Human Resource Management ( Hrm ) Practitioners And Theorists

1211 Words Apr 4th, 2016 5 Pages
According to Kim and Ko (2014), knowledge management appears to have become increasingly intriguing to human resource management (HRM) practitioners and theorists, especially in today’s knowledge-based economy. Kim and Ko (2014) explained that knowledge management tends to refer to organizational practices responsible for the application and sharing of knowledge within a particular organization in order to obtain and preserve its competitive advantage. It is discussed that knowledge is considered as codified information consisting of interpretation, wisdom, among others, which usually improves a particular organization’s value and the accomplishment of its vision and mission (Fong, Ooi, Tan, Lee, & Chong, 2011). Furthermore, according to Fong et al. (2011), knowledge is usually produced and stays in the mind of a particular employee, and tends to contribute not much to a particular organization if it is not shared among employees. It is telling that Kim and Ko (2014) stated that a particular viewpoint to investigate knowledge sharing behavior within a particular organization is through what is described as specific organizational interventions. More importantly, empirical studies pertaining to knowledge sharing behaviors, have found that these types of behaviors tend be encouraged rather than coerced. Kim and Ko (2014) stated that organizational interventions such as HRM practices tend to initiate what is described as a positive exchange relationship between an employee…

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