Identifying and Explaining Effective Factors and Outcomes of Human Resources Knowledge Architecture Using Mixed approach

Extended Abstract Abstract Human Resources Knowledge Architecture An important tool for evaluating the implicit knowledge of human resources is the integrated framework for explaining, deducing and maintaining employee knowledge in line with the organization's strategic goals. The present study aims Identification and explanation Effective factors and outcomes of Human Resources Knowledge Architecture Using approach Delphi Fuzzy In knowledge-based organizations conducted. This approach combined with quantitative and qualitative research among the preceding studies on inductive deductive paradigm is that in terms of purpose, functional and terms of the nature and methods descriptive. The statistical population of the present study consists of knowledge workers of Lorestan province, whose 30 experts have been selected based on the principle of theoretical adequacy and using a targeted sampling method. In the qualitative part of the study, semi-structured interviews were used for data collection. The validity and reliability of the questionnaire were verified using CVR coefficient and Kaplan-Cohen test. In addition, a quantitative comparison questionnaire was used to collect information. The validity and reliability of the questionnaire was verified using content validity and re-test. In the qualitative section, the data obtained from the interview were analyzed using the Atlas.ti software and the coding method. And the human resources knowledge architects has been identified. Also, in the quantitative part of the research, using the Delphi Fuzzy technique, the prioritization of human resource knowledge architectures and extensions was made and the most important factors and consequences were identified. The results of the research indicate that among the Antecedents in human resource knowledge architecture Technology Infrastructure, Capabilities and skills of employees, Employee behavior (actions), How (Why) Knowledge Transformation And the accumulation and storage of knowledge (content) as the main factors creating the knowledge architecture in knowledge-based organizations. Also, the results showed that Increasing creativity and innovation, Leading organization, Retrieve and improve knowledge, organizational agility, Sustainable competitive advantage and organizational learning Including most important Postgraduates or implications of human resource knowledge architecture is in student organizations. Introduction With close look at the rapid and increasing