Lost Knowledge: Confronting the Threat of an Aging WorkforceExecutives today recognize that their firms face a wave of retirements over the next decade as the baby boomers hit retirement age. At the other end of the talent pipeline, the younger workforce is developing a different set of values and expectations, which creates new recruiting and employee retention issues. The evolution from an older, traditional, highly-experienced workforce to a younger, more mobile, employee base poses significant challenges, particularly when considered in the context of the long-term orientation towards downsizing and cost cutting. This is a solution-oriented book to address one of the most pressing management problems of the coming years: How do organizations transfer the critical expertise and experience of their employees before that knowledge walks out the door? It begins by outlining the broad issues and providing tools for developing a knowledge-retention strategy and function. It then goes on to outline best practices for retaining knowledge, including knowledge transfer practices, using technology to enable knowledge retention, retaining older workers and retirees, and outsourcing lost capabilities. |
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Lost Knowledge: Confronting the Threat of an Aging Workforce David W. DeLong No preview available - 2004 |
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activities actually applications approach areas Available base become build capital career challenges chapter complex concern costs course create critical critical knowledge culture database decisions described difficult documentation edge effective efforts employees engineers essential example executive experienced expertise experts firm future going identify impact implementing important improve increased individual industry initiatives intellectual interviews invest keep knowl knowledge retention knowledge transfer leaders learning leaving less lessons losing loss lost knowledge major means mentoring NASA objectives operations organization organization’s organizational outsourcing performance planning potential practices problem questions recognize relationships requires result retain retirement risk roles senior sharing situation skills solutions specific stories strategy succession sustain technical things threats tion types understanding unit valuable veteran workers workforce