Lost Knowledge
Lost Knowledge
Lost Knowledge
introducing
LOST KNOWLEDGE
This presentation by: James W. Crowson, M.P.A. 3/8/13
Lost Knowledge
Knowledge retention Practices
1 2 3
Knowledge Retention Strategies
Click the speaker for a 60 second message
3/8/13
Knowledge Loss
Secti on
Learning Outcomes: Define knowledge and lost knowledge. Define knowledge retention. Discuss the strategic impact of knowledge loss. Explain the strategic framework for knowledge retention.
1.
2.
3.
4.
worried about losing highly specialized knowledge of building and testing nuclear weapons. Ex: A bankrupt company that the US Air Force formerly depended on to build spare parts for a weapon system. Ex: A sales representative who dies rights before a small company gets their biggest sale ever that could have put them on the 3/8/13 map.
DeLong, 2004, p. 21
Examples of strategic threat of knowledge loss: - Ability to grow is threatened - Providing an advantage to a 3/8/13 competitor
DeLong, 2004, p. 26
43, 48
1.
into reduced capability to act efficiently and/or make decisions for the organization.
2.
learning outcomes
3.
3/8/13
4.
Learning Outcomes: 1. List two HR knowledge retention practices. 2. Explain two knowledge transfer practices. 3. Discuss how IT can help retain knowledge. 4. Explain what can be done after knowledge leaves.
Secti on
HR Infrastructures
Building processes and practices to
manage the knowledge retention program of an organization are heavily dependent on human resources professionals.
These processes and practices
include:
planning processes Building a retention culture across the organization Phased retirement programs 3/8/13 Reinventing the recruiting process
Career development/succession
Explicit Knowledge Scenario: veteran employee Transfer retiring in a20 days. What is theis
best approach to get, i.e., transfer, this experts knowledge out of his head to a usable format for others?
In this case, there are at least
three methods to help retain knowledge: Documentation Interviews Training DeLong, 2004,
p. 88
3/8/13
Implicit Knowledge Transfer Four methods of implicit knowledge transfer help to retain
knowledge:
Storytelling Mentoring and coaching After action reviews Communities of Practice (CoP)
years experience. When junior designers ask his advice, he tells them stories.
His method conveys knowledge
Information Technology has an important role to play in an organizations overall strategy to retain knowledge. There are four activities where it helps:
- networking less experienced to experienced/expert employees - speeding up the learning process through better collaboration - capturing knowledge and making it available on share drives - mapping human knowledge and making it available as capital for HR
When valuable personnel with critical intellectual capital are already gone, what can be done? Here are three strategies to help managers be proactive.
1. Utilize retirees effectively 2. Outsource for the knowledge 3. Regenerate the knowledge
Re-accessing Knowledge
Ex: Some retirees, such as specialized tax accountants, work only a few months a year. Other types may have taken DeLong, 2004, pp. 3/8/13 an early retirement but still come back for part-time work. 144-159
1.
learning outcomes
3.
Knowledge transfer practices involve both explicit and implicit knowledge. Knowledge can be retained by leveraging the power of IT systems. Managers can use three
3/8/13
4.
Learning Outcomes: 1. Describe two knowledge retention principles. 2. List three organizational barriers to knowledge retention. 3. Provide two examples of future thinking regarding knowledge retention initiatives.
Secti on
retention initiatives when top leadership sees a direct link between retention and strategic objectives.
Examples of early adopters:
Audio: 2 minutes
1.
2.
3/8/13
Determine what knowledge is at risk. Build sustained organizational support. DeLong, 2004, p.
171
Management must effectively deal with the following organizational barriers in order to successful create a system of knowledge transfer to obtain knowledge retention within the organization:
- Link knowledge retention initiatives to organizational strategy; - Reduce uncertainty created by the threat of lost knowledge; - Address knowledge retention problems systematically; - View existing knowledge as a resource; - Take a long-term view on the problem of lost knowledge. The point is Retaining represents
3/8/13
1.
learning outcomes
Organizational barriers to knowledge retention include poor communication, lack of motivation, and unstable social context.
3/8/13
3/8/13
LOST KNOWLEDGE
3/8/13