知識經濟是近年來經濟成長的主要發展部門，而如何管理知識也就成為企業管理上的主要研究課題，在過去的研究中皆明白指出知識工作者的「選、育、用、留」是知識管理能否成功的關鍵因素，而各企業及國家也都以吸引優秀人才為21世紀最重要的競爭力發展目標，但是，培養知識工作者要花費企業大量資源培訓且有工作者離職風險存在，這對資源不豐的中小企業來說特別不利，本研究以生產線及標準化流程的概念，研究如何將知識型工作拆解成不同的工作站並交由個別人員執行，如此，完成各站工作所需的知識含量較少，企業也不需投注較多訓練資源於單一工作人員身上，除了縮短訓練時間外，人員離職時造成的技術損失也較少。 本研究透過文獻研究，採用過去研究對知識傳遞方式的研究成果，提出利用外化方式，將知識文件化後傳遞，將知識型工作依工作階段產出的技術文件為劃分依據分站執行作業，並以電路板維修產業為個案實施探討，研究結果顯示，可成功將知識型工作的作業流程切割成個別的工作站，而各站的知識含量及訓練需求皆較原來降低許多，解決了人員培訓所面臨的高資源及高風險難題，應能有效協助中小企業解決知識工作者人力資源不足的困境。 Knowledge economy is the major economic growth sectors in the economic development in recent years, and how to manage knowledge becomes a major research topic. The past studies show that selection, education, assignment and retaining for knowledge workers is the key success factors of knowledge management. Many companies and countries consider attracting the best talent of the world is the most important goal to develop the competitiveness but training knowledge workers needs to spend a lot of resources .However, there exists the risk that well- trained knowledge workers may leave and serve another company after training. This risk is particularly harmful to small companies. To resolve this problem, this research attempts to break down the knowledge-based work into different workstations and individual officers by the concept of standardization of production processes. So, the knowledge which is used to complete the work at each station contained less than the original, and companies can reduce training resources in each station workers. This study tried to find out the knowledge transfer way by literature research. The past research results showed that using knowledge externalization we can transfer knowledge by documentation. Knowledge-based work can be cut into sub-station operations by the output session file and documents. This research also studied the circuit board maintenance industry as a case study, and the result showed that knowledge-based work can be successfully cut into the work processes of individual workstations and the knowledge of the various stations and training needs were a lot lower than the original. It solves the personnel training problem and should be able to help small companies to solve the shortage of knowledge workers.
