Beyond KM, CM, and HR

New Methodology Required for Knowledge Management, Mergers and Acquisitions, Change Management and HR Management

At organizations individuals work and generate results. Interactions of individuals forms groups and the combined efforts shaped the performance of an organization. Why some individuals/groups perform good and some do not? This is always a difficult question in an organization.

We will proceed towards answering this question, however, before answering we have to understand some concepts the organizational vertical knowlede, human motivation, and human capitals.

Improvement in Organizational behavior and social relationships among employees indeed have an impact on the overall organizational performance. Organizations who understand the importance of improvement in their work culture, always keen to develop a motivational environment for the work force. Organizations who don't feel the importance of improvement in social culture at the work place, most of the time, fail to motivate their employees to gear up their performance for them. This also reflects the thought process of the top management that how they treat the work force either cost or asset.

The organizational theory has been transformed significantly form 20^th century to 21^st century and idea of work, workers, and knowledge have changed. In 20^th century the workers were treated as cost which always has to be controlled and monitored and the work was segmented as an individual task. However, in 21^st century, specifically during the economic slum the significance of optimal utilization and combined effort of work force has considerably increased. In the last decade there are several new posts got importance regarding knowledge management, organizational behavioral development, optimal utilization of human capital (The new science of Human Capital) which might never had such a great importance before.

The organizations who only belief on their fixed asset like real state, money in hand/flow and don't include their work force in their capital or asset have loosed a lot in the past years. The price of real state decline all round the world, the cash flow drastically damaged with the economic crisis however, the humans are there with their full capabilities.

This is the time to realize to treat the work force as the human capital or asset for the organization. This understanding will develop two way trust relation within the employee and employers. The work force will better feeling of owner ship in an organization or organization with better social relationships among the work force tends to exhibit better performance in time of stress and crises.

This is the time of acquisitions, mergers and change management. Leadership is getting change so quickly, the change management demands a lot of knowledge inside the organization to retain the real human capital within the organization. Similarly, during the mergers the performance evaluation record produced by the managers will not be sufficient for the top management to attract the real players within the organization.

This all demand a new science, a new methodology with new dimensions to give insight to the top management to peep inside within the employees about 'who knows what', 'who knows whom', ' who is the real player' and 'where ideas get bottleneck'.