Training and Developing an Age Diverse Workforce in Smes : The Need for a Strategic Approach

Purpose – The purpose of this paper is to examine theimportance of strategic human resource development (HRD) in small andmedium-sized enterprises (SMEs) with specific reference to key issues aroundtraining, development and education as well as an emerging issue ofsignificance, age diversity management. Design/methodology/approach – The approach undertaken in the paper is todraw upon relevant literature and research as well as the authors' own analysisof the relationship between strategic human resource management (SHRM), HRD andSMEs based on prior research. Findings – The findings of the research and analysis is that SMEs which takea strategic approach to training and development of their human resources willprofit not only from a competitive position in their marketplace but also bewell placed to adjust to changing and often uncertain external influences onthe business environment presented to organisations in the twenty-firstcentury. Practical implications – It is envisaged that SMEs should make changes totheir current practices and adopt a more strategic approach to the developmentof their people based on the practical implications outlined within the paperas to how organisations can implement HRD practices linked to broader corporatestrategy. Originality/value – The paper adds value in broadening the existing focus ofSHRM and HRD on large corporations to engendering the need to also develop goodHRD practices within emerging and growing SMEs and recognising the importantrole that they can play in developing an age diverse workforce.(Publication abstract)