1. Knowledge Management Overview
1
1.0
• Build capabilities to identify, acquire and
share knowledge in a structured and
repeatable way.
• Develop a culture of learning
organisation.
Objectives
What the project team plans to do
• Awareness of -
- Knowledge already in Place
- Knowledge still missing
- Knowledge Acquiring and
Distribution mechanism.
• Repository of “Know how” and “Know
who”
• KS Calanders
• Thought leadership group which drives
learning organisation.
Outputs
What the team delivers into the business
• Increased cross-pollination between
work groups.
• Improve employee’s engagement with
wing to wing understanding.
• Improve quality and productivity.
• Continuity in times of attrition.
Outcomes
What benefits the stakeholders derive
from the outputs
1.Components
2. Activities
3.Influencing
Variables
KM
Framework
Knowledge Capture Knowledge Distribution
I. Acquisition II. Creation III. Repository IV. Sharing V. Use VI. Evaluation
Identify
Knowledge
and Develop
methods to
acquire.
Tacit to Explicit
: Converting
into tangible K-
Base.
Archiving
Knowledge
Documents &
Develop
Usability.
Plan and
Execute
Knowledge
Distribution –
Multi Modal.
Design and
promote usage
How User
Uses
Develop
method to
measure ROI -
Helps course
correction.
Influencing Variables Quality Of Variables
A) Task Classifying Organisational Tasks : Ambiguous, Interdependent Etc.
B) Structure Organisational .Structure : By Function , Extn. Teams Etc.
C) Leadership Performance measure, Planning and control etc.
D) Culture Norms, Shared Values, Beliefs
E) People Training, Right Resourcing
F) Reward systems Recognition, Promotion
Tacit Knowledge : Brain dump, Skills Developed with Experience, Information not documented
Explicit Knowledge : Process Documents, Guides, References, MOMs, Update Decks, Project Artifacts etc.

2. The Framework
2
1.1
Knowledge Component
Transfer
Acquisition Creation Repository Sharing Use Evaluation
Tacit to Tacit
Experience > Socializing>
Learning by Observation
Identify “Know who”
Create directory
of “Know who”
Leverage CoPs
Hard to Archive
Mostly “Brain
Dump”
Conference,
Interviews,
CoPs, Rotation
Influenced by
Culture
By Governance
Team
Regular KS
People, Culture,
Structure
Task, Structure Leadership
Structure,
Culture, R&R
People,
Culture
Leadership
Tacit to Explicit
Observation > Hypothesis>
Learning Docs
Identify “Know
Who”
Highlight Success
Capture Best
Practice, Lessons
learnt etc.
Paper, Write-ups
in NLs, Blogs,
SharePoint.
Communicate
about write-ups.
Search
articles/Docs
as references
Participation by
SMEs
Usage Frequency
People, Culture,
Structure, R&R People, R&R
People,
Structure
Leadership
People,
Culture
People, R&R,
Leadership
Explicit to Tacit
Learning
Docs>Socialize>Used for
Self Learning
Discover /Collate
“know how”
Process
Documents, DIY,
Mails
SharePoint
Library
Mandatory,
Communication
Refer and
Practice,
Observe & do
Learning curve,
Key man Coverage
People, Culture,
Structure,
People, Task,
Structure
Task, Structure
Structure,
Leadership
People, Task Leadership
Explicit to Explicit
Unstructured>Method>
Structured Explicit
Structured – Mostly
available.
Unstructured - Hunt
Archive
unstructured
resources
SharePoint
Library
Team database
Selective Sharing
– Unstructured
Connecting
Dots
Faster learning
Learning curve,
Key man Coverage
Structure, Task,
People
People
People,
Leadership
Leadership
People,
Leadership
Leadership
Knowledge Management Life Cycle
TowardsLearningOrganization
Initiated Yet to Start Concept

3. Execution Plan
3
1.2
Project Output Activity Example Artifact
Creating a Governance and
Execution Team - Leadership
•Identify what is knowledge – what needs to be
captured.
•Identify who is the SME.
•Develop a communication plan and massaging
•Create a Reward and Recognition plan
•Monitor usability and measure benefits
•Regular meeting of FT leads – sharing updates.
•Core team to connect the dots reconcile with
big picture. – Forum Specific only to discuss
knowledge “needs” and where and how to
hunt.
Project Plan for –
•Repository
•KS Sessions
•Creating SME pool
•KS Events
Creating the Repository •Develop Knowledge Infrastructure
•Identify right repository platform – SharePoint,
Share drive, Physical archiving.
•Creating Document hierarchy
•Create a “Know who” SME directory
•“Bringing out” the unstructured
Knowledge/information.
•Create a database within FT of “who knows
what”
•A directory of deliverables and artifacts with
brief description which is user friendly Ex – PSC
Decks, Status Updates, Report Inventories etc.
•Ready to use templates structures for
presentations /pitches.
• Archive the 1-1 communications on mails
which is not normally cascaded.
Knowledge Sharing Events •Create cross team projects.
•Knowledge sharing sessions – Presentation in Town
hall, Quizzes, Learning as fun.
•Lending SMEs
•Job Rotation
•Have write-up competitions -
•Knowledge sharing sessions – Participation as
per knowledge level.
•Archiving session presentations in library
•Cross team project or rotation to capture tacit
knowledge.
KS calendar to be
published and
shared.
Competitions to
ensure participation
and make learning
fun.
Developing SME as a Career
Path
•Develop and groom individuals as SMEs
•Recognize SMEs as Career
•SMEs in domains, skills need to be pooled and
put on short term assignments with multiple
teams – Consulting model. They evolve as
carriers of knowledge between teams.
Concept
Compressed
(zipped) Folder
KnowledgeBase.zip