Organizing Human Resources in Family Firms During Generational Succession

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Author(s): Anna Maria Melina (University Magna Graecia di Catanzaro, Italy), Concetta Lucia Cristofaro (University Magna Graecia di Catanzaro, Italy), Marzia Ventura (University Magna Graecia di Catanzaro, Italy)and Rocco Reina (University Magna Graecia di Catanzaro, Italy)
Copyright: 2021
Pages: 18
Source title: Designing and Implementing HR Management Systems in Family Businesses
Source Author(s)/Editor(s): Luca Gnan (University of Rome "Tor Vergata", Italy)and Giulia Flamini (University of Rome "Tor Vergata", Italy)
DOI: 10.4018/978-1-7998-4814-1.ch014

Keywords: Business & Management / Business Science Reference / Human Resources Management / Small & Medium Enterprises

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Abstract

HRM in family firm (FF) research has moved from its narrow focus on selection and succession planning towards studying the broader antecedents, content and outcomes of HRM. Today, HRM is acknowledged as a crucial factor for attracting new talent, improving employee attitude and behavior, enhancing performance, and fostering the long-term competitive advantages. The aim of this study is to identify which tools and practices FFs adopt with HR during succession planning. For example, do they use the replacement table with the aim of providing the firm and its management with a map that allows them to make the most appropriate decisions to replace a person who is no longer available to fill a certain position? Or is it possible to identify other tools? Similar questions help the authors to investigate around the importance regarding people in firms during generational succession.

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Organizing Human Resources in Family Firms During Generational Succession

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