Meeting the challenges of developing human resources in SMEs

Let us look at some of the possible options before the management or leadership of the SMEs to mitigate the challenges in talent development of their human resource.

Mapping the available capabilities in the organization to the Business Plan by taking stock of them will enable SME’s to arrive at the required capabilities. This inventory assessment exercise need not be a time consuming one. Keep it simple and short will enhance effectiveness. The managers themselves could conduct such an exercise or else use the services of external consultants or tools like the one in training orbit. Similarly, identifying the required capabilities as per the vision and the business plan will help in identifying gaps in the capabilities inventory.

The inevitable priority of the day- to- day operations may take precedence over the long- term goals, leadership is as much interested in building a strong managerial workforce with adequate capabilities, which would take the organisation to the next stage. A particular SME, diversifying into news products, services or market segments will require expertise in business development. A SME, moving into a phase of consolidation and organisation building would be interested in putting operation processes and systems in place. This would mean that identifying the personnel from within the organisation, who can be trained and then training them on these responsibilities. Thus, narrowing what is required for the future and picking up the right people for training, in these areas will help the SMEs. At the same time, it may be prudent not to attempt “the” right person for training in these capabilities but choosing a “set” of most probable personnel who could be trained in these areas. The risk of focusing on just one person can be detrimental. The person may leave or may not prove to be the best or ideal fit for the responsibilities.

Sponsorships to outside programmes may be better option for SMEs rather than opting for house programmes, where a certain critical size of participants is required. However, in such cases input on the upcoming relevant programmes become critical. The challenge is finding the sources, which inform about upcoming training events. Portals such as the Training Orbit feed this challenge, as they give a calendar of the programmes, coming up in the different areas and the different locations.

The constraints of time- do not have enough people to spare a sizeable number for an external programme and space - do not have training room to accommodate 20 odd people at one time. They can be overcome by doing simple things, such as breaking the programmes into smaller modules, of one to two hours and conducted within the work area, or shop floor. Using experienced and qualified resources from within the organisation, to take such courses is a good option. If it has to be an external faculty then it is preferable to have someone from the same city or town so that the faculty can come, a number of times for short durations.

SMEs need not to fret over the difficulties in developing their resource, because of the size. There are mature options if there is a will to help in executing the development plans.