Development of the theory and method to manage organisation's intellectual capital

This thesis adopts a "managing-developing" rather than a "measuring" approach to the intellectual capital of organizations, demonstrating that the former is compatible to the knowledge creation process while the latter is not. In this basis, in the thesis the intellectual capital of an organization is defined as the combination of the intangible assets of an organization that add value to its effort to achieve its goal, referring to the skills, innovation, information, experience and employee attitudes an organization possesses. This thesis proposes a systemic, systematic and humanoriented approach to the management of intellectual capital which includes the participative development of systems to support the management of skills (learning systems), innovation (innovation systems) information (information systems), experience (organizational memory systems) and attitude (selection, reward, career development, retirement systems). The design of such systems needs to be based on organizational requirements and in this thesis a formal method of requirements definition is developed (ORDIC - Organizational Requirements Definition for Intellectual Capital management). The thesis presents a number of case studies of the application of this method in Mexican companies and international corporate groups that demonstrate how the methods can be applied and in particular show the role of users in the use of the component methods of ORDIC. The thesis provides evaluation evidence of the success of the methods in creating systems to manage intellectual capital.