知識管理與人力資源管理間互動關係之探討：以台灣高科技公司爲例

The Relationship between Knowledge Management and Human Resource Management in Taiwanese high-tech Corporations

10.6160/2005.12.06

史習安(Hsi-An Shih)；黃靖文(Jing-Wen Huang)

知識管理 ； 人力資源管理 ； 高科技公司 ； Knowledge Management ； Human Resource Management ； High-tech Corporation

中山管理評論

13卷4期（2005 / 12 / 01）

925 - 958

繁體中文

企業推行的知識管理活動，在理論與實務上是近年來熱門的研究主題。學者們對於知識管理的討論以及企業界所推動的知識管理活動，大多強調建立資訊科技系統以促進知識的流通與分享。但是在推行知識管理時，對於員工行為有相當重要影響的人力資源管理議題，雖然逐漸受到重視，不過相關的研究並不多見。有鑑於此，本研究以國內實行知識管理的高科技公司為對象，針對知識管理部門與人力資源部門主管進行個案訪談與分析，以探討企業之知識管理與人力資源管理之間的互動關係。 本研究發現，人力資源管理對於企業推動知識管理，具有相當的關聯與影響力。尤其是教育訓練與薪資獎酬兩個子系統，與企業的知識取得、創造、擴散與蓄積等各項活動互動密切。另一方面，個案公司亦會利用人力資源管理措施來促進企業內部員工與資訊之間的流通，並建立創新分享的文化。

Knowledge management is a popular research topic from practical and academic perspectives. The present focus of this issue, however, is concentrated on building up a reliable and useful information system to efficiently spread and share knowledge within organization. Some scholars (Soliman & Spooner, 2000; Carter & Scarbrough, 2001) argue that human resource management should play an important role in the implementation of knowledge management since workforce behavior can be significantly influenced by firm's human resource practices. What kind of the role which human resource management can and should play in facilitating the acquisition, innovation, transmission and accumulation knowledge? The available literature does not explore this issue thoroughly. This study tries to uncover the relationships between human resource management and knowledge management in Taiwanese high-tech corporations through the method of case study. Four high-tech corporations were employed to make in-depth interview. Our results show that human resource management activities indeed motivate and shape employees' behaviors which are beneficial to firm's knowledge management activities. The training and compensation systems especially have close connection with various activities in knowledge management. Furthermore, those high-tech companies are inclined to promote the interaction between employees and information as well as innovative culture through the specific human resource practices.

1. 蔡明達(2009)。淺論知識經濟時代運動產業的發展與未來。大專體育，105，49-54。
2. 嚴雯聖,鍾碧姮,陳宛伶,許順旺,倪維亞(2021)。知覺組織支持對人力資源管理系統、員工知識分享與組織創新干擾效果之研究－以國際觀光旅館為例。商管科技季刊，22(2)，221-256。
3. 張基成(2014)。數位化學習歷程檔案對學生知識蓄積之影響。課程與教學，17(4)，207-228。
4. (2008)。yam天空傳媒之組織文化、知識管理和工作績效關聯性研究。傳播管理學刊，9(2)，97-123。