University of Jaddah

:Research on

Knowledge management and Human

Resources Management

:Prepared by
Ebrahim Alsalmi

:Supervisor
Dr. Turki Bawazir
 2024
No Tittle Page
number
1 Introduction 1

2 Definitions 1
3 The importance of Knowledge 2
Management
4 knowledge Management and Human 3
Resource Management

5 Conclusions 4
6 References 6

Table of Contents
1. Introduction
Knowledge is a form of familiarity, awareness, understanding, or
acquaintance. It often involves the possession of information learned
through experience and can be understood as a cognitive success or an
epistemic contact with reality, like making a discovery. Many
academic definitions focus on propositional knowledge in the form of
believing certain facts, as in "I know that Dave is at home". Other
types of knowledge include knowledge-how in the form of
practical competence, as in "she knows how to swim", and knowledge
by acquaintance as a familiarity with the known object based on
previous direct experience, like knowing someone personally.
Knowledge is often understood as a state of an individual person, but
it can also refer to a characteristic of a group of people as group
knowledge, social knowledge, or collective knowledge. Some social
sciences understand knowledge as a broad social phenomenon that is
similar to culture. The term may further denote knowledge stored in
documents like the "knowledge housed in the library" or
the knowledge base of an expert system. Knowledge is closely related
to intelligence, but intelligence is more about the ability to acquire,
process, and apply information, while knowledge concerns
information and skills that a person already possesses.

2. Definitions
a. Knowledge is an awareness of facts, a familiarity with individuals
and situations, or a practical skill. Knowledge of facts, also
called propositional knowledge, is often characterized
as true belief that is distinct from opinion or guesswork by virtue
of justification. While there is wide agreement among philosophers
that propositional knowledge is a form of true belief, many
controversies focus on justification. This includes questions like
how to understand justification, whether it is needed at all, and
whether something else besides it is needed. These controversies
intensified in the latter half of the 20th century due to a series
of thought experiments called Gettier cases that provoked
alternative definitions.
 b. Management is how businesses organize and direct workflow,
operations, and employees to meet company goals. The primary
goal of management is to create an environment that empowers
employees to work efficiently and productively. A solid
organizational structure guides employees and establishes the tone
and focus of their work.

c. Human resources (HR) are the part of an organization that is in

charge of finding, vetting, hiring, and training job candidates, as
well as running benefit programmers for employees. In the 21st
century, HR is an important part of helping businesses adapt to a
quickly changing business environment.

3. The importance of Knowledge Management.

Knowledge management is important because it boosts the
efficiency of an organization’s decision-making ability.

By making sure that all employees have access to the overall

expertise held within the organization, a smarter workforce is built
that is more able to make quick, informed decisions, benefiting the
entire company.

Knowledge management allows innovation to grow within the

organization, customers benefit from increased access to best
practices, and employee turnover is reduced.

The importance of knowledge management is growing every year.

As the marketplace becomes ever more competitive, one of the best
ways to stay ahead of the curve is to build your organization in an
intelligent, flexible manner. You must have the ability to spot
issues from a distance and be able to respond quickly to new
information and innovations.

Companies begin the knowledge management process for many

different reasons.
 1. A merger or acquisition could spur the need for codifying
knowledge and encouraging teams to share their expertise.
2. The imminent retirement of key employees could demonstrate
the need to capture their knowledge.
3. An upcoming recruitment drive shows the wisdom in using
knowledge management to assist in training new employees.

52% of respondents in Deloitte’s 2021 Global Human Capital

Trends Survey stated workforce movement as the driving force
behind proactively developing knowledge management strategies.

Whatever the reason is, implementing knowledge management

processes offers tangible benefits that drive value. This is backed
up by research, showing knowledge management positively
influences dynamic capabilities and organizational performance.

4. knowledge Management and Human Resource

Management
In the contemporary business environment, the competitive position of
companies among others is influenced by its capability to create new
knowledge which in return results in the creation of a competitive
advantage. Organizational learning is an integrative characteristic of
most companies although not all of them are able to utilize it for the
creation of an improved performance. Organizational knowledge and
knowledge management and interconnected and both are widely
dependent on human resources. It is claimed that successful learning
organizations create an organizational environment that combines
organizational learning with knowledge management. Moreover,
whereas organizational learning is primarily concerned with the
continuous generation of new knowledge, knowledge management is
primarily centered on the formalization, storage, sharing and
distribution and co-ordination of existing knowledge assets throughout
the organization. An inherent feature of both is the sharing of ideas to
create and develop new knowledge, enhanced by conducive
organizational structures and culture and supported by effective
knowledge management systems. (Pilbeam and Corbridge, 2006, 340).
Although human resource management can be approached in different
aspects, the fact remains that it has to do with the employees. On the
other hand, the role and importance of human resources in knowledge
management is undeniable. A few ways for human resource
management to influence knowledge management are usually
mentioned (Armstrong, 2006, 181); - Help to develop an open culture
in which the values and norms emphasize the importance of sharing
knowledge. - Promote a climate of commitment and trust. - Advise on
the design and development of organizations which facilitate
knowledge sharing through networks and communities of practice
(groups of people who share common concerns about aspects of their
work), and teamwork. - Advise on resourcing policies and provide
resourcing services which ensure that valued employees who can
contribute to knowledge creation and sharing are attracted and
retained. - Advise on methods of motivating people to share
knowledge and rewarding those who do so. - Help in the development
of performance management processes which focus on the
development and sharing of knowledge. - Develop processes of
organizational and individual learning which will generate and assist
in disseminating knowledge. - Set up and organize workshops,
conferences, seminars and symposia which enable knowledge to be
shared on a person-to-person basis. - In conjunction with IT, develop
systems for capturing and, as far as possible, codifying explicit and
tacit knowledge. - Generally, promote the cause of knowledge
management with senior managers to encourage them to exert
leadership and support knowledge management initiatives. According
to Evans (Evans, 2003) in order to maximize the opportunities for an
improved knowledge management the Human resource practitioners
need to ensure that each of the practices shown in picture 2 are aligned
with the organization's knowledge goals.
5. Conclusions
As can be noticed from the text above, based on an extensive literature
review a strong correlation between human resource management and
knowledge management can be found. Although knowledge
management has grown to become one of the most studied areas in
business in the developed countries, on fortunately it still remains
understudied in the Republic of Macedonia. Hopefully this will
change in the future because there is a strong chance that in the near
future only knowledge-based companies will be able to create and
sustain competitive advantage. Besides this, companies in the
Republic of Macedonia, first of all must become aware of the
importance of human resources and human resource management and
start following the world trends of investing in human capacities.
6. References
1- https://en.wikipedia.org/wiki/Knowledge
2- https://www.coursera.org/articles/management
3- https://economictimes.indiatimes.com/definition/human-
resources
4- https://www.valamis.com/hub/knowledge-management
5- https://toknowpress.net/ISBN/978-961-6914-02-4/papers/
ML13-356.pdf