Knowledge Management and Transfer Concepts
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The document discusses knowledge, knowledge management, and knowledge transfer. It defines knowledge as the capacity for effective decision-making in organizational contexts. Knowledge management involves practices used to create, capture, and distribute knowledge across an organization. Knowledge transfer is an aspect of knowledge management that involves transferring knowledge to others through methods like on-the-job training. There are two types of knowledge: tacit knowledge which is difficult to share and resides in people's heads, and explicit knowledge which is easier to capture and share in documents and databases. The document outlines various processes and approaches for knowledge transfer within an organization.
Knowledge Management and Transfer Concepts
- 2. Knowledge, Knowledge Management, Knowledge Transfer Knowledge Capacity for effective actions or decision-making in the context of organizational activity. Knowledge Management (KM) Practices used in creating or finding, capturing, and distributing knowledge for reuse, awareness and learning across the organization. Knowledge Transfer An aspect of KM that already exists through OJT, training, and organizational assets--transferring knowledge to others.* The knowledge must both be learned and be useable in a relevant context; if both conditions do not exist, the knowledge has not been transferred. 2
- 3. Types of Knowledge: Tacit or Know-How Knowledge that people carry in their heads. It often resembles intuition. This knowledge is often difficult to share because the people who possess it do not often access it to communicate it. This knowledge often provides context for ideas, experiences, people, and places and is not easily captured. Mentoring/Coaching Communities of Practice (CoP) Job Sharing OJT Storytelling After-Action Reviews (AAR) Simulator training 3
- 4. Types of Knowledge: Explicit or Know-What Often based on established work processes. Relatively easy to capture and store in databases and documents. It is shared with a high degree of accuracy. It may be either structured or unstructured: •Structured – Data elements that are organized in a particular way for future retrieval, e.g. documents, databases, and spreadsheets •Unstructured – Information not referenced for retrieval, e.g. emails, images, audio or video selections Documentation and Procedures Training SME On-line learning Knowledge database Best practice database Conference calls Interviews and debriefing 4
- 5. Knowledge Transfer Process • Determine what knowledge must be transferred. • Be able to articulate why the knowledge must be transferred. • Determine to whom the knowledge is to be transferred. • Determine how the knowledge will be transferred. • Transfer the knowledge. • Test knowledge transfer by observing its recall and use. 5
- 6. Creating, using and sharing tacit and explicit knowledge 6
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- 8. Approach to Knowledge Transfer • Project Mgmnt approach – Problem statement – Charter – Stakeholder identification and analysis – Requirements – Success criteria – Risk analysis 8
- 9. • See the bigger picture…. What’s the mission or objective? How does that tie to the business objectives? – Becoming a learning agile organization…. • Knowledge practitioners • Rewards and recognition • What’s the goal or desired outcomes? – Collecting: Sustain knowledge • Build knowledge repositories • Manage knowledge as an asset – Connecting: Help people find organizational knowledge and share • Increase knowledge access – Increase collaboration and facilitate knowledge creation and sharing • Enhance knowledge environment • What’s the plan? Target the knowledge and expertise that should be shared – Example of Tools • • • • • Knowledge loss risk assessment Knowledge transfer plan – prioritize based on importance and impact Knowledge transfer form Knowledge audit - What do we know? Knowledge mapping (source, development, structure) - Where is it in the organization? 9
- 10. • See the bigger picture…. What’s the mission or objective? How does that tie to the business objectives? – Becoming a learning agile organization…. • Knowledge practitioners • Rewards and recognition • What’s the goal or desired outcomes? – Collecting: Sustain knowledge • Build knowledge repositories • Manage knowledge as an asset – Connecting: Help people find organizational knowledge and share • Increase knowledge access – Increase collaboration and facilitate knowledge creation and sharing • Enhance knowledge environment • What’s the plan? Target the knowledge and expertise that should be shared – Example of Tools • • • • • Knowledge loss risk assessment Knowledge transfer plan – prioritize based on importance and impact Knowledge transfer form Knowledge audit - What do we know? Knowledge mapping (source, development, structure) - Where is it in the organization? 9