英语论文网

摘要：In modern human resources management process, the concept of knowledge management was introduced to promote the knowledge sharing and innovation in human resource exploration and management.

WORKS 28
5.1.2 FLASH 29
5.1.3 DREAMWEAVER 29
5.1.4 The reasons of the choice 30
5.2 Database establish 31
5.2.1 Concept of database establish 31
5.2.2 Design the workflow 31
5.2.3 Link the interface and database 35
6. Evaluation of the human resource knowledge management system 37
6.1 How to solve the problems mentioned in Problem define 37
6.2 Different opinions in the human resource knowledge management system 38
7. Conclusion 40
8. Recommendations of future 41
Reference 43

1. Introduction
1.1 Background
With the arrival of the era of knowledge economy, human resources are becoming the main production factors and important wealth of the society. Companies are increasingly more concerned and focused on attaining the highest level of performance excellence. HRM has been paid more attention for each company. The effective HRM is a challenging task in most of companies in this era. The transition from industrial economy to knowledge based economy has necessitated an efficient knowledge management (KM) at the national level. Hence, the study and analyze on the integration of HRM and KM through the development of an integrated model. This part will give a comprehensive introduction about the relative knowledge about HRM and KM.
The most valuable asset for them is the human resource (HR) to meet and exceed their expectation. HR remains the most critical, sustainable and inimitable source of the competitive advantage for the 21st century enterprise. On one hand, the position of person is increased unprecedentedly, and has exceeded the material and monetary capital in somehttps://www.51lunwen.org/informationmanagement/2011/0331/1155392585.html senses. The World Bank report points out that almost 64% of the current world wealth is constituent in the form of human resources (D’Cruz J.R., 1986). On the other hand, the accompanied information technology brings more impacts on human resource management (HRM). Information technology, as a guarantee of modern management technology, is a vital infrastructure for HRM.
In this era, the HRM is rated to be connected with knowledge, and KM is a necessary way to improve the HRM proficiency. Knowledge is derived from the information (Sage, A.P. 1998), and it is through the process of extraction, identification, analysis and induction of information. The KM is a means of effective way to make knowledge sharing possible and through the collection, arrangement, storage, evaluation, sharing, release, access, transfer and refining to change the dominant knowledge to tacit knowledge. In this way, the KM can strengthen the communication, exchange, and cooperation between employees, and finally achieve the improvement of the flexible and innovation ability of organizations (Herling, R. W., 2000). Through the systematic use of information and expert skills, HRM can improve the innovative ability of the enterprise, the fast response ability and the work efficiency.

Reference
Bartlett C. A. & Ghoshal S.(2002), Building Competitive Advantage Through People, MIT Sloan Management Review,Winter,pp34-41.
Carlisle, Y (2000), Strategic thinking and knowledge management, Managing knowledge: An Essential Reader, London, Sage, pp.12-38.
D’Cruz J.R., (1986), Strategic management of subsidiaries, Managing the Multinational subsidiary, Croom Helm, London
Delaney, J. T. & Huselid, M. A. (1996), The impact of human res本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。