The focus of much strategic human resource management (SHRM) research has been on large firms and there are questions as to the applicability of the existing SHRM models in small firms that have different modes of operation, particularly where owner managers dominate and human resource (HR) specialists are largely absent. There is nevertheless growing evidence that SHRM can be effective in small firms. To develop understanding, this study uses qualitative data from a project that delivered HR support services to small firms to explore why HR practices exist and how they operate. Owner manager responses to cues prompted take up of HR support and developing their understanding and confidence led to the implementation of both routine and progressive HR practices. Owner managers engaged in sense making to navigate the associated dynamics of formality. We present a model of SHRM in the small firm context, incorporating HR support services as an important contribution.

中文翻译：

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小公司、业主经理和（战略？）人力资源管理

许多战略人力资源管理 (SHRM) 研究的重点一直集中在大公司上，现有的 SHRM 模型在具有不同运营模式的小公司中的适用性存在问题，特别是在所有者经理占主导地位和人力资源 (HR ) 专家基本上不存在。然而，越来越多的证据表明 SHRM 可以在小公司中发挥作用。为了加深理解，本研究使用了一个向小公司提供人力资源支持服务的项目的定性数据来探索人力资源实践存在的原因以及如何他们运作。业主经理对提示的反应促使他们接受人力资源支持，并发展他们的理解和信心，从而实施常规和渐进的人力资源实践。业主经理从事有意义的工作，以驾驭形式的相关动态。我们在小公司环境中提出了一个 SHRM 模型，将人力资源支持服务作为一项重要贡献。