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Paul Edwards & Monder Ram

In: The SAGE Handbook of Human Resource Management

Chapter 31: HRM in Small Firms: Respecting and Regulating Informality

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HRM in Small Firms: Respecting and Regulating Informality
HRM in small firms: Respecting and regulating informality
Introduction

Writing an account of HRM in small and medium sized firms (SMEs) is either an easy or a virtually impossible task. It is easy in so far as it is possible to list a series of ways in which SMEs differ from large firms. They are less likely to employ HR specialists, much less likely to negotiate with trade unions, more likely to rely on informal recruitment and appraisal practices, and so on. There is also evidence that such facts are common across many countries. Large firms are strongly shaped by their national environments so that, for example, formal employee representation is taken for granted in Germany and Scandinavia in ...

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