The quality of a firm’s employees determines the firm’s potential.

A solid, effective organization can be built only with a talented, ambitious workforce.

Payroll is typically a small expense for most small businesses.

Small firms suffer a recruiting handicap because of the ability of large companies to offer more freedom on the job.

By recruiting the best personnel possible, an entrepreneurial firm can improve its return on each payroll dollar/ringgit.

Employee referrals provide a rich source of good applicants for many small firms.

Most small businesses complete their own background investigations of job applicants by using information readily available online.

Orientation refers to instructions given during the interview with an applicant.

Staff training is expensive, a new employee should learn by trial and error.

The cost of not training is less than the cost of training.

ESOPs can motivate employees as well as allow for owners to withdraw from a business without having to sell the firm to outsiders.

In a small business, a human resource manager is generally desirable when employee morale is satisfactory and the labor turnover is extremely low.

Those SMEs who fail to implement human resources management are probably not going to grow as fast as they could.

Not only large organisation, small company also needs human resource strategies that support the alignment of business and employee goals.