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Transcript of Knowledge Management
Knowledge management comes into practice?
Ikujiro Nonaka （1990）:
As the organization moves in the direction of innovation, creative chaos is amplified to focus on the specific contradictions that need to be resolved in order to solve the problem.
These contradictions produce a demand for a new perspective.
Mark Thompson （2005）:
The use of non standard approach is one viable way to directly seeding future communities of practice.
HRM in Knowledge Management
-Facts or ideas acquired by study, investigation, observation, or experience.
DP’s main business: Installing, repairing and servicing heating equipment.
The engineers will be allocated and isolated geographically.
The restructuring project has
establish regional center
as a substitution of offices and depots.
DP also applies a series of
mechanisms for knowledge management
The best training the engineers saw was still the informal training.
Achieving participation in knowledge management initiatives:
-worker motivation is key to achieving participation in knowledge management initiatives:
HRM in Knowledge Management
HRM in Knowledge Management
Complexity of Knowledge
The type of knowledge which has been or can be articulated, codified, and stored in certain media.
The type of knowledge which people carry in their mind, and is, therefore, difficult to access.
History of Knowledge Management
1. Knowledge and KM - Emilie
2. HRM practices in KM - Jenita
3. Open question - Adrianne
source from: Merriam-Webster Dictionary
Part two: Helping knowledge workers to share knowledge
Building facilities for workers to share. ( eg. staff lounge) -- informal
Making convenient channels for them to share and discuss(eg. forum) -- informal and formal
Knowledge and skills sharing meetings or feedback meetings -- formal
1.Preventing knowledge loss by developing loyalty
-Create organizational loyalty in staff
－Two types loyalty
-Socially integrative strategy
Part one: Motivation
1. Recruitment & selection
Way 1: values and attitudes fitness
Way 2: personality tests
2.Creating/ sustaining appropriate culture
－ Organizational culture that is conductive to
knowledge sharing / use/ development.
－ Challenging and fulfilling work
－ Give high levels of autonomy
－ Allow the development of social capital between
－ Reflect the particular approach to knowledge management an organization adopts
－ Investments focus on developing workers
5. Reward and performance appraisal
－ Individually focused financial rewards
(weakness: reduce willingness of people to share knowledge just for the organizational interest)
Making knowledge- related rewards group rather individual.
Non-financial rewards such as recognition
2. Protecting knowledge when down size
1. The existence of interpersonal trust and good working relations among co-workers.
2. The existence of trust and good interpersonal relations between workers and their managers.
3. Proper recognition and reward for work efforts and use of individual knowledge.
Structural factors affecting the willingness of workers
to participate in KM initiatives:
a. Possessing specialist knowledge.
b. The nature of employment relationship.
c. The potential for interpersonal/group conflict that exists in all organizations.
1. As the engineers in Domestic Powerco, what are the advantages of informal training in depots?
2. As the engineers in Domestic Powerco, what are the disadvantages of new mechanisms?
(For HR managers)
1. As an HR manager with Domestic Powerco how could you better manage your knowledge workers?
2. Is there more that could be done with its payment and reward system to encourage/reward appropriate knowledge sharing behaviors among engineers?
-Number of theorists contributed to the evaluation of KM.
-Knowledge as a competitive asset was apparent
-Managing knowledge that relied on work done in artificial intelligence and expert systems.
-Knowledge management related articles began appearing in journals and books.
In 90's Until Now
-' Knowledge Society'
20% EXIST in name only
20% time projects aren’t projects you can do instead of doing your regular job for a whole day every week.
It’s “stuff that you’ve got to do beyond your regular job.”
1) Redundant, overlapping Organization: A Japanese Approach to managing the innovation process
2） Structural and Epistemic Parameters in CoP
3) Businessinsider‘s report on MAR 15 2012, 3:11 AM
" Knowledge management is the discipline of enabling individuals, teams and entire organizations to collectively and systematically create, share and apply knowledge, to better achieve their objectives."
source from: Rong Young, CEO/CKO Knowledge Associates International
Business Insider, (2012). Ex-Google Employee Blasts Management, Says 20% Time Is Dead*. [online] Available at: http://www.businessinsider.com.au/google-engineer-20-time-is-dead-2012-3 [Accessed 13 May 2015].
Hansen, M., Nohria, N. and Tierney, T. (1999). What's your strategy for managing knowledge. Harvard Business Review, 77(2), pp.106-116.
Nonaka, I. (1990). Redundant, overlapping Organization: A Japanese Approach to managing the innovation process. California Management Review, 32(3), pp. 27-38.
Shanhong, T. (2002). Knowledge Management In Libraries In The 21st Century.
Libraries in The Information Society.
Redman, T. and Wilkinson, A. (n.d.).
Contemporary human resource management.
Thompson, M. (2005). Structural and Epistemic Parameters in Communities of Practice. Organization Science, 16(2), pp.151-164.
Part three: Preventing knowledge from leaking
Helping knowledge workers to share knowledge
What should HR do to support knowledge sharing?
(Discuss in pairs)
Preventing knowledge from leaking.
What HR can do to protect knowledge?
1. What comes into your mind when you see
2. What kind of industry or company would have creative chaos?
3. Why would these companies like to maintain creative chaos within their employees?
What’s the negative side of creative chaos?