Knowledge Management

Organizational efficiency depends upon the knowledge of human resources. Knowledge management is the utilization of the capacity of employee with information, technology, research, and management. Generally, knowledge means strategy, practice, insights, experiences and methods. But it only becomes knowledge when one is able to realize and understand the patterns and their implications. In an organization, employees traditionally added value to organizational work because of what they did or because of what they did or because of their experience. In modern information age, however, employees add values because of what they know. Knowledge management is concerned with facilitating, the creating, sharing, combining, transferring and applications of organizational knowledge. Knowledge management emerged as a scientific discipline in the earlier 1990s. Due to it, knowledge management discipline has been gradually moving towards academic maturity.

Types of knowledge management perspectives

  • Organizational: With a focus on how an organization can be designed to facilitate knowledge processes best.
  • Techno-centric: With a focus on technology, ideally those that enhance knowledge sharing and creation.
  • Ecological: With the focus on interaction of people, identity, knowledge and environmental factors as a complex adaptive system a kin to a natural ecosystem.

In brief knowledge management means

  • Focus on organizational goals, knowledge and process of sharing,
  • Making organizational knowledge visible and accessible,
  • Fostering knowledge creating and sharing communities,
  • When possible, externalizing relatively tact knowledge and documenting it.

Types of organizational knowledge

Tacit vs implicit vs explicit knowledge

Explicit Knowledge

Explicit knowledge is the most basic form of knowledge and is easy to pass along because it’s written down and accessible. When data is processed, organized, structured, and interpreted, the result is explicit knowledge. Explicit knowledge is easily articulated, recorded, communicated, and most importantly in the world of knowledge management, stored.

Examples: data sheets, white papers, research reports, etc. are all explicit knowledge.

Implicit Knowledge

Implicit knowledge is the practical application of explicit knowledge. There are likely instances of implicit knowledge all around your organization. For example, consider asking an experienced person how to perform a task. This could spark a conversation about the range of options to perform the task, as well as the potential outcomes, leading to a thoughtful process to determine the best course of action. It is that person's implicit knowledge that educates the conversation of how to do something and what could happen. Additionally, best practices and skills that are transferable from job to job are examples of implicit knowledge.

Tacit Knowledge

Tacit knowledge is the knowledge that we possess that is garnered from personal experience and context. It’s the information that, if asked, would be the most difficult to write down, articulate, or present in a tangible form. Example: a certain task that you know automatically due to your performance on that task like, your own food recipe, your job as a sales person, etc.

Your tacit knowledge always keeps on increasing.

Objectives of knowledge management:

  1. To create the knowledge.
  2. To making knowledge visible and applicable.
  3. To encourage knowledge sharing and transfer (as opposed to knowledge hoarding).
  4. To build knowledge infrastructure.
  5. To develop knowledge focused culture.
  6. To promote knowledge, focused communities’ knowledge creation. storage/retrieval, sharing/transfer, application.
  7. To minimize the cost of training and development.
  8. To put pressure on revenue productivity.

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