What Is Knowledge Management?

According to Kim and Ko (2014), knowledge management appears to have become increasingly intriguing to human resource management (HRM) practitioners and theorists, especially in today’s knowledge-based economy. Kim and Ko (2014) explained that knowledge management tends to refer to organizational practices responsible for the application and sharing of knowledge within a particular organization in order to obtain and preserve its competitive advantage. It is discussed that knowledge is considered as codified information consisting of interpretation, wisdom, among others, which usually improves a particular organization’s value and the accomplishment of its vision and mission (Fong et al., 2011). Furthermore, according to Fong et al. (2011),

This is where there is an exchange relationship between a particular employee and one’s organization. However, it is based on the notion that a particular employee’s attitude and behavior tend to be shaped by what is described as a sense of obligation within that person to respond to positive treatment from one’s organization (Kim & Ko, 2014). In essence, one might argue that the particular employee tries to balance one’s attitude toward one’s organization based on the particular support it provides that person (Kim & Ko, 2014). This is the reason HRM practices tend to have significant effects on an employee’s attitude toward one’s level of commitment within a particular organization (Ihionkhan &

(2011), theorists such as Wright opined that HRM practices tend to form what is described as the basis of dynamic capability, intellectual capital, and knowledge management, which lead to the accomplishment of core competencies. As a result, HRM practices appear to be significant tools that harness core competencies and performance among employees in a particular organization (Fong et al., 2011). Fong et al. (2011) also explained that not every HRM practices tend to enhance knowledge sharing within a particular organization. This is because there are some HRM practices that are considered wrong and harmful to knowledge sharing within a particular