I've previously pondered over how we could possibly work with HR to ensure success for KM and can perhaps summarize some of the key points as follows: (I am assuming that the points below represent key components in HR strategies)
including the employee's KM quotient as one of the objectives/competencies in the appraisal process
visibility/recognition/appreciation being more important than monetary gestures
I firmly believe that one of the critical aspects that contribute to employee satisfaction, delight and engagement is an environment that enables and celebrates knowledge sharing and collaboration.
We need to understand the links between various roles and how rotation of employees (knowledge) would help the organization get more efficient/innovative.
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