FORM 3: PARTICIPANT'S INFORMATION SHEET

Research Title

Human Capital Competencies and the Effectiveness of Halal Certification Implementation in Micro, Small and Medium Enterprises (MSMEs) in Food and Beverages Industry: A Mediated Model of Self-Motivation

Introduction

In the evolving global marketplace, the Halal industry has positioned itself as a pivotal economic sector, serving not only the religious needs of Muslim consumers but also attracting interest from non-Muslims who associate Halal-certified products with high quality, safety, and ethical standards (Aziz & Chok, 2019; Ngah, Zainuddin, & Thurasamy, 2021). Covering diverse domains including food and beverage, pharmaceuticals, cosmetics, finance, and tourism, the Halal economy is now recognized as a vital contributor to global economic development. Within this growing sector, Small and Medium-sized Enterprises (SMEs) particularly MSMEs constitute the backbone of industry growth by driving entrepreneurial activities, creating employment opportunities, and fostering innovation (Yunos, Mahmood, & Mansor, 2022). Despite their critical role, MSMEs often face significant challenges in securing and sustaining Halal certification, owing to limited resources, knowledge gaps, and operational inefficiencies.

Despite the recognized importance of human capital competencies and self-motivation, there remains a notable gap in empirical research specifically investigating these dynamics within the context of Halal certification among MSMEs (Salleh et al., 2021). Much of the existing scholarship either concentrates on larger firms or treats Halal compliance as a purely organizational issue, overlooking the vital contributions of individual employees. This lack of micro-level analysis creates a research void that needs urgent attention, particularly as MSMEs dominate the Halal economy in emerging markets like Malaysia, Indonesia, and the broader Southeast Asian region (Tieman & Ghazali, 2022).

Given these considerations, this study aims to bridge the existing gap by examining the impact of human capital competencies and self-motivation on the effectiveness of implementing Halal certification among micro-SME personnel. By focusing on the individual rather than solely on organizational-level factors, the research seeks to provide a more granular understanding of how to enhance Halal certification practices, ultimately contributing to the growth, resilience, and global competitiveness of the Halal micro-enterprise sector (Nor et al., 2023). Understanding these interrelationships is crucial for formulating targeted interventions, designing effective training programs, and developing motivational strategies that empower Halal personnel to excel in their roles and uphold the integrity of Halal certification processes.

Purpose

The effective implementation of Halal certification among personnel in MSMEs represents a critical yet complex undertaking, shaped by the convergence of human capital capabilities, motivational dynamics, organizational limitations, and external market forces. Although the
Halal industry has witnessed remarkable growth globally, especially with increasing demand for Halal products beyond Muslim-majority countries (Tieman, 2023), there remains a significant research gap concerning the internal competencies of Halal personnel within MSMEs and how these affect certification outcomes. Much of the existing literature emphasizes broader organizational or policy-level analyses, with insufficient focus on the individual competencies and motivations required to sustain effective Halal practices at the micro enterprise level. Therefore, this study seeks to bridge this gap by examining how human capital competencies, mediated by self-motivation, influence the effectiveness of Halal certificate
implementation among micro-SME personnel.

The Halal industry has emerged as a significant driver of global economic growth, particularly in Muslim-majority countries and among Muslim communities worldwide (Alserhan, 2020).
The demand for Halal products and services has expanded beyond food to sectors such as pharmaceuticals, cosmetics, logistics, and finance. Despite the market opportunities, the process of Halal certification remains complex, resource-intensive, and challenging, especially for micro, small, and medium-sized enterprises (MSMEs). MSMEs, which typically operate with minimal capital, limited human resources, and constrained operational capacities, often struggle to meet the stringent requirements set by Halal certification bodies (Tieman, 2021). While previous studies have addressed broader Halal supply chain management issues, relatively little attention has been given to understanding how internal human capital
competencies and individual motivational factors affect the effectiveness and effectiveness of Halal certification implementation in MSMEs.

Study Procedure

• Explain clearly how the study will be carried out to ensure the participants involved understand the process (e.g, interview survey, experiment, observation, etc.)
• Explain clearly what participants need to do throughout the study.

Participation in the Study:

Inclusive criteria define the characteristics or attributes that qualify individuals for inclusion in the study population. In the context of this study, the following inclusive criteria are established for selecting Halal personnel from MSMEs:

Employment in MSMEs
Participants must be currently employed in MSMEs operating within the Halal Food and Beverages industry in Malaysia. Definition and classification of MSMEs are defined Malaysian SME Corporation (2020).

Involvement in Halal Certification Processes
Participants should have direct involvement in Halal certification processes within their respective organizations. This may include halal executive, halal supervisor, managers, quality control officers, production staff, and administrative personnel responsible for ensuring compliance with Halal standards and regulations. In addition, the participants must be appointed as Halal Executive or Halal Supervisors or, at the very least, classified as Muslim workers responsible for overseeing the halal certification and compliance process.

Willingness to Participate
Participants must express willingness to participate in the study and provide informed consent for data collection and analysis. This ensures voluntary participation and ethical conduct in accordance with research guidelines and protocols (American Psychological Association,2017).

Voluntary Participation and Protection from Workplace Influence
Participation in this study is strictly voluntary and independent, and measures have been put in place to minimise any potential influence from employers or workplace hierarchy. The questionnaire will be completed anonymously via an online platform, allowing participants to
respond privately at a time and place of their choosing. Participants are not required to disclose the name of their employing organisation, ensuring organisational anonymity. While organisational (gatekeeper) consent is obtained through the same consent form signed by both the participant and an authorised representative, this does not imply employer involvement in the research process. Employers, supervisors, or managers will not have access to individual responses. Participants are free to decline or withdraw from the study at any time without any consequences to their employment or professional standing. These safeguards are implemented to protect participants’ autonomy,confidentiality, and freedom from any form of coercion.

Exclusive criteria delineate the characteristics or attributes that disqualify individuals from inclusion in the study population. In the context of this study, the following exclusive criteria are established to nsure the integrity and validity of data collection:

Non-Involvement in Halal Certification

Individuals who do not have direct nvolvement in Halal certification pocesses or activities ithin their organizations are excluded from participation. This criterion ensures that participants possess relevant knowledge, experiences, and insights into certification practices and procedures.

Non-Employment in MSMEs
Individuals employed in enterprises outside the scope of MSMEs or operating in sectors unrelated to the Halal Food and Beverages industry are excluded from the study. This criterion maintains the focus on Halal personnel working in MSMEs, where certification challenges and practices may differ from larger enterprises.

Unwillingness to Participate
Individuals who decline to participate or withdraw consent during the course of the study are excluded from data collection and analysis. This criterion upholds ethical principles of voluntary participation, informed consent, and confidentiality (American Psychological Association, 2017).

Benefit to participants:

Participation in this study is expected to provide indirect but meaningful benefits to the participants. By responding to the questionnaire, participants are encouraged to reflect on their own competencies, motivation, and effectiveness in implementing halal certification practices. This self-reflection may help participants to identify areas for improvement in halal-related knowledge, skills and work processes within their organisation.

In addition, the findings of this study may contribute to a better understanding of the role of human capital competencies and self-motivation in enhancing the effectiveness of halal certification implementation among MSMEs in the food and beverage industry. This may indirectly benefit participating organisations by informing future training, capacity-building
programmes and policy initiatives related to halal certification and compliance.

Risk to participants:

No risk to the participants.

Confidentiality:

Ensuring the confidentiality and anonymity of research participants is essential for protecting their privacy and maintaining trust in the research process (American Psychological Association, 2017). In this study, several measures are implemented to safeguard participants' confidentiality and anonymity:

Unwillingness to Participate
Individuals who decline to participate or withdraw consent during the course of the study are excluded from data collection and analysis. This criterion upholds ethical principles of voluntary participation, informed consent, and confidentiality (American Psychological Association, 2017).

Data Encryption and Storage
Participant data collected through survey questionnaires or interviews are anonymized and encrypted to prevent unauthorized access or disclosure. Identifiable information, such as names,
contact details, and organizational affiliations, is removed or coded to maintain anonymity.

Secure Data Transmission
Data transmission between participants and researchers is conducted through secure channels, such as encrypted online survey platforms or password-protected communication channels. Secure data transfer protocols minimize the risk of interception or unauthorized access during
data collection.

Data Access Restrictions
Access to participant data is restricted to authorized research personnel involved in data collection, analysis, and reporting. Researchers adhere to strict data access protocols and confidentiality agreements to prevent unauthorized disclosure or misuse of participant information.

Confidentiality Agreements
Research personnel involved in data collection and analysis are required to sign confidentiality agreements outlining their responsibilities to maintain the confidentiality and security of participant data. Breaches of confidentiality are subject to disciplinary action and legal consequences.

Complaints

Should the participants have any concerns or questions about the research project, which they do not wish to discuss with the researchers listed in the document, then they may contact: