Knowledge management for an organization

Knowledge management for an organization

 

INTRODUCTION:

Knowledge management is a broad process of identifying, managing, modifying and using information and expertise within an organization. The overall knowledge management process is supported by four key functions, such as leadership, culture, technology and measurement. Knowledge Management stores and shares knowledge, understanding and expertise gathered in an organization with its processes, methods and activities. It is an important source of knowledge. As Ulrich (1998: 126) has noted, knowledge has become a direct competitive advantage for firms that sell knowledge and ideas.

Knowledge management is of great concern to people and how they acquire, exchange and disseminate knowledge about information technology. It therefore becomes an important area for the HR practitioner who is in a strong position to influence this aspect of public management. It is linked to organizational learning.

Knowledge Management Definition:

Knowledge management is about gaining knowledge from those who need to increase the performance of the organization. Knowledge management strategies encourage people to share knowledge by connecting with people and sharing information so that they learn from documented experiences.

Knowledge Management Scarborough et al (1999) defined: 'To create knowledge, make, and capture, share and use, where, they propose organizational knowledge and processes as a result of organizational learning and the development of COL in organizations to improve the performance of any process. Knowledge management is concerned with the flow of both stocks and knowledge.

Picture 02, Benefits of knowledge Management

The objectives of knowledge management-

Key objectives of knowledge management are

01. Enhance / Improve Internal Cooperation between Employer and Employee and Improve Cooperation between Employees

02. Enhance / Improve External Support

03. Catch / record / share best practices

04. Improve customer relationships and its management

05. Create better project work-spaces and their management

06. Improving documents and protecting proprietary materials

07. A smooth transition from retirees to recruiting heirs to fill their posts

08. Reduce corporation memory loss and rest

09. Identify the most important source of knowledge and the most important fields, so that the organization

10. Develop a toolkit of methods that individuals, groups and organizations can use to mitigate the potential loss of capital

Knowledge management strategies-
There are two strategies/ two approach have been identified by Hansen et al (1999): the codification strategy and the personalization strategy

The Codification strategy:

‘Knowledge is carefully codified and stored in database where it can be accessed and used easily by anyone in the organization. Knowledge is explicit and its codified using a ‘people-to-document’ approach. This strategy is therefore document driven’

The Personalization strategy:

Knowledge is closely tied to the person who has developed it and is shared mainly through direct person-to person contract. This is a ‘person-to- person approach that involves ensuring that tacit knowledge is passed on. The exchange is achieved by creating networks and encouraging face-to-face communication between individual and terms by means of informal conference, workshops, communities of practice, brainstorming and one-to-one sessions

Conclusion-

Knowledge management is about gaining knowledge from those who need to increase the performance of the organization. Without a firm for knowledge management in an organization it can slow down the progress of the organization. So this concept is very important to improve the best work environment in the organization.

References-

Armstrong, M. and Stephen Taylor (2014) Armstrong Handbook of Human Resource management practice, 13^th edition

Boxall, P and Purcell, J (2000) strategic human resource management

Mecklenberg, S, Deering, A and Sharp, D (1999) Knowledge management