Knowledge
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Define ‘Knowledge’:
I found “Knowledge” in dictionary, “Knowledge” mean familiarity with something or understanding something. It is an abstract noun, but it cannot visible.
Refer to Wikipedia that “Knowledge is a familiarity, awareness or understanding of someone or something, such as facts, information, descriptions, or skills, which is acquired through experience or education by perceiving, discovering, or learning.” (Wikipedia)
Michael Polanyi consisted the concept of “tacit knowledge” in 1958 in Personal Knowledge. He made the ideas that “we can know more than we can tell.” through the Tacit Dimension.
I believe that if a pair of twins, they grew up in same family and same education environment, they cannot write a same article. This is “tacit knowledge”. It is a people’s skills, ideas and experiences in their minds, so it is difficult to access, it cannot codify and not easy to tall another.
“Explicit knowledge” is another type of knowledge. It can be readily articulated and shared in the form of data. It can be easily transmitted. Most of explicit knowledge can be stored, such as textbooks and encyclopedias.
As a Human Resources Specialist, “Knowledge” is not only the legislation about employment relation. “Manage people” – it is a tacit knowledge. You may use more and more human resources theories or strategy. However, which theories or strategies are used for the organization should not be the same.
I would like to discuss as a Recruitment Specialist in an organization to be applied for the above two types of knowledge.
He/she may need to basic knowledge for the local legislation and position requirement. It is usually easy to know. He/she may visit relative website, such as labour department and immigration department for understand the local legislation. For the position requirement, he/she may refer to company job description. It is a part of “Explicit knowledge”.
For the selection process, Senior Recruitment Specialist and Junior Recruitment Specialist has difference? I am so sure, they are difference. Senior Recruitment Specialist has tacit knowledge is deeply understanding how to assess the applicant. In the face to face interview, interviewer may assess the applicant through the body language or responsive. He/she has more tacit knowledge to deal with the applicant. For example, for talk about the reason for leaving, He/she will understand the applicant job attitude or relation with supervisor or peer. Sometime, applicant pretend or hidden something, he/she will through difference question to test the true.
My understanding for Meanings of ‘Knowledge’, ‘information’ and data’ is following:
A Pyramid of Wisdom is referring from data, information, knowledge