Abstract
Problem statement: Organization has to evaluate the competencies of their workers to improve organizational productivity. However, this is difficult because organizations have difficulties to capture and retain knowledge especially tacit knowledge of their employees. Approach: The study reviewed selected literature on management knowledge and employers competencies. It also reviewed existing frameworks in knowledge management focusing on the capturing and storing tacit knowledge. Results: Results of this study will include theoretical concept for capturing tacit knowledge and storing them besides developing a model for measuring employee’s competencies in the organization. Conclusion/Recommendation: This study contributes in assessing knowledge workers performance to improve their productivity in an organization.
Highlights
Knowledge in organizations can be categorized into two categories: Explicit or tacit
Knowledge Management (KM) has generated research interest especially in managing tacit knowledge and is greatly influence by Nonaka knowledge creation theory in (Cheng, 2010; Hafidh et al, 2009; Al-Anzi et al, 2005) the application of KM has emerged as an approach which enable the capture, storing, reuse and retrieval of knowledge (Adeosun et al, 2009), in improving organization’s productivity
There is an increasing concern in evaluating employees’ productivity based on the competencies from tacit knowledge that is acquired through experience and know how as mentioned in (Anand et al, 2010; Elforgani and Rahmat, 2010), for by capturing tacit knowledge, this will influenced the success of an organization
Summary
Knowledge in organizations can be categorized into two categories: Explicit or tacit. Explicit knowledge can be handle through knowledge management using KM tools such as document management, while the tacit knowledge require some formalization Building on this argument we follow the definition of knowledge as the competence of people and it can be valued and measured internally and externally. Mark et al (2006) in managing competencies, put forward that tacit to explicit knowledge took place as user profiles are created and competencies of the people in the organization can be perspectives normally adopted in many KM research as well as KM application (Vandaie, 2008). The technology and product approach implies that knowledge are objects that can be located and manipulated and is possible to capture, distribute measure and manage (Jabar et al, 2010). Profiling and personalization technique are used to identify experts, potential areas for collaboration and knowledge networks In this proposed conceptual knowledge framework, product.
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