2 Responses

  1. avatar
    Sujoy Das at |

    An effective HRM policy which support KM is a good situation to implement KM effectively but it is not that all. Good HRM may increase employee satisfaction index but may not employee engagement. Any initiative can be implementable if employee engagement is high. So we need to formulate HRM policy keeping in mind increasing engagement. AND still there is push pull effect. Not only HRM but engagement with KM can be mapped to linked to performance index of employee. To implement KM you need both Push and Pull. It can’t be one way.

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  2. avatar
    Bruce Boyes at |

    Thanks to Albert Simard and Ian Fry for these suggested resources in regard to aligning HR and KM:

    – Albert’s presentation on the need for a partnership between HR and KM
    http://www.slideshare.net/albertsimard/human-resources-and-social-networks-the-future-has-arrived12

    – Ian’s post on KM targeting employee capability
    https://www.linkedin.com/pulse/has-km-identified-its-true-role-magic-bullet-ian-fry

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