Nuclear knowledge Management

Abstract

NUCLEAR KNOWLEDGE MANAGEMENT Knowledge can be define as the understanding of something such as facts, information, descriptions or skills which is required through experience or education by discovering or learning. While knowledge management is best known as the process of creating, sharing, using and managing the knowledge and information of an organisation. Knowledge management promote the creation of new knowledge and innovations, Preserve existing knowledge, it increase productivity, and help employees do the right things, and do them right. Meanwhile explicit knowledge is knowledge that can be easily and expressed in writing while tacit knowledge is that which cannot be written down and is obviously the most difficult to capture.

Knowledge is contextual, can be re-used, Value of knowledge realized only if it is utilized and it may change over time hence the need to be renewed or maintained, it is develop through learning process, It can be difficult to transfer, capture or distribute and creation and utilization enhanced with technology. Knowledge transfer are tacit –tacit are knowledge residing in people that is knowledge can be transfer through meetings, social interaction and use of technology like web conferencing electronic meetings while explicit– explicit are knowledge in physical form that is knowledge can be transfer from one physical form to another, through text search, queries and document categorization and use of technologies like search tools, query languages and database.

The seminar also talks about human resources development which is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities of their employees. Human resources solution to support nuclear knowledge management are strategic work force, recruiting next generation, training and development of new employees to full competency, selecting and evaluating the right people for leadership positions and retaining top talent.

It develop job profiles so as to assess and monitor skills and competencies, ensure supportive learning environment for competency development, develop programme for employee competency development, allocate adequate resources to support staff competency development and knowledge sharing, intensify effort in training (on-job training for staff, fellowships etc), imbibe the culture of recognizing and rewarding Teams instead of Individuals and Since Nigeria is introducing nuclear power for the first time –there is need for her to build her nuclear knowledge base. Seminar presented by Ethel IWUALA