The document discusses knowledge, knowledge management, and knowledge transfer. It defines knowledge as the capacity for effective decision-making in organizational contexts. Knowledge management involves practices used to create, capture, and distribute knowledge across an organization. Knowledge transfer is an aspect of knowledge management that involves transferring knowledge to others through methods like on-the-job training. There are two types of knowledge: tacit knowledge which is difficult to share and resides in people's heads, and explicit knowledge which is easier to capture and share in documents and databases. The document outlines various processes and approaches for knowledge transfer within an organization.
Dr. Jhansi Rani M R - Module IV A - Expatriate Training & DevelopmentMRJhansiRani
Role of expatriate training, pre-departure training, developing staff through international assignment. Inpatriate, Repatriation Adjustment - Social Factors, Repatriation - Knowledge Transfer, Reasons why MNCs/MNEs should Prefer Global HR Development?
Evaluation is a planned process which provides specific information about a selected session, program for the purpose of determining value or decision making.
Dr. Jhansi Rani M R - Module IV A - Expatriate Training & DevelopmentMRJhansiRani
Role of expatriate training, pre-departure training, developing staff through international assignment. Inpatriate, Repatriation Adjustment - Social Factors, Repatriation - Knowledge Transfer, Reasons why MNCs/MNEs should Prefer Global HR Development?
Evaluation is a planned process which provides specific information about a selected session, program for the purpose of determining value or decision making.
Strategic fit strategic human resource managementmanumelwin
The concept of strategic fit states that to maximize competitive advantage a firm must match its capabilities and resources to the opportunities available in the external environment.
In this presentation, we will understand the challenges of international performance management, analyze the areas in terms of skill and other traits, understanding the conflicting role expectation and analyze the variety of appraisers in international performance appraisal.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
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Training, Importance of Training, Objectives of training program, Training policy, Challenges before trainers, Steps/ Process in designing effective training program, Management Development, Purpose of Management Development, management Development program - Techniques, On the Job , Off the Job,
Training & development evaluation is a continual and systematic process of assessing the value or potential value of a training program, course, activity or event. Results of the evaluation are used to guide decision-making around various components of the training (e.g. delivery, results) and its overall continuation, modification, or elimination.
Helping employees to become effective in their jobs is one of the fundamentally HR management that any organization has to undertake. This slide explains the Training Methods Technique and Aids, bought to you by Welingkar’s Distance learning Division.
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Interventions are necessary for an organization to apply for effectiveness in functioning of an organization. this presentation is about part of interventions known as structural intervention.
Knowledge Management is the process of identifying, gathering, storing, evaluating, and sharing all of the valuable information organizations created in their day-to-day operations. It also involves capturing answers to frequently (and not so frequently) asked questions and documenting them in an easy-to-understand format, like step-by-step written articles, videos, or images.
Strategic fit strategic human resource managementmanumelwin
The concept of strategic fit states that to maximize competitive advantage a firm must match its capabilities and resources to the opportunities available in the external environment.
In this presentation, we will understand the challenges of international performance management, analyze the areas in terms of skill and other traits, understanding the conflicting role expectation and analyze the variety of appraisers in international performance appraisal.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Training, Importance of Training, Objectives of training program, Training policy, Challenges before trainers, Steps/ Process in designing effective training program, Management Development, Purpose of Management Development, management Development program - Techniques, On the Job , Off the Job,
Training & development evaluation is a continual and systematic process of assessing the value or potential value of a training program, course, activity or event. Results of the evaluation are used to guide decision-making around various components of the training (e.g. delivery, results) and its overall continuation, modification, or elimination.
Helping employees to become effective in their jobs is one of the fundamentally HR management that any organization has to undertake. This slide explains the Training Methods Technique and Aids, bought to you by Welingkar’s Distance learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/effectivehrtrainingslides
Join us on Facebook: http://www.facebook.com/welearnindia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Interventions are necessary for an organization to apply for effectiveness in functioning of an organization. this presentation is about part of interventions known as structural intervention.
Knowledge Management is the process of identifying, gathering, storing, evaluating, and sharing all of the valuable information organizations created in their day-to-day operations. It also involves capturing answers to frequently (and not so frequently) asked questions and documenting them in an easy-to-understand format, like step-by-step written articles, videos, or images.
People gain knowledge if they learn from experience. Learning is thus a vital component of knowledge management and its ultimate end. Collective learning comes from participating in the social processes of collaboration, sharing knowledge, and building on one another's ideas.
Tacit knowledge is hard to communicate but can be shared in discussions, storytelling, and personal interactions. This presentation points out a wide variety of tools, methods, and approaches that help surface it.
Knowledge management and Organizational Learningshiluswami46
This presentation defines about the meaning of knowledge its concepts, Knowledge management along with the meaning of organizational learning and types of learning.
Yes, I still do KM and KM is not dead. I thought I would share the basic deck that I use in workshops that are part of my KM Assessment and Strategy consulting practice. In addition to interviews, surveys, and inventories, it is important during a KM assessment to educate and engage the organization.
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
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Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
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Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
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A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
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2. Knowledge, Knowledge Management, Knowledge Transfer
Knowledge
Capacity for effective actions or decision-making in the
context of organizational activity.
Knowledge Management (KM)
Practices used in creating or finding, capturing, and
distributing knowledge for reuse, awareness and learning
across the organization.
Knowledge Transfer
An aspect of KM that already exists through OJT, training, and
organizational assets--transferring knowledge to others.* The
knowledge must both be learned and be useable in a relevant
context; if both conditions do not exist, the knowledge has not
been transferred.
2
3. Types of Knowledge: Tacit or Know-How
Knowledge that people carry in their heads. It often resembles intuition.
This knowledge is often difficult to share because the people who possess it do
not often access it to communicate it.
This knowledge often provides context for ideas, experiences, people, and
places and is not easily captured.
Mentoring/Coaching
Communities of Practice (CoP)
Job Sharing
OJT
Storytelling
After-Action Reviews (AAR)
Simulator training
3
4. Types of Knowledge: Explicit or Know-What
Often based on established work processes. Relatively easy to capture and
store in databases and documents. It is shared with a high degree of accuracy.
It may be either structured or unstructured:
•Structured – Data elements that are organized in a particular way for future
retrieval, e.g. documents, databases, and spreadsheets
•Unstructured – Information not referenced for retrieval, e.g. emails, images,
audio or video selections
Documentation and Procedures
Training
SME
On-line learning
Knowledge database
Best practice database
Conference calls
Interviews and debriefing
4
5. Knowledge Transfer Process
• Determine what knowledge must be transferred.
• Be able to articulate why the knowledge must be transferred.
• Determine to whom the knowledge is to be transferred.
• Determine how the knowledge will be transferred.
• Transfer the knowledge.
• Test knowledge transfer by observing its recall and use.
5
8. Approach to Knowledge Transfer
• Project Mgmnt approach
– Problem statement
– Charter
– Stakeholder identification and analysis
– Requirements
– Success criteria
– Risk analysis
8
9. •
See the bigger picture….
What’s the mission or objective? How does that tie to the business objectives?
– Becoming a learning agile organization….
• Knowledge practitioners
• Rewards and recognition
•
What’s the goal or desired outcomes?
– Collecting: Sustain knowledge
• Build knowledge repositories
• Manage knowledge as an asset
– Connecting: Help people find organizational knowledge and share
• Increase knowledge access
– Increase collaboration and facilitate knowledge creation and sharing
• Enhance knowledge environment
•
What’s the plan? Target the knowledge and expertise that should be shared
– Example of Tools
•
•
•
•
•
Knowledge loss risk assessment
Knowledge transfer plan – prioritize based on importance and impact
Knowledge transfer form
Knowledge audit - What do we know?
Knowledge mapping (source, development, structure) - Where is it in the organization?
9
10. •
See the bigger picture….
What’s the mission or objective? How does that tie to the business objectives?
– Becoming a learning agile organization….
• Knowledge practitioners
• Rewards and recognition
•
What’s the goal or desired outcomes?
– Collecting: Sustain knowledge
• Build knowledge repositories
• Manage knowledge as an asset
– Connecting: Help people find organizational knowledge and share
• Increase knowledge access
– Increase collaboration and facilitate knowledge creation and sharing
• Enhance knowledge environment
•
What’s the plan? Target the knowledge and expertise that should be shared
– Example of Tools
•
•
•
•
•
Knowledge loss risk assessment
Knowledge transfer plan – prioritize based on importance and impact
Knowledge transfer form
Knowledge audit - What do we know?
Knowledge mapping (source, development, structure) - Where is it in the organization?
9