Berdasarkan studi kasus pada FCSA ditemukan beberapa temuan sebagai berikut:

• Ukuran Team

Proses bekerja dengan tim dari 4 anggota dan pemimpin tim. Proses drill-down kadang-kadang melelahkan. Jelas peran antara tim muncul dalam alur pemetaan dan penangkapan pengetahuan.
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Abstract

Tujuan – Makalah ini bertujuan untuk melaporkan sebuah studi kasus empiris, (kasus tunggal multi-situs) mempekerjakan baik ‘dan metode’ ‘keras’ ” lunak ”. Nyata, komponen terlihat dari penelitian ini adalah produksi database yang bidang yang menjadi sumber dari tacit pengetahuan munculnya.
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Abstract

Purpose – This paper aims to report on an empirical case study, (single case multi-site) employing both a ‘‘hard’’ and ‘‘soft’’ method. The tangible, visible component of the study was the production of a database whose fields were to be the source of tacit knowledge emergence. Design/methodology/approach – The proposition was that the possibility for the capture of tacit knowledge was subject to four conditions. The first was the need for a teleological motive and purpose. The second was a bounded environment expressed in this case in terms of the published corporate goals and key business drivers. The third was the production of a controlled vocabulary that made sense to both the respondents in the context of the true nature of the business activity. The fourth and most important condition was the interactive and iterative process that allowed those involved to own the tacit knowledge emerging process.
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Studi kasus terhadap manajemen pengetahuan pada The Frederick Sanitation Authority, perusahaan yang bergerak dalam bidang pelayanan air dan gorong-gorong. FCSA mengoperasikan tiga pabrik pengolahan: dua air dan satu air limbah. FCSA didirikan pada tahun 1974 sebagai layanan terpusat air dan air limbah untuk daerah di luar Kota Winchester. Otoritas setempat juga membeli air dari Kota Winchester, yang mendapat air dari Sungai Shenandoah. Penggunaan air rata-rata saat ini di area pelanggan adalah 4 juta galon per hari.

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ABSTRACT

The American Water Works Association Research Foundation (AwwaRF) and Water Environment Research Foundation (WERF) co-funded a research project titled “Succession Planning for a Vital Workforce in the Information Age.” This study began in January 2003. This study was driven by a number of diverse factors, including:

• The demographics of the current workforce which is expected to result in the loss of sizeable numbers of senior employees during the next 10 years;
• The changing nature of the new, replacement workforce;
• The changing training needs for new employees as our utility plants become more and more automated; and
• Poor preparedness of existing utilities with respect to knowledge management, succession planning and retention.

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