An intellectual capital perspective of human resource strategies and practices

Abstract

Previous research has investigated the relationships between intellectual capital (IC) and human resource management (HRM). Others have described the link between IC and strategic initiatives in an organization including strategic human resource management (SHRM). However, little systematic work has been done to develop a holistic overview of connections between the three concepts. Through an analysis of the recent IC literature and the literature that discusses IC, SHRM and HRM, this paper argues that not only are the three concepts closely connected, but also IC should play a key role in SHRM processes and HRM practices in organizations. The strategic connections also demonstrate that IC can be conceptualized as a holistic partner to both SHRM and HRM; thus, adding strong support for the need to measure IC accurately. A theoretical framework is proposed to illustrate IC, SHRM and HRM connections. Finally, the paper suggests directions for future research.

Keywords:

• intellectual capital
• knowledge management strategy
• strategic human resource management
• human resource management

Additional information

Notes on contributors

Eric Kong

About the authors

Eric Kong is a Senior Lecturer at the School of Management & Marketing, University of Southern Queensland, Australia. He completed his Ph.D. in Strategic Management at Monash University, Australia. He also holds a Master of Science in Quality Management from the University of Paisley, United Kingdom and a Postgraduate Diploma in Training from the University of Leicester, United Kingdom. Prior to joining academia, Eric worked in Human Resources and Training & Development in the private sector for 10 years. His current research interests include intellectual capital, knowledge management, non-profit management, strategic management and governance. Eric is a member of Academy of Management (AOM) and Australian and New Zealand Academy of Management (ANZAM).

S Bruce Thomson

S. Bruce Thomson is an Assistant Professor in the Department of Business at St. Georges University. His primary research focus is diversity management with a particular interest in religion in the workplace and how employees manage the religious diversity of their co-workers. Other research interests include strategic human resource management, human resource management in China, job turnover, ethics and qualitative research methods. His work has been published in several international academic journals including Human Resource Management, International Journal of Human Resource Management, International Journal of Human Resources Development and Management and Qualitative Inquiry. Before entering academia he owned and operated his own businesses, which included bookstores, a furniture design and manufacturing enterprise and a consulting business.