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The dual paradigm nature of knowledge management: implications for achieving quality outcomes in human resource management

Marianne Gloet (Marianne Gloet is currently Head of the Bachelor of Business (BAdmin) course for RMIT University’s programs in Hong Kong. Marianne has lived and worked in several Asian countries and has held senior academic and administrative posts. Marianne has 20 years experience as a human resource manager and was President of her own firm in Canada. She is also a Director of St. Louis Management. Marianne has published many articles on international management and knowledge management (Marianne.Gloet@rmit.edu.au).)
Mike Berrell (Mike Berrell is currently Associate Dean of Holmes Colleges at James Cook University, Australia. He has lived and worked in several Asian countries and has held senior academic and administrative posts in international universities. Recent appointments include those of Visiting Professor of Management at the National Economics University in Vietnam and Dean of Studies at YPM College in Malaysia (Michael.Berrell@jcu.edu.au).)

Journal of Knowledge Management

ISSN: 1367-3270

Article publication date: 1 March 2003

4889

Abstract

Two paradigm orientations exist in the emerging field of knowledge management (KM). In one paradigm, information technology predominantly influences ideas about knowledge management. In the other, organizational learning is the major influence. For KM to contribute effectively to organizational strategy, organizations must build and strengthen the linkages between KM, human resource management (HRM), and business development. The dual paradigm nature of KM suggests that strategies driven by information technology exhibit quite different characteristics to those driven by organizational learning, the former being driven by technology, while the latter is dominated more by a focus on people. It is important for HR practitioners to understand how certain paradigm orientations to KM can lead to very different paths into thinking about HRM practices and can result in a lack of continuity between various strategic initiatives in an organization. In turn, quality initiatives in HRM will be affected. Suggestions for dealing with the dual paradigm nature of KM are also offered.

Keywords

Citation

Gloet, M. and Berrell, M. (2003), "The dual paradigm nature of knowledge management: implications for achieving quality outcomes in human resource management", Journal of Knowledge Management, Vol. 7 No. 1, pp. 78-89. https://doi.org/10.1108/13673270310463635

Publisher

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MCB UP Ltd

Copyright © 2003, MCB UP Limited

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