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TABLE CONTENTS

TITLES
CHAPTERS

PAGE NUMBERS
INTRODUCTION
OBJECTIVES

CHAPTER-I

RESEARCH METHODOLOGY
NEED OF THE STUDY

SCOPE OF THE STUDY


LIMITATIONS

CHAPTER-II

CHAPTER-III

REVIEW OF LITERATURE

INDUSTRY PROFILE
COMPANY PROFILE

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DATA ANALYSIS
CHAPTER-IV

&
INTERPRETATION

45

FINDINGS
SUGGESTIONS
CHAPTERV

58

CONCLUSION
QUESTIONNAIRE
BIBLIOGRAPHY

CHAPTER-1
INTRODUCTION

INTRODUCTION

Employee Knowledge Management

The new millennium is in the midst of explosive change witnessing intense


competition amongst the domestic as well as the international players. Little wonder
then EMPLOYEE KNOWLEDGE MANAGEMENT is fast emerging as a core
strategy that organizations worldwide are adopting to manage and leverage
organizational knowledge, for sustainable business advantage. In this world of rapid
change, we have to create new knowledge and ideas constantly. We get that by
looking at what we know, and applying it to what we do not yet know.
The changes taking place in the world economy have made EMPLOYEE
knowledge management a business necessity, at least for large multinationals that
operate on a global scale, or hope to. Managing your companys knowledge more
effectively and exploiting it in the market place is the latest pursuit of those seeking
competitive advantage?
The organizations that are driven by knowledge are the ones that will succeed.
The combination of global reach and speed compels organizations to ask themselves,
what do we know, who knows it, what do we not know that we should know?
This paper describes in a nutshell, that the organizations can attain maturity in
KM only through healthy coexistence of technology, processes and people.
What is Knowledge Management?
Knowledge Management is a process that helps organizations find, select,
organize, disseminate and transfer important information and expertise necessary for
activities such as problem solving, dynamic learning, strategic planning and decisionmaking.
If money is your hope for independence, you will never have it. The only real
security a man will have in this world is a reserve of knowledge, experience and
ability.

- Henry Ford
Knowledge:

Knowledge is part of the hierarchy made up of data, information, knowledge


and wisdom. Data are raw facts. Information is facts with context and perspective.
Knowledge is information with guidance for action. Wisdom is an understanding
which knowledge to use for what purpose.

Management:
Management is part of another hierarchy that includes supervision,
management and leadership. Supervision is dealing with individual tasks and
people and works at the operational level of an organization or subunit.
Management is dealing with groups and priorities at the tactical level. Leadership
is dealing with purpose and change at the strategic level.
Hence knowledge management is concerned with the exploitation and
development of the knowledge assets of an organization with a view to furthering
the organizations objectives.
No amount of sophistication is going to allay the fact that all your
knowledge is about the past and all your decisions are about the future.
- E. Wilson

OBJECTIVES OF EMPLOYEE KNOWLEDGE MANAGEMENT

To find out the importance of Employee Knowledge Management in


consideration that it is intellectual capital of an organization.
To find out uses of Employee Knowledge Management for effective HRM.
To know the perceptions of employees towards Employee Knowledge
Management.
To know the process & methods used in EKM.
To evaluate the impact of EKM on motivation of employees.

RESEARCH METHODOLOGY
RESEARCH DESIGN:
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A research design is the specification of methods, procedures for acquiring


the information needed. Is the overall pattern are frame work of the project that
stipulates what information is to be collected from which sources and by what
procedures.

STUDY TOOLS:
Data is collected from various primary and secondary data.

PRIMARY DATA:
Primary data refers to the data collected specifically for the purpose
of research problem. It is the first hand information collected by the research firm or
by an external agent with objective of solving a research problem.
Primary data is a data that is collected directly from the employees through
interviewing them, through questionnaire method.
Interview method is a collection of data which involves presentations of oral verbal
and reply in terms of verbal response.

QUESTIONNAIRE METHOD:
A questionnaire is a formalized set of questions for collecting
information. Its function is measurement. A questionnaire is administered by means of
a telephone or a personal interview also termed as interview schedule.

SECONDARY DATA:
Primary data for one party becomes secondary data for the other users.
Secondary data refers to existing data that has been collected with an objective other
than the research purpose in question. It could be the data collected by the firm itself
for any other purpose or by any external party for the same or other research problem.
Secondary data is the data, which is collected from the company broachers, records,
magazines, books and others sources.

NEED FOR THE STUDY:


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Examining the process and methods used in implementing the Knowledge


Management.
Importance of Employee Knowledge Management in Organizational
effectiveness.
To perceve EKMs importance as emerging concept in the Organizational
Development.
To stop constantly reengineering and downsizing.
To develop knowledge grid.
To reuse the knowledge that saves work, reduces communication costs, allows
a company to takes on more project.

SCOPE OF THE STUDY


The study was focused on EKM. Since it is necessary to focus on the levels of
satisfaction by smooth functioning of organization is also to maintain and
retain employees for long term. So this study encompasses both managerial
and non-managerial employees of Tecumseh.
EKM Systems shares knowledge as a part of Organizations DNA.
EKM emphasizes shared interests and work across the locations and time

zones.

To enable people to directly exchange ideas and learning to increase the


relevant knowledge available use in organization.

SAMPLE SIZE:
The sample size is 150 and they are selected from different departments
like HRD, Finance, Supply Chain, Marketing, corporate, IT, and Quality
Departments.
These questionnaires were filled by the employees themselves. This was
followed by a discussion with the respective employees about the answers they had
given.
The evaluation technique that I used is percentage method which was based
on the reply given by the employees.

Percentages were calculated for the maximum number of employees answering


that question These percentages were shown by the graphical representation. Relevant
conclusions were drawn from the same.

LIMITATIONS OF THE STUDY


The study is limited to the capabilities and willingness of the respondents in
appropriately answering the questions.
Some questions are framed to the extent of managerial cadre only, hence
answered by them only.
Questions 15 and 16 are the views of employees, hence are non-parametric.
The study is restricted to Hyderabad branch only.

The sample size was small to ascertain any conclusions on this study.
Short time period was inadequate for conducting detailed study among the
employees.
The study was limited for a period of 45 days only.
The study is restricted to academic purpose only.

CHAPTER 2
REVIEW OF LITERATURE

PREAMBLE:
In the present day market scenario of intense competition,
organizations need to know what they know and able to leverage on its knowledge
base to gain competitive advantage. In this knowledge era, organizations can create
and sustain competitive advantage through initiation of appropriate knowledge
management process. The organizations that can leverage technology to exploit the
data realize the benefits by creating a competitive advantage for itself. The
competitive advantage could be in the form of identifying trends, unusual patterns and
hidden relationships.
The recent emphasis on knowledge management arises out of the needs
of the organizations to manage resources more effectively in a hyper-competitive,
global economy. The need for emphasis on knowledge management is also stressed by
Nonaka and Takeuchi in their statements. In an economy where the only certainty is
uncertainty, the one sure source of lasting competitive advantage is knowledge.
Successful companies are those that consistently create new knowledge, disseminate
it widely throughout the organization and quickly embody it in new technologies and
products.

EMPLOYEE KNOWLEDGE IN KNOWLEDGE MANAGEMENT:


Many management researchers and authors have stressed the importance
of knowledge. Peter Drucker has declared that knowledge is just not another resource
like labour, capital, but is the only important resource today. Toffler subscribes to the
views of Drucker, by proclaiming that knowledge is the source of the highest-quality
power shift that lies ahead. Quinn shares a similar view while stating that the
economic and the producing power of modern organizations lies more in its
intellectual assets and capabilities more than the other tangible assets. Nonaka and
Takeuchi have focused on how Japanese companies have leveraged their knowledge
assets to gain competitive advantage and industry leadership. The paradox in
knowledge management is that we are trying to manage what cannot be managed.
Before we set about managing knowledge, we need to understand what the term
knowledge refers to and the various classification of knowledge.

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Davenport has defined knowledge as a fluid mix of framed experience,


values, contextual information and expert insight that provides a framework for
evaluating and incorporating new experiences and information. It originates and is
applied in the minds of the owners of knowledge. In organizations, it often becomes
embedded not only in documents or repositories, but also in organizational routines,
processes, practices and norms.
Ryle, in one of his works, has explained the different categories of
knowledge. First knowledge is referred to what is gained through the understanding of
concept and frameworks, generally referred to as knowing why another
classification of knowledge, what Peter SengeTermed as capacity for action, refers to
an understanding of the facts and procedures required for making things happen.
Knowledge also refers to the codification of factual knowledge based on prior
experience, which is
Need for life-long learning is an inescapable reality
Increasing dominance of knowledge as a basis for organizational
effectiveness.
The failure of financial models to represent the dynamics of knowledge
The failure of information technology by itself to achieve substantial benefits
for

Organizations for organizations

The diffusion of global capabilities causing developed countries to become


service-Based economies depending on labor from developing countries

The unintended consequences of universal information access.


The important attached to this subject in management schools.
The importance of knowledge management is also corroborated by various
research studies.

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A survey by Pricewatemouse Coopers and world economic forum found that


95% of
CEOs saw KM as an essential ingredient foe the success of their company.
According to the International Data Corporation, companies worldwide are
expected
To dramatically increase their knowledge management expenditure from $2
million in 1999 to $12 million in 2003.
Generally tacit knowledge and is termed as knowing that. The next usage of
Knowledge refers to codification of factual knowledge which is acquired
knowledge and this could be tacit or explicit.

This term is also used while referring to social knowledge of networks


indicating the persons known. This, in general terms, is referred to as knowing who
knowledge also refers to the cultural knowledge facilitating communication, which in
common terms is termed as knowledge of meaning.

WHY KNOWLEDGE MANAGEMENT:

The field of knowledge management has gained currency in recent times


due to a wide variety of reasons. Some of them are:
The speed of change in the market place has become so rapid that the time
available. For organizations to gain experience and acquire knowledge has
diminished. Organizations are required to differentiate their product or
produce them in fastest possible time and the lowest possible cost.

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Competition in the market place has forced organization to reduce costs. One
of the methods followed is reduction in manpower. This has led to early
retirements and increasing mobility of work force resulting in a loss of
knowledge.
Organizations are forced to compete on the basis of knowledge.
Market place is increasingly competitive.
Reduction is staffing create a need to replace informal knowledge with formal
methods.
Reduction in work force due to competitive pressure.

ROOTS OF KNOWLEDGE MANAGEMENT

Business
Transformation

Learning

Innovation
Organiz

ation

Roots of knowledge
management

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Intellectual
Information
Assets
management

Knowledge
Based systems

LEARNING ORGANIZATION:
If an organization conforms to the required norms and can be
termed as
alearning organization, then it becomes one of the start points of knowledge
management.

INTELLECTUAL ASSETS:
The intellectual assets in an organization are the people having
gained
expertise through years of work experience and are tacit in nature. This
knowledge

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has to made explicit and manage in order to leverage on it and gain


competitive
advantage

KNOWLEDGE BASED SYSTEMS:


The systems that have evolved in an organization to facilitate the
smooth
functioning of the organization should facilitate harnessing the existing
knowledge
in the organization. These systems could be a basis of knowledge
management.

INFORMATION MANAGEMENT:
Information is the core of knowledge management, since information
combined with experience and intuition leads to knowledge. Hence, proper
information management system can result in an effective knowledge
management
system.

INNOVATION:
Creativity and innovation are methods by which new knowledge is
created.
Innovation comes out of increment changes to existing products or processes
and a
radical change, which is different from the original process or product. Radica
changes give a new dimension to the existing knowledge base

BUSINESS TRANSFORMATION:

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Business transformation acts as another catalyst for knowledge management.


Organizations respond to the various changes in the market place through
transformation processes like business process re-engineering.

EVOLUTION OF KNOWLEDGE MANAGEMENT:


Historic developments may be portrayed by the following stages of dominant
economic activities and foci leading to the evolution of knowledge management.

Agrarian an
Economics

Creating products for consumption


and exchange.

Natural
resource
Economics

Natural resource exploitation


dominate while customer Agrarian
Economics

Product
Revolution

Continued focus on operational


excellence and product leadership.

Knowledge
Revolution

New focus on customer intimacy.

HIERARCHY OF BUSINESS INTELLIGENCE:


Realizing the benefits from raw data, which goes through a number of
stages as depicted in the following figure.

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DATA:
The basic element of information in an organization is in the form
of data. Organizations collect, summarize and analyze this data to
identify patterns and trends. Most of the data thus collected is
associated with the functional processes of the organization.

INFORMATION:
Each data element is a component of a transaction and does
not provide much information unless they are presented in
conjunction with other data elements. The accumulation of data into a
meaningful context provides information.

KNOWLEDGE:
Knowledge is different from data, information or analysis.
Knowledge can be created from any one of those layers or it can be
created from existing knowledge using logical inferences.

WISDOM:
Wisdom is the utilization of accumulated knowledge to create a higher
level understanding of the data.

An example would help in understanding the distinction better.


Mere numerals like 41, 42 are termed as data. This data, if read in the context of
temperature would give an indication of the weather in that part of the world.

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The fact that these numbers indicate the temperature is information.


Knowledge refers to the understanding that this temperature indicates summer.
The decision to venture out or not in this weather or an understanding of the
effects of this weather is wisdom.

DEFINITION OF KNOWLEDGE MANAGEMENT:


There are as many definitions for Knowledge management as there are people
who are working on this subject. Given below, are some of the most
commonly used definitions.

KM is to understand, focus on and manage systematic, explicit and deliberate


knowledge building, renewal and application- that is manage effective
knowledge processes.

Powerful environment forces are reshaping the world of the manager of the
21st century. These forces call for a fundamental shift in organization process
and its strategy. This is knowledge management. Taylor

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Knowledge Management is the process of critically managing knowledge to


meet existing needs, to identify and exploit existing and acquired knowledge
assets and to develop new opportunities. -Quintas

The crux of the issues is not information, information technology. The answer
turns out to lie more with psychology and marketing of knowledge within the
family than bits and bytes. Peters
Knowledge Management is the activity, which is concerned with strategy and
tactics to manage human centred assets. Brooking

Knowledge Management is about enhancing the use of organizational


knowledge through sound practices of information management and
organizational learning.

- Source: Broadbent (1998)

A learning organization is proficient at creating, acquiring, organizing and


sharing knowledge, and at applying this knowledge to develop its behaviour,
position or objectives. The essential goal of knowledge management is to
harness the organizations information resources and information capabilities
to enable it to learn and adapt to its changing environment.

-Source: choo (1998)

Systematic approaches to help information and knowledge flow to the right

people at the right time so they can act more efficiently and effectively.

Explicit and systematic management of vital knowledge and its associated

processes of creating, gathering, organizing, diffusion, use exploitation of


organizational objectives.

KM is concerned with the exploitation and development of the knowledge

assets of an organization with a view to furthering the organizations objectives. The


knowledge to be managed includes explicit, documented knowledge and tacit,

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subjective knowledge. Management of this knowledge entails all the processes


associated with the identification, sharing and creation of knowledge. This requires
systems for the creation and maintenance of knowledge repositoreries, and to
cultivate and facilitate the sharing of knowledge and organization learning.
Organizations that succeed in knowledge management are likely to view knowledge
as an asset and to develop organizational norms and values, which support the
creation, and sharing of knowledge.

UNDERSTANDINGS FROM DEFINITIONS


KM relates to both theory and practice.
Definitions are not predicated on information technology.
KM is multi- disciplinary.
People and learning issues are central to KM.
Technology is a useful enabler rather than a central tenet at the hear of KM

CATEGORIES OF KNOWLEDGE MANAGEMENT MODELS:


A. Nonaka and Takeuchi
These types of models categorize knowledge into discrete elements.
Nonaka and Takeuchi look at the process of Knowledge management as a
Knowledge creation process.
Tacit

Explicit

Socialisation

Externalization

Internalisation

Combination

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TO

FROM
The transforming processes are assumed to be
socialization, externalization, internalization and normalization.

Criteria of this model


The model implies a mechanism approach to knowledge categorization,
which is over simplistic and the process of knowledge transfer is far more
complicated in organizations

INDIVIDUAL GROUP

ORGANIZATION

INTERORGANI
ZATIONAL
DOMAIN

ARTICULATED

Knowing

Qc

Organization chart

KNOWLEDGE

calculus

Documented

suppliers patents

Analysis Of Its
Performance

TACIT

Cross

Cultural Team

Co- Corporate Culture

KNOWLEDGE

Negotiation

Ordination

Skills

Complex Word

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In

Customers Attitude
To

Product

Expectations

and

B. Hedlund and Nonaka Knowledge management model


This model assumes four different carriers of knowledge in the process of
knowledge creation. This is an improvement over the previous model in that it
identifies the carriers of knowledge, but assumes that the carriers can be
segregated and identified.

C. BOISOT MODEL
Undiffused

Codified

UN codified

Codified

Diffused

Proprietors

Public

Knowledge

Knowledge

Personal

Common

Knowledge

Sense

- Knowledge that can be readily prepared for transmission.

UN codified - Knowledge that cannot be easily prepared for transmission.


Diffused

- Knowledge that is easily shared.

Undiffused

- Knowledge that cannot be easily shared.

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Critiques of this model point to the limitation in that codified and UN


codified are two distinct and discrete categories of knowledge, which is generally
not as distinct as portrayed. Diffused knowledge is rather general and is not clear
if it includes incorporating knowledge within the organization, as well as
spreading it
D. Intellectual capital models
These models represent knowledge management as intellectual capital.
These models ignore the political and social aspects of KM. Moreover,
intellectual capital models are generally mechanistic in nature, treating
knowledge as an asset similar to other assets.
E. Socially constructed models of KM
This model views knowledge as intrinsically linked within the social
and learning processes within the organization. These models

portray a

more holistic approach to the process of knowledge create.


Knowledge creation model - Demarest
KNOWLEDGE
CONSTRUCTION

KNOWLEDGE
USE

EMBODIMENT

KNOWLEDGE

DESSEMINATION

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This construction includes the social and scientific inputs. This knowledge
is then embodied within the organization through explicit programs and social
interchange.
This is followed by a process of dissemination of espoused knowledge
throughout the organization. Ultimately, this knowledge is seen as being of
economic use in regard to the organizational outputs. This model follows the
generic process of knowledge construction of collection, dissemination and use.

Types of knowledge
Knowledge can be classified into various types. Authors have classified into
various categories and are presented below

Principles of knowledge management


Tacit knowledge
Implicit knowledge

Knowledge that cannot be articulated


Knowledge that can be articulated but has not been
articulated

Explicit Knowledge

Knowledge that is articulated and more often than not,


captured in the form of text, tables, diagrams etc.

Procedural

Knowledge that manifest itself in the doing of something.

knowledge
Declarative

Knowledge that consists of description of facts and

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knowledge

things or of methods and procedures.

Strategic knowledge Knowing when to do something and why to do it.

Knowledge Management is Expensive:


Knowledge is an asset, but requires investment in other assets for effective
management.
The investments could be for the following activities
Knowledge capture
Categorization of captured knowledge
Developing information technology infrastructures and applications for
the
Distribution of knowledge

Educating employees on the creation, sharing and use of knowledge


(Buck man
Laboratories spend 7% of its revenues on KM and Mckinsey and Co.
spen

EFFECTIVE MANAGEMENT OF KNOWLEDGE REQUIRES


HYBRID SOLUTIONS OF PEOPLES AND TECHNOLOGY:
Effective use of people and computers are required to manage
knowledge. Computers could be used to capture, transform and distribute highly
structured knowledge that changes rapidly and people are used to understand the
created knowledge, interpret it, synthesize various unstructured forms and data
and analyze it. So an effective systems requires a hybrid knowledge management
environment in which both the human and computers in complementary ways.

Knowledge management is highly political:


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Knowledge is power and hence is associated with money, success,


lobbying, and back-room deals which manifest power. People who manage
knowledge would lobby for its use and broker deals between those who have the
knowledge and those who use it.

Knowledge management requires knowledge managers:


Knowledge cannot be effectively managed unless it is delegated and
controlled by a group of people who are responsible for it. The task of this group
would be to collect and categorize knowledge, establish a knowledge oriented
technology infrastructure and monitoring the use of knowledge.
Organizations like Mckinsey etc have knowledge groups headed by
Chief knowledge officers. Politics plays major part in this when managers think
that by virtue of managing knowledge, they are more knowledgeable than the
others. The most important qualification for such a role is being egoless as
argued by one manager at HP.
Knowledge management benefits more from maps than models. More
from markets then from hierarchies effective knowledge management it more to
do with providing maps for exiting knowledge rather than creating hierarchies of
knowledge. They should be able to connect the employees needs with the
required information from database

Sharing and using knowledge are often unnatural acts:


The normal tendency is reluctance to sharing of knowledge with the
natural tendency being to hoard knowledge and look suspiciously upon that
from others. One should be highly motivated to allow knowledge to be shared
by the others and to be open to share others knowledge.
Organizations like lotus Development devotes 25% of the total
performance evaluation of its customer support workers to knowledge sharing.

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Knowledge management means improving knowledge work


processes:
In any organization, knowledge is created through generic knowledge
management processes, but knowledge is also generated, used and shared
intensively in a few specific knowledge work processes like market research,
product design and development. Improvements need to be made in these
processes to have a more effective knowledge management in the organization

Knowledge access is only the beginning:


The process of knowledge management does not mean having access to
knowledge. In addition to access knowledge management requires

attention and

engagement. In order for knowledge consumers to pay attention to knowledge, they


must be active recipients through summarizing and reporting to others through role
playing based on the usage of knowledge and receiving the knowledge through close
interaction with the providers of knowledge, more so, in the case of tacit knowledge.

Knowledge management process never ends:


The task of knowledge management is a continuous process and cant be
said to be fully managed. One reason that knowledge management never ends is that
the categories of required knowledge are always changing.

New technologies,

management approaches, regulatory issues, employee concerns and customer


concerns are always emerging.

Knowledge management requires a knowledge contract:


Most organizations cannot fix ownership or usage rights to employee
knowledge. Management of knowledge requires a contract between employees and
the organization to ensure that the knowledge acquired by the employee during his
tenure is captured and properly documented.
This assumes importance in the present day environment with employees
moving more quickly to new jobs and new organizations.

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-Thomas Devanport
KNOWLEDGE MANAGEMENT PROCESS

The steps involved in the process of knowledge management are:

Knowledge creation
Nonaka and Takeuchi have mapped the knowledge creation process from
the tacit and explicit knowledge available in an organization.

Knowledge capture
Most of the knowledge in organizations exists as tacit knowledge gained
and built-up through years of experience. This knowledge has to be captured and
sorted in databases.

Knowledge application
The knowledge created and captured through would then need to be applied
to achieve competitive advantage.

Knowledge measurement
The knowledge created, captured and applied to competitive Advantage can
be measured by seeing the outcome of the applied knowledge.

Galagan proposes the following sample list of knowledge


management processes:

Accessing knowledge from external sources

Representing knowledge in documents, databases, software etc.

Embedding knowledge in processes, products and services

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Transferring existing knowledge around an organization

Using accessible knowledge in decision-making

Facilitating knowledge growth through culture and incentive

Knowledge Development Cycle


The knowledge development cycle is defines the knowledge management
process in an organization, as a cyclic process from knowledge creation to
knowledge review and revision.

knowledge distribution
Knowledge adoption

Knowledge
development
cycle

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Knowledge

review

and

Knowledge creation

revision

The knowledge creation process involves the creation of new knowledge


in the organization. This also includes activities like research and development,
consulting, education etc. The knowledge adoption process involves the adoption
of created knowledge and adapting the knowledge.
The knowledge distribution and knowledge review and revision process involves
the conversion of converting the individual knowledge to organizational knowledge.

OBSTACLES TO KM IMPLEMENTATION

Lack of business purpose


Most organizations look at implementation of knowledge management
program as an end in itself. Organizations need to look beyond implementation
and to define ways of dealing with the pressing problems of the organization
using knowledge management.

Poor planning and inadequate resources


Many companies focus their attention on the KM pilot project and forget
about the roll out. Organizations need to make the plan the rollout and the pilot
plant simultaneously to avoid of focus on the mail roll out.

Lack of accountability

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Knowledge management initiatives peter out it accountability is not fixed


on persons to implement the initiatives and see the end of it.

Typically,

knowledge management programs could be implemented by a core team


dedicated for the purpose.

Lack of customization
Knowledge management is not a one-size-fit all programs. It works best
when individual programs are tailored to the need of the individual users. It
should also fit into the organization culture.

CHAPTER - 3
INDUSTRY PROFILE
&
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COMPANY PROFILE

INDUSTRY PROFILE
Indian electronics and IT plays a major role in both the production and
exports. During the year (1992-97), the electronics industry has achieved an
annual growth of 20% in production and over 40% in exports.
The production in the year (1997-2002) is targeted at about Rs. 380
billion with a growth rate of 37% and exports at about Rs.490 billion with a
growth rate of 52%. Overall production is based on Indian Electronics industry
that is widely distributed and there are more than 3500 units engaged in the
electronic production. Which include in 13 central public sector units with 29
manufacturing establishments, 65 units in state public sectors, 600 units in
organized private sector and more than 2800 units in small scale sectors.
Electronics has made life simple. All of us in some form or other, directly
or indirectly are using electronic goods. Demand for electronic goods has led to
the establishment of many manufactures and development is on day to day basis.
The thermal, hydro, nuclear plants and power transmission industries play a vital
role for the establishment of heavy electronics industry.

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The industry having a white scope because of rapid improving


technologies because of such wide applications of electronics, there are several
producers in different fields of electronics, with the announcement of new
industrial policy (NIP) in 1991 all the Indian firms were exposed to global
competition and foreign currency transactions in a big way.
ABOUT AIR COMPRESSORS:

Air compressors provide air at pressures higher than atmospheric.


Refrigeration compression and air conditioning compressors are

designed

specifically for air conditioning, heat pumping, and refrigeration enclosure air
conditioners remove the heat generated by electronic devices from the inside of
cabinets or enclosures.
Industrial air filters reduce the number of particles in the air that passes
through them. Breathing and verification air ventilation air systems provide
reliable and safe air supply sources to workers in hazardous industrial
environments.
Compressed air-purgers and vortex coolers are used for spot heating or
cooling applications.
Industrial air filters reduce the number of particles in the air that passes
through them. Air filtration supplies the means to reduce the level or particulates
in the air to a cleanliness standard required by any definition of air conditioning.
It extends from the simple task of preventing lint and other debris from plugging
heating/cooling coils to removing particles as small as 0.1 micron which could
cause a short circuit on microchips.
Refrigerant compressors are designed specifically for air conditioning,
heat pumping, and refrigeration. Small, Stand-alone compressors are not included
within this grouping. Refrigerant compressors are large-scale units specifically
designed to be the heart of an industrial cooling or air-conditioning system
(HVAC).
They are integral components of the refrigeration cycle, in which
refrigerant gases are cyclically evaporated and condensed, absorbing heat from

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the load to be cooled, and moving to an open environment where it is dissipated.


The compressor serves two main functions: to compress low pressure, low
volume gases into high pressure and temperature gases, and to remove vapour
from the evaporator to maintain a low boiling point. There are three main types of
refrigerant compressors: scroll, screw, and piston. Other compressor styles are
available, but they are less common.
Haier Electronic Appliance is a China based $9.2 billion consumer
durables and electronics major, Haier Group, has recently taken control of 100%
stake in Haier appliances (India) Pvt. Ltd by buying out the initial Indian
promoters. Haier appliances (India) forayed into the Indian market when the
Koreans, LG and Samsung, had swamped the countrys customer durable and
electronics market. The company had sought the Governments permission to
carry out manufacturing- directly through original equipment manufacturers
(OEMs) as well as through contract manufacturers in India. At present, the
company is outsourcing its products from domestic appliances manufacturers
such as BPL and Voltas. The company plans to make India as a production base
for exports to neighbouring countries in the near future.
ELGI has hived off unfavourable businesses in which it did not have a
competitive advantage and decided to concentrate more on core compressor
business. Its Pneumatic break business has already been hived off and it has
tapered down the production of multi-utility vehicle and plans to gradually close
the multi-utility vehicle business in which he does not have enough competitive
advantage. It has rearranged its entire operations by creating separate business
units to concentrate on core products. Apart from these initiatives, ELGI also
undertakes turnkey projects for setting up exclusive service stations for all major
manufacturers and offers annual maintenance contracts for all service station
equipments. It has consistently been increasing its presence in the compressor
market to command 11.08% share as of 2004.
Atlas Copco (India). The Companys principal activity is to manufacture
and sell air and gas processors, rock drills, pusher legs, merchandised drilling
equipment and rock drilling tools. The Companys products serve industrial,
Construction and Mining segment. Industrial segment develops, manufactures

34

and markets rock drilling rigs, construction tools, breakers, and pumps and
loading equipment. The main brands are Atlas Copco and Chicago Pneumatic.
Kirloskar We are a 600 million US Dollars engineering conglomerate
driving critical industries. We are century old pioneers in our areas of
specialization like power, constructions and mining, agriculture, industry and
transport, oil and gas and environment protection with a range of world-class
industrial products and trunkey services.
We are made up of 8 major group companies, each lead by the best
engineering and managerial talent in India. In addition to engineering, we have
interests in civic utility systems and in information Technology and
communication.
Our multi-unit, multi-product, multi-location conglomerate is built on the
plinths of Experience, Expertise, Quality, Innovation and values in the business.
Our best play is successful work and creation of a new industrial order where we
can provide tailor made solutions to the customers.
BPL Engineering Ltd., a well-known Indian conglomerate in the field of
Consumer Electronics & Home Appliances, telecommunication Medical
Electronics, Power and Electronic components. BPL has technical collaboration
with SANYO Japan in Colour Televisions, Washing Machines, Refrigerators
and components such as Compressors.
The Compressor Division of BPL Engineering Ltd., is engaged in
manufacturing of Hermetically Sealed Compressors for refrigeration industry.
The products are widely used in refrigerators, deep freezers, bottle coolers, water
coolers and dehumidifiers. The company commenced manufacturing compressors
in 1994 in technical collaboration with SANYO-Japan.
The Compressor division has an annual turnover of USD 14 million with
production capacity of 1.2 million compressors path compressors are
manufactured at state of art plant near Hyderabad, India which is ISO 9001:2000
and ISO 14001 certified. The factory is equipped with modern machinery like
high speed AIDA high speed press (Japan) for punching limitations, automatic

35

motor winding line from ODAWARA (Japan) & Special Purpose Machines for
critical operations.
BPL hermetic compressors are Tropicalised and have been designed to
operate over a very wide voltage range. BPL manufactures compressors suitable
for 220V/127V/110V, 50/60Hz operation.
Compressors with nomenclature ending with LN are designed for low
evaporating temperatures (LBP Low Back Pressure) for use with R134a
refrigerant in refrigerators and deep freezers. Compressors with nomenclature
ending with HN(BUL-universal series) are designed for high evaporating
temperatures(HBP-High Back Pressure) for use with R134a refrigerant in liquid
coolers, water coolers and refrigerator display counters. The compressors are also
used for heavy-duty purposes at low evaporating temperatures for refrigerators
and freezers.

COMPANY PROFILE

36

COMPANY PROFLE
TECUMSEH PRODUCTS INDIA PRIVATE LIMITED (TPIPL) is an ISO
14001 and 9001 certified company. TPIPL came into existence from July
1997, with the acquisition of siel compressor limited, Hyderabad (36 old
company manufacturing compressors since 1963) and the compressors division
of Whirlpool of India limited at Ballabgarh, Haryana in north India.
Tecumseh India is a 100% subsidiary to Tecumseh products company (TPC),
USA, Which is the worlds only full line independent manufacturer of
compressors. In India Company has 20 sales offices, an extensive network of
over 200 dealers and more than 600 registered small manufacturers.
Tecumseh India is headed by Mr. Vipin Sondhi, and employs about 1500 People.
Tecumseh India is the largest manufacturer of compressors in the country in all
three segments- Air conditioner, domestic and commercial refrigerators and is a
leading player with growing Indian market for, compressors.

37

TECUMSEH PRODUCTS INDIA PRIVATE LIMITED (TPIPL) is a global


multinational company producing mechanical and electrical components
essential to industries manufacturing and products for health, comfort and
convenience.
TPIPL is an independent global manufacturer of hermetic compressors for air
conditioning and refrigeration products, gasoline engines and power Tran
components for lawns and garden applications and pumps.
Mr. Ray Herrick a former employee of Ford Motors started Tecumseh Products
Company (TPC) in 1930. In 1937 The Company went in public with an offering
of 25,000 shares. Mr. Ray Herrick passed away in 1973, but his vision lives
through his son, Mr. Ken the current chairman of the board and his grandson Mr.
W. Herrick who has been the president and CEO since 1984.

Hyderabad plant:
The Hyderabad plant is on a sprawling 54 acre land at the Balanagar
industrial belt 15 km Away from Hyderabad city on the highway line going
towards HMT Ltd Narsapur road. At Hyderabad plant TPIPL manufactures
compressors used in air conditioners for deep freezers, bottle coolers and water
coolers which are considered to be worlds no. 1 in the 150 million compressor
market a year. The Hyderabad plant has a capacity of manufacturing around
3,000 units per day. The Hyderabad plant has a technology development center
with full Research and Development facility. The plant is also supported by two
service centers: AW Service center and ML Service center. The Hyderabad plant
has six regional offices among which four offices are at the metro cities: Delhi,
Mumbai, Kolkata and Chennai and the remaining two are at Ahmadabad and
Secunderabad. Besides these there are branch offices and depots located in
prime cities across the country.
The Hyderabad plant also has a network of about 177 dealers across the
nation and is preferred suppliers to key original equipment manufacturers
(OEMS) like LG, Voltas, Bluestar, Godrej, Videocon,

38

Fedders, Amtrex, Hitachi, etc. TPIPL Hyderabad plant was successful in


getting the ISO 9001 Certification for maintaining quality of the compressors in
1994. And for the eco friendly environment maintenance the company has got
ISO 14001 certificatio

The management has started development activities in the following


areas:
Tree plantation
Biological treatment plant
Rain water harvesting is to increase the ground water level and TPIPL has the
distinction of being the first organization in this regard.
Vermicultures is the process of utilizing canteen food wastage for converting
into natural meaner.

Departments of TPIL:
Human resource department
Welfare department
Attendance and pay office (A &PO)
Information technology department (IT)
Provident fund and credit cooperative society (PF & CCS)
Maintenance and engineering department
Quality development of AW Assembly
AW press shop
Canteen
Chemical and technological laboratories
TPIPL Hyderabad has a total of 639 permanent employees as includes 206
Officers

and 270 Staff

39

5S. Philosophies: Tecumseh encourages its employees to follow these philosophies,


which is the Japanese way of working:

1. SEIRI (Sorting Out):


a. Look around your work area and ask yourself is it really necessary for all
i. items to be there?
b. Separate items of re-workable and rejected items.
c. Re- works the re-workable items and disposes off the rejected items

2. SEITION (Systematic arrangement):


a. Items must be placed in pre fixed locations so that they are accessible and
can be easily used
b. Items should be clearly identified by labeling them properly.

3. SEISO (Spic and Span):


a. Clean the workplace yourself.
b. Clean all the equipment including tables etc., yourself.

4. SEIKETSU (Serene Atmosphere):


a. A clean workplace properly selected and with proper arrangement will
soon become dirty if SEIRI, SEITON and SEISO are not practiced
regularly.
b. To achieve a Serene Atmosphere the three steps of SEIRI, SEITON and
SEISO should be continuously repeated.

5. SHITSHUKE (Stick to Self Discipline):


a.
b.
c.
d.

Follow rules and regulations strictly.


Adhere to timings and respect time.
Confirm to standards while working.
Follow the prescribed operational standards.

40

TPIPLS Vision:
To provide comprehensive solutions to customers in the field of cooling while
providing autonomous working environment for employees, to tap their creative
potential, bring out the best in them and optimize stake holders returns.

TPILS Mission:

To be recognized as the world leader in the supply of refrigerator and

air
conditioning compressors.

To provide our customers superior products and services.

To create an environment in which our employees can grow to their


full
potential and make difference.

To provide superior value to our stake holders.

To be driven to reach the highest possible standards of excellence in all


our
endeavors.

TPIPLs Quality Policy:

Committed to total customer satisfaction by meeting their evolving

needs, expectations and aspirations stated, implied or latent.

Striving to provide products and service of global quality standards and


to reach a position of leadership in the field of operations, and setting new
values.

Continuous improvement across the organization and up gradation of


products, technology and process supportive environment, at least
contribution
to society shall be the means to achieve the goals.

The approach will be through proper systems and procedures and total
involvement of employees, vendors and other business associates.

TPIPLs Environmental Policy:

41

The vision of Tecumseh India is to be a serene green and eco-friendly cooperation carrying out all its operations contributing to preservation of environment
and natural resources for the benefit at large.
Among others this can be achieved through:
Allocation of company wide priority for sustainable development with
total involvement and commitment.
Evaluation and up gradation of current technologies, products and raw
materials for minimization, handling and disposal of solid, liquid and
gaseous wastes.
Realization of tangible objectives and targets set for continual
improvement to control and prevent pollution and conserve resources.
Legal compliance and going beyond setting new standards.
Meeting international expectations such as montreal protocol, 1987 in
phasing our CFCs as refrigerants in our compressors.
Training and propagation of Knowledge on environment.

TPIPLs Key Business Objective:


Set the world industry standard of excellence for customer satisfaction.
Achieve total quality.
To attain and surpass global quality and reliability standards for our
products.
Maintain clear technology leadership.
Market share leadership with focus on customer needs.
Meet business and financial commitments.

TPIPLs Seven Deadly Sins:

Inconsistent product Quality


Slow response to market place
Lack of innovative and competitive product
Uncompetitive cost structure
inadequate employee involvement
Unresponsive customer service
Ineffective resource allocation

Advantages of 5-S

42

Operations can be performed without error. Proceeding in a well

regulated fashion resulting in fewer defective items thereby increasing the


overall quality of products.

Operations can be performed safely and comfortably, reducing the

chances of accidents. Machinery and equipment can be carefully maintained,


reducing the number of break downs.

Operations can be performed efficiently, eliminating waste thereby

increasing the efficiency and productivity.

Strategies and processes at TPIPL:


Workplace improvements (5 S Philosophies)
Creativity club
KRAs (improvements/suggestions)
Variable earnings sharing of value addition
Agreement process organization needs
Non conformance reporting /audits
Open house/communication meetings
Team assessment and feedback
Changing life styles.

43

CHAPTER 4
DATA ANALYSIS
&
INTERPRETATION

1. How many employees are employed in your Organization?


A) 1 to 50

B) 50 to 100

C) 100 to 150

44

D) Above 500

Number of
Respondents

Percentage (%)

1 to 50

50 to 100

100 to 150

Above 500

150

100%

Total

150

100%

INTERPRETATION:
From the above table we can see that 100% of employee says that there are more
than 500 employees in the organization.

2. Do you have an overview of the system/ procedure available within your


Department?
A) Yes, I have good general overview.

45

B) Yes, I have overview in my field of activity. C) No, I still need to get good view.

Attributes

Number of
Respondents

Percentage (%)

Yes, I have good


overview

82

55%

Only in my field of
activity

36

24%

No, I still need to


get.

32

21%

Total

150

100%

INTERPRETATION:
From the above table we can see that 55% of employees say that they have good
overview of procedure in their department, 24% say they have only in their field of
activity, 21% say they still need to get the overview of their systems/ procedures
3. Please indicate which kind of knowledge you acquired, you are actually using
and practically implementing?
A) Knowledge gained from professional experience
C) Privately acquired knowledge

B) Basic knowledge

D) Special Corporate In-house Knowledge

46

Attributes
internet

Number of Respondents
64

Percentage (%)
43%

research institutes
reading books/
library
professional
literature

15

10%

39

26%

32

21%

Total

150

100%

INTERPRETATION:
44% of Knowledge gained from professional experience. 34% from basic knowledge 15%
acquired from private acquired knowledge and 7% from special corporate in-house
knowledge.

4. What external source you prefer to obtain information?

A) Internet B) Research Institutes C) Reading books D) professional Literature

Attributes

No. of Respondents

Percentage (%)

knowledge gain from


professional experience

66

44%

basic knowledge

51

34%

private acquired knowledge

22

15%

11

7%

150

100%

special corporate in-house


knowledge
Total

47

Attributes

Number of
Respondents
38

Percentage (%)

age/experience of an
employee
perception/behaviour
towards organization
awards/rewards received

42

28%

46

31%

24

16%

Total

150

100%

performance of tasks

25%

INTERPRETATION:
Knowledge of an employee has been gauged by 25% Performance of tasks, 28% by
Age/ Experience of an employee, 31%by Perception/Behaviour towards organization
and 16% by the Awards/Rewards receive

5. What is the tool to gauge the knowledge of an employee?


A) Performance of tasks

B) Age\ Experience of an employee

C) Perception \ Behaviour towards organization D) Awards \ Rewards received

48

INTERPRETATION:
43% of external source of information is obtained through Internet, 10% from
Research Institutes, 26% from Reading books/ Library, and the remaining 21% from
Professional Literature

6 .Do you feel that the organization is best using the knowledge you possess?
A) To an extent

Attributes
to an extent
absolutely
Rarely
not at all
Total

B) Absolutely

Number of
Respondents
56
81
12
1
150

C) Rarely

Percentage (%)
37%
54%
8%
1%
100%

49

D) Not at all

INTERPRETATION:
37% believe that organization is the best using the knowledge you possess up
to an extent, and 54% agree that it is absolutely correct. About 8% feel that it is
rarely. Only 1% prefer not at all.

7. How does mutual exchange of information/ knowledge shared between the


experienced personnel and fresher?
A) No regular exchange B) Mixed project teams
C) Training programs before the Experienced personnel leave the organization

Attributes
no regular exchange
mixed project team
training programs before
the experienced
personnel leave the
organization
Total

Number of
Respondents
22
81
47

150

Percentage (%)
15%
54%
31%

100%

50

INTERPRETATION:
15% of the total survey member feels that there is no regular exchange of
knowledge shared between the experienced personnel and fresher.54% says
knowledge is shared by mixed project team. 31% of them feel that training
programs before the experienced personnel leave the organization.

8. What kind of Career Development activities that are taken up for Employee?
A) Special training programmes

B) Sponsoring further studies

C) Seminars/ Workshops

D) Other activities

51

Number of
Respondents
59

Percentage (%)

18

12%

seminars/workshop

53

35%

other activates
Total

20
150

13%
100%

special training
programmes
sponsoring further studies

INTERPRETATION:

52

40%

About 59% of the members say that special training programmes are taken up for
employees. 18% opted for sponsoring further studies.53% says seminars/workshops
are taken up for employees. And 20% goes for other activities.

9. Do you feel Quality of Work-Life in your Organization is observed by


you?

A) Absolutely

B) Good

Attributes
of
absolutely
good
better
not good
Total

C) Better

Number
Respondents

D) not good

Percentage (%)

44
49
57
0
150

29%
33%
38%
0%
100%

INTERPRETATION:

53

About 29% of the respondents say that Quality of Work-Life in their Organization is
absolutely observed by them. About 33% opted for good, and 38% for better.

10. What are the Parameters in selection for testing the knowledge of an
qualification of the
candidate
experience
additional
qualifications
other requirements
Total

54

36%

68
28

45%
19%

0
150

0%
100%

Employee?
A) Qualification of the candidate

B) Experience

C) Additional qualifications

D) other requirements

54

INTERPRETATION:
36% of the members say that Qualification of the candidate is the Parameters in
selection for testing the knowledge of an employee. 45% says that experience is the
parameter in selection for testing knowledge of an employee. Only 19% opted that
additional qualification is the parameter for it

11. What kind of Employee Retention techniques is followed to retain


Employees?
A) Appraisals

B) Awards

C) Gifts

Attributes

Percentage (%)

appraisals

Number of
Respondents
69

awards

43

29%

gifts

18

12%

promotions
Total

20
150

13%
100%

46%

55

D) Promotions

INTERPRETATION:
46% says that appraisals techniques are followed to retain an employee and 29%
says that awards techniques are followed to retain an employee. 13% opted that
promotions is the technique for retaining an employee and only12% says that gifts can
promote retention of employee.

12. Please mention the overall satisfaction levels working in this Organization.
A) Fully Satisfactory

B) Satisfactory

Attributes
fully satisfactory
Satisfactory
Unsatisfactory
can't say

Number of
Respondents
56
88
4
2

C) Unsatisfactory
Percentage
(%)
37%
59%
3%
1%

56

D) cant say

INTERPRETATION:
37% says that they are fully satisfactory with working in the
organization. Majority, i.e. 59% says that they are satisfactory. 3% says that they
are unsatisfactory working in the organization, and the remaining could not say.

57

CHAPTER 5
FINDINGS
&
SUGGESTIONS

58

FINDINGS
It has been observed that more than half of the employees do not have proper
knowledge about the systems/ procedures available within their department.
37% says that they are fully satisfactory with working in the organization.
Majority, i.e. 59% says that they are satisfactory. 3% says that they are
unsatisfactory working in the organization,
Hence the Organization has to focus on the activities which give employees
more information about their department.

Most of the employees are self motivated and are good team players, so the
Organization should try to capitalize on this human resource and try to protect
the interest of the employee.

36% of the members say that Qualification of the candidate is the Parameters
in selection for testing the knowledge of an employee.

SUGGESTIONS
It is observed that most of the employees feel that the Organization is
not utilizing the knowledge at the fullest therefore, Organization
59

should focus and make more programs in order to utilize the


knowledge that employee possess Organization should encourage
employees to contribute their knowledge in terms of innovation and
creativity.

In order to increase the knowledge/ information exchange between


employees of various departments we need to conduct more programs
which involve teams as it has been observed that most of the
information exchanged happens when there are mixed team projects.

To explore the ideas of employees towards career development and


improvisation of knowledge culture in the organization and try to
implement them in Organizational activities.

Organization should increase the sources of obtaining information for


the employees, sources like internet, research institutes and
professional literature are to be focused more in order to increase the
access to information by the employee.

60

CONCLUSION

CONCLUSION

61

Knowledge management helps the organization to move faster towards its


objective, as it makes activities carried out in business more effective and
productive.
Knowledge advantage is sustainable because it generates increasing returns and
continues providing more advantages.
Before starting to create and manage knowledge within the organization, it
should see to it that the culture really suits it.
The experts may not be very eager to share their knowledge with their
subordinates in order to maintain their influence and important impact.
It is therefore the responsibility of the Management to support the Knowledge
Management activities, without which it would be a total waste of time and
money spent.
The politics played within the organization is a hurdle, which can hinder the
knowledge sharing activities. Hence the top Management must ensure that a
conducive environment for knowledge managing process is created within the
firm.
One more key activity of Knowledge Management is knowledge retention.
Companies are aware of the fact that a loss due to leaving of one key person,
whose knowledge is extremely important, can be beyond expectation.
Thus the company must strive to retain the knowledge of the organization by
retaining knowledgeable employees.

62

ANNEXURES

63

QUESTIONNAIRE FOR EMPLOYEE KNOWLEDGE MANAGEMENT


STUDY

Organization:

TECUMSEH PRODUCTS INDIA PVT. LTD,


BALANAGAR TOWNSHIP, HYDERABAD- 500037.
(A.P) INDIA.

Employee Description
Name

Age

Department

Designation

1. How many employees are employed in your Organization?


A) 1 to 50
C) 100 to 150

B) 50 to 100
D) Above 500

2. How many Sub-Ordinates do you have?


A) 1 to 5
C) Above 10

( )

B) 5 to 10
D) None

3. Do you have an overview of the system/ procedure available within your


Departmen?
(
)
A) Yes, I have good general overview
B) Yes, I have overview in my field of activity.
C) No, I still need to get good view.

64

4. Please indicate which kind of knowledge you acquired, you are actually using?
A) Knowledge gained from professional experience
(
)
B) Basic knowledge (Studies)
C) Privately acquired knowledge
D) Special Corporate In-house Knowledge
5. How do you start to solve a problem?

A) I try to approach the task by inquiring others.


B) I delegate the task to others.
C) I establish a team.
D)I use the know-how of previous projects
6. What external source you prefer to obtain information?
A) Internet
C) Reading books/ Library

B) Research Institutes
D) Professional Literature

7. What is the tool to gauge the knowledge of an employee?


A) Performance of tasks

B) Age\ Experience of an employee

C) Perception \ Behaviour towards organization

D) Awards \ Rewards received

8. Do you feel that the organization is best using the knowledge you possess?(
A) To an extent
C) Rarely

B) Absolutely
D) Not at all

9. How does mutual exchange of information/ knowledge shared between the


experienced personnel and fresher?
(
)
A) No regular exchange

B) Mixed project teams

C) Training programs before the experienced personnel leave the organization

10. What kind of Career Development activities that are taken up for employees?
A) Special training programs
B) Sponsoring further studies (
)

65

C) Seminars/ Workshops

D) other activities

11. Do you feel Quality of Work-Life in your Organization is observed by you?


A) Absolutely

B) Good

C) Better

D) not good (

12. What are the Parameters in selection for testing the knowledge of an Employee?
A) Qualification of the candidate
C) Additional qualifications

B) Experience
D) other requirements

13. What kind of Employee Retention techniques followed to retain an employee?


A) Appraisals

B) Awards

C) Gifts

D) Promotions (

14. Please mention the overall satisfaction levels working in this Organization. (
)
A) Fully Satisfactory
C) Unsatisfactory

B) Satisfactory
D) cant say

15. What kind of Training & Development activities are taken up to enhance
Employee Knowledge in your department?
Ans)
16. What strategies do you suggest to improve the knowledge culture in the
Organization?
Ans)

66

BIBLIOGRAPHY

BIBLIOGRAPHY

67

BOOKS :
KNOWLEDGE MANAGEMENT SYSTEMS

- STAUART BARNES

KNOWLEDGE MANAGEMENT

- SAJJAD M JASMUDDIN

KNOWLEDGE MANAGEMENT

-SUDHIR WARIER

PERSONNEL/HUMAN RESOURCE
MANAGEMENT
- DAVID A. DECENZO
ESSENTIALS OF HUMAN RESOURCE
MANAGEMENT
- P.SUBBA RAO

WEBSITES:

ICFAI JOURNALS

HR GUIDE.COM

HR.COM

TECUMSEH.COM

68

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