Research Note: Trade Name Franchise Membership as a Human Resource Management Strategy: Does Buying Group Training Deliver ‘True Value’ for Small Retailers?

2000 ◽  
Vol 25 (1) ◽  
pp. 125-135 ◽  
Author(s):  
Reginald A. Litz ◽  
Alice C. Stewart
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Small Firms ◽  
Employee Training ◽  
Workforce Training ◽  
Brand Name ◽  
True Value ◽  
Trade Name ◽  
Better Than

Human resource management (HRM) is an important source of competitive advantage. However, recent reports document that HRM, and in particular employee training, is less likely to occur in small firms. One possible remedy of special interest to small retailers is trade name franchise membership. Trade name franchises, or buying groups, claim to offer small firms advantages not otherwise realizable, including bulk buying discounts, brand name recognition and workforce training. We report results from our study of over 300 small and medium-sized hardware stores, which tested the effects of employee training and trade name franchise membership, on small firm performance. Trade name franchisees achieve higher mean performance; however, the contribution to performance made by franchisees’ training does not appear to be significantly better than that of independent stores.

The Human Resource Factor in Small Business Decision Making

1985 ◽  
Vol 10 (2) ◽  
pp. 53-62 ◽  
Author(s):  
Joseph R. Rocha ◽  
M. Riaz Khan
Keyword(s):  
Decision Making ◽  
Resource Management ◽  
Small Business ◽  
Human Resource Management ◽  
Human Resource ◽  
Small Firms ◽  
Counseling Program ◽  
Business Decision ◽  
Functional Areas ◽  
Resource Factor

Activities of a group of small firms were studied over a six-year period to determine the manner In which their performance reflected the results of a counseling program. The effects of counseling In a number of functional areas were explored. Findings of the Investigation suggest that while adequate attention to marketing, financial, and technological matters Is essential, firms that Ignore the requirements of sound human resource management may fall to remain competitive.

scholarly journals Research on Human Resource Management for Telework Informatization under the Background of Epidemic Prevention

2021 ◽  
Vol 5 (1) ◽  
pp. 183
Author(s):  
Jingting Lai
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Virus Disease ◽  
Employee Training ◽  
Normal Operation ◽  
Education Innovation ◽  
And Control ◽  
Online Office ◽  
Resource Decision

The Corona Virus Disease in 2019 will have a serious impact on the normal operation of various industries. Under the environment of resuming work and production and ensuring safety, remote online office has become a core option for the operation of various industries. At present, remote office has met a lot of troubles, such as information asymmetry, inefficiency, regulatory difficulties, communication barriers, weakened confidentiality, and so on. This article focuses on exploring the mechanism of human resource management in remote office informatization in the context of epidemic prevention and control, and proposes distance education innovation for employee training, big data transformation performance evaluation, and cloud computing. This article also focuses on solving the problems existed in the remote office. It suggests some useful and innovative human resource management paths. For example, improving data sharing, network optimization and remote collaborative office and others, all of them offer a good idea which provides human resource decision-making reference for the orderly resumption of work and production in various industries.

Human resource management in hospitality firms in Egypt: Does size matter?

2015 ◽  
Vol 18 (1) ◽  
pp. 38-48 ◽  
Author(s):  
Abu Elnasr E Sobaih
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Small Firms ◽  
Management Practices ◽  
Policy Makers ◽  
Human Resource Management Practices ◽  
Hospitality Firms ◽  
Size Matter ◽  
Small Chain

Small hospitality firms are very important to the Egyptian economy because of their potential contributions to economic growth and job creation. However, there is a paucity research about small hospitality firms in developing countries, i.e. Egypt. This research bridges a gap in knowledge and investigates human resource management practices in small versus large hospitality firms in Egypt. A pretested questionnaire was self-administered to workers in four groups of hospitality firms: large chain, large independent, small chain, and small independent. The results showed that chain hospitality firms are more likely to practice formal and appropriate human resource management in comparison to other independent firms regardless their size. The results showed that there are statistical significant differences within small firms and also within large firms. Small hospitality firms are not homogenous and recognizing the level of heterogeneity within these firms, will lead to better understanding human resource management practices in these firms. Policy makers in Egypt should pay serious attention to small hospitality firms. Failure to this will impact negatively on the hospitality industry and ultimately on tourism development, which is critical to the Egyptian economy.

Sign in / Sign up

Export Citation Format

Share Document