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The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

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Knowledge Management

Knowledge management (KM) emerges as a strategic approach aimed at systematically identifying, capturing, storing, and sharing knowledge within an organization to enhance decision-making, foster innovation, and drive sustainable growth.

What is knowledge management?

Knowledge Management (KM) is a multifaceted discipline focused on the systematic management of an organization's knowledge assets. It involves the identification, creation, capture, organization, storage, retrieval, and dissemination of knowledge resources, including explicit knowledge (documented information) and tacit knowledge (personal insights, experiences, and expertise).

By implementing effective knowledge management practices, organizations can harness their intellectual capital, enhance collaboration and knowledge sharing among employees, and leverage valuable insights to achieve strategic objectives and operational excellence.

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What is knowledge management system?

A Knowledge Management System (KMS) is a technology-enabled platform or framework designed to facilitate the capture, storage, retrieval, and dissemination of knowledge within an organization. It encompasses a range of software tools, databases, intranets, collaboration platforms, and other digital solutions tailored to support knowledge management processes and workflows.

What does a knowledge manager do?

A knowledge manager is responsible for overseeing the development, implementation, and maintenance of knowledge management initiatives within an organization. Their duties may include:

  • Strategy development: Developing and implementing a knowledge management strategy aligned with the organization's goals and objectives.
  • Technology management: Selecting, implementing, and managing technology platforms and tools to support knowledge management processes, such as document management systems, intranets, and collaboration platforms.
  • Content management: Curating and organizing knowledge assets, ensuring they are accurate, up-to-date, and easily accessible to users.
  • Training and support: Providing training and support to employees on how to use knowledge management tools effectively and encouraging participation in knowledge-sharing activities.
  • Measurement and evaluation: Monitoring and evaluating the effectiveness of knowledge management initiatives, measuring key performance indicators, and identifying areas for improvement.
  • Promotion and advocacy: Promoting a culture of knowledge sharing and collaboration within the organization, advocating for the value of knowledge management, and encouraging participation from stakeholders at all levels.

What is knowledge management software?

Knowledge management software is a type of technology solution designed to facilitate the creation, organization, storage, retrieval, and sharing of knowledge assets within an organization. It provides a centralized platform for capturing, managing, and accessing information, expertise, and insights to support decision-making, collaboration, and innovation. Knowledge management software encompasses a variety of tools and features tailored to meet the specific needs of knowledge management initiatives, including:

  • Document management: Allows for the creation, storage, and organization of documents, files, and other digital assets in a centralized repository, making it easier for users to find and access relevant information.
  • Collaboration tools: Enables real-time communication, collaboration, and knowledge sharing among employees through features such as discussion forums, chat, and collaborative editing of documents.
  • Knowledge bases and wikis: Provides a platform for creating and maintaining knowledge bases, wikis, or FAQs containing articles, guides, and other informational resources on various topics.
  • Search and retrieval: Offers robust search functionality, including keyword search, filters, and advanced search options, to help users quickly locate the information they need within the knowledge repository.
  • Content categorization and tagging: Allows for the categorization, tagging, and metadata management of content to facilitate organization, navigation, and discovery of knowledge assets.
  • Analytics and insights: Provides analytics and reporting features to track usage metrics, identify popular topics or trends, and gain insights into knowledge consumption patterns within the organization.

Why is knowledge management important?

Knowledge Management (KM) is vital for organizations because it:

  • Drives innovation: By leveraging collective knowledge and fostering a culture of learning and experimentation, KM encourages innovation and helps organizations stay ahead of the competition.
  • Improves decision-making: Effective KM ensures that decision-makers have access to accurate, timely, and relevant information, leading to better-informed decisions and more successful outcomes.
  • Enhances efficiency and productivity: KM streamlines processes, eliminates duplication of efforts, and enables employees to work more efficiently by providing easy access to knowledge resources and expertise.
  • Facilitates organizational learning: KM promotes a culture of continuous learning and improvement, allowing organizations to adapt to changing environments, identify emerging trends, and capitalize on new opportunities.
  • Fosters collaboration and communication: By breaking down silos and facilitating knowledge sharing across departments and teams, KM fosters collaboration, creativity, and a sense of shared purpose within the organization.

How does a knowledge management system help an organization?

A Knowledge Management System (KMS) plays a pivotal role in enhancing organizational efficiency, innovation, and decision-making by:

  • Centralizing knowledge: A KMS aggregates and organizes knowledge assets, making it easier for employees to access relevant information quickly and efficiently.
  • Facilitating collaboration: By providing tools for communication and collaboration, a KMS fosters knowledge sharing among employees, encouraging cross-functional collaboration and the exchange of best practices.
  • Promoting learning and development: KMS platforms often include features such as training materials, tutorials, and knowledge repositories, enabling continuous learning and professional development within the organization.
  • Improving decision-making: Access to timely and accurate information through a KMS enables better-informed decision-making at all levels of the organization, leading to more strategic and effective outcomes.
  • Capturing organizational knowledge: A KMS acts as a repository for organizational knowledge, preserving critical insights, lessons learned, and best practices that might otherwise be lost due to employee turnover or organizational changes.
  • Enhancing innovation: By facilitating the sharing of ideas and lessons learned, a KMS stimulates innovation and creativity within the organization, driving continuous improvement and adaptation to changing market conditions.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.


eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

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