The document presents a case study on the gap between human resource management practices and knowledge management at a company called Pharmco Nationals. It discusses the research problem, questions, objectives, theoretical framework, methodology and findings. The research aimed to examine how knowledge management and HR practices can be explained through an organizational learning perspective. It found that structural changes like forming trade marketing and project groups failed to facilitate knowledge sharing due to functional silos, reluctance to share knowledge with others, and a focus on individual goals over shared value. The conclusion recommends adopting HR practices that align with knowledge management strategies and create social capital, such as developmental events and lateral employee movement, to address barriers like tacit knowledge and lack of trust between functions.

1. Presented by:
P.G.B.Dharmarathne A/BBA/09/030
K.G.T.M Deshanthi A/BBA/09/029
Buddhika Gayan A/BBA/09/019
D.K.D.Madhubhashini A/BBA/09/068
R.S. Samarasinghe A/BBA/09/115

2. What we will be to talking…
1. Introduction to the case study
2. Research Problem
3. Research questions
4. Aim of the study
5. Research objective
6. Theoretical framework
7. Methodology
8. Findings
9. Conclusion

3. INTRODUCTION TO THE CASE STUDY
 Gap between human resource management practices and knowledge
management.
 Why this study is done????to make people engage with knowledge in
organization
 Company’s name: Pharmco Nationals
• Sales function and marketing function.
 Using organizational learning perspective
• organizational learning and learning organization.

4. RESEARCH PROBLEM
• There is a Gap between human resource management practices and knowledge management
RESEARCH QUESTIONS
I. How does Knowledge management and human resources practices explain through learning
perspective
II. What are the problems lie out side of formal management structure
III. How networks of relationships that employees develop in their participation in communities
create social capital to ensure effective sharing of knowledge.
AIM OF THE STUDY
• To make a theoretical contribution to the debate about the influence of human resource
practices upon managing knowledge by locating it more widely within an organizational
learning perspective.
RESEARCH OBJECTIVES
I. To identify Knowledge management and human resources practices explain through
learning perspective
II. To evaluate problems lie out side of formal management structure
III. To determine networks of relationships that employees develop in their participation in
communities create social capital to ensure effective sharing of knowledge.

5. THEORETICAL FRAMEWORK
• Knowledge Management
• Learning Organization
• Organizational Learning
• Human Resource Management and Managing Knowledge
Knowledge Management Perspective:
• Information and Communication Technology interventions
• Knowledge Repositories
-Tacit Element
-Explicit Element
• Critics of the knowledge management perspective
Leads to……….

6. Learning organization perspective:
• Traditional organization structure and lateral organization structures
• Problems with changing structure
-Unwilling to share information
-Not accepting other tacit knowledge
-Trust

7. Organizational Learning:
• Analytical than prescriptive
• Specifically organizational learning perspective highlights that
knowledge is tacit and relational.
• Knowledge cannot be divorced from its context.
• Sharing of knowledge may be embedded in work practices.
• It is Situated
(Lave,1988; Lave and Wenger,1991;Tosukas,1996)
• Communities of practice:
-informal social groups
-Network relationships

8. Organizational Learning Contd ….
• Social Capital:
Structural-informal Networks
Relational: Trust, norms and value, face -to face- interaction
Cognitive: Common context and language
Human Resource Management and Managing
Knowledge
Human resource practices ‘can influence but not command crucial
mediating factors.
(Scarbrough and Carter,2000)
-Congruence approach – reinforce overall management system and
fit with external business environment
-Human and Social Capital Approach- importance of the long -term
development of skills, culture and capabilities.
.

9. Human Resource Management and Managing
Knowledge Cont…
• Human Resource Practitioners focus upon
-Retention of personnel
-Employees’ expertise be built into the organizational routines
-Mechanisms for utilization of expertise
• Insufficiently recognize employees’ unwillingness to share Knowledge.
• Complement team working with appropriate career and reward
practices. (Hayes and Walsham 2000)

10. METHODOLOGY
 Research paradigm
-Mix method(Triangulation Method)
Positive and Interpretative
 Research Strategy Case Study
 Data collection Method
Primary
-Questionaries'
-Semi structure interviews
Secondary
-Logbooks
 Data Analysis
-Quantitative; Statistic used
-Qualitative
 Population 200 (whole organization)
 Sample
-Sales function
-Marketing function
 Sampling technics
-Judgmental

11. FINDINGS
Functional barriers of sharing knowledge
Sales function-Geographical base
Marketing function-Brand base
• Willing to share knowledge within the function
• Functional silos
• Sub-cultural barriers.
Structural change
1. Trade Marketing function= Sales+Marketing
• No more need of face to face interaction
• Sales domination
• Reluctant to share knowledge with JUST ANYONE
• Reluctant to get knowledge
2. Project groups
• To solve a specific problem
• No time to share knowledge
• Much focus on their ‘day job’

12. Cont.
Impact of Human Resources Practices on Knowledge Management
1. Performance Management
• Divergent objective setting
• Brand proposition Vs Right potential customer
• Only knowledge-hungry about your particular area
• Narrowly focus senior positions
• Management accounting framework based on tangible value.
2. Recruitment and selection
• Functionally focus graduate recruitment to equal opportunities
Ex: Finance employees with broader perspective
3. Organizational development
Development events
Operational pressures
Senior management group Whole organization

13. Cont.
4. Career Management
• Lateral career progression
• Giving young kids their benefit of knowledge
• Again…… NARROW CAREER PROGRESSION
Which cause losing experience employees

14. CONCLUSION
 Inability of knowledge sharing
Changes in organizational structure to trade marketing function
• Necessary feature- face to face interaction became less
Project group
• failed because function comes first
Performance appraisal frame work
• Functional objectives
• Unwilling to create shared value
 Recommending Human resources management
practices
 Congruence
 Human and Social Capital
to attain Knowledge management

15. Cont.
To create social capital, structural dimensions are use; such as
• Developmental events
-but there were no vertical fit among HR practices like performance management
-Generally again they were unwilling to share knowledge
• Lateral movement of employees are also used
• Project group are another way to create social capital
Still there were knowledge sharing barriers
1) Some Knowledge was Tacit nature (Situated learning)
2) Naturally unwilling to share knowledge-Trust

16. Questions ????