The hottest idea of human resource management base

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Human resource management ideas based on knowledge management 1. Knowledge management integrates human resource management. We are in an era of rapid change and gradual opening. The change makes us need a lot of new theories and thinking to deal with problems that are quite different from those in the past. Opening also allows us to refer to external experience while thinking. In this case, how to plan, design, organize and implement a human resource management system that is compatible with the requirements of the current national personnel system, suitable for the current reform situation, and has a certain foresight is a challenge for all personnel engaged in human resource management

in the era of knowledge economy, knowledge is the largest and most basic supporting factor for the profit source of an organization. Organizational knowledge is the core profit source of an organization, and organizational knowledge, that is, the core profit source, is in the hands of organizational employees. Therefore, the organic combination of knowledge management and human resource management, and the development of human resource management based on knowledge management will become an important means for organizations to establish and maintain their core competitiveness

at present, there is no widely accepted definition of knowledge management. Generally speaking, knowledge management is a management method that uses information technology to fully combine people with knowledge, and creates a culture of knowledge sharing, so as to accelerate employees' learning, creation and use of knowledge in the process and improve the organization's core values. Its goal is to improve the sharing level of all knowledge and the ability of knowledge innovation. People are not only the subject of knowledge innovation, but also the carrier of knowledge. Therefore, the management of people is the core content of knowledge management. Human resource management regards "people" as the most important resource, aiming to make people fit for their place, make the best of their talents, make the growth of the organization match the development of personal ability, and organically unify the organizational goals and personal goals

human resource management based on knowledge management not only belongs to the human resource management department, but also depends on the organization's knowledge management system. The purpose of the human resources management department is to analyze and study the demand for knowledge according to the organization's strategy and development needs and the status of the organization's internal knowledge, meet the organization's operational needs through the recruitment, cultivation, use and development of talents, and realize the human resources management strategy through the establishment of systems and culture. The knowledge management department is mainly to establish and maintain a knowledge sharing platform. As a technical guarantee for knowledge sharing, it is the specific implementation Department of knowledge sharing to complete the collection, analysis, processing and release of knowledge on the knowledge sharing platform

the human resource management scheme based on knowledge management needs to encourage employees to continuously digest and absorb the explicit knowledge acquired inside and outside the organization through personal learning and team work through human resource management, so as to create new tacit knowledge, enhance the core competitiveness of the organization, and realize the common growth and development of the organization and individuals. On the other hand, it needs to provide necessary environment and conditions, Make employees willing and able to contribute the knowledge stored in their minds, realize knowledge sharing within the organization, transform employees' personal knowledge into organizational knowledge, and make personal knowledge complement and perfect each other in mutual communication and exchange, so as to maximize its role, that is, maximize the role of knowledge. This requires human resource management to pay attention to the personalized play of employees on the one hand, and encourage participation and sharing on the other hand, and advocate "team spirit"

therefore, the connotation of the integration of knowledge management and human resource management lies in the formation of an organizational culture and working environment of mutual learning and extensive communication through human resource management methods such as training, evaluation and incentive. In addition, it also creates a working mode and mechanism of knowledge sharing, that is, under the common organizational culture, Employees hand over their personal "tacit knowledge" accumulated in their work or even in social activities to the organization's knowledge sharing management department, which will be transformed into the organization's "explicit knowledge" on the knowledge sharing platform through the collection, analysis and processing of the organization's knowledge platform, and released in the unique form of the organization, so that other employees can learn, digest and absorb, Thus, the knowledge conducive to organizational culture and organizational development is gradually transformed into the knowledge of the whole organization, so as to realize the qualitative change of knowledge from "individual recessiveness" to "organizational dominance", and fundamentally serve the organizational development strategy

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II. Implementing knowledge management in human resource management

human resource management can be summarized into four main tasks, namely, recruiting, cultivating, using and retaining talents. These four main tasks involve three types of personnel in the organization, namely, employees, managers and human resource managers. The management work also involves two aspects, That is, the knowledge and skills required by organizational development and the recognition of knowledge sharing culture, human resource management should always focus on one core content, namely knowledge sharing. The basic ideas of these aspects are briefly analyzed and explained below

2.1 recruitment of talents

"recruitment of talents" means that they cooperate with the industry at the same time to attract and hire employees who are good at using and creating knowledge. Recruitment should generally be conducted when the knowledge required in the organizational strategic needs or development requirements is not available or sufficient within the organization and can be supplemented or adjusted externally. Internal or external recruitment shall be selected on the basis of full analysis of internal human resources. It should be avoided that internal talents are not effectively used and employees with the same knowledge and skills are recruited from outside, because this will not only cause the backlog and waste of talents, but also greatly dampen the enthusiasm of internal employees

for the knowledge sharing of an organization, recruitment is the key link and the "entrance". "The organizational value chain is actually a knowledge chain... The new management concept regards people as knowledge nodes with specific competitiveness." HR recruitment and selection is to try to find the "most suitable" people at each node. For managers, specific knowledge and skills requirements of required talents shall be put forward before recruitment, and they shall actively participate in the specific recruitment process to confirm whether the knowledge and skills of the proposed employees meet the needs of the work; For the proposed employees, it is mainly to evaluate whether they have

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