According to the World Development Report 1988 released by World Bank, knowledge is defined as the information for production.

Drucker described knowledge as “But knowledge is a specifically human resource. It is not found in books. Books contain information; whereas knowledge is the ability to apply information to specific work and performance”

Knowledge is fragmented. It needs to be upgraded from time to time.

The value and interests of Knowledge can’t be valued quickly.

Tom Davenport early on (Davenport, 1994): “Knowledge Management is the process of capturing, distributing, and effectively using knowledge.”

knowledge management is a system that can transfer the captured information into knowledge. It can generally and continuously collect explicit and tacit information and then transform it into the business culture or individual brands.

Peter Drucker predicted in 1965 that knowledge would become the most important factor of production instead of the land, labor, capital, and machinery. He believed that in the 21st century’s organization, the most valuable asset is the knowledge employees and their productivity.

with the improvements of infrastructure and the growth of the content creator economy, we may spend less time in one organization but live for a longer time. Most of us need knowledge management, which means investing in knowledge to accumulate compound interests.

Andrew Hunt once suggested that to manage knowledge in the way of managing portfolios.

Invest it regularly: To form a habit of learning.

Always manage to buy low and sell high: Learn some new emerging techniques.

Evaluate and balance your investment periodically: Evaluate the knowledge that deserves to be concerned.

General knowledge means the wisdom which is cultivating nurtured moral human beings.

Specialized knowledge means the information in action that can be proven to be effective for the outcome of the action, mainly in work, study, work analysis, and work management.

Knowledge of facts: know what. It is about historical facts, experiences, and statistics.

Knowledge of principles: know why. It is about the principle and rules which usually belongs to science.

Knowledge of skills: know how. It is about the crafts, skills, and abilities which usually belong to the techniques.

Knowledge of human: know who. It is about who knows what and who knows how. It includes some specific social relationships and social divisions. It usually belongs to experience and judgment.

Skill-based tacit: informal, hard-to-express skills, techniques, experience, and know-how.

Cognitive tacit: insights, intuition, perceptions, values, mental models, and team’s rapport, understanding and organizational culture.