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In personnel management, experts distinguish two models of management behavior. According to one of them, all employees of the company are professionals in their field, responsible and respectable people, and therefore excessive attention to the performance of their duties can be an insult to their dignity.The second model is directly opposite to the first - the entire staff consists of deceivers and incompetent persons, and therefore their work requires endless control. According to the chosen model, the process of managing this resource is built.The hierarchy of positions should be given special attention, since we are still talking about a small enterprise, and therefore it must be remembered that there is no possibility of creating special departments. Often the secretary in such firms also performs the role of an inspector of the personnel department, and a cashier, and a warehouse manager.It should be remembered that it makes no sense to create a marketing or sales department at an enterprise that employs 10 people. But it is necessary to control that responsibilities are distributed evenly. You can not charge 80% of the work on one person, while others follow a strict job description.This area should cause the manager the greatest concern, since it is related to what, in fact, the enterprise is working for. Correct distribution requires too many questions:the amount of wages;pricing;calculation of production cost;travel expenses;need for borrowing.Неправильный менеджмент в данном случае может привести к краху компании. История знает много случаев, когда причиной банкротства становилась аренда необоснованно дорогого офиса.ConclusionThus, the following conclusions can be drawn from this work.At the present stage of economic development, the development of small business is relevant and significant. It is small business that forms the direction of development of the region and the region, it is small business that replenishes the budget of small towns to a greater extent. Speaking about small business,it is necessary to pay close attention to management in this organization, since management in a small enterprise differs from the management system in a large, multi-structural enterprise, where an extensive management system is usually formed with managers of various levels. At a small enterprise, the system is simplified and has practically no levels, but this does not make the process of managing a small enterprise easier, on the contrary, it often complicates management. Taking into account the specifics of small business, it is necessary to clearly define the criteria for classifying an enterprise as small, for example, in accordance with the federal law on small business, a small business can include a structure that has: the number of no more than 100 people. In small towns, it is small business that forms the main niche of entrepreneurship. Small business has advantages and beneficial aspects of development in comparison with large enterprises in today's market conditions.Every manager should always follow the development of technologies and novelties that appear in this area of business. This is due to the fact that consumer taste is changing all the time, as are the economic conditions in the country. What was in demand in normal conditions of life may be completely unclaimed in a crisis.There are many factors to consider in this matter:- product line;- fashion;- the state of the economy;-development of the technological process;- customer requests;- external factors;- seasonality.Innovations can relate not only to production technologies, but also to the principles of working with clients, new methods of approaching them. To do this, it is necessary to constantly retrain and retrain personnel. Implement new ways of doing business and finding clients. We must not forget about the range. If you sell packaged juice, and the consumer has long switched to fresh juice, then it's probably time to change something.It is impossible to ignore the sphere of corporate culture. No matter what the owners of the companies claim, it is always there. The only question is what it is.In this regard, it is very important to select personnel according to specific tasks, so that both official and friendly relations can be built only in a way that is favorable for the company.List of referencesAverin, A.V. Personnel management, personnel and social policy in the organization [Text]: textbook / A.V. Averin. - M.: Ed. RAGS, 2013. - 224 p.Ansoff, I. Strategic management [Text]: textbook Abbreviated. trans. from English. / I.Ansoff - M. : Economics, 2013. - 519 p.Volodko, V. F. Fundamentals of management: a tutorial / V. F. Volodko. - Minsk: Adukatsia i vykhavanne, 2010. - 303 p.Egorshin, A.P. Personnel management [Text]: textbook / A.P. Yegorshin. - N.Novgorod: NIMB, 2014. - 720 p.Sergeev, I.V. Enterprise economics [Text]: study guide / I.V. Sergeev. - 2nd ed. Revised and additional M.: Finance and statistics, 2012. - 304 p.Venkateswaran, N.. International Business Management, New Age International Ltd, 2011.