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Human Resource Management HumanResour ceManagement( HRM)i st het er m usedt odescr i bef or mal s y st emsdevi sedf ort hemanagementofpeopl ewi t hi nanor gani z at i on.The r esponsi bi l i t i esofahumanr esour c emanagerf al li nt ot hr eemaj orar eas : s t affing,empl oy eecompensat i onandbenefit s ,anddefini ng/ desi gni ngwor k . Es sent i al l y ,t hepur poseofHRM i st omaxi mi z et hepr oduct i vi t yofan or gani z at i onbyopt i mi zi ngt heeffect i v enes sofi t sempl oy ees.Thi smandat ei s unl i k el yt ochangei nanyf undament al way ,despi t et heev er i ncr easi ngpaceof changei nt hebusi nesswor l d.AsEdwar dL.Gubmanobser v edi nt heJournal of Business Strategy," t hebasi cmi ssi onofhumanr es our c eswi l l al waysbe t oacqui r e,dev el op,andr et ai nt al ent ;al i gnt hewor kf or c ewi t ht hebusi ness; andbeanex c el l entcont r i but ort ot hebusi ness .Thoset hr eechal l engeswi l l nev erc hange. " Unt i l f ai r l yr ecent l y ,anor gani zat i on' shumanr esour cesdepar t mentwasof t en consi gnedt ol owerr ungsoft hecor por at ehi er ar c hy ,despi t et hef actt hati t s mandat ei st or epl eni shandnour i shwhati sof t enci t ed—l egi t i mat el y—asan or gani z at i on' sgr eat es tr esour ce,i t ' swor kf or ce.Buti nr ecenty ear s r ecogni t i onoft hei mpor t anceofhumanr esour cesmanagementt oa company' sov er al l heal t hhasgr owndr amat i cal l y .Thi sr ecogni t i onoft he i mpor t anceofHRM ext endst osmal lbusi nesses,f orwhi l et heydonot gener al l yhav et hesamev ol umeofhumanr esour c esr equi r ement sasdo l ar geror gani zat i ons ,t heyt oof aceper sonnel managementi ssuest hatcan hav eadeci si v ei mpactonbusi nessheal t h.AsI r vi ngBur s t i nercomment ed i nThe Small Business Handbook," Hi r i ngt her i ghtpeopl e—andt r ai ni ng t hem wel l —canof t enmeant hedi ffer encebet weenscr at chi ngoutt hebar es t ofl i v el i hoodsands t eadybusi nessgr owt h' ¦ .Per sonnel pr obl emsdonot di scr i mi nat ebet weensmal landbi gbusi ness .Youfindt hem i nal l busi nesses , r egar dl es sofsi z e. "

PRINCIPLES OF HUMAN RESOURCE MANAGEMENT Busi nessconsul t ant snot et hatmoder nhumanr esour cemanagementi s gui dedbys ev er alov er r i di ngpr i nci pl es.Per hapst hepar amountpr i nci pl ei sa si mpl er ecogni t i ont hathumanr es our cesar et hemosti mpor t antasset sofan or gani z at i on;abusi nes scannotbesuccessf ul wi t houteffect i v el ymanagi ng

t hi sr esour ce.Anot heri mpor t antpr i nci pl e,ar t i cul at edbyMi chael Ar mst r ongi n hi sbookA Handbook of Human Resource Management,i st hatbusi ness succ ess" i smostl i k el yt obeachi ev edi ft heper sonnel pol i ci esandpr ocedur es oft heent er pr i sear ecl osel yl i nk edwi t h,andmak eamaj orcont r i but i ont o,t he achi ev ementofcor por at eobj ect i v esandst r at egi cpl ans. "At hi r dgui di ng pr i nci pl e,si mi l ari nscope,hol dst hati ti st heHR' sr es ponsi bi l i t yt ofind, secur e,gui de,anddev el opempl oy eeswhoset al ent sanddesi r esar e compat i bl ewi t ht heoper at i ngneedsandf ut ur egoal soft hecompany .Ot her HRM f act or st hatshapecor por at ecul t ur e—whet herbyencour agi ng i nt egr at i onandcooper at i onacr osst hecompany ,i nst i t ut i ngquant i t at i v e per f or mancemeasur ement s ,ort aki ngsomeot heract i on—ar eal socommonl y ci t edask eycomponent si nbusi nes ss uccess.HRM,summar i z edAr ms t r ong, " i sas t r at egi cappr oacht ot heacqui si t i on,mot i v at i on,dev el opmentand managementoft heor gani zat i on' shumanr es our ces .I ti sdev ot edt oshapi ng anappr opr i at ecor por at ecul t ur e,andi nt r oduci ngpr ogr amswhi chr eflectand suppor tt hecor ev al uesoft heent er pr i seandensur ei t ssuccess . "

POSITION AND STRUCTURE OF HUMAN RESOURCE MANAGEMENT Humanr esour cedepar t mentr esponsi bi l i t i escanbes ubdi vi dedi nt ot hr ee ar eas :i ndi vi dual ,or gani z at i onal ,andcar eer .I ndi vi dual managementent ai l s hel pi ngempl oy eesi dent i f yt hei rst r engt hsandweaknes ses ;cor r ectt hei r shor t comi ngs;andmak et hei rbestcont r i but i ont ot heent er pr i se.Thesedut i es ar ecar r i edoutt hr oughav ar i et yofact i vi t i essuchasper f or mancer evi ews , t r ai ni ng,andt es t i ng.Or gani zat i onal dev el opment ,meanwhi l e,f ocuseson f ost er i ngas uccessf ul s y st em t hatmaxi mi z eshuman( andot her )r esour cesas par tofl ar gerbusi nes sst r at egi es.Thi si mpor t antdut yal soi ncl udest he cr eat i onandmai nt enanceofachangepr ogr am,whi chal l owst heor gani zat i on t or espondt oev ol vi ngout si deandi nt er nali nfluences .Fi nal l y ,t her ei st he r esponsi bi l i t yofmanagi ngcar eerdev el opment .Thi sent ai l smat chi ng i ndi vi dual swi t ht hemostsui t abl ej obsandcar eerpat hswi t hi nt he or gani z at i on. Humanr esour cemanagementf unct i onsar ei deal l yposi t i onedneart he t heor et i ccent eroft heor gani zat i on,wi t hacc esst oal l ar easoft hebusi ness . Si ncet heHRM depar t mentormanageri schar gedwi t hmanagi ngt he pr oduct i vi t yanddev el opmentofwor k er satal l l ev el s,humanr esour ce per sonnel shoul dhav eacc es st o—andt hesuppor tof —k eydeci si onmak er s .

I naddi t i on,t heHRM depar t mentshoul dbes i t uat edi nsuchawayt hati ti s abl et ocommuni cat eeffect i v el ywi t hal l ar easoft hecompany . HRM st r uct ur esv ar ywi del yf r om busi nesst obusi ness ,s hapedbyt het ype, si z e,andgov er ni ngphi l osophi esoft heor gani zat i ont hatt heyser v e.Butmost or gani z at i onsor gani z eHRM f unct i onsar oundt hecl ust er sofpeopl et obe hel ped—t heyconductr ecr ui t i ng,admi ni st r at i v e,andot herdut i esi nacent r al l ocat i on.Di ffer entempl oy eedev el opmentgr oupsf oreachdepar t mentar e necessar yt ot r ai nanddev el opempl oy eesi nspeci al i z edar eas,s uchassal es , engi neer i ng,mar k et i ng,orex ecut i v eeducat i on.I ncont r ast ,s omeHRM depar t ment sar ecompl et el yi ndependentandar eor gani z edpur el yby f unct i on.Thesamet r ai ni ngdepar t ment ,f orex ampl e,ser v esal l di vi si onsof t heor gani zat i on. I nr ecenty ear s ,howev er ,obser v er shav eci t edadeci dedt r endt owar d f undament al r easses sment sofhumanr esour cesst r uct ur esandposi t i ons." A cascadeofchangi ngbusi nesscondi t i ons,c hangi ngor gani zat i onal st r uct ur es, andchangi ngl eader shi phasbeenf or ci nghumanr esour cedepar t ment st o al t ert hei rper spect i v esont hei rr ol eandf unct i onal mostov er ni ght , "wr ot eJohn Johnst oni nBusiness Quarterly." Pr evi ousl y ,compani ess t r uct ur ed t hemsel v esonacent r al i z edandcompar t ment al i z edbasi s—headoffice, mar k et i ng,manuf act ur i ng,shi ppi ng,et c .Theynows eekt odecent r al i z eandt o i nt egr at et hei roper at i ons,dev el opi ngcr oss f unct i onalt eams' ¦ .Today ,seni or managementexpect sHRt omov ebey ondi t st r adi t i onal ,compar t ment al i z ed ' bunk er ' appr oacht oamor ei nt egr at ed,decent r al i z edsuppor tf unct i on. "Gi v en t hi schangei nex pect at i ons ,Johnst onnot edt hat" ani ncr easi ngl ycommon t r endi nhumanr esour cesi st odecent r al i z et heHRf unct i onandmak ei t acc ount abl et ospeci ficl i nemanagement .Thi si ncr easest hel i k el i hoodt hat HRi svi ewedandi ncl udedasani nt egr alpar toft hebusi nes spr ocess ,s i mi l ar t oi t smar k et i ng,finance,andoper at i onscount er par t s .Howev er ,HRwi l lr et ai n acent r al i z edf unct i onal r el at i onshi pi nar easwher especi al i z edex per t i sei s t r ul yr equi r ed, "suchascompensat i onandr ecr ui t mentr esponsi bi l i t i es .

HUMAN RESOURCE MANAGEMENT—KEY RESPONSIBILITIES Humanr esour cemanagementi sconcer nedwi t ht hedev el opmentofbot h i ndi vi dual sandt heor gani zat i oni nwhi cht heyoper at e.HRM,t hen,i sengaged notonl yi nsecur i nganddev el opi ngt het al ent sofi ndi vi dual wor k er s,butal so i ni mpl ement i ngpr ogr amst hatenhancecommuni cat i onandcooper at i on

bet weent hosei ndi vi dual wor k er si nor dert onur t ur eor gani zat i onal dev el opment . Thepr i mar yr esponsi bi l i t i esassoci at edwi t hhumanr esour cemanagement i ncl ude:j obanal y si sandst affing,or gani zat i onandut i l i z at i onofwor kf or ce, measur ementandappr ai sal ofwor kf or ceper f or mance,i mpl ement at i onof r ewar ds y s t emsf orempl oy ees ,pr of essi onal dev el opmentofwor k er s ,and mai nt enanceofwor kf or ce. Job analysis consi st sofdet er mi ni ng—of t enwi t ht hehel pofot hercompany ar eas—t henat ur eandr esponsi bi l i t i esofv ar i ousempl oymentposi t i ons .Thi s canencompassdet er mi nat i onoft hes ki l l sandexper i encesnecess ar yt o adequat el yper f or mi naposi t i on,i dent i ficat i onofj obandi ndust r yt r ends ,and ant i ci pat i onoff ut ur eempl oymentl ev el sands ki l l r equi r ement s ." Jobanal y si s i st hecor ner st oneofHRM pr act i cebecausei tpr ovi desv al i di nf or mat i onabout j obst hati susedt ohi r eandpr omot epeopl e,est abl i shwages,det er mi ne t r ai ni ngneeds,andmak eot heri mpor t antHRM deci si ons , "st at edThomasS. Bat emanandCar l P.Zei t haml i nManagement: Function and Strategy. St affing,meanwhi l e,i st heact ual pr ocessofmanagi ngt heflowofper sonnel i nt o,wi t hi n( t hr ought r ansf er sandpr omot i ons) ,andoutofanor gani zat i on. Oncet her ecr ui t i ngpar toft hest affingpr ocesshasbeencompl et ed,sel ect i on i sacc ompl i shedt hr oughj obpost i ngs,i nt er vi ews ,r ef er encecheck s ,t es t i ng, andot hert ool s . Organization, utilization, and maintenance ofacompany ' swor kf or c ei s anot herk eyf unct i onofHRM.Thi si nv ol v esdesi gni nganor gani zat i onal f r amewor kt hatmak esmaxi mum useofanent er pr i se' shumanr esour cesand est abl i shi ngs y s t emsofcommuni cat i ont hathel pt heor gani zat i onoper at ei na uni fiedmanner .Ot herr esponsi bi l i t i esi nt hi sar eai ncl udes af et yandheal t h andwor k er managementr el at i ons .Humanr esour cemai nt enanceact i vi t i es r el at edt os af et yandheal t husual l yent ai l compl i ancewi t hf eder all awst hat pr ot ectempl oy eesf r om hazar dsi nt hewor kpl ace.Theser egul at i onsar e handeddownf r om sev er al f eder al agenci es ,i ncl udi ngt heOccupat i onal Saf et yandHeal t hAdmi ni st r at i on( OSHA)andt heEnvi r onment al Pr ot ect i on Agency( EPA) ,andv ar i ousst at eagenci es ,whi chi mpl ementl awsi nt he r eal msofwor k er ' scompens at i on,empl oy eepr ot ect i on,andot herar eas . Mai nt enancet asksr el at edt owor k er managementr el at i onspr i mar i l yent ai l : wor ki ngwi t hl aboruni ons ;handl i nggr i ev ancesr el at edt omi sconduct ,s uchas t hef torsex ual har assment ;anddev i si ngcommuni cat i ons ys t emst of ost er cooper at i onandas har edsenseofmi s si onamongempl oy ees .

Performance appraisal i st hepr act i ceofasses si ngempl oy eej ob per f or manceandpr ovi di ngf eedbackt ot hoseempl oy eesaboutbot hposi t i v e andnegat i v easpect soft hei rper f or mance.Per f or mancemeasur ement sar e v er yi mpor t antbot hf ort heor gani zat i onandt hei ndi vi dual ,f ort heyar et he pr i mar ydat ausedi ndet er mi ni ngs al ar yi ncr eases ,pr omot i ons ,and,i nt he caseofwor k er swhoper f or m uns at i s f act or i l y ,di smi ssal . Reward systems ar et ypi cal l ymanagedbyHRar easaswel l .Thi saspectof humanr esour cemanagementi sv er yi mpor t ant ,f ori ti st hemechani sm by whi chor gani zat i onspr ov i det hei rwor k er swi t hr ewar dsf orpas tachi ev ement s andi ncent i v esf orhi ghper f or mancei nt hef ut ur e.I ti sal sot hemechani sm by whi chor gani zat i onsaddr esspr obl emswi t hi nt hei rwor kf or ce,t hr ough i nst i t ut i onofdi s ci pl i nar ymeasur es .Al i gni ngt hewor kf or cewi t hcompany goal s ,st at edGubman," r equi r esoffer i ngwor k er sanempl oy mentr el at i onshi p t hatmot i v at est hem t ot ak eowner shi poft hebusi nes spl an. " Employee development and training i sanot hervi t al r esponsi bi l i t yofHR per sonnel .HRi sr esponsi bl ef orr esear chi nganor gani zat i on' st r ai ni ngneeds , andf ori ni t i at i ngandev al uat i ngempl oy eedev el opmentpr ogr amsdesi gnedt o addr esst hoseneeds .Theset r ai ni ngpr ogr amscanr angef r om or i ent at i on pr ogr ams ,whi char edesi gnedt oaccl i mat enewhi r est ot hecompany ,t o ambi t i ouseducat i onpr ogr amsi nt endedt of ami l i ar i z ewor k er swi t hanew sof t war es y st em. " Af t erget t i ngt her i ghtt al enti nt ot heor gani z at i on, "wr ot eGubman," t he secondt r adi t i onalchal l enget ohumanr esour cesi st oal i gnt hewor kf or cewi t h t hebusi ness—t ocons t ant l ybui l dt hecapaci t yoft hewor kf or cet oex ecut et he busi nesspl an. "Thi si sdonet hr oughper f or manceappr ai sal s,t r ai ni ng,and ot heract i vi t i es .I nt her eal m ofper f or manceappr ai sal ,HRM pr of essi onal s mustdevi seuni f or m appr ai sals t andar ds ,dev el opr evi ewt echni ques ,t r ai n manager st oadmi ni st ert heappr ai sal s,andt henev al uat eandf ol l owupont he effect i v enessofper f or mancer evi ews .Theymustal sot i et heappr ai sal pr ocessi nt ocompensat i onandi ncent i v est r at egi es,andwor kt oensur et hat f eder al r egul at i onsar eobser v ed. Responsi bi l i t i esassoci at edwi t ht r ai ni nganddev el opmentact i vi t i es , meanwhi l e,i ncl udet hedet er mi nat i on,desi gn,ex ecut i on,andanal y si sof educat i onalpr ogr ams .TheHRM pr of essi onalshoul dbeawar eoft he f undament al sofl ear ni ngandmot i v at i on,andmustcar ef ul l ydesi gnand moni t ort r ai ni nganddev el opmentpr ogr amst hatbenefitt heov er al l or gani z at i onaswel last hei ndi vi dual .Thei mpor t anceoft hi saspectofa busi ness' soper at i oncanhar dl ybeov er st at ed.AsRober t s,Sel don,and

Rober t si ndi cat edi nHuman Resources Management," t hequal i t yof empl oy eesandt hei rdev el opmentt hr ought r ai ni ngandeducat i onar emaj or f act or si ndet er mi ni ngl ongt er m pr ofit abi l i t yofasmal lbusi ness' ¦ .Resear ch hasshowns peci ficbenefit st hatasmal lbusi nessr ecei v esf r om t r ai ni ngand dev el opi ngi t swor k er s,i ncl udi ng:i nc r easedpr oduct i vi t y ;r educedempl oy ee t ur nov er ;i ncr easedeffici encyr esul t i ngi nfinanci al gai ns;[ and]decr eased needf orsuper vi si on. " Meaningful contributions to business processes ar ei ncr easi ngl y r ecogni z edaswi t hi nt hepur vi ewofact i v ehumanr esour cemanagement pr act i ces .Ofcour s e,humanr esour cemanager shav eal way scont r i but edt o ov er al lbusi nesspr ocessesi ncer t ai nr espect s—bydi ssemi nat i nggui del i nes f orandmoni t or i ngempl oy eebehav i or ,f ori ns t ance,orensur i ngt hatt he or gani z at i oni sobeyi ngwor k er r el at edr egul at or ygui del i nes.Now,i ncr easi ng number sofbusi nessesar ei ncor por at i nghumanr esour cemanager si nt o ot herbusi nesspr ocessesaswel l .I nt hepast ,humanr esour cemanager s wer ecasti nasuppor tr ol ei nwhi cht hei rt hought soncos t / benefitj ust i ficat i ons andot heroper at i onal aspect soft hebusi nesswer er ar el ysol i ci t ed.Butas Johnst onnot ed,t hechangi ngc har act erofbusi nessst r uct ur esandt he mar k et pl acear emaki ngi ti ncr easi ngl ynecess ar yf orbusi nessowner sand ex ecut i v est opaygr eat erat t ent i ont ot hehumanr esour ceaspect sof oper at i on:" Tas kst hatwer eonceneat l ysl ot t edi nt owel l definedandnar r ow j obdescr i pt i onshav egi v enwayt obr oadj obdes cr i pt i onsorr ol edefini t i ons .I n somecases ,compl et el ynewwor kr el at i onshi pshav edev el oped; t el ecommut i ng,per manentpar t t i mer ol esandout sour ci ngmaj ornons t r at egi c f unct i onsar ebecomi ngmor ef r equent . "Al l oft hesechanges ,whi chhuman r esour cemanager sar eheav i l yi nv ol v edi n,ar ei mpor t antf act or si nshapi ng busi nessper f or mance.

THE CHANGING FIELD OF HUMAN RESOURCE MANAGEMENT I nr ecenty ear s ,sev er al busi nesst r endshav ehadasi gni ficanti mpactont he br oadfiel dofHRM.Chi efamongt hem wasnewt echnol ogi es.Thesenew t echnol ogi es ,par t i cul ar l yi nt hear easofel ect r oni ccommuni cat i onand i nf or mat i ondi ssemi nat i onandr et r i ev al ,hav edr amat i cal l yal t er edt hebusi nes s l andscape.Sat el l i t ecommuni cat i ons,comput er sandnet wor ki ngs ys t ems ,f ax machi nes,andot herdevi ceshav eal l f aci l i t at edchangei nt heway si nwhi ch busi nessesi nt er actwi t heachot herandt hei rwor k er s .Tel ecommut i ng,f or i nst ance,hasbecomeav er ypopul aropt i onf ormanywor k er s ,andHRM

pr of essi onal shav ehadt odev el opnewgui del i nesf ort hi semer gi ngsubsetof empl oy ees . Changesi nor gani zat i onals t r uct ur ehav eal soi nfluencedt hechangi ngf aceof humanr esour cemanagement .Cont i nueder osi oni nmanuf act ur i ngi ndus t r i es i nt heUni t edSt at esandot hernat i ons,coupl edwi t ht her i sei nser vi ce i ndus t r i esi nt hosecount r i es,hav echangedt hewor kpl ace,ashast hedecl i ne i nuni onr epr esent at i oni nmanyi ndust r i es( t heset wot r ends ,i nf act ,ar e commonl yvi ewedasi nt er r el at ed) .I naddi t i on,or gani zat i onal phi l osophi es hav eunder gonec hange.Manycompani eshav escr appedoradj ust edt hei r t r adi t i onal ,hi er ar chi cal or gani z at i onal s t r uct ur esi nf av orofflat t ermanagement s t r uct ur es .HRM exper t snot et hatt hi sshi f ti nr esponsi bi l i t ybr oughtwi t hi ta needt or eass essj obdescr i pt i ons,appr ai sal s y s t ems,andot herel ement sof per sonnel management . At hi r dchangef act orhasbeenaccel er at i ngmar k etgl obal i zat i on.Thi s phenomenonhasser v edt oi ncr easecompet i t i onf orbot hcus t omer sandj obs . Thel at t erdev el opmentenabl edsomebusi nessest odemandhi gher per f or mancesf r om t hei rempl oy eeswhi l ehol di ngt hel i neoncompensat i on. Ot herf act or st hathav ec hangedt henat ur eofHRM i nr ecenty ear si ncl ude newmanagementandoper at i onal t heor i esl i k eTot al Qual i t yManagement ( TQM) ,r api dl ychangi ngdemogr aphi cs,andchangesi nheal t hi nsur anceand f eder al andst at eempl oy mentl egi sl at i on.

SMALL BUSINESS AND HUMAN RESOURCE MANAGEMENT Asmal l busi ness' shumanr esour cemanagementneedsar enotoft hesame si z eorcompl ex i t yoft hoseofal ar gefir m.Nonet hel ess,ev enabusi nesst hat car r i esonl yt woort hr eeempl oy eesf acesi mpor t antper sonnel management i ssues.I ndeed,t hest ak esar ev er yhi ghi nt hewor l dofsmal lbusi nesswheni t comest oempl oy eer ecr ui t mentandmanagement .Nobusi nes swant san empl oy eewhoi sl azyori ncompet entordi shonest .Butasmal l busi nesswi t ha wor kf or ceofhal fadoz enpeopl ewi l lbehur tf armor ebysuchanempl oy ee t hanwi l l acompanywi t hawor kf or cet hatnumber si nt hehundr eds( or t housands) .Nonet hel ess ," mostsmal l busi nes sempl oy er shav enof or mal t r ai ni ngi nhowt omak ehi r i ngdeci si ons , "not edJ i l l A.Rossi t eri nHuman Resources: Mastering Your Small Business." Mosthav enor eal senseof t het i mei tt ak esnort hecos t si nv ol v ed.Al lt heyknowi st hatt heyneedhel pi n t hef or m ofa' good' sal esmanager ,a' good' secr et ar y ,a' good' wel der ,andso

on.Andt heyknowt heyneedsomeonet heycanwor kwi t h,whoi swi l l i ngt o puti nt het i met ol ear nt hebusi nes sanddot hej ob.I ts oundssi mpl e,buti t i sn' t . " Bef or ehi r i nganewempl oy ee,t hesmal l busi nessownershoul dwei ghsev er al consi der at i ons .Thefir s tst ept hesmal l busi nessownershoul dt ak ewhen ponder i nganex pansi onofempl oy eepay r ol l i st ohonest l yass esst hes t at us oft heor gani zat i oni t sel f .Ar ecur r entempl oy eesbei ngut i l i z edappr opr i at el y? Ar ec ur r entpr oduct i onmet hodseffect i v e ?Cant heneedsoft hebusi nes sbe mett hr oughanar r angementwi t hanout si decont r act ororsomeot hermeans ? Ar ey ou,ast heowner ,spendi ngy ourt i meappr opr i at el y?AsRossi t ernot ed, " anyper sonnel changeshoul dbeconsi der edanoppor t uni t yf orr et hi nki ng y ouror gani z at i onalst r uct ur e. " Smal lbusi nessesal soneedt omat cht het al ent sofpr ospect i v eempl oy ees wi t ht hecompany ' sneeds.Effor t st omanaget hi scanbeaccompl i shedi na muchmor eeffect i v ef ashi oni ft hesmal l busi nessownerdev ot ...