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Barriers to employee training and learning in small and medium‐sized enterprises (SMEs)

Barriers to employee training and learning in small and medium‐sized enterprises (SMEs) Abstract – Purpose The purpose of this paper is to review critically the HRD literature in the small business context in order to identify the main barriers to employee training and learning and recommend ways to overcome them. Design/methodology/approach – The paper highlights the potential barriers to training and learning among small firms, looking at organizational constraints such as lack of time or limited financial resources, as well as negative attitudes towards employee training and its importance for business survival. Findings – The available studies indicate that better access to information on the applicability and usefulness of HRD to small firms can be crucial to overcoming the barriers to skills development that exists among such firms. The analysis suggests that a key challenge for policy makers in this area is to facilitate changes in owner attitudes, improve access to training interventions and create the necessary institutional conditions to encourage SMEs to move to high value‐added trajectories. Practical implications – SMEs need to invest in innovation to face fierce national and international competition and achieve an above‐average return. This article provides guidance for implementation of innovation practices that may help SMEs to overcome some of the barriers to successful innovation. Originality/value – The human resource development (HRD) literature has tended to focus on larger organizations in order to develop an understanding of workforce skills development. However, it has been acknowledged that a healthy small business sector is fundamental to every corporate economy. This article helps to explore the HRD processes in these types of organizations. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Development and Learning in Organizations Emerald Publishing

Barriers to employee training and learning in small and medium‐sized enterprises (SMEs)

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References (8)

Publisher
Emerald Publishing
Copyright
Copyright © 2011 Emerald Group Publishing Limited. All rights reserved.
ISSN
1477-7282
DOI
10.1108/14777281111125354
Publisher site
See Article on Publisher Site

Abstract

Abstract – Purpose The purpose of this paper is to review critically the HRD literature in the small business context in order to identify the main barriers to employee training and learning and recommend ways to overcome them. Design/methodology/approach – The paper highlights the potential barriers to training and learning among small firms, looking at organizational constraints such as lack of time or limited financial resources, as well as negative attitudes towards employee training and its importance for business survival. Findings – The available studies indicate that better access to information on the applicability and usefulness of HRD to small firms can be crucial to overcoming the barriers to skills development that exists among such firms. The analysis suggests that a key challenge for policy makers in this area is to facilitate changes in owner attitudes, improve access to training interventions and create the necessary institutional conditions to encourage SMEs to move to high value‐added trajectories. Practical implications – SMEs need to invest in innovation to face fierce national and international competition and achieve an above‐average return. This article provides guidance for implementation of innovation practices that may help SMEs to overcome some of the barriers to successful innovation. Originality/value – The human resource development (HRD) literature has tended to focus on larger organizations in order to develop an understanding of workforce skills development. However, it has been acknowledged that a healthy small business sector is fundamental to every corporate economy. This article helps to explore the HRD processes in these types of organizations.

Journal

Development and Learning in Organizations – Emerald Publishing

Published: Apr 26, 2011

Keywords: Small to medium‐sized enterprises; Training; Learning; Human resource development; Innovation

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