The effects of globalization on human resources management in SMEs

Abstract

In times of globalization it is important for SMEs to deal with international issues of HRM and to provide the necessary human and financial resources in the company. Specialists can be recruited worldwide. That is why new HR tasks such as international recruitment, intercultural management and the management of different expectations on the conditions of work have to be managed. This is not only a matter of different values and norms of employees from different countries, but also increasingly of taking into account the values of the younger generation who expect different conditions. Using Saxony as an example, it was shown what these expectations are and how the HR approach Talent management can be used to design this issue. This provides a practice example for SMEs in other regions in Europe and around the world. It should also be noted that SMEs can be very different in their sizes and in the characteristics of the value-added process. Due to the large differences in size and complexity of companies within the SME category, there may not be only one way to manage talent within them. Because of the high importance of the qualifications of employees for SME’s business success, a dynamic contextual approach is proposed that incorporates the life stages of the company to describe the characteristics of talents for SMEs (Krishnan, T. N., Scullion, H.,2017) .