Build Your Knowledge Transfer Plan Efficiently Now

15th March 2022

Calling a spade a spade, employee retention is not 100% successful everywhere because some way or the other there are people who seek better opportunities. Therefore, a knowledge transfer plan must be prepared so that an employee performance who will be replacing the existing employee will have the critical knowledge.

The main motto of knowledge transfer is to prevent any knowledge loss. In this blog, we shall be discussing steps involved in building your knowledge transfer plan, how to apply existing knowledge and techniques technology and transfer those to new employees, and a lot about the transfer of learning course.

To maximize employee training and development success, training programs are mandatory where employees are provided with exact knowledge and skills. This will ensure effective knowledge transfer and reduce skill gaps. An accurate knowledge transfer strategy when executed properly, systematically identifies, captures, and documents critical information from experts across a business. It also ensures that this information is structured, stored, and transferred to everyone who could benefit from it.

To begin with, the employee training program must be able to analyze knowledge sharing vs knowledge transfer to make sure that the entire learning and development procedure goes well. The main purposes of knowledge sharing are:
 

• Giving back-up to a current employee as they transition to a new role within the organization
• Shortening build-up times for new hires or interns in their roles
• Ensuring that key knowledge from a departing employee is stored and shared with future team members

Well, there are three types of knowledge and they are known as Tacit knowledge, Explicit knowledge, and implicit knowledge.

Explicit Knowledge is easy to articulate, write down, and share. Implicit Knowledge is the application of explicit knowledge. For example, skills that are transferable from one employee to another. Tacit Knowledge is the knowledge that is gained from personal experience that is more difficult to express.

These three facts about knowledge management (KM) must always be kept in mind while planning a knowledge transfer format. This format helps to improve the quality of the training and development program.

4 things must be considered very seriously when it comes to planning a knowledge transfer program.
 

• Trainers must identify from whom in the organization one must gather the knowledge.
• The entire information has to be captured.
• The knowledge that is captured must be transferred.
• The knowledge transferred must be evaluated and measured.

The first stage is one of the most important phases and in this phase, a trainer must ask certain questions while identifying the person from whom the question should be asked.

Who are the “go-to” people in the organization? What do only they know how to do those? If they left today, would anyone know how to do what they do? When they’re away, what tasks pile up because only they know how to do it? What does the team rely on them for? All these questions must be asked in step one.

The second stage is where you must collect the information from the authentic source. While doing so, these factors must be taken into consideration. The critical tasks this individual oversees and their importance level, who all have this information with them, what could have happened if others do not have this information, and the resources that are needed to share the information with others.

The third stage is where the major part arrives including the transfer of knowledge. Transfer of knowledge can be done using various methodologies and interesting approaches like mentorship, simulation, work shadowing, community practice, e-learning, and so on.

The final stage is to evaluate the level or weightage of the knowledge. Evaluating and measuring the knowledge transfer process against the targets or goals will quickly illuminate any gaps in skills or performance and allow for a shift in the plan moving forward. Remember that reviewing the effectiveness of knowledge transfer practices is a continuous endeavor, and you’ll revise and evolve it as your organization grows over time.

So, if you keep all these points in mind you can share knowledge and transfer it to the required employees. Transfer of learning course aided by the training department of organization focuses a lot on these knowledge transfer approaches. These approaches are lessons learned-based and knowledge-based as well that enhance employee learning.

Written By : Ruchi Mehta