Importance of Equal Opportunities, Equality and Diversity, and Inclusion in the Workplace

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
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1) Discuss the multiple responsibilities of leaders/managers in a small to medium sized
organisation (under 250 employees), focussing on how they should incorporate HRM
strategy and good practice within their business organisation?
Leaders are an important aspect of all the organisations, whether it be small scale or
large scale enterprises. They play a significant role and perform different important functions
in the organisations. In contemporary world, the main purpose of any organisation is-
surviving and maintaining its entity by means of enhancing its performance. It is very
important for every organisations to increase their performance in order to remain
competitive in the present business market. Small and medium sized organisations play a
notable part in the overall social and economic wellbeing of a nation (Bryson 2018). Last
three years have seen the establishment of huge number of government-led initiatives and
bodies that are aimed for addressing the deficiencies in the management skills as well as the
promotion of the small and the medium sized organisation. This essay is going to elaborate
on discussing the many responsibilities of the leaders in small to medium sized organisations
by focusing on how they should incorporate the HRM strategy and good practice within their
business organisation.
Human Resource Management is all about managing the workforce of an
organisation. Management of workforce requires the presence of a workforce that calls for
the activities in the areas of appraisal, selection, compensation and recruitment (Bailey et al.
2018). With the same, it also require a well-organised workforce- determination of the tasks
and responsibilities and effective communication about them. In order to make sure that the
employees are possessing the necessary skills and knowledge, development activities and
training need to be carried out. All these activities affect the working environment within the
enterprise and led to job satisfaction and employee commitment. However, good leadership is
very necessary for both organisation as well as team performance. It is to note that leadership

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refers to the “process whereby an individual influences a group of individuals to achieve a
common goal” (Reiche et al. 2016). Leadership is considered to be effective when it brings
some positive and productive efficacy of performance and this is directly relate to better
organisational performance.
Leadership in the Small and medium sized enterprise is a very tricky realm. It calls for
the leaders or the managers to play the role of leader and boss, both at the same time. The
role and responsibilities of a leader/manager in small to medium organisation is very different
from that of the large scale enterprise, big organisations or start-up businesses. The start-up
businesses require the managers and the leaders to prevail in a constant state of flux and with
the same, it also need them to execute the approach of all-hands-on-deck on regular basis
(Zaech and Baldegger 2017). Furthermore, in contrary to large scale organisations, where the
organisational leaders limit themselves to the expansion, setting the organisation direction on
the macro level, charting growth and long-term planning, the leaders in the small
organisations could be placed between the two extremes and they are required to manage
both the small and big matters. Moreover, the capability and the quality of a leader/manager
at the top level of the small scale enterprises decide the final outcome just like many other
enterprises. However, it is also to mention that in contrast to the other companies, failing is
not really an option and also hiding behind the positional authority is also not possible either.
This is due to the fact that the stakes are comparatively higher as compared to the start-ups.
The small and large scale organisations are continuously growing, tackling and
struggling the issue of employee retention and the challenges of employee engagement.
However, they have a well-established potential to innovate, sense of purpose and some
really overarching values, which could be leveraged by the organisational leaders very
effectively. Leaders in the small or medium organisations need to play the role of effective
bosses in order to ensure accountability and for establishing stability and consistency within

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the organisation. They are highly responsible for reinforcing the work values. With the same,
they also need to draw the map to many steps in future and ensure that the firm stay relevant,
agile and sustainable at the same time for longer time. Leaders in Small organisations are also
responsible for managing the finances and making well-planned and well-aware decisions
(Lewis 2016). They also allocate the resources within the organisation. They play the role of
effective bosses in order to ensure accountability and for establishing stability and
consistency within the organisation (Shah 2017). They are highly responsible for reinforcing
the work values. Moreover, the Small and middle enterprises’ leaders have a very conductive
setting in order to make sure that the employees within the workplace are at the core of the
processes of the decision making and that they are highly motivated and engaged. The
individualised consideration that aligns the goals of the company with the individual career
goals are provide severe challenging intellectual stimulation by means of building trust,
appreciating hard work and being empathetic would help the leaders of the small and middle
scale enterprises to be effective.
The concept of leadership in the small and medium sized organisations is all about
having a flexible and fluid approach for the working policies and processes in an alignment
of the development and growth of the employees and businesses (Kerzner and Kerzner 2017).
In order to incorporate HRM strategy and good practice within their business organisation,
the leaders need to know, how and when to change, assert and halt these approaches,
processes and tools, which are intended towards achieving the results. The leaders in the
small and medium sized organisations need to continuously work towards ensuring that their
actions are directly pointed towards helping the organisation and develop the knowledge,
experience and skills of their employees. Furthermore, they should provide clear and
effective messages to their followers in order to boost their morale and increase their loyalty
towards the company. They should be proactive instead of being reactive. They should plan