We are living times of change, changes that we have desired, changes that we have sought to transform organizations, using new administrative approaches where the value resides in the people in whom information and knowledge is generating a new society in today's world..
In this sense, it is necessary to recognize that today people learn to diversify their knowledge and experience in order to strengthen their skills and creativity, and in this way increase their capacity to understand the changes that are taking place in this dynamic and changing sector..
People today experience a process under a new updating framework that comes from technological development based especially on new communication technologies, and new management models, where the basic principles are: learn to know, learn to do, learning to live with others and finally learning to be, this has a new meaning in knowledge management as a new paradigm of the XXI century.
In the administrative context, the information society and the knowledge society is one more stage in the permanent development process, where human resources cease to be passive subjects to become active subjects that facilitate improvements in production processes and stimulates the introduction of new values to take on the most important and unique challenges in the current era, and thus overcome on this new path; fears of failure, rejection, criticism, traditional hierarchy schemes and thus breaking with the old mental schemes that cause so much damage to the internal and external of different organizations.
The new mission of knowledge management, a management model, starts from the premise of generating-introducing new rules of the game in order to create synergy and empathy as a successful strategy to promote adaptability, self-control, reliability, initiative and personal development; in turn using technological developments as a viable strategic value to break all the risks and uncertainties in the new economy, this in order to strengthen human resources and prevent them from being affected by the demands of the new vision that is about the new concept of work.
This new paradigm is defined as the effort that organizations make to obtain, organize, distribute and share knowledge among all employees. This new practice breaks the old conception of traditional models in organizations, since its challenge is to enter the competitive environment global, and the way to survive, through the implementation of this alternative model where the pyramidal sense happens to be replaced by the horizontal model.
This approach has brought many followers because management flows have produced improvements and has been key to driving changes in this context, this is due to the speed of technological developments that put additional pressure on the organization and human resources. This implies having a trained and multifunctional workforce, with work teams that accept challenges and can manage in uncertain environments.
The challenges that organizations have before them, implies being in continuous movements without losing balance. The only thing that is really clear is that the organization must be flexible and able to adapt in the midst of the new demands of business. Human resources management has a crucial role such as: participating more and more actively at the strategic level. of the organization, but this is not easy. This implies a profound change and requires commitments from all members of the organization.
In Venezuela, this new practice is just beginning to take on relevance, motivated by the fact that smart organizations need to be more up-to-date and able to respond successfully to customer needs every day. Knowledge management is a new management style where value it resides in knowledge and this is the lever for the changes that leaders use to transform, add value and foster a new organizational culture with the purpose of breaking old management practices.
This new practice creating value knowledge about goods or services has become today a formula of organizational profitability and economic growth strategy in those organizations that invest in technology, training and give people their fair value and opportunity. that they be their own leaders in each of their processes. This management model contemplates five steps for its application to be truly effective:
1-Create, define, share and put into practice a shared and team vision.
2-Evaluate the organizational culture.
3-Analyze the learning capacity of the organization.
4-Eliminate barriers hinder change.
5-Share and discern what has been learned.
All these steps are the basic principles that any organization that wants to apply this new vision based on knowledge management should use as a strategy to strengthen it and make it more competitive in times of change. For the application of this model, it is recommended that you be guided by a specialist or experienced connoisseurs so that the result is truly successful.
Bibliographic references
DRUKER, P. (1999). Management Challenges for the XXI Century. Rule. Colombia.
FREEMAN, C. 1987. The Challenge to Innovation: The Japan Experience. Galac Venezuela.
HICKMAN, C. and Silva, M.1996. How to Organize the Company of the Future. MC Graw Hill. Mexico.
IVANCEVICH, John. 1996. Management, Quality and Competitiveness. 1st Edition in Spanish of the 1st Edition in English. IRWIN. Madrid Spain.
