Knowledge sharing is a decisive factor for the success of companies. It enables valuable information and experience to be shared within the organisation, thereby promoting collaboration and innovation. With the KIROI approach, knowledge sharing can be rethought and made more effective. This approach helps companies to optimise their knowledge management strategies and strengthen employee loyalty.
Basics of knowledge transfer
Knowledge transfer can take place in two main ways: through personalised and codified knowledge transfer. In personalised knowledge transfer, knowledge is exchanged directly between individuals, often in the form of workshops or mentoring programmes. This method promotes personal development and social interaction within the organisation [1][3].
Codified knowledge transfer, on the other hand, uses technical systems such as databases and wikis to store and pass on knowledge. This method enables long-term availability of information and facilitates access for all employees [1][3].
Examples from practice
One example of successful knowledge transfer is the formation of mixed-age teams. Here, experienced employees work together with younger colleagues, which leads to a natural exchange of knowledge and experience. The younger employees contribute up-to-date knowledge, while the experienced employees share their many years of experience [1].
Another example is the use of storytelling. This method conveys complex information in a vivid and memorable way by creating emotional connections. Stories make it easier for employees to remember important information [5][8].
Knowledge transfer with KIROI Step 1
The KIROI approach offers a structured approach to knowledge transfer. It supports companies in optimising their knowledge management strategies and strengthening employee loyalty. By combining personalised and codified methods, knowledge transfer can be made more effective [4].
An important aspect of the KIROI approach is the creation of awareness for knowledge sharing. This starts with a clear commitment from the company management and includes the active participation of all team members [6].
Practical realisation
In order to successfully implement knowledge transfer, companies should combine different methods. Mentoring programmes and workshops are effective ways of imparting knowledge in person. At the same time, digital platforms can be used to make information available in the long term [5][7].
BEST PRACTICE with one customer (name hidden due to NDA contract)One company has successfully deployed mixed-age teams to promote knowledge sharing. Through regular workshops and mentoring programmes, employees were able to expand their skills and improve collaboration. This led to a significant increase in productivity and employee satisfaction.
Knowledge transfer as a success factor
Knowledge transfer is a decisive factor for the long-term success of a company. It not only promotes collaboration and innovation, but also secures employees' knowledge for the future. By combining personalised and codified methods, knowledge transfer can be effectively designed to strengthen employee loyalty and increase productivity.
My analysis
To summarise, knowledge transfer is a central aspect of modern knowledge management. By combining personalised and codified approaches, companies can optimise their knowledge management strategies and achieve sustainable success. The KIROI approach offers a structured approach to promote knowledge transfer and strengthen employee loyalty.
Further links from the text above:
For more information on knowledge management and knowledge transfer, you can consult the following sources:
– Knowledge transfer: passing on knowledge within the company
– Knowledge management in transition: concepts for the future
– Knowledge transfer | Definition, methods & examples
– Effective knowledge transfer within the company
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