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Hrm 520 Mod1 Case Knowledge Transfer

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Running Head: KNOWLEDGE SILO MATRIX 1
HRM 520 Module 1 Case
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Institutional Affiliation

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KNOWLEDGE SILO MATRIX 2
HRM 520 Module 1 Case
Introduction
Knowledge sharing is a field that has emerged in business, intending to assess the skills
and talents of employees in a company, so as to protect and retain a workforce that they need to
meet company objectives. Knowledge transfer is meant to address particular challenges in
business that pertain to workforce, such as dealing with unexpected loss of an expert, knowledge
lost with retiring employees and overreliance on few employees due to work overload.
Knowledge transfer process is applicable in a series of three steps that are: Knowledge Silo
Matrix, Skill development plan and the Knowledge transfer Workshop.
The first of these is the Knowledge silo matrix. A Knowledge silo matrix is used to
analyse and identify areas of potential talent risk that a business is exposed to, to improve
performance and productivity (Sy et al., 2005). reveals, in summary, your skill shortages,
redundancies, overloading and absence of backups: collectively your talent risk profile. The
knowledge silo matrix is shown below.

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Running Head: KNOWLEDGE SILO MATRIX HRM 520 – Module 1 – Case Name Institutional Affiliation 1 KNOWLEDGE SILO MATRIX 2 HRM 520 – Module 1 – Case Introduction Knowledge sharing is a field that has emerged in business, intending to assess the skills and talents of employees in a company, so as to protect and retain a workforce that they need to meet company objectives. Knowledge transfer is meant to address particular challenges in business that pertain to workforce, such as dealing with unexpected loss of an expert, knowledge lost with retiring employees and overreliance on few employees due to work overload. Knowledge transfer process is applicable in a series of three steps that are: Knowledge Silo Matrix, Skill development plan and the Knowledge transfer Workshop. The first of these is the Knowledge silo matrix. A Knowledge silo matrix is used to analyse and identify areas of potential talent risk that a business is exposed to, to improve performance and productivity (Sy et al., 2005). reveals, in summary, your skill shortages, redundancies, overloading and absence of backups: collectively your talent risk profile. The knowledge silo matrix is shown below. Silo 3 Silo 4 Silo 5 Silo 6 Priority Silo 2 Name 3 Silo 1 KNOWLEDGE SILO MATRIX 1 4 3 2 4 1 1st Employee 2nd Employee 3rd Employee 4th Employee Key Actively Learning Independently working Chosen to mentor Work Team Overview The above knowledge silo matrix represents the talent pool of ...
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