Knowledge management is a management deal with the human activities, the problem of people in the enterprise human resources management has always been the focus of attention, so the knowledge management and human resource management will be further integration of the main trends in the development of knowledge managementand the most important aspects.
Decisive factor
In the increasingly competitive times, corporate managers increasingly need to find out why customers buy the business and not the other company's products and services.Enterprises in order to survive and develop, we must create the value customers expect.To this end, companies need to offer innovative, have personalized products and services.Mature products with little change in standardized services, using the same knowledge content, mass production of such products or to provide such services means that the knowledge re-use, simply that knowledge is encoded, stored and repeated into production and business activitiescan be.In the enterprise, explicit knowledge as the top of the iceberg above the water, only a small part of the large area of water in the sink is often invisible part of the employees stored in the mind of tacit knowledge.For this knowledge, employees can not accurately describe the language and words, not being informed of others, not easily encoded.Innovative products and personalized service is often a blend between people of different knowledge, different knowledge of people with the result of mutual exchange, human resource management model for this fusion and exchange opportunities.Tacit knowledge is a source of innovation, to continue to provide a competitive benefits.Enterprises in the production and business activities in the minds of more and more employees rely on tacit knowledge, knowledge management and the central task is to explore the application of such knowledge.This task includes two main aspects: First, to encourage employees through group work and training for the digestion and absorption of new explicit knowledge and thus create new tacit knowledge.From this perspective, the "human factor" of knowledge production and the determinants of value.Second, developing the necessary environment and conditions for employees willing and able to be stored in their minds the tacit knowledge into explicit knowledge can be encoded within the enterprise to realize the sharing of tacit knowledge.From this perspective, the "human factor" of knowledge dissemination and application of the deciding factor."Human factor" is the reason why the determinants of enterprise knowledge management, because people (the brain) is not only the carrier of tacit knowledge, and knowledge creation and dissemination of endogenous forces.
Management of integrated content, there is no separation of tacit knowledge with everyone, probably because use of human resources and reserves have been tacit possession, they may lack appropriate knowledge of personnel leaving some of the important presence of the enterprises.From another perspective, firms may be due to the departure of employees or employee "does not contribute to" the loss of the knowledge already has resulted in "capital flight", is also possible because of the addition of new employees or employees of the in-depth exchanges and cooperation to achieve "capital appreciation. "Therefore, knowledge management is a management deal with the human activities, the problem of people in the enterprise human resources management has always been the focus of attention, so the knowledge management and human resource management, knowledge management and further development of integration will be the mostmajor trends and the most important aspects.Human factors and technical factors, organizational factors also constitute the dimensions of knowledge management.The context of knowledge management, human resource management strategy is from the "person to person," the human strategy.Knowledge management and content integration of human resource management is through training, evaluation, incentives and other human resource management to form a mutual learning, extensive exchange of corporate culture and working environment, to create a working model of tacit knowledge sharing and working mechanismsYouyi technology also aids the development of virtual conferencing, online forums, knowledge maps, in order to facilitate and promote communication between people.HP's department of the U.S. consulting firm located in the world, the company's consultants and engineers frequently travel to various departments to exchange views.The company requires all staff must take the same plane travel in order to increase opportunities for exchanges between employees, the company does not even restrict travel budget.The company also encourages employees to set up an interdepartmental "learning community (Learning Community)" to share best working method (Best Practice) and practical skills.Integrated knowledge management and human resource management and rely on the knowledge of the enterprise to create value for customers, the human resources needs of the motivation is to carry the knowledge of human resources for enterprises to create more wealth, the more we have and can contribute to the knowledge workersplay a role in the enterprise more chances.
Management program
And utilization of human resources, human resources planning and control, human resources recruitment and selection, human resource training and development, human resources management tools such as evaluation and incentive effectiveness, depending on their intellectual capital can add value and application of the extent to which, how much for a sustainable competitive business interests.Integrated knowledge management of human resources management program needs to be unique knowledge of each member to give full play, and its management philosophy is based on the one hand, a more personal basis, on the other hand is to build a participatory culture, encouraging participation and sharingadvocate "collectivism" and "teamwork."
First, the human resources plan: In accordance with the required knowledge production and business operations set up different positions."Fayol principles" emphasized specialization and responsibilities arising from the terms of mandate and is the inevitable result.Knowledge economy, enterprise production and management process is a process of the integrated use of different knowledge, different processes require different knowledge, the entire production process of convergence and coordination of operations depends on the quality of the various processes used in the logical link between knowledge.Enterprise is no longer a job setting strict accordance with the level of industrial civilization order and detailed division of labor system to pinpoint, but according to the production management process into knowledge and knowledge of the link between the fuzzy position, that according to different levels of knowledgeand different positions in different categories to determine the qualifications, standards of conduct, job specifications, working relationship.In the job management process, employees will pay more attention to the mechanism of knowledge creation, knowledge extraction from the minds of staff skills, staff conduct retrieval and dissemination of knowledge of, and access to new knowledge and new knowledge for the enterprise business activities of the law, ingrasp the basis of these laws and mechanisms to further deepen the knowledge management.
Second, human resource recruitment: Attracting and hiring good at creating knowledge and use of knowledge workers.Human resources recruitment and selection of information through a variety of ways to find and identify a variety of production and business activities can provide knowledge, is an important part of human resource management is one.Analysis of different enterprises to be good business to use the knowledge, which may be a different person to master knowledge, different ways through which people may be.Employees of the future will be more independent and self-determination skills.Companies need to adhere to the "people-oriented" concept, and create a respect for knowledge and talent of the atmosphere, and improve personnel selection system, training system, incentive mechanism, the formation of a knowledge workers willing to work in business attraction and centripetal force, with adequate human resourcesfor enterprises to choose the quality and quantity.U.S. Vina Alicia said: "In fact, the enterprise value chain is a chain of ... ... the new knowledge management concepts to people as a competitive knowledge with a specific node." Recruitment and selection of human resources to try to find all nodes "the most appropriateHowever, "the people, that is to develop unique products, developing unique technologies and unique business tool invented to provide a unique management people.The test selection process includes knowledge structure, innovation capacity, knowledge application skills, adaptability, integration capability.
Third, human resource training: creating a learning organization and learning individuals.The employees currently in the post may be very familiar with the work of their own equipment, but new employees and old employees to be completely familiar with the replacement equipment or new recruits, the "experts" fully integrated into the corporate culture is often very difficult environment.Human resources management training program is widely used as a quick kit, many companies for each new employee or "copy" of a fast toolbox, or organization of the old staff or training staff education and training of new staff.However, education is a very complex task, no knowledge is to know who will be able to spread this knowledge to others, companies are often able to take such a role and the lack of a special education capacity.Thus, an integrated knowledge management, human resource management solution that helps shorten the learning curve for new employees and enable them to immediately put into practical work.Such a program for a lot of good companies to gain competitive advantage and enable the company to attract talented people have more advantages than their competitors.
Fourth, the organization of work: attention to partners and team.Logical connection between the close of knowledge determines the nodes on the enterprise value chain linkages are very strong, knowledge-based work often requires collaboration with the project team, working model is multi-disciplinary, cross-functional, cross-sectoral, and sometimes there is no fixedworkplaces, but through the information, the network composed of virtual work teams or project teams.Integrated knowledge management and human resources management since the work of design is how enterprises are facing new problems.
V. Human Resources Appraisal: Design of a knowledge-based assessment contributed reward system.In hiring staff, will be efforts to attract good staff to create and use of knowledge, and based on its knowledge of the activities within the field of performance evaluation and incentives.For business managers, corporate decision-making not only to evaluate their correctness, but also to further evaluate their knowledge to make strategic decisions.Human Resource Assessment reward system must be conducive to encouraging employees to create and use knowledge.The purpose of business is to create wealth for shareholders.Whether the enterprise knowledge management or enterprise human resources management, the ultimate goal is to improve corporate profitability.Therefore, the human resources evaluation system to reward employees based on the knowledge contribution, we must also be more fair and accurate evaluation of the results of knowledge management activities and benefits, the system's design needs to solve through enterprise accounting system, human resource management and knowledge managementknowledge of cost accounting and revenue accounting.