Event Date/Time: Jun 09, 2011
It is common knowledge that the performance of many organisations suffers from knowledge loss due to poor knowledge transfer. People move internally, leave or just do not share what they know. Increasingly there are examples in the literature of impacts of retiring baby boomers, poor succession management, difficulty in securing people with specific knowledge and experiences and the consequential long periods to develop new people with no guarantee they will stay once developed. Despite the many descriptions of the problems, there have been relatively few successful approaches to prevent them.