Abstract: Managing people is not, has not, and will not be an easy thing to do because people are dynamic (ie. they change their actions, and emotions based on a huge spectrum of factors that beset them), and originate from different cultures, races, religions, and ideologies; all of which, to a certain extent, are unique, and approached differently in different environments or geographical locations.¬ Most often, Human Resource papers address those issues, in addition to recruiting, training, compensating, and developing people as a way of achieving the goals of a firm.
Knowledge management, on the flip side, focuses on the tools or techniques used to improve people’s knowledge within an organization, how to, and why it is vital to employ/create, distribute, implement, and retain said knowledge for the competitive edge it potentially renders an entity. This paper looks at the relationship between human resource management and knowledge management, and how organizations use or should use them in a complementary fashion in order to gain competitive advantage. It seeks to show knowledge gaps in organizations as a result of their failure to implement KM practices, potential other reasons why those gaps exist, and how they can be remedied while at the same time using HRM concepts to help the process.
The observations arrived at in this paper are a result of interviews, research, surveys, and questionnaires from a wide range of sources across variant biographical characters (ie. different age groups, spousal statuses, races, religions, etc).
Keywords: Knowledge Management (KM); Competitive Advantage; Human Resource Management (HRM).
Title: Using Human Resource Management and Knowledge Management to Drive Competitive Advantage
Author: Abdoul K. Conde
International Journal of Management and Commerce Innovations
ISSN 2348-7585 (Online)
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