An Overview of Knowledge and Talent Management_GCM


Presentation Description

An Overview of Knowledge and Talent Management


Presentation Transcript

An Overview of Knowledge Management &Talent Management:

An Overview of Knowledge Management &Talent Management Dr. G C Mohanta, BE(Mech), MSc(Engg), MBA, PhD(Mgt) Professor

What is Knowledge?:

What is Knowledge? Knowledge is the awareness and understanding of facts, truths or information gained in the form of experience or learning or through introspection. Knowledge is a combination of information and a person’s experience, intuition and expertise . Knowledge is information that is understood, further to its utilization, stored, retrievable and reusable under appropriate circumstances or conditions. Knowledge is internalized or understood information that can be used to make decisions. Knowledge is the result of forming in mind an idea of something. Knowledge is a key organizational asset that creates and adds value to the organization’s products and services.

Types of Knowledge:

Types of Knowledge Tacit knowledge Explicit knowledge Critical knowledge Embedded knowledge Formal knowledge Informal knowledge

Tacit and Explicit Knowledge:

Tacit and Explicit Knowledge Tacit knowledge is often subconscious, internalized, and the individual may or may not be aware of what he or she knows and how he or she accomplishes particular results. Explicit knowledge is the visible knowledge available in the form of letters, reports, memos, books, literatures, drawings, etc. Explicit knowledge can be embedded in objects, rules, systems, methods, etc. Tacit knowledge is what is in our heads and explicit knowledge is what we have codified.

What is Knowledge Work ?:

What is Knowledge Work ? Key features of knowledge work are as follows : Basic task in knowledge work is thinking - it is mental work which adds value to work It involves activities, such as, analysing, solving problems, deriving conclusions & applying these conclusions to other situations

What is Knowledge Work ? (Contd.):

What is Knowledge Work ? (Contd.) Thinking involved in knowledge work is not a step-by-step linear mental work Thinking should be non-linear for creation It uses knowledge to produce more knowledge Knowledge work is more than mere application of known knowledge Outcome of knowledge work is creation of new knowledge

Who is Knowledge Worker ?:

Who is Knowledge Worker ? One who is a non-manual worker & employed by firms to carry out innovative activities He is person who works for a living at the tasks of developing or using knowledge He does planning, acquiring, searching, analysing, organising, storing, programming, distributing & marketing He has been schooled to use knowledge, theory & concept, rather than physical force/manual skill He uses his intellect to convert his ideas into products, services or processes

Who is Knowledge Worker ? (Contd.):

Who is Knowledge Worker ? (Contd.) He creates knowledge, knows how to tap & share it, reuse it whenever necessary & works against a deadline He is a problem solver He uses his intellect rather than manual skills to earn a living He is an individual who needs high level of autonomy

Who is Knowledge Worker ? (Contd.):

Who is Knowledge Worker ? (Contd.) He is a manipulator of symbols & paid for quality of judgement rather than speed of work He uses unique processes for his creation He possesses un-codified knowledge which is difficult to duplicate He sources between his ears He uses knowledge & information to add to deeper knowledge & information

What are Characteristics of Knowledge Worker ?:

What are Characteristics of Knowledge Worker ? Knowledge workers need following characteristics: Possessing factual & theoretical knowledge Finding & accessing information Ability to apply information Communication skills Motivation & Intellectual capabilities

Possessing Factual & Theoretical Knowledge :

Possessing Factual & Theoretical Knowledge Knowledge workers are conversant with specific factual & theoretical information College Faculty possess information regarding specialized subject matter, teaching strategies & learning theories Sales Rep. has factual knowledge of product he sells & theoretical knowledge to create interest in the product by customers Prospective knowledge workers need years of formal education for mastery to enter into a field of work They will be acquiring additional information on a continual basis

Finding and Accessing Information :

Finding and Accessing Information Operations of today's information society depends on knowledge that is continually growing & changing Distribution of information has become a problem as employees need massive amount of information Knowledge workers should know how to identify & find such information They need to know which sources provide the information they need How to use these sources in order to locate information successfully

Ability to Apply Information :

Ability to Apply Information Knowledge workers use information to answer questions, solve problems, complete writing assignments & generate ideas They use analogical reasoning & relevance judgment to address successfully personal & customer related issues Analogical reasoning is a knowledge-based problem-solving process in which information from precedents are applied to new situations Relevance judgment is the process by which individuals decide whether or not a precedent is applicable to Problem at hand The non-repetitive nature of knowledge workers' jobs makes crucial his ability to apply information to new situations

Communication Skills :

Communication Skills Emphasis on quality customer service & customization of goods & services to meet customers’ needs brings knowledge workers into close contact with customers Successful knowledge workers can present clearly in spoken & written word, both factual & theoretical information The goals of organizational effectiveness & continual improvement of products, require communication between supervisor & supervised & among team mates or colleagues Knowledge Workers possess communication skills that enable them to collaborate with one another for goal-setting, decision-making & idea generation


Motivation Nature of knowledge work requires continual growth, in terms of mastery of information & skill development on the part of knowledge worker Knowledge workers must become & remain interested in finding information, memorising that information and applying it to their work New technological developments call on knowledge workers to change continuously the way they accomplish their work They must maintain a desire to apply their talents toward incorporating new information & new technologies into their work

Intellectual Capabilities :

Intellectual Capabilities Knowledge workers must have intellectual capabilities for understanding, recall, processing & application of specialized information Persons who perform knowledge work must possess the abilities needed to acquire appropriate communication skills To learn how to figure out where and how information can be located To learn how to perform abstract reasoning To have intellectual capacity to understand value of acquiring & maintaining knowledge & skills needed to accomplish their work.

What is Knowledge Management?:

What is Knowledge Management? Knowledge Management comprises a range of practices used by organisations to identify, create, represent, distribute and enable adoption of what it knows, and how it knows it.

What is Knowledge Management?:

Set of strategies, practices and supporting technologies that helps to improve the use and sharing of data, information and knowledge in decision-making. Learning to know what we know Know what we do not know What is Knowledge Management? Data Knowledge Information

What is talent ?:

What is talent ? Talent is the sum of a person’s abilities - his or her intrinsic gifts, skills, knowledge, experience, intelligence, judgment, attitude, character, and drive. It also includes his or her ability to learn and grow.

What is Talent Management?:

What is Talent Management? A set of business practices that manage the planning, acquisition, development, retention and advancement of talent in order to achieve business goals and optimize performance .

Process of Talent Management:

Process of Talent Management Recruit Develop Deploy Retain Assessment and Evaluation Compensation Performance Learning Succession Plan

Recruiting Employees:

Recruiting Employees Be proactive, not just reactive Focus on Strategic Recruitment – Set well-defined recruitment goals & objectives; identify recruitment sources & channels Include Generational Recruitment -   Find, attract, understand and communicate with three Generations present in the market place

Deploying Employees:

Deploying Employees “Deploy”: Working with key individuals to identify their interests, find their best fit in the organization, and craft the job design and conditions that help them to perform Deployment is about matching the correct employee to a critical job or project

Deploying Employees: Compensation :

Deploying Employees: Compensation Consider a compensation plan Key positions should have a career plan Supervisors and employees should communicate and foster the employee’s individual career goals, including compensation as a component

Deploying Employees: Performance Management:

Deploying Employees: Performance Management Deployment does not stop once employees are assigned to a specific job Organisation must continuously focus on their critical talent to ensure that their skills, interests, and capabilities evolve in line with strategic objectives

Developing Employees: Learning:

Developing Employees: Learning “Develop”: Providing real-life learning, employees need to master a job Experiences that stretch their capabilities & the lessons they learn from those experiences are important Rather than push more information through training, it is more important that they “learn how to learn”

Develop Employees: Succession Planning :

Develop Employees: Succession Planning In a recent poll, 67% of employees said they learned the most in situations where they were working together with a colleague on a task “Peer assist programs” such as mentoring & coaching are important aspects of succession planning

Retaining Employees:

Retaining Employees Average cost to replace an employee is one & half times his average salary New candidates can take a year or more to master their jobs Common retention approaches look at turnover rates, but turnover does not measure people’s commitment to a company When jobs are scarce, it is easy to retain a non-committed workforce

Assessment and Evaluation: How Do You Identify Your Critical Talent?:

Assessment and Evaluation: How Do You Identify Your Critical Talent? Critical talent are the people who create the value an organization needs to succeed Which strategies, skills & capabilities are crucial to your current and future success? What emerging workforce trends will impact your ability to deliver value? Who possesses the greatest current and future potential?

Importance Of Talent Management :

Importance Of Talent Management Increases Employee Satisfaction Worker Productivity Learning Effectiveness Service Levels Reduces Employee Turnover Time to Ramp New Hires

authorStream Live Help