THE ROLE OF BOTH ENVIRONMENTAL FACTORS AND KNOWLEDGE MANAGEMENT IN HUMAN RESOURCE MANAGEMENT PROCESSES AND PERFORMANCE APPLIED STUDY ON ELECTRICITY HOLDING COMPANY EGYPT

The objective of this research is to study the relationship between environmental factors (physical (noise, light)) and knowledge management and human resource management, which is the focus of most writers and researchers in the field of human resource management, which depends on the practices of this department.
The study based on the hypotheses and the existence of a relationship of statistical significance between the physical factors (noise, light) as well as knowledge management, and the performance of human resources.
 The researchers relied on the analytical descriptive approach because it achieves the objectives of the study, through the method of development which is based on the extraction of specific ideas from a general phenomenon.
 The researchers used the questionnaire as a tool to test the relationship between search variables. The research community included all 2557 employees of the Egyptian Electricity Holding Company (EEHC). The sample size was 334 employees.
 The research took into consideration the environmental factors (physical), knowledge management, and human resources management through a strategic perspective in light of developments and rapid environmental changes in the fields of management. The practical framework of the study included analysis of the impact and correlation between the variables of the study.
 The most important results were the validity of acceptance of the research hypotheses. The field study showed that the company employees prefer to work quietly. The availability of the physical conditions in the company leads to increased performance of human resources management. Knowledge management is essential for the survival of the company and maintaining its competitiveness. A close relationship between knowledge management and the company's ability to survive and grow, and there is consensus among respondents about the organizational culture, organizational commitment and employee satisfaction, which shows that the employees of the company agree that employee loyalty must be the place of work in which he works.
 The most important recommendations were: to take care of the work environment and work on developing and improving it; the need for a knowledge department to collect, document, store, implement, and share information among the employees of the company; to pay attention to the impact of organizational culture and organizational commitment on the performance of employees; Employees are newly achievable and set goals for performance assessment.