KM is not a brand new topic; organizational learning and organizational memory are related topics that have been fields of research for many years. This blog relates these concepts to a relational model that shows that the three topics are related and influence organizational effectiveness. Additionally, through this blog I am trying to explain that KM has become a research area due to a confluence of trends that have made KM necessary and technically useful.
KM and (Organisation Memory) OM are the processes used to identify and capture critical knowledge. Knowledge workers and their organizations “do” KM; they identify key knowledge artifacts for retention and establish processes for capturing it. OM is what IT support organizations do; they provide the infrastructure and support for storing, searching, and retrieving knowledge artifacts.
Huber (1991) considers four constructs as integrally linked to OL: knowledge acquisition, information distribution, information interpretation, and organizational memory. In this case, OM is the repository of knowledge and information acquired by the organization. Organizational learning uses OM as its knowledge base.