知識經營과 勞使關係의 變化 - 協力的 勞使共同體로 發展하기 위한 提案

Abstract

Under the pressure of competition and efficiency in the 21st century. many firms need to adopt the system of knowledge management. While its importance and usage are discussed by researchers and practitioners, most research about it focus on the information technology using computers and telecommunication. However, knowledge management has tremendous effects on human resource management and industrial relations. This paper raises some issues around the impact of knowledge management on HR/IR areas and suggests resolutions for those problems. As knowledge management is adopted and used as a main strategy, work system changes into a IT-relied system; organizational structure changes into a flat structure: and motivation system more and more emphasizes ability and outcome. These changes are hot issues to employees as well as to employers. Employees are highly interested in the working methods, working rules, organizational hierarchy, and pay and promotion systems. This means that if knowledge management is to successfully operate, a new employee-employer relationship is necessary. This paper suggests it in the form of cooperative labor-management partnership. It has three components: high-involvement organization. constructive conflict management, and bottom-up communication.