中小企业新进员工培训现状研究外文翻译资料

 2022-03-29 21:42:05

Training in Small Businesses

H Matlay, Birmingham City University, Birmingham, UK

2010 Elsevier Ltd. All rights reserved.

Human resources in every enterprise whether small or medium play an important role in achieving their goals. The careful management of labor force creates good opportunities in ensuring its efficiency in the process of production of goods and services that guarantees the welfare of the society. The survival of every enterprise is dependent on the effective management of human resources. Human resources planning estimate the real demand of its workers while seeing the difference between SME's current number of employees and future personnel need. In the process of recruiting and selection SME"s need to make sure that right people are on the right place at the right time. The area where enterprises operate is very dynamic and complex. Training and development of employees is necessary. With the increase of employees the number of enterprises that have specific sector of human resources increases as well. The evaluation and performance management of employees has impact on the increase of the effectiveness of the enterprise. The effective management of an enterprise needs to focus on reforms of educational system and professional development of its workers. Things like that need to make designs of programs and effective policies on the labor market creating of an efficient system of information in the labor market and overtaking steps of growing and development of an enterprise. Apart from the theoretical analysis of the issues mentioned above, the doctoral thesis is further supported by the empirical analysis, in which 150 small and medium enterprises in the Republic of Macedonia are surveyed.

Introduction

The term human resources management (HRM) that is in massive use that refers to philosophy, politics, procedures and practices linked to management of employees in an organization. In the process of HRM a lot of attention is paid to the needs of employees of SME's. The intention of the program of human resources management is to increase the success of the organization and to develop personnel potential in a good way. HRM also says that that kind of planning has to be linked closely and has to serve to the strategic objectives in the best way of the SME's and their plans. There is a number of activities of HRM that will finally influence in the success and thrift of labor in the sector of SME's. The importance of recruiting, selection, training, development, personnel service in well known to managers of every institution nowadays. HRM and other functions have to work together to achieve success of SME's and to compete in the home market and abroad. The organizational success is described below in terms and criteria such as: legal consent, performance, employee satisfaction, fluctuation, promotion, number of complaints and number of accidents in the labor process. An SME has to achieve reasonable objectives in all of these components in order to be successful.

As a topic of research, training in small businesses has progressed a long way from its humble beginnings as a minorsubtopicofhumanresourcemanagement(HRM). Interestingly, during its long infancy, researchers and practitioners have invested a great deal of timeand resources in an attempt to mold large business training solutions into small firm employee-development pro- grams. It was not until the 1970s, when the importance of the small business sector began to be acknowledged, thattraininginsmallbusinessesbrokefreefromitsconceptual and contextual straightjacket and evolved into a researchtopicofitsown.Currently,thistopicoccupiesa central position within the wider training debate and relevant dissemination represents a major contribution to the fast-growing small business and enterprise developmentfieldofresearch(Matlay,2004).

Thereareanumberofimportantreasonswhytraining insmallbusinessesisconsideredimportanttothemodern economy.First,smallbusinessesrepresentavastproportionofthemoderneconomy,amountingtoabout99%of all economic units in both developed and developing countries. Second, they make a significant contribution tojobcreationandmitigatetheunemploymentcausedby the restructuring and downscaling tendencies of large businessesandmultinationalcorporations.Third,dueto their flatter managerial structure and inherent flexibility, smallfirmscanofferfastandfocusedresponsestorapid changes in local, regional, and global competitiveconditions (Westhead and Matlay, 2006). Thus, a healthy and growing small business sector is widely recognized asan importantcontributortothesocioeconomicandpolitical infrastructureofanation.

In many countries, due to the importance attributed to the small business sector, governments invest considerable resources in their drive to increase the uptake of training and improve productivity and competitiveness. Small business owner/managers are encouraged to evaluate their employees’ training needs and to develop specific programs that would upskill, motivate, and enhance their workforce (Matlay, 1999a). In turn, small business employees are offered incentives to develop and enhance their job-specific skills. Researchers in this area, however, have noticed that, as compared to larger organizations, training uptake in small businesses is relatively low and that there remain critical factors that act as barriers to employee development in smaller-sized economicunits.

Onboarding may be defined as an organized and carefully designed process forwelcoming and orienting newly hired employees to the workplace. The primary goal ofonboarding is to give employees the information and encouragement they need to beginwork safely, securely, comfortably, and as independently as possible. When a forensic science laboratory su

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