HRM in 21st century small organizations: a midrange typology to describe, contrast and contextualize the phenomenon

The diversity of practices observed in small enterprises demands a new evaluation HRM with respect to its phenotypes and functions. By bringing back functional requirements as represented by the need control human side work well differentiation integration tasks, we develop configurational model eight ideal types HRM, that resonate previous research emerging organization networked economy. Based on varying positions along hierarchy, formalities input- or output-oriented dimensions control, discern craft employers, traditional owner-managers, strategic-, knowledge-, bleak house entrepreneurs from subcontracted work, alliances partnerships. Because serves bridge between agency structure, proposed classification offers an analytical starting point for detecting, describing, contrasting, comparing contextualizing empirically configurations broad enterprises. approach mid-range theory, which allows generalization across without risk losing peculiar responses enacting HRM.