HUMAN RESOURCE ROLE IN KNOWLEDGE MANAGEMENT
The urge of an organization to acquire and preserve the knowledge of its employees within its organization has lately become tremendously increasing due to the rising competitions among all organizations. Be it a profit or non-profit and big or small organizations, the environment of the present situation is so much different from a particular organization doing its business 10 years ago. In those days, an organization has all the luxury of keeping its best employees for long enough even to some extent until their employees stop working and retire. But now, an employee may leave his or her workplace due to much better prospect offered by other companies. With such short scenario that has been illustrates above, it justify the emerging concept of knowledge management. There are also other essential factors that made knowledge management at present becomes more and more important to an organization. As described from Shelda Debowski writings:
Knowledge is the process of translating information (such as data) and past experience into a meaningful set of relationships which are understood and applied by an individual. As the values of employees and organizational data have become more crucial to the organization’s outcomes and competitiveness, the concept of knowledge management has emerged. Knowledge management is the process of identifying, capturing, organizing and disseminating the intellectual assets that are critical to the organization’s long-term performance.[i]
The statement above shows the imperative of knowledge management to an organization with regard to ensuring its survivability. But then, what is the relation of human resource role in knowledge management? Where actually human resource management and knowledge management jive together? It is therefore, the aim of this paper is to provide the impression of the human resource role in knowledge management. This paper is divided to two parts, the first part start with the explanation of knowledge management in general inclusive its definitions then followed by the description on the concept of knowledge management, the value chain in knowledge management and it enablers. The second part of this paper, it will begin with the discussion on the role of human resource management in knowledge management. In this part also it will describe on performance management, human resource management and it support for knowledge management as well its implication in the knowledge sharing firm. Lastly, on the second part of this paper, it will discuss knowledge management system with mainly referring to the Royal Malaysian Navy Human Resource Management Information System known as TLDM Net as the model.
PART I - KNOWLEDGE MANAGEMENT
As in general, knowledge management can be describe as sharing knowledge of ways doing things, continuously communicate through various methods or systems created and to ensure the standard of competitiveness of an organization would always at the highest level. There are many definitions and descriptions on giving the idea of what knowledge management all about and this paper deliberately listing down seven of the definitions and descriptions in order to distinguish the importance of knowledge management to an organization. List of the non-exhaustive definitions and descriptions are as follows:
Knowledge management (KM) is an effort to increase useful knowledge within the organization. Ways to do this include encouraging communication, offering opportunities to learn, and promoting the sharing of appropriate knowledge artifacts.[ii]
Processing data can be performed by machine, but only the human mind can process knowledge or even information.[iii]
The leveraging of collective wisdom to increase responsiveness and innovation. [iv]
Knowledge Management is intended to allow organisations to protect and develop their...
...MGMT 2718 HumanResourceManagement Notes
People are our most valued resource
‘New’ emphasis on achieving organisational success through management of people
HRM as the ‘organisation’s conscience’ – where workers can expect to be treated with fairness
HR ‘Process’ – recruitment, selection, training and development, performance management, reward and motivation, redundancy
‘Hard’ – ‘military’ model – management as commander – dictates strategy, then HRM follows – quantitative emphasis on the numbers
‘Soft’ – HR managers may have influence on strategy
Conscience of the firm or a strategic partner
Issues of HRM
Often the benefits of HRM oversold
Employers may not be able to deliver on the promise of HRM - often the quest for ‘success’ (profits and survival) can necessitate cutting employee’s conditions
The best HRM techniques and high commitment workplaces will not necessarily ensure success – they can’t protect the organisation against pressures from international competition and the global financial system
Researchers have sought unsuccessfully to find direct links between HRM practices and organisational success
IR regulation and unions have not disappeared
Globalisation and offshoring
Academic Disciplinary Contributors to HRM – management, sociology, psychology, social psychology, economics, employment...
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HRM 531 HumanResourceManagement
Week 1: Individual Assignment: Management Behavior
Imagine you are a midlevel sales manager at InterClean, Inc. with three first-level managers under your responsibility. In response to a merger that is about to take place with EnviroTech, you have been instructed to draft a memo to your supervisory team about the importance of the behavior exhibited by managers.Resource: InterClean–EnviroTech Merger Scenario
Review the InterClean–EnviroTech Merger Scenario on your student Web site.
Write a 700- to 1,050-word memo that includes the following information:
Explain how a manager’s behavior can affect the productivity of his or her workers.
Describe the types of management action that align with employment laws and those that do not.
Describe best practices for working within a diverse work environment.
Note: Be sure to draw from your experiences and readings for each aspect of your memo. APA format is not required for this memo; however, you must include a title page and a references page.
Week 2: Individual Assignment: Career Development Plan Part I—Job Analysis and Selection
InterClean has just merged with EnviroTech and, as a result, has taken on a new strategic direction. The company will no longer sell only cleaning products, but will also provide full-service cleaning solutions for organizations in the...
...Developing yourself as an effective HumanResources or Learning and Development Practitioner
Prepared for: Compass & CIPD
This report is deigned to illustrate that I understand the knowledge and skills required to be an effective HumanResources practitioner.
I will demonstrate this by exploring the following elements:
a) Briefly summarising the CIPD Profession map.
b) Looking and describing:
i. Two core professional areas.
ii. The specialist professional areas.
iii. The bands and behaviours.
c) Comment on the activities/knowledge of 1 professional area in band 1 which I consider most essential to my HR role.
The CIPD profession map extensively plans out exactly how HR can add the most continuous value to its individual organisations now and forecasting for the future.
The CIPD map represents the highest standards of HR competence. It sets out what effective HR professions do and deliver across the board; all sectors from generalists to specialists, administrators to directors it describes the required skills, knowledge and behaviours for one and all.
In 2009 CIPD commissioned comprehensive surveys for the HR community 4,500 people answered detailed questions regarding their jobs, professional needs and future aspirations (Appendix one for more details).
The most interactive way to use the Profession Map is to log in to CIPD and use...
...The Role of HumanResources in Managing Knowledge within Organisations
The correct utilisation and management of knowledge has been cited as a key way of assisting firms in evolving in tandum with the ever changing environments they work within. However this manifestaiton of knowledge and skills is far more complecated then first envisaged. A huge amount of debate has arisen in terms of the direction and correct implementation of skills, learning, knowledge, and information on a practical level (Drucker; 1999). Although this debate has assisted in the creation of a number of managerial approaches and provided conceptual depth, there is still no thorough best practice framework for firms to operate with, with many gaps and conflicting theoretical approaches arising (Becker; 2006).
The primary goal of managing knowledge in a firm is the creation of competencies and profiencies, to mould firms strategys, and create essential skills needed by the firm to operate and compete in a complex and evolving environment of globilisation and technologicial advancement. 'Organisational learning is now accepted as a central, rather then periphal organisational variable, with its competitive value widely recognised' (Re: Andrews 2000 ; pp1).
HRM Proceesess in managing knowledge:
The role of the human...
...Hospitality HumanResourcesManagement: Assessment 2
In organisations today, the scope of humanresourcemanagement is vast but there are three main functions that humanresourcemanagement is comprised of – strategies, plans, practices, processes and policies; attract, manage, develop and reward; and contributing to the overall performance of the organisation. Throughout this literature review the different approaches that various authors take when outlining the what activities, tasks and functions contribute to the role of an humanresources manager in organisations will be discussed as well as the features that are unique to the industry and affect the role of humanresources manager in hospitality. I will also make an executive suggestion as to which humanresource approach I feel is the most appropriate for organisations in the hospitality industry from the readings used in this literature review. The main sources that will be referenced in this literature review include Rudman (2010), Armstrong (2006), Baum (2007) and Fáilte Ireland (2005).
Humanresourcemanagement is an important role within organisations and businesses which focuses closely on both the recruitment and...
Phase 2 Individual project
March 4, 2013
I am going to be discussing the cultural aspects of McDonald’s on of the biggest fast food corporations. McDonald's’ got it all started in 1954, right after the Korean War ended. Back in those days America had just began it to rise from simple days in time to fast cars, fast food, and drive thru. It seemed like no one actually wanted to stop for sleep or even cook a down-home southern meal! Originally, McDonald’s was just a small barbeque joint, which was located in San Bernardino, California. Dick and Mack decided to close the barbeque place and start selling hamburgers. McDonald’s prides Thiers elves in their mission Statement: “Our goal is quality, service, cleanliness and value for each customer, each and every time.”(McDonald’s 2009)
In addition, this to me is a cultural change the barbeque business went south for the winter. Then they adapted or made changes to their business so it will survive the economy and with stand to the end of time. This was a great move to keep their business booming and their customers returning as well.
McDonald’s they are moving from awareness to action. The goal is to have people within our organization working and living to reach their full potential. We believe that leaders hold themselves accountable for learning about, valuing, and respecting individuals on both sides of the counter. At McDonald’s, diversity and...
1. HumanResource Manager of PepsiCo’s Possible Reasons for Cessation of Employment
1. He/she got a better offer from the competitor company. That offer can be more salary or an upper position than PepsiCo.
2. Conflicts between management and HR Manager regarding a company issue or conflicts between employees and HR Manager.
3. Changes in his/her life situation. If he/she is married or had a baby, and the salary and benefits no longer support your needs, he/she has to find a better opportunities to support his/her family.
4. The culture and values of the company is way different from His/her culture and values then it will be difficult for him/her to apply this in work.
5. Because of the high stress level at work, that affects the physical or mental health and also it affects the relationship between his/her friends and family.
2. The Company Exit Procedure for the Above Situation
Exit interview is very important for the both parties to communicate with each other and discuss about the issues he/she have and about the policies. First of all HR Managers left the job without giving any notice to the management of the company and for that company can take legal actions against the former HR Manager. Before that company should conduct an exit and release interview to former HR Manager to know the reasons behind the action. To do that Company can communicate with former HR Manager to do the exit...
For the humanresources professional, it is important to be able to expect conflict to occur in our organizations, identify conflict in the workplace and know how to quickly and effectively resolve the underlying issues in a positive way. Resolving conflict in a positive manner can lead to much-improved professional and personal relationships. Mastering a few fundamental conflict resolution skills can enable you to become a better leader, decision-maker, co-worker and friend.
Whether dealing with a disagreement between co-workers or breaking through a standstill in a job contract negotiation, conflict resolution is best approached through a deliberate process that considers the different conflict resolution styles of each participant. Done well, conflict resolution can save relationships, time and resources, while improving productivity and helping move projects forward toward completion.
DEFINING CONFLICTS AND IT’S ORIGINS
Conflict is defined as an interactive process manifested in incompatibility, disagreement, or dissonance within or between social entities (i.e., individual, group, organization, etc.). Some of the manifestations of conflict behavior are expressing disagreement with the opponent, yelling, verbal abuse, interference, and so on. Conflict occurs when one or more social entities:
are required to engage...