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Organizational learning has become important in educational institutions due to the necessity to have trained personnel. The problem that arises is the lack of congruence between the development of classes, the management's requirements and the given training. The objective of this paper is to propose a methodology and acquiring a collective learning for its human capital considering a knowledge management approach. The proposal allows the identification, documentation and transfer of knowledge using as information technology the SharePoint tool as an aid for its implementation. As a result, we obtain a methodology that disseminates knowledge and accurately shows the training that the staff needs or does not need. It is concluded that the methodology provides an innovative way to manage the knowledge of teachers, and serves as an aid in the decision-making process regarding trainings, selection of personnel, among others. [ABSTRACT FROM AUTHOR]

Introduction: Knowledge management as an innovative and key process for smart organizations allowed its application in higher education research centers, based on intellectual capital (IC), as a fundamental axis in the creation of intangible assets, using the Intellectus model, which emphasizes as components of the IC: Human Capital (HC), Structural Capital (SC) and Relational Capital(RC). Objective: The work seeks to develop a measurement methodology for HC and SC for research centers. Materials and methods: Using the fuzzy logic technique 2 and the Matlab® toolbox, algorithms were generated to obtain an intelligent tool. The model validation was applied to the Administrative Sciences research group of the Metropolitan Technological Institute of Medellin. Through the Delphi technique, six experts determined that the decisive variables to be evaluated, according to the model, were from the HC: values and aptitudes, attitudes, and knowledge; from organizational SC: organizational learning; and from technological SC: R&D. The information was obtained from the application of a questionnaire with 54 questions to 16 researchers, measured with a Likert scale. Results: With fuzzy logic 2, a base of rules was achieved that, together with the Karnik-Mendel type of reduction, allowed decision making on the variables through the control surface. Conclusion: The combination of capabilities and effort and R&D brings greater value. The relationship between attitudes and organizational learning is significant, although not a priority in the generation of value; and the generation of value, between the values and skills variables, with organizational learning, is not significant.e [ABSTRACT FROM AUTHOR]