Abstract
Knowledge became a vital resource to all economy subjects after humans had become capable to catalyze the creation and spreading of knowledge in the 20th century. It became urgent to be capable of measuring and assessing knowledge to enhance this resource purposefully and well-grounded. Although quite a lot of scientific articles, as well as more popular publications, analyze various aspects of knowledge management, but the problem of knowledge assessment is yet to be solved. Although plenty of scientists have researched the theoretical and practical problems of assessing organization's knowledge potential for a few decades, a unified and single methodology of assessment has not been accepted. The outcome of our research is the original concept for determining knowledge potential, essentially based on new principles. An assessment of the factors making a real impact helped in building a model including such components as employee's knowledge potential, knowledge potential synergy, and organization's environment. The quantitative specifications of the above introduced components have been prepared. Practical application of the model has been researched by an experiment and theoretical modelling. Santrauka Žinios visiems ūkio subjektams tapo ypač svarbios, kai XX a. žmogus sugebėjo iš esmės katalizuoti jų kūrimą ir sklaidą. Tai lėmė greitėjančius įvairių sričių pokyčius, o žinios buvo pripažintos svarbiausiu ištekliumi, lemiančiu individų, organizacijų ir valstybių sėkmę. Kryptingai ir pagrįstai šio ištekliaus plėtrai tapo itin aktualu gebėti išmatuoti ir įvertinti žinias. Nemažai mokslininkų jau kelis dešimtmečius tiria teorines ir praktines organizacijos žinių potencialo vertinimo problemas, tačiau visapusiška ir kompleksinė vertinimo metodologija nesukurta. Mūsų tyrimo rezultatas – originali organizacijos žinių potencialo vertinimo koncepcija, pagrįsta naujais principais. Sukurtą modelį sudaro šios pagrindinės tarpusavyje susietos dalys: darbuotojų žinių potencialo skaičiavimas, žinių potencialo sinergijos skaičiavimas, organizacijos išorinės terpės vertinimas. Modelyje išspręsta skirtingo lygio ir tipo veiksnių integravimo į vieną vertinimo sistemą problema. Šios vertinimo sistemos generuojamas rezultatas išreiškiamas vienu sintezuotu įverčiu (balais). Praktinis modelio pritaikymas buvo patikrintas atliekant empirinį tyrimą ir teorinį modeliavimą.
Highlights
States and organizations invest large sums of money into the creation of mind power platforms
The model to assess knowledge potential is orientated towards an individual and involves all components of knowledge: explicit, tacit and synergy
The content of model was structured using factors that till were poorly analyzed in the context of knowledge but are very important; the factors and their connections’ qualitative characteristics were reduced to quantitative expression. Such conclusions were drawn after theoretically simulating components of knowledge potential in the organization and carrying out an empirical research applying the created model to assess knowledge potential in different organizations:
Summary
States and organizations invest large sums of money into the creation of mind power platforms While these processes carry on, the society has stepped into a new stage of development where networks of complicate structures and different depths of knowledge form (Adekola et al 2008; Tvaronavičienė, Kalašinskaitė 2010). While suitable instrumentalities’ which let to assess knowledge potential of organization is not created, the managing of this resource can’t be effective. 2. Building a new concept model for organization’s knowledge potential assessment. The exact quantitative adaptation of models for assessment of organization’s knowledge potential has not been developed. R. Kandadi (2006); organization’s knowledge assessment model by E. Calculation of the position level component l3 of knowledge potential h Evaluation of employee's salary
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