عنوان مقاله [English]
Human Resources Knowledge Architecture An important tool for evaluating the implicit knowledge of human resources is the integrated framework for explaining, deducing and maintaining employee knowledge in line with the organization's strategic goals. The present study aims Identification and explanation Effective factors and outcomes of Human Resources Knowledge Architecture Using approach Delphi Fuzzy In knowledge-based organizations conducted. This approach combined with quantitative and qualitative research among the preceding studies on inductive deductive paradigm is that in terms of purpose, functional and terms of the nature and methods descriptive. The statistical population of the present study consists of knowledge workers of Lorestan province, whose 30 experts have been selected based on the principle of theoretical adequacy and using a targeted sampling method. In the qualitative part of the study, semi-structured interviews were used for data collection. The validity and reliability of the questionnaire were verified using CVR coefficient and Kaplan-Cohen test. In addition, a quantitative comparison questionnaire was used to collect information. The validity and reliability of the questionnaire was verified using content validity and re-test. In the qualitative section, the data obtained from the interview were analyzed using the Atlas.ti software and the coding method. And the human resources knowledge architects has been identified. Also, in the quantitative part of the research, using the Delphi Fuzzy technique, the prioritization of human resource knowledge architectures and extensions was made and the most important factors and consequences were identified. The results of the research indicate that among the Antecedents in human resource knowledge architecture Technology Infrastructure, Capabilities and skills of employees, Employee behavior (actions), How (Why) Knowledge Transformation And the accumulation and storage of knowledge (content) as the main factors creating the knowledge architecture in knowledge-based organizations. Also, the results showed that Increasing creativity and innovation, Leading organization, Retrieve and improve knowledge, organizational agility, Sustainable competitive advantage and organizational learning Including most important Postgraduates or implications of human resource knowledge architecture is in student organizations.
With close look at the rapid and increasing progress over the past few years, new relationships and evolving organizations are emerging. Changes and developments that will bring countless surprises such as deadly competitions, unprecedented opportunities, breathtaking changes and varied needs for organizations. On the other hand, with the emergence of new philosophies and technologies and the rapid movement of human and organizational societies towards science societies, that Organizations are constantly looking for ways and approaches to adapt to today's changing situation. In other words, one can admit that it is useless to compete on price or to use past solutions to deal with workplace threats. Therefore, in order to be competitive, organizations must be able to offer new products and services through new knowledge to ensure their success in different fields. Therefore, the importance of knowledge as a competitive advantage and opens your face falls draw other factors. It is clear that our understanding the concepts and new approaches to determine the location and how to gain and exchange knowledge for effective response to changes in opportunities and makes sure the lead. This approach is referred to in the management literature as the Human Resources Knowledge Architecture. A paradigm that has become a necessity with a value-added, forward-looking solution in the field of knowledge for the survival of the organization.
The present research is based on mixed research, both in quantitative and qualitative terms and in the inductive paradigm. Which is exploratory in terms of purpose, application, and nature. Since this study is a mix of research, therefore, should be provided qualitative and quantitative research methodology separately. The statistical population of the study consists of knowledge-based organizations in Lorestan province. According to the obtained data, their number is equal to 16 companies. Therefore, the statistical population of the study consisted of senior and middle managers of knowledge companies of Lorestan province, using a purposive sampling method and based on their field of activity, 30 individuals were selected as sample members. As such, it was collected from each domain (industrial, services, manufacturing, and pharmacy) based on the principle of theoretical competence, to the extent of data saturation. Data gathering tool was qualitative part of semi-structured interview research whose validity and reliability were confirmed by CVR coefficient and Kappa-Cohen test, respectively. The data gathering tool in the quantitative part is a paired comparison questionnaire whose validity and reliability were confirmed by content validity and test-retest, respectively.
The findings of the study consist of two parts qualitative and quantitative. Thus, in the qualitative part, the antecedents and consequences of the human resources knowledge architecture were identified in an interview with experts. It is worth noting how the extraction human resources knowledge architecture antecedents and consequences is accomplished by examining interview texts using Atlas.ti software as well as live coding. In the quantitative part of the research, using the fuzzy Delphi approach, the variables were prioritized and identified the most important antecedents and consequences of human resources knowledge architecture.
Discussion and Results
Knowledge-based corporations have had a significant impact on the growth and development of different regions with the evolution of science and knowledge and the discovery of new economic findings and results. These companies play an important role in the economic growth and development of societies by commercializing their ideas and achievements. The results of this study include identifying and prioritizing human resources knowledge architecture antecedents and consequences in knowledge -based organizations. In this study, fourteen factors were identified as antecedents or, in other words, the human resources knowledge architecture in knowledge- based organizations. In addition, the results suggest that in the knowledge-based companies fourteen or consequences of the aftermath of human resources knowledge architecture.