As a systematic discipline is formed in the United States in the 1990s, my country has also caused extensive attention in recent years. However, most of the Chinese introduction of knowledge management has set the knowledge management as the management model of knowledge-based enterprises in the knowledge economy, which dilutes the importance and applicability of knowledge management on traditional enterprises, which is very disadvantageous to improve management methods. In fact, knowledge management should refer to such an organizational behavior, that is, organize the process of developing, transmitting and utilizing various related knowledge resources in order to obtain persistent competitiveness.
Here, knowledge resources can be divided into three categories: the first category is the information and services of the organization, for this type of resources, the task of knowledge management is mainly collecting, screening, archiving, utilization; second types are internal Various types of document materials, for this type of resources, the task of knowledge management is mainly to maximize the organization's sharing; the third category is the knowledge of individual employees, including their learning results, seeing opinions, relationships, lessons learned Wait, for this type of resource, the task of knowledge management is mainly collectively collected, archived, and implements sharing within the organization. These three types of resources are existing in any organization, but some systems are simple, so knowledge management is not a problem with each organization, but a bad problem.
Type of knowledge management
An organization's knowledge management level can be measured from the following aspects: the organization's decision mode, external knowledge acquisition mode, employee learning model, communication mode between employees, communication content, communication, organizational information on internal employees The degree, the degree of improvement of the relevant system. According to the variable, knowledge management can be generally divided into the following types:
1 Control: The characteristics are leaders who do not believe in the knowledge or sincerity of employees. He may also pay attention to external information, but mainly by paying itself and most of the case, he will continue to issue instructions and instructions to employees. Little listening The employee's opinion, the organization's relationship network is also mainly controlled by him.
2 Experts: The characteristics are leaders value the knowledge and opinions of inside and more experts, and support the experience of the newbie, there is a training system but informal. There is communication but the general employee has not impact decisions.
3 AC type: The characteristics are a formal training system and a public database, and there are various forms of communication between employees and can affect tissue decisions.
4 Development: It is a comprehensive knowledge development and sharing system, and employees are willing to dedicate their knowledge and relationships.
5 Network type: It is a systematic, daily, and network technology as an important means of intellectual management, making knowledge collections, spread, and utilization. Knowledge management has become the main content of organizational activities.
An organization is in what type of knowledge management will be restricted by factors such as quality, organizational scale, profitability and industry properties. In the United States, network-type knowledge management is deemed to have the best mode of organizational management, 20% of high-tech companies and most government departments use network-type knowledge management to improve efficiency. Some famous companies such as IBM also set up research institutions for knowledge management. In my country, the knowledge economy is still not developed, and the proportion of network knowledge management is still very low. Due to the bad knowledge management, most organizations' creativity and competitiveness have not been fully developed. Therefore, strengthening knowledge management is necessary for many organizations in my country.
Development of knowledge management
Knowledge Management is a strong dynamic management process. With the continuous development of management practices and management research, knowledge management methods are constantly rich and perfect. For an organization, the key to strengthening knowledge management is to learn from the advanced organization to advanced organizations. From the experience of success, the following methods are worth reference: establishing the organizational culture of Tongli. Organizational culture is the binder between employees and is the basis of knowledge management. Knowledge Management To receive the best effect, you must first establish a tissue culture of Tongli. Tongli-year-old organizational culture requires three major pillars, namely, scientific democracy decision mechanism, detachable reasonable interest allocation mechanism and deep-in-depth employee adhesion mechanism. The task of these three types of mechanisms is to make employees get fair treatments and comprehensive respect and concerns, reduce the factors of contradiction between employees to the lowest point, fully protect and motivate employees to participate in management and innovation, and ultimately organize Internal formation advocates innovation, learning advanced, dedicated cultural atmosphere.
Strengthen the knowledge exchange system between employees. There are many ways to communicate between employees. The most common thing is to bring help "." Board belts "is the traditional way of knowledge spread, but today its effectiveness is not reduced. The new employee passed the biopsy of the old employee, can directly obtain close knowledge and skills related to business, shorten the adaption period, into the role, and rapidly enter the role; the growth of employees can further improve their work efficiency through the promotion of advanced employees And work quality. Therefore, the belt activity needs a regular system. The belt system should include the following regulations: the identification standard of the communication person and the recipient, the responsibility rights and obligations of the two parties, the content goals and cycles of the belt, and the inspection and awards and punishments. In addition, other common ways to exchange knowledge exchanges between employees have a brainstorming meeting, regular appearance, experience communication. Support self-study. Self-study is an important way to accumulate knowledge of employees, and less occupation of organizational costs. Any organization should support employees' various forms of self-study, such as amateur reading, self-funded, self-funded, and so on. The support method can be a certain amount of cost subsidy, or a certain amount of time care, with this, and the organization can be inspected by the results of the employee self-study.
Regular training. Training can be divided into a temporary training, planning training and regular training. Regular training is the most complete training system that allows employees to get the latest information and technologies in the industry. Many large companies in the world have attached great importance to regular training, IBM, Microsoft training funds are more than $ nine hundreds of dollars each year. Actively collect external information. Changes in external environments are directly or indirectly affected by the survival and development of the organization, and the collection of external information is an important task for knowledge management. These information include: political policy information, economic development information, legal information, population change information, social and cultural information, scientific information, natural environment information, market supply and demand information, etc., these information can be adopted by retrieving media, consult people to people, please people Executive, participate in relevant meetings, and some need to collect through the system research. The collection capability of external information is an important indicator of the level of knowledge management.
Suitable post-rotation. The post rotation can be divided into three categories, the first category is the position rotation between the management personnel. The second category is the position rotation between ordinary employees, and the third category is the position of the management personnel and ordinary employees. There are many benefits to the post-rotation, one is to enhance the understanding of different posts, and the other is to promote the sharing of knowledge resources in the post. The third is to exercise the replacement ability of employees, and the fourth is conducive to post innovation. From the practice of post-rotation, the second type of proportion is large, the first class, the third category. The scale and frequency of post-rotation should meet the actual size of the unit, no rotation is wrong, too much diligence is also wrong.
Open management is implemented in document data. Document materials can be divided into two categories: the first class is documentation directly related to the business of this unit, including superiors, internal regulations, financial files, personnel files, research reports, action plans, progress records and communication promotion Record, etc. The second category is the outsourcing information, including books and magazines, network information, etc. In response to the first type of information, the focus of open management is normalization and transparency. In response to the second type of data, the focus of open management is to share the sharing. The so-called co-construction is to refer to the procurement of the information, refer to the user, and cannot be determined by one person. The so-called sharing means that all employees can be used.
Preparation of internal newspapers and internal network publications. Internal newspapers and internal network publications are an advanced means of communication within the organization, and a very important role in the development of knowledge communication and corporate culture. A good internal newspaper and internal network publication not only improves the speed and effect of knowledge exchange, but also enhances the employee's uproen and cohesiveness. Therefore, more employees, and economic strength organizations should prepare internal newspapers or internal network publications. However, it must be understood that only good newspapers will receive a good effect, and it is better not to do bad newspapers. Therefore, we must find outstanding newspapers and magazines before running newspapers, and develop appropriate incentive policies.
