The knowledge that employee needs to perform his or her employment or contribution to the organization could be gained by the training and development or their previous experience. However, knowledge is power that cannot be forced to share among others therefore when employees are getting experienced they know the value of their knowledge that pertaining their employment.
The recruitment process and the Training and development are very crucial process in terms of knowledge sharing because recruitment allow to glow new knowledge to the organization and as well when the training and development of Human resource will share and develop new knowledge base for organization. However, knowledge sharing is never ending process and it has to be continuous chain of processes that survive the life line of the organization. Every organization has its own training and development system for their employees and new comers however this will be vary depending on the complexity of their employment or tacit knowledge they gained from during their long time employment.
Moreover, if we look at beyond the training & development then we can see the necessity of the knowledge sharing when it comes to complex job description that cannot be explicit documented the training and development, therefore to gather, share or develop such knowledge what are the methods available:
- Coaching
- Mentoring
- Peer Assist
- After Action Review
- Storytelling
Coaching
Coaching specifically aims to develop new qualifications and skills in an employee.It aims to improve that person’s learning and job performance, so that he/she can then reach organizational goals. The coach does not convey his or her personal vision to the employee. Coaching focuses solely on the employee’s predefined needs as these relate directly to his/her job; however, this relationship does not necessarily mean that the person reports to the coach. Coaching aims to develop abilities to meet targeted goals in a given work situation.
Benefits and strengths
• Makes the employee feel more confident.
• Gives the employee real support and follow-up.
• Gives the employee the chance to learn from the coach’s experience
• Improves the employee’s chances of success.
• Gives the employee real support and follow-up.
• Gives the employee the chance to learn from the coach’s experience
• Improves the employee’s chances of success.
Mentoring
Mentoring is a learning relationship between two employees. Mentors are experienced employees who share their knowledge, experience and ideas with less experienced employees, or associates. Associates are people who have shown what they can do. Associates really want to acquire new knowledge and skills. Mentoring is not specific to a position. A mentor is not the employee’s manager. Mentoring occurs outside any formal employer employee relationship. Mentoring looks to the future. Its aim is career development. Its aim is to give associates the general management and/or leadership skills that will prepare them to meet the demands, roles and responsibilities that lie ahead.
Mentoring is based on mutual commitment, respect and trust.
Benefits and strengths
• Less experienced employees become better equipped to meet organization future challenges. They become better equipped to provide the leadership that will be needed.
• Mentoring gives mentors the chance to share their experience and expertise in a rewarding relationship.Mentors are also exposed to new ways of thinking and doing things.
• For organization, mentoring improves internal communication. It improves knowledge sharing. It makes the work environment more stimulating and productive.
Hi sherin,The knowledge-based view of organisational behaviour emphasizes the importance of knowledge for organizations to retain their competitive advantage. Thus, the success of knowledge sharing is vital because, if successful, it results in shared intellectual capital. Knowledge sharing success, to a great extent, lies in the employees’ capability to share knowledge. It is important that this knowledge sharing capability is translated into success through appropriate HRM practices.
ReplyDelete- Yes Sanjeewa, HRM practices should align with the knowledge management techniques in order to enhance the knowledge sharing capabilities.
DeleteHi Sherin, Thanks for sharing this interesting and timely essay on knowledge sharing with us. It’s really interesting. I think knowledge sharing is essential for a company to achieve success, since it can facilitate decision-making capabilities, build learning organizations and finally, stimulate cultural change and innovation. Still, overall performance in a company improves just when people do things differently,
ReplyDeleteAnd also, I think knowledge sharing is of utmost importance to any company as it Enables better & faster decision making, stimulate growth and innovation, improves communication among employees. Furthermore, when there is innovation and proper knowledge sharing within a company, it can definitely reduce the time required to deliver a product or a service, which results in increased win rates and, of course, satisfied customers.
Your correct Randika, Knowledge sharing not only share explicit knowledge it rather help to share the tacit knowledge that employees gain during their work time.
DeleteHi Sherin,
ReplyDeleteFurther to your article, the significance of knowledge sharing was extensively emphasized. As a matter of fact, the knowledge sharing is a vital entity by which the entire performance could be determined in an organization.
Shashi, it is correct up to some extend but other organizational factors will effect to performance along with knowledge sharing.
Delete5 Ways To Increase Knowledge Sharing In Your Organization in the modern world (Youngren, 2017)
ReplyDelete1) Design your office space to be conducive to conversation.
2) Encourage various forms of knowledge sharing.
3) Incentivize knowledge sharing.
4) Revamp your training and on-boarding methods.
5) Find a knowledge sharing software that is right for your organization.
Reference
Youngren, D. (2017) 5 Ways To Increase Knowledge Sharing In Your Organization. Bloomfire [online]. Available at . [Accessed on 22nd June 2018]
yes sundar, it is better methods that you can promote knowledge sharing how ever it is very important to build the organizational culture for knowledge sharing.
DeleteHi...
ReplyDeleteYes knowledge sharing is very important to the company to achieve the success since it facilitate decision making capabilities, build learning organisations, and finally stimulate cultural changes and innovation.
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ReplyDeleteKnowledge sharing plays a very vital role in creating awareness amongst the people in an organization. If things are properly shared, employees become aware about what is expected out of them and they can thus create a road map keeping in mind the availability of resources. While the activity of sharing takes place people tend to get more comfortable while dealing with each other hence increasing the co-ordination and efficiency of work.
ReplyDeleteAbsence of such a sharing culture can result into lack of employees taking interest in management’s objective. Also they feel isolated thinking themselves to be an unimportant part which results into resistance to new ideas and later into employees leaving away.
Reference
Bulchandani A (2015), Why is Knowledge Sharing Important at Workplace? [on line], Available at https://www.linkedin.com/pulse/why-knowledge-sharing-important-workplace-amrita-bulchandani [Accessed on 26th June 2018]