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Aug

2010

How to incentivise knowledge sharing?

"Every month I review the search terms that lead people to our Knoco website, just to see what people are searching for. A common search term that came up again this month, is "How to incentivise knowledge sharing".

I thought it was worth a blog post on it's own.

The simple answer is Don't!"

www.nickmilton.com/...ntivise-knowledge-sharing.html

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knowledgesharing knowledgemanagement incentive pull push explicitknowledge tacitknowledge rewards

Firstly, make it clear that Knowledge Sharing is part of the job. If you need your sales reps to put knowledge into the CRM system, then write it into the company expectations. Just as timewriting is an expectation, or performance appraisals are an expectation, so knowledge entry should be an expectation, in this case
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- Whatever conversations you have about performance, knowledge sharing needs to be part of that conversation.
- Thirdly, it does no harm at all, and is positively beneficial, for the community coordinator or the KM coordinator of the knowledge base, to publically thank the good contributors
- Fourthly, you use the Nudge principle of peer pressure. You publish, to management, league tables of KM activity. You highlight the divisions that are sharing freely, and the ones that aren't sharing at all.
- If you focus only on Explicit Push, you miss 75% of Knowledge Management territory, and it is the more powerful 75% that you have missed.

Jun

2008

Importance of Human Resources: The Role of HRM in Knowledge Management

There are several roles that can be played by HR in developing knowledge management system.

managehrnetwork.blogspot.com/...in-knowledge-management-1.html

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knowledgemanagement management alignment tacitknowledge explicitknowledge humanresources

HR should help the organization articulate the purpose of the knowledge management system.
as a knowledge facilitator, HRM must ensure alignment among an organization's mission, statement of ethics, and policies
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- HRM should also create the "ultimate employee experience." That is, by transforming tacit knowledge into explicit knowledge through education, organizations must build employee skills, competencies, and careers, creating "bench strength."
- , HRM must integrate effective knowledge sharing and usage into daily life.
- HRM must relax controls and allow (even encourage) behaviors that, in the clockwork world of industrial efficiency, never would have been tolerated. For example, conversations at the water cooler were viewed in the past as unproductive uses of employee time
- HRM must take a strategic approach to helping firms manage email, instant messenger, internet surfing, and similar uses of technology.
- HRM must champion the low-tech solutions to knowledge management. Although it should not ignore the high-tech knowledge management tools, HRM contains the expertise to develop low-tech knowledge management strategies

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