SMALL AND MEDIUM ENTERPRISE’S GROWTH AND NEW TECHNOLOGIES IMPLEMENTATION

If managers of many SME do not clearly assume the necessity to modernize their organizations, they will not be able to take advantage of all its resources' potentialities, not only the technological resources, but also of the capacities and qualifications of the human resources. This article looks at how new technologies and their inherent risks have to be considered to achieve performance, to enhance productivity, and to strengthen competitiveness. The solution demands the understanding of the capacities of technologies, the possibility of exploring their benefits and the effort of acquiring an improving the management performance.Innovation management, Change management, SME’s growth, Performance management

IMPLICATIONS OF RESOURCE PLANNING, INNOVATION AND LEARNING FOR WORK PROCESSES AND PERFORMANCE MANAGEMENT

This paper focuses on the implementation issues associated with the innovation of enterprise resource planning (ERP) to achieve innovative large-scale change in organisations. If innovation and learning become part of a firm's leading performance indicators, this is sure to have implications for performance management (PM).Innovation management, Change management, Resource planning,Performance management

HUMAN RESOURCES MANAGEMENT AND THE COMPANY’S INNOVATION

This paper analyses the relationship between innovation and human resource management (HRM), attempting to establish whether innovation determines the company’s human resource management or, conversely, human resource management influences the level of innovation of the company. Based on this review, some research hypotheses are formulated. The results mentioned in the present paper provide evidence that, in order to affect employee behaviour, the firms must develop a bundle of internally consistent HRM practices.innovation; small and medium-sized enterprises; human resource management;

SUCCESSFUL IMPLEMENTATION OF KNOLEDGE MANAGEMENT IN SMALL AND MEDIUM ENTERPRISES

Knowledge has become one of the critical driving forces for business success. Organizations are becoming more knowledge intensive and the needs for leveraging the value of knowledge are increasing. Organizations need to be cognizant and aware of the factors that will influence the success of a knowledge management (KM) initiative. The effective implementation of KM in small and medium enterprises (SMEs) is governed and facilitated by certain factors. Organizations can certainly benefit from a more thorough understanding of the factors that are critical to the success of KM. The adoption of factors which are not suitable can impede the achievement of the desired performance.Innovation management, Knowledge management, SME‘s growth, Performance management

Romanian Economic and Business Review -Special issue SMS's INNOVATION AND HUMAN RESOURCES MANAGEMENT

Abstract This paper aims at analysing the relationship between innovation and human resource management (HRM), attempting to establish whether innovation determines the firm's human resource management or, conversely, human resource management influences the innovation level of the company. Based on this review, some research hypotheses are formulated. Article's findings results provide evidence that, in order to affect employee behaviour, the firms must develop a bundle of internally consistent HRM practices