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Required Resources


Kopp, D. M. (2014). Human resource development: Performance improvement through learning [Electronic version]. Retrieved from https://ashford.content.edu

· Chapter 1: Introduction to ADDIE: Analyzing Training Needs

· Chapter 2: Designing Effective Training

#1Ulises Gomez

Wednesday Sep 27 at 11:48pm

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Describe the three types of knowledge.

Let me start by explaining the three types of knowledge.

Explicit: “Anything that is stated clearly and in detail, leaving no room for confusion or doubt. Explicit knowledge is that which can be and has been articulated; for example, information found in the company policy manual, (Kopp, 2014).”

Implicit: “A statement or fact that is implied though not plainly expressed; implicit knowledge is knowledge that can be articulated, but has not (Kopp, 2014).”

Tacit: “Any statement or fact that is understood or implied without being stated. Tacit knowledge is that which cannot be articulated, but can be described as “learned by doing”, (Kopp, 2014).” 

Give an example of each of the three types of knowledge based on your position in your organization.

Explicit- As a Senior Human Resources Sergeant; I deal with Policy letters from the Battalion Commander. They are meant to be guidelines for Company Commanders to follow the Battalion Commanders’ intent.

Implicit- My depart provides Human Resource guidance for a Battalion. The way we use implicit job knowledge is by emails. We provide guidance to every task without micromanaging the end result. Through monitoring our emails, I believe this is how my department uses implicit.

Tacit- The way that my organizations uses Tacit job knowledge is by issuing an Operation order (OPORD) within this OPORD we assign tasking orders. Which means who is responsible for what. In this tasking order it is specific to responsibilities; but leaves the actual tasking to who was identified.

Which of the three types of knowledge is the most difficult for a trainer to teach?

I believe that explicit works best for use because we can continue to add Battalion policies, when the ideal outcome has not been achieved. It gives all echelons to make corrections and it is a written order. Written orders have a way to empower the action as long as the end result is ideal.


Kopp, D.M. (2014). Human resource development: Performance improvement through learning. San Diego, CA: Bridgepoint Education.

#2Rachel Hewitt

YesterdaySep 28 at 12:45pm

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Explicit knowledge is one that straightforwardly communicated and can easily be found.  Examples of this type of knowledge based on my position in my current organization would be our regulation manuals as well as our extensive websites.  We also have SOPs (Standard Operating Procedures) which outline specific guidelines to our agency and positions. 

Implicit knowledge is information that could be communicated straightforwardly but hasn’t been yet.  An example of this type of knowledge based on my position in my current organization would be with the military you hear often that, “It’s not your lane or that’s above your pay grade” which basically means that they could give you the information but feel that it’s on a need to know basis.

Tacit knowledge is information which one gains by actually doing it, like acquires the skill.  An example of this type of knowledge based on my position in my current organization is leadership.  Leadership is a skill, you either have it or you don’t.  It’s not something that can be taught.  With that being said tacit knowledge would be the most difficult for a trainer to teach because this knowledge is more of who you are than what you can be taught.  By that I mean it requires a certain set of skills that comes from within a person like being intuitive and innovative.


Kopp, D. M. (2014). Human resource development: Performance improvement through learning [Electronic version]. Retrieved from https://ashford.content.edu

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