Exploring the Linkages Between Human Resource Configuration and Knowledge Management Process: A Strategic Human Resource Management Perspective

2014 ◽  
pp. 295-302 ◽  
Author(s):  
Bindu Singh ◽  
M. K. Rao
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Management Process ◽  
Resource Configuration ◽  
Management Perspective

Promoting Strategic Human Resource Management, Organizational Learning, and Knowledge Management in Modern Organizations

2019 ◽  
pp. 879-891
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Human Capital ◽  
Knowledge Management ◽  
Resource Management ◽  
Organizational Learning ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Current Trends ◽  
Strategic Goals

This chapter describes the concept of strategic human resource management (SHRM), the concept of electronic human resource management (e-HRM), the importance of SHRM in modern organizations, and the current trends of organizational learning and knowledge management (KM) in modern organizations. SHRM is the strategic practice of attracting, developing, rewarding, and retaining employees with the important goal of increasing various benefits to both employees as individuals and organization as a whole. SHRM strategically utilizes organizational resources and talent within HR functions to make organizations more effective in the modern workforce. Organizational learning and KM allow for organizational employees to share knowledge and learn exactly what is relevant to their specific tasks toward encouraging human capital and knowledge creation. The chapter argues that promoting SHRM, organizational learning, and KM has the potential to enhance organizational performance and achieve strategic goals in modern organizations.

Theorizing HR Intranets

2011 ◽  
pp. 87-103
Author(s):  
Véronique Guilloux ◽  
Florence Laval ◽  
Michel Kalika
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Change Agents ◽  
Management Process ◽  
Development Communication ◽  
Development Stages ◽  
Systemic Model ◽  
Hr Function

This paper presents the results of a longitudinal exploratory survey based on a sample of French firms. Different contexts of Intranet, as well as introduction, development stages, performance and Intranet content are presented. Three approaches are in existence: corporate Intranet, specialized Intranet and HR Intranet. These can be linked to different stages of development: communication, functional support, and knowledge management. The HR Function will be successful if it integrates Intranet in its management process, if the players are aware of the stakes and they behave as “real change agents”. Research shows the importance of strategic alignment between human resource management (HRM) and Intranet as well as the relevance of technological infusion, therefore, this paper’s result in showing a configurative approach that allows the integration of more variables and in turn leads to a systemic model contains great significance.

Promoting Strategic Human Resource Management, Organizational Learning, and Knowledge Management in Modern Organizations

2018 ◽  
pp. 4347-4357 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Human Capital ◽  
Knowledge Management ◽  
Resource Management ◽  
Organizational Learning ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Current Trends ◽  
Strategic Goals

This article describes the concept of strategic human resource management (SHRM); the concept of electronic human resource management (e-HRM); the importance of SHRM in modern organizations; and the current trends of organizational learning and knowledge management (KM) in modern organizations. SHRM is the strategic practice of attracting, developing, rewarding, and retaining employees with the important goal of increasing various benefits to both employees as individuals and organization as a whole. SHRM strategically utilizes organizational resources and talent within HR functions to make organizations more effective in the modern workforce. Organizational learning and KM allow for organizational employees to share knowledge and learn exactly what is relevant to their specific tasks toward encouraging human capital and knowledge creation. The article argues that promoting SHRM, organizational learning, and KM has the potential to enhance organizational performance and achieve strategic goals in modern organizations.

RETHINKING THE NATURE OF KNOWLEDGE MANAGEMENT RESEARCH: IMPLICATIONS FOR STRATEGIC HUMAN RESOURCE MANAGEMENT.

2010 ◽  
Vol 2010 (1) ◽  
pp. 1-6 ◽  
Author(s):  
DERRICK MCIVER ◽  
INDU RAMACHANDRAN ◽  
CYNTHIA A. LENGNICK-HALL ◽  
MARK L. LENGNICK-HALL
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Management Research

scholarly journals The Impact of Strategic Human Resource Management on Organizational Innovation and Knowledge Management Capacity (Case Study of Saipa-Citroen Company)

2018 ◽  
Author(s):  
Susan Boostani ◽  
Ali Sabbaghian
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Innovation ◽  
Strategic Human Resource Management ◽  
Equation Modeling ◽  
Management Capacity ◽  
The Impact

The purpose of this research is to investigate the effect of strategic human resource management on organizational innovation and knowledge management capacity (Case Study of Saipa-Citroen Company). The research method is descriptive-survey. The statistical population consisted of all staff members of Saipa-Citroen (2884 people) who were selected by simple random sampling of 340 people using the Morgan table. Data gathering tools include Human resources management Strategic Management Inventory, Organizational Innovation, Knowledge Management Capacity Ogger Yuzgat et al. (2015). Data analysis was performed using structural equation modeling method. Findings of the research showed that HRM has an impact on the components of knowledge management capacity (knowledge acquisition, knowledge sharing, knowledge software, exploration and exploitation) (P <0.05). The results showed that strategic human resource activities of organizations positively affect organizational innovation (P <0.05). Organizational HRM positively affects organizational organizational knowledge management capacity (P> 0.05).

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