Knowledge management and HRD

Abstract

Knowledge management is introduced and it is suggested there are two main models, the dominant technology-focused one and a people-oriented one. Neither model recognizes that HRD might play a role in knowledge management; HRD writers have also ignored knowledge management. Knowledge management rests implicitly on a definition of 'knowledge'. Three perspectives on knowledge are outlined, and it is argued that, however knowledge is defined, HRD skills and knowledge will be essential to managing it. The emerging situative perspective provides the strongest theoretical basis for knowledge management's need for HRD.

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