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Title:Relationship between knowledge management information solutions and human resource management in IT companies
Authors:ID Horvat, Jelena (Author)
ID Bobek, Samo (Mentor) More about this mentor... New window
Files:.pdf DOK_Horvat_Jelena_2015.pdf (2,38 MB)
MD5: B92A5724E184470C27ADB4538F29F38F
 
Language:English
Work type:Doctoral dissertation
Typology:2.08 - Doctoral Dissertation
Organization:EPF - Faculty of Business and Economics
Abstract:Knowledge has been recognized as currency for organizational sustenance and competitive advantage and is the most prominent among traditional factors of production, such as land, labour and capital. Human resource management (HRM) includes decisions that affect the success of business, all with aim of achieving long-term goals. This thesis supports the premise of relationship between HRM and knowledge management (KM) with focus on information solutions and aims to elaborate on this link from the aspect of ICT companies. Four major parts in this thesis can be distinguished: first three concern the literature analysis of current findings and fourth part covers methodology, data analysis and conclusion. In the first part, current literature findings in the field of human resource management, its functions, applications, IT systems and previous research from Slovenia and Croatia are presented. HRM is observed through HRM functions (recruitment and selection; training and development; performance appraisal). In addition to functions, various research has been done in the field of best practices, which lead to enhancement of HR. These HR best practices are considered as important factors for successful knowledge management development. This thesis tries to present and comprehend the best practises of HRM through literature analysis and classification. Second part of the literature analysis concerns the knowledge management processes, systems and mechanisms, which are explained and supported with current research results. In the third part, findings on the relationship between HRM and KM are analysed providing a conceptual model for empirical research. This doctoral thesis focuses on two aims: the analysis of previous research findings in two perspective fields (human resource management and knowledge management) and developing and testing a conceptual model that would explain the relationship between them. Achieving these aims required a comprehensive preliminary research; involvement of experts in the field of HRM and a whole set of recent statistical techniques and findings to be applied for data analysis and interpretation. Three main hypotheses and a conceptual model regarding KM and HRM were formed based on literature findings. A total of 274 completed responses were received from companies. For data analysis and hypothesis software tool the SmartPLS is used. In ICT companies and IT departments in Slovenia and Croatia, the relationship between HRM functions and effective factors with knowledge management and information solutions is analysed. Data analysis showed that in most case there is not a large difference between Slovenian and Croatian companies when it comes to HRM functions and KM solutions. One of the major contributions is the analysis of literature evidence and providing new classification and categorization of the HRM best practice. Accordingly, after literature analysis, indicators of the HR best practice were categorized into two effective factors: Work design structures (sub-factors: Design of Work and Design of relationship) and Encouraging and opportunity structures. Second contribution are the hypothesis testing through which relationship between effective factor and knowledge management, and HRM functions, information solutions and knowledge management was analyzed. Data for this thesis was collected through online questionnaire administered to ICT companies in Slovenia and Croatia. This dissertation systemizes current literature findings in two perspective field and it offers an inside in the ICT companies form Slovenia and Croatia. Due to the fact that such research has not yet been done in Slovenia and Croatian nor systematization and classifications of best practices has been provided, this dissertation contributes to the field of human research management and knowledge management through theoretical and empirical findings.
Keywords:Human Resources Management, Knowledge Management, Knowledge Management Information Solutions, IT companies, Structural Equation Modelling
Place of publishing:Maribor
Publisher:J. Horvat
Year of publishing:2015
PID:20.500.12556/DKUM-47220 New window
UDC:005.9
COBISS.SI-ID:11979036 New window
NUK URN:URN:SI:UM:DK:WMHPL2HP
Publication date in DKUM:24.04.2015
Views:2381
Downloads:227
Metadata:XML DC-XML DC-RDF
Categories:EPF
:
HORVAT, Jelena, 2015, Relationship between knowledge management information solutions and human resource management in IT companies [online]. Doctoral dissertation. Maribor : J. Horvat. [Accessed 8 April 2025]. Retrieved from: https://dk.um.si/IzpisGradiva.php?lang=eng&id=47220
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Secondary language

Language:Slovenian
Title:Odnos med informacijskimi rešitvami za upravljanje znanja in upravljanje človeških virov v IT podjetih
Abstract:Človeški viri so ključni sestavni del vsakega podjetja, ki predstavlja skupno znanje, talent, stališča, ustvarjalne sposobnosti, nadarjenost in prepričanje posameznika, ki sodeluje pri zadevah organizacije. Ta doktorska disertacija podpira predpostavko razmerja med (upravljanje s človeškimi viri) UČV in (upravljanje znanjem) UZ, s poudarkom na informacijskih rešitvah in si prizadeva razložiti to povezavo z vidika IKT podjetij. V tej tezi je mogoče razlikovati štiri glavne dele: Prvi trije se nanašajo na analizo literature o dosedanjih ugotovitvah in četrti del zajema metodologijo, analizo podatkov in zaključek. V prvem delu so predstavljene trenutne ugotovitve iz literature na področju upravljanja s človeškimi viri, njegove funkcije, aplikacije, informacijski sistemi in predhodne raziskave iz Slovenije in Hrvaške. Upravljanje s človeškimi viri je opazovano skozi UČV funkcije (proces zaposlovanja in izbor kandidata; usposabljanje in razvoj zaposlenih; ocena delovne uspešnosti). Poleg funkcij obstajajo različne raziskave, opravljene na področju najboljših praks, ki vodijo h krepitvi UČV-a. Te najboljše prakse za upravljanje s človeškimi viri štejejo kot pomembni dejavniki za uspešen razvoj upravljanja z znanjem. Doktorska disertacija skuša predstaviti in zajeti najboljše prakse upravljanja s človeškimi viri s pomočjo analize literature in klasifikacije trenutno znanih praks. Drugi del analize literature se nanaša na procese upravljanja z znanjem, sisteme in mehanizme, ki so pojasnjeni in podprti s aktualnimi rezultati empiričnih raziskav. V tretjem delu so analizirane ugotovitve o odnosu med UČV in UZ, ki zagotavljajo konceptualni model za empirično raziskavo. Odnos med učinkovitimi dejavniki upravljanja s človeškimi viri in zadevami v področju upravljanja z znanjem še vedno ni ustrezno raziskan v IT podjetjih in ne obstaja model za njegovo uspešno delovanje. V tej disertaciji je predlagan model za IT podjetja, ki temelji na predhodnih ugotovitvah in je avtorica zasnovo preverjala z empirično raziskavo. Doktorska disertacija se fokusira na dva cilja: analizo predhodnih ugotovitev raziskav v dveh perspektivnih področjih (UČV in UZ) ter razvoj in testiranje konceptualnega modela, ki naj bi razložil razmerje med njima. Doseganje teh ciljev zahteva celovite predhodne raziskave; vključevanje strokovnjakov s področja UČV in cel sklop statističnih tehnik in dognanj, ki se uporabljajo za analizo in interpretacijo podatkov. Na podlagi ugotovitev iz literature so bile oblikovane tri glavne hipoteze in konceptualni model glede povezave UZ in UČV. Skupno je bilo prejetih 274 izpolnjenih anketnih vprašalnikov. Za analizo podatkov in testiranje hipotez se uporablja programsko orodje SmartPLS V IKT podjetjih in IT oddelkih v Sloveniji in na Hrvaškem se analizirajo odnosi: med funkcijo UČV in UZ, med učinkovitimi dejavniki in UZ ter med informacijskimi rešitvami in UZ. Analiza podatkov je pokazala, da v večini primerov ni velike razlike med slovenskimi in hrvaškimi podjetji, ko gre za UČV funkcije in UZ rešitve. Eden glavnih prispevkov je analiza literature in zagotavljanje nove klasifikacije in kategorizacije najboljših praks UČV. Drugi prispevek je testiranje hipotez, ki analizirajo razmerja med efektivnimi faktorji in UZ ter funkcijam UČV, informacijskimi rešitvami in UZ. Podatki za to tezo so zbrani s pomočjo spletnega vprašalnika, poslanega IKT podjetjem v Sloveniji in na Hrvaškem. Ta disertacija sistematizira dosedanje ugotovitve iz literature z dveh vidikov in ponuja vpogled v notranjost IKT podjetij v Sloveniji in na Hrvaškem. Zaradi dejstva, da takšna raziskava še ni bila opravljena v Sloveniji in na Hrvaškem, niti doslej niso objavljene sistematizacija ter razvrstitve najboljših praks, ta disertacija prispeva k področju upravljanja s človeškimi viri in upravljanja z znanjem s teoretičnimi in empiričnimi ugotovitvami.
Keywords:Upravljanje s človeškimi viri, Upravljanje z znanjem, Informacijske rešitve za upravljanje z znanjem, IT podjetja, Strukturno modeliranje


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