KNOWLEDGE MANAGEMENT WITHIN RECRUITING COMMANDS

Abstract

Tacit knowledge is at risk of loss when personnel leave a command, whether it be for retirement, transfer, or transition. The environment of Navy recruiting is unique in that the transference of knowledge takes place at a rapid rate due to the turnover nature of the workforce. Tacit knowledge loss is of even greater value from recruiters that were highly successful during their tenure. How can tacit knowledge be collected and managed for future use in training new recruiters? The purpose of this research is to capture and leverage tacit knowledge from Navy Recruiting Command (NRC) functions and apply knowledge management (KM) fundamentals into an accessible and transferable platform to train future recruiters. Supporting a larger research effort to research viable Navy KM strategy, the method of research used is qualitative to include literature reviews on KM, organizational change, policy and manual reviews on NRC operations, observations, and data collection from interviews. Conceptual modeling was researched and utilized to analyze tacit knowledge resources within Navy Talent Acquisition Groups. A simplified version of the Mercer Delta Congruence Model was utilized to show improved organizational performance. Lastly, this research provides the unique opportunity for future research in applications that can be applied across all Navy commands.