DBPapers
DOI: 10.5593/sgem2017/53/S21.067

KNOWLEDGE TRANSFER IN ORGANIZATION OF FUTURE

A.D. Mihalcea
Wednesday 13 September 2017 by Libadmin2017

References: 17th International Multidisciplinary Scientific GeoConference SGEM 2017, www.sgem.org, SGEM2017 Conference Proceedings, ISBN 978-619-7408-10-2 / ISSN 1314-2704, 29 June - 5 July, 2017, Vol. 17, Issue 53, 537-544 pp, DOI: 10.5593/sgem2017/53/S21.067

ABSTRACT

Purpose
– Organization of future is organization which combines old employees know how with young employees enthusiasm and management tools customized for knowhow transfer. Global economic situation, crises and migration phenomena, IT new challenges( global networks) and the new way of human being interaction contribute for a new society, for new business approach and knowledge transfer will make a difference, will create a new framework for a new business models. The question is for organization of future if it is prepare for this new stage?
The purpose of this paper is to present a modern approach about how critical is knowledge transfer in organization of future and a possibility of implementation in organization of future. This paper can create the premises for development of organization of future, by presenting methodology and tools which can help organization to transfer the know-how, to assure the organization long term contribution to the market.
Design/methodology/approach
– The paper will present a methodology and tools, which can be applied in the organization of future; it was piloted on key positions, which were nominated by the key players from the organization. Were applied interviews, workshops and round tables to facilitate the process of key position identification process, which is critical for the organization of future to secure know how on long term. For each stage I designed customized tools for the process.
Findings
– Results of pilot implementation indicate several issues that can appear in the relationship, between key positions, key player (employees and future retiree). Know how is properly transferred to the Disciple (the young employee nominated for the knowledge transfer) from the Retiree (old employee with key expertise and knowhow, which will go to pension) if were formalized the process with clear definitions and expectations. Also a key role in the knowledge transfer process has human resources experts.
Research limitations/implications
– One limitation for the present paper can be the pilot implemented (only relevant positions, nominated by the supervisors participated in the program). Also other limitation can be involvement from the key players (Disciple and future Retiree) and the process can be implemented only formally. In this case the process of knowledge transfer for the organization of future will be affected on long term. Critical knowhow can be lost.
Practical implications
– Implications of these findings suggest that management has to be open for new challenges worldwide and contribute for future organization and create the premises for modern tools and methodologies implementation.
Originality/value
– This paper can create the premises for development of organization of future, by presenting methodology and tools which can help organization to transfer the know-how, to assure the organization long term contribution to the market. Have instruments and process which help organization to secure knowledge on long term, will make the difference between organizations, with success and without.

Keywords: Know-how, organization of future, knowledge transfer