Abstract
The main purpose of this research is to examine the impact of knowledge management processes on human resource productivity. Knowledge management processes included knowledge acquisition, creation, storage, distribution and application, in addition the human resource productivity included twofold of productivity such as; effectiveness and efficiency. This research is a correlate on al research and is concerns about finding relationship between variables. The population includes all the employees in Tehran channel of the Islamic Republic of Iran Broadcasting and 185 subjects were selected as sample using Cochran sampling method. Data were collected by two questionnaires. To testing the hypotheses, correlation test and regression analysis were used. The results showed that the distribution and application of knowledge plays important role in the productivity of human resources. The stages of knowledge acquisition, creation and storage of knowledge have little to do with performance. This result is reasonable, because acquisition, creation and storage of knowledge are the previous stages for involving people in the organization but the role of people has become more tangible and has a positive influence on human resource productivity. The variance was calculated for each component of the study using ANOVA between groups and within groups. The test results indicate that all components of research in different educational levels did not differ.
Highlights
Today, knowledge is one of the fundamental driving forces for the success of the business
The main purpose of this study is to examine the effect of knowledge management on human resource productivity in Tehran channel of the Islamic Republic of Iran Broadcasting
The main purpose of this research is to examine the influence of KM process on HR productivity in Tehran channel of the Islamic Republic of Iran Broadcasting
Summary
Knowledge is one of the fundamental driving forces for the success of the business. The need for knowledge promoting is increasing, the successful organizations know the staffs as the source of income and quality. The investment of top organizations in human capital especially in recruiting, training and development programs for their professional skills is very significant. These organizations use the full potential of their employees at all levels, from the individual, team and organization. These organizations create a learning organization through investment for training, improving the quality improvement skills and problemsolving skills, management development programs and identifying and acquiring new capabilities [1]. In many recent studies in the field of strategic management, the role of knowledge management in organizations has been emphasized as a basis for competitive advantage [2, 3]
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