Currently published as: European Journal of Training and Development
Online from: 1977
Subject Area: Learning and Development
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|Title:||A review of HR practices in knowledge-intensive firms and MNEs: 2000-2006|
|Author(s):||Zahid Majeed, (Balochistan University of Information Technology, Engineering and Management Sciences, Quetta, Pakistan)|
|Citation:||Zahid Majeed, (2009) "A review of HR practices in knowledge-intensive firms and MNEs: 2000-2006", Journal of European Industrial Training, Vol. 33 Iss: 5, pp.439 - 456|
|Keywords:||Human resource management, International organizations, Knowledge management, Multinational companies|
|Article type:||Literature review|
|DOI:||10.1108/03090590910966580 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
|Acknowledgements:||The author would like to thank Dr Evgeny Polyakov, Professor Marion V. Jones and Dahlia El-Manstrly for their valuable contributions towards improvement of his research capabilities. He sincerely appreciates the contribution of two anonymous reviewers whose comments and suggestions helped to improve the early draft of this paper.|
Purpose – The aim of this paper is to show the association which exists among the wide range of knowledge management, knowledge sharing and HRM practices in the knowledge-intensive firms.
Design/methodology/approach – The proposed literature review includes the systematic process of research in the following manner; after identifying the main area of interest, key concepts and words were selected, parameters were set to ensure selection of good quality journals, and availability of articles in full text was also considered.
Findings – The study finds that one must keep in view the variable personnel demands and extensive training and development needs of knowledge workers, and highlights the need for attention to be paid to unique scientific practices for managing gold-collar workers in knowledge-intensive firms.
Research limitations/implications – The need for further empirical, cross-case, cross-cultural and longitudinal studies is highlighted to explore the dimensions of HR practices for managing gold-collar workers in KIFs.
Originality/value – Perception of gold-collar workers with reference to the relationship with top managers is discussed through the 30 articles published over the period 2000 to 2006. To manage KIFs, the creation of an original focus on people issues is highlighted. With the help of Chenail's qualitative matrix, the study thematically analyzes the HR antecedents that emerged into four distinctive categories.
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