Leyla Mohammadi; Mehdi Alipour Hafezi
Abstract
Knowledge auditing is the first step in knowledge management programs. Knowledge auditing helps to identify knowledge management needs, areas of strength and weaknesses, opportunities and threats in organization. This paper aims to introduce models of knowledge auditing. It proposes a knowledge ...
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Knowledge auditing is the first step in knowledge management programs. Knowledge auditing helps to identify knowledge management needs, areas of strength and weaknesses, opportunities and threats in organization. This paper aims to introduce models of knowledge auditing. It proposes a knowledge auditing model for Iranian research centers. Firstly library research method is used for introducing existing important knowledge auditing models. Then analysis and modeling method is used to propose a suitable model for Iranian scientific institutes. Different models can be used to audit organizations. The important ones are Hylton, Albers, Perez-Soltero et al, Wu and Lee, Ganasan, Durai and Dominic. Study led to a six-stage model of the knowledge auditing, namely, 1. To identify structural and strategic elements, 2. To identify knowledge needs 3. To identify knowledge flow, 4. To identify knowledge inventory, 5. To draw a knowledge map, 6. To identify areas of strengths, weaknesses, opportunities and threats.
Kamal Dorrani; Hashem adiban
Abstract
The present study is going to evaluate the relation between knowledge management processes and job performance of employees in university of Tehran. The research’s sample includes 105 employees of Tehran university (21 men and 84 women) using the random sampling and applying the Cochran formula. ...
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The present study is going to evaluate the relation between knowledge management processes and job performance of employees in university of Tehran. The research’s sample includes 105 employees of Tehran university (21 men and 84 women) using the random sampling and applying the Cochran formula. Besides, research’s data was gathered through performance appraisal checklist and knowledge management questionnaire. The analysis of information was done by using statistical methods (T -test, Anova , U Whitney, mean and Pearson correlation coefficient). The findings of the study showed that the status of knowledge management among employees is lower than the supposed mean and that the job performance is above average. Evaluation of knowledge management and job performance among demographic variables: gender, age, educational level and history of serving demonstrated that only the age with knowledge management and also age, sex with job performance showed a significant difference. The results of the correlation coefficient between the components of the knowledge management and those of job performance indicated that the only significant correlation was found between the components of knowledge acquisition and the components of job performance (task and context performance) and among other variables no significant correlation was discovered.
