This book will help HR managers and founders/owners develop a formal process within the company and also provide insights from family firms on how to manage sensitive topics ranging from family member compensation; family member appraisal, etc., and serves as a guide to HR managers struggling to get a "seat at the table" in family firms.

Human resource management (HRM) systems are an under-researched area in family business studies even though they arguably play an important role. To exploit their entrepreneurial orientation and achieve their goals, family firms must be willing to adopt a specific configuration of the organizational variables to succeed in the competitive environment of today. Designing and Implementing HR Management Systems in Family Businesses is a pivotal reference source that focuses on HRM in family businesses aiming at clarifying what HRM topics are relevant in family firms given their distinctive features, what the role of HR choices in family firms is, and how they differ in these organizations. While highlighting topics such as quality of work, generational workforce, and leadership management, this publication explores the relationship between HRM systems and the organization as well as why certain theories would be more dominant for family firms. This book is ideally designed for family businesses, managers, executives, entrepreneurs, business professionals, academicians, students, and researchers.

'This is a very business-like book in its approach. It has an impressive global reach in its authorship, focal areas and use of evidence; it hits all the major practical challenges of family firms in a spirit that is fresh and current; and it deals with the cutting-edge themes and issues that are uppermost in the minds of owners, executives, advisors and researchers in the field.' – Nigel Nicholson, London Business School, author, Managing the Human Animal, Family Wars and The 'I' of Leadership Acclaim for the first edition: 'The authors have taken a lot of pain in putting this handbook together. As the name indicates, this is an excellent handbook for researchers.' – Global Business Review 'The Handbook of Research on Family Business has collected and synthesized a broad variety of topics by notable researchers who share a common dedication to family business research. This Handbook provides a comprehensive treatment that advances the frontiers of knowledge in family business, provoking valuable thoughts and discussion. The Handbook will serve as both an authoritative and comprehensive reference work for researchers investigating family enterprises.' – A. Bakr Ibrahim, Concordia University, Montreal, Canada 'Although family business research is a young discipline it is both necessary and important. For the wellbeing and future development of our society the survival of prosperous and passionate family business entrepreneurs is indispensable. In order to help the families in business to better understand how to succeed with their enterprises we need qualified and updated research. This book is the answer!' – Hans-Jacob Bonnier, Bonnier Business Press Group, Sweden and 6th Generation Chairman of the Family Business Network – International 'This Handbook is a unique compilation of the most important and the best recent family business research. The field has grown so rapidly that this effort will be a mark for the research to follow. The Handbook of Research on Family Business will be the reference for scholars in family business for many years to come. It will also stimulate new ideas in research.' – John L. Ward, IMD, Switzerland and Northwestern University, US During the previous decade, the multi-disciplinary field of family business has advanced significantly in terms of advances in theory, development of sophisticated empirical instruments, systematic measurement of family business activity, use of alternative research methodologies and deployment of robust tools of analysis. This second edition of the Handbook of Research on Family Business presents important research and conceptual developments across a broad range of topics. The contributors – notable researchers in the field – explore the frontiers of knowledge in family business entrepreneurship and stimulate critical thinking, enriching the repository of theoretical frameworks and methodologies. The Handbook takes a systematic and rigorous approach by providing in-depth insights into the dynamics of family business, its context and the significant role of stakeholders. Ultimately, this scholarly compendium of extant family business papers is an invaluable resource for researchers, educators, family business consultants, family business owner-managers and students.

Human resources are the most important and costliest assets in businesses of any nature and size, no matter where they are based in the world. Talent management is a key managerial function in MNCs and other organisations with a global presence, but its importance in small businesses and start-ups cannot be overlooked.At its most basic level, managing people in small businesses encompasses compliance with the applicable labour laws, hiring, and creating a channel for dealing with employee issues. The price of not having the right employees in a small business can be extremely high. Workers who are inefficient or in the wrong role can have critical consequences on the sustainability of a small business. While most entrepreneurs focus on marketing, finance, operations, and customers in their initial stages, this means that they at times fail to establish and address their HR function and the associated challenges that, if overcome, may help the organisation to meet all of its targets. This book aims to highlight these HR challenges and shed new light on how to answer them.

This volume focuses on generational issues, gig economy in relation to human resources management, immigrant and refugee issues in human resources management, pay dispersion issues, network structures and human resources management, human resources issues in family organizations and managing human resources during economic downturns.

•The editors should be commended for developing a Map of the Landscape of Family Business Outcomes. It gives future research direction to the discipline considering both short-term profitability and long-term sustainability. It considers conventional c

"This book addresses the issues of HRM in SMEs by providing a channel of communication to disseminate knowledge; including management philosophies, culture, and management practices"--Provided by publisher.

Who will lead your organization into the future? Have you created the systems to properly implement required succession transitions? Have you put the financial tools in place to fund the transition? Do you want a plan that connects with your personal and company core values? When do you include timely planning related to strategy and talent issues? What are the appropriate communication strategies for sharing your plan? What legal issues need consideration related to the strategy, financial, and people aspects of succession? So, what is preventing you from starting this effort tomorrow? Small and family businesses are the bedrock of all businesses. More people are employed by small and family-owned businesses than by all multinational companies combined. Yet the research on small and family businesses is bleak: fewer than one-third of small business owners in the United States can afford to retire. Only 40% of small businesses have a workable disaster plan in case of the sudden death or disability of the owner, and only 42% of small businesses in the United States have a succession plan. Fewer than 11% of family-owned businesses make it to the third generation beyond the founder. Lack of succession planning is the second most common reason for small business failure. Many organizations often wonder where to start and what to do. Succession Planning for Small and Family Businesses: Navigating Successful Transitions presents a comprehensive approach to guiding such efforts. Small and family-owned businesses rarely employ first-rate, well-qualified talent in human resources. More typically, business owners must be jacks-of-all-trades and serve as their own accountants, lawyers, business consultants, marketing experts, and HR wizards. Unfortunately, that does not always work well when business owners embark on planning for retirement or business exits. To help business owners avert problems, this book advises on some of the management, tax and financial, legal, and psychological issues that should be considered when planning retirement or other exits from the business. This comprehensive approach is unique when compared to the books, articles, and other literature that currently exist on the market. This book takes on a bold and integrated approach. Relevant research combined with the rich experiences of the authors connects this thorough, evidence-based approach to action-based approaches for the reader.

Family Business Management provides an accessible overview of the core aspects of family business, with an international, practice-based perspective. Structured in four parts, the book covers key topics such as family firm goals, conflict management, human resources, strategy, financial management, family and business governance, and succession planning. A wide variety of cases and examples are used throughout the book to highlight cultural and institutional differences between family businesses in contrasting contexts. Each chapter offers a detailed case study and boxed examples, illustrating real-life family business situations and stimulating students’ critical thinking and decision-making. Readers are further supported by learning objectives, discussion questions, and further reading suggestions. Digital supplements for instructors include lecture slides, a test bank, and additional case studies. This textbook is an ideal companion for family business courses, catering to both undergraduate and postgraduate students. It offers valuable insights and practical guidance for business families, as well as professionals working in family businesses.