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Perfect match?: Kombinationen av Knowledge Management & Human Resource Management i konsultbolag
Linköping University, Department of Management and Engineering, Business Administration.
Linköping University, Department of Management and Engineering, Business Administration.
2012 (Swedish)Independent thesis Advanced level (degree of Master (One Year)), 20 credits / 30 HE creditsStudent thesis
Abstract [en]

Background: We have identified the combination of Knowledge Management and Human Resource Management as interesting because of this constellation has been mentioned scarcely in previous studies. There also seem to be some interesting correlations with personnel turnover.

Aim: The aim of this study is to describe and understand the theoretically best combination of Human Resource Management and Knowledge Management, by creating a model. The model is also going to be tested empirically through consulting firms, to see if they meet the ideal combination. With this model we also want to describe in what way the different combinations of strategies will affect the personnel turnover.

Definitions: A huge part of this study concerns the theoretical area Human Resource Management, which we have entitled HRM. Similarly, Knowledge Management has been entitled KM.

Completion: The study is designed both as a literature review and as a comparative case study in which empirical data has been collected through qualitative interviews with four Swedish management consulting firms.

Results: The best combinations of KM and HRM are according to this study that strategies should consist of a thoroughgoing personalization or codification. The result also gives a description of how various HRM-aspects can be adapted in line with the best combination. The result stresses that the companies concerned in these case studies don’t follow these recommended combinations. The result also includes descriptions of the varying effects on personnel turnover that comes along with different combination of KM and HRM.

Abstract [sv]

Bakgrund: Vi har identifierat kombinationen av Knowledge Management och Human Resource Management som intressant då denna konstellation behandlats sparsamt i tidigare studier. Det finns även intressanta samband i termer av personalomsättning som fångat vårt intresse.

Syfte: Syftet med denna studie är att skapa en modell för att beskriva och förstå hur de teoretiskt bästa kombinationerna av Human Resource Management och Knowledge Management kan se ut. Modellen ska även testas empiriskt på konsultföretag för att se om de uppfyller idealkombinationerna. I modellen vill vi även beskriva på vilka sätt olika strategikombinationer kan påverka personalomsättningen.

Definitioner: Stora delar av studien kretsar kring det teoretiska området Human Resource Management vilket vi har förkortat HRM. På samma sätt har Knowledge Management förkortats som KM.

Genomförande: Studien är utformad dels som en litteraturstudie och dels som en komparativ fallstudie där empirin bygger på kvalitativa intervjuer med fyra svenska managementkonsultbolag.

Resultat: De bästa kombinationerna av KM och HRM är enligt studien när de genomgående utgörs av personalisering eller kodifiering. Resultatet ger även en beskrivning av hur olika HRM-aspekter kan anpassas i linje med dessa bästa kombinationer. Studien visar även att företag (fallföretagen i denna studie) inte följer idealkombinationerna i praktiken samt att olika kombinationer kan få varierande effekter på företags personalomsättning.

Place, publisher, year, edition, pages
2012. , 102 p.
Keyword [en]
Human Resource Management, Knowledge Management, Personnel turnover, Codification, Personalization
National Category
Business Administration
URN: urn:nbn:se:liu:diva-79368ISRN: LIU-IEI-FIL-A–12- 01206–SEOAI: diva2:541192
Subject / course
Master Thesis in Business Administration (Magisteruppsats i Företagsekonomi)
Social and Behavioural Science, Law
Available from: 2012-08-15 Created: 2012-07-15 Last updated: 2012-08-15Bibliographically approved

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