지식경영 : 학습전이에서 지식공유로

초록

This study endeavored to examine the possibilities of integrating ‘learning-centered’ approach with ‘performance-centered’ approach through learning transfer and to provide its implications this has for HRD practices in organizations. As the paradigm of HRD practice has evolved from training to learning and to performance, there has been an on-going discussion on how to verify the learning outcomes into performance improvement. In order to transform individual learning into organizational performance, the study conceptualized the ‘model of stock and flow’ which explains how individual knowledge (=stock) transfers to organizational performance through learning (=flow). While the concept of learning transfer has shown its limitation in explaining how the process (acquisition-application-generalization) itself guarantee the improvement of performance, the study applied the concept of knowledge sharing process as to explain how knowledge flows and transforms into organizational performance. In order to improve organizational performance, knowledge should not be understood as a stock but to understood as a flow, and therefore, knowledge should not only be managed but shared with individuals in the organizations.

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