Studies in knowledge management (KM), human resource management (HRM) and records and information management (RIM) are extensive and growing. Recently, personal knowledge registration (PKR) has become another way of registering and managing the knowledge of employees (Haraldsdottir, 2018). PKR has evolved from the disciplines of HRM, KM and RIM. The intention of PKR is to generate an overview of accumulated personal knowledge embedded in the employees (Gunnlaugsdottir, 2008b; Hase & Galt, 2011; Henttonen, Kianto, & Ritala, 2016; Macguire, 2005). The need to register intellectual capital has been addressed among human resource (HR) and training managers for some time (Delaney & Huselid, 1996; Haraldsdottir, 2018). The purpose of registration is to gain a better use of valuable knowledge, build interdisciplinary teams and to find instructors for in-house training, as well as for recruitment and development. The term personal knowledge registration and the abbreviation PKR is a consequence of this discourse. PKR is a system of concepts, processes and methods that can be implemented in different software systems. PKR creates a community of knowledge, as described by Sigala & Chalkiti (2007) where the acquisition and sharing of knowledge can take place. The term is comparable to the information a person registers in a curriculum vitae (CV), except the information belongs to an organization. PKR is similar to the creation of corporate knowledge directories, company yellow pages and expert networks (Andreeva & Kianto, 2012; Vuori & Okkonen, 2012). PKR is one type of a knowledge directory in a “cleverly constructed database” as described by Davenport & Prusak (1998). PKR covers a set of information that the individual, in co-operation with a manager, selects and considers relevant while employed (Haraldsdottir, 2016). As such, PKR is personnel records, often related to human resource management systems (HRMS), human resource information systems (HRIS), information registered into the learning and development module of talent management systems (TMS) or human capital management systems (HCM) (Kavanagh & Johnson, 2017). Registering personal knowledge using PKR creates an overview of collected organizational knowledge and assists employees, in particular HR and training managers, to look for, and find, current and valuable knowledge among their staff.