EOrganizational knowledge is intangible; it is created, gathered, shared, and reused across the entire organization, influencing services, products, and organizational activities.
This knowledge is shared, discussed, reflected upon, and agreed upon, providing significant opportunities for innovation, process improvement, competencies, and capabilities. Organizational knowledge establishes organizational memory and allows for knowledge transfer accessible to the entire organization.
The intellectual assets of an organization can be defined and evaluated based on business valuation criteria, complexity, technological risks, the abilities of its members, and other approved criteria for dissemination and benefit.
Some concepts that support organizational knowledge management include competency management, quality management, process reengineering, and change management.
As managers in Human Resources and Organizational Development, we are committed to developing this strategy as part of value creation and promoting competitive advantages.
Before this, it is essential to diagnose the organization’s current situation and then design the strategy for the knowledge management model to be developed.
By leveraging an organization’s knowledge, we have the opportunity to enhance its operations and innovate in its processes, services, or products.
