Competence is the correlation of three entities:
data, information and knowledge.
Data = is a sequence of quantified symbols, decipherable or not. It may be a text, photos, pictures, recordings, etc.
Information = is organized and structured; it´s a set of data that transmits significance.
Knowledge = is the set of conceptual tools and categories used by humans to create, collect, store and share information. Includes assumptions, concepts, descriptions, theories, procedures, etc.
| Tacit → that is the head of individuals, it is personal |
| Explicit → that has been officially submitted. Eg. books, texts, manuals, etc. |
| Tacit to Tacit – result of the interaction of people, usually through oral transmission of knowledge. Receives the name of awareness. Eg. lectures, conferences, meetings, etc.. |
| Tacit to Explicit – when knowledge is documented. The skills, knowledge, individual sources are textual, visual or auditory. Commonly called Outsourcing. Eg. reports, videos, files, etc. |
| Explicit to Explicit - Combination of activities considered when analyzing materials of knowledge explained by the changing times, going beyond what has been described therein. Eg. disclosure of reports by email, access to the company procedure folder, adaptation of manuals, etc. |
| Explicit to Tacit - considered Internalisation of activity. Application of what was learned through textual sources. Eg implementation of procedures described in manuals, etc.. |
Spemsa support acts to improve the intellectual capacity of people in organizations. The complexity of knowledge management is the reconciliation of tools and personal knowledge, dealing with a huge diversity of sources of knowledge that will generate the organizational learning.
The process of organizational learning is part of the culture of Knowledge Management. Thus, the organizations included in this context may do so through the sharing of internal information, also called Collaboration and the acquisition of new knowledge. However, we need to establish strategies and management models that facilitate the creation of a culture of learning.
| - Skills Management |
| - Collaboration |
| - Performance Evaluation |
| - Individual and Team Goals Management |
| - Analysis of Gaps in Knowledge |
| - Individual Development Plans |
| - Career Plan |
| - Succession Plan |
The collaboration must be present throughout the organization
Sharing is the process by which knowledge is the spread of both the search and the delivery of information to individuals, including:
| - Identification of information needs of the organization |
| - Identification of Essential Skills |
| - Mapping Skills |
| - Analysis of Gaps in Knowledge |
| - Establishment of effective mechanisms for recovery |
| - Indexing and Search Tools |
| - Training of potential users |
| - Awareness and Training |
| - Dissemination of knowledge in time to the right people |
It has long been a way of seeking competitiveness by analyzing intellectual capital, which is competitive businesses. This analysis identifies the best ways to develop intellectual capital and how to maintain and retain people and knowledge in organizations.
By investing in the development of people, in training and preparing them to develop their activities in pursuit of excellence, companies are making investments in one of their intangible assets, so that after such qualification, they remain motivated and committed to success itself and therefore the company.
| - Collaboration |
| - Notifications |
| - Reviews |
| - Individual Assessments and 360 degrees |
| - Performance Evaluation |
| - Individual and Team Goals Management |
| - Sharing Knowledge |
| - Portals Subportals Management |
| - Sharing Documents |
| - Online Meetings |
| - Online Training (e-learning with or without the virtual instructor) |
| - Chats and Forums |
| - Reports of performance and individual development |
| - Interaction between teams |
| - Increased wealth for company |
| - Absorption of Intellectual Capital |
| - Retention of knowledge |
| - Reuse of knowledge |
| - Reduction of losses due to turnover |
Idioma 
