Knowledge transfer in the fields of organizational development and organizational learning is the practical problem of transferring knowledge from one part of the organization to another (or all other) part(s) of the organization. Like knowledge management, knowledge transfer seeks to organize, create, capture or distribute knowledge and ensure its availability for future users. It is considered to be more than just a communication problem. If it were merely that, then a memorandum, an e-mail or a meeting would accomplish the knowledge transfer. Knowledge transfer is more complex because (1) knowledge resides in organizational members, tools, tasks, and their subnetworks and (2) much knowledge in organizations is tacit or hard to articulate. The subject has been taken up under the title of knowledge management since the 1990s.
Read more about Knowledge Transfer: Background, Knowledge Transfer Between Public and Private Domains, Knowledge Transfer in Landscape Ecology, Types of Knowledge, Challenges, Process, Practices, Incorrect Usage
Famous quotes containing the words knowledge and/or transfer:
“The great end of life is not knowledge, but action. What men need is as much knowledge as they can assimilate and organize into a basis for action; give them more and it may become injurious. One knows people who are as heavy and stupid from undigested learning as other are from over-fulness of meat and drink.”
—Thomas Henry Huxley (1825–95)
“I have proceeded ... to prevent the lapse from ... the point of blending between wakefulness and sleep.... Not ... that I can render the point more than a point—but that I can startle myself ... into wakefulness—and thus transfer the point ... into the realm of Memory—convey its impressions,... to a situation where ... I can survey them with the eye of analysis.”
—Edgar Allan Poe (1809–1849)