Knowledge is one of the key assets of any company and its competitive advantage. It is recorded and stored in astonishingly diverse manners and locations in organizations, some of which are available to all employees and some are not. Thus, the question arises as to what does it mean for organisational knowledge management. The loss of corporate knowledge due to running separate projects and/or loss of workforce has significant consequences for performance, productivity and competitiveness of an organisation. Therefore, the knowledge transfer is one of the vital functions of an organisation.
Capturing, transferring, distributing, managing and developing knowledge through the mentoring system is enabled by methodical and organised approach that includes:
- detection of the knowledge worker, employees owning the most knowledge
- creation of a knowledge map of an organisation
- detection of employees interested in being mentors
- development of a mentoring model according to the complexity of workplaces
- distinguishing the formal and informal mentoring system
- motivating the mentors
- defining mentors’ and mentees’ duties and obligations
- calculating the direct and measurable benefit to the organisation and employees from the mentoring system.