RETENTION … OF … KNOWLEDGE …WORKER …. NEED … BETTER ... MANAGEMENT… Presented by Author: SHYMALA.J Lecturer, Garden City College, Bangalore Mail Id: shymala.j@gardencitycollege.edu & shyamvino25@gmail.com …………………………………………………………………………….. RETENTION OF KNOWLEDGE WORKER NEED BETTER MANAGEMENT……… ABSTRACT The purpose of this report is to portrait , the major challenge for an organization is to create new strategies to retain its Valuable, Experienced &Talented employees. The management can control employees quitting within no time, but can’t put a complete full stop to it…… The major burden is on HR MANAGER ,the …show more content…
It is both about issues are being dealt with. Two types of knowledge are: tacit and explicit knowledge. Tacit knowledge: 1. It is the personal knowledge embedded in individual experience 2. It can be shared and exchanged through direct, fact-to-face contact 3. It is deeply rooted in the individual 's action, experience as well as in the ideals, values or emotions he or she embraces. 4. Subjective insights, intuitions, etc., are the examples o f tacit knowledge. Explicit knowledge: 1. It is the formal knowledge that can be packaged as information. 2. It can be found in the documents of an organization – reports, articles and manuals, patents, pictures, video images, sound, software, etc. 3. It defines the identity, the competences and intellectual assets of an organization independently of its employees. However, the explicit knowledge can grow and sustain only through the growth of tacit knowledge. KNOWLEDGE WORKER:- “A knowledge worker is someone who is employed because of his or her knowledge of a subject matter, Rather than ability toper form manual labor .They perform best when empowered to make the most of their deepest skills.” “It is certain that the emergence of the knowledge worker and of the knowledge worker’s productivity as key questions will, within a very few decades, bring about fundamental changes in the structure and nature of the economic system.” -
Tacit knowledge – know the definition and know what facilitates the exchange of this kind of knowledge (refer to discussion in Rutland and O’Hagan article).
| The study of knowledge: What constitutes knowledge, the nature of knowledge, and whether knowledge is possible
At a time when many companies experience a difficult economic situation, they have to cut costs by laying off workers, and worse if your employees decided to leave for other competitors. Losing a talented worker is costly and to replace your top employee’s knowledge, experience and customer relationships is not something as simple as ones might think. So why do good employees quit? Even with high wages or great benefit, employees can still depart from the company if they do not get along well with their managers. So in order to keep good employees on board, the managers play an important role in knowing and matching their workers’ needs. In what follows, I going to analyze the case study: “Why are we losing all our good people?” which is about a fictional firm called “Sambian Partners”; what's really the reasons that is driving talented people out of the company and offering some solution to help Sambian stop the talent drain.
Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.
What exactly is knowledge management? “Knowledge management is defined as developing a system to improve the creation and sharing of knowledge critical for decision making” (Kreitner, 217). Tacit knowledge involves the creative minds of the production because “it is personal, intuitive, and undocumented
Having a surplus amount of knowledge is often seen as something that is desired. But, sometimes having knowledge that
Knowledge can refer to a theoretical or practical understanding of a subject. It can be tacit (as with practical skill or expertise) or explicit (as with the theoretical understanding of a subject); it can be more or less formal or systematic. Botha et al (2008) pointed out that tacit and explicit knowledge should be seen as a spectrum rather than as definitive points. Therefore, in practice, all knowledge is a mixture of tacit and explicit elements rather than being one or the other. The most important distinction within KM is between explicit and tacit knowledge. The overload of data is making knowledge management increasingly more important as it facilitates decision-making capabilities; builds learning organizations by making learning routine, and stimulates cultural change and innovation.
During the recent past however, when the company became a more dominant global competitor and a publicly traded conglomerate, the numbers of employees leaving the firm have increased, generating adjacent problems of employee recruitment, training and retention. In other words, the major challenges currently faced by the company are related to talent management. At a more specific level, the issues refer to the following:
a good employer. Hence the employee retention rate is very low. The purpose of this report is to propose a
Workforce turnover is a complex and important issue amongst today's organisations. It is perhaps one of the most often cited cause of increased cost and decreased productivity. No wonder people management has become an important frontier to extract and create more value from company assets. On comprehending the articles, it has become evident that organisations have moved beyond the traditional approach of only investing in core business activities, to invest in employee retention strategies. Many organisations, for example St. George Bank
Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at
• Address issues of poor performance. Other workers resent having to carry someone who cannot or will not pull their own weight.
Knowledge, in itself, is nothing. It can even be a burden we are gathering tirelessly and than we carry it through a lifetime, climbing obstacles, overcoming challenges, our knowledge barely helping, and sometimes pulling us back instead.
Knowledge is defined to be facts, information, and skills acquired through experience or education. There are two categories that fall under knowledge; personal knowledge and shared knowledge. Shared knowledge refers to what “we know because.” It can also be defined as communicated and constructed knowledge; within culture, social norms, and semiotics. Personal knowledge refers to “I know because.” An expanded definition of personal knowledge refers to personal experiences, values, and perceptions. Shared knowledge changes and evolves over time because of methods that are continuously shared. It is assembled by a group of people. Personal knowledge, on the other hand, depends crucially on the experiences of a particular individual. It is gained
Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at