Impact of Knowledge Management in HR practices

Impact of Knowledge Management in HR practices 
             Knowledge Management is a
 continuous process.  A Knowledge Management
 programme has the following elements:-
Introduction1. Define Knowledge Management strategy =>
 includes why to share knowledge, what to
            In recent years, Knowledge                 share, with whom to
Management has emerged as one of the primeshare, how to share.
concerns of human resource Management (HRM)1. Organizing Knowledge Management
system.  Before understanding the concept ofprogramme=>includes providing budget for
Knowledge Management, We define knowledge,knowledge sharing, providing budget for knowledge
which is known as information, enrichment, practical skill,sharing, choose technology for knowledge sharing,
acquaintance, etc.  In Knowledge Management pointcommunicating the value of knowledge sharing,
to view, knowledge may be defined as actionableadopting methods of knowledge sharing and
wisdom that results facts, information and techniques inmeasuring performance.
a particular field.  In HRM context, Knowledge2. Reinforcement for Knowledge Management =>
Management is creation, distribution and utilization ofincludes Introducing New incentives and Providing
knowledge at the individual group and Organizationalsupport for knowledge sharing
level for the benefits of people improved and affected3. Create a culture that stimulates knowledge sharing
by it.  This paper express Emerging trends inand learning
Knowledge Management faced by HR area.4. Ensure that the used needs types of knowledge
Knowledge Management:-and system to transfers the knowledge
 5. Knowledge sharing is useful for support Knowledge
            Knowledge Management is aManagement programme
system by which business strategies is excused and6. To motivated to be willing to travel and share
create results.    In Knowledge Management thereknowledge with others
are three basic7. Experts must available and help teams to solve
elements:i)                   tough and unusual problem
Knowledge creationii)                 8. Different sharing system for different group of
Knowledge sharing andiii)               employees
Knowledge utilization   Why Knowledge Management9. There should be integration of knowledge and
is important?organizational practices Making an effective
- Limitation of Existing initiativesKnowledge Management  
- Value of knowledge 
- Minimize effort Duplication 
- Sharing of Best Practices  Role of executives in Knowledge Management
- Enhanced Innovation Need for Knowledge 
Management1                    Establishing the
 need for a Knowledge Management initiative
1. To generate information for production increases2                    Ensuring a solid
reduction of cost of expenditure, maximizing profitbusiness case
through knowledgeable worker or minds of workers.3                    Steering for
2. To improve the natural and human resourcestangible measures
through innovative method to reach.4                    Creating a frame
3. To save the Organization from critical capabilitieswork for Technology support
4. To develop the right source at right timely relevant5                    Cultivating a
knowledgeknowledge sharing culture and
5. To focus the higher quality production and resource6                    Becoming the
allocationface of an internal communications strategy
6. To ensure their survival through creation, acquire,Conclusion:-
maintain, retain and process the new ideas and 
innovation            In our minds this is all about
7. To share strong cultural behaviours for achievecreating capacity in the management to get the
goalsbusiness goals, which we could not hit without some
 new way of thinking & innovation.  Hence, the
The Top Five Strategies for innovative HR practicesKnowledge Management is nothing but focus on
1.             1.   Provide Job Challenges.information, form a team for utilizing individual
2.             2.   Provide an openknowledge into structural knowledge, make quick
environment and culture.decisions, develop the intellectual capital etc.,  A HRM
3.             3.   Give a competitivemanager identify the strategy to find out human
compensation.intellectuate which is possible through 3 phases.  i.e. (i)
4.             4.   Clarity of jobPreparation phase (ii) Acceptance  phase (iii)
responsibilities career paths.Commitment phase, it is nothing but identify the
            5.   Continuous training and skillexperts & develop their intellectual, for achieving
up gradation.the Organizational goal.
Knowledge Management process or steps inInformation+ Experience+ insights + judgment
Knowledge Management=      “KNOWLEDGE”
 “What is greater than knowledge?”
1. Identifying the skill and its developments“A heart that can se and care”, whispered the
2.                  Set human capitalsoul.
management 
3.                  Human capital 
approaches  References:-
4.                  Responsive ability(i)     Human resource Management (HRD
(rapid align the competencies)system) by L.M.Prasad
5.                  Creating a knowing(ii)  Knowledge Management by Sudhir Warier
enterprise (applied learning Organization)(iii) Management of change and Organization
6.                  Recognition  development by – S.K.
Knowledge Management Programme implementation:-