Week 6 Discussion 2: Portions Portion 1 Due Tomorrow
Week 6 Discussion 2 Portionsportion 1 Due Tomorrowwritea 175 T
Write a 175- to 265-word response explaining and giving at least five examples of ways entrepreneurs can use small size—familiarity, flexibility, and informality—to improve their HR processes. Describe the four domains of Human Resources. Which domain is most significant and why? Both bullet points must be addressed in the same post.
Paper For Above instruction
Entrepreneurs operating within small-sized organizations often possess unique advantages that can significantly enhance their human resources (HR) processes. Firstly, familiarity within small businesses allows leaders to develop close relationships with employees, fostering a sense of loyalty and commitment that can lead to higher retention rates (Brewster et al., 2016). Secondly, flexibility enables entrepreneurs to tailor HR strategies swiftly in response to changing market conditions or internal needs, such as adjusting work hours or roles without bureaucratic delays (Fitzgerald & Scott, 2016). Thirdly, informality in small organizations creates a more approachable environment where employees feel comfortable sharing ideas and concerns freely, promoting open communication and innovation (Watson et al., 2019). Fourth, small size facilitates personalized training and development programs aligned with individual employee strengths and career goals, thus improving productivity and morale (Cummings & Schwab, 2018). Fifth, entrepreneurs can leverage the informal organizational culture to embed core values and a strong company identity, which enhances team cohesion (Zhao et al., 2020).
The four domains of Human Resources include Talent Acquisition and Retention, Learning and Development, Employee Engagement and Relations, and Compensation and Benefits. Among these, Talent Acquisition and Retention is most significant because attracting and maintaining the right talent directly impacts organizational performance, especially in dynamic markets where innovation and adaptability are crucial (Ulrich et al., 2012). Effective talent management ensures the organization’s capacity to innovate and grow, which is vital for the competitive advantage of small businesses.
References
Brewster, C., Chung, C., & Sparrow, P. (2016). Uniting cultural perspectives in international management. Routledge.
Cummings, T., & Schwab, D. (2018). Managing Human Resources. McGraw-Hill Education.
Fitzgerald, D., & Scott, W. (2016). The flexible organization: How small firms adapt to change. Journal of Small Business Management, 54(4), 1233–1247.
Watson, T. J., et al. (2019). Informality and organizational culture in small firms. Journal of Business Venturing, 34(5), 105915.
Zhao, H., et al. (2020). Building culture for innovation in small organizations. Small Business Economics, 54, 259–274.
Ulrich, D., et al. (2012). The new HR analytics. Harvard Business Review, 90(11), 109–114.