Development of Multi Criteria Tacit Knowledge Acquisition Framework (MC-TKAF) to Support Talent Development Intervention Program in A Malaysian Comprehensive University

Abstract

In Higher Education Institutions (HEI), the process of retaining leadership succession is critical since it has involved the process in choosing the right person. The purpose is to steer the institutions to sustain organizations' excellence for academic leadership and management (ALM) position. Many ALM of Malaysia HEIs are struggling to find the right successor to replace their roles as they do not have yet any firm criteria in evaluating the competence among their potential successors in their home institutions. This study aims to propose a multi criteria tacit knowledge acquisition framework (MC-TKAF) for supporting talent development intervention program in Malaysia HEIs. It will be based on cognitive apprenticeship, socialization and informal learning theory which mostly used in acquiring knowledge from expertise to overcome talent bottleneck among novice. The main process of this study will use Fuzzy Delphi among ALM in Malaysian HEIs to get consensus judgement about the right indicator to evaluate tacit knowledge competence. Three phases involved are: Phase 1 is to analyze the existing Tacit Knowledge Acquisition (TKA) by finding the suitable parameters to construct intended framework, Phase 2 is to use the findings in Phase 1 in order to develop a new framework of Tacit Knowledge Acquisition Framework (TKAF) that suits with HEI environment. Finally, Phase 3 is to evaluate the practicality of Tacit Knowledge Acquisition Framework (TKAF) by using Multi Criteria Decision Making (MCDM) approach in supporting Talent Development Intervention Program. The objective of this paper is to propose the multi criteria tacit acquisition framework by using MCDM technique as a talent performance indicator. This paper basically will focus on Phase 1 of the research design. The constructed indicators in this paper could be served as a reference for the HEI industries to establish applicable talent performance indicators according to the properties of each TKA used.

Knowledge Management Point Incentive System Implementation: A Case Study

“…All contents can be accessed by other users in the KMS application (as tacit knowledge) [15] through Microsoft SharePoint. All user activity related to accessing content are recorded by the system and stored in an audit log database.…”

A Sensitivity Analysis for Roles Selection in Hybrid Multi-Criteria Decision Making

“…Competency is one of the required elements in evaluating potential ALM in an academic setting background such as managerial competence [7] and leadership competence [8]. However, the skill and experience can only be gained from the process of acquisition and elicitation [9] which is known as tacit knowledge competence. The assessment of tacit evaluation necessitates the application of intuition, judgment, and sentiment and is fundamental to determining novices' tacit knowledge competence.…”

“…Table 1 lists the definitions of the Cognitive Apprenticeship Model (CAM), Socialization: SECI, Informal Learning, Self-Efficacy Theory, and the Dreyfus Model. The elaboration of this framework was explained in detail in [9]. The next section will discuss the method that was used to verify the criteria to evaluate the proposed model by using the Fuzzy Delphi Method in section 1.3…”

“…The sensitivity analysis model is tested on an example of the roles selection [50]. The goal is to find a right person which generates better result and at the same time fulfils roles selections needs [51].…”

“…In this case , the authors used 7 criteria's which were identified by [50] in based on which the personnel selection of tri-modal is going to be conducted. Table 7 shows the scenario based on different choice of weightage based on selected criteria's.…”