A Synopsis Report on

EMPLOYEE KNOWLEDGE MANGEMENT

AT

TECUMSEH PVT LTD

In partial fulfilment of the requirements for the award of the degree in

MASTEROFBUSINESSADMINISTRATION

SUBMITTED BY

[Link]

Hall Ticket No: 131220672139

Under the Guidance of

---------------------------------

Assistant Professor

MALLA REDDY INSTITUTE OF .MANAGEMENT

2020-2022
 INTRODUCTION
Employee Knowledge Management refers to the skills of attracting highly skilled workers,

of integrating new workers, and developing and retaining current workers to meet current and

future business objectives. Talent management in this context does not refer to the

management of entertainers. Companies engaging in a talent management strategy shift the

responsibility of employees from the human resources department to all managers throughout

the organization. The process of attracting and retaining profitable employees, as it is

increasingly more competitive between firms and of strategic importance, has come to be

known as "the war for talent."

Talent management is also known as HCM (Human Capital Management). Talent

management is a term that emerged in the 1990's to incorporate developments in Human

Resources Management which placed more of an emphasis on the management of human

resources or talent. The term was coined by David Watkins of Soft cape published in an

article in 1998 however the connection between human resource development and

organizational effectiveness has been established since the 1970's. Talent management is part

of the Evolution of Talent Measurement Technologies.

Talent Management is beneficial to both the organization and the employees.

The organization benefits from: Increased productivity and capability; a better linkage

between individuals’ efforts and business goals; commitment of valued employees; reduced

turnover; increased bench strength and a better fit between people’s jobs and skills.

Employees benefit from: Higher motivation and commitment; career development;

increased knowledge about and contribution to company goals; sustained motivation and job

satisfaction.

The new millennium is in the midst of explosive change witnessing intense

competition amongst the domestic as well as the international players. Little wonder

then EMPLOYEE KNOWLEDGE MANAGEMENT is fast emerging as a core

organizational knowledge, for sustainable business advantage. In this world of rapid

change, we have to create new knowledge and ideas constantly. We get that by

looking at what we know, and applying it to what we do not yet know.

The changes taking place in the world economy have made EMPLOYEE knowledge

management a business necessity, at least for large multinationals that operate on a

global scale, or hope to. Managing your company’s knowledge more effectively and

exploiting it in the market place is the latest pursuit of those seeking competitive

advantage?

The organizations that are driven by knowledge are the ones that will succeed. The

combination of global reach and speed compels organizations to ask themselves,

“what do we know, who knows it, what do we not know that we should know?”

This paper describes in a nutshell, that the organizations can attain maturity in KM

only through healthy coexistence of technology, processes and people.

What is Knowledge Management?

Knowledge Management is a process that helps organizations find, select, organize,

disseminate and transfer important information and expertise necessary for activities

such as problem solving, dynamic learning, strategic planning and decision-making.

“If money is your hope for independence, you will never have it. The only real

security a man will have in this world is a reserve of knowledge, experience and

ability”.

- Henry Ford
Knowledge:

Knowledge is part of the hierarchy made up of data, information, knowledge

and wisdom. Data are raw facts. Information is facts with context and perspective.

Knowledge is information with guidance for action. Wisdom is an understanding

which knowledge to use for what purpose.

Management:

Management is part of another hierarchy that includes supervision, management

and leadership. Supervision is dealing with individual tasks and people and works at

the operational level of an organization or subunit. Management is dealing with

groups and priorities at the tactical level. Leadership is dealing with purpose and

change at the strategic level.

Hence knowledge management is concerned with the exploitation and development of

the knowledge assets of an organization with a view to furthering the organization’s

objectives.

“No amount of sophistication is going to allay the fact that all your knowledge is

about the past and all your decisions are about the future.”

- E. Wilson
NEED FOR THE STUDY:
 Examining the process and methods used in implementing the Knowledge

Management.

 Importance of Employee Knowledge Management in Organizational

effectiveness.

 To perceive EKM’s importance as emerging concept in the Organizational

Development.

 To stop constantly reengineering and downsizing.

 To develop knowledge grid.

 To reuse the knowledge that saves work, reduces communication costs,

allows a company to takes on more project.

 The study was focused on EKM. Since it is necessary to focus on the levels

of satisfaction by smooth functioning of organization is also to maintain and

retain employees for long term. So this study encompasses both managerial

and non-managerial employees of Tecumseh.

 EKM Systems shares knowledge as a part of Organization’s DNA.

 EKM emphasizes shared interests and work across the locations and time

zones.

 To enable people to directly exchange ideas and learning to increase the

relevant knowledge available use in organization.

OBJECTIVES OF EMPLOYEE KNOWLEDGE MANAGEMENT

consideration that it is intellectual capital of an organization.

 To find out uses of Employee Knowledge Management for effective HRM.

 To know the perceptions of employees towards Employee Knowledge

Management.

 To know the process & methods used in EKM.

 To evaluate the impact of EKM on motivation of employees.

A research design is the specification of methods, procedures for acquiring the

information needed. Is the overall pattern are frame work of the project that stipulates

what information is to be collected from which sources and by what procedures.

STUDY TOOLS:

Data is collected from various primary and secondary data.

PRIMARY DATA:

Primary data refers to the data collected specifically for the purpose

of research problem. It is the first hand information collected by the research firm or

by an external agent with objective of solving a research problem.

Primary data is a data that is collected directly from the employees through

interviewing them, through questionnaire method.

Interview method is a collection of data which involves presentations of oral verbal

and reply in terms of verbal response.

QUESTIONNAIRE METHOD:

A questionnaire is a formalized set of questions for collecting

information. Its function is measurement. A questionnaire is administered by means

of a telephone or a personal interview also termed as interview schedule.

Primary data for one party becomes secondary data for the other users.

Secondary data refers to existing data that has been collected with an objective other

than the research purpose in question. It could be the data collected by the firm itself

for any other purpose or by any external party for the same or other research problem.

Secondary data is the data, which is collected from the company broachers, records,

magazines, books and others sources.

SAMPLE SIZE:

The sample size is 150 and they are selected from different departments

like HRD, Finance, Supply Chain, Marketing, corporate, IT, and Quality

Departments.

These questionnaires were filled by the employees themselves. This was

followed by a discussion with the respective employees about the answers they had

given.

The evaluation technique that I used is percentage method which was based

on the reply given by the employees.

Percentages were calculated for the maximum number of employees answering

that question These percentages were shown by the graphical representation. Relevant

conclusions were drawn from the same.

 The study is limited to the capabilities and willingness of the respondents in

appropriately answering the questions.

 Some questions are framed to the extent of managerial cadre only, hence

answered by them only.

 Questions 15 and 16 are the views of employees, hence are non-parametric.

 The study is restricted to Hyderabad branch only.

 The sample size was small to ascertain any conclusions on this study.

 Short time period was inadequate for conducting detailed study among the

employees.

 The study was limited for a period of 45 days only.

 The study is restricted to academic purpose only.