Knowledge Management

Is it possible that something like the knowledge, that belongs inevitably to people could be managed in organizations?
When we talk about knowledge management in organizations, we refer to a process or situation that allows transferring the knowledge or experience of a person, to other people within the same organization.


Why is the Knowledge Management?

Knowledge management is the process by which an organization facilitates the transmission of information and skills to their employees in a systematic and efficient way. It is important to clarify that the information and skills they need, may not be exclusively within the company, but may be generally generated elsewhere.
This concept is applied in organizations that try to transfer knowledge and experience between its employees, allowing it to be managed as a resource available to other members of the organization.

To manage Knowledge is required:


Why is Knowledge Management important?

Knowledge management involves going far beyond a simple computer system or training plan. It is essential to encourage an innovative and efficient business structure. If knowledge flows and is transmitted correctly in the organization, it can grow by itself. The skills and useful information are quickly transmitted between employees, increasing the possibility of generating new knowledge that leads to new applications, improved processes or products and new ways of doing business to achieve new opportunities.
Do not forget that knowledge is the only asset that grows over time and will not wear, but can disappear with the people, if it is not shared. They are known cases in which the departure of an employee has been a loss of competitiveness very important for a company because it was the only one that had a very specific knowledge. Therefore it is vital to manage it, in large organizations and in small ones as well.

Advantages of Knowledge Management:

•Increased professionalism of people and their work roles.
•Integration of diverse optics and complementary approaches.
•Decentralize the power of knowledge, shares and distributes it among all members of the organization, according to their roles and functions.
•Allows to clearly project the common view of the organization: the vision and mission, reducing internal inconsistencies, standardizing procedures and service quality.
•Validation of common strategies and actions in order to share the assessments and generate models for change, as a team.
•Generates an organization with a higher level of flexibility, therefore more attentive to generate actions to adapt to new situations, enabling even the creation of them (organizational pro- activity).
•Powers common values, commitment to the organization, shares vital axes of the organization, there are no secret areas, dilemmas and problems are socialized and solutions merge from the analysis and sharing knowledge and experiences.
•Leadership is shared, it animates a business and organizational culture with clear choice to teamwork. This allows to share the two greatest assets or "actives" of people: what they know, the information that has been acquired and handled (knowledge) and the successful ways of solving labor practice (experience).