Knowledge management (KM) and human resource management (HRM) are closely related, since they both manage knowledge-based intangible assets that create and maintain a competitive advantage. In this research, we aim to show how KM contributes to human resource development (HRD) by systematically reviewing the empirical literature of the last 20 years (2000 to 2019). The results show that six KM processes contribute to seven dimensions of HRD to different degrees. KM contributes mostly to individual and professional HRD. The two most relevant KM processes in this relation are the creation and sharing of knowledge. The findings indicate an underuse of KM in technological, organizational, and social HRDs that should alert managers. The contribution of this study regards the identification of these seven dimensions of HRD and the effects that KM processes have on them. This contribution provides theoretical guidance on the relation between KM processes and HRD dimensions that leads to managerial implications for organizations.

知识管理 (KM) 和人力资源管理 (HRM) 密切相关，因为它们都管理以知识为基础的无形资产，从而创造并保持竞争优势。在这项研究中，我们旨在通过系统地回顾过去 20 年（2000 年至 2019 年）的实证文献来展示知识管理如何为人力资源开发 (HRD) 做出贡献。结果表明，六个知识管理过程对人力资源开发的七个维度有不同程度的贡献。KM 主要为个人和专业 HRD 做出贡献。在这种关系中，两个最相关的知识管理过程是知识的创造和共享。调查结果表明，知识管理在技术、组织和社会 HRD 中使用不足，应该提醒管理者。本研究的贡献在于确定 HRD 的这七个维度以及 KM 流程对它们的影响。这一贡献为 KM 流程和 HRD 维度之间的关系提供了理论指导，从而对组织产生管理影响。