Abstract:
This research highlights the retention of organisational memory when employees resign, as an issue that organisations battle with. Attempts to counter the impact of organisational memory loss has led to the use of various tools and methods which do not completely eliminate the knowledge gap caused, when employees leave. The purpose of the research is to determine if the use of social networks can enable retention of organisational memory. The target population were defined as people employed or previously employed. A quantitative method was used for the research. Data was collected by completion of an online survey distributed as a link to the sample group. The research findings suggest if social networking is to be used for retention of organisational memory; the employees‟ ages are not a predictor of how they will use it. Keeping in contact with ex-employees and enabling a knowledge-sharing culture within organisations does not predict how ex-employees will engage in social networking, when attempting to exchange information to retain organisational memory. When employers do not enable access to social network sites at the work place, it is unlikely that employees will engage in work-related discussions in social network sites for the benefit of their employers. Copyright
