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How Emerging HR Technology Completely Changed Organisational Knowledge Management

Mostafa Sayyadi - Management Consultant and Business & Technology journalist
woman in blue denim jeans holding sandstone surface laptop

All executives across the globe should embrace HR technology to represent a complete answer to need for innovation and continuous learning in today’s global market environment. Executives can implement HR technology to create conducive organizational climates that foster organizational learning in which individual knowledge is shared and utilized. Unshared knowledge is like lettuce in the refrigerator—if shared, everyone enjoys it, if not, it could not have any use. In this article, I present a factor that executives have embraced—–HR technology.

HR technology is an internal resource that increasingly facilitates HR business processes and improves the search for information and knowledge around the company. For example, HRIS (Human Resource Information System) software enables companies to overcome space constraints in communications and promotes the depth and range of knowledge access. HRIS software can be also employed to enhance the conversations and knowledge exchanges between organizational members. This knowledge shared through HR technology could positively contribute to knowledge integration. Executives can apply HRIS software to develop and disseminate information throughout the company which can improve the search for information in order to adapt to today’s uncertain business environment.

HCM (Human Capital Management) software is an important resource for strategic planning for knowledge integration. Knowledge integration is a major reason for the existence of a company. This software enhances learning and sharing information by providing access to accurate information and knowledge. HCM software also stimulates new knowledge generation, through transferring knowledge to other members and departments. Knowledge sharing itself can in turn develop more innovative climates and facilitate knowledge creation in organizations. HCM software can, therefore, play a crucial role in improving knowledge creation and transference. Executives can use HCM software to develop an effective learning culture that disseminates knowledge around the company.

HRMS (Human Resource Management System) software can be also used by executives to facilitate of the knowledge creation process through providing the essential infrastructures to store and retrieve organizational knowledge. HRMS software encourages executives to embark on technological facilities to provide new and possible solutions for solving organizational problems and transferring individuals’ knowledge to other members and departments, and improving knowledge capturing, storing, and accumulating to achieve organizational goals.

In conclusion, this article advances the current literature on HR technology and knowledge management by offering novel insights into how better HR technology leads to better knowledge management. Executives can apply HR technology in their decision-making processes in order to investigate various alternatives and options. Success in today’s global business environment can be more effective when HR technology is effectively applied and widely used to achieve a higher degree of competiveness. Importantly, knowledge management performance at all levels of the company is positively associated with using HR technology and setting up useful software and systems to enhance strategic decision-making. Executives can implement HR technology through employing IT professionals and allocating more budgetary resources to share and utilize knowledge within companies.

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