Knowledge Management and Human Resources Management are two significant fields in Organization Management. Despite the vast literature available on each of them, their putting into practice is indeed challenging. On the one hand, Knowledge Management is considered as an More
Knowledge Management and Human Resources Management are two significant fields in Organization Management. Despite the vast literature available on each of them, their putting into practice is indeed challenging. On the one hand, Knowledge Management is considered as an additional work procedure in some organizations mainly due to the intangibility of the value which it adds to the system in the short run. On the other hand, in some other organizations, Human Resources Management is reduced to personnel management and handling the employees official tasks. Therefore its principles such as employees' performance appraisal, leading in most cases to the achievement of organizational goals, are exploited as a means for either encouraging or punishing the employees. This research aims at defining a framework, through studying the different aspects of Knowledge Management and Human Resources Management, in which these two fields interactively produce a combinatory system which helps them effectively flourish and brings about their overlapping so that they can compensate for each field's deficiencies.
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Nowadays intelligent devices, virtual environments and technological innovations is a part of the human’s everyday life. While Technology innovation could easily be representing currently highest business threatens, executive leaders that transform this in Business oppo More
Nowadays intelligent devices, virtual environments and technological innovations is a part of the human’s everyday life. While Technology innovation could easily be representing currently highest business threatens, executive leaders that transform this in Business opportunities and create a new competitive space out of this threat are the ones succeeding. On the other hand influence of information technology in organizations and besides, extension of various kinds of social media is a good opportunity to gather a mass amount of people’s information and data. Regarding to these facts one can say that creative thinking and alignment with digital age facilities, requirements and needs and respecting the value of knowledge management along with making use of information management is what should be taken under consideration with more attention specially in field of human capital management. We will discuss on HR digital literacy and HR understanding of organization mission and values effects on flexibility in digital transformation. In this article, we will discuss usage of information systems especially big data in human resource managment in digital era with respect to surveys of honored organizations such as Mc keinsy. It is deducted that in new age, regarding that a new generation of workforce with different attitude and expectations is ready to enter labor market, transformation from traditional structures to structures driven from analytical results of big data would lead to a more effective management.
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