Due to the informal structure of SMEs and the lack of information about them in
Thailand, it is doubtful whether many SMEs have a formal HR position for any
functions, including training. Other research has found fear of establishing a HR
position in SMEs, as the owner wants to control all management issues (Hirschman,
1998; Mull, 1998). In a family business, the HR position needs the trust and approval of
owners because it functions closely with all members and has a significant influence on
business structure, training, and succession (Brown and Davison, 1996). The literature
about training in SMEs reflects traditional ideas compared to more contemporary
HRD. However we argue that HRD is less applicable to developing countries, SMEs
and particularly family run SMEs. Training may have more salience than HRD for
new, young, small, mature or family run SMEs