Study On Enterprises' Human Resouce Management Model Based On Knowledge Creation

The future of science and the human beings depends more on knowledge creation than ever before. The knowledge-based enterprises should adopt new human resource management(HRM) model in order to acquire competitive advantage by means of knowledge creation. The HRM Model based-on knowledge creation is proposed by the author. It is of vital theoretical and practical importance to the implementation of our country's self-innovation strategy. It is also important to the enterprises' survival and development.This dissertaion follows the theory-model-practice logic and the knowledge creation pespective. By combining the human resource management(HRM) and the knowledge creation theories, it analyzes how HRM react on knowledge creation and proposes the HRM model. It puts forward the notions and strategies for recruition based on knowledge creation. It suggests the learning processes for knowledge creating teams and knowledge workers. It proposes the incentives for knowledge creating teams and knowledge workers. The framework of the dissertation is as following:Chapter 1 analyses the purpose and significance of the research. By recalling the HRM model proposed by the foreign and domestic researchers, it points out the lackness of the relavant research and the author's aim. Chapter 2 analyzes three theories related to the HRM model based on knowledge creation. They are knowledge creation theory, human capital theoy and human resource theory. Chapter 3 reveals the mechanism of how HRM reacts on knowledge creation by ananyzing HRM characteristics and the microcosmic factor affecting knowledge creation. Human capital stock, incentive and development react directly on knowledge creation, the organizational structure react indirectly. Based on the above, the author proposes the HRM model based on knowledge creation. Chaper 4 points out the lackness of traditional recuition. By analyzing the job characters of knowledge workers, the author puts forward the notions and strategies for recruition based on knowledge creation. A case study is followed with regard to Moto China. Chaper 4 defines HR development based on knowledge creation by reviewing the literature. It points out that learning is one of the main ways for HRD bases-on knowledge creation and creativity development is the main content of HRD based-on knowledge creation. Chapter 6 elaborates on incentive theories. Based on the theories, it proposes the incentives for knowledge creating teams and knowledge workers. Chapter 7 introduces the fuzzy AHP theory to appraise the knowledge creation capability. It can be done at the individual and the organizational level. Chapter 8 concludes the dissertaion.