A Human Resources Development Model for Small and Medium Enterprises (SMEs) via the Three-Branch Management Model Approach

Subject Areas : Human resources management)

Houshang Mobarakabadi ¹ , Vahid Nasehifar ² , Maghsoud Amiri ³

1 - Ph.D. student, Department of Business Management, Allameh Tabataba'i University, Tehran, Iran
2 - Professor, Department of Industrial Management, School of Management and Accounting, Allameh Tabataba'i University, Tehran, Iran
3 - Professor of Industrial Management Department, Allameh Tabatabai University, Tehran, Iran

Received: 2018-05-12 Accepted : 2018-11-28 Published : 2019-10-23

Keywords: Structural Dimension, Human Resource Development, SMEs, Behavioral Dimension, Contextual Dimension,

Abstract :

Owing to the key role small and medium enterprises play in achieving social and economic goals, it has become gradually more vital to scrutinize their performance. Human resource development via expanding organizational and employees’ capabilities guarantee survival and functional improvement of such companies. This descriptive mixed-method research was thus undertaken to identify the dimensions, components and indicators of human resources development in SMEs and explicate the factors affecting it based on the three-dimensional management model. The research sample in the qualitative phase comprised a panel of 25 professors and experts from different universities and industries selected via snowball sampling procedure. In the quantitative phase, the research population comprised all manufacturing organizations and companies with 10-99 employees and operating under the name of SMEs. Using a two-step purposeful cluster sampling based on geographical distribution and the company’s orientation, nine provinces and two randomly selected cities in each province were chosen to form the cluster sample of 384 workshops. The research data were collected via interviews with experts that were analyzed using the Delphi technique to form the 50-item questionnaire which was employed in the quantitative phase. The research data were further analyzed using Mic Mac Software to locate the identified variables and exploratory analysis was conducted to define the components that were effective on human resources.    

References:

Amini, E. (2016). Investigating the Role of Small and Medium-Sized  Companies in the Knowledge and Technology Generation Branch on Reducing the Effects of Electronic Technology Sanctions Against Iran. Journal of Social-Cultural Strategy, 4(14), 7-27, (In Persian).

Asan, S. S., & Asan, U. (2007). Qualitative Cross-Impact Analysis with Time Consideration. Technological Forecasting and Social Change, 74(5), 627-644.

Bagheri, G., Khayat Moghaddam, S., & Taheri Lari, M. (2017). Position of Performance Evaluation in the Growth of Small and Medium Enterprises. Second Annual Conference of Economics, Management and Accounting, (In Persian).

Bayat, M. (2014). Pathology of Human Resource Deputy with the Aim of Improvement and Development Based on Three-Branch Model (case study of Tehran Electric Company). Office of Organization and Improvement of Methods, Human Resources Deputy of Tehran Regional Electric Company, (In Persian).

Cardon, M., & Stevens, C. (2004). Managing Human Resources in Small Organizations: What Do We Know?. Human Resource Management Review, 14(3), 295-32.

Ciara, T. N., & Garavan, T. N. (2015). Human Resource Development in (SMES): A Systematic Review of the Literature. International Journal of Management Reviews, 1-54.

Creswell, J. W., & Plano Clark, V. L. (2011). Designing and Conducting Mixed Methods Research., CA: Sage.

DorAli, R., Davari, A., & Lotfi, A. (2016). Recognizing the Challenges of Human Resource management at Small and Medium Enterprises. National Conference on Human Resource Education and Development, (In Persian).

Dehgan, R., & Talebi, K. (2012). Development of Entrepreneurship in the Administrative System (Survey Status in Government Parts). National Conference on Entrepreneurship and Knowledge Management Business, Mazandaran, (In Persian).

Dyer, L., & Reeves, T. (1995). Human Resources Strategies and Firm Performance: What Do We Know and Where do We Need to Go?. International Journal of Human Resource Management,6(3),656-670.

Esfandiari, A., Nekoye Moghaddam, M., Mohammadi, Z. Nowroozi, S., & Amirasmaeili, M. R.(2011). Human Resource Pathology in the Headquarters of Kerman University of Medical Sciences, Using Three-Branch Model. Journal of Research Yazd University of Health, 3 & 4, 1-11, (In Persian).

Fornell C., & Larcker, D.F.(1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. J. Market Res, 18(2), 39-50.

Garavan, T. N., Cross, C., Wilson, J., & Carbery, R.(2012). Training and Development Roles and Structures in European Call Centers: The Influence of Strategic Choice, Institutional and Evolutionary Processes. Thunderbird International Business Review, 54, 875-890.

Gefen, D., Straub Detmar, W., & Boudreau, M.C.(2000). Structural Equation Modeling And Regression: Guidelines For Research Practice  Guidelines for Research Practice. Communications of the Association for Information Systems, 4(7), 1-77.

Gilley, J. W., & Maycunich, A.(2000). Organizational Learning, Performance, and Change. Cambridge, Massachusetts: Perseus Publishing.

Godet, M. (1994). From Anticipation to Action: A Handbook of Strategic Prospective. Paris: Uneesco Publishing.

Helmer, O., & Rescher, N. (1959). On the Epistemology of the Inexact science. Management Science, 6, 25-53.

Haslinda, A. (2009). Evolving Terms of Human Resource Management and Development. The Journal of International Social Research, 2(9), 180-187

Jack, S. L., Hyman, J., & Osborne, F. (2006). Small Entrepreneurial Ventures Culture, Change and the Impact on HRM: A Critical Review. Human Resource Management Review, 16(4), 456-466.

Jani, S., Reijonen, H., & Tammi, T. (2017). Should SMEs Pursue Public Procurement to Improve Innovative Performance? Technovation,69, 2-14.

Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How Does Human Resource Management Influence Organizational Outcomes? A Meta-Analytic Investigation of Mediating Mechanisms. Academy of Management Journal, 55, 1264-1294.

John, F., & Bryson, A. (2018). The Impact of Management Practices on SME Performance. National Institute of Economic and Social Research.

Joneidi Jafari, M. (2008). Human Resource Pathology, Tehran University of Medical Sciences with the aim of improvement and development. Tehran: Sixth International Management Conference, (In Persian).

Katz, D., & Kahn, R. L. (1978). The Social Psychology of Organizations. New York: John Wiley.

Khorasani, E. (2016). Validation of the Excellence Model of Iran's Human Resource Education and Development. Journal of Human Resources Education and Development, 8, 1-27.

Mayson, S., & Barrett, R. (2006). The ‘Science’ and ‘Practice’ of HRM in Small Firms. Human Resource Management Review, 16(4), 447455.

McGoldrick, J., & Stewart, J. (1996). The HRM-HRD Nexus’ in Human Resource Development: Perspectives, Strategies and Practice.

Megginson, W. L., & Netter, J. M. (2001). From State to Market: A Survey of Empirical Studies on Privatization. Journal of Economic Literature, 39, 321-389.

Miles, M. B., & Huberman, A. M. (1994). Qualitative Data Analysis: An Expanded Sourcebook. CA: Sage Publications.

Mirzai Ahrandani, H., & Moghimi, S. M. (2003). Presenting an Organizational Model for Non-Governmental Organizations Using the Entrepreneurship Approach. Daneshmand Management Journal, 62, 101-138, (In Persian).

Nadler, L., & Nadler, Z. (1989). Developing Human Resource. San Francisco: Jossey-Bass Press.

Phana D., & Subchat, U. (2013). Development the Measurement of Human Resource Competency in SMEs in Upper Northeastern Region of Thailand. Procedia-Social and Behavioral Sciences, 88, 61-72.

Rezaei, S. (2016). The Obstacles to the Development of Small and Medium-Sized Economic Enterprises and Early Agricultural entrepreneurs in Zanjan Province. Iranian Journal of Agricultural Economics and Development. 1(2),67-79, (In Persian).

Ruona, W. E. A., & Gibson, S. K. (2004). The Making of Twenty-First Century HR: An Analysis of the Convergence of the HRM, HRD, and OD. Human Resource Management, 43(1), 49-66.

Salwa, M., Mara, R., & Che Abdul, R. M. C. (2016). Human Capital in SMEs Life Cycle Perspective. Procedia Economics and Finance, 35, 683-689.

Sarmad, Z., Bazargan, A., & Hejazi, A. (2000). Research Method in Social Science. Tehran: Agah Publication, (In Persian).

Tjepkema, S., Stewart, J., Sambrook, S., Mulder, M., Horst, H., & Schecrens, J. (2002). HRD and Learning Organisations in Europe. Routledge, London.

Vaqar Ahmed, M. A. W., & Hamid, M. (2016). Effectiveness of HRD for Developing SMEs in South Asia. International Journal of Asian Social Science, 3(2), 460-471

Yuen-Ping, H., Ruan, Y., Chang-Chieh, H., & Poh, W.(2016). Technology upgrading of Small-and-Medium-Sized Enterprises (SMEs) Through a Manpower Secondment Strategy: A Mixed-Methods Study of Singapore's T-Up Program. Technovation, 57 & 58, 21-29.

Zhang Michael, A., & Macpherson Oswald, J. (2016). Conceptualizing the Learning Process in SMEs.