No matter what the size of the organisation they are working within, human resources departments have to be adaptable and open to changing demands at all times. Most industries will have dramatic shifts from time to time and businesses much adapt with them, so HR needs to be flexible in order to accommodate new objectives and focus on the highest priority matters at any given time. However, for small businesses the process that HR staff go through to get the job done may be very different to what you would expect to find in a huge corporation.
Most resources available to small and large business are quite different, and human resources are too. In the same way that budgets, timescales, physical resources and more will vary between companies of different scales, so will the requirements of the HR department and staff development objectives. The key is really to ensure a stable structure is in place, whatever these changing requirements may be.
For example, in small businesses, it is likely that financial and time constraints will be a major factor in determining what a human resources department is able to achieve. There may only be very few staff dedicated to HR in the company, so these individuals need to use their time as efficiently as possible on things like recruitment. Methods of sourcing new staff and establishing how suitable for a role they are may be more inconsistent and flexible than with a large corporation, which might have the funds to undergo complex recruitment procedures and use sophisticated testing processes to find the ideal candidate. The size of the company will also affect how often the recruitment process needs to be repeated, as very small teams may rarely need to hire new members while large companies are likely looking to fill many roles at any given time. [Read more…] about How HR in Large and Small Businesses Differs