Table 3

HRM policies and practices in the micro, small and medium (SME) case studies unpacked using intelligent career theory

Company Category Recruitment/Selection Retention
Micro (MI) (informal)

  1. Knowing-how: Specialised knowledge required

  2. Knowing-whom: Personal contacts externally

  3. Knowing-why: Informal, personal/individualised support

  1. Knowing-whom: Connections to home country enabled

  2. Knowing-why: Flexible working arrangements - Work-life balance

Small (SM) (informal and formal)

  1. Knowing-how: Specialised knowledge required, international experience

  2. Knowing-whom: Personal contacts and networks externally

  3. Knowing-why: Essential alignment with founder's values required

  1. Knowing-how: Project ownership, Autonomy, Innovative culture

  2. Knowing-whom: International environment - Inclusive, family-like – Personal contacts/networks internally

  3. Knowing-why: Informality – Autonomy – Trust

Medium (ME)
(formal HRM policies/practices)

  1. Knowing-how: Specialised knowledge required, high level of skill shortages

  2. Knowing-whom: Forced to look beyond Europe in their recruitment drive; existing employees' “knowing-whom” helps them recruit in foreign markets

  3. Knowing-why: Alternative geographical location, lower cost of living, less commuting, better quality of life as attractive to recruits

  1. Knowing-how: Formalised team support – Innovative culture

  2. Knowing-why: Internal career development possibilities - Inclusivity - Opportunity for employee voice to be heard (formally)

Note(s): Knowing-how – Skills needed; Knowing-whom – Recruitment/retention channel; Knowing-why – Understanding employees' motivations

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