A review of knowledge transfer tools in knowledge-intensive organisations

Abstract

Background: Knowledge transfer is very important in knowledge-intensive organisations in both developed and developing countries. A knowledge-intensive organisation is an organisation whose operations depend on specialised knowledge. Knowledge-intensive organisations lose intellectual property when experienced employees retire from their jobs. To avoid knowledge loss, skills and expertise should be transferred from experts to non-experts on time. Knowledge transfer tools allow sharing of tacit knowledge between and amongst staff members. The study provides an analysis and review of the most effective knowledge transfer tools in knowledge-intensive organisations because an organisation's success is based on its ability to transfer knowledge. Objectives:The study had two main objectives: to identify and review knowledge transfer tools used in knowledge-intensive organisations and to recommend the best knowledge transfer tool that can be used in organisations for the purpose of enhanced competitive advantage.Method: A well-structured questionnaire was used to collect quantitative data from the research participants in knowledge-intensive organisations in Namibia. Results:The results indicate that the most effective knowledge transfer tool in knowledgeintensive organisations is a community of practice; 40% of the participants considered the tool effective, and 27% considered it to be very effective. This was followed by the mentoring tool, which was ranked 54% effective and 11% very effective by the participants because it exposes mentees to new ideas and new ways of thinking. Storytelling was ranked 28% effective and 17% very effective because it is a natural learning process. Succession plans were ranked 21% effective and 12% very effective because having succession plans in place on time is essential for organisational success. Coaching and knowledge repositories were ranked below 20% on knowledge transfer effectiveness. From the findings, we conclude that the most effective tool for knowledge transfer in knowledge-intensive organisations is communities of practice (CoP) followed by mentoring, storytelling, succession plans, coaching and finally knowledge repositories. Conclusion:The most effective knowledge transfer tool in knowledge-intensive organisations is Communities of Practice, followed by mentoring, storytelling, succession plans and lastly coaching. Communities of Practice are important for knowledge transfer in that they encourage and promote teamwork through discussions and knowledge sharing amongst employees. The study therefore recommends the creation of such Communities of Practice in knowledge-intensive organisations for effective knowledge transfer and sharing.

How Sports Health Professionals Perceive and Prescribe Nutritional Supplements to Olympic and Non-Olympic Athletes

“…The difference was smaller for sports dietitians than other professions, suggesting that sports dietitians indeed, as suggested in this study by their colleagues, are more knowledgeable on the topic of sports nutrition supplements. Knowledge transfer may not always be as effective; it has been suggested that the most effective knowledge transfer tool is developing a community of practice, followed by mentoring, storytelling, succession plans, and lastly coaching [33]. This means that teams should consider how sports dietitians and other sports health professionals improve their knowledge on this topic.…”

Knowledge-intensive teamwork development through social media adoption after the COVID-19 pandemic in higher education institutions

“…This collaborative approach is evident in typical work teams engaged in activities within communities of practice, task forces, consortia, joint ventures, and similar contexts. Organizations that derive market value from information often exhibit KIT in their operations [ 45 ]. Establishing systems and procedures to manage knowledge-based resources effectively is crucial for attaining a sustainable competitive advantage, constituting one of several strategic competencies a corporation can leverage to execute its competitive strategy successfully.…”

Managing knowledge loss: a systematic literature review and future research directions

“…Additionally, the negative performance impact of K-loss can be addressed through knowledge-sharing, technology and best practices (Massingham, 2018). After studying knowledge-intensive organizations, Mazorodze and Buckley (2020) suggested that, while communities of practice are the most effective tools for knowledge transfer and K-loss protection, other mitigating activities include mentoring, storytelling, coaching, developing succession plans and better utilizing knowledge repositories. Overall, the following mitigation strategies emerged from this literature review: documentation (Aiman-Smith et al, 2006), networking, technology (Levy, 2011;Agarwal and Islam, 2015), knowledge-retention plans (Shankar et al, 2013) and succession plans (Parker, 2012).…”