Background: How to facilitate the knowledge transfer between projects is a field that has obtained a lot of attention in research. Despite this wide attention, many organizations still experience difficulties to efficiently transfer knowledge between their projects and thus the problems still remain, which appears contradictory. Previous research has had a tendency to assume that all knowledge can be articulated and codified, which has resulted in that solutions to these problems often have been directed towards the side in the transfer that creates the supply of knowledge. However, limited research has taken the receiver of the knowledge into consideration when analyzing these difficulties, who is considered to be equally influential to motivate a transfer. Purpose: The purpose of this study is to increase the understanding of the challenges concerning the knowledge transfer from past to future projects, by exploring the importance of incorporating the receiver’s perspective in the analysis of knowledge transfer practices. Methodology: This study has applied a qualitative research methodology where the empirical data has been obtained through an interview-study with nine onsite interviews in two different firms, ABB and SIEMENS. Furthermore, documents were studied in order to compliment and increase the understanding of the information provided in the interviews. Conclusions: By incorporating the receiver in the analysis we can conclude that the practices applied are not efficient in actually transferring the complete knowledge. Herewith, socialization becomes vital as a complement to these practices in order to also transfer the ‘hidden’ explicit knowledge as well as tacit knowledge that the receiver is in need of. The findings thus demonstrate the importance of taking the nature of knowledge into account when investigating the challenges with current knowledge transfer practices.

Abstract Knowledge have gradually replaced the asset to become the most important resource of the organization , people are more and more concerned about how company do the knowledge selection , creation, storage and application in the recently 20 years. There are many researches to discuss about how organization manage its knowledge creation , but there are rare essays to discuss the process of knowledge creation. Nonaka had provided knowledge spiral model to explain how organization create knowledge, he predicted organization create knowledge through the SECI process ¡Vassociation , extermination, combination ,internalization, but he has never mentioned about the process of how individual create knowledge. This article offer ¡§From individual to organization knowledge creation integration modal ¡§ which based on the viewpoint of information flow in knowledge creation process to discuss the affecting factors of knowledge creation. We analog the cognition development theory of Piaget and combined the SECI organization knowledge conversion of Nonaka to develop individual knowledge creation modal. From this modal , we predict the new thinking comes from the process which individual try to eliminate the information gap between the outside information and inside knowledge base through the dialectical process of assimilation and accommodation. When individual offer the new idea t to the other guy of the task force, it become the new outside information of the people to do the next dialectical process , and at that time the creation type will transfer from individual to organization . We consider organization knowledge creation is the information transforming process among the individuals in the group , the new knowledge is created in the dialectical process that go through antithetical concepts such as individual ¡V organization , tacit - explicit . From this integration model, we predict the affecting factors of knowledge creation which includes the selection of creator and the fitness of organization management. Finally, we try to find the fitness factors arrangement of the knowledge creation management through the resource construction model to construct the innovation ability as organization .resource , which will let the creative activity continuous running. We interview the china steel knowledge creation activities, and use the modal what we develop to explain these cases , we also try to find the common factors of these successful activities and to find the process and the source of innovation and give some suggestion to these activities. It shows china steel cases own the most part of factors which a successful innovation need , but if these innovation activities want to last forever to become organization resource , they need to transfer the firm¡¦s frame of mind from individual achievement requirement to enterprise value emphasis.

A gestão da informação e do conhecimento (GIC) emerge em um contexto socioeconômico no qual a informação e o conhecimento são reconhecidos como um recurso. Um bem imaterial, inesgotável e com alto potencial para geração da sustentabilidade organizacional. Assim, vislumbra-se que este modelo gerencial atende as demandas de um novo comportamento organizacional, que busca compreender os impactos da criação e do uso da informação sobre a vantagem competitiva. Nessa linha, e tendo como objeto de estudo a relação entre a GIC e as competências organizacionais, buscou-se verificar o impacto da GIC sobre o surgimento de competências organizacionais, especialmente considerando a utilização do Dspace, um repositório digital. Por meio da aplicação da metodologia exploratória-descritiva, elaborou-se um estudo sobre a experiência do uso da plataforma Dspace em um Tribunal da Justiça Trabalhista. A análise da literatura e do relato de experiência permitiu identificar que as técnicas de GIC colaboram para o estabelecimento das competências organizacionais, especialmente quando estas são consideradas a partir de uma visão holística que integra a necessidade informacional, os fluxos informacionais, a cultura informacional, o comportamento informacional e o uso da informação. Também identificou-se que os repositórios digitais podem ser um fator de influência para o desenvolvimento das competências organizacionais, uma vez que sua principal função é estruturar os ciclos informacionais para a geração de novos conhecimentos e, finalmente, constatou-se que o Dspace é uma ferramenta que apoia o desenvolvimento das competências organizacionais, pois permite criar um estoque de informações e/ou conhecimentos produzidos ou adquiridos pelas organizações, favorecendo o estabelecimento de um contexto capacitante ideal para aquisições de novas capacidades de agir. / The information and knowledge management emerges in a socioeconomic context in which information and knowledge are recognized as a resource. An immaterial and inexhaustible asset that has a high potential for generating organizational sustainability. Probably, this management tool meets the demands of a new organizational behavior, which seeks to understand the impact of the information creation and use on competitive advantage. Thus, and having as object of study the relationship between the information and knowledge and core competence, we sought to verify its impact on the emergence of core competence, especially considering the use of DSpace, a digital repository. Through the application of exploratory-descriptive methodology, a study about the experience of using the DSpace platform in a court of Labor Justice was done. The analysis of literature and experience report identifies that the techniques of information and knowledge management collaborates to establish the core competence, especially considering an integration between the informational needs, the information flows, the informational culture, information behavior and the use of information. In addition, it was found that digital repositories can be a factor of influence for the development of core competence, especially because its main function is structuring the informational cycle for generating new knowledge and, finally, it was found that the DSpace is an important tool, which supports the development of core competence. It allows creating a stock of information and/or knowledge produced or acquired by organizations, better supporting the establishment of an optimal enabling environment for acquisition of new capabilities to act.

A gestão da informação e do conhecimento (GIC) emerge em um contexto socioeconômico no qual a informação e o conhecimento são reconhecidos como um recurso. Um bem imaterial, inesgotável e com alto potencial para geração da sustentabilidade organizacional. Assim, vislumbra-se que este modelo gerencial atende as demandas de um novo comportamento organizacional, que busca compreender os impactos da criação e do uso da informação sobre a vantagem competitiva. Nessa linha, e tendo como objeto de estudo a relação entre a GIC e as competências organizacionais, buscou-se verificar o impacto da GIC sobre o surgimento de competências organizacionais, especialmente considerando a utilização do Dspace, um repositório digital. Por meio da aplicação da metodologia exploratória-descritiva, elaborou-se um estudo sobre a experiência do uso da plataforma Dspace em um Tribunal da Justiça Trabalhista. A análise da literatura e do relato de experiência permitiu identificar que as técnicas de GIC colaboram para o estabelecimento das competências organizacionais, especialmente quando estas são consideradas a partir de uma visão holística que integra a necessidade informacional, os fluxos informacionais, a cultura informacional, o comportamento informacional e o uso da informação. Também identificou-se que os repositórios digitais podem ser um fator de influência para o desenvolvimento das competências organizacionais, uma vez que sua principal função é estruturar os ciclos informacionais para a geração de novos conhecimentos e, finalmente, constatou-se que o Dspace é uma ferramenta que apoia o desenvolvimento das competências organizacionais, pois permite criar um estoque de informações e/ou conhecimentos produzidos ou adquiridos pelas organizações, favorecendo o estabelecimento de um contexto capacitante ideal para aquisições de novas capacidades de agir. / The information and knowledge management emerges in a socioeconomic context in which information and knowledge are recognized as a resource. An immaterial and inexhaustible asset that has a high potential for generating organizational sustainability. Probably, this management tool meets the demands of a new organizational behavior, which seeks to understand the impact of the information creation and use on competitive advantage. Thus, and having as object of study the relationship between the information and knowledge and core competence, we sought to verify its impact on the emergence of core competence, especially considering the use of DSpace, a digital repository. Through the application of exploratory-descriptive methodology, a study about the experience of using the DSpace platform in a court of Labor Justice was done. The analysis of literature and experience report identifies that the techniques of information and knowledge management collaborates to establish the core competence, especially considering an integration between the informational needs, the information flows, the informational culture, information behavior and the use of information. In addition, it was found that digital repositories can be a factor of influence for the development of core competence, especially because its main function is structuring the informational cycle for generating new knowledge and, finally, it was found that the DSpace is an important tool, which supports the development of core competence. It allows creating a stock of information and/or knowledge produced or acquired by organizations, better supporting the establishment of an optimal enabling environment for acquisition of new capabilities to act.

This master’s thesis deals about Knowledge management in a small organization, and identification of knowledge resources and needs and the integration of knowledge management principles into the daily work of the organization. The theoretical part explains the basic terms and assumptions of knowledge management and shows a multidisciplinary overlap of knowledge management. The practical part deals with analysis of current situation of organization, especially in terms of utilization of knowledge resources and their evaluation, and design an appropriate system for managing knowledge in the organization.

The aim of the research documented in the thesis was to design an ontology for the knowledge organization domain. Three requirements specifying areas of ontology use have been identified: making of statements for a knowledge base for knowledge organization, indexing of resources in the domain and interlinking with content-relevant ontologies. The design was elaborated by the method of reengineering the first version of ontology, created in the framework of the NAKI research project Knowledge base for subject area of knowledge organization in 2013-2015. The second version of ontology is based on the DOLCE foundational ontology, specifically on the reusing of its selected classes and predicates, including the axioms associated with them. The reengineering of the content of the first version of ontology was done by the domain and facet analysis methodology. The outcome is divided in two interlinked modules - axiomatized heavy- weight core ontology and light-weight terminological ontology. The ontology offers a solution to the compatibility of Czech and world terminology, it applies an extended concept of domain beyond the scope of memory institutions, and it presents a partial contribution to the development of the theory of knowledge organization. The content of the thesis is divided into five...

(in English): The thesis investigates knowledge management in the context of information science and human resources management strategy. It includes (1) analysis of the current status of knowledge management and the potential of knowledge management to be evaluated using audit procedures, (2) comparative analysis of knowledge management as approached in the Czech Republic and other countries, and (3) knowledge management audit proposal.