نقش اقدامات مديريت دانش در توسعه سرمايههاي انساني سازمان

The role of knowledge management practices in development of the organization’s human capital

سازمان ها براي بقا در دنياي رقابتي و پوياي امروزين به توسعه دارايي هاي راهبردي خود روي آوردهاند تا بتوانند با كمك منابع و توانمنديهاي ناملموس و غيرقابل تقليد خود، مزيت رقابتي كسب كنند. اهميت سرمايه انساني به عنوان يك دارايي ارزشمند بر هيچ سازمان و مديري پوشيده نيست. يكي از راه هاي توسعه سرمايه انساني، اجراي موثر اقدامات مديريت دانش در سازمان است. از اين رو اين پژوهش سعي دارد به بررسي تاثير اقدامات مديريت دانش در توسعه سرمايه انساني كاركنان شركت ملي پخش فرآورده هاي نفتي ايران بپردازد. هدف اصلي اين پژوهش توسعه سرمايه انساني و ارتقاي سطح توانمندي كاركنان جامعه مورد پژوهش از طريق به كارگيري اقدامات مديريت دانش از جمله خلق و تسهيم دانش مي باشد. روش تحقيق توصيفي از نوع علي است و محقق به دنبال بررسي رابطه علي بين اقدامات مديريت دانش و سرمايه انساني مي باشد. براي گردآوري داده ها از پرسشنامه هاي محقق ساخته و براي آزمون فرضيات و تحليل داده ها از آزمون هاي ضريب همبستگي پيرسون و رگرسيون دو متغيره ساده استفاده شده است. يافته هاي تحقيق حاكي از آن است كه بين اقدامات مديريت دانش و سرمايه انساني 0) وجود دارد. همچنين با تاييد تمامي فرضيات پژوهش / همبستگي مثبت و معناداري (با ضريب 641 مشخص گرديد كه اقدامات مديريت دانش تاثير مثبت و معناداري بر ابعاد سرمايه انساني دارد.

To survive in the competitive and active world, organizations are developing their strategic assets. So, they can obtain competitive benefits using their non-duplicable and intangible resources and capabilities. The importance of human resource as a valuable asset is not hidden from managers and organizations. This research is trying to investigate the effects of knowledge management measures on human resources development of N.I.O.P.D.C employees. The main aim of the research is to improve the human resource of the mentioned community using knowledge management’s measures such as creation and sharing knowledge. This study is descriptive in which 204 of the employees have been selected by random sampling as the statistics community. The method of descriptive research is causative and the researcher is trying to study the causative relation between knowledge management measures and human resource. This research consists of one main theory and four sub-theories. For gathering the required data, questionnaires have been used, which its fluency through content method and its stability through Cronbach Alpha have been confirmed. For data analysis and theory examination, and the descriptive and consequential statistics, computer software is used. Thus, for testing the data normality we use the Kolomgrov-Smirnov, the relation between variants by Pearson correlation co efficiency, theory testing by simple two variants regression and for studying dimension importance of human resource by Freedman test. The research outcomes say there is a positive coordination between knowledge management measures and human resources. Also by confirming all theories of the research, it has been clarified that the knowledge management has positive and meaningful affect on human resource dimensions. The defining co efficiency for main theory equals 0/556; this means that 55/6% of human resources variations are connected to knowledge management. Also the results of Freedman examination showed that the creativity dimension among human resources dimension has the most importance and the knowledge based organizations for development of their human resources through of knowledge management channel should pay special attention to the creativity aspect.