Abstract
The aim of this paper is to answer the question of whether the practice of small and medium enterprises ( SMEs) in Serbia represents the specifics of human resource management (HRM) in this type of enterprise. The paper contains the practice analysis of the human resource management as a precondition for creating competitive advantage of small an dmedium-sized enterprises in Serbia. The paper methodology is based on appropriate empirical research using a questionnaire, where the results were analyzed by the appropriate statistical method. The paper contains original research criteria in the process HRM in SMEs compared to large enterprises in a transition country that has not joined the EU. The research contributes to confirm the theoretical assumptions about the characteristics of HRM in SMEs and could have practical implications for the search for better professional solutions within the specific characteristics of SMEs. This paper presents only a part of the obtained results, which is the most important for the elaboration of the subject of this paper.
Highlights
The aim of this paper is to answer the question of whether the practice of small and medium enterprises ( SMEs) in Serbia represents the specifics of human resource management (HRM) in this type of enterprise
In recent decades SMEs have become the subject of interest of economic and management theory due to many advantages they possess compared to large systems, as well as the significance they have for the development of economy
The practice of human resource management in Serbia is primarily associated with the problems of transition and transformation of the economic structure and characteristics of overall social development in recent decades
Summary
The aim of this paper is to answer the question of whether the practice of small and medium enterprises ( SMEs) in Serbia represents the specifics of human resource management (HRM) in this type of enterprise. The authors call on the academic public to intensify academic research, presentation of practice and testing of hypotheses regarding the management of human resources in SMEs. The reason for that may be found understanding of Penrose (1959 ) that ‘all the evidence indicates that the growth of the firm is connected with attempts of a particular group of human beings to do something ; nothing is gained and much is lost if this factor is not explicitly recognized.’ Heneman and Tansky (2002) give a special touch in perception of the role of HRM in the growth and development of SMEs and the creation of competitive advantage, which is not less significant than in large enterprises. Brand and Bax (2002) point out several reasons why HRM has priority importance for the development of SMEs: human resources in these companies play a vital role in developing and maintaining a competitive advantage; in small enterprises it is especially notable because of the specific organization and the importance of each employee (individual), which increases the importance of each HR decisions The complexity of the basic characteristic of HRM in SMEs is pointed out (Harney and Dundon, 2006). Brand and Bax (2002) point out several reasons why HRM has priority importance for the development of SMEs: human resources in these companies play a vital role in developing and maintaining a competitive advantage; in small enterprises it is especially notable because of the specific organization and the importance of each employee (individual), which increases the importance of each HR decisions
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