Knowledge management and knowledge transfer in HRM in light of empirical researches

Abstract

AIMS OF THE PAPER
As an important function of maintaining a successful business is successfid knowledge management (KM) and knowledge transfer. An important basis for the management of international companies is how they can deliver the knowledge they need to operate for their local subsidiaries The role and actual activity of HR is a highly controversial issue in the literature on the functioning of the knowledge management system. According to the human resource preference, corporate HR needs to play a key role in the management of KM, while technology-centered thinking means managing knowledge in a company-integrated way rather than managing a management tool assigned to other organizational units. In this article, we are looking for ways to solve this in the Human Resource Management (HRM) area.

METODOLOGY
As part of a longitudinal study, we will analyze what findings can be screened in this area based on our empirical surveys 2011-2013 and 2015-2016. Based on the results of this study it can be concluded that the HR practice of the participating companies did not fundamentally differs from each other. In both researches, four countries participated, Hungary, Romania, Slovakia and Poland. The questionnaire questions remained unchanged in the studies.

MOST IMPORTANT RESULTS
Based on the results of the investigations, it was found that HR practices of the companies participating in the research were not fundamentally different.

RECOMMENDATIONS
The HR practices of subsidiaries in Central and Eastern European countries were essentially convergence between countries. This is confirmed by the fact that, in the two examined period, most of the subsidiaries included in the research have come to the fore after the crisis growth and market expansion. Analyzing the areas of HR, the divergence among the participants was basically identified in the modes of knowledge transfer.