<span class="Apple-style-span" style="font-family: verdana; font-size: 10px; ">
<p style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); "><font size="2">Some of the more common challenges facing today’s HR professional include: sourcing better recruits, streamlining training to decrease lost productivity and the retention of key knowledge workers. <br />
<br />
In the current knowledge-driven economy, organizations must know how to develop and implement knowledge-based strategies. This means knowing how to apply knowledge management (KM) concepts to your talent management strategy to drive measurable business results. HR can harness the power of KM to help achieve results.<br />
<br />
<strong style="font-weight: bold; ">What is Knowledge Management?</strong><br />
What exactly is KM? While there are many definitions out there, simply put, KM allows organizations to maximize their return and generate value from intellectual and knowledge-based assets. Most often, generating value from such assets involves capturing what employees know and sharing that information to drive a competitive advantage. It’s important to note that KM is often seen as a technology project or an IT responsibility. While KM is often facilitated by technology, by itself it is not KM. KM is all about strategy, culture and people. <br />
<br />
</font><font size="2"><strong style="font-weight: bold; ">What are the Drivers of Knowledge Management?<br />
</strong>According to wikipedia.org, there are a number of "drivers", or motivations, leading organizations to undertake a knowledge management program. Some common objectives include gaining a sustainable competitive advantage through people, increasing organizational effectiveness, improved or faster learning, new knowledge creation, greater innovation, better customer experiences and knowledge access across global organizations, just to name a few. If HR can apply KM skills to drive the previous results, its role can shift into a new value delivery model and be seen as a more value added, strategic resource. <br />
<br />
Some of the most common considerations driving a KM strategy include:</font></p>
<ul style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); ">
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2">Reducing the risk associated with knowledge loss (retirement, turnover etc.)</font></li>
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2">Facilitating and managing organizational innovation and learning</font></li>
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2">Leveraging the expertise of people across the organization</font></li>
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2">Increasing collaboration, the sharing of best practices and lessons learned</font></li>
</ul>
<p style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); "><font size="2"><strong style="font-weight: bold; ">How Can HR use Knowledge Management?</strong><br />
According to the APQC, HR can use a four-step knowledge management strategy to drive results in their organizations as follows: </font></p>
<ul style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); ">
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2"><strong style="font-weight: bold; ">Identify:</strong> Determine what knowledge is critical for the success of the organization.</font></li>
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2"><strong style="font-weight: bold; ">Capture:</strong> Collect critical knowledge using techniques such as interviews and best practices submissions.</font></li>
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2"><strong style="font-weight: bold; ">Retain:</strong> Store the captured knowledge in a format where it can be easily retrieved for use at a later time.</font></li>
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2"><strong style="font-weight: bold; ">Transfer:</strong> Transfer through training, apprenticeships, mentoring, and other opportunities.</font></li>
</ul>
<p style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); "><font size="2"><strong style="font-weight: bold; ">Specific Examples<br />
</strong>Here are some of the more common and hands on examples of ways HR can use KM to drive value in their organizations:</font></p>
<ul style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); ">
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2"><strong style="font-weight: bold; ">Workforce planning:</strong> Identify skill/knowledge gaps in the organization and source new external talent pools</font></li>
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2"><strong style="font-weight: bold; ">Exit interviews:</strong> Identify and capture key knowledge, processes and contacts upon exit of the organization</font></li>
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2"><strong style="font-weight: bold; ">Succession planning:</strong> Plan to reduce the risk of knowledge loss by grooming internal and external successors</font></li>
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2"><strong style="font-weight: bold; ">Mentoring:</strong> Implement mentoring programs to transfer hands on experience and knowledge</font></li>
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2"><strong style="font-weight: bold; ">Apprenticeship programs:</strong> Support formal apprenticeship programs through the ITA and other ITO’s</font></li>
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2"><strong style="font-weight: bold; ">Training and development:</strong> Conduct training need assessments to identify key knowledge/skill gaps and implement strategies to close the gaps</font></li>
<li style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); list-style-type: disc; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 8px; line-height: 16px; "><font size="2"><strong style="font-weight: bold; ">Career planning:</strong> Give employees the opportunity to learn and grow within the organization to retain knowledge and experience</font></li>
</ul>
<p style="font-size: 10px; font-family: verdana, geneva, arial, helvetica, helve, sans-serif; color: rgb(0, 0, 0); "><font size="2"><strong style="font-weight: bold; ">Final Thoughts</strong><br />
</font></p>
</span><span class="Apple-style-span" style="font-family: verdana; font-size: 13px; ">With the challenges to recruit and retain top talent at an all time high, now is the time for HR to embrace a new skill set to add more value. If your people are teh only true source of sustainable competitive advantage, who better than HR to lead the charge in the development of well-rounded KM strategies to add value?<br />
<br />
</span><span class="Apple-style-span" style="font-family: verdana; font-size: 13px; font-style: italic; ">Derek Gagne, CHRP, MBA, BA is the President and CEO of Talent Edge Solutions Inc. He has been helping organizations with their planning, people and process strategies for over 15 years. His areas of expertise include talent management, knowledge management, strategic planning, labour relations, organization development and operations management. Derek holds an MBA in Executive and Knowledge Management from Royal Roads University and a Bachelor of Arts Degree in labour relations from McGill University. He is also a Certified Human Resources Professional (CHRP).<br />
<br />
</span>dgagne@talentedgesolutions.com<br />
604-628-4400
