policies collaboratively to work together respectfully in a hybrid environment is necessary.Social implications: Hybrid work format is allowing women to balance career and childcare, reducing the wage gap with men. The green imperative has also played a role reducing the amount of carbon monoxide produced via commuter.Originality/value: The present study exposes how organizational practices must ensure employee well-being and autonomy to perform their tasks. In this regard, employees need to be recognized as individuals, physically and mentally. Attempting to force a one-size-fit-all solution can have detrimental effects on the workforce, particularly on women, people of lower socioeconomic status, and people in less advanced economies. Personalization requests empowerment and democratization at work.

Purpose: – The purpose of this paper is to identify those organizational and personal elements that enable not-for-profit organizations (NPOs) to generate and transfer knowledge. NPOs are under pressure to use their financial and human resources efficiently, and to improve their activities and services constantly. Knowledge management as a strategy would ensure NPOs’ sustainability and rapid adaptation to dynamic environments.Design/methodology/approach: – A qualitative study based on interviews, documents and questionnaires was conducted in 28 Mexican NPOs.Findings: – Three main findings were identified: First, Mexican NPOs generate knowledge through courses and seminars based on volunteers’ personal motivation and organizational culture. Second, informal communication media are widely utilized to transfer organizational knowledge. Third, personal commitment to the organization’s mission and trust in their colleagues’ social actions are crucial for knowledge transfer effectiveness, rather than organizational elements.Research limitations/implications: – Results scope of this study is limited to the NPOs under study. The findings expose some highlights for knowledge management process in NPOs in Mexico which would be tested in further research.Practical implications: – Contrary to knowledge management in profit organizations, NPOs must recognize that personal motivation, commitment and trust in organization’s mission and social actions are crucial rather than organizational culture and top management support.Social implications: – NPOs must convert their tacit knowledge to explicit knowledge, which allows NPOs to be transparent and effective, and to have access to more funding opportunities and to replicate their best practices throughout the organization.Originality/value: – There are only few studies of knowledge management processes in NPOs. Some considerations have to be done with respect to personal motivation, commitment and trust, as well as organizational elements.