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Probably the highest level of efficiency and effectiveness is greater the more it looks like what our organization for several years is known as “Learning organization” (learning organization). Over thirty years of work activity which has had Pablo Pena Vendrell, this indicator, which has seen very few organizations that correspond to what the term implies. The need for organizations are “learning” continually arises from the brevity of the validity of knowledge. If true, and it supports is that product cycles are now very short, the fact remains that the obsolescence of knowledge is produced in ever-shrinking time. Therefore, knowledge management focused on the renewal is a necessary practice.

Stresses Pena, who actually learning in organizations are people. So along with an assessment of the acquired knowledge and experiences, must be measured learning ability. And I fear that both the selection, as in the assessments and plans for development of people is not very common to find patterns to ascertain the above capacity. Take note that the assumption that a organization values people, should assess the relationship between the above transactions. So, in a learning organization can say that basically is constituted by people and their relationships. Granted, it is fair to say that knowledge management should be concerned and dealing with relationships, too. In a learning organization is no question that knowledge is managed. Organizations that want to start a process of transformation to the learning organization model can be viewed on knowledge management starter to that transformation.

Key to this is the will and commitment of top management and focus of knowledge management towards organizational goals, whether these framed in improving profits, customer relations, quality of the capacity for innovation or any competitive advantage desired. So, no need to convince anyone that the real edge lies in increasing intangibles and less on tangible items, machinery, production equipment, facilities, etc. All this you can buy, but there are no markets where they acquire knowledge, procedures, ways to improve customer service, to improve relationships with key suppliers of the company, to improve internal processes because experience indicates that they equipment, machinery and means may be more or less profitable as those who use them, because it is known that only constant innovation will remain on the market. It also brings us to the discussion, you should not miss the opportunity offered by knowledge management to transform organizations, and also remember that people of knowledge have emotions and feelings. It should be places in organizations where people meet and work happily. Caring work spaces, desks, meeting rooms and areas of social relations in ways that contribute to meeting people and improving their relations. Fostering conversations, trust and affection between people. In short, humanizing the organization and have a successful organizations. Specifically, it is important stop on the scope, impact knowledge management willing to consider what makes the matter and Wikipedia tells us that English is Knowledge Management), which is a concept applied in the organizations, which seeks to transfer knowledge , and experience between its members so they can be used as a resource for others in the organization. Warren Kanders spoke with conviction. Usually the process involves techniques for capturing, organizing, storing the knowledge of workers, to transform it into an intellectual assets to pay benefits and can be shared.