In recent times, there has been increased awareness that organisational knowledge

might be the key to organisation success. In most construction organisations such

knowledge is dispersed and fragmented, since much of it exists in diffuse social

networks. To prevent failure, knowledge management (KM) has to be properly

implemented in organisations. This invariably implies that construction organisations

must address the needs of workers who supply this knowledge if they are to

successfully exploit their skills. The extent to which organisations will be willing to

co-operate in this process would depend to a great extent on the nature of human

resource management (HRM) policies and practices. This paper, which is based on an

empirical investigation of the role of HRM in KM, analyses the problems related to

KM and the probable solutions through HRM. It argues that since knowledge is the

unique human capability of making meaning from information, employees should be

the focus of any KM initiatives. The consequences of poor HRM practices on KM

initiatives are discussed and some observations are made about the importance of a

‘no-blame’ culture and trust to effective KM within construction organisations.

From Philippines, Philippine
Learning & Teaching Fellow (retired)
Consuting - Life Coaching

Dear Linyram, What would you like to say? Can you please be a little clear? With regards, Madhusudan
From India, Vijayawada

Dear Linyram,
What do you mean by "HR policies and industry practices..this is my idea..." Have you written a paper or copy/cut and pasted from a paper written by Anthony Olomolaiyeand Charles Egbu in 2005 and available at ?

From United Kingdom

Dear Linyram
I attach herewith studies of the past, with one that takes you into the future, I suggest that these be read so that you get an idea of where you are now and where you want to get to.
Trust you'll find them useful.

From India, Hyderabad

Attached Files (Download Requires Membership)
File Type: pdf HR's Evolving Role in Organizations.pdf (618.6 KB, 718 views)
File Type: pdf STREATEGIC HUMAN RESOURCES.pdf (115.8 KB, 493 views)
File Type: pdf HRMeasurement and Metrics 02 01 08.pdf (1.52 MB, 532 views)
File Type: pdf The Future of HR.pdf (221.7 KB, 452 views)
File Type: pdf Waggle-by-David-Zinger.pdf (3.47 MB, 329 views)


Hi Raman, The presentation on "future of HR" is really wonderful and includes good and practical advancement for HR but to make it possible, a lot of efforts and implementations needed.
From India, Lucknow

Yes absolutely Cauvery, and a better thing to do would be is to prepare yourself for the future.
From India, Hyderabad

This factsheet gives introductory guidance. It:

• Highlights the main policies and procedures that organizations need to consider

• Looks at formatting a policy and sources of information

Introducing HR policies and procedures gives organizations the opportunity to offer a fair and consistent approach to managing their staff. For more on why HR policies are introduced, see our fact sheet HR policies and procedures: why introduce them?

11 Policy or practice areas those are crucial to effective people management and development:

• Recruitment and selection

• Training and learning/development

• Career opportunities

• Communication

• Employee involvement

• Team working

• Performance appraisal

• Pay satisfaction

• Job security

• job challenge/job autonomy

• Work-life balance.

Not all policies and procedures will be relevant to all organizations, and some policies are required by law while others are to promote good practice.

The following paragraphs indicate the range of possible policies which apply during the employment life cycle - more detailed information and the legal requirements on each of these areas is included.

From India

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views.

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