What if any are the challenges for HRM and IHRM practitioners vis a vis apt HR policy on knowledge management; coordination of knowledge assets and developing functional interdependencies between human employees and non-human ‘employees’ in achieving organisational goals and objectives?

Assignment Question

Various writers such as Spender’s (1998) and Blackler (1995) posit useful frameworks on knowledge from both an individual and social (collective) perspective Knowledge can be tacit or explicit. Explicit Knowledge is knowledge that is easy to articulate, write down, and share. Tacit Knowledge on the other hand is knowledge gained from personal experience that is more difficult to express.

While HRM is not specifically concerned with knowledge and innovation matters, IHRM scholarship and practice are more sensitive to the topic of knowledge and knowledge management – thus the important role Multinational Corporations (MNC’s) play becomes more evident e.g. MNC’s processes such as organisational form and design; adoption and use of technology; expatriate advice networks; coordination of international management teams and development of communities of practice. The advent of information technology and introduction of artificial intelligence has resulted in significant changes in the acquisition and management of knowledge and has implications for the human resources function.

What if any are the challenges for HRM and IHRM practitioners vis a vis apt HR policy on knowledge management; coordination of knowledge assets and developing functional interdependencies between human employees and non-human ‘employees’ in achieving organisational goals and objectives?

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