Специфика участия в международной торговле малых и средних быстрорастущих фирм, возможные следствия для государственной политики
This study explores participation of Russian fast-growing small and medium-sized enterprises (SMEs) in international trade and delivers the evidence of the effects of public policy support on growth and export activity. We show that small and medium sized enterprises that can be attributed to fast-growing firms, have higher export activity, but higher growth rates for them are dominated by growth of domestic sales. Regarding market orientation of Russian firms, we find that fast-growing SMEs are more oriented towards non-CIS markets (primarily, Asian) in comparison to other exporting SMEs. We explore the effects of sanctions and find that fast-growing firms more often entered new country markets than other SMEs. We show that SMEs and fast-growing firms working on foreign markets more intensively use digital technologies. Fast-growing SMEs demonstrate lower dependence on technology imports and higher interest in developing and introducing technologies. We explore public policy support for SMEs and find that government support measures are poorly targeted at small companies in comparison to large business and contribute little to firms’ growth and increase of their export activity.
This paper examines how export and export destination stimulates innovation by Russian manufacturing firms. The discussion is guided by the theoretical models for heterogeneous firms engaged in international trade which predict that, because more productive firms generate higher profit gains, they are able to afford high entry costs, and trade liberalization encourages the use of more progressive technologies and brings higher returns from R&D investments. We will test the theory using a panel of Russian manufacturing firms surveyed in 2004 and 2009, and use export entry and export destinations to identify the causal effects on various direct measures of technologies, skill and management innovations. We find evidence on exporters’ higher R&D financing, better management and technological upgrades. Exporters, most noticeably long-time and continuous exporters, are more active in monitoring their competitors, both domestically and internationally, and more frequently employ highly qualified managers. Exporters are more active in IT implementation. When it comes to export destination, we find that non-CIS exporters are more prone to learning. However, we cannot identify that government or foreign ownership shows any impact on learning-by-exporting effects.
The article presents analysis of the impact of human resource management systems (HRM) on the financial performance of banks operating in the Russian market. The sample includes 67 banks with different organizational characteristics (nationality of capital, ownership, lo-cation of the head office, number of years of operation in the Russian market). The research is based both on qualitative (a survey of heads of HR services of banks) and quantitative (analysis of financial statements of banks). Data were collected in the period from 2011 to 2015. Initially, the main indicators characterizing the effectiveness of the HRM system (labor productivity and return on investment in human capital), as well as indicators of the financial performance of banks (return on assets and return on capital), were calculated. Further, with the help of the system of econometric equations, the impact of performance indicators of HRM systems on financial results of banks was determined. The study revealed that, on one hand, implementation of the functions of the HRM system does not have a positive impact on financial performance of the bank. At the same time, the impact of effects of some particular variables characterizing the HRM system itself (orientation on the strategic goals of the bank, the composition of the functions performed, the automation of functions, the flexibility and innovation of the HRM system, the amount of personnel costs) on performance of banks was revealed. So, the positive effect of the HRM system arises from its orientation towards the strategic goals of the bank, as well as with the use of electronic systems that automate the functions of HRM and thus improving the timing and quality of their implementation. Together, these variables, characterizing the HRM system, increase the return on investment in human capital. If the bank also achieves the flexibility and innovation of the HRM system, then labor productivity also increases. This, in turn, has a positive impact on the financial performance of banks.