Tacit Knowledge Codification

Jabar Jabar

doi:10.3844/jcssp.2010.1170.1176

Abstract

Problem statement: In managing knowledge and competencies as a strategic advantage to an organization, there are difficulties in captu ring, storing, sharing and reusing all this knowled ge. Researchers have agreed that assessing tacit knowle dge is difficult because knowhow of an employee are elusive and what more to assess them. It is compounded when employees leave the organization or become unavailable due to their mob ility within the organization. As a result various approaches to collection and codification of knowle dge have emerged. One of the most important approaches to emerge is knowledge management. Approach: In this study, we presented Knowledge Extract, Profiling and Sharing Network (KEPSNet), framework to facilitate the codification knowledge and competencies management adapting knowledge management processes in capturing, storing, sharing and reusing knowledg e and competencies. Results: We enhanced these processes autonomously by capturing knowledge and competencies in tacit and explicit form from members of group project implementation in the form of concept maps and managed, according to knowledge management process. A case study in a software development group setting was evaluated and results of knowledge management processes output generated from KEPSNet prototype are compared with the result from the pro ject manager in managing the project based. Two sets of questionnaires were given to the group members before and after implementing KEPSNet. Conclusion/Recommendations: The result of the evaluation validates the viabili ty of the key concept presented. Codification of tacit knowle dge has resulted in the codified knowledge and competencies recognized.

Highlights

Group project implementation is a situation where there is a common purpose (s) and shared goal (s) among its member
Since there is an increasing interest in the tacit knowledge in knowledge management and not much has been said about conceptualizing individual competence with knowledge management as discussed in (Mulder and Whitely, 2007; Van der Spek and Spijkervet, 1997) we proposed KEPSNet in extending the capabilities to managed knowledge and competencies to reflect group expertise and organization know how
KEPSNet framework in Fig. 1, is described in the following stages of knowledge management process, which are (i) Retain, where knowledge is captured, to avoid loss of knowledge how of an expert in the group (ii) Retrieve, where knowledge is compared and matched for profiling and personalization purposes so as to exploit the experience acquired from past projects and to keep some lessons from past, in order to avoid reinventing the cycle and (iii) Reuse, where knowledge recommendation and networking are generated according to the user profile based on profile similarities, to enable the exploit of expertise knowledge, where a directory of expertise and associated know how will enhance the organization ability to react and adapt to changes and to improve staff mobilization in an organization

Summary

INTRODUCTION

Group project implementation is a situation where there is a common purpose (s) and shared goal (s) among its member. There is a need to promote knowledge creation, sharing and reuse, along with the tools to support such process For this purpose a framework for group project implementation knowledge and competencies management was developed. KEPSNet framework, is described in the following stages of knowledge management process, which are (i) Retain, where knowledge is captured, to avoid loss of knowledge how of an expert in the group (ii) Retrieve, where knowledge is compared and matched for profiling and personalization purposes so as to exploit the experience acquired from past projects and to keep some lessons from past, in order to avoid reinventing the cycle and (iii) Reuse, where knowledge recommendation and networking are generated according to the user profile based on profile similarities, to enable the exploit of expertise knowledge, where a directory of expertise and associated know how will enhance the organization ability to react and adapt to changes and to improve staff mobilization in an organization. Present information-provide interface for the user to seek the knowledge network and knowledge available personalized to the user

MATERIALS AND METHODS

RESULTS AND DISCUSSION

15 No of Groups Form ed

CONCLUSION