Depending on the goal and industry sector a knowledge strategy can be defined taking different angles into account. At the end we give some archetypes for implementing your knowledge strategy.
Strategic Sensitivity and Innovative Capabilities of Software Development Com...ijtsrd
This work tends to review the issues of strategic sensitivity and innovative capability among software development companies in South South, Nigeria. Innovative capability is define as the holistic, comprehensive, and all encompassing ability of an entire organization to respond to changes in the business environment with actions that deliver real value to the organization. Strategic sensitivity describes organizations' scanning ability and knowledge development about its context, the internal assessment of its capacities and its alignment of functions and behavior in a manner that advances it towards its goals and objectives. The issue that this works intends to address is the negligence that is given to the contextual business issues which has led to lose of sensitive data, disruption of work, damage to the brand image, and company reputation. Findings revealed that strategic sensitivity relatewith innovative capability among software development companies in south south, Nigeria. The study conclude that for organization to be able to stay relevant such a firm must ensure that its operations efficiency, management capability and personnel must be competent to allow for the organization to be able to achieve its goals and objectives. Therefore, we recommend that software development companies should have the right staff with the proper skills and competencies if the will want to stay relevant in the software development industry. Also modern management styles and operational techniques must be put in place for a better and sustainable advantage. Agbeche, Aaron | Lawrence, Damiete Onyema | Okechukwu, Prince Jumbo | Elechi, Bobby Chime "Strategic Sensitivity and Innovative Capabilities of Software Development Companies in South-South, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47706.pdf Paper URL : https://www.ijtsrd.com/management/strategic-management/47706/strategic-sensitivity-and-innovative-capabilities-of-software-development-companies-in-southsouth-nigeria/agbeche-aaron
Lost your knowledge will make yourself lose everything.
The knowledge you have should be shared to others. You would see the big company to share the company from the old employees to the new ones.
Future of Business Education - working documentRoss Wirth
Summary of issues facing business education including some analysis of criticisms from hiring managers, what it means to be a College of Business, and emerging trends.
U-Spring: 2016 Corporate University Global Survey ResultsBPI group
Results of BPI group's 2016 global survey on corporate universities and new methods of organizational learning. Join us in reimagining the corporate university!
Strategic Sensitivity and Innovative Capabilities of Software Development Com...ijtsrd
This work tends to review the issues of strategic sensitivity and innovative capability among software development companies in South South, Nigeria. Innovative capability is define as the holistic, comprehensive, and all encompassing ability of an entire organization to respond to changes in the business environment with actions that deliver real value to the organization. Strategic sensitivity describes organizations' scanning ability and knowledge development about its context, the internal assessment of its capacities and its alignment of functions and behavior in a manner that advances it towards its goals and objectives. The issue that this works intends to address is the negligence that is given to the contextual business issues which has led to lose of sensitive data, disruption of work, damage to the brand image, and company reputation. Findings revealed that strategic sensitivity relatewith innovative capability among software development companies in south south, Nigeria. The study conclude that for organization to be able to stay relevant such a firm must ensure that its operations efficiency, management capability and personnel must be competent to allow for the organization to be able to achieve its goals and objectives. Therefore, we recommend that software development companies should have the right staff with the proper skills and competencies if the will want to stay relevant in the software development industry. Also modern management styles and operational techniques must be put in place for a better and sustainable advantage. Agbeche, Aaron | Lawrence, Damiete Onyema | Okechukwu, Prince Jumbo | Elechi, Bobby Chime "Strategic Sensitivity and Innovative Capabilities of Software Development Companies in South-South, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-6 , October 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47706.pdf Paper URL : https://www.ijtsrd.com/management/strategic-management/47706/strategic-sensitivity-and-innovative-capabilities-of-software-development-companies-in-southsouth-nigeria/agbeche-aaron
Lost your knowledge will make yourself lose everything.
The knowledge you have should be shared to others. You would see the big company to share the company from the old employees to the new ones.
Future of Business Education - working documentRoss Wirth
Summary of issues facing business education including some analysis of criticisms from hiring managers, what it means to be a College of Business, and emerging trends.
U-Spring: 2016 Corporate University Global Survey ResultsBPI group
Results of BPI group's 2016 global survey on corporate universities and new methods of organizational learning. Join us in reimagining the corporate university!
In this report, we have a clear objective of planning and designing the IT structure and its implementation in the firm.
The objectives are as follows:
• Analyse the IT sector scenario and the company structure and working
• Risk assessment of the business environment
• Process, Application and Technology Integration
• Define a cloud strategy for Mindfire Solutions
• Devise the Technology Scorecard for the departments
• Suggest Change Management in regards to cloud implementation
• Prepare an action plan for each stakeholder
• State the benefits of the IT implementation
Linking to Excellence: best practice in university/corporate partnershipsAlan Bruce
An overview of the themes, issues and strategies in developing university/corporate partnerships at a time of systemic change and pervasive technologies. Presented at the Pearson Colloquium for Brazilian higher education and university rectors in Campinas, Brazil (26.8.2014)
Companies that clearly understand the talent available in-house and effectively gauge the talent available outside the organization will be better positioned to access and obtain the workforce they need—this is what we call the ‘Supply Chain of Talent’ framework.
To gain a better understanding of your Supply Chain of Talent, KellyOCG compiled this research report with the Human Capital Institute.
Talent Landscape - India Story,Nature of Premium Quality Talent,Impact of Growth on Talent,Dynamics of Today's Workforce,Honing Versus Using Talent,Matching Individual and Organizational Needs Through Active
HR Participation,
How organisational learning needs to change to meet today's challengesInfor CERTPOINT
How Speed and Technology Change Everything.
In the recent past, training was a process almost disconnected from the daily operations of the rest of the organisation. Sometimes this gap was literal - training was often confined to a separate building.
At the same time, however, training's value was seldom questioned. It was understood to have a positive, if usually unmeasured, effect. The role of training was 'building capability' - giving employees 'just-in-case' knowledge and skills for use at some point in the future
In this Article CERTPOINT CEO Ara Ohanian outlines three key ways L&D departments must change to stay relevant.
Re skilling in times of today article by lipikaRajni Ranjan
Reskilling in Business/Corporates - Industry is always on the lookout for methods to improve and increase productivity, decrease cost, increase savings, and create operational
efficiencies and effectiveness in systems and processes. Automation and digitisation, therefore, are the obvious adaptation that all businesses are working towards and
welcoming with open arms.
Why Developing Technology Skills is Essential for NonprofitsTechSoup
As the pace of change accelerates and technology continues to evolve, organizations across all industries are struggling to keep up — and the nonprofit sector is no exception. Technology skills are critical to building the solutions that solve the greatest challenges for nonprofits. But developing technology skills starts by creating a culture of lifelong learners. For enterprise organizations and nimble nonprofits alike, learning is an indispensable element of success.
Join us for this 60-minute webinar with Lindsey Kneuven, head of social impact of Pluralsight, who will cover how you can accelerate the ability to achieve your nonprofit’s mission and give your teams the opportunity to have more meaningful impact.
Why india still has an edge in software development outsourcing in 2022, desp...ISHIR
India is known for its cost advantage and the largest pool of IT talent, If you consider outsourcing software development projects to India, you should not focus solely on India’s edge in software development.
In this report, we have a clear objective of planning and designing the IT structure and its implementation in the firm.
The objectives are as follows:
• Analyse the IT sector scenario and the company structure and working
• Risk assessment of the business environment
• Process, Application and Technology Integration
• Define a cloud strategy for Mindfire Solutions
• Devise the Technology Scorecard for the departments
• Suggest Change Management in regards to cloud implementation
• Prepare an action plan for each stakeholder
• State the benefits of the IT implementation
Linking to Excellence: best practice in university/corporate partnershipsAlan Bruce
An overview of the themes, issues and strategies in developing university/corporate partnerships at a time of systemic change and pervasive technologies. Presented at the Pearson Colloquium for Brazilian higher education and university rectors in Campinas, Brazil (26.8.2014)
Companies that clearly understand the talent available in-house and effectively gauge the talent available outside the organization will be better positioned to access and obtain the workforce they need—this is what we call the ‘Supply Chain of Talent’ framework.
To gain a better understanding of your Supply Chain of Talent, KellyOCG compiled this research report with the Human Capital Institute.
Talent Landscape - India Story,Nature of Premium Quality Talent,Impact of Growth on Talent,Dynamics of Today's Workforce,Honing Versus Using Talent,Matching Individual and Organizational Needs Through Active
HR Participation,
How organisational learning needs to change to meet today's challengesInfor CERTPOINT
How Speed and Technology Change Everything.
In the recent past, training was a process almost disconnected from the daily operations of the rest of the organisation. Sometimes this gap was literal - training was often confined to a separate building.
At the same time, however, training's value was seldom questioned. It was understood to have a positive, if usually unmeasured, effect. The role of training was 'building capability' - giving employees 'just-in-case' knowledge and skills for use at some point in the future
In this Article CERTPOINT CEO Ara Ohanian outlines three key ways L&D departments must change to stay relevant.
Re skilling in times of today article by lipikaRajni Ranjan
Reskilling in Business/Corporates - Industry is always on the lookout for methods to improve and increase productivity, decrease cost, increase savings, and create operational
efficiencies and effectiveness in systems and processes. Automation and digitisation, therefore, are the obvious adaptation that all businesses are working towards and
welcoming with open arms.
Why Developing Technology Skills is Essential for NonprofitsTechSoup
As the pace of change accelerates and technology continues to evolve, organizations across all industries are struggling to keep up — and the nonprofit sector is no exception. Technology skills are critical to building the solutions that solve the greatest challenges for nonprofits. But developing technology skills starts by creating a culture of lifelong learners. For enterprise organizations and nimble nonprofits alike, learning is an indispensable element of success.
Join us for this 60-minute webinar with Lindsey Kneuven, head of social impact of Pluralsight, who will cover how you can accelerate the ability to achieve your nonprofit’s mission and give your teams the opportunity to have more meaningful impact.
Why india still has an edge in software development outsourcing in 2022, desp...ISHIR
India is known for its cost advantage and the largest pool of IT talent, If you consider outsourcing software development projects to India, you should not focus solely on India’s edge in software development.
Driving A Data-Centric Culture: A Bottom Up OpportunityPlatfora
Big data has captured the attention of business leaders in almost every industry. Building big-data capabilities has found its place on the corporate agenda, and leading companies are moving forward on promoting a data-centric culture.
Most data-driven companies are focused on the leadership challenge of inspiring this cultural shift. To date, however, little has been said about the role of middle management and lower-level employees in spreading and institutionalizing a data-centric culture.
Getting Through the Fear Factor When Hiring Tech Talents.pdfaNumak & Company
The more profound constraint is a further factor in making a perfect selection when hunting for tech talents. While recruiters are focused and determined on hiring competent candidates for vacant spaces, they should also consider reducing strictness in the process, for example, the years of experience and compulsory finished education level. Since the American survey tells that most candidates' educational backgrounds are not in-line with their experience because they acquire knowledge of other skills while holding a post.
Perhaps, since these candidates are well experienced, they should be considered, while employers cut down a little to test their knowledge.
It is a presentation which covers Wipro company's all round information, it covers not only the HR aspect of HR Functions, Job Description, Job Specialization, Recruitment process and source but also include Sector-Company-Product-Service Information, Business Model canvas also with brief company information. The data is taken from WIPRO Company website and Naukri.com only. Presentation made by Aniket Singh for informative purpose and study of company for in-depth analysis.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
2. 16
of the 100 largest companies
anno 1900 still exist
2000-2010:
46%
of Fortune 500 dropped
of list
only
Stable & Secure - Forget it …
Who’s still out there
In overview, in the Fortune 500 about half of the companies have disappeared. Over about nearly 120 years, only 16 of
the 100 largest companies still exist. The majority of the once dominating companies were not able to adapt to new
markets, new demand and related organisational requirements. Their market dominance dwindled and they were
replaced by new players, more adapted to the needs of the consumer.
2ki
.
3. Changing professions require chances in education
Jobs
in-demand
TOP
10
2004 2010
Not only are the life and existence of companies unstable, professions are under constant change as well. As new
technology appears, new skills are required that result in new job types.
The top ten in-demand jobs in 2010 did not exist in 2004. What happens when comparing 2015 with 2004?
In the last 10 years a number of new jobs appeared, witnessing changes in society.
In terms of education, this means that we are currently preparing students for jobs that don’t yet exist.
For people this means that we need to re-skill in order to adapt to a new job for which we were not schooled initially.
Permanent learning is both a must and a challenge. Can training programs keep up or do we fall back on our learning
skills to keep up with job requirements? Do we need to adopt different learning strategies focusing on skills and
competences rather than on knowledge? It is sure that people need to be more self starting and that companies must
give room to initiative.
The 10 fastest growing occupations, 2000-2010 (percent change)
http://data.bls.gov
New since 2005
http://www.forbes.com/sites/meghancasserly/
2012/05/11/10-jobs-that-didnt-exist-10-years-ago/
App Developer
Market Research Data Miner
Educational or Admissions Consultants
Millennial Generational Expert
Social Media Manager
Chief Listening Officer
Cloud Computing Services
Elder Care
Sustainability Expert
User Experience Design
3ki
.
Medical assistants
Computer systems analysts
Personal and home care aides
Database administrators
Desktop publishers
Network systems and data communications analysts
Network and computer systems administrators
Computer software engineers, systems software
Computer support specialists
Computer software engineers, applications
0 25 50 75 100
4. Analysts found that organisations with strong learning cultures are
46%
more likely to be
strong innovators in
their markets
34%
more likely to get
to market before
their competitors
18%
more likely to currently
be a market-share
leader in one or more
of their markets
33%
more likely to report
higher customer
satisfaction than other
organisations
39%
more likely to report
success implementing
customer suggestions
58%
more likely to be
successful at
developing the skills
needed for meeting
future customer
demand.
http://www.bersin.com/News/Content.aspx?id=12521
Innovation is often isolated as a goal to be achieved in order to let an
organisation survive. Coming up with new products, services and working
methods is important. In an economic world where the competitive advantage
of a new product or service is short lived or even non-existent, being quick is
important. Coming up with new ideas and observations that permit
differentiation depends heavily on the learning capacity of an organisation and
its members. The ability to take up new ideas, to search for new concepts and
new solutions for problems is a capacity crucial for differentiating and realising
a competitive advantage.
Learning leads to competitiveness
4ki
.
5. Your company focus
A knowledge management approach should be in line with your company DNA. The major focus, way of working and
basis for creating value has to dictate how to approach knowledge and how to manage it. The focus may differ across
organisational entities and as a company you may require different or mixing approaches to managing knowledge.
Innovation, creativity and related research and design activity are the cornerstone of your operations.
Coming up with new ideas and products is where you create value. Your organisation is staffed with highly creative and
educated people. They are driven their achievements and the creative process they go through individually or in group.
Art and crafts related activities form the cornerstone of your operations.
In a context of craft high quality work, specifically made to the needs of your customer even though what you make is
nearly similar to a previous job there are always specificities that make the task at hand unpredictable. Your people are
trained professionals with vocational training and happy with a job well done.
Industrial processes are focused on efficiency and high volume producing commodity products at the lowest price to
be sold at the best margin. Competition drives them to continuously reduce production prices in order to keep their
margin. Still quite some of the activities in producing goods are executed by human effort. Design of working processes
is largely centralised, as is product development. Close monitoring of performance and related data analytics provides
periodic feedback for process and product design.
Logistics, is just as industry driven by efficiency and cost reduction. There efficiency can be reached through good
planning and efficient use of rolling stock. The disperse deployment of staff is a challenge together with their very
concrete information or even data needs. Centrally monitoring of routes and their efficiency is key.
Automated processes are currently mainly recognised in process industry but it is to be foreseen they will expand
including administrative production, where the further exploration of rules and exploitation of artificial intelligence and
big data will replace further human labor. The focus on knowledge management will shift here from providing
information to human actors to declaring knowledge in machine readable format combined with elaboration of
reasoning algorithms.
6. Establish function and role needs
The professional has different appearances depending on industry and sector. He is mainly driven by the content and
quality of the work he performs, although increasingly working in teams he must be able to work independently and
create value based on his knowledge, skills, insight and experience. He received higher education. His knowledge
needs vary. He may be looking for practical tools but also background information to work further with or even to share
experiences with peers.
The industrial operative is part of a larger industrial production system and executions along procedures and
instructions. He is mainly interested in clear how-to information where time to get familiarised is minimal.
Administrative support staff is confronted with a wide diversity of tasks. They will require information about
supporting processes, the organisation and how to use facilities in the organisation and generic tools.
The administrative operative is part of a larger administrative production process like in financial institutions or
government. They are responsible for handling a part of a larger case and need to be productive. Their main concern is
related to increase productivity in the most efficient way. The knowledge and information made available has to be
practical.
The artisan craftsman works in small teams or independently on specific assignment most often involving large parts
of bespoke work. Like the professional he creates value based on knowledge, skills, insight and experience. He is keen
on quality work and builds on his practical skills. He received technical or vocational education. His knowledge needs
are mainly driven by finding practical solutions and looking for practical innovation.
7. Establish a knowledge/information mix &
transmission modi
Knowledge can be expressed and shared at different levels. These have an impact and limitations on transfer or
generation. Depending on the nature of knowledge the effort for transferring and the channels for diffusion differ.
Implicit knowledge is deeply ingrained in people most often strongly related with skills and the finesse is build through
growing experience. It is hard to explain, rather it should be lived in day to day practice.
Explicit knowledge is the most visible form of knowledge, or is it information? In general this means documentation in
its different forms made available through different channels. Other means of making knowledge available can be
podcast, instructional video’s …
Embedded knowledge is builds further on explicit knowledge in the sense that formalisation is enhanced to the level of
direct use by machines or software.
Teaching - Training - Coaching - Mentoring is intensive, time consuming but often the best way to transfer the
implicit aspect of knowledge and specific techniques and skills that can be best valued through exercise and direct
feedback.
Library - documentation - intranet site widely spread and known. In that sense easily to implement as it can be
defined as an isolated activity. It is suited for transfer of explicit knowledge that can transferred in unambiguous ways
and work with frontal transfer of information and knowledge.
Code management - promotion is the infrastructure for managing and distributing software code and algorithms used
for developing, updating and deploying embedded knowledge. Additional documentation will be required for developers
to reconstruct reasoning of previous developers.
Social intranet - instant messaging - conferencing permits interaction and thus applying to a specific situation. As a
low cost tool/platform it will support knowledge exchange or even creation. Dialog with colleagues permits to search or
elicit knowledge taking account of the specifics of the knowledge need.
The degree of formalisation, complexity and finesse of knowledge will strongly influence the choice of channel for
exchange.
9. 00" 10" 20" 30" 40" 50" 60" 70" 80" 90" 100"
United"States"
Australia"
EU"27"
Belgium"
Germany"
United"Kingdom"
Sweden"
Denmark"
Norway"
France"
55G64" 25G54" 15G24"
15#24 25#54 55#64
United States 45,5 75,1 60,0
Australia 60,7 79,8 61,1
EU 27 .. .. ..
Belgium 26,0 79,3 38,7
Germany 48,2 82,8 59,9
United Kingdom 50,1 80,1 56,8
Sweden 40,4 86,0 72,5
Denmark 57,5 82,3 59,5
Norway 51,4 84,7 69,6
France 29,9 81,3 41,4
Employment rates by age group
As a percentage of population in that age group
Western European historic Union members are challenged by an ageing
population, also in the group of their less and less active older professionals. This
societal challenges should reflect in product and services innovation. It is not all
about addressing millennials. Baby boomers remain a big group.
On the level of work force composition, letting go of senior employees, impacts the
knowledge and experience pool of organisations and our economy. Now and in
the years to come organisation will be confronted with big parts of their workforce
streaming out. Not preparing a workforce transition and knowledge and skills
continuity plan will disrupt the organisations functioning and even its existence.
Experience is essentially valued with efficiency in mind. It has its value when
innovating. Cultivating an atmosphere inviting initiative and creativity invites
everybody. Experience should not be seen as an inhibitor of change or innovation.
It is an important asset and source of ideas when engaged in lateral and
associative thinking set up as a group process and certainly not only when
thinking through the negative side effects of a concept. The right mix of
participants is key when initiating these initiatives.
0"
10"
20"
30"
40"
50"
60"
70"
80"
90"
100"
Belgium" USA" EU725" EU715" EUROZONE" EEA728"
67+"
55767"
45754"
35744"
25734"
15724"
715"
Experience challenges & Demographics
9ki
.
10. What is your company’s age pyramid
All companies follow the age pyramid of the society they function in. At least in
Western society the baby boomer generation is being replaced by younger
generations in our workforce due to retirement. Its impact may be sudden and
abrupt when reinforced by specific, contextually introduced retirement plans
triggered by sector’s economic needs.
Making up your company age pyramid, in occurrence specified by functional role,
will give you insight in the succession strategy to set up. Knowledge transition
should be part of your succession planning. Depending on your activity domain
and focus this will be more ore less intensive.
11. Establish your challenges(examples)
Knowledge Approach
Drivers
Activity Type
Knowledge
Succession
Risk
Containment
Efficiency
Improvement
Creativity
MobileDigitalisation
Social
Interaction
L
Intranet
L
Intranet
L
Procedures
&
Instructions
L
Intranet
Procedures
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