SYSTEM OF STRATEGIC KNOWLEDGE MANAGEMENT AS A COMPETITIVE ADVANTAGE OF THE MODERN ORGANIZATION

Abstract

The article focuses on modern theoretical and practical recommendations for knowledge management at the enterprise. Scientific research of the knowledge management problem have been studied. The main stages of monitoring for the construction of the knowledge management system of the enterprise are given. It was noted that the process of knowledge management should be governed, controlled, created from certain sequential interrelated actions, understandable for the recipient. The main tasks of knowledge management at enterprises are defined. It is proposed to use information technologies to facilitate knowledge management at enterprises. The main obstacles that arise during the implementation of the knowledge management system are identified. In order to minimize the effect of obstacles, it is proposed to use the approaches of such schools of strategic management as cognitive, learning and culture, since the cognitive school emphasizes the fact that it is necessary to change one of the main issues of strategy construction, namely: instead of what a strategist needs to know, it is necessary to ask what is the essence of their mental process, the school of learning tries to turn management into governance that influences through change and brings practical content to the study of the process of strategy formation, and the school of culture defines approaches to building a development strategy for organizations with a rich history and culture as well as brings an important collective dimension of the social process. The proposed knowledge management system at the enterprise, which includes three subsystems: human capital management; knowledge exchange management (information support); management of communication technologies. The main conditions for creating a knowledge management system can be the following competitive advantages: creation of conditions for stimulating and motivating further continuous development of personnel (through professional training and self-education of employees), which contributes to increasing the efficiency of professional training and development of employees; increasing the efficiency of the human capital use, which will ensure the improvement of the competitiveness of enterprises (through the creation of an environment for the sharing and dissemination of knowledge, the involvement of personnel in teamwork, etc.); creation of effective feedback with the subjects of the external environment; and others.