Differences in Perceptions Between Small Businesses and Large Businesses on the Effectiveness of HR Management in Achieving Business Goals: Based on Field Evidence

Abstract

Purpose: This study aimed to investigate how small and large businesses perceptions of the efficacy of HR management practices in achieving business objectives differ. Theoretical framework: Using a questionnaire that measured five essential HR management practices, 100 small and 50 large businesses were surveyed: enrollment and choice, preparation and advancement, execution of the executives, remuneration, and advantages, and worker commitment Design/methodology/approach: quantitative research uses numerical data and statistical approaches to identify patterns, connections, and links. This study compares small and large companies' HR management. Findings: The findings also have practical implications for both large and small businesses, implying that large companies should maintain their advantage in HR management resources and methods and should instead invest in more formalized HR practices. Research, Practical & Social implications: The study has theoretical implications for HR management, highlighting the need to adapt HR practices to the organization's specific context. Future exploration could inspect the actual results of various HR executive rehearses and the effect of external variables on HR board adequacy. Originality/value: Overall, the study contributes to a better understanding of how small and large businesses perceive HR management's effectiveness in achieving business objectives.