Inseparable couple: Knowledge Management and Learning

Over the years, we have seen a separation of roles with knowledge management and Learning. Knowledge management is the process of capturing, developing, sharing, and effectively using organizational knowledge. Learning is the act of acquiring new, or modifying and reinforcing, existing knowledge, behaviours, skills and values. Lately we have seen the use of technology in knowledge management and learning is not left out. 

Where does learning fit in the process of capturing , developing , sharing knowledge? First we need to realize that without effective knowledge management, learning cannot be sustained. Note the word sustained and learning is sustainable application of knowledge. 

Learning tries to transfer explicit knowledge(that can be readily articulated, codified, accessed and verbalized) derived from tacit knowledge (is the kind of knowledge that is difficult to transfer to another person by codifying or verbalizing it). Tacit knowledge is captured by knowledge management tools. Without an effective knowledge management, tacit knowledge cannot be captured and converted to explicit knowledge and this will affect the effectiveness of any form of learning.

There's a twist here; knowledge management has to be connected with the learning initiatives and tools. Both have to work together and not separated to ensure an effective capture of organizational knowledge and promote individual and organizational knowledge. Though many focus on the use of technology in knowledge management and sometimes lose the whole essence of sustained learning in the process. Knowledge management tools and processes must always bear in mind that humans are end user of their products. It must have a human face to its approaches. That's what learning does. Learning put in the human element.

Where does learning come in? Learning helps to identify those who are knowledge assets. Learning also ensures that the captured knowledge jumps from the pages of technology to the human mind where it will be used. Learning can contribute to how knowledge tools are designed to enhance effective sharing and use. Learning helps in the distribution of knowledge aside technology (new media and publications). Learning helps to capture those experiences and insights in a safe environment. Learning drives retention in a sustainable manner through application. Just because I read a book doesn't mean I would use the knowledge. Learning also helps to determine the useful elements of knowledge. Learning also creates an interactive real life space for users of knowledge aside the learning platform created by social media.

In my opinion, knowledge management and learning cannot be separated. They should work together. When knowledge management and learning are combined, we have true ORGANIZATIONAL LEARNING which is sustainable and also drives performance improvement.