How to use self-owned knowledge to face the future challenge and diversity, to absorb the fashion knowledge and to create the more valuable knowledge is the most important issue for the corporation that want to become the multinational corporation. In order to use the superiority of globalization well, the headquarter must transfer the core competency to other subsidiary. However, the topic about cross border knowledge transfer will let the factor become more complexity. The character of industry, the strategies of globalization, the inner organizational competency and the top management team will have serious impact to the meaning of knowledge transfer, and will have influence to the whole structure of knowledge transfer. To find out which factors influence the border knowledge transfer of multinational corporation is the core issue in this research. We got the results by mean of the interaction among the character of industry, the strategies of globalization and the inner organizational competency. Further, we can obtain the mutual relations with human capital of the corporation. Although the influence factors of cross border knowledge transfer are too numerous to count, three subs ructions of entirety are the industry of corporation, the inner organizational competency and the strategies of globalization. According to the qualitative analysis and data collection, the inductive inferences of this research are as following: 1. The factors influence sorts of knowledge transfer (1) The maturer product life cycle is, explicit knowledge is more than tacit knowledge of the cross border knowledge transfer. (2) If the industry technique of corporation is superior, the disposition of capital and resources is nearer centralization and origin of inner competency in the corporation is from high-level executive group. (3) Most tacit knowledge of R&D would be produced by headquarter when the product life cycle lasts longer. (4) The origin of inner competency in the corporation is from high-level executive group, because the corporation has the ¡§market ¡Vaccess¡¨ competency and the inner disposition of capital and resources is nearer centralization. 2. The factors influence model of knowledge transfer (1) The correlation between externalization articulating of cross border knowledge transfer and higher knowledge worker in this industry is straight. (2) More requisite the forces for national responsiveness / differentiation, higher degree the externalization articulating and socialization empathizing of cross-border knowledge transfer are.

The subject of my graduation theses is „Proposal and Apply into Practice of a System of Learning Organization“. Because of high competitive conduct in the marketplace and continual progress in all of branches, the continual improving is very important for all companies. Many of workers are often irreplaceable. And company is becoming very vulnerable in the case of his inability or leaving. This problem can be solved by transformation of „a learning organization“. It is the complicated process, when is necessary to change an organization structure, to analyse current working stations and to analyse real organization´s requirements (personal audit). Coessential part is an actual description of working stations, determination and evaluation single worker´s competences and fulfilment evaluation. By establishing „a system of a learning organization“ we can get a target for future and also we put aside a risk so-called „irreplaceable worker“. A practical part is targeted on research. The main instruments are questionnairies and interview. The questionnairies are targeted on worker´s satisfaction, competence and evaluation. Gained information can be used for comparation with the previous research and as a base for a proposal. A theoretical part is targeted on methodology that deals with evaluation of workers and also with components of „a system of learning organization“. It means a methodology of working station´s analyse, determination and evaluation single worker´s competences, methodology 360° etc. The purpose of this work is to propose and apply of „a system of a learning organization“.

Il progetto di ricerca muove dall’interesse per l’emergere di nuove epistemologie della formazione professionale che riconoscono la pratica condivisa come contesto epistemologico di produzione e sviluppo di competenze. Recenti ricerche collegano le possibilità di crescita professionale del singolo allo sviluppo complessivo delle organizzazioni, interpretate come sistemi di comunità che apprendono. Il tema di fondo su cui si confronta la ricerca attiene alla trasformazione delle conoscenze dell’insegnante, all’interno dei vincoli e delle possibilità connesse all’attuale fase di transizione, in favore dell’apprendimento organizzativo. Più in dettaglio, la ricerca indaga il ruolo che assumono le conoscenze tacite nella trasformazione di conoscenza dal livello individuale a quello collettivo. / The research project originates from the interest in emerging new epistemologies of professional formation which identify shared practice as the epistemological context of competence creation and development. Recent research relates the opportunities of individual professional growth to the overall development of the organizations, considered as learning community systems. Given the limits and possibilities connected to the present moment of transition, the main point the research deals with is the transformation of the teacher's knowledge in favour of organizational learning. To be more precise, the research investigates the role of tacit knowledge in the transformation of knowledge from individual to collective level.