Written by: Hakim A.
Abstract
Knowledge Management (KM) and Strategic workforce planing (SWP) are two different approaches at the operational level but they have the same purpose at the strategic level. Both are aimed at organizational performance where each individual benefits from the opportunity to develop his or her skills and career development and through this the organization achieves its strategic objectives and adapts to changes and developments in relation to its external environment.
The KM can be attributed to the SWP because it represents an action of structuring and sharing of knowledge between the members of the organization, but also it facilitates the task to the HR managers to create a knowledge memory that can be at the service of the action plan of the management of jobs and competences, this approach of anticipation of the needs of the human resources between the current and the expected in its turn can influence the KM action in the sense of enlightening to the organization who are the people who need to benefit from the actions of the KM.
The KM action can be located after the diagnosis of the SWP but it is not necessarily linked to the process established by the SWP to be exercised. In other words, the KM above all is an organizational culture established in the minds of partners and employees, and a willingness taken by the top management through the midle management towards the most operational level. On the other hand, the SWP is a purely operational approach that aims at anticipating the HR between the existing and the planned.
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