Human Resource Management and Knowledge Management Practices in Nepalese Pharmaceutical Companies
- Author Tara Prashad Gautam
- Co-Author Dipak Mahat
- DOI 10.17605/O
- Country : Nepal
- Subject : HRM
Keywords : Human resource management practice, Knowledge management, Pharmaceutical
Abstract
The purpose of this article is to look at the HRM and knowledge management techniques in Nepalese pharmaceutical enterprises. A standardized questionnaire was created and sent to 576 workers from 37 pharmaceutical businesses. Statistical correlation analysis was used to analyze the HRM between knowledge management and HRM. According to the survey, employees at pharmaceutical firms are satisfied with their organizations' recruitment and selecting policies and procedures, as well as their training and development policies and practices. Human resource planning, working conditions, compensation policies, performance appraisals, and labor relations, on the other hand, are unsatisfactory to employees. The study suggests that the knowledge management practice of manufacturing industries. The key components of knowledge management are recognition, benchmarking, value creation, employee value, opportunities to experiment and learn about products and services, opportunities to experiment and learn about customers, knowledge sharing, transfer, opportunities to experiment and learn about technologies and internal operations, external sources of knowledge, and value creation. Regarding, knowledge management, out of these, more focus was given to explicit knowledge as part strategic planning. Benchmarking and giving value to employees is also important for creating knowledge in the organization.
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