Nobody downloaded yet

Role of HR in Knowledge Management - Research Paper Example

Comments (0) Cite this document
(Assignment) Role of HR in Knowledge Management Human Resources and Knowledge Management are related to one another and their interaction plays an important role in an organization. It has gained importance because companies have discovered that people, their skills and knowledge are essential to gain competitive advantage…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER94.8% of users find it useful
Role of HR in Knowledge Management
Read TextPreview

Extract of sample "Role of HR in Knowledge Management"

Download file to see previous pages Most of the organizations do not effectively utilize Human Resources’ contribution for the effective implementation of Knowledge Management. If people are managed effectively and their knowledge utilized efficiently, then evidently it can become a competitive advantage. Relying on modern information systems will be fruitful if people are actively involved in knowledge sharing. The different areas of Human Resources which help in effective knowledge sharing are reward systems, recruitment, retention, succession planning and training and development. The first and most obvious area of Human Resources involvement in Knowledge Management is reward management. It is very clear that employees will not be ready to share their knowledge and expertise until and unless they are rewarded. Rewards will motivate them to share their knowledge and it is purely on the shoulders of Human Resource people to undertake this task. This way H R enables knowledge sharing in different departments. In case of recruitment, retention and succession planning from a Knowledge Management perspective can be looked at as filling knowledge gaps. While recruiting new employees, they can select candidates who are more creative and innovative and can adapt themselves to the changing work environment. Also, retention of good employees is necessary. The HR policies and procedures should be designed in such a way that they allow employees to meet their personal objectives. Succession planning, on the other hand, is about planning to meet future skills and knowledge needs with existing resources. Human Resources’ involvement and its contribution is perhaps the greatest in training and development. Human Resources should get itself actively involved in the technological developments in the workplace as they can train the employees accordingly. Training is necessary for individuals to work in teams as co-operation and sharing of information brings in benefits for the whole organization. Though Human Resources’ contribution is inevitable in the area of Knowledge Management, it has certain limitations as Human Resources and other departments are most in conflicts. This can be seen as a limitation of Human Resources’ intervention in effective Knowledge Management. Employees in other departments need to support the HR people for effective knowledge sharing as HR people becomes the mediator in knowledge sharing. This is not Human Resources’ role alone but its contribution is necessary. Building a culture for Knowledge management on certain values will require changes in systems and processes, and a way of doing things which both transmits the organizational culture to new employees and reinforces it to old employees. As with any change situation, conflicts can arise. This is where Human Resources can contribute to the development of the Knowledge Management culture by handling such conflicts. According to Chivu and Popescu (2008), in terms of knowledge migration, Human Resource may play a major enabling role in helping identify the potential of knowledge migrants. According to them, the HR process with regard to knowledge management involves HR sought assessment and selection, HR sought training and development, HR sought appropriate communication, reward and recognition schemes and knowledge ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“Role of HR in Knowledge Management Research Paper”, n.d.)
Retrieved from
(Role of HR in Knowledge Management Research Paper)
“Role of HR in Knowledge Management Research Paper”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Role of HR in Knowledge Management

HR Management

... HRM issues: Communication in international business management Human resource management (HRM) is one of the vital areas of businesswhich can make or break the business. The strategies developed by the HR department for the effective utilization of the manpower of an organization has significant role in the development of the organization. Many organizations fail to excel in the market because of the poor HRM strategies, even though they have competent workforce. On the other hand many other organizations excel in the market because of the smart HRM strategies even though their workforce is incompetent. Even though man material and machine are some of the essential resources needed for an organization, mobilization or effective... for...
10 Pages(2500 words)Essay

The changing role of hr management

...?Changing Role of HR Management Before going into the discussion regarding changing role of HR management in response to changes in the business trends, let us get a better understanding of what HR management actually is. “Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization” (Heathfield, n.d.). This is the 21st century and the traditional role of HR management is changing with the changes...
4 Pages(1000 words)Essay

HR management

...?HR Management Table of Contents Introduction 3 The Issues Relating to SMEs In Terms Of Personnel Management and HRM 3 Management of the Issues Related To the HRM in SME’s 5 Conclusion and Recommendations 7 References 8 Introduction Small and Medium-sized Enterprises (SMEs) play a vital role in the economy of most of the countries. The major cause behind this has been that most of the smaller firms have been considered as an important source of employment generation. In addition to this, the method of managing the personnel can be regarded as important for maintaining the competitive position of the firm as well as the industries. It can...
4 Pages(1000 words)Essay

HR Management

...?HUMAN RESOURCE MANAGEMENT IS DIFFERENT IN THE HOSPITALITY INDUSTRY AS COMPARED TO OTHER INDUSTRIES Introduction Human resource management (HRM) is defined as the effective and efficient use of human talent to accomplish organizational goals (Mathis & Jackson 2010). This is reiterated by Ivancevich (2008), that human resource management is the effective management of people at work, through the identification and implementation of actions for improving employees’ productivity and job satisfaction. Bratton and Gold (2001: 14) believe that human resource management is “a body of knowledge and a set of practices that define the nature of work and regulate the employment relationship”. In the case of human resource management... review the...
7 Pages(1750 words)Essay

Knowledge Management - managing knowledge

...or experienced over a long period of time and hence in most cases it is bases of prediction of the future. It is with the basic knowledge that the role of any management should be to forecast for the future needs of the company in terms of all its components. Tacit knowledge hence becomes an important tool which helps in forecasting and making strategies. Tacit knowledge is the base of an innovative process. It helps in harnessing all practical ideas about a management strategy and helps in putting it down to practice. In the corporate world, the concept of tacit knowledge was introduced by Nonaka and Takeuchin (1995),...
8 Pages(2000 words)Essay

HR Management

...A First-Time Expatriate’s Experience in a JV in China _________________________________ A comprehensive approach needs to be taken by the HRof an organization to align the actions with the organizational strategy because HR processes support the employees to achieve their goals (Righeimer). An Analytic Model of HRM for Performance of Control’s Joint Venture Source: Goodhall, K. & O. Nordhaug, 2003, International management: Cross-boundary challenges Acquisition Acquisition of the highly skilled and talented workforce should have been the major priority of the new JV. Hiring fewer expatriates was a good strategy for the company because adapting to the Chinese culture would not have been very easier for...
3 Pages(750 words)Essay

HR Management these provide the theoretical framework for ethical decision-making and the guidelines expected of proper behavior in the work setting. Organizations would therefore benefit from integrating business ethics within the policies, procedures and code of discipline that would provide accurate directions for various stakeholders. 10. Roles of HR in Ethics The roles of HR in ethics are crucial in ensuring the employees, managers, suppliers, investors and customers abide by ethical laws and standards. HR as the primary governing department should be the role model in design and implementation of codes of discipline that are...
6 Pages(1500 words)Essay

HR Management

...contributors to the firm (Harris, Wijesinghe & McKenzie 2010, p. 129). It makes more emphasis on the need for commitment, job satisfaction, motivation, trust and knowledge. In this sense, it helps in the enhancement of the level of employee engagement, development, participation and autonomy in addition to the participation in decision making activities and collaboration. Between these two kinds of HRM practices it is the humanistic or soft practices that are considered the most effective in terms of performance management since unlike the instrumental or hard approaches. This is because they not only focus on the employee but overall organizational activities. They are able to align policies and...
2 Pages(500 words)Assignment

HR management

...with operations in 100 countries of the world. The human resource function is centralized but adequate scope for accommodating local needs and environmental pressures is present. Recruitment and selection is based on local market needs and product offerings in accordance with the policies of the Delegates. Training, development, reward and performance appraisal, and employee engagement initiatives at branches are also designed locally but in accordance with the broad policy shaped by the Delegates. The Press should grant greater autonomy to branches so that the HR function can be more responsive to urgent international pressures. Contents The Impact of Globalization on Human Resource Management at Oxford...
11 Pages(2750 words)Essay

Knowledge and knowledge management

...Management Knowledge and Knowledge Management Management Knowledge and Knowledge Management Whereas knowledge refers to both the theoretical and practical comprehension of the subject, Knowledge management (KM) is the act of capturing, enhancing, sharing and adequately using the organizational knowledge effectively. Knowledge management may also refer to a multi-disciplinary means to achieving the objectives of the organization through efficient use of knowledge. In the modern society today, many enterprises have set aside resources to enhance the internal knowledge management efforts. The KM is evident in their business strategies, information technology as well as the human resource management departments. Knowledge management... ...
3 Pages(750 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Research Paper on topic Role of HR in Knowledge Management for FREE!

Contact Us