Primal Leadership Essay

Field Note

Field Note. Paper details Alignment to the BACB Task List (ABA program) or CEC Standards (ASD Program) Discussion of learning activities includes consideration of how assignment artifacts relate to the BACB Task List content areas and objectives (ABA – Specific Task List content area objectives and Compliance Code sections should be directly stated) or CEC Standards (ASD Program)Field Note

Development of Beauty Salon Services

essay writer What is a beauty salon? A beauty salon is an establishment providing men and women with services to improve their beauty, such as hairdressing, manicuring, facial treatment and massage. They are also known as beauty parlor and beauty shop. You might assume that beauty salon is barber salon are the same, but that’s not true. Barber salon mostly deals with hairdressing and cutting, while a beauty salon deals with body and face treatments. The concept of beauty salons started back in the days of ancient civilization, where people mostly of upper class loved to set up fashion trends for thousands of years. Although through the ages, hairstyles, cuts and trends have changed a thousand times but some things like women wearing wigs, coloring hair are not new, and are still practiced. Back then, beauty salons were the places where wigs were being made and ordered. Rich and noble people had their beauty salons in their palaces. Ever since then, the concept of beauty salon is constantly evolving and people have become accustomed to having hair styled to them throughout the years. Though, today beauty salon does not only offer different hair styling, but a number of other services such as perms, massage, waxing, tanning, facial treatments, pedicure, manicure and many more. ANALYZE HOW INNOVATION HAS CHANGED A SERVICE WITHIN THE BEAUTY INDUSTRY: Beauty industry is now a multinational and million dollar business. The services within the beauty industry have widely changed, as now beauty salons are not places where simply you have your hair cut and get your nails done, but also emphasize to refine and polish the inner beauty through physical and spiritual therapy. It is not just the beauty salons and beauty shops that come under the heading of beauty industry but sales of cosmetics, perfumes and products for hair and skin care synthesize it. While beauty shops and salons are mere the service sector of this industry. In addition, some economists include cosmetic surgery and health club in this market. Beauty matters most, to most of the people in this world and so from ages the beauty industry is providing and innovating its services in order to satisfy the needs of its customers. According to the business analyst, the best selling beauty products are that clean and beautify hair. But today beauticians believed that beauty and health are interlinked, and so that is how the idea of spas and health care centers came under this heading. Queen Elizabeth was the main female icon and set the trends in the 16th century. Beauty was limited to the appearance only, where a little of face powder, glowing cheeks and red glossy lips had done it all. People used to bleach their hair using either saffron or onion skins. It used to take immense of hard work and contrary styling techniques to make a person look beautiful and presentable to attend some event. But with the ace of time and development of technology, beauty industry has also been able to advance itself by inventing artistry equipments and researching in the biological and chemical sciences which offer more sophisticated, high-performance skin care products, all in the quest for beauty. Women used to risk their life with many of their homemade cosmetics. They used burnt matches to darken their eyes, berries to stain their lips, and even used young boy’s urine to get rid of their freckles. They even used lead, mercury and even leeches to give them pale appearance. Thankfully, beauty industry has come a long way from using toxic and hazardous mixtures, and has advanced scientifically for providing a vast range to enhance our looks. Previously, people had limited hair dressing and hair treatment techniques, but more and more are developed in the market. These do not only require temporary techniques but also a permanent makeover of a person. From wigs and temporary hair styling; permanent waving, perms, tinting and coloring gave women a wide range of choices to satisfy their demands. Beauty salons promoted its facilities and equipments. Hair irons were introduced which helped to change the arrangement of the hair with the help of the heat, it is an easy an effective way of styling your hair and does not require the traditional wash, set and dry procedure. Hair lotions and chemicals were also used to straighten hair, but hair iron proved to be an easier and sound method, causing less damage and dryness. Apart from that, hair extensions and hair transplants revived the idea of hair loss problem. The discovery of hair transplantation blew away the fear of getting bald from many people; men and women equally. This technology later promoted to laser hair transplants which is a “high-tech” way of restoring hair fall. The desire to be beautiful intensifies with time and so the passion of expanding the industry familiarized us with the words such as tummy tuck, cosmetic surgery, liposuction, breast lift, and breast reduction. These surgeries became common to the rich and famous people who wished to change their beauty. At first cosmetic surgery was rare, and was developed in response to the birth disfigurement and deformities caused by wars but now cosmetic surgery is a huge part of beauty industry, and is available with wide variety of procedures. However, for many years, people have always associated bronze tan look with health and beauty. In ancient times people used lead paints and chalk to whiten their skin, which proved to be disastrous and had long term effects. The craze of tan continued and so tanning crèmes, and dyes came in the market. By the seventies, eighties and nineties, the industry was able to build and maintain a proper tan. Tanning beds and booths have shortened tanning session times, and sunless have provided quick and easy alternative to ultraviolet lights. Everyone is now aware of the word “spa”. Well spa actually means a mineral spring or a locality where springs exist, and that is the core aim and concept of the beauty spas present around the world. It redefines the definition of beauty in the present world. In the past years, the idea that inner beauty lies within has gained its attention and so people are more attracted in seeking the cure for tiredness and disease to attain impeccable beauty. It blends with the ancient traditions of natural healing through herbal baths, massage, meditation, respect for nature and the desire to achieve physical and mental well being, the key to maintaining health and beauty. INCLUDE IN YOUR DISCUSSION THE FACTORS, INCLUDING DEMAND WHICH HAVE CONTRIBUTED TO THE DEVELOPMENT OF THIS SERVICE: Beauty industry has become a billion dollar global industry, encompassing skin and hair care, cosmetic surgery, health clubs and diet pills. Americans are found to spend more on beauty than on education every year. In the modern world, the perception of beauty has changed to many people. It is observed that a woman’s attractiveness ranks her to be the on the top in a man’s list. It wouldn’t be wrong if we say that this is the era of the “survival of the prettiest”. Beauty therapy is in fact perceived as a necessity. People are judged on the basis of their attractiveness and are expected to be better in different fields of their lives. “Restore and renew” is the policy of beauty industry, where it not only helps to restore and renew the appearance of a person, but builds up equidistant confidence and ravishing personality. Beauty industry has been a rapid development, as it is accounted for improving the living standards of the people. In this fast-paced lifestyle, people have realized the need of spending their money and time on themselves, and to improve their appearance. People like to look and feel their best. Beauty salon, spas and beauty industries have become an antidote of all the frustrations, tensions and controversies. The spa industry is the fourth largest leisure industry in the United States as there are about 3.32 million active spa-goers in the U.S. Anti-aging services are also being in demand. The population of the world is growing, and so people wish to live a longer life, with a healthier and younger look. .Some of the devices that are invented to solve the problem of aging is microdermabrasion machines. This is used by many beauty salons to get rid of facial line and wrinkles. The percentage of anti-aging consumers is increasing, thereby anti-aging products and services rises. Although people now prefer to look younger for a certain period of time, rather than a permanent anti-aging treatment; as they find them to be a safer choice. Difficult reconstructive procedures happen to be more risky and dangerous. Statistics show that in 1900, about 25% of the United States population lived past the age of 60year who availed the service of anti-aging. People also suffered various skin diseases and the problem of obesity. While due to the amplifying demand of anti-aging, anti-aging industry has become a multibillion dollar industry. On the other hand, the development of tanning industry has become imperative. The first tanning bed was introduced by a German company, Heraeus; to help patients with the deficiency of vitamin D. Later, these tanning beds were modified to help athletes with the possible effects and potential benefits of sunlight. His subjects were having a tan as a side-effect, resulted the idea of tan which was a million dollar achievement to the beauty industry. Tanning beds continued to evolve in order to maximize its advantages and minimize its harmful effects. Automated timers, safety goggles and other safety precautions have helped the tanning industry to avail the facility of tanning beds. There are several other ways to get a quick and safer tan. Bronzer is basically a lotion, cream or powder which gives a temporary tan look and easily washes away with the help of water. Tanning accelerators, tanning salons and tanning lamps gives a comparatively better and appeasing tan. The craze of tan look among the youth compelled the tanning industry to innovate safer and productive alternatives. Airbrush spray tanning systems and solutions seemed more promising. Airbrush spray tanning is regarded as healthier and safer alternative to UV tanning as it doesn’t damage the skin as the long term exposure to UV rays does. The beauty industry is expanding extensively, generating 5 billion dollars in the year 2007. Worldwide it is considered as most influential industry as it does not only captures a certain number of people, but aggregates the whole economy of the world. The awareness of fashion and the need of following it have lead to the advancement of beauty industry. Media plays a vital role in broadening the minds of people and persuading them to concentrate on themselves as well. Previously, media was the ultimate source of information and entertainment, but now the extend of its utilization have annexed. Having time for oneself for relaxation and enhancement of personality have been prioritized as a basic and essential need of every person. The desire of spiritual and physical therapy does not limit to rich and elite class of a nation, as it was labeled in the ancient ages; but now accessible and affordable to every common person. Film industry, fashion industry and beauty industry go hand in hand. Technology has benefitted the world with many choices. The film industry consists of the technological and commercial institutions of filmmaking: i.e. film production companies, film studios, cinematography, film production, screenwriting, pre-production, post production, film festivals, distribution; and actors, film directors and other film personnel. Every one of us wishes to live the lives of celebrities and not only do we talk like them but most of us also dress like them, walk like them, perhaps maybe even eat like them but we have also begun to behave like them. Fake-tan is the fastest growing area of cosmetics, which is largely promoted by celebrities; while others have followed them. Internationally known and popular celebrities such as Peter Andre, Donatella Versace, Jordan and Bechkam; are celebrities who are idealized and admired by millions of their fans. And so, people tend to follow their steps without even considering the side effects of fake tan. Youth have become obsessed with fake tan. Teens say the trend was spawned by their favorite celebs: Britney Spears, J-Lo, Jennifer Aniston, Aguilera and model Gisele Bundchen, all as brown as roasted coffee beans. They have this assumption that all pretty and popular people are tan, and so in order to clinch their dreams, they go fan a tan. A national survey of 10,000 teenagers last year found 89 percent of girls and 78 percent of boys actively pursue a tan. Among 17-year-old girls, 35 percent reported using tanning beds in the past year. SUGGEST HOW THE SERVICE MAY CONTINUE TO IMPROVE IN THE FUTURE: Today in the ace of global recession, the question arises whether this industry is still relevant? Or whether brands are as necessary as they used to be? Well the beauty industry is extremely dynamic and diverse. The market is entering a bizarre period of prosperity, market competition is extremely fierce and cosmetics industry knows how to promote to its next level. Pure cosmetics products have a great room for development as most of the women now understand the side effects of dangerous and life threatening procedures. Over the past ten years, tanning industry is providing its guests with the most advanced technology. Continuously updating and presenting fake-tan equipment and products, this industry have maintained the same level of enthusiasm among its fans. Future guidelines will ensure cleanliness in the industry, labor standards and quality controls. These regulations will ensure that indoor tanners receive only the best in indoor tanning services, as well as the proper education to allow them to make informed decisions on indoor tanning. Peacock tanning systems audits the future of tanning industry as it provides a superior alternative to traditional indoor tanning beds. They are perfect for commercial use and ideal for the home, exhibiting better results in less time and space. Peacock tanning systems cooperates with the medical companies and guarantees high level of safety and healthy tans. They are in fact the future of tanning industry, pushing the technology envelope in the development of the industry’s foremost ultraviolet lighting systems, constantly striving to harness the power of the sun more powerfully, more safely, and more efficiently. Some analysts also assume that tanning spas are the future of tanning industry. It features the Mystic tanning sunless system for people who suffer from UV intolerance or sensitive skin. With the help of new Magne tan technology, your body can get a perfect tan in couple of seconds which lasts for days. Aloe Vera helps to deepen DHA into the skin which not only softens and smoothens the skin but also helps to remove wrinkles. Even celebrities such as Paris Hilton, Jennifer Aniston, Jennifer Lopez, and Christina Aguilera have been spotted using the Mystic for that fabulous mystic glow! Despite of the harmful effects of fake tan, tanning industry is heating up and is anticipated to have more developments in the future. Rick Maffezzoli, owner of The Tan Co. on York Road in Towson said: “The industry now is sort of where gyms and health clubs were about 10 years ago,” “In many ways, the industry is still in the mom-and-pop stage.” According to Washington-based tanning association, there are about 30 million people who avails indoor tanning facilities each year and the industry as a whole creates 5 billion dollars annually. The indoor tanning association, founded in 1999; has been controlling and managing the tanning industry for years. It represents thousands of distributers, faculty owners, manufacturers and members to support this industry. It has protected the industry from any kind of criticism, and has played a major role in protecting and appreciating the inventions to contribute to this industry. The professional indoor tanning industry employs more than 140,000 people while promoting a responsible message about moderate tanning and sunburn prevention. Whether it is the crisis of skin diseases, skin cancer, aging problem, and other long term harms; indoor tanning association has been authoritative to take a stand and come up with its best outcome. And so, if the association continues to support and advance the tanning industry with its utter dedication and commitment, then the industry will accomplish to improve its services and deliver paramount products to its customers.

Los Angeles Valley College Comparison between Homo Sapiens & Homo Erectus Worksheet

Los Angeles Valley College Comparison between Homo Sapiens & Homo Erectus Worksheet.

I’m working on a biology report and need a sample draft to help me learn.

GoalCompare modern humans (Homo sapiens) to one other species of recent hominin and identify the features that make both of us “humans”. You get to emphasize the traits you think matter most in defining us a human, and you get to pick which species you think is the first to qualify as being enough like us that you would call them humans, too. There isn’t a right or wrong answer to this question. I just want to know what you think and to see you use evidence from the class to support your argument. PromptWhat are the key traits of Homo sapiens that you think makes us “human”? Which hominin species from the genus Homo do you think first qualifies as “human”? The hominin species you select as the first “human” must be a member of the genus Homo (1.5 mya or more recent), and you must focus on a single species to compare to Homo sapiens. (If you think only Homo sapiens can be called human, then compare them to Homo neanderthalensis, arguing why their traits differ enough that you don’t consider Neanderthals human yet.) You will need to include anatomical, behavioral, and cultural traits in your argument.InstructionsUse the tables, readings, and diagrams in the module and Explorations chapter to fill out the What makes us Human? chart. Pick one species to compare to Homo sapiens and for each, describe the form and function, and the evidence for each of the traits as laid out in the chart. You may pick Homo erectus, Homo heidelbergensis, or Homo neanderthalensis to compare to Homo sapiens. IF you think ONLY Homo sapiens qualify as humans, then compare us to Homo neanderthalensis and be clear where you think the differences matter and make us human and them not quite human.Be sure to explain the comparison – are the traits identical? how do they differ? does this difference matter in showing the species as “human” or not? Are they enough like us that you consider them “human” or “people”?What makes us human.docxActionsOpen it in Word or Google DocsThree options for completing the table:Fill it out on the computer: On the computer, you can type phrases and sentences to explain, and use symbols or line drawings to create a diagram if you want. Please DO NOT use clip art or copied diagrams/images from online sources. These may show the right information but don’t help your ability to explain it. The actual drawing and explaining will help you understand it better. Resubmit the finished document.Print it out and draw and write by hand. Take a photo to submit.Use your own paper (or whiteboard etc) to recreate the table or a panel for each of the 4 sources. Take a photo (or 4) to submit. Upload the finished document or a photo of your hand-written version back into the assignment.Hints & TipsBe strategic in selecting the species you consider the first “human”. Homo erectus, Homo heidelbergensis, and Homo neanderthalensis are your three options – every other species has some similarities, but not enough. It is also possible to support the argument that none of these three are yet fully “human” and only Homo sapiens are “human”. You then need to argue why Neanderthals are close but not close enough to be “human”. Homo heidelbergensis is a valid choice, but also potentially harder since we know less about this species. Organize your notes in the chart to make sure you are comparing all the features for the two species and giving equal time to the descriptions for both species. Be sure to explain the comparison – are the traits identical? how do they differ? does this difference matter in showing the species as “human” or not? Are they enough like us that you consider them “human” or “people”?GradingLearning and growth take practice and reflection and I am here to support your efforts. All assignments will receive an initial grade based on the provided rubric. If you aren’t happy with the points you receive or need to improve your submission, everyone will have the option to review my feedback, revise your work, and resubmit your assignment by the “available until” date 1 week after the original due date. If you have questions about how to improve a submission or about my feedback, please ask me.
Los Angeles Valley College Comparison between Homo Sapiens & Homo Erectus Worksheet

Literature Review of Human Resource Management in SMEs

Literature Review of Human Resource Management in SMEs. This chapter looks into the vast array of previously done researches and the conclusion that can be drawn from these. The literature review generally summarizes the existing literatures that are available on this topic. Definition of Human Resources Management: The Human Resources Management (HRM) function includes a variety of activities, which includes mainly the staffing needs of an organization such as determining whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring that the personnel and management practices conform to various regulations (Rao, 2000). HRM also includes managing the approach to employee benefits and compensation, employee records and personnel policies. The main objective of the HR is the maintenance of better human relations in the organization by the development, application and evaluation of policies, procedures and programmes relating to human resources to optimize their contribution towards the realization of organizational objectives (Schuler, 1990). The human resources are managed to divert and utilize their resources towards and for the accomplishment of organizational objectives. Therefore, basically the objectives of HRM are drawn from and to contribute to the accomplishment of the organizational objectives. The objectives of HRM are as follows: To create and utilize an able and motivated workforce, to accomplish the basic organizational goals. To establish and maintain organizational structure and desirable working relationships among all the members of the organization. To provide the organization with well-trained and well-motivated employees. To create facilities and opportunities for individual or group development so as to match it with the growth of the organization. To secure the integration of individual or groups within the organization by co-ordination of the individual and group goals with those of the organization. To attain an effective utilization of human resources in the achievement of organizational goals. To ensure effective utilization and maximum development of human resources. To help the organization reach its goals. To equip the employees with precision and clarity in transaction of business. To inculcate the sense of team spirit, team work and inter-team collaboration. The scope of HRM is very wide. It is categorized under three major aspects. They are, Personnel aspect: This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc. Welfare aspect: It deals with amenities of the institution such as canteens, crèches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc. Industrial relations aspect: This includes staff-management relations, consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. HRM practices in SMEs Large organizations generally have a well defined HRM to run their business operations, however, in the case of small to medium enterprises, they cannot afford to outsource their HRM or spend a lot in training and developing their HRM practices. Furthermore human resources management in the small and medium enterprises have been less researched which has created a white spot in this area. Previous researches have shown that in SMEs, traditional personnel activities are not used regularly. According to (Anderson, 1997), personnel training or planning and development initiatives were not seen. In the case of SMEs lots of intangible and tangible implications of an unresponsive HR can be observed in small businesses needs. To begin with, lack of consultation and follow-through between the two sides, seems to be working against mainstream arguments, claiming that SME’s are loosing out to larger companies in the competition for skills. However, even SMEs acknowledge that it is vital to recruit younger employees as they are a necessary precondition for innovation and they tend to make a bigger difference within the organization. In addition to this the accountability and legitimization of HR is undermined due to the lack of consultation among the SMEs and researches. Human resource management which is not very flexible or responsive or adaptive would in all probability discourage businesses from operating at their peak performance levels which in turn will have a negative impact on the business community at large. Hence it is imperative that this trend be broken in order to realize a healthy growth in SMEs and HR domain making it more efficient and viable. The first findings of the survey indicate that diversity exists, in as much as different types of employees and managers are handling the HR-issues. Secondly there seems to be status differences across the SMEs when it comes to HR. These to finding support the argument, that a universalistic approach to HRM is not fruitful. A Situational or a Configurational approach seems to produce more understanding. Agency theory and family firm This theory primarily focuses on the managers and the owners of an organization. According to (Jensen, 1976), agency costs can be defined as the overall expenses occurred due to the monitoring activities of the owners, the owners bonding expenses and the residual losses. The steps that can be taken by an owner in order to bring the interests of the managers into alignment are stated in the compensation theory which in turn makes use of the agency theory (Welbourne, 1995). It was also stated by (Heneman, 2000), that the study of various HRM practices can make use of agency theory. According to (Steier, 2003), family based firms can make use of agency theory by monitoring the contracts and various other coordination’s between the managers and the owners and making such interactions more efficient and cost effective. (Randoy, 2003), use this logic to assert that family firms may use more informal HRM practices to reduce costs and improve profitability. (Pollak, 1985) describes the potential advantages in the family owned firm: incentives to act in the long-term interests of the family, effective monitoring of work activities, and selfless rationalities inherent in family grouping and loyalty to the family. However, it has to be noted that there are situations in which a family member may not perform well, in which case the owners may be hesitant to take action against them for fear of damaging family relations. Hence (Schulze, 2003) describes this problem as an altruistic one because such behavior on the part of the owner may lead to their family members within the organization to shirk their duties. According to (Schulze, 2003), a positive relationship among the family based firms and their monitoring systems and performance may not always be due to increased agency costs. The likelihood of family based firms to choose proper HRM policies is quite low mainly due to the owner’s expectations and familial obligations which influence their choice in choosing the right HRM policy. Moreover, family ownership is associated with a desire to remain independent and keep full control over the organization (Blais, 1990); (Bacon, 1996). Previous researches like (Koch, 1999) and case studies have indicated that employers generally tend to associate professional HRM practices with a loss of control over the employee, which would provide an additional explanation for a direct negative effect of family ownership and management on professional HRM practices. HRM and Resource based view (Wright, 1992), in their research reviewed a number of theoretical perspectives and proposed a resource based view in which they gave a rationale on how organizations human resources could provide a potential source of sustainable competitive advantage. The implications of resource based view on human resource management were provided by (Cappelli, 1992). They stated that a number of human resources models assume two things: A few business strategies demand a unique set of behaviors and attitudes from employees. A few HR policies produce a unique set of responses from employees. Furthermore, they also stated that a lot of business strategy makers have assumed, even though empirical research seems to imply the opposite, that it is easier to rearrange complementary assets/resources given a choice of strategy than it is to rearrange strategy given a set of assets/resource. However, soon after another article was published that contradicted the potential for human resource practices to be a major source of competitive advantage (Wright P. M., 1994). They argued that in applying the concepts of value, rareness, inimitability, and substitutability, the HR practices could not form the basis for sustainable competitive advantage since any individual HR practice could be easily copied by competitors. Instead they proposed that the pool of skilled workers within an organization had more potential to sustain a viable competitive advantage. According to (Lado, 1994), a system of HR practices would be impossible to duplicate mainly because of all its intricate complexities and interdependencies among the practices and in fact this point is well accepted within the current HRM paradigm (Snell, 1996). (Boxall, 1996), developed the resource based view of HRM and stated that the advantage of human resources depends up on the ability of the firm to hire potentially talented and skilled workers and the ability to develop employees and teams in such a way as to create an organization capable of learning within and across industry cycles. (Boxall, 1998) then expanded upon this basic model presenting a more comprehensive model of strategic HRM. He argued that one major task of organizations is the management of mutuality (i.e., alignment of interests) in order to create a talented and committed workforce. It is the successful accomplishment of this task that results in a human capital advantage. A basic premise of human capital theory is that firms do not own it; individuals do. Firms may have access to valuable human capital, but either through the poor design of work or the mismanagement of people, may not adequately deploy it to achieve strategic impact. For example, (MacDuffie, 1995) focuses on the concept of discretionary behavior. Discretionary behavior recognizes that even within prescribed organizational roles, employees exhibit discretion that may have either positive or negative consequences to the firm. HRM practices in family owned and managed firms The differences that generally exist between the family and non family businesses have been extensively reported by a number of researches such as (Ward, 1987); (Leach, 1990). A large number of SMEs in UK are actually family based entities and yet (Cromie, 1995) and (Cunn, 1995) argue that more research is needed into the UK’s family businesses. Such researches are being done in places like the US. For example, research done by (Desmon, 1991), who undertook a detailed analysis of family businesses and reviewed a number of publications and literatures, has shown that only 4% out of the total 202 citations reviewed dealt with the development of human resources through training and education. According to (Gersick, 1997), family businesses consider this a sensitive area because they are usually criticized for engaging in nepotism and then failing to provide management training for the family members concerned. Such businesses may be forced to employ, promote or end unemployment for close or extended members of their family. It also leads to excess pressure on the shoulders of the business owner to deal in an objective manner with their family members. The necessary starting point for these family businesses is to focus on their current HRM practices to identify any weaknesses that may exist. The most common reason for loss of productivity in family owned businesses is the lack of proper human resource management. Non family businesses run more efficiently because their main focus is on developing their organization and they do not have to deal with any obstacles or distractions in the form of family members. Literature Review of Human Resource Management in SMEs