What is the strategic focus mean? It can be explained as to predetermine the ner term course of action and direct all business processes and functional activities to the collective priority of the organization for the year as a mangerial planning function. Expected organizational key results areas are also made known. So if the organization can predetermine that whether it ought how to do action and follow the correct directions to implement its functional activities to all business processes. It will bring effective human resource strategic plan to implement to achieve excellent employee performance result. Otherwise, if the organization cn not predetermine that whether it ought how to do action and follow the wrong directions to implement its functional activities to all business processes. It will not bring effective human resource strategic plan to implement to achieve excellent employee performance result. Thus, direct directions to strategic focus plan is a important factor to influence the organization's human resource strategic plan success in order to achieve either excellent employee performance result or poor employee performance result.How can human resource management influence to strategic focus ? HRM can be defined: hiring and developing employees, so that they become more valuable to influence the organization's strategic focus whether it is success or fail. HRM includes: conducting job analyses, planning personnel needs, and recruitment, selecting the right people for the jobs, orienting and training, determining and managing wages and salaries, providing benefits and incentives, appraising performance, resolving disputes and communication with all employees at al levels. Som these elements will influence whether the organization can bring either excellent employee performance result or poor employee performance result.Why does knowledge management can improve some organizations' employee performance to be better? Knowledge management is about developing, sharing and applying knowledge within the organization to gain a competitive advantage. It has argued that knowledge is dependent on people, and that HRM activities, such as recruitment and selection, education and development, performance management and pay/rewards as well as the creation of a learning culture are important for managing knowledge within organizations.However, knowledge is either explicit or implicit. In this classification, explicit knowledge is considered to be formal and objective, and can be numbers and specifications. It can therefore be transferred via formal and systematic methods in the form of rules, procedures. Otherwise, implicit knowledge is subjective, situational, and is tied to the knower's experience. This makes it difficult to formalize, document and communicate to others. Insights, personal beliefs and skills and using a rule to solve a complex problem are example of implicit knowlege, such as learning computer software designing knowledge is one kind of implicit knowledge. So, implicit knowledge can be shared in relational situations, such as mentorships, and coaching and through in-house trainings, where experienced employees are encouraged to share their experiences with their STAFFS.