本論文探討跨國公司成功的知識轉移及其挑戰的重要性。將討論公司社會資本的要求，以及跨國公司在知識轉移方面面臨的文化差異的重大挑戰。從理論基礎上本文透過角色模型，以及來自Fronius International 的人力資源管理團隊的持續合作，為 Fronius International 開發要ㄧ個實用的知識轉移系統，同時考慮組織及其成員的社會視角。此外，創建一個雙向通信系統，以確保組織的所有參與者之間的無縫交換。整個公司通過一個方便易用的軟體工具進行連接，使人們能夠交換必要的技術訊息以及非正式溝通，從而建立彼此的信任。此外，為克服組織變革的共同抵制，本論文討論新知識轉移體系的實施。目標是設計知識轉移系統，使公司不受任何文化障礙影響，順利地將產品知識和信息從總部傳遞到世界各地的子公司

The paper examines the importance of successful knowledge transfer and its challenges for multinational companies. Requirements of social capital in a company will be discussed as well as the significant challenge of cultural differences which multinational companies face concerning knowledge transfer. From the theoretical basis, by means of a role model and with ongoing cooperation of the Human Resource Management team from Fronius International, a practical system of knowledge transfer is developed for Fronius International, taking into consideration the social perspective of an organization and its members. Further, a 2-way communication system is created, to ensure a seamless exchange between all participants of the organization. The whole company is connected through a convenient and easy software tool which enables people to exchange necessary technical information as well as informal communication to create trust and bind people together. Moreover, in order to overcome the common resist against change in organizations, the implementation of the new knowledge transfer system is discussed. The objective was to design a knowledge transfer system to allow the company a smooth transfer of product knowledge and information from the headquarters all the way to the subsidiaries located around the world without any cultural barriers.

Thesis Verification Letter i
中文摘要 ii
Abstract iii
Table of Content iv
Table of Figures vi
1 Introduction 1
1.1 Problem and Motive 2
1.2 Purpose of the Thesis 2
1.3 Research Question 3
1.4 Aims and Structure 3
2 Literature Review 5
2.1 Knowledge Transfer 5
2.1.1 Definitions 5
2.1.1.1 What is Knowledge Transfer 5
2.1.1.2 Management of Knowledge Transfer 6
2.1.1.3 Knowledge Sharing versus Knowledge Transfer 9
2.1.2 Importance of Knowledge Transfer for International Companies 10
2.1.3 Processes and Interactions within Knowledge Transfer 11
2.1.4 Advantages of efficient Knowledge Transfer 12
2.1.5 Models of Knowledge Transfer 14
2.1.6 Challenges and Barriers for Knowledge Transfer 16
2.1.6.1 Motivation of knowledge seeking 17
2.1.6.2 Cooperation versus Competition 17
2.2 The importance of Social Capital 18
2.3 Cultural Differences 20
2.3.1 Global Strategy versus Standardized Strategy 21
2.3.2 Hofstede Model 22
2.4 Implementation of a Knowledge Transfer System 23
2.4.1 Change Management 23
3 Methodology 27
3.1 Secondary Research 27
3.2 Primary Research 27
3.3 Challenges and Limitations 28
4 Best Practices 29
4.1 Unilever Global as Role Model 29
5 Knowledge Transfer at Fronius 31
5.1 Company Background 31
5.1.1 Product Range 32
5.1.2 Locations of Subsidiaries 32
5.1.3 Organizational Structure 34
5.2 Analysis of the Current Knowledge Transfer System 35
5.2.1 Master Trainer Structure 36
5.2.2 Current Issues and Challenges 37
5.3 The SESES System 38
5.3.1 Suggested Knowledge Transfer Process 39
5.3.1.1 The Transfer of Knowledge 40
5.3.1.2 Customer Feedback 41
5.3.1.3 Forum 42
5.3.1.4 Incentives 43
5.3.1.5 Conclusion of the SESES System 45
5.3.2 Social Capital as Requirement for the SESES System 46
5.3.3 The SESES System and Cultural Adaptations 47
5.4 Change Management at Fronius 55
5.5 Non virtual requirements 57
6 Discussion 58
7 Conclusion 62
8 References 63

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