Knowledge Transfer in a Learning Organization

Abstract

The everyday struggle for survival on the market is the main reason for the development of a learning organization. Only the most enduring and persistent organizations can keep up with the fast pace of life and change. The change from a classic to a learning organization can be a long-lasting process. The importance of intellectual capital, e.g. the knowledge of its employees, is not unbeknownst to learning companies, which is why they are continuously searching for new methods of knowledge management, which is as important as rational money spending, human resources and raw materials. Considering all of the above, the most important source of value for the company comes from its employees. Employing their creativity and mindset, they are working in different teams which are innovatively adjusting to the ever-changing environment and enabling continuous learning and development. The article defines the concept of a learning organization, presents its characteristics, and describes its learning process. Later on, we define knowledge management, which includes the process of managing, generating and saving knowledge; further chapters describe the importance of the transfer and usage of knowledge in the company. We have also described the five ways of knowledge transfer: serial transfer, close transfer, remote transfer, strategic transfer and professional transfer. The last thing mentioned are the changes brought about by knowledge transfer in a learning organization.