Steps to Establish Knowledge Transfer & Capture Processes

Head silhouette and tooth wheels with knowledge transfer and education concept related words imprinted on metal surface isolated on white

Steps to Establish Knowledge Transfer & Capture Processes

1. IDENTIFY ESSENTIAL KNOWLEDGE

  • In which positions would knowledge loss present the greatest threat to the success of the Team/Division/Department?
  • What knowledge is critical to deliver on current objectives? On future objectives?
  • Why is it important to transfer the knowledge? What would be in the impact on performance if knowledge was lost?
  • Is the knowledge inherent to a key position or key role within the work unit?
  • What would others in the work unit consider essential knowledge?

2. IDENTIFY WHO HAS THE KNOWLEDGE

  • Consider imminent retirements and other departures.
  • Engage in long-term planning.
  • Who is doing a unique job? Who has a unique set of skills or knowledge? Who is lead on major projects?
  • Meet with these individuals to identify essential knowledge and the person(s) who should receive the training/knowledge.

3. IDENTIFY TO WHOM THE KNOWLEDGE SHOULD BE TRANSFERRED

  • Who needs the knowledge to deliver value to the organization?
  • What do employees already know?
  • Clarify expectations, ground rules, roles, communication for giver and receiver.

4. DETERMINE THE BEST TOOL TO CAPTURE & TRANSFER THE KNOWLEDGE

  • Work with both parties to determine the most appropriate tools given the nature of the knowledge and the communication and learning styles of the participants.
  • Develop a knowledge transfer plan to identify tasks, actions and deliverables.

5. MONITOR & EVALUATE

  • Integrate knowledge transfer plans into operating procedures and performance.
  • What outcomes do you anticipate?
  • Identify evaluation criteria.
  • Specify reporting requirements.
  • Coordinate a final meeting—review lessons learned.