Questions:
1. How can HR management systems and practices in (1- Singapore, or 2- Malaysia, or 3- Dubai) businesses be re-designed using KM and OL principles to increase innovation and competitive advantage over the next five years.
2. Discuss this in relation to one or several aspects of HR management including – Recruitment and Selection, Training and Development, Performance Management and Rewards, Succession Planning, and Strategic HRM.
Knowledge Management (KM) and Organisational Learning (OL) are important aspects of Human Resource Management that is required to seek competitive and technology advancement in an organisation. The paper has been developed to analyse the current Human Resource Management practices in the businesses in Dubai and identify the ways that can be used to improve the current business scenario by applying the principles of Knowledge Management and Organisational Learning. It can be seen that for more than a century, people have been concentrating on creation, acquisition and communication of knowledge by improving the techniques of utilising knowledge in the field of business (Hislop 2009). It is essential for the management of an organisation in Dubai to implement different tactics and strategies to develop creation, acquisition and communication of knowledge that can provide the firms with a competitive advantage in the market with the help of a well trained and capable workforce (Innoceti, Pilati and Peluso 2010). Hence, the paper will present designs for knowledge management infrastructures to support training of employees in Dubai and discuss different ways that can be used to develop the human resource capital with the help of organisational learning. Furthermore, the paper will examine the techniques of employee training to make them learn the skills of knowledge workers and implement knowledge management principles to improve performance management. This process will be helpful in developing the skills and knowledge of the local people belonging to Dubai.
The primary purpose of the article is to develop the understanding of knowledge management and organisational learning to implement those principles in improving the Human resource management practices in Dubai. In order to do so, the paper will present the importance of Knowledge Management in HRM practices. Furthermore, the paper will discuss the knowledge management infrastructure elements that are required to improve the HRM practices in Dubai’s businesses. Hence, the purpose of the essay is to present proper understand of the knowledge management principles and show how these principles can be applied in the real world to improve the HRM practices in Dubai’s business. Along with that, the paper will also present the challenges and factors that impact the application of knowledge management and organisational learning in Recruitment and Selection, Training and Development, Performance Management and Rewards, Succession Planning, and Strategic HRM.
Knowledge management is one of the significant tools and techniques that have certainly played a major role in retaining organise and improve existing human resources practices in Dubai. In general, the term ‘human resources management’ is massively utilised to show a definite description of managing the employees attached to an organisation. The role of HRM is to structure formal system that can efficiently contribute to hiring the best talents for accomplishing the goals and objectives determined by organisational management (Thakkar 2012). On the other hand, knowledge management is a significant part of modern business corporations to share explicit knowledge can resource ensuring intellectual practices for organisational benefits. Meanwhile, knowledge management helps to identify the scopes to enhance the existing business expertise utilising latest technology and knowledge sharing tools to increase the performance and productivity of the organisational subordinates. In modern business MNCs and corporate industries in Dubai, knowledge management has been precisely utilised to identify and leverage specific knowledge in order to be competitive in a market of the industry. A good functioning knowledge management can be identified as one of the effective conscious efforts to enforce right sources of knowledge to the right set of people at an appropriate time. Invariably, the stream of knowledge management will improve organisational learning process to put the strategies into actions for effective outcomes in Dubai businesses.
Ideally, most of the successful management executives have efficiently adopted different sorts of knowledge management resources and attributes to establish business agility, collaboration and sharing knowledge and information significant for man management in Dubai. In order to develop innovative and additional knowledge resources, KM primarily focuses on introducing new infrastructural channels and networks to deliver the better idea of the proceedings (Vanhala and Dietz 2015). By identifying efficient knowledge management components, corporate business organisations in Dubai can develop innovation strategic decision-making, policies and significant HRM practices according to the diverse workforce culture that are present in the UAE. Inevitably, KM is a precise route to establishing a strong and direct connection between the employees and employers creating a high level of intellectual business assets (Wyman and Randel 2008). Most of the successful and modern organisations in Dubai have put the emphasis on employee knowledge based on culture and common sharing methods of the workforce. Invariably, the rapid growth of globalisation has forced the organisational management to set up quality knowledge management standards to foster strategic human resources management practices and policies supportive of significant return. Meanwhile, such decisions of the management have created a competitive position in a significant marketplace in Dubai improvising organisational learning prospects. Herein, it can be seen that KM has raised the standard of collaboration, sharing strategies and co-ordination among the organisational subordinates to enhance favourable organisational framework in Dubai.
Technology is the most important factor for proper function of the knowledge management infrastructure. It is the essential element that is required by any organisation in Dubai to improve its knowledge management infrastructure to support the training of employees (Starkey, Brewin and Owen 2016). First of all, Technology in the form of information system can be an effective medium for implementing the knowledge management infrastructures for proper processing of the management functions. Secondly, the need of supportive management with appropriate skills to imply knowledge development among the employees is essential to seek competitive advantage in the market. The infrastructures that support the training of employees with proper processing of knowledge management systems in Dubai businesses are discussed herein below:
The advancement of technology in Dubai presents the development of infrastructures that support the transfer of knowledge. There is a need for an effective medium that can be used to transfer the knowledge of the operations and principal activities of the organisation to the employees to make them aware of the facts that are required in their daily jobs (Jorgensen and Becker 2013). It can be seen that the presence of infrastructures such as groupware, cloud computing and social media supports the transfer of knowledge to support training of the employees in the organisations. Along with that, the contact management software is also the essential infrastructure to support the transfer of knowledge. It helps to store regular data of an interaction between the employee and employer to serve their basic need of knowledge transfer.
The knowledge management infrastructures used in the businesses in Dubai needs to be developed to support the representation of knowledge. There is a need for implementing developed technology and new systems to improve the representation of knowledge (Shen 2014). Intranet and databases can be used as an infrastructure to support the representation of knowledge that can be further used in developing the training and development practices in the organisation.
The support systems and team management can be applied to support embedding of knowledge. Knowledge can be embedded by applying analytical skills and technology that can be used to understand the prior knowledge available from the activities of the organisation and develop a new strategy for Knowledge Management (HamdanMohammad 2015). The business organisations in Dubai need to implement the infrastructures of enhanced networking with the organisational community to support the embedding of knowledge.
The application of innovative technology can be supportive in facilitating the knowledge management in the organisation in Dubai. A better knowledge management strategy can be utilised to improve the efficiency and effectiveness of the training and development programs (Simonin and Özsomer 2009). On the other hand, the use of knowledge transfer and representation infrastructure along with innovative ideas using new knowledge database can be a way of facilitating knowledge.
In order to manage Organisational Learning (OL) and Knowledge Management (KM), training and development programmes can be identified as the best approach to improve the skills and techniques of workers. It is the most suitable method of implementing knowledge management in the businesses of Dubai. Human resource management of any organisation can hire most suitable talents from the talent pool available in the Dubai labour market (McCarthy and Dunne 2013). But, specific training and development programmes can be ideally utilised to increase the morale and confidence of the new as well as low productive organisational subordinates. Adequate training and learning sessions can effectively make out the existing deficits in knowledge management that can be evident in Dubai market. Direct participation of the employees in training and development programme can create cognitive performance level to achieve the organisational goals and objectives (Evans and Lindsay 2012). Modern information technology and internet facilities can be utilised to train the human resources at a single session. Precisely, it would be the responsibility of the senior organisational expertise to share their practical knowledge and views so that new recruits or talents in Dubai can gasp the instructional design more easily (Rasouli, et al. 2013). In addition to that, unskilled workers of production line must be placed in front of the professional expertise to get more subsequent knowledge so that their abilities at the workplace can be improved at the highest level. Also, training and development programme can improve the teamwork and high-level of management skills to cope up with unpredictable challenges in HRM that are faced by the businesses in Dubai.
The scale of present social and economic change with the process of globalisation has led to the rapid transition of the knowledge-based society in the UAE. The demographic pressure resulting from the ageing population in the Gulf countries has emerged to be challenges that require new approaches to training and education within the framework of human resource development and organisation learning. It can be seen that the changing business environment has made it mandatory for all employees in Dubai to embrace the idea of learning. The major goal of learning organisation is to master their employees in the field of knowledge, behaviours and skills by improving the human resources development programs and applying new strategies in the day to day activities (Lopez-Cabrales, Pérez-Luño and Cabrera 2009). The human capital in Dubai can be developed by applying improved strategy of training and development which is the most effective approach of leading the workforce towards a better future. Learning organisation is a way of implementing learning activities wholly at the organisational level (Jorgensen, Becker and Matthews 2011). Hence, the human capital being the key success factor for the business in Dubai can be developed by changing the learning techniques in the companies. The learning organisations must have certain key features such as knowledge generation and sharing, continuous learning and improvement programs, systematic changes, proper learning cultures, valuing of employees, and encouragement of experimentation and flexibility. The key features of learning organisations helps to have a developed workforce which is capable and suitable for meeting the present and future challenges in the overwhelming competitive market in Dubai.
Knowledge management has been identified as an important aspect of strategic human resource management. It is a way of transferring knowledge from a person who has it to an individual who needs it. In other words, it is a guided process of training an individual and developing their knowledge on a particular subject that is required in their daily life (Donley, Chan and Webber 2011). According to a survey report, it has been found that the local people of Dubai lack proper knowledge that leads to skills gaps among the young generation people. On the other hand, it can be seen that businesses have employed more expats that lead to the transfer of knowledge to other countries. Hence, to improve the current workforce in Dubai, the organisations needs to implement changes in the strategic human resource management systems by implementing new policies and procedures that imply knowledge management to guide the process of skill development among the local people ( (Lertxundi 2008). It will not only strengthen the knowledge and skills of the local populations, but also provide different business organisations with competitive advantage in the market.
By understanding the global business model of corporate business organisations, knowledge management is one of the most vital parameters to enhance the performance management (Krausert 2013). In the perspective of Dubai’s current business situation, it will be critically evident to understand how significant KM can create a standard impact of performance management of the organisational employees.
In order to improve aid performance, modern business corporations in Dubai have identified systematic management tools and effective methods to maintain disciplined knowledge management programmes specific for competitiveness, acquisition, business mergers and collaborations. Basically, knowledge management projects have delivered effective practices within the workforce so that organisational subordinates can produce intellectual performance and work disciplines significant for professional point of view (Riby, Perfect and Stollery 2014). In terms of basic skill improvements of modern management executives, employers in Dubai have promoted high importance on KM projects so that organisational managers can possess significant knowledge and decision-making ability. Also, knowledge management projects have been taken into consideration to improve the technological facilities more fluently. By identifying the need for practical knowledge, significant KM programmes have been implemented within the organisational culture to transfer the expertise’s knowledge to the rest of the human resources for higher productivity and performance in Dubai businesses.
Creation of a knowledge portal can be termed as one of the most innovative management concepts to aid performance. Global corporate business giants in Dubai have effectively created collective knowledge portals for better knowledge sharing. Efficient knowledge portals empower relevant information to the employees so that they can document significant knowledge to aid performance (Rasouli, et al. 2013). Large service corporations purchase efficient information systems to design knowledge portals suitable for transfer of knowledge from the expertise to the rest of the organisational subordinates (Theriou and Chatzoglou 2008). Also, cognitive task analysis has been utilised in knowledge portal system development to aid performance. In this way, sustainable flow of knowledge can be continued among the organisational members in Dubai.
Cognitive task analysis includes task diagram, concept mapping and team knowledge audit. First of all, in order to set up new and innovative knowledge management system in Dubai’s businesses, the task diagram helps to collect all relevant information and accurate measures of the employees and employers to deliver significant communication system effective for decision making (Amir and Parvar 2014). In concept mapping, the practical resources have been identified and implemented to know how the system works in an effective way. At the decisive stage of cognitive task analysis, team members and individual experts need to deliver macro-cognitive functions supportive for knowledge distribution. The structure of the system has been the key to success in cognitive task analysis.
10.0 Conclusion
Conclusively, it can be determined that Organisational Learning (OL) and Knowledge Management (KM) are two significant elements to enhance organisational knowledge and competitive strategy resulting in better performance and productivity in Dubai’s business organisations. Organisational learning precisely identifies the organisational characteristics to invent significant ideas for managing the human resources in a more productive way. Also, the knowledge management increases the standard of strategic decision-making to promote effective learning process of the subordinates. Invariably, in the upcoming five years or so, Dubai’s business industry can be completely redesigned using KM and OL principles to achieve sustainable competitive advantage. Primarily, the two key elements can convert the conventional HRM practices and systems to put the best ideas and strategic concepts into actions.
11.0 References
Amir, R. and J. Parvar. “Harnessing Knowledge Management To Improve Organisational Performance”.International Journal of Trade, Economics and Finance (2014): 31-38.
Donley, Mandy, Jeffrey Chan, and Lynne Webber. “Disability Support Workers’ Knowledge And Education Needs About Psychotropic Medication”. Br J Learn Disabil 40, no. 4 (2011): 286-291.
Evans, James R and William M Lindsay. The Management And Control Of Quality. Australia: South-Western, 2012.
HamdanMohammad, Adel. “Innovative Guidelines To Enrich Knowledge Management And Improve Organization Performance”. International Journal of Computer Applications 110, no. 9 (2015): 4-8.
Hislop, Donald. Knowledge Management In Organizations. Oxford: Oxford University Press, 2009.
Innocenti, Laura, Massimo Pilati, and Alessandro M. Peluso. “Trust As Moderator In The Relationship Between HRM Practices And Employee Attitudes”. Human Resource Management Journal 21, no. 3 (2010): 303-317.
Jorgensen, F. and K. Becker. “The Role Of HRM Practices In Building Intellectual Capital In Knowledge-Based Teams”. Academy of Management Proceedings 2013, no. 1 (2013): 10149-10149.
Jorgensen, Frances, Karen Becker, and Judy Matthews. “The HRM Practices Of Innovative Knowledge-Intensive Firms“. International Journal of Technology Management 56, no. 2/3/4 (2011): 123.
Krausert, Achim. “HRM Systems For Knowledge Workers: Differences Among Top Managers, Middle Managers, And Professional Employees”. Human Resource Management 53, no. 1 (2013): 67-87.
Lertxundi, Aitziber. “Transfer Of HRM Practices To Subsidiaries: Importance Of The Efficiency Of The HRM System”. Mgt Res: J of Iberoamer Ac Mgt 6, no. 1 (2008): 63-73.
Lopez-Cabrales, Alvaro, Ana Pérez-Luño, and Ramón Valle Cabrera. “Knowledge As A Mediator Between HRM Practices And Innovative Activity”. Human Resource Management 48, no. 4 (2009): 485-503.
McCarthy, John C. and Elizabeth A. Dunne. “A Longitudinal Analysis Of The Role Of Task-Specific Knowledge In The Subjective Impact And Structure Of Performance”. Applied Cognitive Psychology 7, no. 5 (2013): 397-417.
Rasouli, Reza, Alireza Mooghali, Mohammad Mousavi, and Mehdi Rashidi. “Designing And Explaining The Model Of Knowledge Workers’ Retention With Emphasis On HRM Practices”.Management Science Letters 3, no. 4 (2013): 1145-1154.
Riby, Leigh, Timothy Perfect, and Brian Stollery. “The Effects Of Age And Task Domain On Dual Task Performance: A Meta-Analysis”. European Journal of Cognitive Psychology 16, no. 6 (2014): 863-891.
Shen, Lisa. “Reference Desk Employees Need Both Research Knowledge And Technical Skills For Successful Reference Transactions”. Evidence Based Library and Information Practice 9, no. 4 (2014): 55.
Simonin, Bernard L. and Ayşegül Özsomer. “Knowledge Processes And Learning Outcomes In Mncs: An Empirical Investigation Of The Role Of HRM Practices In Foreign Subsidiaries”. Human Resource Management 48, no. 4 (2009): 505-530.
Starkey, Michael, Roger Brewin, and Mal Owen. “Learning To Learn â€Â From Facts To Knowledge”.Training for Quality 4, no. 4 (2016): 6-11.
Thakkar, Dr. Mehul G. “Fostering Better QWL: New Mantra For Corporate Success”. IJSR 2, no. 5 (2012): 467-469.
Theriou, Georgios N. and Prodromos D. Chatzoglou. “Enhancing Performance Through Best HRM Practices, Organizational Learning And Knowledge Management”. European Business Review 20, no. 3 (2008): 185-207.
Vanhala, Mika and Graham Dietz. “HRM, Trust In Employer And Organizational Performance”. Know. Process Mgmt. 22, no. 4 (2015): 270-287.
Wyman, Barbara G. and Josephine M. Randel. “The Relation Of Knowledge Organization To Performance Of A Complex Cognitive Task”. Applied Cognitive Psychology 12, no. 3 (2008): 251-264.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download