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Capturing Critical Knowledge From a Shifting Work Force

  • ID: 40881
  • May 2003
  • 53 pages
  • American Productivity & Quality Center, APQC
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The days of necessity are upon many organizations. Retirement, specifically, is having an injurious effect on organizations already destabilized by an uncertain economy. Such trends can lead to a great loss in an organization’s collective knowledge, and retirement is not the only factor impacting knowledge attrition. Rapid growth, turnover, mergers and acquisitions, and internal redeployment also create knowledge gaps. The large majority of employees have been with their current employer less than four years.
Maintaining a knowledgeable work force is of major importance, but it can be a difficult issue, especially if senior management lacks awareness of the applicability of knowledge management. Yet the proven principles, tools, and practices of knowledge management can be systematically applied to capture departing knowledge and transfer it to new employees. A preemptive, strategically aligned knowledge capture and transfer system can counterbalance both inevitable and unforeseen challenges. What can you do to prepare for those challenges? And what can be done if circumstances are already less
than ideal?

Knowledge Retention Guidance

Organizations hold onto READ MORE >

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Acknowledgements 4<BR>Introduction 5<BR>Chapter 1: Knowledge Management Background and Stages 7<BR>Chapter 2: Types of Knowledge 15<BR>Chapter 3: Identify and Share Critical Knowledge 19<BR>Chapter 4: Support Structures and Funding 37<BR>Chapter 5: Critical Success Factors 43<BR>Chapter 6: Conclusion 47<BR>

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