KNOWLEDGE MANAGEMENT
Knowledge Management (KM) is a cluster of strategies and practices of the people in the organization. Its objectives are to identify, represent, distribute, and enable to adopt people’s insights and experiences. Both insights and experiences are acquired by the individuals from the embedded culture and practices within the organization or it is already instill in their individual personality. KM also includes the courses taught in the fields of business administration, information systems, management, and library information on sciences, media, computer science, public health and public management. There are many companies, as well as non profit organizations that give internal effort and focus to Knowledge Management. KM is a part of the company’s marketing strategies, information technology and human resource management; that aims to achieve improved performance, competitive advantage, innovation, integration, education and continuous development of the company. Furthermore, knowledge management’s ideas are based on the practical and theoretical aspects experienced by the employees, practitioners and professionals. And, the most important part of knowledge management is the intellectual capital of the organizations; and it refers to the work force or employees of the company.
(http://www.systems-thinking.org/kmgmt/kmgmt.htm)
There are three aspects that knowledge management taught to working individuals to polish on or to be good at. First is the Techno-centric aspect, which focuses on the technology development, knowledge sharing and creation among other colleagues. Second is the organizational aspect, which focuses on how an organization designs and facilitates knowledge process and procedure. Third is the ecological aspect, which centers on the interrelationships of different individuals in the organization; which is also associated with knowledge, environmental factors such as complex adaptive system and natural ecosystem. Additionally, there are various frameworks, in order to identify the different types of “knowledge” exist within the organization; one framework is the dimensions of knowledge, this distinguishes the differences between the tacit and explicit knowledge of the people. Moreover, tacit knowledge represents internal knowledge or mental capability of an individual on how to accomplish efficiently and effectively a given task. On the other hand, explicit knowledge corresponds to the interrelating ability of each individual on how he or she communicates with other people in the organization. (http://www.brint.com/km/)
Accordingly, there are strategies that need to be given focus, in order to make Knowledge Management become more effective and useful within the organization. Usually, various companies have already tried various knowledge capture incentives. This is providing mandatory and incorporating rewards for the employee’s excellent performance. This way, the management can easily measure the performance’s capability of each employee. Another strategy to measure the knowledge management of every individual is through push strategy or codification approach to KM. Next strategy is making knowledge requests from the bosses on a specific task or job. In doing this, business experts can easily provide their own assessment about the individual’s knowledge. Aside from the strategies mentioned, there are still more knowledge management strategies such as cross-project learning, after action reviews, storytelling as a way of transferring tacit knowledge. In the same way, knowledge mapping about the company, its products and services and its people is very important too, to gauge the knowledge management of every employee. All these strategies are only few of the many numbers of knowledge management strategies in the business.
(http://searchdomino.techtarget.com/definition/knowledge-management)
Based on the various researches, Knowledge Management becomes successful and effective if it is internalized tacit knowledge is converted into explicit knowledge; in order to share it to other people in the organization. However, similar effort must be made by every individual to be able to have a meaningful personal knowledge and experience from the KM effort made. Relatively, the “knowledge manager: has a very significant role to play, to be able to gain creation and maintenance of the stock knowledge of every employee; it typically involves influencing his or her with the company’s culture towards the improved and advanced sharing, reusing, learning, collaborating and innovating of the knowledge he or she acquired. An effective and versatile manager has the ability to varied skills portfolio, and still manages to be comfortable in conceptualizing and organizing organizational behavior, culture, branding and marketing of the company’s products and services; associated with modern technology. In the final note, Knowledge Management System helps many employees to achieve a better access to the organization’s documented facts, sources of information and solutions. A KMS offers incorporated services for networks of participants such as knowledge workers and knowledge-intensive businessmen. And, KMS can be used for various fields that include virtual organizations, societies, media contents, interactions, projects, works, networks, departments, privileges roles and other active users of KMS. The goal of this system is to generate knowledge and to achieve better output by using innovative formats and interfaces as different forms of communication channels in every field.
(http://searchdomino.techtarget.com/definition/knowledge-management)
References:
(http://www.systems-thinking.org/kmgmt/kmgmt.htm)
(http://searchdomino.techtarget.com/definition/knowledge-management)
(http://searchdomino.techtarget.com/definition/knowledge-management)
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