employee
Kemerovo, Kemerovo, Russian Federation
The present research features the culture of knowledge in the organization (firm). The purpose of the research is to substantiate the need to apply the humanistic approach to the formation of a culture of knowledge in the personnel policy of a modern firm. The research employed a qualitative analysis of knowledge orientation in the typologies of organizational culture. The author determines the areas of application of types of organizational culture according to their orientation on the knowledge of workers. The paper reveals the main and almost the only way to transfer tacit knowledge – socialization and its form, mentoring. The author proposes to create knowledge bases of intrafirm professional communities as the joint ownership of employees who possess personal knowledge. The results can be used for the development of the personnel and social policies of the firm, taking into account the proposed humanistic approach to the formation of the culture of knowledge and its update. Conclusions: 1. The culture of knowledge as a source of its update should be considered in personnel management, and not in knowledge management, since knowledge is the personal property of employees, not firms. 2. Organizations should create not corporate knowledge bases, but knowledge bases of intrafirm professional communities. 3. The proposed humanistic approach will ensure the creation of the cognitive environment that is adequate to the culture of knowledge, which in turn, will give a positive socio-economic effect to the activities of the organization (firm) by updating the knowledge of its employees.
organizational culture, man, explicit knowledge, tacit knowledge, cognitive relations, personnel policy of the firm
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