Research on Organizational Human Resources Knowledge Structure Model Based on the Perspective of System Engineering Methodology

Lei Zhanbo; Li Qiongyao

doi:doi:10.11648/j.ss.20211002.12

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Research on Organizational Human Resources Knowledge Structure Model Based on the Perspective of System Engineering Methodology

Lei Zhanbo, Li Qiongyao

Published in Social Sciences (Volume 10, Issue 2)

Received: 8 March 2021 Accepted: 22 March 2021 Published: 30 March 2021

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Abstract

The importance of studying organizational human resources knowledge structure is self-evident for organizational human resources selection and training. It is also significant for organizations to conduct knowledge management and gain competitive advantages. In this way, how do we understand the relationship among the knowledge structure owned by the organizational human resources, the functional levels and the business process situated, and the logical thinking applied? This is what this paper will further explore. This paper aims to help organizations define the demand structure and distribution characteristics of human resources’ functional knowledge, business process knowledge, environmental knowledge, logical thinking knowledge, based on the situated functional levels of human resources. Furthermore, it endeavors to provide a framework for determining the knowledge system and structure which are closely related to human resources selection and training. From the perspective of System Theory, each organization is an independent system. The work of any individual within the organization is one part of a system engineer. Naturally, system engineering methodology becomes its methodology. Based on the four-dimensional structure of system engineering methodology, this paper analyses human resources knowledge structure from the perspectives of function levels, environment, process and logic, and further constructs the organizational human resources knowledge four-dimensional structure model (HRKFDM). The knowledge of organizational human resources is closely related to business process, environmental conditions, function levels and thinking logic. The organizational HRKFDM shows that organizational human resources knowledge is made up with functional knowledge dimension, environmental knowledge dimension, process knowledge dimension, and logical knowledge dimension. In the problem-solving process with logical thinking and decision-making, human resources need to comprehensively use the functional knowledge, environmental knowledge, process knowledge and logical knowledge. In each knowledge dimension, the functional knowledge, environmental knowledge, process knowledge and logical knowledge requirements for grass-roots workers, middle-level workers, and senior workers follow trapezoidal distribution, yamagata distribution and trapezoidal distribution respectively. The organizational HRKFDM can be used as an important reference framework for promoting organizational learning, as well as an instruction for organizational learning, knowledge management, building a learning organization, and developing the core competence of an organization.

Published in	Social Sciences (Volume 10, Issue 2)
DOI	10.11648/j.ss.20211002.12
Page(s)	48-57
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2021. Published by Science Publishing Group

Keywords

Knowledge Structure, Human Resource Selection, Training, System Engineering Methodology, Model, Knowledge Management, Organizational Learning

References

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APA Style

Lei Zhanbo, Li Qiongyao. (2021). Research on Organizational Human Resources Knowledge Structure Model Based on the Perspective of System Engineering Methodology. Social Sciences, 10(2), 48-57. https://doi.org/10.11648/j.ss.20211002.12

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ACS Style

Lei Zhanbo; Li Qiongyao. Research on Organizational Human Resources Knowledge Structure Model Based on the Perspective of System Engineering Methodology. Soc. Sci. 2021, 10(2), 48-57. doi: 10.11648/j.ss.20211002.12

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AMA Style

Lei Zhanbo, Li Qiongyao. Research on Organizational Human Resources Knowledge Structure Model Based on the Perspective of System Engineering Methodology. Soc Sci. 2021;10(2):48-57. doi: 10.11648/j.ss.20211002.12

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@article{10.11648/j.ss.20211002.12,
  author = {Lei Zhanbo and Li Qiongyao},
  title = {Research on Organizational Human Resources Knowledge Structure Model Based on the Perspective of System Engineering Methodology},
  journal = {Social Sciences},
  volume = {10},
  number = {2},
  pages = {48-57},
  doi = {10.11648/j.ss.20211002.12},
  url = {https://doi.org/10.11648/j.ss.20211002.12},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ss.20211002.12},
  abstract = {The importance of studying organizational human resources knowledge structure is self-evident for organizational human resources selection and training. It is also significant for organizations to conduct knowledge management and gain competitive advantages. In this way, how do we understand the relationship among the knowledge structure owned by the organizational human resources, the functional levels and the business process situated, and the logical thinking applied? This is what this paper will further explore. This paper aims to help organizations define the demand structure and distribution characteristics of human resources’ functional knowledge, business process knowledge, environmental knowledge, logical thinking knowledge, based on the situated functional levels of human resources. Furthermore, it endeavors to provide a framework for determining the knowledge system and structure which are closely related to human resources selection and training. From the perspective of System Theory, each organization is an independent system. The work of any individual within the organization is one part of a system engineer. Naturally, system engineering methodology becomes its methodology. Based on the four-dimensional structure of system engineering methodology, this paper analyses human resources knowledge structure from the perspectives of function levels, environment, process and logic, and further constructs the organizational human resources knowledge four-dimensional structure model (HRKFDM). The knowledge of organizational human resources is closely related to business process, environmental conditions, function levels and thinking logic. The organizational HRKFDM shows that organizational human resources knowledge is made up with functional knowledge dimension, environmental knowledge dimension, process knowledge dimension, and logical knowledge dimension. In the problem-solving process with logical thinking and decision-making, human resources need to comprehensively use the functional knowledge, environmental knowledge, process knowledge and logical knowledge. In each knowledge dimension, the functional knowledge, environmental knowledge, process knowledge and logical knowledge requirements for grass-roots workers, middle-level workers, and senior workers follow trapezoidal distribution, yamagata distribution and trapezoidal distribution respectively. The organizational HRKFDM can be used as an important reference framework for promoting organizational learning, as well as an instruction for organizational learning, knowledge management, building a learning organization, and developing the core competence of an organization.},
 year = {2021}
}

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TY  - JOUR
T1  - Research on Organizational Human Resources Knowledge Structure Model Based on the Perspective of System Engineering Methodology
AU  - Lei Zhanbo
AU  - Li Qiongyao
Y1  - 2021/03/30
PY  - 2021
N1  - https://doi.org/10.11648/j.ss.20211002.12
DO  - 10.11648/j.ss.20211002.12
T2  - Social Sciences
JF  - Social Sciences
JO  - Social Sciences
SP  - 48
EP  - 57
PB  - Science Publishing Group
SN  - 2326-988X
UR  - https://doi.org/10.11648/j.ss.20211002.12
AB  - The importance of studying organizational human resources knowledge structure is self-evident for organizational human resources selection and training. It is also significant for organizations to conduct knowledge management and gain competitive advantages. In this way, how do we understand the relationship among the knowledge structure owned by the organizational human resources, the functional levels and the business process situated, and the logical thinking applied? This is what this paper will further explore. This paper aims to help organizations define the demand structure and distribution characteristics of human resources’ functional knowledge, business process knowledge, environmental knowledge, logical thinking knowledge, based on the situated functional levels of human resources. Furthermore, it endeavors to provide a framework for determining the knowledge system and structure which are closely related to human resources selection and training. From the perspective of System Theory, each organization is an independent system. The work of any individual within the organization is one part of a system engineer. Naturally, system engineering methodology becomes its methodology. Based on the four-dimensional structure of system engineering methodology, this paper analyses human resources knowledge structure from the perspectives of function levels, environment, process and logic, and further constructs the organizational human resources knowledge four-dimensional structure model (HRKFDM). The knowledge of organizational human resources is closely related to business process, environmental conditions, function levels and thinking logic. The organizational HRKFDM shows that organizational human resources knowledge is made up with functional knowledge dimension, environmental knowledge dimension, process knowledge dimension, and logical knowledge dimension. In the problem-solving process with logical thinking and decision-making, human resources need to comprehensively use the functional knowledge, environmental knowledge, process knowledge and logical knowledge. In each knowledge dimension, the functional knowledge, environmental knowledge, process knowledge and logical knowledge requirements for grass-roots workers, middle-level workers, and senior workers follow trapezoidal distribution, yamagata distribution and trapezoidal distribution respectively. The organizational HRKFDM can be used as an important reference framework for promoting organizational learning, as well as an instruction for organizational learning, knowledge management, building a learning organization, and developing the core competence of an organization.
VL  - 10
IS  - 2
ER  -

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Author Information

Lei Zhanbo

School of Public Policy and Administration, Xi’an Jiaotong University, Xi’an, China
Li Qiongyao

School of Public Policy and Administration, Xi’an Jiaotong University, Xi’an, China

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Lei Zhanbo, Li Qiongyao. (2021). Research on Organizational Human Resources Knowledge Structure Model Based on the Perspective of System Engineering Methodology. Social Sciences, 10(2), 48-57. https://doi.org/10.11648/j.ss.20211002.12

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ACS Style

Lei Zhanbo; Li Qiongyao. Research on Organizational Human Resources Knowledge Structure Model Based on the Perspective of System Engineering Methodology. Soc. Sci. 2021, 10(2), 48-57. doi: 10.11648/j.ss.20211002.12

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AMA Style

Lei Zhanbo, Li Qiongyao. Research on Organizational Human Resources Knowledge Structure Model Based on the Perspective of System Engineering Methodology. Soc Sci. 2021;10(2):48-57. doi: 10.11648/j.ss.20211002.12

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@article{10.11648/j.ss.20211002.12,
  author = {Lei Zhanbo and Li Qiongyao},
  title = {Research on Organizational Human Resources Knowledge Structure Model Based on the Perspective of System Engineering Methodology},
  journal = {Social Sciences},
  volume = {10},
  number = {2},
  pages = {48-57},
  doi = {10.11648/j.ss.20211002.12},
  url = {https://doi.org/10.11648/j.ss.20211002.12},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ss.20211002.12},
  abstract = {The importance of studying organizational human resources knowledge structure is self-evident for organizational human resources selection and training. It is also significant for organizations to conduct knowledge management and gain competitive advantages. In this way, how do we understand the relationship among the knowledge structure owned by the organizational human resources, the functional levels and the business process situated, and the logical thinking applied? This is what this paper will further explore. This paper aims to help organizations define the demand structure and distribution characteristics of human resources’ functional knowledge, business process knowledge, environmental knowledge, logical thinking knowledge, based on the situated functional levels of human resources. Furthermore, it endeavors to provide a framework for determining the knowledge system and structure which are closely related to human resources selection and training. From the perspective of System Theory, each organization is an independent system. The work of any individual within the organization is one part of a system engineer. Naturally, system engineering methodology becomes its methodology. Based on the four-dimensional structure of system engineering methodology, this paper analyses human resources knowledge structure from the perspectives of function levels, environment, process and logic, and further constructs the organizational human resources knowledge four-dimensional structure model (HRKFDM). The knowledge of organizational human resources is closely related to business process, environmental conditions, function levels and thinking logic. The organizational HRKFDM shows that organizational human resources knowledge is made up with functional knowledge dimension, environmental knowledge dimension, process knowledge dimension, and logical knowledge dimension. In the problem-solving process with logical thinking and decision-making, human resources need to comprehensively use the functional knowledge, environmental knowledge, process knowledge and logical knowledge. In each knowledge dimension, the functional knowledge, environmental knowledge, process knowledge and logical knowledge requirements for grass-roots workers, middle-level workers, and senior workers follow trapezoidal distribution, yamagata distribution and trapezoidal distribution respectively. The organizational HRKFDM can be used as an important reference framework for promoting organizational learning, as well as an instruction for organizational learning, knowledge management, building a learning organization, and developing the core competence of an organization.},
 year = {2021}
}

Copy | Download

TY  - JOUR
T1  - Research on Organizational Human Resources Knowledge Structure Model Based on the Perspective of System Engineering Methodology
AU  - Lei Zhanbo
AU  - Li Qiongyao
Y1  - 2021/03/30
PY  - 2021
N1  - https://doi.org/10.11648/j.ss.20211002.12
DO  - 10.11648/j.ss.20211002.12
T2  - Social Sciences
JF  - Social Sciences
JO  - Social Sciences
SP  - 48
EP  - 57
PB  - Science Publishing Group
SN  - 2326-988X
UR  - https://doi.org/10.11648/j.ss.20211002.12
AB  - The importance of studying organizational human resources knowledge structure is self-evident for organizational human resources selection and training. It is also significant for organizations to conduct knowledge management and gain competitive advantages. In this way, how do we understand the relationship among the knowledge structure owned by the organizational human resources, the functional levels and the business process situated, and the logical thinking applied? This is what this paper will further explore. This paper aims to help organizations define the demand structure and distribution characteristics of human resources’ functional knowledge, business process knowledge, environmental knowledge, logical thinking knowledge, based on the situated functional levels of human resources. Furthermore, it endeavors to provide a framework for determining the knowledge system and structure which are closely related to human resources selection and training. From the perspective of System Theory, each organization is an independent system. The work of any individual within the organization is one part of a system engineer. Naturally, system engineering methodology becomes its methodology. Based on the four-dimensional structure of system engineering methodology, this paper analyses human resources knowledge structure from the perspectives of function levels, environment, process and logic, and further constructs the organizational human resources knowledge four-dimensional structure model (HRKFDM). The knowledge of organizational human resources is closely related to business process, environmental conditions, function levels and thinking logic. The organizational HRKFDM shows that organizational human resources knowledge is made up with functional knowledge dimension, environmental knowledge dimension, process knowledge dimension, and logical knowledge dimension. In the problem-solving process with logical thinking and decision-making, human resources need to comprehensively use the functional knowledge, environmental knowledge, process knowledge and logical knowledge. In each knowledge dimension, the functional knowledge, environmental knowledge, process knowledge and logical knowledge requirements for grass-roots workers, middle-level workers, and senior workers follow trapezoidal distribution, yamagata distribution and trapezoidal distribution respectively. The organizational HRKFDM can be used as an important reference framework for promoting organizational learning, as well as an instruction for organizational learning, knowledge management, building a learning organization, and developing the core competence of an organization.
VL  - 10
IS  - 2
ER  -

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