2nd Special Focus Symposium on ICESKS:
Information, Communication and Economic Sciences in the Knowledge Society Zadar, November 13th to 14th, 2008
HRM practices in managing knowledge workers
Ing. Martin Šikýř, Department of Personnel Management, Faculty of Business Administration, University of Economics, Prague, Winston Churchill Sg. 4, 130 67 Prague 3, Czech Republic,[email protected]
Prof.dr.sc. Damir Boras, Faculty of Philosophy, University of Zagreb, Croatia Ljubica Bakić-Tomić, Ph.D. Faculty for Teachers, University of Zagreb, Croatia, [email protected]
What resources are the most important for an organization? That is knowledge and its owners so-called knowledge workers. If an organization wants to be successful, i.e. prosperous, competitive and flexible, its managers must find out an efficient and effective way to manage knowledge workers whose knowledge helps the organization to achieve expected objectives. Knowledge workers may be managed successfully through common and proven Human Resource Management (HRM) practices in job design, recruitment, selection and orientation, performance management, compensation, training and development. These and others HRM practices help the organization and its managers to create conditions for efficient and effective management of workers and their knowledge, including voluntary and mutual creation, sharing and use of knowledge in the organization. The aim of this paper is to apply the theory and practice of Human Resource Management to the theory and practice of Knowledge Management and propose a possible way of using HRM practices in managing knowledge workers and their knowledge in the organization. The paper is written on the basis of available literature and authors’ opinions and experience. Key words: Human Resource Management practices, Knowledge Management, knowledge workers. 1. What is knowledge?
What is knowledge? The answer to this question is not so simple and unambiguous. The word “knowledge“ is commonly used in many different meanings (awareness, familiarity, understanding, comprehension, experience, etc.). To define knowledge, we can use the fact that knowledge is always knowledge of something, has its object, and knowledge of someone, has its subject (Tondl, 2002). The object of knowledge is a certain sequence of symbols that describe elements and matters of the real world. We usually call this sequence of symbols “data“. The subject of knowledge is a source of knowledge (he/she/it creates, disseminates and mediates knowledge) or a receiver of knowledge (he/she/it acquires and uses knowledge). The subject of knowledge is able to demonstrate his/her/its knowledge in some way. One of the possible ways of demonstrating one’s own knowledge is to create and use purpose-built stores of data that we usually call “databases“. A typical subject of knowledge is a human being that creates and uses various databeses in various forms such as documents, periodicals, books, paintings, pictures, multimedia presentations, computer systems and also (and maybe above all) in one's own memory. We create and use databeses to collect, transfer, store, transform and present data in order to satisfy our actual information need. The information need means our demand to learn something new and is satisfied at the moment of use of information content of data. We use data, interpret data and ascribe some meaning to data. In this moment data changes into “information“ that satisfies our actual information need and brings us profit. We can use information in the process of decision making (information reduces uncertainty or ignorance), in the process of communication (information makes possible to share its meaning) and in the process of learning (information supports generation and development of new knowledge). But if we want to use information, we must be able to interpret available data, ascribe some meaning to data and use the information content of data. And...
OBHR-633 HUMAN RESOURCE MANAGEMENT
KNOWLEDGEWORKER – “THE EPITOME OF SUCCESS”
PURDUE UNIVERSITY CALUMET, HAMMOND, INDIANA
James Madison said that “Knowledge will forever govern ignorance; and a people who mean to be their own governors must arm themselves with the power which knowledge gives”. Knowledge is power according to Sir Francis Bacon. It is the most important resource for the organizations to grow. The knowledge resides in the heads of knowledgeworkers. Knowledgeable workers are the most precious resource organizations possess. They are different from task workers and low skilled workers. Knowledgeworkers are selected, recruited and trained in a special manner than the non-knowledgeworkers. Improving the productivity of knowledgeworkers and retaining them is a challenge for organizations today. The research paper focuses on all the mentioned aspects of knowledgeworkers. The paper is written with the help of available literature on knowledgeworkers (from year 1994 – 2010), newspaper articles, and web articles, my opinion and experience.
Peter Drucker was the first to coin the term, Knowledge...
...Pfeffer (1998) defined best practice theory is on the basis of an assumption that a high performance enterprise’s successful human resource practices also can be the example used in other enterprises and get the same results. As a result of the different understanding of people, there is also having other definitions. For example, Johnson (2000) also giving an definition that best practice is considered as a type of human resource method or system which have some qualities like additive additively, universal, and promotional effects on the organizational performance. Although some researchers have the different definitions about best practice, but all of these definitions are prove that best practice will influence the organizations’ performance. In this process, commitment is an important factor; it is an important role between employers and employees. The modern HRM is based on the principle “people first”, so best practice can be study through employment security, selective hiring, self-managed teams or team working, high pay contingent on company performance, extensive training, reduction of status differences and sharing information these main seven practices (Pfeffer, J. 1988). All of these practices are based on people and can increase the competitive advantage of enterprises. Many of the HRM best practices have...
...Human Resource Management
Miss Naila Akber
Sayed Muhammad Ali
DATE: 4th July, 2009
1. Unit and Assessment Details
Course Title: HND Business
Unit Name: Human Resource Management
Assessor: Ms Naila Akbar
Internal Verifier: Ms Sadaf Ijaz
Assessment Title: Analysis of HRMpractices, procedures for obtaining suitable employees, principles and procedures for monitoring employees, employee exit from the organization.
Assessing in: Group of 3
Number of Words: 3000 words (Total 30 Pages Maximum) Outcomes Covered: 2, 3, 4
Issue Date: May 18, 2009
Due Date: July 04, 2009
|College | |Responsibilities | |
|No. |Learner Name | |Learner Signature |
| | |P1, P2, P3, P7, P9, M1, M2, M3, M6, | |
|7190 |Sayed Muhammad Ali |D1, D2, D3, D6...
Discuss how Netcare endeavours to this strategic position through their various HRMpractices.
Netcare Limited operates the largest private hospital, primary care and emergency medical services network in South Africa. It has got 55 hospitals which can accommodate 8874 patients and it has spread its wings in United Kingdom.
Netcare has set its objectives as roadmap to guide all operations in the business “Netcare‘s objective is to provide patience with outstanding care, superb service and the best possible clinical outcomes.” In order for the organization to implement its strategic human resource management successful in the health sector, the organization has sought to lessen the healthcare industry’s skills shortage through the provision of training and Netcare has become the largest providers of medical skills in South Africa. Netcare is providing training that promotes organisation transformation process to become the largest health service provider in South Africa.
Netcare adopted a culture of continuous improvement approach which requires employees to understand to entire work system, to acquire new skills and knowledge and apply them to get their jobs done and share the information with other employees (Noe, Hollenbeck, Gerhart and Wright,2010:273) It’s embarked upon to introduce the new paradigm shift whereby employees within the organisation were consulted through process and strategic human resources...
...Contemporary Human Resource Practices
Elizabeth Marcus, Puja Agrawal, Revathi R
MBA, 2nd Semester
Fig. 1. Hypothesis model
Abstract- A look at the trends in managing people, in this dynamic business environment reflects that attracting, managing, nurturing talent and retaining people has emerged as single most critical issue with enormous opportunities spun off by the market. In the Knowledge economy, corporate houses have to address the core issues of the HRM like as listed below: employee engagement, e-HR (ranges from e-Recruitment to e-HRIS), Competitive pressure on increasing employee wages, employee as brand ambassador, managing talent, labor shortage, higher ethical standards, quality of work life, flexi-timing, six sigma practices, succession planning, ESOP, competency mapping, training and grooming, mentoring etc.,
Key Terms—e-Recruitment, Flexi-timing, Employee engagement.
Contemporary human resource management has been changed from its traditional perspectives till nowadays. In the past, companies have not been disposed to human resource management, but to personnel management, which just included administrative practices regarding their employees. On the other hand, company’s exposure to constant changes compelled them to develop the scope of its departments in order to achieve greater organisational success, which resulted with...
HRMpractices in Bangladesh are better than the past. In the past, HR role was concentrated to hiring firing and letter issuance-dispatching-filing stage. Now it has started to perform more than that. Such as Employee motivation, Employee development, employee retention, facilitating organizational development initiatives etc. and thus contributes to the achievement of organizational goals. These value added job has just begun in BD. For a good tomorrow,this is a starting point.
The aim of this assignment is to connect practical knowledge with theoretical knowledge. Now the world is a competitive world. So everybody has to be expert in both practical knowledge and theoretical knowledge.
As part of practical orientation program, I was attached to BSRM, Corporate Office, HR Department on complementation of the practical orientation program it supported me to prepare and submit an assignment of Human Resource Management course. The focus of this assignment is to investigate HRMpractices in BSRM.
HR Managers Contribution in Area of Management
Human Resource Management performs quite a few useful functions in order to achieve its objectives. These functions are-
Within the confines of the four functions-acquisition, development, motivation and maintenance- many changes...
The definition of HRM is the process of managing person in organizations. Recently, the purpose of HRM is to make profit for companies, increase employee’s creativity and innovation. According to Patteron (2006), HRM could stimulate organizational development through facilitating the exploration of problems and promoting employees to expand their horizon and knowledge. In other words, HRM could develop organizational innovation through increasing employee creativity. In this situation, a firm would hire skilled workers to encourage their creative behaviors. In addition, in these processes, HRMpractices play dominant role in developing employee’s creativity.
The article described six HRMpractices including hiring and selection, reward, job design, teamwork, training and performance appraisal. Also, the authors tested and verified whether these practices would promote employee’s creativity through hypothesis, data collection (sample of 106 firms in China) and measuring. As a result, there are some practices could make contributions to employee’s creativity and organizational innovation, they are selection and hiring, reward, job design and teamwork. However, the other two practices may not positively relate to it, they are training and performance appraisal.
...HRMPractices in Bangladesh
Banking Industry is the potential industry where the growth of a
country depends a lot. In Bangladesh banking industry is also very
influential. This industry is very big in Bangladesh and holds a lot of
skilled employees. So Human Resource Management (HRM) is very
much applicable as well as practiced in the banks of Bangladesh. HSBC
is known as the world’s local bank. It also has reached to the
Bangladeshi market not only to boost up the banking system of
onshore but also offshore banking. To compete the global challenge
HSBC has developed a skilled and efficient workforce. This large
employee force is managed totally by the HR department of HSBC. This
HR department meets all the requirements of the employees from
salary to rewards, hiring to firing employees and other important
In this report the Overall work of the human resource department
will be focused and described. To know the details of the company we
interviewed some HR personnel or HSBC and other information were
collected and gathered with the help of the internet. HSBC is the
organization where actually the HR activities are applied with a huge
effort, and the outcome is also very satisfying.
With the increase in the size and complexity of business organization, man has become the most important factor in business. Business needs people as owners, employees, and consumers....