Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
Informasjonsarkitektur Finding people in large organisations Jørgen Dalen
Finding people in large organisations Hypotheses People search: choosing relevance criteria Suggestion for solution Discus...
Hypotheses <ul><li>In large organizations, 80% of the knowledge is not documented </li></ul><ul><ul><li>Knowledge in peopl...
Choosing relevance criteria <ul><li>Use of metadata (organizational unit, competence area etc)  </li></ul><ul><li>Free tex...
User behaviour parameters Complexity Findability relevance  Social graph Content consumption Content quality rating Conten...
Suggestions <ul><li>Use a consolidated search concept </li></ul><ul><ul><li>Where people and content search are part of th...
Suggestion: use common metadata for people and content
 
 
Discussion <ul><li>What criteria should be used to rank employees? </li></ul><ul><ul><li>To avoid manipulation of ranking ...
 
Upcoming SlideShare
Loading in …5
×

Finding People In Large Organisations Joergen Dalen

1,531 views

Published on

How to design effective people search in large organisations

Published in: Technology
  • Be the first to comment

Finding People In Large Organisations Joergen Dalen

  1. 1. Informasjonsarkitektur Finding people in large organisations Jørgen Dalen
  2. 2. Finding people in large organisations Hypotheses People search: choosing relevance criteria Suggestion for solution Discussion
  3. 3. Hypotheses <ul><li>In large organizations, 80% of the knowledge is not documented </li></ul><ul><ul><li>Knowledge in people’s heads </li></ul></ul><ul><ul><li>Finding the right person might be more important than finding the document </li></ul></ul><ul><li>It is a very difficult task to display the most relevant persons without editorial control (in both search result and on pages) </li></ul>
  4. 4. Choosing relevance criteria <ul><li>Use of metadata (organizational unit, competence area etc) </li></ul><ul><li>Free text attributes </li></ul><ul><li>Editorial preferences: the company determines who the domain experts are </li></ul><ul><li>User behavior parameters </li></ul><ul><ul><li>Contributions </li></ul></ul><ul><ul><li>Interests </li></ul></ul><ul><ul><li>Judgement of quality </li></ul></ul><ul><ul><li>Relations to content and other people </li></ul></ul>
  5. 5. User behaviour parameters Complexity Findability relevance Social graph Content consumption Content quality rating Content contribution Content commenting Implicit links Bookmarking Focus at this stage of the project
  6. 6. Suggestions <ul><li>Use a consolidated search concept </li></ul><ul><ul><li>Where people and content search are part of the same search session </li></ul></ul><ul><li>Use common metadata for both content and people </li></ul><ul><li>Avoid “one trick pony” relevance criteria </li></ul><ul><ul><li>People tend to adapt to whatever give them high ranking </li></ul></ul><ul><ul><li>Combine automatic and manual approaches </li></ul></ul>
  7. 7. Suggestion: use common metadata for people and content
  8. 10. Discussion <ul><li>What criteria should be used to rank employees? </li></ul><ul><ul><li>To avoid manipulation of ranking </li></ul></ul><ul><ul><li>To avoid being unethical </li></ul></ul>

×