This study examines the reliability of Altman’s [Formula: see text]-score model to predict the financial failure of the ICT sector in Pakistan. Data for 11 PSE-listed (Pakistan Stock Exchange) ICT companies were collected through Altman’s [Formula: see text]-score model in the period 2013–2018. The innovative Altman [Formula: see text]-bankruptcy forecast technique has been used for the analysis. Results show that the four companies, Pakistan International Airlines Corp. Ltd., TRG Pakistan Ltd., World call Telecom Ltd. and Media Times Ltd. were in the distress zone; Pakistan Telecommunication Co. Ltd. was in the gray zone; and the remaining six companies (i.e., Hum Network Ltd., Nestle Technologies Ltd., Pakistan Int., Container Terminal Ltd., Pak Datacom Ltd., Pakistan National Shipping Corp. and Tele card Ltd.) were able to meet the safe zone criteria. On the other hand, the [Formula: see text]-score analysis suggests that seven ICT companies would not go bankrupt, while the remaining four companies failed financially and would not maintain businesses in the future. Furthermore, according to the innovative outcome analysis, X3-EBIT/TA has a significant positive relationship with X1-WC/TA and X4-TE/TL and X2-RETA has a significant positive association with X1-WC/TA and a negative association with X4-TE/TL.

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Human resources practices are the essential elements for high organizational performance and attain recent researchers' focus. Therefore, the current study aims to examine the role of human resource practices such as selection, training, and compensation on the firm performance of Malaysia's palm oil industry. The examination of mediating role of organizational learning capabilities and the moderating role of organizational support among the nexus of human resource practices and firm performance of palm oil industry in Malaysia is also part of the study's objectives. The data has been collected by using questionnaires, and PLS-SEM was used for analysis. The results revealed that all the predictors such as selection, training, and compensation have positive nexus with firm performance. The results also exposed that organizational support moderated the nexus of selection, training, and firm performance while organizational learning capabilities have positively mediated the nexus of selection, training, compensation, and the palm oil industry's performance in Malaysia. These findings are valuable for the policymakers who maintain the regulations related to the human resource practices that enhance firm performance.