scholarly journals THE ROLE OF BOTH ENVIRONMENTAL FACTORS AND KNOWLEDGE MANAGEMENT IN HUMAN RESOURCE MANAGEMENT PROCESSES AND PERFORMANCE APPLIED STUDY ON ELECTRICITY HOLDING COMPANY EGYPT

2017 ◽  
Vol 40 (1) ◽  
pp. 463-492
Author(s):  
Refaei, M. A ◽  
Ibraheem, Hekmat, S ◽  
Ramadan, M. S. T
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Environmental Factors ◽  
Human Resource Management ◽  
Human Resource ◽  
Holding Company ◽  
Applied Study ◽  
Management Processes ◽  
And Performance

Developing a Framework of Human Resource Management, Organizational Learning, Knowledge Management Capability, and Organizational Performance

2015 ◽  
pp. 164-193 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Organizational Learning ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Sustainable Competitive Advantage ◽  
Management Capability ◽  
Knowledge Management Capability

This chapter introduces the framework and the practical concepts of Human Resource Management (HRM), organizational learning, Knowledge Management Capability (KMC), and organizational performance. This chapter also explains the role of HRM, organizational learning, and KMC on organizational performance. The developed framework presents the relationship among the constructs (i.e., HRM, organizational learning, KMC, and organizational performance) and contributes toward a better understanding of the specific mechanisms through which HRM, organizational learning, and KMC positively influence organizational performance. HRM effectively acts as a trigger toward effective organizational learning and KMC processes, thus creating a valuable organizational performance. Organizational performance that can usually help to perform a task in an integrated manner is a source of sustainable competitive advantage. Understanding the role of HRM, organizational learning, KMC, and organizational performance through the framework will significantly enhance the organizational performance and achieve business goals in the modern business world.

scholarly journals Human Resource Management in the Enhancement Processes of Knowledge Management

2017 ◽  
Vol 8 (3) ◽  
pp. 167 ◽  
Author(s):  
Didi Sundiman
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Work Environment ◽  
Human Resource ◽  
Management Strategy ◽  
Knowledge Management Strategy ◽  
Management Processes ◽  
Medium Enterprise ◽  
Positive Effect

This research explored Human Resource Management (HRM) in enhancement processes of knowledge management. This research explored how HRM practice enhanced the operational of knowledge management. Data were collected by a survey by interviewing 12 informants from Small and Medium Enterprise (SME). The results show that HRM practice gives initiative in the enhancement process of the knowledge management strategy applied to the company. It can be concluded that each sub-component of HRM affects the components of knowledge management, and HRM is highly influential and has a positive effect on quality management processes and vice versa in the work environment.

scholarly journals The Role of Human Resource Management in Employee Motivation and Performance-An Overview

2019 ◽  
Vol 2 (3) ◽  
pp. 183-194
Author(s):  
Hassan Elsan Mansaray
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
General Public ◽  
Employee Motivation ◽  
Expectancy Theory ◽  
Different Types ◽  
And Performance ◽  
Role Occupation

This paper discusses the link between motivation and performance, and established what makes motivation to have a central role in getting high performances from employees in organizations. It was revealed from the review that there are several motivational theories used by employers at different situations when they want their employees to highly perform. As motivation is to influence employees to perform, hence; performance is the evaluation with respect to acknowledged tasks, objectives, goal line and rational anticipations linked with a role, occupation in an organization. This paper has looked at some of these theories that have been proven and accepted by the general public. They comprise Maslow’s hierarchy of needs, McGregor’s theories x and y, McClelland’s theory of learned needs, Alderfer’s ERG theory, Herzberg’s two-factor theory, Vroom’s expectancy theory and different types of motivation, such as intrinsic and extrinsic. It is evident from the literature reviewed that all theories were established on some experimentations or observations, as a result they are just written ends about a tested situation. Though circumstances can be comparable, they will perhaps by no means be the same. Also, studies have showed that highly motivated employees that are productive and innovative can lead the organization to success through the achievement of its desired results.

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