HRM and knowledge management

Abstract

Purpose

This paper sets out, first, to integrate HR strategies into knowledge management (KM) systems; second, to examine the type of HR strategies to be pursued and third, it looks at the probable behaviour effects of such a strategy in the creation, distribution and use of knowledge.

Design/methodology/approach

The paper discusses recent literature on the link between KM and human resource management (HRM).

Findings

The HRM strategy and the general strategy of a firm make up the general KM strategies. Two were identified in this paper: exploitative strategy and explorative strategy. Both strategies have behaviour effects, which have some impact on the KM process. Thus, the exploitative strategy will put greater emphasis on knowledge storage, technical skills, as well as distributing explicit knowledge via IT solutions. This increases the risk that firms adopting such strategy will be locked into past design and to be unable to reach for future applications. Explorative strategy places greater weight on knowledge creation, as well as on human interaction to transfer tacit knowledge and use knowledge to increase innovation and new learning. Firms adopting such strategy tend to lack structure and processes to utilise the innovations into competitive advantages.

Research limitations/implications

The analysis of the paper is based on literature review, therefore the concepts developed in the paper need empirical testing.

Originality/value

This paper attempts to integrate HRM into KM systems.

Citation

Runar Edvardsson, I. (2008), "HRM and knowledge management", Employee Relations, Vol. 30 No. 5, pp. 553-561. https://doi.org/10.1108/01425450810888303