Recruitment Practices in Malaysian Knowledge Intensive Start-Ups

Maniam Kaliannan, Shanmuga Pillaiyan

Abstract


This paper investigates Strategic Human Resource Management (SHRM) practices adopted by knowledge intensive start-up companies in Malaysia. SHRM is considered a key to the success of these firms in line with the Resource-Based-View (RBV) of the firm. Particular focus was given to recruitment practices as recruitment is viewed as having the most significant short term impact for start-ups. This paper is based on the case study of three Malaysian knowledge intensive start-ups. The study finds that Malaysian start-ups do not perceive SHRM as critical for their success. Owner-managers of Malaysian start-ups prefer an informal & unstructured SHRM process. Key SHRM areas of recruitment and compensation are ad hoc. These findings are in line with other studies carried out globally. This paper discussed the pros and cons of the SHRM practices at Malaysian Knowledge intensive start-ups and recommends a framework for recruitment in small knowledge intensive start-ups is proposed. 


Keywords


Strategic human resource management; Recruitment; Start-ups; Compensation; Framework

Full Text:

PDF

References


Anantha, R. A. A. (2013). A qualitative study on causes and effects of employeeturnover in the private sector in Malaysia. Middle-East Journal of Scientific Research, 16(11), 1532-1541.

Barney, J., & Wright, P. (1998). On becoming a strategic partner: The role of human resources in gaining competitive advantage. Human Resource Management, 37, 31-46.

Barney, J., Wright, M., & Ketchen Jr., J. (2001). The resource-based view of the firm: Ten years after 1991. Journal of Management, 27, 625-641.

Barrett, R., & Khan, Z. (2004). Small business job quality from employer and employee perspectives. Proceedings of the 50th Annual ICSB Conference, Washington DC, June 2006.

Barrett, R., & Mayson, S. (2005). Getting and keeping good staff: An analysis of human resource management “problems” in small firms. Report to CPA Australia. Retrieved from http://www.cpaaustralia.org.au

Cardon, M., & Stevens, C. (2004). Managing human resources in small organisations: What do we know? Human Resource Management Review, 14, 295-323.

Carroll, M., Marchington, M., Earnshaw, J., & Taylor, S. (1999). Recruitment in small firms: Processes, methods and problems. Employee Relations, 21, 236-250.

Delery, J. (1998). Issues of fit in strategic human resource management: Implications for research. Human Resource Management Review, 8, 289-309.

Ferris, G., Hall, A., Royle, M., & Martocchio, J. (2004). Theoretical development in the field of human resources management: Issues and challenges for the future. Organizational Analysis, 12, 231-254.

Heneman, R., Tansky, J., & Camp, S. (2000). Human resource management practices in small and medium-sized enterprises: Unanswered questions and future research perspectives. Entrepreneurship Theory and Practice, 25, 11-26.

Hornsby, J. S., & Kuratko, D. F. (1990). Human resource management in small business: critical issues for the 1990s. Journal of Small Business Management, 28, 9-18.

Hornsby, J., & Kuratko, D. (2003). Human resource management in U.S. small business: A replication and extension. Journal of Developmental Entrepreneurship, 8, 73-92.

Kotey, B., & Slade, P. (2005). Formal human resource management practices in small growing firms. Journal of Small Business Management, 43, 16-40.

Maatman, M., Bondarouk, T., & Looise, J. (2010). Conceptualising the capabilities and value creation of HRM shared service models. Human Resource Management Review, 20(4), 327-339.

Mayson, S., & Barrett, R. (2006). Human resource management in small firms: Evidence from growing small firms in Australia. In R. Heneman & J. Tansky (Eds.), Human resource strategies for the high growth entrepreneurial firm Greenwich. CT: Information Age Publishing Inc.

McEvoy, G. (1984). Small business personnel practices. Journal of Small Business Management, 22, 1-8.

McEvoy, G., & Buller, P. (2012), Strategy, human resource management and performance: Sharpening line of sight. Human Resource Management Review, 22(1), 43-

56.

Milner, M., Chowdhury, S., Schulz, E., & Van De Voort, D. (2014). Core employee based human capital and revenue productivity in small firms: An empirical investigation. Journal of Business Research.

Nguyen, T., & Bryant, S., (2004). A study of the formality of HRM practices in small and medium sized firms in Vietnam. International Small Business Journal, 22, 595-

618.

Sarah, J., Hyman, J., & Osborne, H., (2006). Small entrepreneurial ventures culture, change and the impact on HRM: A critical review, Human Resource Management Review, 16(4), 456-466.

Vickers, I., James, P., Smallbone, D., & Baldock, R. (2005). Understanding small firm responses to regulation: The case of workplace health and safety. Policy Studies, 26, 149-169.

Wright, P., Gardner, T., Moynihan, L., & Allen, M. (2005). The relationship between HR practices and firm performance: Examining the causal order. Personnel Psychology, 58, 409-446.




DOI: http://dx.doi.org/10.3968/%25x

Refbacks

  • There are currently no refbacks.


Copyright (c)



Reminder

  • How to do online submission to another Journal?
  • If you have already registered in Journal A, then how can you submit another article to Journal B? It takes two steps to make it happen:

1. Register yourself in Journal B as an Author

  • Find the journal you want to submit to in CATEGORIES, click on “VIEW JOURNAL”, “Online Submissions”, “GO TO LOGIN” and “Edit My Profile”. Check “Author” on the “Edit Profile” page, then “Save”.

2. Submission

Online Submission: http://cscanada.org/index.php/css/submission/wizard

  • Go to “User Home”, and click on “Author” under the name of Journal B. You may start a New Submission by clicking on “CLICK HERE”.
  • We only use four mailboxes as follows to deal with issues about paper acceptance, payment and submission of electronic versions of our journals to databases: caooc@hotmail.com; office@cscanada.net; ccc@cscanada.net; ccc@cscanada.org

 Articles published in Canadian Social Science are licensed under Creative Commons Attribution 4.0 (CC-BY).

 

Canadian Social Science Editorial Office

Address: 1020 Bouvier Street, Suite 400, Quebec City, Quebec, G2K 0K9, Canada.
Telephone: 1-514-558 6138 
Website: Http://www.cscanada.net; Http://www.cscanada.org 
E-mail:caooc@hotmail.com; office@cscanada.net

Copyright © Canadian Academy of Oriental and Occidental Culture