Knowledge Sharing And Hrm Practices Essay

1877 words - 8 pages

1.0 INTRODUCTION
This chapter aims to clarify two important issues about the research study. Firstly, it provides an overview of the research background and explains the purpose and the rationale of the study. Secondly, the objectives of the study are defined and these are followed by approach and research setting. The chapter ends with an indication of the structure of this study.
1.1 RESEARCH OVERVIEW
Literature of this topic indicates that there is no specific definition for knowledge sharing. Most of the researchers defined knowledge sharing based on their own point of view. Davenport and Prusak (1998) define knowledge management as a process that support knowledge collection, sharing ...view middle of the document...

Grant (1997) says applications of information technologies in Knowledge Management processes focus on strategic implications and can sustain a firm’s competitive advantage. Several researches have argued that issues related to people management in organizations such as attitude and motivation will increased focus in Knowledge Management research and practices (Ruggles,1998).
Knowledge is a key strategic asset for organizations discussed through the literature (Oltra, 2005). Oltra also found that the emphasis was on organization culture and human aspects as potential controls of knowledge. Many researchers believed one way to make the knowledge more powerful is through knowledge sharing practices, so that an employee’s knowledge can be transferred into organisational knowledge through the team’s interaction and communication (Nonaka, 1994).
1.2 RESEARCH SIGNIFICANCE
Studies conducted by Wu and Zhu (2012), found knowledge sharing behaviour influenced by psychological organization and technological factors since this study will focus on HRM practices in the organization. Several questions will be addressed such as how far elements in HRM practices influence the actual knowledge sharing behaviour. This study fills the research gap by investigating the relationship between human resource management practice and individual knowledge sharing behaviour in the organization. McMahan et al (1999) also mentioned the relationships between people management and individual knowledge sharing behaviour has not been examined.
Knowledge sharing has been accepted among the most successful Knowledge Management Strategy and many studies have focused on knowledge sharing in order to enhance the practices from different perspectives. Organisation is required to meet new challenges in Knowledge Management process such as changes in policy, group behaviour, technology and etc. The findings of this study will, therefore, be unique because able to provide the insight factors that motivate knowledge sharing behaviour. In addition, the research findings also will provide guidelines for Human Resource Managers to develop and proposed the appropriate practices in order to motivate knowledge sharing behaviour among employees.
1.3 RESEARCH QUESTIONS AND OBJECTIVES
However, knowledge sharing is not an easy process as knowledge in organisations held by individuals or group therefore, the objective of this research is to identify which Human Resource Management (HRM) strategy is more influential for knowledge sharing behaviours regardless the task assigned to the workers. This project paper goal is to provide sufficient information and techniques on HRM roles that influence knowledge sharing behaviour in any organization.
Major research questions guiding this research were:
Question 1: What are the reasons that employee resist the sharing of knowledge among peers?
Question 2: What are the most important HRM practices resist the sharing of knowledge among employees?
Question 3:...

Find Another Essay On Knowledge Sharing and HRM practices

A Knowledge, Attitudes and Practices Survey regarding Sex, Contraception and Sexually Transmitted Diseases among Commerce College Students in Mumbai.

3038 words - 13 pages information about participant characteristics and their sex related knowledge, attitudes and practices. In the ‘Knowledge’ section, the total number of correct answers to twelve questions were scored as per a pre-decided scale, with higher scores indicating better knowledge. Its internal consistency was found to be good with a Cronbachs alpha of 0.85. The analysis was conducted in two parts using the SPSS 16.0 software (Chicago, IL: SPSS Inc.). First

Of what use is knowledge of the social psychology of group behavior to the theory and practice of contemporary HRM? Illustrate with examples

2858 words - 11 pages The behaviour of groups have important consequences for management and are important because of the potential impact of group behaviour on organisational performance, this is the primary concern of HRM theory and practice. This essay examines how organisations are utilizing and harnessing groups and looks at culture, leadership, norms, cohesiveness, size, change ....and the problems of conformity, social loafing and conflict. This essay looks at

HR Roles and Responsibilities

844 words - 3 pages HR Roles PAGE \* MERGEFORMAT 4 HR Roles and ResponsibilitiesIntroduction"HR was once, not so long ago, called "Personnel", a glorified clerical function. Today's HR professional is the cornerstone of the organization and provides the foundation for a strong, effective, and profitable organization" (University of Phoenix, 2006). Human resource management (HRM) is defined as, "the policies, practices, and systems that influence employees

Evaluating HRM's contribution to Organisational Effectiveness

1202 words - 5 pages represents "a common language for communication among organizations for sharing best practices" (Kaplan & Norton, 2004).6. ConclusionThe history of HRM has been characterized by a continues attempt in justifying its impact and influence within an organization. The rise of unions along with the expansion of companies into foreign markets has made efficient HRM critical. HRM has moved from the position of justifying its position in an

Knowledge Management

789 words - 3 pages knowledge between employees and the retention of this knowledge within the organisation? HRM can impact knowledge within an organisation in many different ways such as motivational aspects, leadership aspects and job design. One of the areas increasing investigated by researches is that of motivation. It is at this point, the management of tacit knowledge, that SHRM practices can be used to help individuals share or transfer their tacit knowledge

Technology in HRM

994 words - 4 pages Technology in Human Resource Management 1. Technology: E-HRM: E-HRM (Electronic Human Resource Management) is a Human Resource Information System (HRIS) which like other HRIS Systems aims towards facilitating an organization’s HR in performing various HR functions. E-HRM, according to Ruėl et al. (2004), is a method of implementing HR strategies, policies, and practices in organizations through a conscious and directed assistance of web

Human Resource Management in Business

3046 words - 12 pages important that employees are kept current on company performance so that they can use the knowledge that resides in the organization to its fullest potential (Pfeffer, 1998). And by factor-analyzing HRM practices, Huselid’s (1995) influential study of the impact of ‘high performance work practices’ points out the importance of HRM as it relates to organizational turnover, productivity, and corporate financial performance. Without HRM practices in

Human Resource Management and the importance of top and HR managers working together to achieve organizational efficiency

2239 words - 9 pages industry and workplace contexts in which they operate.The Michigan model developed by Fombrun, Tichy and Devanna focuses on four key components like selection, appraisal, development and rewards. It emphasizes the interrelatedness and the coherence of HR development activities and aims to increase organizational effectiveness by expressing the coherence of internal HRM policies and the importance of matching internal HRM policies and practices to the

The Role of Mobile Technology in Human Resources Management

1191 words - 5 pages for informal mentor/mentee relationships,provide an chancefor formal and informal discussions. m-HRM technology is a method to implement the HR strategies, policies, procedure and practices. The m-HRMtechnology endures the HR function to meet the HR needs of the organizations using mobile-technology based communication. The m-HRM technology which enables top, medium level managers, employees and HR experts to extract or modify the information

The Importance of Human Resource Management

1377 words - 6 pages important role in organizational performance in terms of the increase in corporate financial outcomes, operational accomplishment, employee’s workforce performance and decrease in employee’s turnover (Combs et, al, 2006). Therefore, it is worthy to analyse the ways how HRM influences organizational outcomes as well as the explanations of the their relationship. In this essay, I will first come up with definitions of High performance work practices

Human Resource Management

2029 words - 9 pages status differentials, and (vii) business information-sharing with employees. A common criticism of Pfeffer’s work is that a relatively small number of sample organisations are used to support his contention that embracing ‘best’ HRM policies and practices results in superior organisational performance and sustained competitive advantage. Nevertheless, this approach is visible in Ireland across a number of the US subsidiary high-tech companies

Similar Essays

“Drawing On The Reading And Your Wider Understanding Of Hrm Practices In Encouraging Employees To Share Information And Knowledge, Answer The Foll

1209 words - 5 pages Kingdom: Oxford University Press. • Hau, Y.S., Kim, B., Lee, H., Kim Y-G. (2013), The effects of individual motivations and social capital on employees’ tacit and explicit knowledge sharing intentions. International Journal of Information Management. (33, 2, 356-366) • Johnston H. & Vitale, M.R (1998). Creating competitive advantages with inter-organisational information systems. MIS Quarterly, 12(2) 153 - 165 • Jorgenson, Dale W. 2001

Exploring Knowledge, Attitude And Practices Regarding Treatment Seeking Of Malaria And Adherence To Treatment

1501 words - 7 pages services. . 2. Objectives of the Research The proposed study will be carried out in Kawthaung Township with the aim to find out the knowledge, attitudes and practices relating to treatment seeking of malaria and adherence to treatment among most at risk population; farmers, forest workers, mobile populations and people residing in endemic areas. The findings will be able to be utilized in future interventions of preventing or at least delaying

The Knowledge, Attitude And Practices Of Safe Sex Behavior Among Sex Workers

2348 words - 9 pages safe sex and their beliefs and attitude towards it and their ability to practice it. This learning issue envisages to focus on these issues and determine options to deal with it. What is a KAP study? KAP study stands for knowledge, attitude and practice study.KAP studies are “highly focused evaluations that measure changes in human knowledge, attitudes and practices in response to a specific intervention, usually outreach, demonstration

“Drawing On The Work Of Hau Et Al (2012) Discuss How Employee Knowledge Sharing Intentions Are Affected By Individual Motivation And Social Capita

1173 words - 5 pages As a result of the importance of knowledge in today’s trading word, an understanding of how to boost the knowledge sharing between employees has become vital to succeed. This article explores the key factors of employee knowledge sharing intentions. The study identifies sharing intentions as either tacit or explicit and investigates how the level of information influences the choice of which type to use. The two types of information sharing