| Summary: | The purpose of this study is to determine whether the relationships exist between (a) HRM practices; (b) KM practices and (c) organizational competitiveness.In addition, this study also researches whether the use of
HRM/KM within the firm leads to the creation of organizational competitiveness between organization that practice HRM/KM and those that do not.A survey is conducted amongst
MSC status organizations to determine a common
practice of KM and to determine the degree of practices of both HRM/KM.The study determines the relationship between each pair of HRM/KM practices as well organizational competitiveness levels.Organizational competitiveness is assessed by an established measure which integrate the types of innovation and types of performance measures subjectively, namely; comparative performance measure and internal performance measure. HRM/KM practices are assessed from middle level managers both in the area of HRM and
non HRM.Result of this research found that there is a positive relationship between HRM/KM practices and organizational competitiveness.Also, results indicate
that there are significant differences in the perception of KM/HRM practices among various MSC status organizations, which had KM in place and those that do not.
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