組織精簡後因應知識流失管理之道   全文下載

A study of management on losing knowledge after downsizing in organization

人力資本是政府機關創造價值的主要資產。然而，政府精簡人力所推行國營事業民營化以及「中央行政機關組織基準法」、「中央政府機關總員額法」之政策影響、尚有嬰兒潮世代的退休人口，其所產生「組織失憶症」與腦力流失之問題，政府機關必須建立延續管理機制，及組織記憶，以留住員工的腦袋。
本文根據知識特性的差異，區分隱性知識與顯性知識的延續管理方法，前者為師徒制，後者為口述歷史、公司史及建構知識檔案。
完善的知識延續管理，是四種方法交互使用，以補充相互間的不足。並輔以組織文化與獎勵制度之設計，以驅動員工知識公開與知識分享。

Human Capital is the asset that creates value for government agencies. However, currently government being the largest employer finds itself with the situation of having a large workforce.
In an effort to deal with this issues there are four situations that will take place in the future, 1) privatization; 2) retirement boom; 3)“Basic Law Governing the Organization of Central Government Agencies”; 4)“Total Number of Civil Servants Employed by Central Government Agencies.”
Speculation is however that it will cause the problem of“Corporate Amnesia”and brain-drain. Government should build the mechanism of continuity management to maintain knowledge from our employee.
This paper aims to look at the difference of knowledge character to distinguish between implicit and explicit knowledge for the study of continuity management. One is apprenticeship, the others are debriefing, corporate history and the knowledge profile building.
Good knowledge continuity management depends on using two ways which complement each other. Additionally, organizational culture and the offering of rewards are factors that help to build, open and share knowledge in the organization.