Managing Your Organisation’s Knowledge for a Hybrid Workplace

Knowledge is power, and while it is crucial to acquire knowledge, it is critical that we retain what we learn. And even more critical is how we manage what we have learnt, and apply it effectively in our lives. The same can be said of the time-tested process of Knowledge Management, also known as “capturing, distributing and effectively using knowledge” [1]. This discipline has proven essential to organisational growth [2], learning and development (L&D) and a productive company culture [3].

In the last two years, the COVID-19 pandemic has resulted in many changes in how organisations run their businesses. To work around the many restrictions and regulations, many have implemented a hybrid learning and working environment. However, the new system is likely to encounter potential roadblocks and pitfalls if implemented incorrectly. For instance, do employees and learners have the right tools to work and learn effectively and efficiently from home? Do organisations have the correct tools to ensure knowledge is distributed to workers and learners scattered around the world, and summarily retained?

The Significance of Knowledge Management (KM)

Knowledge Management (KM) is critical as it supports the long-term preservation of organisation knowledge. The maintenance of your organisation’s knowledge is a strategic competitive advantage [4] in your organisation’s arsenal; it is also a strong indicator of good company culture [5]. Managing your knowledge well will enable you to identify skill gaps quickly, which in turn allows you to tweak or enhance your L&D programmes promptly to close the gaps before they become issues later.

COVID-19 restrictions have led to a decrease in physical training sessions. A lack of correct learning and teaching tools may result in a limit to knowledge transfer, sharing, and training. Some learners might even have to take on larger responsibilities and initiatives to self-learn. With a KM system in place, you can streamline business processes and facilitate improved knowledge retention and sharing within the organisation. A suitable KM system is not only cost- and time-effective, it also elicits higher employee engagement as your operations are now more effective, and can lead to increased collaboration and communication in a hybrid working environment.

With four in 10 workers in Singapore preferring to continue working remotely rather than getting a bigger bonus [6], how can organisations go about making knowledge transfer, sharing and training smoother and more conducive process?

Let traditional patterns such as searching through email chains or bookmarking a website for a simple work procedure be a thing of the past, there are two systems that organisations should consider.