A Model of Knowledge-Based Human Resource Management

Human resources management performance play an important role in producing and transmitting the knowledge. Today knowledge is considered as a valuable asset and knowledge management is applied as a new competitive strategy. Knowledge resides in mind and doesn't emerge without a preface, rather it emerges when the requirements are met. And in an organization the requirements are met through correct human resources management. Retaining knowledge-based employees in the so called "knowledge era" world of today is crucial. They may leave the organization if their needs and condition are disregarded. Therefore, human resources performance must go beyond its traditional form and this is feasible through employing innovative, flexible and up to date strategies. Meanwhile, reviewing the literature reveals that no integrated research has yet been done regarding the spontaneous coordination between human resources duties and knowledge management strategies. This study aims at providing a model to determine optimum knowledge management strategies and according human resources performance for knowledge-based occupations. Therefore, in this study primarily the knowledge-based occupations were specified according to their exclusiveness and based on having strategic value, then their relations with knowledge management strategies and human resources duties such as training, planning, control and premium were evaluated. With the view of nature and method, the descriptive survey method was employed in the research. Data was gathered through questionnaire. Research population consisted of 196 managers and experts working in Iran public organizations who were chosen as a random sample relying on Cochran's formula. In order to analyze the data, structural equation model and path analysis method were applied. Results show that there is a meaningful difference between knowledge-based occupations and the knowledge management strategies as well as human resources performance.