????????????????? ??????????????????????????????????????: ????????? ?????????????????????????????? 4�

Abstract

This research aims to: 1) Investigate the Characteristics of Individuals influencing knowledge transfer from pre-retirement employees to generation at the Office of the National Water Resources, Regional Office 4 2) Examine the knowledge transfer activities from pre-retirement employees to generation at the Office of the National Water Resources, Regional Office 4 and 3) Propose knowledge transfer activities from pre-retirement employees to generation at the Office of the National Water Resources, Regional Office 4. The sample group consisted of 7 employees from the Office of the National Water Resources, Regional Office 4. The study employed a qualitative research approach, involving interviews with 7 pre-retirement personnel. The research findings revealed that Characteristics of Individuals influencing knowledge transfer include: 1) Reliability, comprising the reliability of the knowledge transferor, reliability of the information, and reliability based on experience and years of service; 2) Trust, comprising communication trust, interpersonal trust, and trust in competence; and 3) Internal motivation within the organization, comprising motivation of the knowledge transferor, motivation for career advancement, motivation for work achievement, and motivation for rewards. These attributes significantly affect the knowledge transfer process pre-retirement employees to generation at the Office of the National Water Resources, Regional Office 4. The study also identified obstacles to effective knowledge transfer activities, such as limited time for knowledge transferors, excessive use of in communication, individual characteristics of the knowledge transferors, and has never conducted a lesson learned analysis using best practicesAdditionally, the study identified factors limiting the effectiveness of knowledge transfer activities, including time constraints for knowledge providers, the use of technical jargon in communication, and the personal traits of knowledge providers. To address these challenges and optimize knowledge transfer, the research suggests expanding knowledge transfer activities such as on-the-job training, mentoring programs, and lesson-learned sessions. These initiatives aim to prevent the loss of critical knowledge, ensure systematic knowledge management, and enable personnel to access essential knowledge related to core organizational missions. Ultimately, these efforts contribute to efficient operations and long-term organizational sustainability.

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