Abstract
The human resource management field is known for its information and knowledge intensive nature, yet it could be easily suggested that the most dominant work has focused upon the human resource management as a systematic way of accumulating and processing of information related to people in the organization. The focus of the past development remained mostly on information processing, and more recently on explicit knowledge; however, using a knowledge management perspective could provide more fruitful and comprehensive source of knowledge based human resource development approach. A profound role of tacit knowledge in the development of individuals and particularly communities of practices could emerge as an alternative source of practice based HRD. The “knowledge lens” conceptual approach is used to enrich the human resource development field in order to integrate and bring commonalities in the fields of HRM and KM. Focusing on the core beliefs in the two fields through a synthesis literature review, a four phased knowledge oriented HRD conceptual framework is developed that presents an attempt to extended general HRD process model by integrating knowledge management at various stages of HRD. Important research prepositions driven out of the framework and corresponding 10 research questions are formulated for future multidisciplinary research efforts.
Highlights
Knowledge management is conceptualized as a process of collecting, distribution, utilization of various forms of knowledge (Akhavan, Ebrahim, Fetrati, & Pezeshkan, 2016) and the rise of the knowledge-based economy (Popescu, Sabie, & Comanescu, 2016) demands the organizations to foresee changes in every functional area of the organizations (Fugate, Stank, & Mentzer, 2009)
Knowledge and knowledge workers remain at the heart of competitive advantage debates and reflect the convergence of HRM and KM domains (Dul, Ceylan, & Jaspers, 2011; Fritz, Lam, & Spreitzer, 2011)
To follow a more focused attempt, this paper examines sub-system of HRM i.e. Human Resource Development (HRD)
Summary
Knowledge management is conceptualized as a process of collecting, distribution, utilization of various forms of knowledge (Akhavan, Ebrahim, Fetrati, & Pezeshkan, 2016) and the rise of the knowledge-based economy (Popescu, Sabie, & Comanescu, 2016) demands the organizations to foresee changes in every functional area of the organizations (Fugate, Stank, & Mentzer, 2009). Seeking answers to the question have resulted in a knowledge based extended model of the human resource development process that emphasizes that HRM should integrate organizational objectives and mission with a clear philosophy of knowledge management that will lead to developing an environment, where employees can share and use knowledge with ease. Gloet (2004) has recommended, on similar lines, for practitioners to revitalize the HRM function in order to survive in the knowledge economy; for him, organizations are required to make major changes across the human resource management field. Acknowledging the need for models that could integrate two important fields of KM and HRD, this paper attempts to present a theoretical synthesis building up a conceptual knowledge base within the human resource management literature. The model will further guide the development of the sub research models leading to important research questions
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