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Knowledge Management
 

Knowledge Management

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Knowledge Management

Knowledge Management

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    Knowledge Management Knowledge Management Presentation Transcript

    • Knowledge Management
    • Knowledge Management
      • Knowledge is the pre-eminent economic resource .
      • Knowledge Management (KM), includes sharing and using of information and skills.
      • Knowledge when shared always increases because you gain new insights and perspectives.
      • Knowledge Management needs to produce concrete and visible results.
      • KM solutions deliver the latest and most up to date answers and information across an organization, because knowledge sharing and replication ensures that all the collected knowledge is current and available.
    • Knowledge Sharing within a company has many key results :
      • Prevention of re-inventing the wheel at different places i.e. doing a task that has already been completed by someone else and/or at different times, specifically regarding day-to-day practices. This saves money, time, effort and frustration.
      • The creation of new knowledge is stimulated and enabled.
      • Corporate-wide unity of thinking together with higher employee motivation is achieved ,resulting in improved performance.
      • Results in an organization's efforts for better succession planning.
    • The characteristics of knowledge intensive organizations are that they :
      • Value creativity, flexibility, adaptability, dialogue and learning.
      • Pay attention to people, relationships, context and communication.
      • Understand knowledge is dynamic and that it adds value and when it is in motion and in use.
      • Focus on customer intimacy, market intelligent, encourages feed back and try to learn faster.
      • Believe in generating new knowledge, sharing meaning, using language as a tool and cultivate the community.
    • Implementing a KM Programme
      • Requires defining a clear strategy based on the business needs of the organization.
      • Keeping the central KM unit small , which oversees overall implementation.
      • Making available a budget to allow communities to function.
      • Supporting the development of communities of practice.
      • Keeping information technology user friendly and responsive to its users needs.
      • Orchestrating systematic communications to explain what knowledge means and to keep everyone informed.
      • Introducing new incentives to accelerate the shift towards a knowledge culture.
      • Developing a set of metrics to measure progress.
    • Defining a knowledge strategy
      • Defining a knowledge sharing strategy, which will be endorsed by management and front line staff .
      • The strategy should clearly articulate why, what, whom, how, the organization will share it.
    • Deciding why to share
      • Because of the characteristics of the global economy, and the plummeting costs of communication you perceive that sharing knowledge would enhance your organizational performance.
      • New opportunities are worth the shock of cultural and technological transformation that will increase the speed and quality of service delivery.
    • Deciding what to share
      • Share country and sector know-how.
      • Global best practices and research in the field of development.
      • Competitive intelligence.
      • Processes or individual clients etc.
      • The quality and authentication of what is being shared should also be addressed especially with regard to sensitive and confidential information.
    • Deciding with whom to share
      • Share it internally with staff at headquarters and in the field , and externally with clients, partners and stakeholders.
      • The audience is the member of the staff and the objective is to collect and make accessible the latest and best sector and country development will allow to bring higher quality of service to the clients while saving time and costs.
      • Sharing of knowledge always shows, builds confidence and trust.
    • Deciding how to share
      • One could use a multitude of different channels.
      • For instance- a number of groups could be provided a mentor for each new recruit to quickly familiarize them with sector strategies , lending procedures, key professional contacts etc.
      • Every staff can also call a help desk, where packets of information and referral services are available.
      • Seasoned professionals will attend and contribute to technical clinics (working lunches of one–to- two hours) or search the knowledge collections on the internet.
      • Externally, knowledge sharing takes place virtually on the web, and face to face with clients and partners, either during field missions or personal meetings.
    • Organizing Knowledge Management
      • KM organization and functions are:
      • A small central unit (may be three or more people) has overall coordination and facilitation responsibilities.
      • Operational managers in the networks and the regions are responsible for implementing the knowledge sharing programme.
      • Teams supplemented by help desks, are the preferred instrument for sharing know-how.
      • A governance body (KM committee) is responsible at the corporate level for the overall KM policy formulation .
    • Providing a budget for knowledge sharing
      • It very important to provide adequate finance for setting up the KM system and its maintenance.
      • Nurturing communities of practice : to successfully capture, share and leverage knowledge, an organization needs to facilitate and nurture human interactions between professionals who share a common interest or experience, who experience common problems and whose interest is to identify solutions that will improve their work effectiveness.
      • Choosing a technology that helps knowledge sharing : though staff may be situated in various places can connect their peers through e-mail or the web . They can also access electrically the knowledge collections of teams to get the collective wisdom of their professional practice. Information Technology tool should be fast to access ,user friendly and easy to operate.
      • Telephone, electronic mail and video conferencing, play a central role in the organizations knowledge sharing activities.
    • Methods of how knowledge can be shared
      • Serial transfer : this happens when a team that performs a task repeats it in a new context.
      • Near transfer : when knowledge is moved from a source team to a receiving team doing a similar task, but in a different location , near transfer of knowledge takes place.
      • Far transfer : this is when tacit knowledge about a non routine task is moved from a source team to a receiving team.
      • Strategic transfer : when very complex knowledge is sent from one team to another especially when they are separated by time and distance.
      • Expert transfer : transfer of explicit knowledge about a task that may be done infrequently is called expert transfer.
    • Communicating the values of knowledge Sharing
      • One could organize knowledge fairs, where the groups in your organizations can display their knowledge sharing activities and further illustrate with real examples, the benefit of working together.
      • Story telling could also be used by the KM programme director and some network KM staff to sensitize the organization to the kind of problems that knowledge sharing is meant to solve .
      • Presenting real life, problem solving situations allow each individual in the audience to recast the stories into his or her own contextual work environment.
    • Introducing new personnel incentives
      • Knowledge sharing is made an integral part of an organization's formal personnel evaluation system by modifying the small number of core behaviours against which people’s performance is assessed.
      • This will send a strong signal to managers and staff that the organization is serious about encouraging and rewarding knowledge sharing behaviours.
      • Annual performance awards reinforcing sharing behaviours could also be used to foster knowledge sharing behaviours .
    • Measuring performance
      • You need to focus on measuring inputs (such as budget deployment and recruitment of knowledge management staff) and activities (such as the number of help desks, communities, and knowledge collections available on line).
      • As implementation progresses, the focus need to be expanded to measuring outputs (such as number of questions satisfactorily answered by help desks, the number of page-equivalent downloaded from the intra / internet, the number of knowledge databases and the usage of electronic tools).
      • Outcomes, such production cycle times, the quality of services, staff and client perceptions, etc. should also be measured. Measuring the overall impact of the knowledge-sharing programme poses a unique challenge.
    • Integrating knowledge sharing and learning
      • The training needs of an employee are identified and then imparted instead of conducting training for the sake of it.
      • The creation of the networks and the launch of the knowledge sharing programme rapidly changes this situation.
      • Only when people learn from the KM programme will the knowledge you are collecting and sharing be put to use in situations.
      • This is important because unless the knowledge that is being shared is used the very purpose of the KM programme would be defeated.
    • Pointers on practices for an effective KM programme
      • Ensure that the users need matches the type of knowledge and the type of system use to transfer it.
      • Remember databases work for some kinds of knowledge, but not for others.
      • Users must believe that knowledge sharing is indeed useful for them and they must whole heartedly support your KM programme.
      • Users must be motivated enough to be willing to travel and to share the knowledge with others.
      • Experts must be available to help teams solve tough problems or answer queries.
      • Users must be willing to reflect back both on actions and their outcomes before moving forward.
      • It is better to target `the transfer systems to specific groups of employees. This can be achieved by having separate systems for different target groups.
      • Limit the knowledge exchange to just experts in a specific field, so that the employees know what others are talking about and at most times ensures the message is short and concise.
      • The greatest threat to sharing knowledge is ignorance . People are often not aware that others would like to learn about some practice they have. Get people to understand the importance of sharing their knowledge for the common good and benefit for the organization.
      • Common knowledge in any organization is usually unique company knowledge that cannot be copied by other organizations and this can provide a sustained competitive advantage .