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Exploring how human resource management initiatives can build organisational knowledge: A case study of knowledge management in a law firm

机译：探索人力资源管理计划如何建立组织知识：一家律师事务所的知识管理案例研究

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Over the past decade knowledge has been highlighted as the definitive source of competitive advantage (CA) and value for organisations in the new Knowledge Economy (Kong and Thomson 2009; Hartell and Fujimoto 2010). Since the early 1990’s many researchers have discussed the management of knowledge within organisations; prompting the exploration of knowledge creation and management theories (Wikström and Normann 1994). Research has revealed a limited ability for Knowledge Management (KM) frameworks to address the ‘soft’ (human) aspects alongside the ‘hard’ (technological) aspects of knowledge creation and transfer (Leyland 2010). This has called for an emphasis to be placed on the appropriate use of structures and strategies to harness knowledge and technology, in order to stay competitive (Leyland 2010).ud udAiming to address these points this research is an explorative study investigating how HRM initiative can impact on knowledge generation and thereby build competitive advantage. The study employs a single case study approach premised on an in-depth rather than an industry-wide investigation of the relationships between KM and HRM in achieving organisational learning and CA. More specifically the research identifies how HRM initiatives enable knowledge-sharing between knowledge workers for the purpose of organisational learning, value adding to goods and services, and increased competitive advantage (CA). ududThis study is both unique and significant in terms of its contributions to knowledge in the field of KM. It elicits understandings from a review of the current KM literature and a practical perspective generated from the feedback given by 12 managers from a large Australian Law firm, situated in a highly knowledge-intensive industry with an incentive to engage in KM. The study aims to address the gap in the literature by providing broad practical insights into the management of knowledge from both ‘hard’ (IT) and ‘soft’ (Human) perspectives. A thematic analysis of both the literature and the data collected in chapters two and four provides a synthesis of theory and practice offered in chapter five.ud udThe key findings indicated that in the case organisation HRM policy and practice were not a key aspect of managing relationships and facilitating knowledge-sharing amongst employees. However, organisational culture played a big part in enabling and encouraging commitment to KM. The core recommendation for the case organisation to consider is the implementation of HRM initiatives which will promote the development of an organisational learning focused culture to improve the knowledge-sharing. This finding is supported with reference to the broader KM, organisational learning and HRM literature. This study provides a platform for further research exploring the potentially productive nexus between KM, HRM, organisational learning and culture and how this can better understood by academics and managers seeking to add value in legal and professional services.
机译：在过去的十年中，知识被强调为新知识经济中组织的竞争优势（CA）和价值的最终来源（Kong和Thomson，2009年； Hartell和Fujimoto，2010年）。自1990年代初期以来，许多研究人员开始讨论组织内部的知识管理。促进了知识创造和管理理论的探索（Wikströmand Normann 1994）。研究表明，知识管理（KM）框架解决知识创造和转让的“软”（人）方面以及“硬”（技术）方面的能力有限（Leyland，2010年）。因此，为了保持竞争力，应着重强调适当利用结构和策略来利用知识和技术，以保持竞争力（Leyland，2010）。主动性可以影响知识的产生，从而建立竞争优势。这项研究采用了一个案例研究方法，该方法以对知识管理与人力资源管理之间的关系进行深入而不是行业范围的调查为基础，以实现组织学习和CA。更具体地说，该研究确定了人力资源管理计划如何促进知识工作者之间的知识共享，以进行组织学习，增加商品和服务的价值以及增加竞争优势（CA）。 ud ud这项研究对知识管理领域的知识有独特贡献，而且意义重大。它通过回顾当前的知识管理文献并从一个大型澳大利亚律师事务所的12位经理的反馈中得出的实用观点中获得理解，该公司位于知识密集型行业，具有激励从事知识管理的动机。该研究旨在通过从“硬”（IT）和“软”（人）角度提供广泛的实践知识管理知识来解决文献中的空白。对文献以及第二章和第四章中收集的数据进行主题分析，提供了第五章中提供的理论和实践的综合。 ud ud主要发现表明，在这种情况下，组织人力资源管理政策和实践不是决策过程的关键方面管理关系并促进员工之间的知识共享。但是，组织文化在实现和鼓励对知识管理的承诺中发挥了重要作用。案例组织要考虑的核心建议是实施人力资源管理计划，这将促进组织学习文化的发展，以改善知识共享。广泛的知识管理，组织学习和人力资源管理文献为这一发现提供了支持。这项研究为进一步研究探索知识管理，人力资源管理，组织学习和文化之间可能产生的联系以及如何为寻求在法律和专业服务中增加价值的学者和管理人员更好地理解这一联系提供了平台。

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    Marley Erin;

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  • 年度 2012
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