Human Resource Development

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1 OF “Human Resource Development” ON “Visit any two SMEs. Compare and contrast their HRD practices” Under the guidance of Mr. Jatinder Singh A Project Report Submitted in partial fulfillment of the requirements for the award of the degree of Master of Business Administration CERTIFICATE This is to certify to that Project at “Visit any two SMEs. Compare and contrast their HRD practices” Submitted in partial Fulfillment of the requirement for the award of the degree of Master of Business Adm
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  1 OF “Human Resource Development”   ON “Visit any two SMEs. Compare and contrast their HRD practices” Under the guidance of Mr. Jatinder Singh   A Project Report Submitted in partial fulfillment of the requirements for the awardof the degree of  Master of Business Administration CERTIFICATE This is to certify to that Project at “Visit any two SMEs. Compare and contrast their HRD practices” Submitted in partial Fulfillment of the requirement for the award of the degree of  Master of Business Administration  2 ACKNOWLEDGEMENT   I would like to acknowledge and thank from the deepest portion of my heartto all the people who were help me to complete this Project. To start with I wouldlike to thank my institute, Rai Business School for providing me this opportunity.I would like to thank my mentor here Mr. Jatinder Singh who gave me hisvaluable inputs so that I could start my interns from the right direction. Last but notthe least; I would like to thank my parents and teachers for supporting me toachieve this level.I would like to thank all those people who have given their precious time for thisProject.    3 DECLARATION I hereby declare that project conducted at “Visit any two SMEs. Compare and contrast their HRD practices” Under the guidance of Mr. Jatinder SinghSubmitted in Partial fulfillment of the requirements for the degree of  MASTER OF BUSINESS ADMINISTRATION(Industry Integrated) TO RAI BISINESS SCHOOL, NEW DELHI Is my srcinal work and the same has not been Submitted for the award of anyother Degree/ Diploma or other similar titles or prizes.   Place: New Delhi Date:    4 Introduction: A qualitative assessment is used to identify and describe the gaps betweenconcerns entrepreneurs have about human resource management issues in growingsmall and medium-sized enterprises (SMEs) and the topics emphasized in theresearch literature on human resource practices in SMEs. Survey data from 156young entrepreneurs, focus group data from 173 CEO/founders of fast-growthentrepreneurial firms, and 129 research articles were reviewed. Results revealedgaps and omissions in the literature, including the importance to entrepreneurs of developing high-potential employees that can perform multiple roles under variousstages of organizational growth and the matching of people to the organizationalculture. Recommended perspectives for future research are identified.Small and medium-sized enterprises (SMEs) are vital to the U.S. economy.For example, of the 5,369,068 companies in the U.S. in 1995, 99.7% had fewer than 500 employees and 78.8% had fewer than 10 employees (USSBA, 1997).Even in larger firms (i.e., 500+ employees) entrepreneurial units (e.g., new product developmentteams) can be loosely construed as small businesses.Given the importance of SME employees to the U.S. economy, it isdisheartening to note that scant attention in the SME research literature is given tothe study of human resource management practices. No matter where you look, insurveys (e.g., Hornsby & Kuratko, 1990), in reviews of the literature (e.g., Good,1998), and in empirical studies (Heneman & Berkley, 1999), scholars arelamenting the dearth of information about human resource management practicesin SMEs.An equally important concern is the apparent mismatch between practitioner concerns regarding human resource practices and academic research. For example,a recent survey of 641 small business entrepreneurs identified labor shortages astheir number one concern (National Federation of Independent Business, 1998).However, only a handful of research studies have ever been conducted onrecruiting practices in SMEs (Heneman & Berkley, 1999). By comparison, literallyhundreds of studies have been conducted on recruiting practices in large well-established organizations (Heneman, Heneman, & Judge, 1997).The lack of information about human resources in SMEs is problematic for theory, research, and practice. Current human resource theory is often developedand tested in large organizations. As a result, little is known about the extent to
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