EHR-KM 2011 - eHR-KM - First International Workshop on Knowledge Management and e-Human Resources Practices for Innovation

Website wm-konferenz2011.org | Edit Freely

Category EHR-KM 2011

Deadline: October 24, 2010 | Date: February 21, 2011-February 23, 2011

Venue/Country: Innsbruck, Austria

Updated: 2010-09-22 14:55:04 (GMT+9)

Call For Papers - CFP

It is widely recognized that knowledge management (KM) can provide an organization with the capability to understand customers' needs, effectively extract new ideas from suppliers and customers alike, and turn them into innovative products and services. Human resource management (HRM) plays an equal, if not more important, role in building and sharing the right set of employee competencies that help organizations to successfully compete. In many organizations, HR executives and KM experts have found that developing an IT infrastructure that allows the free exchange of employee experience and expertise has increased the company's competitiveness. Many companies are now aware that timely capturing their employees collective knowledge is the only way to preserve their investments in human capital. As a result, some of them have invested to develop a corporate culture of sharing knowledge and experience, capable of convincing employees to share their expertise.

However, how to enable synergy between KM and HRM to foster open innovation is still a relatively new issue. Traditionally, innovation has been seen as the responsibility of a R&D team or of a business unit. Recent experience has shown that innovation is largely dependent on creative individuals working in an environment that spans multiple organizations and includes, beyond regular employees, consultants and suppliers. Knowledge-supported HR can play a key role in attracting and keeping the most innovative people and partners, creating a culture that supports innovation.

This workshop objective is twofold. The first goal is to provide a forum to discuss theoretical models and practical evidence on the effectiveness of knowledge-supported human resource (HR) management. The second goal is to investigate the connection between the implementation of knowledge-supported HR and the degree of open and employee-driven innovation achieved by organizations.

Topics of Interest

Topics of interest include (but are not limited to)

Tools and techniques for knowledge-supported HR

Empirical evidence of HR and KM complementarity

Competencies analysis and profile mapping

Capturing and sharing employees knowledge

IT support for knowledge-supported HR

Competence Ontologies

Interoperability of HR and KM systems

Roadmaps

IT support for fostering creativity

HR and KM practices for fostering innovation

Support for creativity and serendipity

Rewarding and profiling innovation

Audience