HR Tech Can Help Solve The Next Major Workplace in SMEs

Human Resource

HR technology is an internal resource that increasingly facilitates HR business processes and improves the search for information and knowledge around the SME. For example, HRIS (Human Resource Information System) software enables SMEs to overcome space constraints in communications and promotes the depth and range of knowledge access. HRIS software can be also employed to enhance the conversations and knowledge exchanges between organizational members. This knowledge shared through technology could positively contribute to knowledge integration. Executives can apply HRIS software to develop and disseminate information throughout the SME which can improve the search for information in order to adapt to today’s uncertain business environment.

HCM (Human Capital Management) software is an important resource for strategic planning for knowledge integration. Knowledge integration is a major reason for the existence of an SME. This software enhances learning and sharing information by providing access to accurate information and knowledge. HCM software also stimulates new knowledge generation, through transferring knowledge to other members and departments. Knowledge sharing itself can in turn develop more innovative climates and facilitate knowledge creation in SMEs. HCM software can, therefore, play a crucial role in improving knowledge creation and transference. Executives can use HCM software to develop an effective learning culture that disseminates knowledge around the SME.

HRMS (Human Resource Management System) software can be also used by executives to facilitate the knowledge creation process by providing the essential infrastructures to store and retrieve organizational knowledge. HRMS software encourages executives to embark on technological facilities to provide new and possible solutions for solving organizational problems and transferring individuals’ knowledge to other members and departments and improving knowledge capturing, storing, and accumulating to achieve organizational goals.              

In Conclusion

This article advances the current literature on HR technology and knowledge management by offering novel insights into how better HR technology leads to better knowledge management. For executives, this article can portray a more detailed picture of the effects of HR technology on knowledge management.  Executives can apply HR technology in their decision-making processes in order to investigate various alternatives and options. Success in today’s global business environment can be more effective when HR technology is effectively applied and widely used to achieve a higher degree of competitiveness. Importantly, knowledge management performance at all levels of the SME is positively associated with using HR technology and setting up useful software and systems to enhance strategic decision-making. 

Many SMEs still implement knowledge management initiatives without sufficient consideration of their technological infrastructures. When executives ensure the effectiveness of knowledge management projects they increase control and lessen operational risk. Thus, I suggest that an SME’s ability to enhance knowledge management can be highly affected when executives implement HR technology. Executives can implement HR technology by employing IT professionals and allocating more budgetary resources to share and utilize knowledge within SMEs.

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