n a seminal article entitled Knowledge Management as a Theory of Everything, knowledge management was introduced as a powerful tool to manage all types of tasks, and here it is aimed to introduce this opportunity for human resource management. It is commonly believed that human resource plays a key role in the success of every organization. However, it is not an easy task due to the lack of a solid framework.
Human resource management is indeed a collection of critical decisions, which are not normally based on solid data. When judging about human and his performance, it is hard to transform the available data into purely mathematical (statistical) data. As a result, human resource management is actually mixed with personal views, and consequently, numerous mistakes.
Difficulty of Human Resource Management
Two type of results are normally possible for a game: win-lose or lose-win (not considering the games with possibility of equivalency). Thus, one has 50% chance to win the game by beating the other party. However, the case is different for a human resource manager (HRM), as there are four types of possible results:
* win-lose: HRM does not hire an incapable applicant
* lose-win: HRM hires an incapable applicant
* lose-lose: HRM does not hire a capable applicant
* win-win: HRM hires a capable applicant
HRM is rewarded for 25% of success, i.e. win-win case; since, the first case is considered as a normal process for most of applications. However, the case 1 is very important, because fear of a mistake in this case results in loses of the cases 2 & 3. In a normal game, one needs to stop the adversary from winning; but in HRM the competitor should win for a mutual win.
Knowledge Management for Hiring
In a classical standpoint, past experiences guarantee future success; thus, hiring procedure is mainly based on the review of past experiences and qualifications of the applicant, because this is the most solid framework to judge about the capability of one person for a relevant position. However, a talented HRM must see what others cannot see. Definitely, this increases the risk of decision, but as a matter of fact, risk is the essence of human resource management.
HR deals with two types of knowledge (data) about the applicant: proved and unproved. From knowledge management point of view, proved data are not useful for a creative management (as they are evident); but, they should be used to prove the unproved data.
Proved data are past qualifications and experiences as reflected in the applicant resume. A talented HRM should explore the potential capability of the applicant for the future careers (even if s/he is not aware of her/his own abilities). Most of people study and work based on available chances in their life, and this does not necessarily reflect their potential abilities.
A HRM normally grants a position to someone with a relevant academic degree and experiences, as all agree with this decision; but a creative HRM will give the position to someone with potential ability for the future career (whether with the relevant degree and experience or not), and takes the responsibility of his/her creative decision. It is like the famous quotation “no pain, no gain”.
This creative decision is based on the essence of knowledge management claiming ‘science is prior to knowledge’. Someone with past qualifications and experiences have the relevant knowledge, but not necessarily the science to handle such knowledge. Definitely, it is about knowledge-based position not skill-based job like a handyman.
Many people are graduated from leading universities and have earned almost the same knowledge during their study, but what makes some of them different from others is their ability to manage such knowledge. If concentrating the knowledge one remembers from his/her academic study and also work experiences, it is just a little variety, which can be earned within months. In work experience, the valuable part is earning the ability for problem-solving in critical situation, which is not normally reflected in resume.
Author’s Note: It is just a preliminary article to introduce a new way of thinking for human resource management, and practical techniques of knowledge management can be applied to human resource management with this strategy.
SOURCE:
http://human-resources-management.suite101.com/article.cfm/knowledge_management_for_human_resource_managers
Human resource management is indeed a collection of critical decisions, which are not normally based on solid data. When judging about human and his performance, it is hard to transform the available data into purely mathematical (statistical) data. As a result, human resource management is actually mixed with personal views, and consequently, numerous mistakes.
Difficulty of Human Resource Management
Two type of results are normally possible for a game: win-lose or lose-win (not considering the games with possibility of equivalency). Thus, one has 50% chance to win the game by beating the other party. However, the case is different for a human resource manager (HRM), as there are four types of possible results:
* win-lose: HRM does not hire an incapable applicant
* lose-win: HRM hires an incapable applicant
* lose-lose: HRM does not hire a capable applicant
* win-win: HRM hires a capable applicant
HRM is rewarded for 25% of success, i.e. win-win case; since, the first case is considered as a normal process for most of applications. However, the case 1 is very important, because fear of a mistake in this case results in loses of the cases 2 & 3. In a normal game, one needs to stop the adversary from winning; but in HRM the competitor should win for a mutual win.
Knowledge Management for Hiring
In a classical standpoint, past experiences guarantee future success; thus, hiring procedure is mainly based on the review of past experiences and qualifications of the applicant, because this is the most solid framework to judge about the capability of one person for a relevant position. However, a talented HRM must see what others cannot see. Definitely, this increases the risk of decision, but as a matter of fact, risk is the essence of human resource management.
HR deals with two types of knowledge (data) about the applicant: proved and unproved. From knowledge management point of view, proved data are not useful for a creative management (as they are evident); but, they should be used to prove the unproved data.
Proved data are past qualifications and experiences as reflected in the applicant resume. A talented HRM should explore the potential capability of the applicant for the future careers (even if s/he is not aware of her/his own abilities). Most of people study and work based on available chances in their life, and this does not necessarily reflect their potential abilities.
A HRM normally grants a position to someone with a relevant academic degree and experiences, as all agree with this decision; but a creative HRM will give the position to someone with potential ability for the future career (whether with the relevant degree and experience or not), and takes the responsibility of his/her creative decision. It is like the famous quotation “no pain, no gain”.
This creative decision is based on the essence of knowledge management claiming ‘science is prior to knowledge’. Someone with past qualifications and experiences have the relevant knowledge, but not necessarily the science to handle such knowledge. Definitely, it is about knowledge-based position not skill-based job like a handyman.
Many people are graduated from leading universities and have earned almost the same knowledge during their study, but what makes some of them different from others is their ability to manage such knowledge. If concentrating the knowledge one remembers from his/her academic study and also work experiences, it is just a little variety, which can be earned within months. In work experience, the valuable part is earning the ability for problem-solving in critical situation, which is not normally reflected in resume.
Author’s Note: It is just a preliminary article to introduce a new way of thinking for human resource management, and practical techniques of knowledge management can be applied to human resource management with this strategy.
SOURCE:
http://human-resources-management.suite101.com/article.cfm/knowledge_management_for_human_resource_managers
No comments:
Post a Comment