A young perspective on knowledge management

As the nuclear workforce ages and a younger generation continues to become the staff majority, knowledge management programs must be designed to respect the human element of our highly technical industry. Rising young professionals do come into nuclear with the energy and intelligence needed to carry the industry forward, but require intentional development, continued engagement, and a conscious effort for retention. Although databases are and will continue to be an important part of nuclear knowledge management, true knowledge transfer and retention requires a very different set of tools including mentoring, rotational programs, and challenging experiences. North America's nuclear industry is not projected to grow significantly over the next decade, which provides a set of challenges for attracting and retaining talent that must be addressed