 We are discussing the international human resource features of small and medium enterprises and in this topic We are going to discuss the recruitment selection and retention of staff in SMEs. You know that recruitment selection and retention of staff is a very important function of human resource management What are the various different issues that are related with this particular function with the perspective of SMEs? This is something that we are going to discuss in this topic You know that SMEs they have got less exposure. They have less name in the market People do not consider them as legitimate and as successful as they considered as they considered multinational organization. So there are a number of staffing issues in SMEs Therefore, they have more difficulty than larger firm in recruiting adequate international managers Secondly, many less qualified employees are employed by the SMEs because they do not meet the requirements of the organizations which are Multinational. So when the people who are not selected in the multinationals, they are not attracted to SMEs That is why less capable and people with less credentials are Employed by the SMEs. So they get a lesser quality of staff and human resources In terms of people that are being employed by the SMEs. Usually the owners or the founders or The management team, they have a lot of potential They have a lot of ideas and they can innovate but when it comes to hiring staff, which you pay and You keep on a salary that it creates a difficulty for the SMEs because they don't have that kind of status in the market SMEs, they are perceived to lack legitimacy as employers with a strong international orientation So people who are the labor market who are coming to get employed They don't consider them as legitimate for the international experience. So an interview was conducted with one of the HR managers in Working in an SME and an expert from and excerpt that from that interview It verbatim it says you get these big multinational who cream off the top graduates and Production operators which leaves a small business very vulnerable in terms of the quality and Availability of labor. So there is less labor Available and the quality of the staff is lower than that which is available for the multinational Alright, so a study was conducted on the perception of people About employment in the SMEs. So according to that study advantages of working in an SME were considered by people to be number one They considered that Working in an SME would have a good working atmosphere because it has a smaller It is working on a smaller scale. So people Expect that there would be friendly relations and there would be a good working environment Then there would be less anonymity. When you work in a big organization, you yourself become very anonymous You don't know It you you seem to be a part of a machine, but when you are working in a SME you become less anonymous because they have a lesser number of people and There is a lot more potential for you to become prominent in that organization Then there another advantage which is perceived is high degree of information in Malaaj organizations information which is only Pertaining to your role or your job is communicated to you But in SMEs because it is an informal culture a more close-knit culture you get more information about the General objectives or strategy of the organization that here actually what is going on here? What are you doing? How are you doing? What are you planning to do in the future? So more information is shared within SMEs And then low requirement of mobility. This is also perception that you get your postings in multi-nationals You are being transferred. So small enterprises are there People have this perception that because they don't have such a big network, you don't have to show more mobility So these are the perceptions of people about employment in SMEs The disadvantages of employment in SMEs as considered by people in the survey Number one that people consider that there are lesser carrier opportunities There are lesser employee benefits. They cannot provide benefits like retirement or medical plans or Cover of cover for you know contingencies so There are lesser employee benefits Then it is considered that an SME would be less progressive So a disadvantage is that a progressiveness of the company is considered to be Low in SMEs Then people consider that training programs would not be As formal and as useful as there are in multi-nationals So our culture carrier development model a Training opportunities Very important to people that you go to any organization and learn So sometimes people even go for lower pays and lower compensations because they're training programs or the Learning opportunities of that particular organization is very high. So people say that we will learn there So SMEs may training opportunities you have a limited This is considered to be a perceived disadvantage. Then pay definitely up. You're not paid as Heftily as you are paid in multi-nationals. This is a perception and then international working opportunities because SMEs they already have a lot of barriers for internationalization So it is expected that if you are employed by an SME you will not be able to gain some kind of international experience So this is considered to be a disadvantage by people who Consider employment in an SME. So these were the various different recruitment selection and retention issues of small and medium enterprises